Overview
What is Oracle Fusion Cloud HCM?
Oracle Fusion Cloud HCM, or Oracle Taleo, is a cloud HCM solution with Talent Management solutions. Its talent management solution includes Recruiting, Onboarding, Learning, Career Development, Opportunity Marketplace, Performance Management, Compensation, Succession Planning, etc.
Love at First sight
Oracle Cloud HCM - Streamlining daily HR tasks
A perfect cloud solution for the HR team
Incredible Cloud Service that Fits Our Needs
A complete HCM solution
oracle cloud HCM
A complete HR Suite, with some improvement room on notifications area
Oracle simplify HRM through uts HCM
A great and complete HR management tool for all.
great experience with Oracle it has not let me down
Sr. Oracle HCM Consultant
HCM Makes Your Life Easy
Engineer
Best HCM Tool!
Awards
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Popular Features
- Employment history (175)9.090%
- Organization and location management (165)8.888%
- Job profiles and administration (168)8.686%
- Employee demographic data (166)8.585%
Pricing
Help Desk
$4.00
Talent Management
$10.00
Global HR
$15.00
Entry-level set up fee?
- Setup fee required
Offerings
- Free Trial
- Free/Freemium Version
- Premium Consulting/Integration Services
Features
Human Resource Management
Organizing, tracking and providing instant access to critical employee data, job profiles, transfers, promotions, and benefits information.
- 8.5Employee demographic data(166) Ratings
Administrators have the ability to enter detailed demographic data for each employee.
- 9Employment history(175) Ratings
Employment history is the ability to track previous positions held.
- 8.6Job profiles and administration(168) Ratings
Job profiles and descriptions can be created and edited.
- 8.9Workflow for transfers, promotions, pay raises, etc.(158) Ratings
Employee move workflow provides the ability to move employees to different positions and apply pay raises.
- 8.4Organizational charting(160) Ratings
Organizational charting is the ability to create hierarchical charts.
- 8.8Organization and location management(165) Ratings
Organization and location management allows employees to be managed across multiple geographical locations.
- 8.3Compliance data (COBRA, OSHA, etc.)(125) 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.
- 9.1Pay calculation(107) Ratings
Pay calculation provides for computation of employee pay with state and federal deductions.
- 8.5Support for external payroll vendors(95) Ratings
Support for external payroll vendors is the ability to integrate with 3rd-party payroll services.
- 8.3Off-cycle/On-Demand payment(33) Ratings
Provide employees access to wages accrued during the pay period before the end of the pay cycle.
- 8.6Benefit plan administration(109) Ratings
Benefit plan administration is administration of health insurance plans and 401k plans, and other benefits.
- 8.9Direct deposit files(101) Ratings
Direct deposit is the ability to electronically transfer pay to an employee’s personal bank account.
- 8.9Salary revision and increment management(110) Ratings
Salary revision is the ability to modify individual employee pay.
- 8.2Reimbursement management(92) 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.
- 8.8Approval workflow(119) Ratings
Approval workflow is the process for approving employee paid time-off requests.
- 8.9Balance details(123) Ratings
Balance details is automatic updating of paid time-off balance to reflect time taken.
- 8.8Annual carry-forward and encashment(115) 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.
- 8.5View and generate pay and benefit information(136) Ratings
Employees can view pay and benefit data and print pay stubs.
- 8.8Update personal information(156) Ratings
Employees can update personal profile with change of address, dependents, or other personal data.
- 8.3View company policy documentation(116) Ratings
Employees can review company handbook, and corporate policy documents.
- 9Employee recognition(108) Ratings
thank a team member
- 8.9View job history(153) 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.
- 8.6Tracking of all physical assets(71) Ratings
Tracking of track laptops, pagers, phones, and other company equipment.
HR Reporting
Pre-built and custom reports, and integration with external data.
- 9Report builder(156) Ratings
Report builder allows custom reports to be created using a GUI.
- 8.8Pre-built reports(153) Ratings
Pre-built reports is the provision of a variety of canned reports on employee retention, and other key metrics.
- 8.1Ability to combine HR data with external data(142) 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.
- 8.8New hire portal(123) 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.
- 8.6Manager tracking tools(120) 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.
- 8.5Corporate goal setting(120) Ratings
Corporate goal setting is the ability to define corporate goals, and/or vision statements in the system.
- 8.4Individual goal setting(122) Ratings
Individual goal setting is the ability to define individual goals that align to organizational and subordinate goals.
- 8.3Line-of sight-visibility(112) Ratings
Line-of-sight visibility is the provision of line-of sight visibility for each goal to see how goals support overall corporate objectives.
- 8.5Performance tracking(125) 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.
- 8.4Performance plans(137) Ratings
Supervisors have ability to build individual performance plans including, goals, competencies, etc..
- 8.5Performance improvement plans(122) Ratings
Supervisors can track disciplinary actions such as performance improvement plans.
- 8.3Review status tracking(132) Ratings
Supervisors can monitor and track review status completion with dashboard showing milestones and status.
- 8.3Review reminders(124) Ratings
System can generate reminders to ensure review completion timeliness.
- 8.4Multiple review frequency(121) 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.
- 8.3Create succession plans/pools(100) Ratings
Managers can create and manage pools of potentially high-performing individuals.
- 8.5Candidate ranking(102) Ratings
Candidate readiness for key business positions can be ranked and assessed.
- 8.6Candidate search(106) Ratings
Candidate search provides search capabilities for potential candidates based on attribute or other profile data.
- 8.4Candidate development(104) 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.
- 8.2Job Requisition Management(122) Ratings
Job Requisition Management – Job requisition management is the ability to create jobs quickly and easily
- 8.2Company Website Posting(120) Ratings
Software allows postings to be displayed on the company website
- 8.3Publish to Social Media(113) Ratings
Software provides ability to publish postings to social media sites
- 8.6Job Search Site Posting(115) Ratings
Software provides ability to publish postings to top job search sites
- 8.4Duplicate Candidate Prevention(119) Ratings
Duplicate candidate prevention prevents candidates already in the system from being added
- 8.9Applicant Tracking(119) Ratings
Applicant tracking allows recruiters to assign applicants to various stages so others can see status at a glance
- 8.8Notifications and Alerts(122) Ratings
Notifications and reminders inform you of tasks to be completed
Product Details
- About
- Competitors
- Tech Details
- Downloadables
- FAQs
What is Oracle Fusion Cloud HCM?
Oracle Fusion Cloud HCM, or Oracle Taleo, is a cloud HCM solution with Talent Management solutions. Its talent management solution includes Recruiting, Onboarding, Learning, Career Development, Opportunity Marketplace, Performance Management, Compensation, Succession Planning, etc.
Oracle Fusion Cloud HCM Features
Human Resource Management Features
- Supported: Employee demographic data
- Supported: Employment history
- Supported: Job profiles and administration
- Supported: Workflow for transfers, promotions, pay raises, etc.
- Supported: Benefits information
- Supported: Organizational charting
- Supported: Organization and location management
- Supported: Compliance data (COBRA, OSHA, etc.)
Payroll Management Features
- Supported: Pay calculation
- Supported: Support for external payroll vendors
- Supported: Off-cycle/On-Demand payment
- Supported: Payroll history for each employee
- Supported: Benefit plan administration
- Supported: Direct deposit files
- Supported: Payroll tracking and auditing
- Supported: Salary revision and increment management
- Supported: Reimbursement management
- Supported: Statutory form management
Leave and Attendance Management Features
- Supported: Approval workflow
- Supported: Email notifications
- Supported: Balance details
- Supported: Travel absence management
- Supported: Annual carry-forward and encashment
Employee Self Service Features
- Supported: Employee login
- Supported: View and generate pay and benefit information
- Supported: Update personal information
- Supported: Request time off
- Supported: View job history
- Supported: View company policy documentation
- Supported: View company news and information
- Supported: Employee recognition
Asset Management Features
- Supported: Tracking of all physical assets
- Supported: Asset return
HR Reporting Features
- Supported: Report builder
- Supported: Pre-built reports
- Supported: Ability to combine HR data with external data
Integration with other HR capabilities Features
- Supported: Additional HR capabilities (talent management, LMS, etc.) supplied by same vendor
- Supported: Additional HR capabilities (talent management, LMS, etc.) supplied by different vendor
Performance Management Features
- Supported: Performance plans
- Supported: Performance improvement plans
- Supported: Review status tracking
- Supported: Review reminders
- Supported: Multiple review frequency
Succession Planning Features
- Supported: Create succession plans/pools
- Supported: Candidate ranking
- Supported: Candidate search
- Supported: Candidate development
Onboarding Features
- Supported: New hire portal
- Supported: Manager tracking tools
Performance and Goals Features
- Supported: Corporate goal setting
- Supported: Individual goal setting
- Supported: Line-of sight-visibility
- Supported: Performance tracking
Recruiting / ATS Features
- Supported: Job Requisition Management
- Supported: Company Website Posting
- Supported: Publish to Social Media
- Supported: Job Search Site Posting
- Supported: Duplicate Candidate Prevention
- Supported: Applicant Tracking
- Supported: Notifications and Alerts
Oracle Fusion Cloud HCM Screenshots
Oracle Fusion Cloud HCM Video
Watch Oracle Cloud HCM Tour
Oracle Fusion Cloud HCM Competitors
- Workday Human Capital Management
- Ultimate Software
Oracle Fusion Cloud HCM Technical Details
Deployment Types | Software as a Service (SaaS), Cloud, or Web-Based |
---|---|
Operating Systems | Unspecified |
Mobile Application | Apple iOS, Android, Mobile Web |
Supported Countries | Support for 100+ countries and regions |
Supported Languages | 38 languages |
Oracle Fusion Cloud HCM Downloadables
Frequently Asked Questions
Comparisons
Compare with
Reviews and Ratings
(637)Attribute Ratings
- 9Likelihood to Renew31 ratings
- 7Availability1 rating
- 8Performance6 ratings
- 7Usability6 ratings
- 4.1Support Rating6 ratings
- 8.8Online Training4 ratings
- 6Implementation Rating4 ratings
- 5Configurability1 rating
- 7Product Scalability6 ratings
- 8Ease of integration1 rating
- 6.6Oracle Implementation Satisfaction22 ratings
- 6.5Oracle Product Adoption2 ratings
- 8Oracle University Experience13 ratings
Reviews
(76-100 of 220)The most honest and awesome review ever, all about oracle its amazing. If other people don't think so, well that's their problem.
- Funnels.
- Service providers.
- Account executives.
- Automation.
- Algorithms.
- Sales implementation.
Government Success with Oracle HCM
- Supports a seamless onboarding experience
- Ease of use by customer
- Very user friendly to new applicants
- Position authorization and approval processes
Need better budgetary tracking related to position approval.
Mixed Review of Oracle HCM Cloud
- This is the first time our company has had modules connecting to each other and speaking to each other.
- I enjoy the BI intelligence associated with HCM, but still learning to use that in detail.
- Interconnectivity.
- Support and help.
- Understanding how modules connect with each other, speak to, and affect each other.
- Fields are not always logical for U.S. users, seem more internationally based.
New to HCM and impressed so far
- Oracle HCM has capability to support our HR transactions so that we can properly report on them.
- The performance module has been wonderful in helping us to move to an annual performance cycle and focus on pay for performance
- I love how easy it is do things like change managers for direct reports when managers terminate or turn off security upon termination!
- I struggle with reporting and properly pulling the data that I need.
- I also struggle with how best to use the action/Reason codes provided.
- I need help in setting up a geographic differential for our salary grades.
Oracle HCM Cloud
- Integration with Oracle ERP
- Continuous improvement of HCM functionality
- Development of chat robots enabled to allow all employees to have a personal assistant
- Oracle support has sometimes been a concern, but we've seen a step change in the support model in the last 6 months and the Customer Connect support is really leading the charge on discussion and connection between clients
Historically has been less suited to small companies due to the price point.
- Directory and employee information at one source.
- Goal Management is used to set goals across the organization. Approvals chain can be maintained.
- Mobile Notifications are an excellent source of information.
- Annual appraisals are done through performance management.
- Benefits module needs improvement.
- "Act As" proxy functionality should be enabled for performance management module for HR.
- Search functionality in the application could be improved to get accurate results for reports and metrics.
- Regular maintenance and application functionality updates. Clients will not have to undergo a significant upgrade to stay current once they have migrated to the cloud application.
- Standardized business processes across the global organization.
- Greatly reduced number of customizations, results in lower effort to maintain.
- The UI within the application is not always consistent between modules. Look/feel can vary across modules and ESS/MSS pages.
- Delivered integration between Taleo and Oracle HCM Cloud does not provide robust functionality.
- Bugs with existing functionality need to be addressed before adding new functionality.
Organizations that remain fractured from a business process perspective may struggle with Oracle HCM Cloud implementation. Organizations that have custom business rules that don't allow for flexibility (i.e. unions) will have greater difficulty implementing Oracle HCM Cloud. Some key payroll related functions are not yet proven in the client base (ex: OTL)
Oracle HCM is a good product
- Directory and org chart shows all employee data
- Reporting and Dashboards provide adequate information
- Security features are good. Overall UI with R13 looks good
- Performance is much better compared to onpremise systems
- Scope of improvement for benefits module. Although Open enrollment is smooth, heard that the administration piece of work is very tough
- Reporting needs to be more robust. Ability to create dashboards using BI and OTBI combination should come up
- Printing compensation statements in bulk feature should be readded. Act as proxy functionality should be enabled for performance and goals module as well for HR
Oracle HCM Cloud Review
- The flexibility of configuration.
- Ability to make fields required.
- Additional reporting capability.
- ORC, particularly onboarding.
Not one of my favorite things
- Employees can easily access directory information across the entire company. They can easily set goals and evaluate their performance over the year.
- Managers can view and evaluate their employees
- The compensation tool provides an easy way for managers to enter salary and incentive increases for their employees.
- Every time their is a patch or an update, something breaks. Things that worked one day no longer work, and even when we have tested our processes in Stage, the outcome in Production can be different. When we open an SR, we often find that the issue is a known Bug, but that bug was not published and there is no ETA for resolution.
- Although Oracle touts their data analytics, reporting and analytics are sorely lacking and difficult to use. Again, reports that worked one day no longer work after an update, and we have to go back and rework formulas and SQL. Oracle needs to fix their existing reporting capabilities, rather than offering additional capabilities at an additional cost.
- I have recently heard that long-standing problems, like the global transfer process, will soon be addressed, but I would suggest that some of the development being focused on all the new bells and whistles of AI, and digital assistants, etc. be put towards fixing the many of the foundational issues instead.
- The integration between Taleo, TSS and HCM needs to be addressed. It does little good to have a "unified" system, if there are daily issues with integrating hire and onboarding information for new hires. Again, an integration that was generally working fairly well, is now having unidentified errors after the latest patch.
Good Early Results
- Processes flow well.
- Keeps up with current trends and technology.
- Could be more simplified and user friendly.
- Modules like Taleo could integrate more directly into Global HR.
Happily new to the Cloud
- Payroll is easy to use and works well. Workflows have automated many processes.
- HCM is fully integrated - Core HR, onboarding, absence management, time and labor, payroll, learning, and hierarchy. This same data is shared across ERP and EPM.
- New digital assistants will make it very easy for our employees to get quick answers 24/7 to their problems.
- Mobile enabled pages make it easy to access all the functions of Oracle Cloud anywhere in the world (I logged in while on vacation in Spain).
- Delivered Oracle reports don't have enough parameters to limit data that is returned. For example, for our payroll, the Payroll Costing report for one pay period returns too many rows for Excel.
- OTBI is both easy to use and hard to use. If you don't know the exact field name, you cannot report on it.
- Workflows are overly complicated to create
- Payroll is not a part of HR in our company. The delivered roles and functions are making it difficult for us to get our jobs done - we are having to give inappropriate HR roles to payroll, and right now, HR cannot see ANY payroll data (even though roles are split between user roles and data roles - we cannot get this to work).
- Of all things, direct deposit maintenance is overly complicated. Easy to create an initial account - very hard to update it (this is true for both users and payroll).
Starting our Journey to HCM
- Relatively simple user experience
- The ability to work with XLS & then upload it - for people who are traveling in places with poor communication
- Handling global companies with different currencies
- Personalization
- The quality of new releases
Oracle Fusion HCM
- Transactions and change management.
- Goals and Performance seems to be working well
- Organizational mapping
- Look and feel. Having better delivered dashboards would be great
- Some of the analytics and reports take a long time to render. I'd like to see these items speed up.
Cloud and Retail. Is it a match for you?
- Streamlines processes by making them consistent but also allows ability to slightly change those processes based upon business units needs.
- With new newsfeed capabilities making system access more readily available to all users on all devices.
- Allows for upgrades which allows end user to be on the most up to date product but now incorporates features to truly let you determine when to release those features.
- With Oracle being a database company you would think integrations would not take so long to run but they do.
- Need to allow more functionality within OTBI. Shouldn't limit OTBI reports to 25k rows when needing to send data to customers. Makes it difficult to have to write those types of reports via HCM extract or BI report.
- Learn needs to continue to mature to compete with other LMS systems.
HCM review
- Upgrades - They are frequent.
- Data hub - Having all the data within one place.
- Transactional data - Accessing the OBIE, where all the transactional data is. You can run analytics on those -- monitoring numbers of logins to the system, number of promotions, any analytics on the tasks we're doing in the system, both employees and managers
- Auditing - There is no way to audit a lot of the actions in the system.
- Analytics - More pulling data together. The data tables are split -- you can't pull approvals together with the details of those transactions.
- Data merging
My Experience with Oracle Cloud HCM
Big Plus: Data Integrity and minimize IT Expenses
- Security is flexible. You can use basic security or customize it.
- Flexibility
- Industry Best Practices are a built in function of the standards in the industry, especially for the business processes.
- Always up to date
- more flexibility on the screens layout
Great experience with Oracle Taleo
- Leverages Social Media - We are able to broadcast our positions readily on LinkedIn, Facebook, and other social media outlets.
- Comprehensive Applicant Tracking System manages candidates and positions
- Integrates well with outlook and other systems
- Can be complex for hiring managers but once they understand the system they are able to take advantage of its capabilities
George's quick take on Oracle's foray into HCM Cloud
- Stability
- Scalability
- Limited integration with 3rd party products
- Customer support for key areas.
The Future is Promising
- Cloud has a easy to use interface that is intuitive
- Cloud Recruiting is creating a better experience for applicants
- The configurability of the product allows the organization on the functional side to be more empowered to solve for business decsions
- The OnBoarding module is not fully mature and needs to be more focused on the pre-employment experience
- Payroll needs to be available for more international countries
HCM at WTW
- Easy user experience
- Employee directory
- Simply HR processes
- Some processes such as international assignments could be simplified.
- Improved page designing
- Integration with Skype
Oracle Fusion HCM
- Make the employee, manager and administrator activities easier
- Provide integrations between our payroll and core HR which we do not have not.
- Will improve our performance management system allow for each role to have a different performance management experience
- Improve the recruiting and onboarding process removing many of the manual tasks that we are performing today
- Eliminating the swivel chair activities that we have to different systems
- Have more integrations with other vendors such as Yardi, Plexus, Empower
- Provide more upfront clearer demonstrations of how the products work
- Provide a once person that can assist with providing product information during implementation. We have found that upgrades during implementation leave the partners struggling to explain to user how the changes will effect their current use of the product.
- View of detail and drill through
- Compensation module saves a lot of time
- Able to get reports of all data
- Custom Content items is good for tracking personalized things for our company
- Error messages are too vague and not helpful and we have to rely on Oracle to help
- Data import should be more of a drag and drop than to know the file formats needed for each file. I know there are excel templates but even those get errors and figuring out what fields from what files we needed to include is difficult
- Support is too slow to respond
DoD Leading the way with HCM
- Ease of navigation for users
- Expanded self service capabilities resulting in the reduction of inquiries to our Call Center
- In the module that houses benefits information, there is a need for a retirement calculator
The Power of HCM Cloud
- Mobile experience
- Automated workflows and system intelligence
- Flexible, configurable
- Telephony and chat available as a native function within HR Helpdesk
- Enhanced functionality of onboarding needs additional development
- Talent Profiles connecting to third-party data (i.e. import your LinkedIn profile)