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Oracle Fusion Cloud HCM

Oracle Fusion Cloud HCM
Formerly Taleo

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.

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Recent Reviews

Love at First sight

9 out of 10
March 15, 2022
Incentivized
Use it for HR-related transactions. Business problems include integration with downstream systems, HCM extracts, HDL, ADFDI. Create and …
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Best HCM Tool!

9 out of 10
December 01, 2021
Incentivized
Oracle Cloud HCM is an amazing and powerful tool being used in multiple departments of the organization to organize all the HR-related …
Continue reading
Read all reviews

Awards

Products that are considered exceptional by their customers based on a variety of criteria win TrustRadius awards. Learn more about the types of TrustRadius awards to make the best purchase decision. More about TrustRadius Awards

Popular Features

View all 48 features
  • Employment history (175)
    9.0
    90%
  • Organization and location management (165)
    8.7
    87%
  • Job profiles and administration (168)
    8.6
    86%
  • Employee demographic data (166)
    8.5
    85%
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Pricing

View all pricing

Help Desk

$4.00

Cloud
Per Employee Per Month

Talent Management

$10.00

Cloud
Per Employee Per Month

Global HR

$15.00

Cloud
Per Employee Per Month

Entry-level set up fee?

  • Setup fee required
For the latest information on pricing, visithttps://www.oracle.com/applications/hum…

Offerings

  • Free Trial
  • Free/Freemium Version
  • Premium Consulting/Integration Services
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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.

8.6
Avg 7.8

Payroll Management

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

8.6
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.

8.8
Avg 8.1

Employee Self Service

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

8.7
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.

8.5
Avg 7.7

HR Reporting

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

8.6
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.

8.7
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.

8.1
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.

8.5
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.

8.4
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.

8.2
Avg 7.7
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Product Details

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

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Oracle Fusion Cloud HCM Video

Oracle Fusion Cloud HCM Competitors

Oracle Fusion Cloud HCM Technical Details

Deployment TypesSoftware as a Service (SaaS), Cloud, or Web-Based
Operating SystemsUnspecified
Mobile ApplicationApple iOS, Android, Mobile Web
Supported CountriesSupport for 100+ countries and regions
Supported Languages38 languages

Frequently Asked Questions

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.

Workday Human Capital Management are common alternatives for Oracle Fusion Cloud HCM.

Reviewers rate Pay calculation highest, with a score of 9.1.

The most common users of Oracle Fusion Cloud HCM are from Enterprises (1,001+ employees).
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Comparisons

View all alternatives
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Reviews and Ratings

(637)

Attribute Ratings

Reviews

(1-3 of 3)
Companies can't remove reviews or game the system. Here's why
LATRESA WITHERSPOON | TrustRadius Reviewer
Score 7 out of 10
Vetted Review
Verified User
Incentivized
We went live with Learn last year and payroll this year. We use Learn for virtual training and required safety training. With COVID-19, in person training was not possible but we were able to still deliver annual training through our Learn portal.
  • Easy set up
  • Tracking and notifications
  • Reports
  • It’s not flexible for customization.
  • Not compatible with every Internet browser.
It’s a good platform for delivering online training to multiple users simultaneously. However not all training Is appropriate for virtual delivery.
Human Resource Management (7)
70%
7.0
Employee demographic data
70%
7.0
Employment history
50%
5.0
Job profiles and administration
70%
7.0
Workflow for transfers, promotions, pay raises, etc.
100%
10.0
Organizational charting
60%
6.0
Organization and location management
70%
7.0
Compliance data (COBRA, OSHA, etc.)
70%
7.0
Payroll Management (6)
53.33333333333333%
5.3
Pay calculation
60%
6.0
Off-cycle/On-Demand payment
30%
3.0
Benefit plan administration
50%
5.0
Direct deposit files
60%
6.0
Salary revision and increment management
60%
6.0
Reimbursement management
60%
6.0
Leave and Attendance Management (3)
33.333333333333336%
3.3
Approval workflow
70%
7.0
Balance details
30%
3.0
Annual carry-forward and encashment
N/A
N/A
Employee Self Service (5)
28%
2.8
View and generate pay and benefit information
40%
4.0
Update personal information
60%
6.0
View job history
40%
4.0
View company policy documentation
N/A
N/A
Employee recognition
N/A
N/A
Asset Management (1)
N/A
N/A
Tracking of all physical assets
N/A
N/A
HR Reporting (3)
46.66666666666667%
4.7
Report builder
80%
8.0
Pre-built reports
60%
6.0
Ability to combine HR data with external data
N/A
N/A
Integration with other HR capabilities
N/A
N/A
Performance Management (5)
N/A
N/A
Performance plans
N/A
N/A
Performance improvement plans
N/A
N/A
Review status tracking
N/A
N/A
Review reminders
N/A
N/A
Multiple review frequency
N/A
N/A
Succession Planning (4)
N/A
N/A
Create succession plans/pools
N/A
N/A
Candidate ranking
N/A
N/A
Candidate search
N/A
N/A
Candidate development
N/A
N/A
Onboarding (2)
55%
5.5
New hire portal
60%
6.0
Manager tracking tools
50%
5.0
Performance and Goals (4)
N/A
N/A
Corporate goal setting
N/A
N/A
Individual goal setting
N/A
N/A
Line-of sight-visibility
N/A
N/A
Performance tracking
N/A
N/A
Recruiting / ATS (7)
N/A
N/A
Job Requisition Management
N/A
N/A
Company Website Posting
N/A
N/A
Publish to Social Media
N/A
N/A
Job Search Site Posting
N/A
N/A
Duplicate Candidate Prevention
N/A
N/A
Applicant Tracking
N/A
N/A
Notifications and Alerts
N/A
N/A
  • Storing Documents
  • Employee Directory
  • Creating a one click link to our old system for historical information
We looked at systems for performance, but I cannot think of the names of the systems. And I’m sure our organization considered other systems at a higher level, but Oracle was the best platform to accommodate the majority of our operations and make it easier for IT to maintain the functionality of one system instead of multiple proprietary ones.
It takes a minute to get a response on errors or issues. We have a group that helps us and submits issues for us.
It is important to understand how cloud-based systems work.Fir example, if you are going from a paper and pencil to an automated system you need to discuss how you will do your basic HR functions before you meet with implementation teams.
926
Operations, administrative, senior leadership
5
Project management, system set-up, knowledge of process flows, implementation
  • One platform for all facets of business operations
  • IT support for one system not multiple proprietary systems
  • Improved customer service
  • Efficiency
  • Auto assigning courses to individuals
  • Virtual training
  • Accounting and other business functions
We will be long-term users like we were with PeopleSoft.
  • One system for HR information
Yes
It replaced PeopleSoft. We found out that it was no longer going to be supported so we move forward with HCM.
  • Product Usability
Use of HCM was a top level business decision.
  • Third-party professional services
Elere
Yes
Development, Testing, Go-Live
Change management was a minor issue with the implementation
We did give people a heads up about the fact we were going live with a new system and a few things that were new in comparison to PeoplSoft. And we gave instructions as we added new features so we didn’t have to do a mass training.
  • Reports that did not meet our needs
  • Updates to employee information
  • Payroll deductions not working
  • no training
Familiarization was all we received And we relied heavily on the implementation specialist from Oracle to help us develop our system. In retrospect it would have been great to have gone to a training class to learn about the entire system. We really are not taking full of advantage of the system because we were not trained on the purpose of some of the features and how to use them.
Very limited
Decide which of your processes should be in the system and which ones can be changed to conform to how the process works/implemented in HCM.
We’ve added a lot of custom fields and integrated our information to work similarly to online forms that we used in PeopleSoft. Our biggest issue was that the system did not accommodate how our process worked 100%. We had to figure out workarounds.
Yes
Our IT team that helps us with set up reported an issue and they worked with Oracle to get it resolved. Most of the time it would be a fix that would come with the next patch update.
Not at this time.
  • Self Service
  • Generating Reports
  • Easy to create online training
  • Easy to track training completions
  • Directory (find a person in the organization)
  • Creating custom reports
Yes, but I don't use it
We have received a few complaints and again we are giving lots of instruction on how to do basic functions. Also we have not gone live with all of our HR operations in HCM. 2021 is our anticipated ETA.
It has the functions necessary to support our entire organization.
It works well. However we recently discovered that it no longer is supported on Internet Explorer so we had to change the default browser for everyone in our organization to MS Edge.
Works well.
  • None
None
  • Not to my knowledge
No
  • Single Signon
None. I was not directly involved in integration.
NA
NA
NA
None
Yes
Yes. We’ve learned to track our processes so that we could easily identify any upgrades that may have been applied during the patch updates.
  • Easier to enter virtual training
  • More responsive form for safety incidents
  • Not sure
No
Score 9 out of 10
Vetted Review
Verified User
Incentivized
Oracle HCM cloud is being used domestically in just our North American locations (minus Mexico). The HCM cloud functionality allows us to track our North American employees and their HR transactions. It helps us to process payroll and most recently to streamline our performance and compensation processes.
  • 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.
I love how easy it is to use and how it allows us to keep track of our HR transactions. But I don't love how salary is separated from the action employment transactions and changes. I still struggle sometimes with where to go to complete everything. And I don't love having to have all transactions approved. Though i suppose my company could change that!
Human Resource Management (7)
82.85714285714286%
8.3
Employee demographic data
90%
9.0
Employment history
80%
8.0
Job profiles and administration
80%
8.0
Workflow for transfers, promotions, pay raises, etc.
80%
8.0
Organizational charting
90%
9.0
Organization and location management
90%
9.0
Compliance data (COBRA, OSHA, etc.)
70%
7.0
Payroll Management (6)
55%
5.5
Pay calculation
60%
6.0
Support for external payroll vendors
60%
6.0
Benefit plan administration
40%
4.0
Direct deposit files
60%
6.0
Salary revision and increment management
60%
6.0
Reimbursement management
50%
5.0
Leave and Attendance Management (3)
73.33333333333333%
7.3
Approval workflow
70%
7.0
Balance details
70%
7.0
Annual carry-forward and encashment
80%
8.0
Employee Self Service (5)
80%
8.0
View and generate pay and benefit information
80%
8.0
Update personal information
80%
8.0
View job history
80%
8.0
View company policy documentation
80%
8.0
Employee recognition
80%
8.0
Asset Management
N/A
N/A
HR Reporting (3)
53.33333333333333%
5.3
Report builder
60%
6.0
Pre-built reports
50%
5.0
Ability to combine HR data with external data
50%
5.0
Integration with other HR capabilities
N/A
N/A
Performance Management (5)
70%
7.0
Performance plans
80%
8.0
Performance improvement plans
60%
6.0
Review status tracking
70%
7.0
Review reminders
70%
7.0
Multiple review frequency
70%
7.0
Succession Planning (4)
62.5%
6.3
Create succession plans/pools
60%
6.0
Candidate ranking
50%
5.0
Candidate search
70%
7.0
Candidate development
70%
7.0
Onboarding (2)
70%
7.0
New hire portal
70%
7.0
Manager tracking tools
70%
7.0
Performance and Goals (4)
80%
8.0
Corporate goal setting
80%
8.0
Individual goal setting
80%
8.0
Line-of sight-visibility
80%
8.0
Performance tracking
80%
8.0
Recruiting / ATS (7)
72.85714285714286%
7.3
Job Requisition Management
80%
8.0
Company Website Posting
80%
8.0
Publish to Social Media
70%
7.0
Job Search Site Posting
70%
7.0
Duplicate Candidate Prevention
70%
7.0
Applicant Tracking
70%
7.0
Notifications and Alerts
70%
7.0
  • It's enabled us to do things like assign salary grades to each job code which we didn't do before.
  • The performance module has revolutionized our review process.
  • And i cannot believe how easy it is to do merit planning and then make the changes in HCM in one press of a button! Amazing!
I think there are good and bad features of both. I like how in HCM I can set up accrual plans and run the balances for any time of the year. And we can set up ways for employees to donate time to co-workers. So innovative.
950
HR, Payroll, Sales, Legal, etc.
8
We need technical people who understand the system and reporting.
  • Reporting
  • Payroll
  • Self-Service
  • Manager Self-service
  • Leave Processing
  • Recruiting
We are moving towards using oracle across all business functions, so we'll definitely be with ORacle for some time.
  • It's allowed us to improve and streamline processes
  • We have been able to implement a pay for performance program that has been amazing.
  • We can do much more improved reporting and automation.
Yes
Ultipro. We needed better functionality across multiple business functions.
  • Price
  • Product Features
  • Product Usability
We wanted a software option that could help us not only integrate HR, but supply chain, ERP, etc. Oracle was able to provide all of that. We started with HCM and will be done with the ERP implementation in the next few years. It has been a great experience for us.
I wasn't involved in the decision making process, but i certainly think we would have had HCM and payroll processes better mapped out and implemented together. There were some pieces that seemed to be done in a silo and not together. It would have been advantageous to do them together.
  • Third-party professional services
PWC
Yes
Not sure. I was not at the company for that.
Change management was a major issue with the implementation
I wasn't part of implementation
  • Not sure.
No
I feel like it's hard to get one on one support directly from oracle. We have in-house people but they are often very busy.
No
Once i needed help with a basic function and they were able to provide me with documentation to solve my issue in about an hour. It was great!
  • mass updates are easy
  • reporting is pretty spectacular
  • integration with taleo works really nicely
  • reporting can be challenging
Yes
I haven't used it yet but plan to introduce it to my company in the next year.
I think it's quite easy to use.
Job Horbeek | TrustRadius Reviewer
Score 8 out of 10
Vetted Review
Verified User
Incentivized
We have set up a global HRIS system, in a hybrid model, using SAP HR as our system of record to capture our global master data across our countries and Fusion/Taleo as our systems to manage talent. We have done so to consolidate our global master data (which resided on local payrolls according to different data models and captured in varying local processes).

Global harmonization of core data and talent processes was the main benefit sought.

Oracle HCM Cloud is used to manage:

-talent acquisition
-performance management
-goal planning
-compensation management

We use both Taleo (recruitment, onboarding, performance management, goal planning) for core HR and workforce compensation. We also have set up OTBI on both Fusion and Taleo.
  • Workforce Intelligence
  • Compensation (which was the prime reason to select oracle)
  • Consulting
  • Exchange Data with other systems (FBL, HDML). Fusion is our slave platform for talent management, tapping data from SAP HR. The initial version of Fusion provided us with a file based loader to manage this data exchange. FBL was not only a very poor layer, but Fusion was not webservice enabled in that version. With the new version, some of the weakest points are overcome (webservice enabled, easier load with HDML). Still, data conversion capabilities are limited.
  • Support function. Fusion in the cloud is supported by a help desk. The help desk has been in overload for a significant period of time. The continuous release of new versions has sometimes resulted in long waiting times.
  • Taleo-Fusion Integration. Taleo and Fusion have some standard integration. But I would not recommend using Taleo Performance next to Fusion compensation. It is more effective to bring performance management and compensation together on Fusion.
I would definitely encourage positioning Fusion as a true system of record, while integrating local payroll using a stable and powerful middleware. Fusion is well suited for core HR data, performance management, and compensation. Recruitment and onboarding would well run on Taleo. I would not recommend a scenario where performance management is still on Taleo.
Human Resource Management (7)
57.142857142857146%
5.7
Employee demographic data
80%
8.0
Employment history
90%
9.0
Job profiles and administration
80%
8.0
Workflow for transfers, promotions, pay raises, etc.
N/A
N/A
Organizational charting
70%
7.0
Organization and location management
80%
8.0
Compliance data (COBRA, OSHA, etc.)
N/A
N/A
Payroll Management (6)
N/A
N/A
Pay calculation
N/A
N/A
Support for external payroll vendors
N/A
N/A
Benefit plan administration
N/A
N/A
Direct deposit files
N/A
N/A
Salary revision and increment management
N/A
N/A
Reimbursement management
N/A
N/A
Leave and Attendance Management (3)
N/A
N/A
Approval workflow
N/A
N/A
Balance details
N/A
N/A
Annual carry-forward and encashment
N/A
N/A
Employee Self Service (5)
N/A
N/A
View and generate pay and benefit information
N/A
N/A
Update personal information
N/A
N/A
View job history
N/A
N/A
View company policy documentation
N/A
N/A
Employee recognition
N/A
N/A
Asset Management (1)
N/A
N/A
Tracking of all physical assets
N/A
N/A
HR Reporting (3)
73.33333333333333%
7.3
Report builder
90%
9.0
Pre-built reports
60%
6.0
Ability to combine HR data with external data
70%
7.0
Integration with other HR capabilities
N/A
N/A
Performance Management (5)
70%
7.0
Performance plans
70%
7.0
Performance improvement plans
70%
7.0
Review status tracking
70%
7.0
Review reminders
70%
7.0
Multiple review frequency
70%
7.0
Succession Planning (4)
N/A
N/A
Create succession plans/pools
N/A
N/A
Candidate ranking
N/A
N/A
Candidate search
N/A
N/A
Candidate development
N/A
N/A
Onboarding (2)
80%
8.0
New hire portal
80%
8.0
Manager tracking tools
80%
8.0
Performance and Goals (4)
70%
7.0
Corporate goal setting
50%
5.0
Individual goal setting
80%
8.0
Line-of sight-visibility
80%
8.0
Performance tracking
70%
7.0
Recruiting / ATS (7)
77.14285714285714%
7.7
Job Requisition Management
80%
8.0
Company Website Posting
80%
8.0
Publish to Social Media
70%
7.0
Job Search Site Posting
70%
7.0
Duplicate Candidate Prevention
80%
8.0
Applicant Tracking
80%
8.0
Notifications and Alerts
80%
8.0
  • We were one of the first movers in Italy, and we've been able to explore this together with Oracle. We have been one of the first to adopt an SAP on premise vs. Oracle Cloud model. I would make that choice again tomorrow.
Oracle was the reference solution both on compensation and on e-recruitment.
2500

Line managers, distributed across all functions of our medical device company

HR users

1
Our system administrator does not have strong IT experience, and learned to manage Fusion during the project. For complex issues, he contacts the help desk, and for complex configuration, he relies occasionally on consultants.
  • Recruitment. Ask approval for a vacancy, create a success profile, select for success, hire.
  • Onboarding. Induce the new candidate, and position our company as a global organization.
  • Performance & Goals setting. Define objectives and monitor performance.
  • Compensation. Define merit increase and short-term incentives.
  • Succession planning.
  • Better Analytics. We've got OTBI (Oracle business intelligence), but do not use that tool to its full potential.
The chances of renewal are dependent on many factors, also non-product and price related ones.
  • Adopting cloud has shifted from Capital Expenses to Operative Expenses (Opex).
  • Cloud adoption has made HR more autonomous in the management of its IT solutions
  • Cloud adoption has enabled us to implement fast and module wise, avoiding to over-complicating HR
No
  • Product Features
  • Vendor Reputation
  • Existing Relationship with the Vendor
  • Positive Sales Experience with the Vendor
We selected Oracle in two steps.
1. Taleo for eRecruitment & Performance. Vendor reputation and price were the biggest drivers. We did not want to bet on unstable e-recruitment companies in a market were shake out was substantial
2. Compensation for Fusion- The existing relationship with Oracle, the existing landscape, the Taleo/Fusion conversion roadmap and the features of the Compensation module were decisive for thesecond choice.
We have implemented a Hybrid model, with SAP as a system of record, and fusion as a "slave" system.
A scenario that I would consider now is Fusion as a System of record, combined with a solid and mature Middleware to interface payrolls.
  • Vendor implemented
  • Implemented in-house
No
Change management was a major issue with the implementation
We did not staff enough resources for change management.
Change was needed in a couple of phases:

-Business Case: the main case for the cloud (easy to manage, easy to implement) was not explicitly developed, and differential cash flow forecasts were not presented.
-Request for Proposal: selection phase was too requirement oriented.
-Architecture: we should have convinced the architects to build the architecture around the cloud HCM data model, and provide solid middleware to integrate with other systems. That would have enabled us to make Fusion a system of record, which is its natural state
-Design & Implementation: implementation took place in parallel to our on-premise SAP HR, used as a system of record for employee and organizational master data. This compromised the cloud implementation speed.
-Ongoing. In the transition to ongoing, It asks for its traditional place as "owner" of the system. In the cloud, HR could very well act as the owner of systems, reaping the full benefit of aligning processes close with the system.

  • SAP Oracle Integration. In our hybrid model, core master data are captured on SAP HR, our system of record for employee and organizational master data. Talent management takes place on Oracle Cloud. Key is seamless integration between these two areas. Sourcing and planning the construction of this interface has proven to be challenging.
There is a lot of potential on Fusion. We have reaped about 10% of potential benefits. Especially on Workforce Intelligence, the opportunities are huge. The reason why we do not use the solution at its full potential is not in the product (which is simple and transparent). A roadmap is under construction to bring more of its potential to the end user.
Oracle has an excellent support model. The challenge is in adopting this support model and making traditional IT and non-mature system administrators use this model. In combination with the Oracle Cloud (client) Community, the support is excellent.
Yes
Many issues were solved in successive versions or patches.
Sometimes this forced us to upgrade.
On Taleo Performance, some issues seem to be persistent.
There was an emergency ticket in the second year we ran our performance management. An employee group was defined in the wrong way, the wrong button was hit, and accidentally a performance review for 1600 people was launched. These 1600 employees were about to receive an email with a duplicate performance review. Very fast intervention from a mature Oracle help desk specialist helped us to avoid emails being sent. In addition, we received guidance on the cleanup of duplicate reviews in the 24 hours following this mistake (weekend).
  • ERecruit: Requisition definition
  • Onboarding: Dashboard
  • Performance Management: Self Assessment
  • Publishing vacancies (and setting up the integration with the aggregator)
Yes
Very well.
Good campaign needed to [be] adopted.
Oracle managed to maintain its useability advantage. It will have new competitors on eRecruitment, where needs are quickly changing.
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