Epicor HCM 5.6
Updated April 08, 2015
Epicor HCM 5.6
Score 6 out of 10
Vetted Review
Verified User
Software Version
5.6
Modules Used
- HRIS, Candidate Connect, Employee/ Manager Connect, Link Export, Performance, Timesheets
Overall Satisfaction with Epicor HCM
We are using multiple modules of Epicor HCM: core HRIS, timesheets, performance, benefits, applicant tracking. The system is used by the entire organization through employee self-service and manager self-service. Our main goal when implementing Epicor HCM was to have one integrated system with SSO (single sign-on) a pleasant end-user experience, one authoritative data source and eliminating redundancies of maintaining data in multiple HR systems (HRIS, timesheets, performance, applicant tracking, onboarding). We had to eliminate a number of best-of-breed HR systems that took a significant amount of time in keeping up-to-date. Epicor HCM fit our needs and budget at the time. Currently, it allows employees to see their own record, make changes to their personal information like address and direct deposit, see their performance reviews, apply internally for open positions, record their time and request time off. The managers are using the system for reporting purposes, approving time-off and making changes to employees' data such a position, department and manager changes. HR is the admin of the system and we're using it for performance, applicant tracking, reporting, leave of absence tracking (FMLA and non-FMLAa),benefit elections). Other departments have restricted access to the system for reporting purposes to maintaining specific data- such as IT badges, company property, employee skill tracking etc.
- Epicor HCM is a solid integrated system. One of our major benefits was the single sign-on. It reduced the amount of time the HR team spent on reminding people what system they had to use for different things and because of the integration with Active Directory everyone knows their username and password, so we rarely, if ever have to answer questions about the login.
- The system has great flexibility and can be customized to a large extent, from setting up routes and notifications to customizing what employees and managers see, sharing reports with certain roles, or specific users. Great flexibility means lots of options and require an admin to be intimately familiar with the system in order to customize it.
- The routing and notifications are very good and easy to set-up. You can route any task in the system to either be approved or reviewed. If an approval process is not needed, then an alert can notify specific roles or users of specific changes. For example: when an employee's status is changed to "Terminated" the system automatically sends a notification to IT, security, compliance, corporate admin to make all the necessary updates in their specific areas.
- Integration with other systems. Epicor HCM can send information to other systems either by API or by setting up file exports.We're using the Link Export function to export time and demographic data for payroll processing and updating our learning management system.
- Compliance is one area that needs further attention. For example in candidate self-service, the admin and managers can see the candidate's demographic information as part of their application, which shouldn't happen. If an internal candidate applies for a job, the hiring manager automatically gets access to that employee's record just like their regular manager.
- On the timesheets module, there are issues with CA specific OT calculation rules on a bi-weekly payroll, where it does not calculate OT for time worked in excess of 5 consecutive days. Also, the application has random (but rare) occurrences where it resets the time zone to the server time zone for users that clock-in/ out.
- Customizations that require professional services contracts can be somewhat difficult in terms of getting resources assigned. When upgrading the system to a new version, the admin has to conduct its own testing, including all and any customizations made to the system and then work with Epicor on resolving any issues.
- Customer Support structure could be better. Currently there is no official filtering of issues and expected response time for different kinds of issues, except for system access. When offering payroll and time keeping, the customer support should reflect reduced time for resolution of issues in these time sensitive areas.
- User training. Epicor HCM offers no free training, aside from webinars on new version releases. While they do offer training sessions, users have to pay for it. From a customer perspective this is difficult to accept. You pay to purchase the system/ module, but if you want to learn how to use it, you have to pay again.
- Overall Epicor HCM is meeting the needs of the HR department and those of the organization. It increased our internal customer satisfaction for employees and managers and positively impacted the efficiency of the HR team.
- UltiPro,ADP Workforce Now,Sage HRMS,Avantx Prodigy,Ceridian Dayforce HCM,work day,mangrove
iVantage/Epicor HCM (at the time of our purchase Epicor was in the process of acquiring iVantage from Spectrum HR ) met most of our expectations in term of system functionality, user experience, ability to customize the application, integration with other systems and allowed us to stay within the implementation budget.We reviewed a number of other applications. All functionality being equal, we looked at the end-user experience and the long term cost of maintaining the application (annual maintenance cost, professional services, license cost etc).
Epicor HCM (discontinued) Feature Ratings
Using Epicor HCM
350 - All employees regardless of their job use Employee Self-Service. Other users have custom access to the system based on the type of information they need and the specific employee groups they need information about.
5 users - Human Resources, Payroll, Training, Recruiting
3 users - Custom roles for IT, Corporate Compliance, CFO with limited access to specific functionality ( ex certain reports, or specific tasks)
60 users - Manager users (line managers, directors, VPs from all departments). All managers use the system to review reports, approve PTO, timecards, complete personnel actions etc.
340 users - Employees using employee self-service- ESS (all roles above are also employee users) . Employees use ESS internally to apply for open positions, review and make changes to their personal data ( address, direct deposit), request PTO, acknowledge& sign off on company documents- ex Employee Manual, Workers Comp notifications.
5 users - Human Resources, Payroll, Training, Recruiting
3 users - Custom roles for IT, Corporate Compliance, CFO with limited access to specific functionality ( ex certain reports, or specific tasks)
60 users - Manager users (line managers, directors, VPs from all departments). All managers use the system to review reports, approve PTO, timecards, complete personnel actions etc.
340 users - Employees using employee self-service- ESS (all roles above are also employee users) . Employees use ESS internally to apply for open positions, review and make changes to their personal data ( address, direct deposit), request PTO, acknowledge& sign off on company documents- ex Employee Manual, Workers Comp notifications.