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
Paycom
Score 8.5 out of 10
N/A
Paycom supports HR and payroll with automated, employee-first technology that supports every stage of employment. Its single database enables seamless data management, to reduce errors, endless data entry and time-consuming administrative tasks.
N/A
Pricing
Oracle Fusion Cloud HCM
Paycom
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
Paycom
Free Trial
No
No
Free/Freemium Version
No
No
Premium Consulting/Integration Services
Yes
No
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.
It's very mobile friendly, especially for people that aren't tech savvy. We have an aged workforce where we were really concerned about how they would adapt, going from the comfort of using paper to a mobile and online application. But the training was really easy and the adaptation has been simple for us as a company.
I would say the communication post-implementation is amazing. Allie is our representative. She's amazing. Caitlin is amazing. I just met Travis last week at the office. Amazing. The communication is great and helpful, so if one of the team members don't have the answer, they can just jump in. For instance, I was on a call with Caitlin yesterday and she was like, "I'm not really sure about this answer. Let me see if I can go run it byTravis." I know he's on another call and instead of him saying blah, blah, he came over and looked at the screen and was like, do this, do this. It's a little different. So I would say the customer service is the best.
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.
I think that when we do need a response back, which is very unlikely from the contact about something that's happening or going on, it can take a little long to get back to us. Longer than we would like because obviously it's an emergency to us, but we understand they have tons of emergencies they have to solve. But I think that's the only aspect.
I know from a payroll standpoint, which I'm not really privy to because I don't work on the payroll side, there have been some little hiccups that about certain formulas used, certain credits being issued that we've already filed for tax credits that we filed for. So I know that my CFO's already on top of it and pay comes on top of it as well and it's getting resolved, but obviously that's a big issue that needs some work there.
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.
Because it has everything that we need and as we grow, we are learning how robust Paycom can actually be but we need to be willing to spend the money. It's not expensive but we, as a company, are not used to spending that much on a system for HR and payroll.
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.
The interface is very intuitive, you can navigate it pretty well. Everything's pretty much spelled out and the features just flow really well. They make it easy for you to go back and forth with the UX/UI type of interface. So I think it was built pretty well.
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.
Our TSR has been wonderful to work with. Every step of the way he was quick to respond and answer any questions we had. I knew I could reach him at any time (day or night) and he would be available to assist. Implementing a new HRIS system is obviously a huge task and I contribute all our success to our rep Kurt! Of course, with any implementation, there were bumps along the way and issues. But I always knew we would work as a team to get those issues figured out. Working in the Paycom system has been smooth and easy to learn and I enjoy the employee self-service interface. Our managers have had positive things to say and are all excited about the changes we have been able to make to our organization due to Paycom being implemented.
All the online training modules were short and straight to the point. Every module teach you how to use the system. If there is one thing they know how to do is training. We did implementation during the pandemic so all had to be done online or via zoom meetings.
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.
Not at all satisfied it was a nightmare we spent over 8 months with the implementation team having issues after issues all related to the Puerto Rico regulations (half my employees are in Puerto Rico) and at the end we were moved over from the implementation team to the production team without all the issues being resolved
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
We really only had Paychecks and that was our biggest problem is that with several different companies, it was very hard If you had a salary employee and didn't terminate them in the prior company, they get paid twice, so this has really been definitely a big help for us.
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.
I think our fiscal team who handles the ROI would say that it has had a negative impact just because a lot of stuff is a la carte and we weren't aware of that before we went into a business relationship with Paycom. So I think it's had a negative impact.
