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
(1-4 of 4)Celebrating 1 Year With Oracle HCM!
- Easy set up
- Tracking and notifications
- Reports
- It’s not flexible for customization.
- Not compatible with every Internet browser.
- 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
- 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
- Approval workflow
- 70%7.0
- Balance details
- 30%3.0
- Annual carry-forward and encashment
- N/AN/A
- 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/AN/A
- Employee recognition
- N/AN/A
- Tracking of all physical assets
- N/AN/A
- Report builder
- 80%8.0
- Pre-built reports
- 60%6.0
- Ability to combine HR data with external data
- N/AN/A
- Performance plans
- N/AN/A
- Performance improvement plans
- N/AN/A
- Review status tracking
- N/AN/A
- Review reminders
- N/AN/A
- Multiple review frequency
- N/AN/A
- Create succession plans/pools
- N/AN/A
- Candidate ranking
- N/AN/A
- Candidate search
- N/AN/A
- Candidate development
- N/AN/A
- New hire portal
- 60%6.0
- Manager tracking tools
- 50%5.0
- Corporate goal setting
- N/AN/A
- Individual goal setting
- N/AN/A
- Line-of sight-visibility
- N/AN/A
- Performance tracking
- N/AN/A
- Job Requisition Management
- N/AN/A
- Company Website Posting
- N/AN/A
- Publish to Social Media
- N/AN/A
- Job Search Site Posting
- N/AN/A
- Duplicate Candidate Prevention
- N/AN/A
- Applicant Tracking
- N/AN/A
- Notifications and Alerts
- N/AN/A
- Storing Documents
- Employee Directory
- Creating a one click link to our old system for historical information
- 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
- One system for HR information
- Product Usability
- Third-party professional services
- Reports that did not meet our needs
- Updates to employee information
- Payroll deductions not working
- no training
- Self Service
- Generating Reports
- Easy to create online training
- Easy to track training completions
- Directory (find a person in the organization)
- Creating custom reports
- None
- Not to my knowledge
- Single Signon
- Easier to enter virtual training
- More responsive form for safety incidents
- Not sure
MBC's Oracle Cloud HCM review
- User friendly interface
- Out of the box analytics
- Enhanced UX (user experience)
- Better management of upgrades
- Making some basic digital assistant features included within the release
- More advanced licensing
- Employee demographic data
- 80%8.0
- Employment history
- 80%8.0
- Job profiles and administration
- 70%7.0
- Workflow for transfers, promotions, pay raises, etc.
- 70%7.0
- Organizational charting
- 70%7.0
- Organization and location management
- 70%7.0
- Pay calculation
- 70%7.0
- Support for external payroll vendors
- 70%7.0
- Off-cycle/On-Demand payment
- 80%8.0
- Benefit plan administration
- 80%8.0
- Salary revision and increment management
- 90%9.0
- Reimbursement management
- 80%8.0
- Approval workflow
- 60%6.0
- Balance details
- 80%8.0
- Annual carry-forward and encashment
- 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
- Report builder
- 90%9.0
- Pre-built reports
- 90%9.0
- Ability to combine HR data with external data
- 100%10.0
- Performance plans
- 80%8.0
- Performance improvement plans
- 80%8.0
- Review status tracking
- 80%8.0
- Review reminders
- 80%8.0
- Multiple review frequency
- 80%8.0
- Create succession plans/pools
- 90%9.0
- Candidate ranking
- 80%8.0
- Candidate search
- 80%8.0
- Candidate development
- 80%8.0
- New hire portal
- 80%8.0
- Manager tracking tools
- 70%7.0
- Corporate goal setting
- 90%9.0
- Individual goal setting
- 90%9.0
- Line-of sight-visibility
- 90%9.0
- Performance tracking
- 90%9.0
- Job Requisition Management
- 80%8.0
- Company Website Posting
- 80%8.0
- Publish to Social Media
- 80%8.0
- Job Search Site Posting
- 80%8.0
- Duplicate Candidate Prevention
- 80%8.0
- Applicant Tracking
- 80%8.0
- Notifications and Alerts
- 70%7.0
- We were one of the first companies in our region (Middle East ) to use a chatbot.
- We were one of the first companies to use a custom mobile app.
- We have been working on pioneering a digital assistant project.
- Saba TalentSpace (formerly halogen)
- A better insight to HCM data
- A user friendly system
- An end to end integrated solution with the rest of the SaaS products that are part of our ERP road map
- Use of digital assistant and chat bots
- User of mobile app
- Extend the use of employee engagement applications that are part of the suite we purchased but are less used today
- It helped us introduce a new mindset to the organization in terms of adopting the product as is without having to heavily customize
- it helped us modernize the HCM system landscape with a trendy look and feel
- It helped us provide better insight to data
- Product Features
- Product Usability
- Product Reputation
We think Oracle doesn't have enough people with the right expertise to address customers' issues
- Goal setting in Performance Management
- Performance Evaluation
- Employee Onboarding
- Recruitment using ORC
- The approval flow is not that flexible
- Integration with 3rd party applications
- Limitation in terms of changing the look and feel of certain forms
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.
- 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
- 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
- Approval workflow
- 70%7.0
- Balance details
- 70%7.0
- Annual carry-forward and encashment
- 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
- Report builder
- 60%6.0
- Pre-built reports
- 50%5.0
- Ability to combine HR data with external data
- 50%5.0
- 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
- Create succession plans/pools
- 60%6.0
- Candidate ranking
- 50%5.0
- Candidate search
- 70%7.0
- Candidate development
- 70%7.0
- New hire portal
- 70%7.0
- Manager tracking tools
- 70%7.0
- Corporate goal setting
- 80%8.0
- Individual goal setting
- 80%8.0
- Line-of sight-visibility
- 80%8.0
- Performance tracking
- 80%8.0
- 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!
- Reporting
- Payroll
- Self-Service
- Manager Self-service
- Leave Processing
- Recruiting
- 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.
- Price
- Product Features
- Product Usability
- Third-party professional services
- Not sure.
- mass updates are easy
- reporting is pretty spectacular
- integration with taleo works really nicely
- reporting can be challenging
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.
- 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/AN/A
- Organizational charting
- 70%7.0
- Organization and location management
- 80%8.0
- Compliance data (COBRA, OSHA, etc.)
- N/AN/A
- Pay calculation
- N/AN/A
- Support for external payroll vendors
- N/AN/A
- Benefit plan administration
- N/AN/A
- Direct deposit files
- N/AN/A
- Salary revision and increment management
- N/AN/A
- Reimbursement management
- N/AN/A
- Approval workflow
- N/AN/A
- Balance details
- N/AN/A
- Annual carry-forward and encashment
- N/AN/A
- View and generate pay and benefit information
- N/AN/A
- Update personal information
- N/AN/A
- View job history
- N/AN/A
- View company policy documentation
- N/AN/A
- Employee recognition
- N/AN/A
- Tracking of all physical assets
- N/AN/A
- Report builder
- 90%9.0
- Pre-built reports
- 60%6.0
- Ability to combine HR data with external data
- 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
- Create succession plans/pools
- N/AN/A
- Candidate ranking
- N/AN/A
- Candidate search
- N/AN/A
- Candidate development
- N/AN/A
- New hire portal
- 80%8.0
- Manager tracking tools
- 80%8.0
- Corporate goal setting
- 50%5.0
- Individual goal setting
- 80%8.0
- Line-of sight-visibility
- 80%8.0
- Performance tracking
- 70%7.0
- 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.
Line managers, distributed across all functions of our medical device company
HR users
- 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.
- 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
- Product Features
- Vendor Reputation
- Existing Relationship with the Vendor
- Positive Sales Experience with the Vendor
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.
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
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.
Sometimes this forced us to upgrade.
On Taleo Performance, some issues seem to be persistent.
- ERecruit: Requisition definition
- Onboarding: Dashboard
- Performance Management: Self Assessment
- Publishing vacancies (and setting up the integration with the aggregator)
Good campaign needed to [be] adopted.