Why Oracle HCM Cloud is right for your Government Organization!
December 08, 2020

Why Oracle HCM Cloud is right for your Government Organization!

Ray Hirte | TrustRadius Reviewer
Score 9 out of 10
Vetted Review
Review Source

Modules Used

  • Workforce rewards
  • Talent Management
  • Oracle Talent Acquisition
  • Oracle Talent Management for Midsize

Overall Satisfaction with Oracle Cloud HCM

We are an Oracle HR implementor and we have
been selling and implementing the product for a few years. We are currently
implementing at a small county in California that has less that 500 employees.
We are implementing this across the entire organization. Currently they are
paper based and this will get their entire organization on a cloud based
application that will allow them to be more agile and make better decisions
using data from their system. We are also integrating with NEOGOV which is an
applicant system that many public jurisdictions use. We are also helping them
convert from a monthly payroll to a bi-weekly payroll with electronic
timecards. Currently they are completely paper based for their timecards and
payroll systems. This upgrade will allow them to minimize the timecard changes
associated with a monthly payroll. They will also now have their entire
employee record digitally.
  • Onboarding - allows you to interact with your new employees before they are officially working. Allows you to set up access to portal where they can get information prior to starting.
  • Payroll - Simplifies payroll process, which includes tax updates and IRS reporting. All processing is run in the cloud which makes the calcs faster and reduces payroll processing time
  • Built on Oracle best practices where the company needs to determine why they cannot use industry best practices so 80% of your processes use industry best practices and 20% need some changes.
  • Is all configuration based using industry best practices so there isn't any expensive support charges to manage customizations.
  • Government entities share data readily on applicants and HCM doesn't make it easy to have applications transferred between organizations. If applicants could apply once and send that application to multiple entities that would really make it more appealing to clients. This is a niche that is currently filled with NEOGOV, however Oracle's analytics are far superior to those in NEOGOV
  • There are no customizations allowed so clients need to work within the configuration standards or create a bolt on. Many times your greatest asset is also one of your biggest weaknesses.
  • Oracle is a large company and sometimes it can be hard to navigate the support matrix that they have set up. They also have tiers of support so you can pay more to get more, which isn't optimal from a customer point of view.
Many of our implementations take our small to midsize local
and state governments from a paper-based timecard and employee record to a digital
based record. The efficiencies they see are related to analytics they can now
get out of their system related to number of applicants for a position, our
reviews being done in a timely manner, are reviews being done consistently across
the organization. Having electronic easily audited timecards for staff is a huge
efficiency for the supervisors, managers and employees. It’s easy to build in rules
for overtime, shift differential and other pay changes directly into the system
and audit these timecards for accuracy and fraud.
  • Deeper, more meaningful employee insights
  • HR function accessibility and mobility
  • Increased employee and HR admin productivity
  • Reduced payroll cycle time and error rate
  • Increased employee engagement
  • Recruitment and onboarding KPI improvements
  • Reduction in cost- and time-to-hire
  • Performance Review function efficiencies and cost savings
Using [Oracle Cloud] HCM our clients are able to identify
staff that are less than average and help supervisors change their behavior or
help them find other opportunities outside of their county. With the covid
and work from home strategies being used the integrated HCM cloud system is
perfect for staff working anywhere. No more need for any paper-based systems and
employee records can be accessed anywhere there is internet service. Having all
employee records electronically allows the employee to review their personnel
file whenever they want and look at past reviews and work on current reviews
all year long. Time to hire is reduced because of electronic approvals through
the whole hiring process as well as employee onboarding that allows them to
start looking at information as soon as the offer is made and be ready to start
on their first day.
I believe it's a superior produce because Oracle has designed it from the ground up with best practices in mind. They removed the ability to customize the product and taken away the need to do tools and application upgrades. They have also mimimized the need for heavy DBA resources as well as developer resources. This also pushes our clients to use best practices as the ability to customize isn't there and it gets costly to add bolt ons to the cloud system.
If you have a good culture change management
plan where you bring the employees along and include them in the change HCM
will increase their efficiencies and ability to manage change within their own
system. For an organization that is ready to change and improve their HR
services and be able to go all digital Oracle [Cloud] HCM will be great product.
However if your organization that custom processes that they are not willing to
change or modify, HCM will create a plethora of side systems and paper based
systems. Oracle [Cloud] HCM is flexible and allows for configuring a multitude of
scenarios however if your organization has to many luddites you
will be destine to fail or at least have a system that doesn’t help you organization
make data driven decisions.

Oracle Cloud HCM Feature Ratings

Employee demographic data
9
Employment history
9
Job profiles and administration
8
Workflow for transfers, promotions, pay raises, etc.
10
Organizational charting
7
Organization and location management
9
Compliance data (COBRA, OSHA, etc.)
8
Pay calculation
10
Support for external payroll vendors
8
Off-cycle/On-Demand payment
9
Benefit plan administration
9
Direct deposit files
10
Salary revision and increment management
9
Reimbursement management
7
Approval workflow
9
Balance details
9
Annual carry-forward and encashment
8
View and generate pay and benefit information
10
Update personal information
10
View job history
9
View company policy documentation
8
Employee recognition
7
Tracking of all physical assets
9
Report builder
9
Pre-built reports
7
Ability to combine HR data with external data
7
Performance plans
9
Performance improvement plans
8
Review status tracking
7
Review reminders
7
Multiple review frequency
7
Create succession plans/pools
7
Candidate ranking
7
Candidate search
7
Candidate development
7
New hire portal
10
Manager tracking tools
10
Corporate goal setting
7
Individual goal setting
8
Line-of sight-visibility
Not Rated
Performance tracking
8
Job Requisition Management
8
Company Website Posting
8
Publish to Social Media
8
Job Search Site Posting
7
Duplicate Candidate Prevention
5
Applicant Tracking
8
Notifications and Alerts
8