Overall Satisfaction with Oracle Cloud HCM
[During] my stint with Ernst & Young, I was a consultant and solution architect who advised organizations on [the] implementation of Oracle Cloud HCM. This was used by organizations completely and partly; the domains of organizations with whom I was associated for Oracle Cloud HCM were media, hospitals, information technology, real estate, financial institutions (banks/insurance providers), and government HR department/s.
Mainly the following problems were addressed for the organizations whom I advised:
1. Maintain a single source of employee/HR information
2. Evaluation of employee's performance in an effective and continuous way
3. It reduced the time to recruit and onboard an employee in the organization
4. Provided a platform to request the HR-related requests through [a] self-service portal
5. It solved to upskill employees by identifying skill gap and suggesting the ways to upskill
6. Helped leaders to do an effective risk and impact assessment of the employees in the department/business and take measures to make the employees get retained and be relevant to the organization
Mainly the following problems were addressed for the organizations whom I advised:
1. Maintain a single source of employee/HR information
2. Evaluation of employee's performance in an effective and continuous way
3. It reduced the time to recruit and onboard an employee in the organization
4. Provided a platform to request the HR-related requests through [a] self-service portal
5. It solved to upskill employees by identifying skill gap and suggesting the ways to upskill
6. Helped leaders to do an effective risk and impact assessment of the employees in the department/business and take measures to make the employees get retained and be relevant to the organization
- Evaluation of the performance of the employees
- Helps hire better talent and onboard them quickly
- Workforce modeling to identify where exactly the workforce lies and what should be done for them in the organization
- Employee exit from the organization should be provided out-of-the-box
- Business Intelligence tool should be more self explanatory
- Should also have close integration with Oracle projects
- Have implemented a custom exit module for employee exit
- Employee asset management was tracked through employee profile
- Have used existing charts and reports for giving insights on employee to business
Zoho is only suited for organizations [that] have [fewer] employees. Also, the role management part is very weak in Zoho. Time and Labor functionality is very naive and does not cater to the needs of the organizations which have dynamic employee movement in projects and departments. The whole process and cycle [are] manual effort extensive.
Do you think Oracle Fusion Cloud HCM delivers good value for the price?
Yes
Are you happy with Oracle Fusion Cloud HCM's feature set?
Yes
Did Oracle Fusion Cloud HCM live up to sales and marketing promises?
Yes
Did implementation of Oracle Fusion Cloud HCM go as expected?
Yes
Would you buy Oracle Fusion Cloud HCM again?
Yes