What users are saying about
<a href='https://www.trustradius.com/static/about-trustradius-scoring#question3' target='_blank' rel='nofollow noopener noreferrer'>Customer Verified: Read more.</a>
229 Ratings
16 Ratings

Ascentis

<a href='https://www.trustradius.com/static/about-trustradius-scoring#question3' target='_blank' rel='nofollow noopener noreferrer'>Customer Verified: Read more.</a>
229 Ratings
<a href='https://www.trustradius.com/static/about-trustradius-scoring' target='_blank' rel='nofollow noopener noreferrer'>trScore algorithm: Learn more.</a>
Score 7.3 out of 100
16 Ratings
<a href='https://www.trustradius.com/static/about-trustradius-scoring' target='_blank' rel='nofollow noopener noreferrer'>trScore algorithm: Learn more.</a>
Score 4.7 out of 100

Likelihood to Recommend

Ascentis

While the Recruiting module itself is difficult to get it the way we need, moving applicants into HR has saved us tons of time since it is fully integrated. Everything works well together and the support services teams for all modules are outstanding. Within Recruiting, there are no integrated Reference check capabilities, so it has to be done manually outside the system. With the volume of seasonal hiring we do, we simply don't have the time to do this effectively. If there was a way to run reference checks and have them flow back to the employee record in the form of an attachment for their file, it would be awesome!
Gail Bettcher profile photo

Epicor HCM

While Epicor HCM is functional for enterprises with many branch locations, I feel that is best suited out of the box for locations with corporately centralized HR. This overcomes some of the shortcomings of security capability and the need to spend a lot of time in configuring routing.The CSS portion of Epicor HCM is not as robust as competing systems and should not be used if corporations are actively looking to onboard at a high rate.
Joseph Moeller profile photo

Feature Rating Comparison

Human Resource Management

Ascentis
7.1
Epicor HCM
4.9
Employee demographic data
Ascentis
8.1
Epicor HCM
5.0
Employment history
Ascentis
7.8
Epicor HCM
6.0
Job profiles and administration
Ascentis
7.0
Epicor HCM
5.0
Workflow for transfers, promotions, pay raises, etc.
Ascentis
6.6
Epicor HCM
4.0
Organizational charting
Ascentis
5.9
Epicor HCM
2.0
Organization and location management
Ascentis
7.4
Epicor HCM
4.0
Compliance data (COBRA, OSHA, etc.)
Ascentis
6.7
Epicor HCM
8.1

Payroll Management

Ascentis
7.6
Epicor HCM
6.9
Pay calculation
Ascentis
8.3
Epicor HCM
6.1
Support for external payroll vendors
Ascentis
7.5
Epicor HCM
7.2
Benefit plan administration
Ascentis
6.8
Epicor HCM
5.5
Direct deposit files
Ascentis
8.8
Epicor HCM
7.6
Salary revision and increment management
Ascentis
7.3
Epicor HCM
6.7
Reimbursement management
Ascentis
6.6
Epicor HCM
8.0

Leave and Attendance Management

Ascentis
7.6
Epicor HCM
6.3
Approval workflow
Ascentis
7.4
Epicor HCM
6.0
Balance details
Ascentis
7.6
Epicor HCM
6.0
Annual carry-forward and encashment
Ascentis
7.7
Epicor HCM
7.0

Employee Self Service

Ascentis
7.5
Epicor HCM
7.4
View and generate pay and benefit information
Ascentis
7.9
Epicor HCM
7.0
Update personal information
Ascentis
8.3
Epicor HCM
8.0
View company policy documentation
Ascentis
7.4
Epicor HCM
8.0
Employee recognition
Ascentis
6.7
Epicor HCM
7.0
View job history
Ascentis
7.2
Epicor HCM
7.0

Asset Management

Ascentis
5.6
Epicor HCM
7.1
Tracking of all physical assets
Ascentis
5.6
Epicor HCM
7.1

HR Reporting

Ascentis
6.3
Epicor HCM
6.7
Report builder
Ascentis
6.5
Epicor HCM
7.0
Pre-built reports
Ascentis
6.6
Epicor HCM
7.0
Ability to combine HR data with external data
Ascentis
5.8
Epicor HCM
6.0

Onboarding

Ascentis
7.2
Epicor HCM
6.5
New hire portal
Ascentis
7.4
Epicor HCM
7.0
Manager tracking tools
Ascentis
7.0
Epicor HCM
6.0

Performance and Goals

Ascentis
6.4
Epicor HCM
6.0
Corporate goal setting
Ascentis
6.5
Epicor HCM
6.0
Individual goal setting
Ascentis
6.6
Epicor HCM
6.0
Line-of sight-visibility
Ascentis
6.2
Epicor HCM
6.0
Performance tracking
Ascentis
6.4
Epicor HCM
6.0

Performance Management

Ascentis
6.0
Epicor HCM
5.8
Performance plans
Ascentis
6.2
Epicor HCM
6.0
Performance improvement plans
Ascentis
6.3
Epicor HCM
6.0
Review status tracking
Ascentis
6.2
Epicor HCM
6.0
Review reminders
Ascentis
6.2
Epicor HCM
6.0
Multiple review frequency
Ascentis
5.0
Epicor HCM
5.0

Succession Planning

Ascentis
5.5
Epicor HCM
6.0
Create succession plans/pools
Ascentis
5.1
Epicor HCM
Candidate ranking
Ascentis
5.4
Epicor HCM
6.5
Candidate search
Ascentis
6.4
Epicor HCM
5.5
Candidate development
Ascentis
5.1
Epicor HCM

Recruiting / ATS

Ascentis
7.0
Epicor HCM
5.3
Job Requisition Management
Ascentis
7.5
Epicor HCM
6.0
Company Website Posting
Ascentis
7.8
Epicor HCM
5.0
Publish to Social Media
Ascentis
6.7
Epicor HCM
Job Search Site Posting
Ascentis
6.8
Epicor HCM
5.0
Duplicate Candidate Prevention
Ascentis
5.6
Epicor HCM
5.0
Applicant Tracking
Ascentis
7.6
Epicor HCM
6.0
Notifications and Alerts
Ascentis
6.7
Epicor HCM
5.0

Pros

Ascentis

  • The scheduling function provides a good platform that allows employees to see what their schedule is. If multiple departments have need of their time, they can look and see availability. If none, they can negotiate with the employee's direct report to get them in. We use it to coordinate both work hours and training hours.
  • It can be programmed to notify if someone clocks in/out early/late and awards points accordingly. Our frontline staff have a work requirement for in/out timeliness. It lets Managers know when and where to intervene with HR to bring this performance focus back into line.
  • If there are log-in/out errors, Supervisors can easily make corrections. This is important when there are issues that might affect an employee's points.
Drew Bishop profile photo

Epicor HCM

  • Security is always an issue with payroll/HR software. Security in Epicor HCM is very robust. In our manufacturing facility it is important that supervisors have access to their employee's information and the software allows me to limit access to only the correct department. There is also menu security that will allow me to remove access to features by user and grant access only to what they require to do the job.
  • This software is the repository for many different types of employee information. For example in the past we have tracked skills training by employee in either an Access database or an Excel spreadsheet. We are currently in the process of loading individual employee skill information which will allow us to query the database to pull any information that is not already a canned report in the system.
  • Payroll tax reports are handled by the system seamlessly. In our old system I had to keep confidential employees in a different "company" which meant I had to combine the two companies and do quarterly and year end tax reporting manually. The confidential flag in Epicor HCM allows me to utilize reports directly from the system and also creates the files needed to file online for both my quarterly SUI and W-2 reporting to SSA at year end.
Cheryl Atkins profile photo

Cons

Ascentis

  • NovaTime is the biggest hiccup that we've consistently encountered with Ascentis. We've encountered some of the same issues time and time again throughout our cooperative and I've opened numerous tickets and I've yet to feel like those issues have been resolved. Generally, the program will work, however, when it doesn't it creates frustration with the employee group.
  • I've noticed that when NovaTime has gone down an email has now been sent out notifying the administrators. This is a positive step!
  • I'm wondering if HR and payroll, can, at some point, be one of the same program. I know that with the most recent web updates it sounds like it's moving to one complete system so you don't have to go to two different spots to seek information. If that information was in one spot that would be helpful.
Megan Hoffmann profile photo

Epicor HCM

  • Administrative set-up is a nightmare --> Set-up such as e-mail templates (routing, candidate communication, alerts) and configuring security rights for users, includes looking at list of approximately 100 fields some of which seem like duplicates. Interestingly, you may find that the field you need is missing. You'll need to create a work-around or pay Professional Services to get it set-up correctly, even though they should logically be available. Another alternative is that you need to go to an obscure task under Utilities that you've never used before so you can uncheck a box.
  • Auto alerts seem like a great idea, but the set-up is limited in such a way that you will probably need a Filter SQL statement to get it the way you want. (Ex: No way on the birthday alert to simply filter to active employees. Get ready to send out over 500 alerts for ALL employees and dependents.) You can either ask someone in your IT department or again, go to Professional Services ($$$).
  • Routing also seems like a great idea but if you make too many changes in the routing set-up, it errors out and doesn't allow you to submit changes. Instead you must make only a few changes, submit, then go to the task again. Efficiency is not a concern for HCM. If you have more than 5-10 routes in the system for certain tasks, this can slow down the entire routing page, making you wait between 20-40 seconds to approve and go to the next route. This will make for a fun time during your annual review process when you've got 100+ reviews routed to you.
  • Epicor staff (except for customer support) are salespeople--first and foremost --> Glassdoor reviews show that Epicor "emphasizes billable hours above all else" -- we've experienced this firsthand. Most account managers, implementation and interface consultants will try get you on the phone (at a whopping $100-$300/hr) to talk about nothing and avoid delivering what you've paid them for. If they're not doing that, they may just ignore your e-mails and never get back to you.
  • Unreliable customer support --> Customer support staff seems understaffed and sometimes lack technical knowledge. Not surprising considering that HCM is so convoluted and frustrating. Even the most expert support reps are stumped by questions--the system is just that confusing. Sometimes there is no resolution at all so your call is turned into a service change request. Then you cross your fingers and hope it gets addressed in the next upgrade. I submitted one support call over two months ago. It is still open. Sadly that is not out of the norm.
  • Unexplainable errors in interfaces --> Payroll and benefits interfaces have been unreliable. Employee data changes are dropped with no explanation; ergo, there is no possible solution. Unless of course you want your benefits consultant to spend several hours ($$$) researching it or very, very slowly talking you through it over the phone.
  • Customizations that keep on breaking and breaking and breaking --> HCM releases updates almost twice a year, with "new and improved" features. Sometimes the features don't work, as if the software was updated without any testing or foresight. You'll find that customizations you've paid for have broken inexplicably and need to be re-done. Of course you will be charged for the extra hours needed to fix the customizations.
No photo available

Likelihood to Renew

Ascentis

Ascentis 6.0
Based on 9 answers
This rating would be a 10 if it were not for some issues we have been having recently with the benefit carrier connections. The carrier connections are critical for us so how these issues are resolved will be key in our renewal decision.
Kelly C. Neill, SPHR profile photo

Epicor HCM

Epicor HCM 10.0
Based on 2 answers
I just recently lost my job after 16 years, and purposely sought out a position where I could continue to work with HCM. I am now in a similar role to what I was in before, and can continue the same type of work and enhancements that I did at my other company.
Amy Stuart, HRIP profile photo

Usability

Ascentis

Ascentis 7.1
Based on 8 answers
Overall, it is fairly usable for the average user as long as he/she is at a computer, laptop or a larger tablet and has the ability to view the employee self-service webpage on an internet browser. Because it does not have an app or other mobile interfaces right now, it makes it difficult for it to be useful for most of our employee population who utilize their phones to access the internet. As for the HR professional who would be also working on this interface, it is somewhat easy as about two-thirds of the screens are fairly user-friendly and easy to navigate. Nevertheless, it still leaves about one-third of them that are not as user-friendly and would require more technical knowledge to figure out how to best use them.
Jennifer Steffens profile photo

Epicor HCM

Epicor HCM 7.0
Based on 2 answers
Where it's good: Epicor HCM at a high level has a straight-forward interface for navigating to the main content sections at either the employee or HR administrator level. The interfaces are consistent throughout the application, and after a brief learning curve, one can navigate through the remainder of the interface pages in any content area without too much difficulty. HCM also has great tools for making sure the analysis of data is available and accessible to non-programmer personnel.Where it struggles: One thing working against the usability of the HCM product is the overuse of the row-selection scheme for all many to many relationships. HCM uses a "select the row from the left frame" and then "enter data corresponding to this row in the right frame" scheme for most of its data entry components. One example of overuse is the employee address entry. During the first setup of an employee or during a candidate's application, HCM allows the user to specify multiple addresses. While this functionality is desired for long-term storage, an option doesn't exist to forgo this interface type for quick initial entry for the primary use case (one address per employee). This is one example, but is particularly visible when a candidate must also bridge the learning curve.
Joseph Moeller profile photo

Reliability and Availability

Ascentis

Ascentis 8.0
Based on 2 answers
No answer on this topic is available.

Epicor HCM

Epicor HCM 9.0
Based on 1 answer
The product was always available.
Amy Stuart, HRIP profile photo

Performance

Ascentis

Ascentis 8.0
Based on 1 answer
No answer on this topic is available.

Epicor HCM

Epicor HCM 9.0
Based on 2 answers
The product performs well. As with any software there are bugs and system enhancements needed, but there are channels in place to let Epicor know what they are so they can add to future versions. Open Enrollment and Salary Planning can be a bit slow at times.
Amy Stuart, HRIP profile photo

Support

Ascentis

Ascentis 7.2
Based on 104 answers
During a transition, we had an issue where there was no one in the company who had the SQL database password, which was needed in order to pull over historical data. Ascentis technology team worked tirelessly and were able to get into the database and make a smooth transition of the data.
Dawn Haag-Hatterer, JD profile photo

Epicor HCM

Epicor HCM 1.0
Based on 4 answers
There have been a lot of issues with it at first, but we've been figuring a lot of them out on our own. Needing patches to the program though is something that I didn't expect to happen as often as it does.
No photo available

In-Person Training

Ascentis

Ascentis 8.0
Based on 1 answer
First, to clarify our "in-person" training was done mainly through Web-X meetings and conference calls. It was the closest thing we got to as far as an "in-person" training for this software. However, for the large majority of it, this type of training worked out well. We were able to share our screens and the trainer was able to share his/her screen. We could follow along with what we were doing in our database in real time and see how different functions worked and how manipulating our information could produce different results. It was also nice in that it provided for real-time results if something hadn't been coded correctly or we were having issues as to why something wasn't working the way we thought it should be. However, it did have some downsides in that we often had to rely on a conference phone and that made it difficult to hear people on both sides. Also, sometimes the trainers had internet difficulties when working from home and that caused issues with the WebX meetings.
Jennifer Steffens profile photo

Epicor HCM

Epicor HCM 10.0
Based on 1 answer
We had someone from Epicor come on site to do training, and we "shared" our trainer with another company who was also doing the same major upgrade. It was nice to have another company there so we could ask each other (and the trainer) questions. This allowed for more meaningful discussions during training.
Amy Stuart, HRIP profile photo

Online Training

Ascentis

Ascentis 6.0
Based on 2 answers
Ascentis HR has a number of online training videos to watch on a number of different topics. I gave it a lower rating because there is not much interactivity with the videos and it seems to cater to really only one or two learning styles. Plus, one has to be pretty motivated to go to a separate area to access the videos and then pull up a specific one to watch it and then learn. From my experience, people know that they are there, many just don't take the time and effort to go find them and actually watch them - especially since the username and password are different from their normal username and password.
Jennifer Steffens profile photo

Epicor HCM

No score
No answers yet
No answers on this topic

Implementation

Ascentis

Ascentis 6.2
Based on 4 answers
It was very easy to implement, but the customization pieces should really be fleshed out in order to determine the full need of an organization at the time of implementation. I believe if a little more time was spent on the requirements, the recruiting module would not have to be customized again at a cost at a later date.
Mary Meadows profile photo

Epicor HCM

Epicor HCM 7.1
Based on 2 answers
As stated earlier, you won't find all of the problems and things that you would like to improve on until you implement. After go-live, you then will have a long period of adjustment as you get the data and processes to work the way that you really want them to.
No photo available

Alternatives Considered

Ascentis

1. Customer Service - listens to clients (per our due diligence during evaluation phase and own experience thereafter)2. System ability to interface with in-house systems. (Other vendors evaluated could not guarantee success.)3. Report Writing - prewritten + ad hoc. User-friendly. Payroll staff could write. Freeing up IT resource time. (+ Payroll more self-sufficient)4. Import/Export Capabilities. (Not all systems are equal)5. Garnishment / Third Party Check module. (Had vision from prior in-house system, this was the only vendor that had what we wanted in this area.)6. Employee satisfaction with increased payroll department efficiency and Ascentis Employee Self-Service.
Dottie Abston, CPP profile photo

Epicor HCM

Epicor pales in comparison to the HRIS and report building systems listed above. Unfortunately, Epicor was implemented prior to my joining the organization. From what I was told, Epicor was chosen because of its ability to be customizable to any industry. However, what we have learned is that this isn't the whole truth. While Epicor might be able to customize to your specific industry with creating certain data fields, it still cannot function properly to meet the needs of your respective industry. For example, my industry is education. There are numerous grant propasals that we send that require specific demographic information. Consequently, when we try to run a report in Epicor, that information is never captured with accuracy which makes sending these reports for grants a herculean task, especially when these donors question our data.
No photo available

Scalability

Ascentis

Ascentis 5.0
Based on 1 answer
No answer on this topic is available.

Epicor HCM

Epicor HCM 8.6
Based on 3 answers
Performance is not noticeably impacted by adding more users. Microsoft IIS and SQL are Epicor HCM's underlying technology and have proven reliability. In addition, IS staff are easy to find that know these technologies.
Gary Siebenlist profile photo

Return on Investment

Ascentis

  • By far, fewer errors in capturing information or giving information
  • Easily see what benefits an employee has enrolled or declined and historical information
  • Easily see what compensation an employee has had historical, or where their compensation is at currently
  • Easily see what positions an employee has had within the company for how long, and why they were transferred
Catherine Peterson profile photo

Epicor HCM

  • I have seen customers go from a paper based system to Epicor and it allows for a much faster way to access, modify and share information, leading to reduced time chasing information around and allowing time other more pressing HR matters.
  • Makes audits much easier as all items are stored in one system rather than in separate files (often times in separate locations).
No photo available

Pricing Details

Ascentis

General

Free Trial
Free/Freemium Version
Premium Consulting/Integration Services
Entry-level set up fee?
No

Epicor HCM

General

Free Trial
Free/Freemium Version
Premium Consulting/Integration Services
Entry-level set up fee?
No

Rating Summary

Likelihood to Recommend

Ascentis
7.1
Epicor HCM
5.0

Likelihood to Renew

Ascentis
6.0
Epicor HCM
10.0

Usability

Ascentis
7.1
Epicor HCM
7.0

Reliability and Availability

Ascentis
8.0
Epicor HCM
9.0

Performance

Ascentis
8.0
Epicor HCM
9.0

Support

Ascentis
7.2
Epicor HCM
1.0

In-Person Training

Ascentis
8.0
Epicor HCM
10.0

Online Training

Ascentis
6.0
Epicor HCM

Implementation

Ascentis
6.2
Epicor HCM
7.1

Scalability

Ascentis
5.0
Epicor HCM
8.6

Add comparison