Oracle Fusion Cloud HCM, or Oracle Taleo, is a cloud HCM solution with Talent Management solutions. Its talent management solution includes Recruiting, Onboarding, Learning, Career Development, Opportunity Marketplace, Performance Management, Compensation, Succession Planning, etc.
$4
Per Employee Per Month
symplr Talent Management Solutions
Score 7.3 out of 10
N/A
symplr acquired HealthcareSource in July, 2021. The former HealthcareSource now forms the foundation fo the symplr talent management suite.
N/A
Pricing
Oracle Fusion Cloud HCM
symplr Talent Management Solutions
Editions & Modules
Help Desk
$4.00
Per Employee Per Month
Talent Management
$10.00
Per Employee Per Month
Global HR
$15.00
Per Employee Per Month
No answers on this topic
Offerings
Pricing Offerings
Oracle Fusion Cloud HCM
symplr Talent Management Solutions
Free Trial
No
No
Free/Freemium Version
No
No
Premium Consulting/Integration Services
Yes
Yes
Entry-level Setup Fee
Required
No setup fee
Additional Details
Contact Oracle HCM for detailed pricing information at +1.800.392.2999
Oracle HCM is very much helpful and well suited in the recruitment and placement process and HR data. It makes it easier for HR in [organizations] to keep track of who is in and out of the [organization]. Improvement can be made by allowing employees to record their own data and update it as and when necessary without having to go through HR first.
If their HRIS system holds all their data - employees, supervisors, positions then HealthcareSource can really take advantage of that data and save you a lot of time. We looked at a lot of systems and one of our needs was both Applicant Tracking and Performance Management and these systems work very well together. Other systems we looked at didn't have all our most needed features - we needed a vendor that could do both, integrate with our HRIS, report back data in a customizable fashion, and be user friendly. Some systems listed the features but during the demo and product reference calls we found they didn't perform as advertised. Some had reporting but the reporting was missing key data or didn't export in a data friendly manner. We have found HealthcareSource to be not only "pretty" - aka user friendly/non-cluttered but also had the engine under the hood as well that met our data analyst needs.
When any company implements a new program they have specific needs that they want customized for them. Healthcare source did a great job providing excellent customer service to our HR and IT professionals working behind the scenes to help us maximize the programs potential at our organization. They did not limit us to any standard uses or prohibit us from reaching our internal goals. Some examples include specialized reports, data uploads of employee data and time frames for our annual reviews.
They provided us with training and retraining and more training on using the system. This included training new members of our team when we had turnover in HR and inviting us to conferences and webcasts regularly.
The presentation of the software was very appealing and that may seem small but it really helps appeal to the employees that use it for their reviews.
Government entities share data readily on applicants and HCM doesn't make it easy to have applications transferred between organizations. If applicants could apply once and send that application to multiple entities that would really make it more appealing to clients. This is a niche that is currently filled with NEOGOV, however Oracle's analytics are far superior to those in NEOGOV
There are no customizations allowed so clients need to work within the configuration standards or create a bolt on. Many times your greatest asset is also one of your biggest weaknesses.
Oracle is a large company and sometimes it can be hard to navigate the support matrix that they have set up. They also have tiers of support so you can pay more to get more, which isn't optimal from a customer point of view.
Taleo does what we need it to do and based on the costs from both a time and money perspective, I don't see us changing anytime soon. If anything I think we will look to leverage the capabilities available that we may not already be using.
Looking back we can say that every year we used Performance Manager and other products too like HeathcareSource's Compensation and Position Manager we saw the ease of use for employees and HR staff members increase, we saw employees getting more comfortable with the product and HR Staff getting better at expressing their needs to the HealthcareSource team and this made us want to stay with the same company, when things are getting better each year we know we are in the right place.
After the initial training's, it was quite intuitive to use the application. The application is based upon best practices and the overall flows are quite logical. The train stop approach also ensures that users understand where they are in the process cycle. Also, the number of clicks have been greatly rationalized to ensure that there is more streamlined experience.
It works well. However we recently discovered that it no longer is supported on Internet Explorer so we had to change the default browser for everyone in our organization to MS Edge.
The rating is based upon our current level of support. The overall experience has vastly changed since we moved into product paid support. 'Also, with Oracle going with the model of quarterly patches, it makes sense to have the product company provide support to the overall application thereby eliminating the problems of bugs.
On the previous rating scale, I kept thinking "it depends". If I know it's an easy question or easy fix, the response is super fast. If I know I am asking something complex, custom or I just know it's not going to be able to be answered by 1st tier, it can take some time. I have worked on these issues with them (they are all very nice) I do now have avenues for finding things out from one person. We had one issue where we had a major problem and it required a software patch and their support team worked throughout the weekend to create, QA, and deliver the patch as promised. I was very impressed
There is a lot of potential on Fusion. We have reaped about 10% of potential benefits. Especially on Workforce Intelligence, the opportunities are huge. The reason why we do not use the solution at its full potential is not in the product (which is simple and transparent). A roadmap is under construction to bring more of its potential to the end user.
Firstly, create a template for the data of human resources to be filled by the client with help from us, then We transformed the paperwork, excel, word sheets, did data cleansing and refined the data, and matched data with the correct fields inside the template and imported the data to oracle cloud hcm by using human capital management data loader
Both Health Stream and Healthcare Source have to-do lists, completion lists, and tracking. However, the functionality of Healthcare Source is far superior to HealthStream. The notifications are much better and helpful. The tracking on Healthcare Source is easy to use and see. Overall the interface in Healthcare Source is more intuitive.
We were not good at tracking any numbers around recruiting so now this last year we have been able to set the benchmark that we now can work toward improving.
At any given time, we could not say how many open positions we had. Now we are able to keep track of that.
We do a much better job with communicating with candidates now, especially the ones not selected. This will help us maintain a better reputation and attract the candidates back for other jobs they may be a better fit for in the future.
NetLearning has increased our nursing CEU credits with the most efficiency. Now nurses can take courses on NetLearning and have it track their hours.
On a compliance standpoint, NetLearning has benefited us when we are being audited and we have to show what trainings or classes an employee has made. Also, to make sure that their certifications are up to date.
