Epicor HCM Reviews

16 Ratings
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Score 4.8 out of 101

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Score 5 out of 10
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Use Cases and Deployment Scope

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.
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Joseph Moeller profile photo
Score 8 out of 10
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Use Cases and Deployment Scope

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.

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Gary Siebenlist profile photo
Score 9 out of 10
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Use Cases and Deployment Scope

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.
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Cheryl Atkins profile photo
Score 9 out of 10
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Use Cases and Deployment Scope

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.

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Amy Stuart, HRIP profile photo
April 29, 2015

Epicor HCM review

Score 9 out of 10
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Use Cases and Deployment Scope

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.
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Score 9 out of 10
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Use Cases and Deployment Scope

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.
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Score 5 out of 10
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Use Cases and Deployment Scope

I help implement Epicor HCM for companies that have purchased it. It is a good all inclusive system that helps HR organize and retrieve their HR demographic data.
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Score 1 out of 10
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Use Cases and Deployment Scope

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.
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Score 1 out of 10
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Use Cases and Deployment Scope

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.
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April 08, 2015

Epicor HCM 5.6

Score 6 out of 10
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Use Cases and Deployment Scope

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.
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Score 1 out of 10
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Use Cases and Deployment Scope

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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Feature Scorecard Summary

Employee demographic data (8)
5.0
Employment history (8)
6.0
Job profiles and administration (7)
5.0
Workflow for transfers, promotions, pay raises, etc. (8)
4.0
Organizational charting (4)
2.0
Organization and location management (7)
4.0
Compliance data (COBRA, OSHA, etc.) (3)
8.1
Pay calculation (3)
6.1
Support for external payroll vendors (6)
7.2
Benefit plan administration (6)
5.5
Direct deposit files (4)
7.6
Salary revision and increment management (5)
6.7
Reimbursement management (1)
8
Approval workflow (5)
6.0
Balance details (6)
6.0
Annual carry-forward and encashment (4)
7.0
View and generate pay and benefit information (6)
7.0
Update personal information (7)
8.0
View company policy documentation (5)
8.0
Employee recognition (1)
7
View job history (5)
7.0
Tracking of all physical assets (3)
7.1
Report builder (8)
7.0
Pre-built reports (8)
7.0
Ability to combine HR data with external data (7)
6.0
New hire portal (2)
7.0
Manager tracking tools (2)
6.0
Corporate goal setting (2)
6.0
Individual goal setting (3)
6.0
Line-of sight-visibility (2)
6.0
Performance tracking (3)
6.0
Performance plans (3)
6.0
Performance improvement plans (2)
6.0
Review status tracking (3)
6.0
Review reminders (3)
6.0
Multiple review frequency (2)
5.0
Candidate ranking (2)
6.5
Candidate search (2)
5.5
Job Requisition Management (3)
6.0
Company Website Posting (2)
5.0
Job Search Site Posting (1)
5
Duplicate Candidate Prevention (2)
5.0
Applicant Tracking (3)
6.0
Notifications and Alerts (3)
5.0

About Epicor HCM

Epicor HCM is a human resource management system scaled towards mid to large-size enterprises. It is accessible as software as a service (Saas), hosted, or via an on-premise license, depending on the hosting preferences of the business. It provides most of the core HR functionality, with the vendor offering integrability with businesses’ payroll vendors of choice, as well as Employee and Manager Self-Service, time and talent management, and recruiting and onboarding support. Epicor also offers reporting and analytics on employee data and regulatory compliance.
Categories:  HR Management

Epicor HCM Competitors

Epicor HCM Technical Details

Operating Systems: Unspecified
Mobile Application:No