TrustRadius
Epicor HCM: Avoid at all costs.
https://www.trustradius.com/hr-managementEpicor HCMUnspecified4.816101
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Updated September 30, 2015

Epicor HCM: Avoid at all costs.

Score 1 out of 101
Vetted Review
Verified User
Review Source

Software Version

5.8

Modules Used

  • Recruitment, Performance

Overall Satisfaction with Epicor HCM

Current HCM set-up as of July 2015.

We are utilizing the Performance, Position Control, and Recruitment modules. We are also "live" with Employee and Manager Self-Service so HCM use is organization-wide.

Interfaces: ADP Payroll, medical insurance, office space software/visual employee directory (note that this last item was configured entirely by our IT department, not by Epicor)

Business problems: We initially wanted to use HCM to provide information to the entire organization, eliminating extraneous requests for info/reports. However the integrity of information cannot be trusted. Reports drop off records due to small errors like an unchecked box or end date. User interface is horrendous and seemingly simple tasks require you to make changes in multiple areas of the systems, otherwise you risk ruining the data. Any data entries must be checked, double-checked and triple-checked if you want to maintain integrity.

We are attempting to configure our current paper personnel action process through HCM but due to the extremely unreliable and finicky nature of HCM, we may need to explore other alternatives.

Overall, HCM creates more problems then it solves.
  • Lots of room for configuration such as routing, auto-alerts, training competencies, FMLA tracking, security rights, etc... But good luck getting those set-up.
  • Administrative set-up is a nightmare --> Set-up such as e-mail templates (routing, candidate communication, alerts) and configuring security rights for users, includes looking at list of approximately 100 fields some of which seem like duplicates. Interestingly, you may find that the field you need is missing. You'll need to create a work-around or pay Professional Services to get it set-up correctly, even though they should logically be available. Another alternative is that you need to go to an obscure task under Utilities that you've never used before so you can uncheck a box.
  • Auto alerts seem like a great idea, but the set-up is limited in such a way that you will probably need a Filter SQL statement to get it the way you want. (Ex: No way on the birthday alert to simply filter to active employees. Get ready to send out over 500 alerts for ALL employees and dependents.) You can either ask someone in your IT department or again, go to Professional Services ($$$).
  • Routing also seems like a great idea but if you make too many changes in the routing set-up, it errors out and doesn't allow you to submit changes. Instead you must make only a few changes, submit, then go to the task again. Efficiency is not a concern for HCM. If you have more than 5-10 routes in the system for certain tasks, this can slow down the entire routing page, making you wait between 20-40 seconds to approve and go to the next route. This will make for a fun time during your annual review process when you've got 100+ reviews routed to you.
  • Epicor staff (except for customer support) are salespeople--first and foremost --> Glassdoor reviews show that Epicor "emphasizes billable hours above all else" -- we've experienced this firsthand. Most account managers, implementation and interface consultants will try get you on the phone (at a whopping $100-$300/hr) to talk about nothing and avoid delivering what you've paid them for. If they're not doing that, they may just ignore your e-mails and never get back to you.
  • Unreliable customer support --> Customer support staff seems understaffed and sometimes lack technical knowledge. Not surprising considering that HCM is so convoluted and frustrating. Even the most expert support reps are stumped by questions--the system is just that confusing. Sometimes there is no resolution at all so your call is turned into a service change request. Then you cross your fingers and hope it gets addressed in the next upgrade. I submitted one support call over two months ago. It is still open. Sadly that is not out of the norm.
  • Unexplainable errors in interfaces --> Payroll and benefits interfaces have been unreliable. Employee data changes are dropped with no explanation; ergo, there is no possible solution. Unless of course you want your benefits consultant to spend several hours ($$$) researching it or very, very slowly talking you through it over the phone.
  • Customizations that keep on breaking and breaking and breaking --> HCM releases updates almost twice a year, with "new and improved" features. Sometimes the features don't work, as if the software was updated without any testing or foresight. You'll find that customizations you've paid for have broken inexplicably and need to be re-done. Of course you will be charged for the extra hours needed to fix the customizations.
  • Reduced efficiency. More time spent troubleshooting HCM issues or helping other HCM users (candidates and employees) than actually using the system as intended. Also lots of time spent following up customer support, account managers, and consultants.
  • Our department counts the days until we can implement a new system. Our shared dislike of the system has unified us a team.
  • ADP HR-B
We thought Epicor HCM could offer us more functionality. Which they in theory they can, but the administration and maintenance has been more trouble than it's worth.
I could not recommend this system to anyone.

If you do decide to go with this system, depending on organization size, you'll need at least one dedicated IT person with SQL/Report-builder experience to manage the system and reporting, as well as another full-time HR member to manage other administrative set-up and deal with the many, many, user support issues that will crop up.

I'm shocked at the number of positive reviews for this product. A couple of them reiterate the same thing such as each of use (which is completely untrue) and many fields/tables for data storage, which leads me to believe that they're from Epicor or Epicor consultants.

Epicor HCM Feature Ratings

Employee demographic data
4
Employment history
5
Job profiles and administration
1
Workflow for transfers, promotions, pay raises, etc.
7
Organizational charting
1
Organization and location management
3
Compliance data (COBRA, OSHA, etc.)
1
Pay calculation
Not Rated
Support for external payroll vendors
2
Benefit plan administration
2
Direct deposit files
Not Rated
Salary revision and increment management
4
Reimbursement management
Not Rated
Approval workflow
Not Rated
Balance details
Not Rated
Annual carry-forward and encashment
Not Rated
View and generate pay and benefit information
7
Update personal information
7
View job history
7
View company policy documentation
Not Rated
Employee recognition
Not Rated
Tracking of all physical assets
Not Rated
Report builder
1
Pre-built reports
1
Ability to combine HR data with external data
1
Performance plans
2
Performance improvement plans
1
Review status tracking
1
Review reminders
1
Multiple review frequency
Not Rated
Create succession plans/pools
Not Rated
Candidate ranking
3
Candidate search
2
Candidate development
Not Rated
New hire portal
Not Rated
Manager tracking tools
Not Rated
Corporate goal setting
1
Individual goal setting
3
Line-of sight-visibility
Not Rated
Performance tracking
1
Job Requisition Management
1
Applicant Tracking
2
Notifications and Alerts
1