Epicor HCM Alternatives & ReviewsUsed by 73% Professionals

Epicor HCM Overview




(Alternatives.Co rating)
  • Linux
  • Windows
  • Large Enterprises
  • Small Businesses

Epicor HCM is a feature-rich human resource management system with integrated talent management. With Epicor, you can concentrate on cultivating a growth culture in your organization while managing your workforce from recruitment to retirement.

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About Epicor HCM

Epicor HCM Features

  • Epicor HCM FeaturesAsset Management : Manage all of your company's assets including employees, wages, and benefits.
  • Epicor HCM FeaturesCandidate Self-Service : Search for and quickly apply online for your desired position without any hassle or waiting time.
  • Epicor HCM FeaturesEmployee Self-Service : Lets you manage your employees' profiles and records from a single location.
  • Epicor HCM FeaturesRecruitment & Talent Management : Manage all aspects of the recruitment process, from sourcing and screening candidates to onboarding.
  • Epicor HCM FeaturesTime Tracking : Allows managers to keep track of hours worked, hour break times, overtime rates, etc.,
  • Epicor HCM FeaturesSuccession Planning : Easily assess who is the best candidate for certain positions based on experience and qualifications.

Epicor HCM Ratings and ReviewsEpicor HCM Ratings and Reviews

Alternatives.Co has rated
Epicor HCM as 3.6



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Top Reviews
  • John L.



    I have used the Epicor HCM solution at a couple of different companies. If you are looking for a complete "end to end" HRIS that includes applicant tracking, pre-boarding, on-boarding, tracking of the entire life cycle through off-boarding and termination then this software is for you. What really separates it from other HRIS software I've seen is the ease and completeness of its report writing capabilities

  • Joseph MoellerBusiness Systems Analyst



    The performance, employment history, benefits, and module integrations with payroll and benefit provider exports were used. In addition, candidate self-service was used for the hiring process. This was used across our whole organization. Candidates had access to our candidate self service portal to apply for open positions and review their applications. All employees, primarily manufacturing floor employees, had access to view and interact with all of their HR-related information through the employee self-service interface. HR representatives had location-based security access, such that they could manage employees based on the current location (region, division, or other data) of the employee. HR users had access to enter personnel actions to modify most data in the system, which was routed through an approval process that is dynamic and allows for multiple approval steps with some intelligent routing potential. Along with properly trained users, the system drastically improves the time and organization necessary to manage personnel information and actions that paper processes cannot provide. It also serves to centrally locate and share a single system of record for personnel and pay records that can dictate external payouts.
    Limitations of ad hoc query potential. The visual builder should have an option to "go advanced" and allow more complex queries to be written. The SQL-entry does not allow more than basic subqueries and joins. Compound queries, which are used by salary grade information, are not supported through this interface. All reports are run through SSRS, which is fine to be embedded on the screen, but I felt that the transition from query information from user's superview to some viewable information has some room for improvement. End-user experience with record manipulation user interface flow / structure. I understand what developers were going from with the one screen record selection on the left navigation panel with record data on the right side. This sounds good in theory and works well with technically-savvy users. However, I found that with less technically oriented users, the visual flow of this was not as intuitive and accepted by the users (including candidates of the company), frequently making mistakes and being unable to complete required tasks. Because this interface is prevalent throughout the system, I would recommend focus-group testing redesigned versions of the interface with general information to see which redesign potential, or even just visual styling to the existing interface, could be cascaded through the software. Out of the box reporting and configuration. This is something that is difficult to nail down in a software because every customer is different and will use the system a bit differently. However, I felt that the standard product comes with tons of reports enabled on the menu, but most are of little value if not first edited. This needs to be done by exporting, manipulating using report developer tools, and re-imported. This is not unexpected, but I think that it would add value for HCM to provide a tool which assists in the configuration of the reports. Security flaws or limitations of functionality. In an organization where some HR users should have access to see some or most users' information, there is not this security also embedded on important features like "routing history" or "audit" tasks. For example, if the enterprise president receives a bonus, an HR manager who must field weekly audits in a branch location will have access to see that bonus if they are granted access to the routing history or audit tasks.