Epicor HCMUsed by 73% Professionals

Epicor HCM Reviews

Paid

3.8

/5

(Alternatives.co rating)
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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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Epicor HCM
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G2
3.8
Top Comments by G2
Positive Comments
  • Verified User in Computer SoftwareMid-Market(51-1000 emp.)
    Review
    3.0

    Has all the essential HR features required by a mid to large sized firm including Recruiting, Performance Management, Onboarding and Employee Training. The Performance Management module is excellent - and provides a lot of value to our company. It helps the managers keep good track of employee progress towards goals, and suggests how to coach employees to get to their goals. It also ensures that the goals are supporting the organization's overall goals. Having a lot of piecemeal employees, the Timesheets feature is excellent as it brings the entire time mangement and approval process into the HRM tool, and connects easily with our Payroll provider (ADP) to ensure all payments are done effectively. The employee portal is not great - its not very customizable and makes for a very difficult user experience. Has some issues with the Job Positing section which we don't like. Having used Oracle CRM in the past, i can see how this software is more suitable for enterprise companies, but not as much for smaller to mid sized firms. This could have been a great tool to improve employee engagement with each other, but that s not something that is addressed. Do a 3 month trial to really see if this works for you before jumping in. Wanted to move to a cloud-based solution since the company has many regional offices, and a lot of employees work from remote areas. This suite provided the broadest flexibility, enabling us to implement the solution effectively and saving a lot of costs.

  • Verified User in Education ManagementEnterprise(> 1000 emp.)
    Review
    3.5

    The system has the capability to do many different processes and house lots of different types of information. Our team has been able to successfully integrate several of our processes into one system with the assistance of Epicor. The interface for potential employees is very difficult to navigate. We constantly have individuals reach out to us to reset a password for an account that doesn't exist, because the system is giving them an incorrect message. Its a big turn off and not a great first impression for our company. The system also has some lags at a specific time of day that are very frustrating. It happens at the same time everyday, the system slows to almost a complete stand still for until it can catch itself up. Be sure to customize the product to the best of its ability, because the ability is there, but it has to be explored and utilized. It is beneficial because it does house all of our current employees, as well as non-employees and candidates all in the same place. It is beneficial to us that we do not have to deploy several systems to maintain all the different type of individuals that we encounter. It is especially helpful in that respect.

  • Molly O.Philanthropy Coordinator
    Review
    3.5

    Epicor HCM is a great way to group all of our companies HR benefits and documents available, links to forms,, as well as snapshots of benefits, time off, pay, etc. The system makes it easy to make many changes as a user -- not everything has to be done by your HR team and reduces their workload. I use the employee self-service portal and I find the interface very easy to navigate. As an employee using the self-service portal, I see nothing lacking here except my desire for my company to better utilize the employee documents section (ie uploading our job description when hired, our employee reviews, etc.). As a user focused on the self-service portal, I find this great from an employee standpoint. This is great for our non-profit of 500 when we have a lot of changeover, makes it easy for the employee to navigate anything HR related without constantly relying on the HR team. Anything you could waht to see about the company is posted/can be posted.

Negative Comments
  • Verified User in Computer SoftwareMid-Market(51-1000 emp.)
    Review
    3.0

    Has all the essential HR features required by a mid to large sized firm including Recruiting, Performance Management, Onboarding and Employee Training. The Performance Management module is excellent - and provides a lot of value to our company. It helps the managers keep good track of employee progress towards goals, and suggests how to coach employees to get to their goals. It also ensures that the goals are supporting the organization's overall goals. Having a lot of piecemeal employees, the Timesheets feature is excellent as it brings the entire time mangement and approval process into the HRM tool, and connects easily with our Payroll provider (ADP) to ensure all payments are done effectively. The employee portal is not great - its not very customizable and makes for a very difficult user experience. Has some issues with the Job Positing section which we don't like. Having used Oracle CRM in the past, i can see how this software is more suitable for enterprise companies, but not as much for smaller to mid sized firms. This could have been a great tool to improve employee engagement with each other, but that s not something that is addressed. Do a 3 month trial to really see if this works for you before jumping in. Wanted to move to a cloud-based solution since the company has many regional offices, and a lot of employees work from remote areas. This suite provided the broadest flexibility, enabling us to implement the solution effectively and saving a lot of costs.

  • Verified User in Education ManagementEnterprise(> 1000 emp.)
    Review
    3.5

    The system has the capability to do many different processes and house lots of different types of information. Our team has been able to successfully integrate several of our processes into one system with the assistance of Epicor. The interface for potential employees is very difficult to navigate. We constantly have individuals reach out to us to reset a password for an account that doesn't exist, because the system is giving them an incorrect message. Its a big turn off and not a great first impression for our company. The system also has some lags at a specific time of day that are very frustrating. It happens at the same time everyday, the system slows to almost a complete stand still for until it can catch itself up. Be sure to customize the product to the best of its ability, because the ability is there, but it has to be explored and utilized. It is beneficial because it does house all of our current employees, as well as non-employees and candidates all in the same place. It is beneficial to us that we do not have to deploy several systems to maintain all the different type of individuals that we encounter. It is especially helpful in that respect.

  • Molly O.Philanthropy Coordinator
    Review
    3.5

    Epicor HCM is a great way to group all of our companies HR benefits and documents available, links to forms,, as well as snapshots of benefits, time off, pay, etc. The system makes it easy to make many changes as a user -- not everything has to be done by your HR team and reduces their workload. I use the employee self-service portal and I find the interface very easy to navigate. As an employee using the self-service portal, I see nothing lacking here except my desire for my company to better utilize the employee documents section (ie uploading our job description when hired, our employee reviews, etc.). As a user focused on the self-service portal, I find this great from an employee standpoint. This is great for our non-profit of 500 when we have a lot of changeover, makes it easy for the employee to navigate anything HR related without constantly relying on the HR team. Anything you could waht to see about the company is posted/can be posted.

GetApp
3.8
Top Comments by GetApp
Positive Comments
  • Susan F.Medical Devices
    Review
    5.0

    Very positive experience for a novice self teaching navigation through the system. I have not had to spend a lot of time figuring out where to get the data I am looking for or learning how to report on this.
    I am a newbie with the Epicor HCM system. As a payroll finance employee, I was given access to areas of Epicor HCM for reporting and verification of data received in an integration between HCM and ADP payroll software. I find this system very user friendly and easy to figure navigation on my own without annoying others. The data is presented clearly and is easy to locate.
    I have not found anything as of yet, I am using this system for data verification and reporting only.

  • Anonymous ReviewerHospital & Health Care
    Review
    2.0

    Epicor's HCM offering is solid when you have fewer than 1000 applicants. As your applicant pool and employees grow, you start to notice significant slow downs. Somewhere between 10,000 and 15,000 applicants and 100-200 employees, the software starts experiencing crashes and is constantly overwhelming the IIS pools on the server. The Epicor support staff try to push you to install the next set of patches, but the patches almost always make the problem worse, not better
    A lot of admin options. Can grant permissions by role level security.
    Does not scale well. The IIS pools on the server constantly swell to over 3GB. Frequent freezing and crashing.

  • François B.Pharmaceuticals
    Review
    4.0

    Centralized employee files across multiple sites, training records, SOP readings documentation, electronic paystubs and more.
    A lot of features, there is also the possibility of customizations, but out-of-the-box it offers a lot and you should not need to change much.
    Stay away from customized code - It will easily take twice as much time as was planned and buggy deliveries are common. Also keep in mind that in a multi-language environment some architectural choices made in the application's design will bog down performance to the point of crashing nightly jobs. In an english-only setup this is a non-issue though.

Negative Comments
  • Susan F.Medical Devices
    Review
    5.0

    Very positive experience for a novice self teaching navigation through the system. I have not had to spend a lot of time figuring out where to get the data I am looking for or learning how to report on this.
    I am a newbie with the Epicor HCM system. As a payroll finance employee, I was given access to areas of Epicor HCM for reporting and verification of data received in an integration between HCM and ADP payroll software. I find this system very user friendly and easy to figure navigation on my own without annoying others. The data is presented clearly and is easy to locate.
    I have not found anything as of yet, I am using this system for data verification and reporting only.

  • Anonymous ReviewerHospital & Health Care
    Review
    2.0

    Epicor's HCM offering is solid when you have fewer than 1000 applicants. As your applicant pool and employees grow, you start to notice significant slow downs. Somewhere between 10,000 and 15,000 applicants and 100-200 employees, the software starts experiencing crashes and is constantly overwhelming the IIS pools on the server. The Epicor support staff try to push you to install the next set of patches, but the patches almost always make the problem worse, not better
    A lot of admin options. Can grant permissions by role level security.
    Does not scale well. The IIS pools on the server constantly swell to over 3GB. Frequent freezing and crashing.

  • François B.Pharmaceuticals
    Review
    4.0

    Centralized employee files across multiple sites, training records, SOP readings documentation, electronic paystubs and more.
    A lot of features, there is also the possibility of customizations, but out-of-the-box it offers a lot and you should not need to change much.
    Stay away from customized code - It will easily take twice as much time as was planned and buggy deliveries are common. Also keep in mind that in a multi-language environment some architectural choices made in the application's design will bog down performance to the point of crashing nightly jobs. In an english-only setup this is a non-issue though.

Trustradius
4.0
Top Comments by Trustradius
Positive Comments
  • Verified User
    Review
    0.5

    Epicor pales in comparison to the HRIS and report building systems listed above. Unfortunately, Epicor was implemented prior to my joining the organization. From what I was told, Epicor was chosen because of its ability to be customizable to any industry. However, what we have learned is that this isn't the whole truth. While Epicor might be able to customize to your specific industry with creating certain data fields, it still cannot function properly to meet the needs of your respective industry. For example, my industry is education. There are numerous grant propasals that we send that require specific demographic information. Consequently, when we try to run a report in Epicor, that information is never captured with accuracy which makes sending these reports for grants a herculean task, especially when these donors question our data.
    ***BEWARE OF EPICOR*** You have officially been warned! As my coworkers and I like to call it, Epic-mess, as the possible becomes seemingly impossible. If you are even remotely considering Epicor as your companys HRIS, please look elsewhere, as Epicor will only cause your HR team massive problems and irritation. Save your company the time, and more importantly the money. Epicor is extremely costly and every small customization has a price including speaking with service representatives. At this point, after dealing with Epicor for over a year and a half, I truly believe Epicor is a legitimate grift. Why do you ask? For one, nothing with Epicor is easy. Efficiency is thrown out the window which is ironic since HRIS systems are designed with efficiency in mind. However, this is surely not the case with Epicor. You will spend an inordinate amount of time trying to demystify the system. Would you like to run a report? Simple right? How about being directed by Epicors software programmers to utilize Microsoft Report Builder to execute this task. Pardon me? Are you telling me this system doesnt allow for embedded report creation? Why yes, that is virtually the case. While you are able to run very standard reports in Epicor, if you need to run an ad hoc report or build a complex report, you will be directed to utilize Microsoft Report Builder, which is consequently, pretty complicated and honestly, unnecessary considering your company purchased an HRIS. In addition, once you are finally able to run the report in Report Builder after it freezes a couple of times (cross your fingers), you can rest assure that your report is inaccurate. Not only does building a report require a ridiculous amount of time, but the report lacks integrity as Epicor will drop employees from your report without your knowledge. From my teams understanding, we were told by Epicor that names are dropped because those particular employees are missing information in the requested data fields. Now, logic would tell anyone that a report should still pull the employee in spite of the empty data field, but of course, that would be too logical for Epicor. Instead of pulling the employee and including them in the requested report with the missing information, they completely drop off. Logic would beg one to think, How would I know the employee was missing information if they are not pulled and I am not given the opportunity to see the missing data field(s) so I can correct them? This is only the beginning of your problems. After dealing with trying to run an accurate report and losing your mind, you will now be inclined to contact Epicor directly. You will find this feat to be daunting if not absurd given you have to call to run a fairly simple report. Epicor offers a free customer service line that will immediately instruct you to contact the program developer who handles your account. That sound you just heardwas money flying out the window. Of course Epicor would have you contact your account manager as this means more money for them. So, after you finally call and leave a message, because you must leave a message (which is a joke), someone from Epicor will return your call the following day (emergencywhat emergency?) and assist you as best as they can with your problem, but oftentimes, they cannot help because even they do not know. And if they do, they are recommending a solution that willwait for itcost more money.Should you need a basic feature in your HRIS it is considered a customization. Would you like a point in time report? This is considered a special report that must be created. Yes, you read that correctly. A simple point in time report, which is standard in ADP Reports and most reputable HRIS systems, will cost you a pretty penny. But dont fret, they will try to placate your anger by informing you that they are offering you a discount for something a standard HRIS can do in five minutes. And to add to your mounting costs, your company is still being billed for the phone call(s) which is almost $100 per call, and mind you, because Epicor is extremely convoluted, you will spend a significant amount of time on those phone calls. Maybe even six months because that is how long it took for our organizations PIT report with minimal parameters to be built. Who doesnt have money and time to spare in an evolving and fast-paced organization? Would you simply like to have your HRIS system interface with your companys payroll system? Again, the possible becomes impossible. For every single payroll cycle that my organization has to transmit, we have to run an import via Epicor that creates error reports that we have to review to ensure that Epicor made the correct changes, which often, we find information is not correctly transmitted over to ADP. Then, we are forced to manually enter the information in our payroll system and complete double data entry. Again, where is the efficiency if you have to manually enter the employee data in both systems? My organization does this multiple times throughout the month. You can only imagine how inefficient and time consuming this task is. Would you like to complete a mass import? Sorry. Thats not going to happen without another you guessed it phone call. And get this, after spending money on the call, you might possibly be met with, Thats not possible. Wow. Whos asking for the world? You only want to complete a pretty simple task, or seemingly simple task. Are there other problems? Of course! However, I dont have the stamina to list all of them. Without a doubt, if my organization could do it over again when selecting an HRIS, we would have never selected Epicor. It has not met our growing organizations needs and it simply is not a robust and sustainable system. And there is no way Epicor will meet our needs in the future as it currently fails them now after three years of trying to get this HRIS running properly. Should your company be in the market for an HRIS system, bypass Epicor at all costs, as you can find another system that will meet your needs more efficiently with less cost. Save yourselves the time, energy, and money -- and the headache.
    There are absolutely no advantages to selecting Epicor as your primary HRIS. In my personal opinion, avoid Epicor. Simple tasks become impossible. The HRIS is inefficient and replete with major issues.
    Embedded report building: when it comes to my organization's reporting needs, we are instructed by Epicor to utilize Microsoft Report Builder instead of the Epicor reporting function. Payroll interfacing: Monthly my organization transmits several payroll cycles. Often this carries great risks as Epicor and our ADP Payroll system do not communicate seamlessly. There tends to be errors with Epicor not transmitting data accurately to ADP. Integrity of reports: Epicor is notorious for dropping employees from reports. Unfortunately, because of this issue, you have to comb through every single report which negates any efficiency whatsoever.

  • Joseph MoellerBusiness Systems Analyst
    Review
    4.0

    After a failed implementation with Open4, we needed a solution that was more usable with our end-users. The outdated system provided by one of ADP's products needed to be replaced. We chose Epicor HCM because we were enticed by the functionality it provided and ease of use, as well as its ability to be integrated with Epicor ERP, a product which we had owned and used for several years.
    While Epicor HCM is functional for enterprises with many branch locations, I feel that is best suited out of the box for locations with corporately centralized HR. This overcomes some of the shortcomings of security capability and the need to spend a lot of time in configuring routing. The CSS portion of Epicor HCM is not as robust as competing systems and should not be used if corporations are actively looking to onboard at a high rate.
    The database relational structure and schema. Spending several years as a database engineer, I appreciate the normalized design of the underlying database structure. I feel that when compared with many other information systems, Epicor HCM is a model that I frequently reference to other people as an example of a "properly built" database schema. The out of the box customization tools. Although they do not always work as well as intended, HCM is a product that understands that every business runs a little differently. The ability to rename fields and manipulate variables using tasks in the front-end interface does allow for some easier tailoring of the out of the box processes to terms that our business users were familiar with (resource editor, global variable editor). The task editor also provides good promise to be a tool to customize the interface to see what you want to see on the form. However, this is somewhat limited in potential and is subject to frequent bugs as of 5.8. Customization of menu items and menu tabs on the main menu is possible, which is a perk, but can be a bit confusing when compared to other systems. Some bugs required manipulation through the database in order to get them to fall into place properly. The ease of use. Once properly oriented with the product, adept computer users should have no problem navigating through the main page and flowing through the steps to complete maintenance on records or enter personnel actions, etc. Configurability. Because of the database structure, code tables and data tables allowed us to enter data that matches our business model and properly maintain the personnel information in the way we found suited us best.
    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.

  • Verified User
    Review
    0.5

    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.
    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.

Negative Comments
  • Verified User
    Review
    0.5

    Epicor pales in comparison to the HRIS and report building systems listed above. Unfortunately, Epicor was implemented prior to my joining the organization. From what I was told, Epicor was chosen because of its ability to be customizable to any industry. However, what we have learned is that this isn't the whole truth. While Epicor might be able to customize to your specific industry with creating certain data fields, it still cannot function properly to meet the needs of your respective industry. For example, my industry is education. There are numerous grant propasals that we send that require specific demographic information. Consequently, when we try to run a report in Epicor, that information is never captured with accuracy which makes sending these reports for grants a herculean task, especially when these donors question our data.
    ***BEWARE OF EPICOR*** You have officially been warned! As my coworkers and I like to call it, Epic-mess, as the possible becomes seemingly impossible. If you are even remotely considering Epicor as your companys HRIS, please look elsewhere, as Epicor will only cause your HR team massive problems and irritation. Save your company the time, and more importantly the money. Epicor is extremely costly and every small customization has a price including speaking with service representatives. At this point, after dealing with Epicor for over a year and a half, I truly believe Epicor is a legitimate grift. Why do you ask? For one, nothing with Epicor is easy. Efficiency is thrown out the window which is ironic since HRIS systems are designed with efficiency in mind. However, this is surely not the case with Epicor. You will spend an inordinate amount of time trying to demystify the system. Would you like to run a report? Simple right? How about being directed by Epicors software programmers to utilize Microsoft Report Builder to execute this task. Pardon me? Are you telling me this system doesnt allow for embedded report creation? Why yes, that is virtually the case. While you are able to run very standard reports in Epicor, if you need to run an ad hoc report or build a complex report, you will be directed to utilize Microsoft Report Builder, which is consequently, pretty complicated and honestly, unnecessary considering your company purchased an HRIS. In addition, once you are finally able to run the report in Report Builder after it freezes a couple of times (cross your fingers), you can rest assure that your report is inaccurate. Not only does building a report require a ridiculous amount of time, but the report lacks integrity as Epicor will drop employees from your report without your knowledge. From my teams understanding, we were told by Epicor that names are dropped because those particular employees are missing information in the requested data fields. Now, logic would tell anyone that a report should still pull the employee in spite of the empty data field, but of course, that would be too logical for Epicor. Instead of pulling the employee and including them in the requested report with the missing information, they completely drop off. Logic would beg one to think, How would I know the employee was missing information if they are not pulled and I am not given the opportunity to see the missing data field(s) so I can correct them? This is only the beginning of your problems. After dealing with trying to run an accurate report and losing your mind, you will now be inclined to contact Epicor directly. You will find this feat to be daunting if not absurd given you have to call to run a fairly simple report. Epicor offers a free customer service line that will immediately instruct you to contact the program developer who handles your account. That sound you just heardwas money flying out the window. Of course Epicor would have you contact your account manager as this means more money for them. So, after you finally call and leave a message, because you must leave a message (which is a joke), someone from Epicor will return your call the following day (emergencywhat emergency?) and assist you as best as they can with your problem, but oftentimes, they cannot help because even they do not know. And if they do, they are recommending a solution that willwait for itcost more money.Should you need a basic feature in your HRIS it is considered a customization. Would you like a point in time report? This is considered a special report that must be created. Yes, you read that correctly. A simple point in time report, which is standard in ADP Reports and most reputable HRIS systems, will cost you a pretty penny. But dont fret, they will try to placate your anger by informing you that they are offering you a discount for something a standard HRIS can do in five minutes. And to add to your mounting costs, your company is still being billed for the phone call(s) which is almost $100 per call, and mind you, because Epicor is extremely convoluted, you will spend a significant amount of time on those phone calls. Maybe even six months because that is how long it took for our organizations PIT report with minimal parameters to be built. Who doesnt have money and time to spare in an evolving and fast-paced organization? Would you simply like to have your HRIS system interface with your companys payroll system? Again, the possible becomes impossible. For every single payroll cycle that my organization has to transmit, we have to run an import via Epicor that creates error reports that we have to review to ensure that Epicor made the correct changes, which often, we find information is not correctly transmitted over to ADP. Then, we are forced to manually enter the information in our payroll system and complete double data entry. Again, where is the efficiency if you have to manually enter the employee data in both systems? My organization does this multiple times throughout the month. You can only imagine how inefficient and time consuming this task is. Would you like to complete a mass import? Sorry. Thats not going to happen without another you guessed it phone call. And get this, after spending money on the call, you might possibly be met with, Thats not possible. Wow. Whos asking for the world? You only want to complete a pretty simple task, or seemingly simple task. Are there other problems? Of course! However, I dont have the stamina to list all of them. Without a doubt, if my organization could do it over again when selecting an HRIS, we would have never selected Epicor. It has not met our growing organizations needs and it simply is not a robust and sustainable system. And there is no way Epicor will meet our needs in the future as it currently fails them now after three years of trying to get this HRIS running properly. Should your company be in the market for an HRIS system, bypass Epicor at all costs, as you can find another system that will meet your needs more efficiently with less cost. Save yourselves the time, energy, and money -- and the headache.
    There are absolutely no advantages to selecting Epicor as your primary HRIS. In my personal opinion, avoid Epicor. Simple tasks become impossible. The HRIS is inefficient and replete with major issues.
    Embedded report building: when it comes to my organization's reporting needs, we are instructed by Epicor to utilize Microsoft Report Builder instead of the Epicor reporting function. Payroll interfacing: Monthly my organization transmits several payroll cycles. Often this carries great risks as Epicor and our ADP Payroll system do not communicate seamlessly. There tends to be errors with Epicor not transmitting data accurately to ADP. Integrity of reports: Epicor is notorious for dropping employees from reports. Unfortunately, because of this issue, you have to comb through every single report which negates any efficiency whatsoever.

  • Joseph MoellerBusiness Systems Analyst
    Review
    4.0

    After a failed implementation with Open4, we needed a solution that was more usable with our end-users. The outdated system provided by one of ADP's products needed to be replaced. We chose Epicor HCM because we were enticed by the functionality it provided and ease of use, as well as its ability to be integrated with Epicor ERP, a product which we had owned and used for several years.
    While Epicor HCM is functional for enterprises with many branch locations, I feel that is best suited out of the box for locations with corporately centralized HR. This overcomes some of the shortcomings of security capability and the need to spend a lot of time in configuring routing. The CSS portion of Epicor HCM is not as robust as competing systems and should not be used if corporations are actively looking to onboard at a high rate.
    The database relational structure and schema. Spending several years as a database engineer, I appreciate the normalized design of the underlying database structure. I feel that when compared with many other information systems, Epicor HCM is a model that I frequently reference to other people as an example of a "properly built" database schema. The out of the box customization tools. Although they do not always work as well as intended, HCM is a product that understands that every business runs a little differently. The ability to rename fields and manipulate variables using tasks in the front-end interface does allow for some easier tailoring of the out of the box processes to terms that our business users were familiar with (resource editor, global variable editor). The task editor also provides good promise to be a tool to customize the interface to see what you want to see on the form. However, this is somewhat limited in potential and is subject to frequent bugs as of 5.8. Customization of menu items and menu tabs on the main menu is possible, which is a perk, but can be a bit confusing when compared to other systems. Some bugs required manipulation through the database in order to get them to fall into place properly. The ease of use. Once properly oriented with the product, adept computer users should have no problem navigating through the main page and flowing through the steps to complete maintenance on records or enter personnel actions, etc. Configurability. Because of the database structure, code tables and data tables allowed us to enter data that matches our business model and properly maintain the personnel information in the way we found suited us best.
    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.

  • Verified User
    Review
    0.5

    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.
    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.

Capterra
3.8
Top Comments by Capterra
Comments
  • Susan F.Payroll Administrator
    Review
    5.0

    Very positive experience for a novice self teaching navigation through the system. I have not had to spend a lot of time figuring out where to get the data I am looking for or learning how to report on this.
    I am a newbie with the Epicor HCM system. As a payroll finance employee, I was given access to areas of Epicor HCM for reporting and verification of data received in an integration between HCM and ADP payroll software. I find this system very user friendly and easy to figure navigation on my own without annoying others. The data is presented clearly and is easy to locate.
    I have not found anything as of yet, I am using this system for data verification and reporting only.

  • Verified Reviewer
    Review
    2.0

    Epicor's HCM offering is solid when you have fewer than 1000 applicants. As your applicant pool and employees grow, you start to notice significant slow downs. Somewhere between 10,000 and 15,000 applicants and 100-200 employees, the software starts experiencing crashes and is constantly overwhelming the IIS pools on the server. The Epicor support staff try to push you to install the next set of patches, but the patches almost always make the problem worse, not better
    A lot of admin options. Can grant permissions by role level security.
    Does not scale well. The IIS pools on the server constantly swell to over 3GB. Frequent freezing and crashing.

  • Franois B.DBA
    Review
    4.0

    Centralized employee files across multiple sites, training records, SOP readings documentation, electronic paystubs and more.
    A lot of features, there is also the possibility of customizations, but out-of-the-box it offers a lot and you should not need to change much.
    Stay away from customized code - It will easily take twice as much time as was planned and buggy deliveries are common. Also keep in mind that in a multi-language environment some architectural choices made in the application's design will bog down performance to the point of crashing nightly jobs. In an english-only setup this is a non-issue though.

  • John L.Owner
    Review
    5.0

    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

  • Ethan H.Cashier
    Review
    5.0

    Epicor allows scheduling to be super easy. I use it as an employee and viewing my schedule and time sheet are very intuitive and simple to use.
    When the epicor servers go down our store loses most functionality and having to call to get some things authorized is a big hurdle especially with how many stores use epicor

  • Lillie F.HR Manager
    Review
    2.0

    The cute tips and jokes! The tabs are nicely labeled, so you know where you're going. However, once you get there, the data entry is not user friendly.
    Navigating is not friendly. I don't like that lines have to be created individually--it makes data entry too cumbersome.