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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%
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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.
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- No setup fee
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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…
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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 Mid-sized Companies (51-1,000 employees).
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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
Epicor is being used across the company to handle everything from manufacturing schedule to projects to time and expense tracking. It is a lot more detailed than anything that we've used before- allowing us to track very granular efficiency by employee, department, and company. Being able to identify weaknesses in the way that people and resources are scheduled helps to make the entire operation run smoother.
- Timesheets show everything that time has been charged to in a quick glance. There is a lot of information displayed onscreen and is very easy to decipher.
- Employees charge their time on a well-designed front end program, and data is gleaned from that and dispersed into the various timekeeping and expense tracking modules.
- The abilities to charge time to direct, indirect and downtime are all valuable- see where time is being spent and use it as a coaching tool.
- Graphical representations of data would be appreciated, as it would make analysis more streamlined
- Not sure that this would be a useful program for a company with all exempt employees
- Personalization of screen layouts should not cause issues with the database, but they have been seen to cause that
82%
8.2
71.66666666666667%
7.2
80%
8.0
90%
9.0
90%
9.0
70%
7.0
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
N/A
- Epicor has definitely given me more visibility to what my employees are doing with their time, and will allow much more impactful coaching opportunities
- I like the ability to run reports on such a huge selection of data, including everything from time allocations to lead time quoting
- The learning curve is rather steep, and can cause issues as you and the company get up to speed with how the modules work (or don't work), especially the way that you expected them to.
We evaluated five total systems, and decided on Epicor because of the user interface, deep data tracking, and overall fit for our company. The vetting process took several months, and everyone who would have a stake in the new system was involved and had input.
100
Manufacturing, supply chain, sales, service
8
- Vendor implemented
- Implemented in-house
Yes
A long period of time was used for individual training and sandbox development. Each people who would be owning a process was given their assignments and then tasked with improving the process and working to identify any shortcomings or needs that could be addressed before go-live.
Change management was a big part of the implementation and was well-handled
Timelines are never what you think they're going to be. If you expect implementation in a year, it's going to take two. Always plan for unexpected bumps in the road, and there will be with ANY implementation.
- Cutover and everything involved with that
At go-live, we had great support from the company who helped us get through some major obstacles that popped up at the absolute last minute, and allowed us to continue serving our customers and keeping our employees busy.
February 03, 2016
Epicor HCM for mid-sized businesses
Score 9 out of 10
Vetted Review
Verified User
Used throughout our company to administrate and manage the HR processes. We do not use HCM for payroll, benefits, or recruiting candidates as we have other solutions for those areas. HCM is our core HR system but we have extended the use by interfacing to our ADP payroll, Concur Expense, BI, benefits, Windows Active Directory and any other system that needs personnel data.
- Highly configurable to meet needs of nearly any company
- Easy to use interface, with alerts and approval routing for common tasks
- Comes with pre-built reporting model which facilitates generation of custom reports
- Ability to interface with 3rd party software, such as organization charting and payroll
- Web-based so no client side software to install
- Has pre-built Employee and Manager self-service features
- I would like to see better quality of first line support staff. Many times they are not able to answer questions about the product and escallation is required to find a person with knowledge to resolve problems.
- Upgrades rarely go smoothly. Usually we find bugs and have to get patched versions before we can upgrade our live system.
- Standard reports do not cover most requirements so custom report development is usually needed.
- We have been able to reduce our HR administration overhead by extending the software with interfaces and automated alerts/routing.
- Our employees are using the employee self service portal to update their personal information and answer questions without the need to contact HR.
- Managers are able to find information about their employees without HR involvement
- Custom reports have reduced the need to maintain information in off-line Excel files
Epicor is more focused as a full HRIS suite and has a broader range of functionality than we found in ADP.
4
- Implemented in-house
- Professional services company
We used the Epicor services organization and our internal team for the implementation project.
September 30, 2015
Epicor HCM: Avoid at all costs.
Score 1 out of 10
Vetted Review
Verified User
Current HCM set-up as of July 2015.
We are utilizing the Performance, Position Control, and Recruitment modules. We are also "live" with Employee and Manager Self-Service so HCM use is organization-wide.
Interfaces: ADP Payroll, medical insurance, office space software/visual employee directory (note that this last item was configured entirely by our IT department, not by Epicor)
Business problems: We initially wanted to use HCM to provide information to the entire organization, eliminating extraneous requests for info/reports. However the integrity of information cannot be trusted. Reports drop off records due to small errors like an unchecked box or end date. User interface is horrendous and seemingly simple tasks require you to make changes in multiple areas of the systems, otherwise you risk ruining the data. Any data entries must be checked, double-checked and triple-checked if you want to maintain integrity.
We are attempting to configure our current paper personnel action process through HCM but due to the extremely unreliable and finicky nature of HCM, we may need to explore other alternatives.
Overall, HCM creates more problems then it solves.
We are utilizing the Performance, Position Control, and Recruitment modules. We are also "live" with Employee and Manager Self-Service so HCM use is organization-wide.
Interfaces: ADP Payroll, medical insurance, office space software/visual employee directory (note that this last item was configured entirely by our IT department, not by Epicor)
Business problems: We initially wanted to use HCM to provide information to the entire organization, eliminating extraneous requests for info/reports. However the integrity of information cannot be trusted. Reports drop off records due to small errors like an unchecked box or end date. User interface is horrendous and seemingly simple tasks require you to make changes in multiple areas of the systems, otherwise you risk ruining the data. Any data entries must be checked, double-checked and triple-checked if you want to maintain integrity.
We are attempting to configure our current paper personnel action process through HCM but due to the extremely unreliable and finicky nature of HCM, we may need to explore other alternatives.
Overall, HCM creates more problems then it solves.
- Lots of room for configuration such as routing, auto-alerts, training competencies, FMLA tracking, security rights, etc... But good luck getting those set-up.
- 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.
31.428571428571427%
3.1
13.333333333333332%
1.3
N/A
N/A
42%
4.2
N/A
N/A
10%
1.0
N/A
N/A
10%
1.0
12.5%
1.3
N/A
N/A
12.5%
1.3
13.333333333333332%
1.3
- Reduced efficiency. More time spent troubleshooting HCM issues or helping other HCM users (candidates and employees) than actually using the system as intended. Also lots of time spent following up customer support, account managers, and consultants.
- Our department counts the days until we can implement a new system. Our shared dislike of the system has unified us a team.
- ADP HR-B
We thought Epicor HCM could offer us more functionality. Which they in theory they can, but the administration and maintenance has been more trouble than it's worth.
2
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
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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