TrustRadius Insights
The software has proven to be valuable for a wide range of use cases. Users have been able to mark employee records as confidential, …
Overview
What is Epicor HCM (discontinued)?
Epicor HCM supplied human resource management system (HRMS) capabilities, but Epicor has stopped offering this functionality and company's HR applications are no longer available.
Recent Reviews
Popular Features
- Employee demographic data (9)10.0100%
- Employment history (9)10.0100%
- Workflow for transfers, promotions, pay raises, etc. (9)10.0100%
- Report builder (9)8.080%
Pricing
N/A
Unavailable
What is Epicor HCM (discontinued)?
Epicor HCM supplied human resource management system (HRMS) capabilities, but Epicor has stopped offering this functionality and company's HR applications are no longer available.
Entry-level set up fee?
- No setup fee
Offerings
- Free Trial
- Free/Freemium Version
- Premium Consulting/Integration Services
Would you like us to let the vendor know that you want pricing?
Alternatives Pricing
N/A
Unavailable
What is ADP Workforce Now?
ADP Workforce Now is a cloud-based HR platform for mid-sized businesses. It features customizable modules of various HR services that businesses can tailor to their specific needs, as well as regulatory monitoring and alerts to help businesses remain compliant.
What is Rippling?
Rippling gives businesses one place to run HR, IT, and Finance. It brings together all of the workforce systems that are normally scattered across a company, like payroll, expenses, benefits, and computers. This enables users to manage and automate every part of the employee lifecycle in a single…
Features
Return to navigation
Product Details
- About
- Competitors
- Tech Details
- FAQs
What is Epicor HCM (discontinued)?
Epicor HCM supplied human resource management system (HRMS) capabilities, but Epicor has stopped offering this functionality and company's HR applications are no longer available.
Epicor HCM (discontinued) Competitors
Epicor HCM (discontinued) Technical Details
| Operating Systems | Unspecified |
|---|---|
| Mobile Application | No |
Frequently Asked Questions
Epicor HCM supplied human resource management system (HRMS) capabilities, but Epicor has stopped offering this functionality and company's HR applications are no longer available.
Sage People are common alternatives for Epicor HCM (discontinued).
Reviewers rate Employee demographic data and Employment history and Job profiles and administration highest, with a score of 10.
The most common users of Epicor HCM (discontinued) are from Enterprises (1,001+ employees).
Comparisons
Compare with
Reviews and Ratings
(20)
Community Insights
TrustRadius Insights are summaries of user sentiment data from TrustRadius reviews and, when necessary, 3rd-party data sources. Have feedback on this content? Let us know!
- Business Problems Solved
- Recommendations
The software has proven to be valuable for a wide range of use cases. Users have been able to mark employee records as confidential, ensuring that only authorized individuals can access them. This feature has provided an added layer of security and privacy to sensitive employee information. Additionally, the FMLA tracking feature has allowed users to eliminate the need for spreadsheets and effectively manage leave of absence information within the system. This streamlining of processes has saved time and improved accuracy in tracking employee absences.
Integration with payroll and benefit provider exports has been another key use case of the software. Users have found this feature to be highly beneficial as it simplifies the management of employee data, ensuring consistency and accuracy across various systems. The software's compatibility with other systems such as ADP payroll, Concur Expense, BI, and Windows Active Directory has further enhanced its usefulness in maintaining consistent personnel data.
The software's self-service capabilities have also been widely utilized. Candidates have been able to easily apply for open positions and review their applications through the candidate self-service portal. Manufacturing floor employees have had access to view and interact with their HR-related information through the employee self-service interface. This has empowered employees to take control of their personal information, making changes as necessary and accessing relevant HR resources at their convenience.
Users have praised the software for providing a single integrated system with single sign-on functionality, resulting in an improved end-user experience and eliminating redundancies in maintaining HR data. The centralization of personnel and pay records within the system has served as a significant benefit, facilitating external payouts and ensuring accurate record-keeping.
Managers have also found value in the software's reporting capabilities. They have been able to easily view their employees' information and run various reports, aiding in decision-making processes and monitoring team performance. Additionally, managers have used the software for approving time-off requests and making changes to employees' data, streamlining administrative tasks.
While there are many positive experiences with the software, some users have encountered challenges. The integrity of information and complex report building have been cited as areas for improvement. Additionally, a few users have found the user interface to be in need of changes, which has occasionally led to potential data integrity issues. Despite these challenges, the software's overall efficiency in managing personnel information and actions has proven to be valuable, offering benefits that traditional paper processes cannot match.
Overall, the software's key use cases encompass a wide range of HR functions including core HRIS, performance management, benefits administration, applicant tracking, and self-service capabilities. From organizing and retrieving HR demographic data to tracking time off, generating reports, and managing employee and manager self-service, the software has been utilized organization-wide for various HR processes.
In addition to its extensive HR functionality, the software has seamlessly integrated with other systems such as ADP Payroll, medical insurance, and office space software/visual employee directory. This integration has ensured consistent personnel data across multiple platforms, eliminating discrepancies and improving efficiency.
Users have commended the software for enabling an efficient employee experience through real-time access and self-service capabilities. Employees have been able to view their own records, make changes to personal information, access performance reviews, and even apply for internal positions through the software. This self-service aspect has empowered employees to take control of their HR-related tasks and provided them with a sense of ownership over their information.
Managers have benefited from the software's reporting features, which have allowed them to generate various reports related to their employees. They can also approve time-off requests directly through the system, eliminating manual paperwork and streamlining processes. Making changes to employees' data has become easier and more efficient within the software as well.
The HR department often serves as the administrator of the system, utilizing it for performance management, applicant tracking, reporting, and leave of absence tracking. The software has served as a central hub for capturing accurate employee data and interfacing with the payroll system.
Other departments within organizations have also found value in limited access to the system for specific data maintenance purposes. This restricted access allows different departments to maintain relevant information while ensuring data consistency throughout the organization.
While there have been some challenges reported by users regarding data integrity issues and complex report building, the overall benefits of using this software have outweighed these concerns. The ability to streamline processes, improve efficiency in managing personnel information, provide self-service capabilities to employees, integrate with other systems seamlessly, and offer extensive HR functionality make this software a valuable tool for organizations of all sizes.
In conclusion, the software's key use cases encompass various HR processes, self-service capabilities, integration with other systems, and reporting features. Despite some challenges reported by users, the software has proven to be a valuable solution for managing HR operations effectively and efficiently.
Based on user feedback, the following recommendations have been made:
-
Users recommend conducting a 3-month trial before making a decision. This allows for a thorough evaluation of the software's suitability for HR needs.
-
Users suggest customizing the product to maximize its capabilities. By tailoring it to specific HR requirements, users believe they can enhance its effectiveness and efficiency.
-
Users who already use other Epicor products recommend implementing this software. They believe integrating multiple Epicor solutions can provide a seamless experience and streamline overall HR operations.
Some users mention that minor lagging may occur during peak usage times but suggest closing unnecessary programs to address this issue. Overall, users find the software excellent from an employee standpoint, supporting various HR functions effectively.
Attribute Ratings
Reviews
(1-5 of 5)Companies can't remove reviews or game the system. Here's why
November 10, 2019
Epicor HCM, not for customer support
We use multiple modules of Epicor HCM such as core HRIS, performance, benefits, applicant tracking. The system is used by the whole organization through employee self-service (ESS) and manager self-service (MSS). Epicor HCM offers a lot of possibilities. Currently, it allows employees to see their own records, make changes to their personal information like address and direct deposit, see their performance reviews, apply internally for open positions and requests time off. The managers are using the system for approving time-off and making changes to employees' data. HR is the admin of the system and we're using it for performance, applicant tracking, reporting, leave of absence tracking.
- Lots of room for configuration
- The system is flexible and can be configured as needed
- Have nice reporting capability
- Epicor customer support is absolutely terrible. Unable to respect their committed delivery date.
- The overall interface is very dated and not intuitive.
- Alerts are limited
43.33333333333333%
4.3
N/A
N/A
60%
6.0
74%
7.4
N/A
N/A
66.66666666666667%
6.7
N/A
N/A
58%
5.8
N/A
N/A
65%
6.5
60%
6.0
53.33333333333333%
5.3
- In terms of ROI, we can say that Epicor HCM is meeting the needs but is really not perfect.
I was not involved in the Epicor HCM selection. I cannot provide feedback on this topic.
The performance, employment history, benefits, and module integrations with payroll and benefit provider exports were used. In addition, candidate self-service was used for the hiring process. This was used across our whole organization. Candidates had access to our candidate self service portal to apply for open positions and review their applications. All employees, primarily manufacturing floor employees, had access to view and interact with all of their HR-related information through the employee self-service interface. HR representatives had location-based security access, such that they could manage employees based on the current location (region, division, or other data) of the employee. HR users had access to enter personnel actions to modify most data in the system, which was routed through an approval process that is dynamic and allows for multiple approval steps with some intelligent routing potential. Along with properly trained users, the system drastically improves the time and organization necessary to manage personnel information and actions that paper processes cannot provide. It also serves to centrally locate and share a single system of record for personnel and pay records that can dictate external payouts.
- The database relational structure and schema. Spending several years as a database engineer, I appreciate the normalized design of the underlying database structure. I feel that when compared with many other information systems, Epicor HCM is a model that I frequently reference to other people as an example of a "properly built" database schema.
- The out of the box customization tools. Although they do not always work as well as intended, HCM is a product that understands that every business runs a little differently. The ability to rename fields and manipulate variables using tasks in the front-end interface does allow for some easier tailoring of the out of the box processes to terms that our business users were familiar with (resource editor, global variable editor). The task editor also provides good promise to be a tool to customize the interface to see what you want to see on the form. However, this is somewhat limited in potential and is subject to frequent bugs as of 5.8. Customization of menu items and menu tabs on the main menu is possible, which is a perk, but can be a bit confusing when compared to other systems. Some bugs required manipulation through the database in order to get them to fall into place properly.
- The ease of use. Once properly oriented with the product, adept computer users should have no problem navigating through the main page and flowing through the steps to complete maintenance on records or enter personnel actions, etc.
- Configurability. Because of the database structure, code tables and data tables allowed us to enter data that matches our business model and properly maintain the personnel information in the way we found suited us best.
- Limitations of ad hoc query potential. The visual builder should have an option to "go advanced" and allow more complex queries to be written. The SQL-entry does not allow more than basic subqueries and joins. Compound queries, which are used by salary grade information, are not supported through this interface. All reports are run through SSRS, which is fine to be embedded on the screen, but I felt that the transition from query information from user's superview to some viewable information has some room for improvement.
- End-user experience with record manipulation user interface flow / structure. I understand what developers were going from with the one screen record selection on the left navigation panel with record data on the right side. This sounds good in theory and works well with technically-savvy users. However, I found that with less technically oriented users, the visual flow of this was not as intuitive and accepted by the users (including candidates of the company), frequently making mistakes and being unable to complete required tasks. Because this interface is prevalent throughout the system, I would recommend focus-group testing redesigned versions of the interface with general information to see which redesign potential, or even just visual styling to the existing interface, could be cascaded through the software.
- Out of the box reporting and configuration. This is something that is difficult to nail down in a software because every customer is different and will use the system a bit differently. However, I felt that the standard product comes with tons of reports enabled on the menu, but most are of little value if not first edited. This needs to be done by exporting, manipulating using report developer tools, and re-imported. This is not unexpected, but I think that it would add value for HCM to provide a tool which assists in the configuration of the reports.
- Security flaws or limitations of functionality. In an organization where some HR users should have access to see some or most users' information, there is not this security also embedded on important features like "routing history" or "audit" tasks. For example, if the enterprise president receives a bonus, an HR manager who must field weekly audits in a branch location will have access to see that bonus if they are granted access to the routing history or audit tasks.
77.14285714285714%
7.7
45%
4.5
80%
8.0
62%
6.2
70%
7.0
43.33333333333333%
4.3
N/A
N/A
56%
5.6
32.5%
3.3
60%
6.0
55%
5.5
61.42857142857143%
6.1
- Epicor HCM overall has had a strong positive affect on the speed at which HR actions are completed and improves the quality of the data being maintained. Routing actions for approvals and electronic notifications, which are new features above our previous electronic system are harder to lose than paper.
- Epicor HCM professional services experience has been hit and miss, but all in all, mostly negative. Throughout our implementation, Epicor has had a few personnel assigned and reassigned to our project. Our problems frequently needed to be escalated, and disturbing periods were communication was not available by key Epicor project members led to a disheartening experience. A lot of configuration by professional services experts and consultants of Epicor needed to be completely redone, leading to incorrect payouts for benefit deductions and costing the company significant loses that could not be refunded without legal action. These were not pursued, but the diligence and expertise with which these services were carried out were very disappointing.
- Open4 and ADP EEASE
After a failed implementation with Open4, we needed a solution that was more usable with our end-users. The outdated system provided by one of ADP's products needed to be replaced. We chose Epicor HCM because we were enticed by the functionality it provided and ease of use, as well as its ability to be integrated with Epicor ERP, a product which we had owned and used for several years.
November 13, 2015
Epicor HCM - underwhelming
Epicor HCM is being used across the entire organization, both domestic and internationally. We utilize core Human Resources, [for] time-off tracking, reporting, employee and manager self-service. Epicor HCM is our system of record so it addresses the business problem of ensuring we have accurate data across all business functions.
- Reporting capability is robust if you know SQL.
- Client relationship manager is involved and knowledgeable.
- There has been little or no investment in development/upgrades in this product for 4 years.
- The overall interface is very dated, not user friendly and clunky. The time-off interface is so confusing that employees have a difficult time just trying to figure out what their time-off balance is. We typically field 5 questions a week about time-off. This is frustrating to both employees and HR staff.
- The open enrollment module is out dated to say the least. We have a 5 page document and instructional video on submitting elections for open enrollment but we still have a 50% rate of employees who "think" they completed the process, but did not. It takes about 40 hours of follow-up (emails and phone calls) to ensure elections have been submitted correctly.
- In general, Epicor HCM is grossly understaffed. It takes at least 3-weeks to get on a calendar for an interface developer.
40%
4.0
N/A
N/A
36.666666666666664%
3.7
50%
5.0
N/A
N/A
60%
6.0
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
- Increased efficiency in HR processes
- Better customer service
April 29, 2015
Epicor HCM review
Score 9 out of 10
Vetted Review
Verified User
We use HCM in all of our offices worldwide (we are in 25 countries). We use the core functionality plus Employee Self Service, Open Enrollment, and Link. Employees are able to request time off through the system, and employees in the US can also use Open Enrollment for benefit selections. Managers also have access to view their employees, and run various reports.
- Epicor adds many enhancement requests made by its user base, and involves users in beta testing to ensure users get what they need
- The system is customizable by the Administrator, and those customizations carry forward to future versions without needing to be re-written, saving time and money
- The SQL database is easy to integrate with other internal systems
- The user interface is simple and easy to use
- Users can use an integrated ad-hoc query tool, which is very easy to use
- I wish the system recognized holidays when employees enter time off requests
- I wish that Open Enrollment did not require a two step process to submit choices to HR
N/A
N/A
N/A
N/A
N/A
N/A
72%
7.2
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
- Using Request Time Off eliminates the need for paper or for emails when requesting time off and results in more accurate records
- Employee Self Service allows employees to update their own personal information (such as address, phone, personal email) which is then fed to payroll
- Link allows for feeds to various systems such as payroll and health carriers, resulting in more accurate records and less data entry
I have use Epicor HCM since 1997, and do not recall the products I used prior to that.
1400
Employees, Managers, Human Resources
2
Organization, technical aptitude, attention to detail, global mindset
- Can work in a global environment
- Easy for the end users to use
- Can do complex reporting
- Using SQL, I have created over 1800 SQL scripts to audit for bad or missing data. I run this daily to look for data issues, and have the responsible person correct it
- At my last company, HCM fed data to over 30+ internal systems, and approx. 10 external vendors
- As HCM adds Country Specific Functionality, we will certainly take advantage of that, since we have offices in 25 countries
No
- Product Features
- Product Usability
- Vendor Reputation
I was not involved in the initial evaluation and selection process. The product was implemented in 1996 and I started working with it in 1997.
- Don't know
Change management was a minor issue with the implementation
I am answering my questions based on a major upgrade that we did in 2011 because I was not involved in the initial implementation in 1996 (I started in 1997). It is important to stick to the original implementation plan, and when encountering issues along the way, create a spreadsheet to list each issue, and prioritize each with high, medium, and low. High priority issues prevent going live and need to be addressed, regardless of scope creep. Medium are issues that are not ideal to live with but have a work around. Low priority issues are issues that would be a "nice to have" at some point.
- Adjusting management's expectation of what a reasonable timeframe for the project would be
- Determining how best to build custom reports. We first started building reports using the reporting model and quickly realized limitations and had to switch to stored proc based reports. This involved a lot of re-writing of reports, which added time to the project.
- In-person training
Yes
I have had serious bugs resolved with a patch within 1-2 months. Less serious are reviewed and often released with a future patch or put into the next version of the application.
When working on big projects, our rep has often worked nights and weekends to keep the project on deadline.
- Hire a Person
- Complete a Hire
- Terminate an Employee
- Request Time Off
- Employee Self Service
- Open Enrollment
Yes, but I don't use it
I was not there for the initial implementation but was able to negotiate a lower hourly rate for a major upgrade that we did.
As with anyone, you catch more flies with honey. They are all good people, many of whom have been there 15-20 years. Listen to their ideas and suggestions as they have been in the business for quite a long time.
April 08, 2015
Epicor HCM 5.6
Score 6 out of 10
Vetted Review
Verified User
We are using multiple modules of Epicor HCM: core HRIS, timesheets, performance, benefits, applicant tracking. The system is used by the entire organization through employee self-service and manager self-service. Our main goal when implementing Epicor HCM was to have one integrated system with SSO (single sign-on) a pleasant end-user experience, one authoritative data source and eliminating redundancies of maintaining data in multiple HR systems (HRIS, timesheets, performance, applicant tracking, onboarding). We had to eliminate a number of best-of-breed HR systems that took a significant amount of time in keeping up-to-date. Epicor HCM fit our needs and budget at the time. Currently, it allows employees to see their own record, make changes to their personal information like address and direct deposit, see their performance reviews, apply internally for open positions, record their time and request time off. The managers are using the system for reporting purposes, approving time-off and making changes to employees' data such a position, department and manager changes. HR is the admin of the system and we're using it for performance, applicant tracking, reporting, leave of absence tracking (FMLA and non-FMLAa),benefit elections). Other departments have restricted access to the system for reporting purposes to maintaining specific data- such as IT badges, company property, employee skill tracking etc.
- Epicor HCM is a solid integrated system. One of our major benefits was the single sign-on. It reduced the amount of time the HR team spent on reminding people what system they had to use for different things and because of the integration with Active Directory everyone knows their username and password, so we rarely, if ever have to answer questions about the login.
- The system has great flexibility and can be customized to a large extent, from setting up routes and notifications to customizing what employees and managers see, sharing reports with certain roles, or specific users. Great flexibility means lots of options and require an admin to be intimately familiar with the system in order to customize it.
- The routing and notifications are very good and easy to set-up. You can route any task in the system to either be approved or reviewed. If an approval process is not needed, then an alert can notify specific roles or users of specific changes. For example: when an employee's status is changed to "Terminated" the system automatically sends a notification to IT, security, compliance, corporate admin to make all the necessary updates in their specific areas.
- Integration with other systems. Epicor HCM can send information to other systems either by API or by setting up file exports.We're using the Link Export function to export time and demographic data for payroll processing and updating our learning management system.
- Compliance is one area that needs further attention. For example in candidate self-service, the admin and managers can see the candidate's demographic information as part of their application, which shouldn't happen. If an internal candidate applies for a job, the hiring manager automatically gets access to that employee's record just like their regular manager.
- On the timesheets module, there are issues with CA specific OT calculation rules on a bi-weekly payroll, where it does not calculate OT for time worked in excess of 5 consecutive days. Also, the application has random (but rare) occurrences where it resets the time zone to the server time zone for users that clock-in/ out.
- Customizations that require professional services contracts can be somewhat difficult in terms of getting resources assigned. When upgrading the system to a new version, the admin has to conduct its own testing, including all and any customizations made to the system and then work with Epicor on resolving any issues.
- Customer Support structure could be better. Currently there is no official filtering of issues and expected response time for different kinds of issues, except for system access. When offering payroll and time keeping, the customer support should reflect reduced time for resolution of issues in these time sensitive areas.
- User training. Epicor HCM offers no free training, aside from webinars on new version releases. While they do offer training sessions, users have to pay for it. From a customer perspective this is difficult to accept. You pay to purchase the system/ module, but if you want to learn how to use it, you have to pay again.
62.857142857142854%
6.3
53.33333333333333%
5.3
80%
8.0
42.5%
4.3
90%
9.0
60%
6.0
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
- Overall Epicor HCM is meeting the needs of the HR department and those of the organization. It increased our internal customer satisfaction for employees and managers and positively impacted the efficiency of the HR team.
- UltiPro,ADP Workforce Now,Sage HRMS,Avantx Prodigy,Ceridian Dayforce HCM,work day,mangrove
iVantage/Epicor HCM (at the time of our purchase Epicor was in the process of acquiring iVantage from Spectrum HR ) met most of our expectations in term of system functionality, user experience, ability to customize the application, integration with other systems and allowed us to stay within the implementation budget.We reviewed a number of other applications. All functionality being equal, we looked at the end-user experience and the long term cost of maintaining the application (annual maintenance cost, professional services, license cost etc).
350
All employees regardless of their job use Employee Self-Service. Other users have custom access to the system based on the type of information they need and the specific employee groups they need information about.
5 users - Human Resources, Payroll, Training, Recruiting
3 users - Custom roles for IT, Corporate Compliance, CFO with limited access to specific functionality ( ex certain reports, or specific tasks)
60 users - Manager users (line managers, directors, VPs from all departments). All managers use the system to review reports, approve PTO, timecards, complete personnel actions etc.
340 users - Employees using employee self-service- ESS (all roles above are also employee users) . Employees use ESS internally to apply for open positions, review and make changes to their personal data ( address, direct deposit), request PTO, acknowledge& sign off on company documents- ex Employee Manual, Workers Comp notifications.
5 users - Human Resources, Payroll, Training, Recruiting
3 users - Custom roles for IT, Corporate Compliance, CFO with limited access to specific functionality ( ex certain reports, or specific tasks)
60 users - Manager users (line managers, directors, VPs from all departments). All managers use the system to review reports, approve PTO, timecards, complete personnel actions etc.
340 users - Employees using employee self-service- ESS (all roles above are also employee users) . Employees use ESS internally to apply for open positions, review and make changes to their personal data ( address, direct deposit), request PTO, acknowledge& sign off on company documents- ex Employee Manual, Workers Comp notifications.
3