ADP Workforce Now is a cloud-based HR platform for mid-sized businesses. It features customizable modules of various HR services that businesses can tailor to their specific needs, as well as regulatory monitoring and alerts to help businesses remain compliant.
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Epicor HCM (discontinued)
Score 9.6 out of 10
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Epicor HCM supplied human resource management system (HRMS) capabilities, but Epicor has stopped offering this functionality and company's HR applications are no longer available.
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Pricing
ADP Workforce Now
Epicor HCM (discontinued)
Editions & Modules
Essential
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Enhanced
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Complete
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HR Pro
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Payroll Essentials
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HR Plus
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Hiring Advantage
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Performance Plus
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Offerings
Pricing Offerings
ADP Workforce Now
Epicor HCM (discontinued)
Free Trial
No
No
Free/Freemium Version
No
No
Premium Consulting/Integration Services
No
No
Entry-level Setup Fee
Required
No setup fee
Additional Details
Please contact ADP for a product demo and ask about a hands-on "test drive" of Workforce Now.
well suited for folks in manufacturing or building (jobs and tasks required). Good for small and big business, ease of forming to what you want rather then getting oversold on items that you will not use. Lots of training options available
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
Timesheets show everything that time has been charged to in a quick glance. There is a lot of information displayed onscreen and is very easy to decipher.
Employees charge their time on a well-designed front end program, and data is gleaned from that and dispersed into the various timekeeping and expense tracking modules.
The abilities to charge time to direct, indirect and downtime are all valuable- see where time is being spent and use it as a coaching tool.
Compliance is one area that needs further attention. For example in candidate self-service, the admin and managers can see the candidate's demographic information as part of their application, which shouldn't happen. If an internal candidate applies for a job, the hiring manager automatically gets access to that employee's record just like their regular manager.
On the timesheets module, there are issues with CA specific OT calculation rules on a bi-weekly payroll, where it does not calculate OT for time worked in excess of 5 consecutive days. Also, the application has random (but rare) occurrences where it resets the time zone to the server time zone for users that clock-in/ out.
Customizations that require professional services contracts can be somewhat difficult in terms of getting resources assigned. When upgrading the system to a new version, the admin has to conduct its own testing, including all and any customizations made to the system and then work with Epicor on resolving any issues.
Customer Support structure could be better. Currently there is no official filtering of issues and expected response time for different kinds of issues, except for system access. When offering payroll and time keeping, the customer support should reflect reduced time for resolution of issues in these time sensitive areas.
User training. Epicor HCM offers no free training, aside from webinars on new version releases. While they do offer training sessions, users have to pay for it. From a customer perspective this is difficult to accept. You pay to purchase the system/ module, but if you want to learn how to use it, you have to pay again.
We are happy with the service and options offered by ADP. Although the cost is a bit high for a not-for-profit organization, it is essential that we have multi-jurisdictional support for the 20 plus states where employees work and reside. As our company is diminishing in size, we may need to look at making a change to conserve costs. At this time, that would be the only reason we would not renew our WFN contract.
I just recently lost my job after 16 years, and purposely sought out a position where I could continue to work with HCM. I am now in a similar role to what I was in before, and can continue the same type of work and enhancements that I did at my other company.
Lack of documentation and test environment make it extremely difficult to deploy work processes through the system. While there are a handful of things throughout the system that work well, particularly from an employee's perspective, many tasks, which would be simple for practitioner users in other systems, require these users to ask for administrator support. Additionally, the ghosts in the ADP machine cause established process (e.g. automated report delivery) to stop working with no notice and no error report.
Where it's good: Epicor HCM at a high level has a straight-forward interface for navigating to the main content sections at either the employee or HR administrator level. The interfaces are consistent throughout the application, and after a brief learning curve, one can navigate through the remainder of the interface pages in any content area without too much difficulty. HCM also has great tools for making sure the analysis of data is available and accessible to non-programmer personnel. Where it struggles: One thing working against the usability of the HCM product is the overuse of the row-selection scheme for all many to many relationships. HCM uses a "select the row from the left frame" and then "enter data corresponding to this row in the right frame" scheme for most of its data entry components. One example of overuse is the employee address entry. During the first setup of an employee or during a candidate's application, HCM allows the user to specify multiple addresses. While this functionality is desired for long-term storage, an option doesn't exist to forgo this interface type for quick initial entry for the primary use case (one address per employee). This is one example, but is particularly visible when a candidate must also bridge the learning curve.
Overall, I think the functionality of the program works pretty well. Sometimes, certain browsers do not work well for the policy function of ADP, but that is the only issue thus far
The product performs well. As with any software there are bugs and system enhancements needed, but there are channels in place to let Epicor know what they are so they can add to future versions. Open Enrollment and Salary Planning can be a bit slow at times.
Most of it is not local, which impacts barriers and customs. I do think they know a lot, but not the cohesive piece. Some naturally know more about certain things than others. The payroll section should be broken out more because payroll is a big topic with many problems, so it can be hard to get the right person who can actually help you.
The customer support is terrible. When we open cases, it takes weeks to get the development team to have the first look at the case. If development is required, their team commits on a delivery date and up to now—those dates were never respected. They don't do any follow up. Customer service is very bad. When we request an update on the development progress, nobody answers!
In-person training was pretty good - I think this significantly depends on the trainer. Our trainer was really good and showed what ADP can do - but I know that all trainers are not the same - and this truly makes such as difference. Overall, our training went pretty well.
We had someone from Epicor come on site to do training, and we "shared" our trainer with another company who was also doing the same major upgrade. It was nice to have another company there so we could ask each other (and the trainer) questions. This allowed for more meaningful discussions during training.
At the time training was not as expansive as it is now. If it could go wrong it did for me so the process was difficult and lengthy. I needed to have more in person walkthroughs of things to ensure the transition was done correctly. Not sure what else I can say, we were part of the initial move to Workforce Now when it was introduced.
Either assign more than one specialist to the implementation process, or assign less clients to the implementation specialist. The process requires attention to detail and the ability to test and re-test as well as verify the information. It also requires a lot of back and forth between the client ant the implementation specialist, so they need to be readily available during the whole implementation process.
As stated earlier, you won't find all of the problems and things that you would like to improve on until you implement. After go-live, you then will have a long period of adjustment as you get the data and processes to work the way that you really want them to.
I also used UltiPro (way back -- it didn't even appear in dropdown). Recommend ADP Workforce Now above all others. Paycor and Paycom were both very clunky. I even helped implement Paycom and could never get it to work how the business needed it to.
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.
We have been able to grow with ADP from just a few hundred employees to over 10,000 so it's actually very scalable for payroll usage. We do not use the benefits and onboarding offerings for most of our employees but they are built to scale easily enough for when our corporate team has over 1,000 FTE.
Performance is not noticeably impacted by adding more users. Microsoft IIS and SQL are Epicor HCM's underlying technology and have proven reliability. In addition, IS staff are easy to find that know these technologies.
ADP Workforce Now handles all of our tax filing which frees up our time to do other things. They keep us compliant communicating updates on a timely basis.
Calculates payrolls accurately. Our management and employees have built a level of confidence due to the ease of pulling statements, year end documents etc.
A really nice feature is the follow up email what a change has been made to banking information. There were a couple of times the employee did not make changes to their account information. This kept their funds from getting routed into the wrong hands.
Report deadlines must always be extended as my organization's HR team must manually comb through the data for inaccuracies.
Reports generated lack integrity. For example, I sent a report to a large donor and the report eliminated nearly 100 employees unbeknownst to my department.
My organization is still waiting to see the ROI on Epicor. It hasn't been able to meet our basic needs.
