Skip to main content
TrustRadius
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.

Read more
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, …
Continue reading

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 …
Continue reading

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 …
Continue reading
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%
Return to navigation

Pricing

View all 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…

Return to navigation

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
Return to navigation

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).
Return to navigation

Comparisons

View all alternatives
Return to navigation

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

(1-1 of 1)
Companies can't remove reviews or game the system. Here's why
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.
  • 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
If a company does not have a lot of IT resources and no SQL expert on staff, I recommend being hosted. But, if a company does have IT resources and an HR member with strong SQL skills, then being self hosted is the only way to go - the limits are endless with what you can do with the system.
Human Resource Management
N/A
N/A
Payroll Management
N/A
N/A
Leave and Attendance Management
N/A
N/A
Employee Self Service (5)
72%
7.2
View and generate pay and benefit information
90%
9.0
Update personal information
90%
9.0
View job history
90%
9.0
View company policy documentation
90%
9.0
Employee recognition
N/A
N/A
Asset Management
N/A
N/A
HR Reporting
N/A
N/A
Integration with other HR capabilities
N/A
N/A
Performance Management
N/A
N/A
Succession Planning
N/A
N/A
Onboarding
N/A
N/A
Performance and Goals
N/A
N/A
Recruiting / ATS
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
I just recently lost my job after 16 years, and purposely sought out a position where I could continue to work with HCM. I am now in a similar role to what I was in before, and can continue the same type of work and enhancements that I did at my other company.
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.
The upgrade went better than expected. There are always post go-live issues, and we had less than we had anticipated. The implementation team at Epicor is top notch, and really know what they are doing to make the project successful.
  • In-person training
We had someone from Epicor come on site to do training, and we "shared" our trainer with another company who was also doing the same major upgrade. It was nice to have another company there so we could ask each other (and the trainer) questions. This allowed for more meaningful discussions during training.
I do not give it a 10 because I find that often I have very technical and complicated issues that can't be resolved by the people who first respond to requests, and I often have to follow up on my issues.
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
It is very user friendly to non-technical people, and user friendly to very technical people.
The product is extremely scaleable. We never purged records, and did not have a performance hit. We also were able to make customizations ourselves when needed, and contract with Epicor for more complicated customizations.
The product was always available.
The product performs well. As with any software there are bugs and system enhancements needed, but there are channels in place to let Epicor know what they are so they can add to future versions. Open Enrollment and Salary Planning can be a bit slow at times.
I was not there for the initial sales meeting in 1996 (I started in 1997) but have maintained a relationship with our sales rep through the years. He is very honest, and willing to go the extra mile for whatever we may need.
We have only had our rep change once in the last 16 years I have worked with the product, and that transition from one person to another was slowly done over time. The consistency with our rep has allowed us to build a great relationship, and she often remembers things we have done with the product that I have forgotten about.
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.
Return to navigation