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.
Happy employee, happy corporation! Made possible through the services that Epicor HCM has to offer!
Epicor HCM, not for customer support
Epicor HCM - Preferred HR System for the Database Guru
Implementation Consultant's Viewpoint
Not just Epicor, EpiHARDcor! Best ERP/HCM that i've used to date
Epicor HCM for mid-sized businesses
Epicor HCM - underwhelming
Epicor HCM: Avoid at all costs.
We are utilizing the Performance, Position Control, and Recruitment modules. We are also "live" with …
Epicor HCM review
Epicor HCM 5.6
All employee related information in one master file
We purchased our Epicor software in fall 2008 and went live with the financials and PR/HR 1/1/2009. When we made our purchase choice the …
Epic-mess: Where the possible becomes impossible.
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
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
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
Human Resource Management
Organizing, tracking and providing instant access to critical employee data, job profiles, transfers, promotions, and benefits information.
- 10Employee demographic data(9) Ratings
Administrators have the ability to enter detailed demographic data for each employee.
- 10Employment history(9) Ratings
Employment history is the ability to track previous positions held.
- 10Job profiles and administration(8) Ratings
Job profiles and descriptions can be created and edited.
- 10Workflow for transfers, promotions, pay raises, etc.(9) Ratings
Employee move workflow provides the ability to move employees to different positions and apply pay raises.
- 10Organizational charting(5) Ratings
Organizational charting is the ability to create hierarchical charts.
- 10Organization and location management(8) Ratings
Organization and location management allows employees to be managed across multiple geographical locations.
- 10Compliance data (COBRA, OSHA, etc.)(4) Ratings
Compliance capabilities ensure full compliance with federal workplace regulations by capturing required data in central database.
Payroll Management
Provides for pay calculation and benefit plan administration, in addition to managing direct deposit, salary revisions and payroll tracking.
- 10Pay calculation(4) Ratings
Pay calculation provides for computation of employee pay with state and federal deductions.
- 10Support for external payroll vendors(7) Ratings
Support for external payroll vendors is the ability to integrate with 3rd-party payroll services.
- 10Off-cycle/On-Demand payment(1) Ratings
Provide employees access to wages accrued during the pay period before the end of the pay cycle.
- 10Benefit plan administration(7) Ratings
Benefit plan administration is administration of health insurance plans and 401k plans, and other benefits.
- 10Direct deposit files(5) Ratings
Direct deposit is the ability to electronically transfer pay to an employee’s personal bank account.
- 10Salary revision and increment management(6) Ratings
Salary revision is the ability to modify individual employee pay.
- 10Reimbursement management(2) Ratings
Reimbursement management provides cash reimbursement for employee expenses related to business travel or other.
Leave and Attendance Management
Streamlines communication between HR and employees and facilitates efficient management of employee leave including requisitions, approvals, balance calculation, and annual carry-forward.
- 10Approval workflow(6) Ratings
Approval workflow is the process for approving employee paid time-off requests.
- 8Balance details(7) Ratings
Balance details is automatic updating of paid time-off balance to reflect time taken.
- 9Annual carry-forward and encashment(5) Ratings
Annual carry-forward and encashment enables unused paid time-off days to be carried forward to new year, or paid in cash.
Employee Self Service
Employee portal allowing employees to view and update their personal information.
- 9View and generate pay and benefit information(7) Ratings
Employees can view pay and benefit data and print pay stubs.
- 10Update personal information(8) Ratings
Employees can update personal profile with change of address, dependents, or other personal data.
- 10View company policy documentation(6) Ratings
Employees can review company handbook, and corporate policy documents.
- 10Employee recognition(2) Ratings
thank a team member
- 10View job history(6) Ratings
Employees can view all positions held at the company.
Asset Management
Maintaining a record of assets such as laptops, pagers, cell phones, etc. issued to employees. Record typically includes asset type, number, serial number and date of issuance.
- 10Tracking of all physical assets(4) Ratings
Tracking of track laptops, pagers, phones, and other company equipment.
HR Reporting
Pre-built and custom reports, and integration with external data.
- 8Report builder(9) Ratings
Report builder allows custom reports to be created using a GUI.
- 6Pre-built reports(9) Ratings
Pre-built reports is the provision of a variety of canned reports on employee retention, and other key metrics.
- 7Ability to combine HR data with external data(8) Ratings
Ability to bring data from external systems like CRM and combine with HR data.
Onboarding
Employee onboarding is the process of orienting new hires to the social and performance aspects of their jobs so that they are able to function in their new roles as quickly as possible.
- 10New hire portal(3) Ratings
New hire portal eliminates printing and mailing with a personalized portal of all required reading, corporate information, and all forms and other paperwork, online.
- 10Manager tracking tools(3) Ratings
Tracking tools allow hiring managers to check status on individual hires for all onboarding activities.
Performance and Goals
Goal alignment is the practice of ensuring that all employees have clearly defined goals in support of the overall corporate strategy.
- 10Corporate goal setting(3) Ratings
Corporate goal setting is the ability to define corporate goals, and/or vision statements in the system.
- 10Individual goal setting(4) Ratings
Individual goal setting is the ability to define individual goals that align to organizational and subordinate goals.
- 10Line-of sight-visibility(3) Ratings
Line-of-sight visibility is the provision of line-of sight visibility for each goal to see how goals support overall corporate objectives.
- 10Performance tracking(4) Ratings
Performance tracking allows managers to track individual progress against goals as a component of overall performance.
Performance Management
Performance management is the process of ensuring employees meet pre-determined objectives and goals through regular check-ins and appraisals.
- 10Performance plans(4) Ratings
Supervisors have ability to build individual performance plans including, goals, competencies, etc..
- 10Performance improvement plans(3) Ratings
Supervisors can track disciplinary actions such as performance improvement plans.
- 10Review status tracking(4) Ratings
Supervisors can monitor and track review status completion with dashboard showing milestones and status.
- 7Review reminders(4) Ratings
System can generate reminders to ensure review completion timeliness.
- 9Multiple review frequency(3) Ratings
System supports multiple review types including annual, quarterly mid-year and anniversary reviews.
Succession Planning
Succession planning is the identification and development of internal employees with the potential to fill key business leadership positions in the company.
- 10Create succession plans/pools(1) Ratings
Managers can create and manage pools of potentially high-performing individuals.
- 10Candidate ranking(3) Ratings
Candidate readiness for key business positions can be ranked and assessed.
- 10Candidate search(3) Ratings
Candidate search provides search capabilities for potential candidates based on attribute or other profile data.
- 10Candidate development(1) Ratings
Candidate development is the ability to assign learning and development goals.
Recruiting / ATS
Recruiting or Applicant Tracking Software is software used to manage the recruitment process electronically by handling job postings, applicant status, resume management, etc.
- 10Job Requisition Management(4) Ratings
Job Requisition Management – Job requisition management is the ability to create jobs quickly and easily
- 10Company Website Posting(3) Ratings
Software allows postings to be displayed on the company website
- 10Publish to Social Media(1) Ratings
Software provides ability to publish postings to social media sites
- 10Job Search Site Posting(2) Ratings
Software provides ability to publish postings to top job search sites
- 10Duplicate Candidate Prevention(3) Ratings
Duplicate candidate prevention prevents candidates already in the system from being added
- 10Applicant Tracking(4) Ratings
Applicant tracking allows recruiters to assign applicants to various stages so others can see status at a glance
- 10Notifications and Alerts(4) Ratings
Notifications and reminders inform you of tasks to be completed
Product Details
- About
- Competitors
- Tech Details
- FAQs
What is Epicor HCM (discontinued)?
Epicor HCM (discontinued) Competitors
Epicor HCM (discontinued) Technical Details
Operating Systems | Unspecified |
---|---|
Mobile Application | No |
Frequently Asked Questions
Comparisons
Compare with
Reviews and Ratings
(20)Community Insights
- 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:
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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.
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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.
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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
(1-12 of 12)Happy employee, happy corporation! Made possible through the services that Epicor HCM has to offer!
Epicor HCM, not for customer support
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.
Implementation Consultant's Viewpoint
Epicor HCM for mid-sized businesses
Technical skills for advanced report development are especially good to have because while the HCM package does have pre-built reports, reporting data models, and metrics, every company has different needs and to fully mine the data, SQL Reporting Services skills are required.
Epicor HCM - underwhelming
Epicor HCM: Avoid at all costs.
If you do decide to go with this system, depending on organization size, you'll need at least one dedicated IT person with SQL/Report-builder experience to manage the system and reporting, as well as another full-time HR member to manage other administrative set-up and deal with the many, many, user support issues that will crop up.
I'm shocked at the number of positive reviews for this product. A couple of them reiterate the same thing such as each of use (which is completely untrue) and many fields/tables for data storage, which leads me to believe that they're from Epicor or Epicor consultants.
Epicor HCM review
Epicor HCM 5.6
All employee related information in one master file
The single most important factor in our selection was that the software would integrate into our shop floor data collection so we would not have to maintain two employee databases. We are able to set up new employees in Open4 and the shop employee record in Vantage is then populated during that process. There is no duplicate entry to be done.
It is important that the system be used properly and the user interface is an important part of that. Because this system allows the menu to be configured by user it greatly reduces the time it takes to train users in the system. There is no need to skip over menu items that are not used by the particular employee being trained. Their menu only displays the menu items they are required to use.
Tax tables updates are provided timely and can be downloaded and applied without the need for assistance from tech support. An email notification is sent out from Epicor support when an update is available and I can download and apply them at my convenience.
Epic-mess: Where the possible becomes impossible.
***BEWARE OF EPICOR***
You have officially been warned! As my coworkers and I like to call it, “Epic-mess,” as the possible becomes seemingly impossible. If you are even remotely considering Epicor as your company’s HRIS, please look elsewhere, as Epicor will only cause your HR team massive problems and irritation. Save your company the time, and more importantly the money. Epicor is extremely costly and every small customization has a price including speaking with service representatives. At this point, after dealing with Epicor for over a year and a half, I truly believe Epicor is a legitimate grift.
Why do you ask?
For one, nothing with Epicor is easy. Efficiency is thrown out the window which is ironic since HRIS systems are designed with efficiency in mind. However, this is surely not the case with Epicor. You will spend an inordinate amount of time trying to demystify the system.
Would you like to run a report?
Simple right? How about being directed by Epicor’s software programmers to utilize Microsoft Report Builder to execute this task.
Pardon me? Are you telling me this system doesn’t allow for embedded report creation?
Why yes, that is virtually the case.
While you are able to run very standard reports in Epicor, if you need to run an ad hoc report or build a complex report, you will be directed to utilize Microsoft Report Builder, which is consequently, pretty complicated and honestly, unnecessary considering your company purchased an HRIS. In addition, once you are finally able to run the report in Report Builder after it freezes a couple of times (cross your fingers), you can rest assure that your report is inaccurate. Not only does building a report require a ridiculous amount of time, but the report lacks integrity as Epicor will drop employees from your report without your knowledge. From my team’s understanding, we were told by Epicor that names are dropped because those particular employees are missing information in the requested data fields. Now, logic would tell anyone that a report should still pull the employee in spite of the empty data field, but of course, that would be too logical for Epicor. Instead of pulling the employee and including them in the requested report with the missing information, they completely drop off. Logic would beg one to think, “How would I know the employee was missing information if they are not pulled and I am not given the opportunity to see the missing data field(s) so I can correct them?”
This is only the beginning of your problems.
After dealing with trying to run an accurate report and losing your mind, you will now be inclined to contact Epicor directly. You will find this feat to be daunting if not absurd given you have to call to run a fairly simple report. Epicor offers a “free” customer service line that will immediately instruct you to contact the program developer who handles your account. That sound you just heard…was money flying out the window. Of course Epicor would have you contact your account manager as this means more money for them. So, after you finally call and leave a message, because you must leave a message (which is a joke), someone from Epicor will return your call the following day (emergency…what emergency?) and assist you as best as they can with your problem, but oftentimes, they cannot help because even they do not know. And if they do, they are recommending a solution that will…wait for it…cost more money.
Should you need a basic feature in your HRIS it is considered a “customization.” Would you like a “point in time” report? This is considered a special report that must be created. Yes, you read that correctly. A simple “point in time” report, which is standard in ADP Reports and most reputable HRIS systems, will cost you a pretty penny. But don’t fret, they will try to placate your anger by informing you that they are offering you a “discount” – for something a standard HRIS can do in five minutes. And to add to your mounting costs, your company is still being billed for the phone call(s) which is almost $100 per call, and mind you, because Epicor is extremely convoluted, you will spend a significant amount of time on those phone calls. Maybe even six months because that is how long it took for our organization’s PIT report with minimal parameters to be built. Who doesn’t have money and time to spare in an evolving and fast-paced organization?
Would you simply like to have your HRIS system interface with your company’s payroll system?
Again, the possible becomes impossible. For every single payroll cycle that my organization has to transmit, we have to run an import via Epicor that creates “error reports” that we have to review to ensure that Epicor made the correct changes, which often, we find information is not correctly transmitted over to ADP. Then, we are forced to manually enter the information in our payroll system and complete double data entry. Again, where is the efficiency if you have to manually enter the employee data in both systems? My organization does this multiple times throughout the month. You can only imagine how inefficient and time consuming this task is.
Would you like to complete a mass import?
Sorry. That’s not going to happen without another – you guessed it – phone call. And get this, after spending money on the call, you might possibly be met with, “That’s not possible.” Wow. Who’s asking for the world? You only want to complete a pretty simple task, or seemingly simple task.
Are there other problems?
Of course! However, I don’t have the stamina to list all of them. Without a doubt, if my organization could do it over again when selecting an HRIS, we would have never selected Epicor. It has not met our growing organization’s needs and it simply is not a robust and sustainable system. And there is no way Epicor will meet our needs in the future as it currently fails them now after three years of trying to get this HRIS running properly. Should your company be in the market for an HRIS system, bypass Epicor at all costs, as you can find another system that will meet your needs more efficiently with less cost.
Save yourselves the time, energy, and money -- and the headache.