Over the past 6 months, my organization has been in the midst of transitioning to the Oracle HCM suite. The decision to go to an HCM system was largely based on our disjointed and highly antiquated HR systems, which led to mountains of manual processes. In the name of consistency, employee engagement & transparency, regulatory compliance, and centralized data warehousing, we understood the opportunity to centralize our system through an HCM solution.

The HCM route has proven to be the correct choice, and it will
significantly improve our employee experience and the execution of our people
processes. The journey, however, has provided us with a quite a few learning
moments… also known as problems.

HCM is the hot ticket these days, so I’m sharing our
experience thus far for those who are considering a switch to an HCM

Some sacrifices
needed to be made.

While the Oracle HCM system is robust, we quickly learned
that it was not considered an upgrade for all teams involved. When looking at
our recruiting and onboarding tech, we already had an industry leading ATS,
iCIMS, and our internal processes were already aligned to optimize those
technologies. As for our HR/Payroll processes, our systems were anything but
best-in-class – multiple software, spreadsheets, and our payroll team had a
process that would drive ANYONE crazy. Every day our company grew larger, every
day their job got harder. That’s not a great recipe when you’re growing quickly!

The goal of our HCM implementation never changed. We all
agree from a stakeholder standpoint that it’s the right direction for our
company as we continue to bolster our people technologies. What did change was
our openness to outside integrations that would allow us to maximize the
benefits of a truly connected HCM solution.

As we went through the implementation phase, we began to understand the true capabilities of the system and also where we would require integrations to support our current recruiting process. For example, the proposed recruiting suite lacked key partnerships that came out of the box with our current system. It had no resume or profile parsing, it featured a long-form application process, and it didn’t include candidate texting. These features would need to be addressed through integrations. Based on these learnings, we made the decision to continue our partnership with iCIMS and integrate with Oracle.

Looking at the big
we get to have best of both worlds: Utilizing Oracles powerful HCM
solution at the core of our people processes, while still leveraging the tools
we’ve grown accustomed to by integrating our current ATS.   

This decision wasn’t an easy one and we had to weigh the
cost-benefit of considering an outside ATS integration. While our cost would
increase and the implementation time-frame was extended, benefits to the productivity
and effectiveness of our team overshadowed those considerations.

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