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Epicor HCM (discontinued)

Epicor HCM (discontinued)

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.

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Recent Reviews

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, …
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Epicor HCM: Avoid at all costs.

1 out of 10
September 30, 2015
Current HCM set-up as of July 2015.

We are utilizing the Performance, Position Control, and Recruitment modules. We are also "live" with …
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Epicor HCM 5.6

6 out of 10
April 08, 2015
We are using multiple modules of Epicor HCM: core HRIS, timesheets, performance, benefits, applicant tracking. The system is used by the …
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Read all reviews

Popular Features

View all 48 features
  • Employee demographic data (9)
    10.0
    100%
  • Employment history (9)
    10.0
    100%
  • Workflow for transfers, promotions, pay raises, etc. (9)
    10.0
    100%
  • Report builder (9)
    8.0
    80%
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Pricing

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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
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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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Features

Human Resource Management

Organizing, tracking and providing instant access to critical employee data, job profiles, transfers, promotions, and benefits information.

10
Avg 7.8

Payroll Management

Provides for pay calculation and benefit plan administration, in addition to managing direct deposit, salary revisions and payroll tracking.

10
Avg 8.0

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.

9
Avg 8.1

Employee Self Service

Employee portal allowing employees to view and update their personal information.

9.8
Avg 8.1

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.

10
Avg 7.7

HR Reporting

Pre-built and custom reports, and integration with external data.

7
Avg 7.6

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.

10
Avg 8.0

Performance and Goals

Goal alignment is the practice of ensuring that all employees have clearly defined goals in support of the overall corporate strategy.

10
Avg 8.1

Performance Management

Performance management is the process of ensuring employees meet pre-determined objectives and goals through regular check-ins and appraisals.

9.2
Avg 7.9

Succession Planning

Succession planning is the identification and development of internal employees with the potential to fill key business leadership positions in the company.

10
Avg 7.9

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.

10
Avg 7.7
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Product Details

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 SystemsUnspecified
Mobile ApplicationNo

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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Comparisons

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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!

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:

  1. 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.

  2. 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.

  3. 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)
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Score 9 out of 10
Vetted Review
Verified User
Incentivized
We use Epicor HCM solutions to enable an efficient employee experience and to increase productivity and performance. With this modern tool, we can reach employees in real-time and anywhere, and we can empower them to self-serve with OOB HR assistance. This also allows our users to set & manage their own goals, as well as to measure their achievements and improve satisfaction.
Score 5 out of 10
Vetted Review
Verified User
Incentivized
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.
Joseph Moeller | TrustRadius Reviewer
Score 8 out of 10
Vetted Review
Verified User
Incentivized
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.

Score 9 out of 10
Vetted Review
Verified User
Incentivized
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.
Gary Siebenlist | TrustRadius Reviewer
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.
Score 1 out of 10
Vetted Review
Verified User
Incentivized
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.
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.
April 29, 2015

Epicor HCM review

Amy Stuart, HRIP | TrustRadius Reviewer
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.
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.
Score 9 out of 10
Vetted Review
Verified User
Incentivized

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 product had not been rebranded at the time so please excuse any reference to Open4 in my review - it is the same software. We run a weekly payroll for the manufacturing facility and a monthly payroll for management. The monthly payroll is confidential but with Epicor HCM that is not an issue. Employees can be marked as confidential in the software and only users with the proper security can access those employee records. To other users it is as if the confidential records do not exist in the database.

We later added the training piece as well as FMLA tracking. The FMLA tracking works very well and allowed us to do away with spreadsheets kept outside the system.

Score 1 out of 10
Vetted Review
Verified User
Incentivized
The HR department at my organization uses Epicor to serve our reporting needs for grant procurement, to capture employee data and personnel changes as well as to interface with our payroll system for monthly transmissions. Although Epicor is only used by the HR department, several other departments within my organization rely on data that is captured in the system, which oftentimes lacks integrity as complex report building and running in Epicor is extremely challenging. Unfortunately, because of Epicor's limitations, my organization has not been able to benefit from the HRIS as intended.
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