Extending Oracle HCM – How to Make the Best of Add-ons?

Lots of organizations choose Oracle HCM (Human Capital Management) as their core HR program. In this article, you’ll learn essential information about Oracle HCM, its benefits, what add-ons can HR choose to supercharge Oracle HCM’s functionalities, and what to look for in an ideal HR add-on.

July 8, 2022 By Ravijojla Novakovic Share on Twitter! Share on Facebook! Share on LinkedIn!
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What’s Oracle HCM

Oracle HCM is a cloud-based innovative workforce core HR software that provides companies with a human capital management end-to-end solution. The solution encompasses HR processes, payroll, talent management, and workforce management. These 4 major product groups include 20+ modules, including ‘hire to retire’, recruiting, training, payroll, compensation, learning, time-tracking, benefits, performance management, and others. 

The main goal of Oracle HCM is to empower companies to make faster and smarter decisions, while improving company efficiency and employee engagement by streamlining HR operations and optimizing workforce management and spending.  

The Oracle HCM boasts high configurability, and guarantees a unified integration with financials, customer experience, and supply chain management software. The configurability of Oracle HCM allows companies that use it more organizational agility and space to align HR activities with company goals. 


According to the Oracle Value Realization Cloud HCM Benchmark Report, 2020, there are three major areas that business benefits for companies that use Oracle HCM: 

  1. Transformation of business operations
  2. Driving business agility
  3. Enhancement of workforce experience

Regarding business outcomes, Oracle found that clients using Oracle HCM reported a 62% improvement in productivity. Most specifically, their clients found they could produce ad hoc reports 95% faster and compensation reports 80% faster. 

When it comes to business agility, clients using Oracle HCM found a 17% improvement in performance management processes, 55% improvement in benefit administration processes, and 56% in payroll processes. 

Further on, there’s an 18% improvement in recruiting efficiency and a 22% improvement in onboarding processes.

What are add-ons, and why are they used? 

Add-ons, also referred to as plugins and/or extensions, are computer software designed to augment the host program without changing it, adding new functionalities and solutions that help to boost the host program’s capabilities. 

The very nature and goal of add-ons are to enhance the original purpose of the software. Add-ons tackle the specific use-cases that weren’t or couldn’t have been anticipated by the creators of the host program. They are extremely popular and necessary in the fast-paced environment of computer software, as they are meant to customize the specific needs of end-users further. 

Companies that want to personalize their HR processes and work on employee engagement with more focus, will have to look into some add-ons that deal with that specifically. For example, while Oracle HCM excellently tackles the entirety of the HR processes, it doesn’t have an inbuilt employee feedback, survey, or internal communications options. Numerous other add-ons supplement Oracle HCM with these and many other functions.  

Unfortunately, in-house tools and tech can be frustrating for employees. According to the research from Ivanti, 49% of respondents were frustrated with the digital tools provided by their organization. Additionally, 64% believe interaction with in-house tech directly impacts their morale at work. Having tools that empower employees instead of frustrate them is of paramount importance.

The most obvious benefit of add-ons for companies is that end-users don’t need to exit the host program’s environment in order to fully benefit from the add-on. Add-ons are built like that so as to make usage more convenient for end-users who barely notice that add-on isn’t an integral element of the host program. 

Lastly, it’s important to distinguish between applications and plug-ins. While some sources use these terms interchangeably, it’s vital to understand how they differ. Most apps stand independently and don’t need a host program. These are stand-alone software that function on their own. 

Using applications is helpful in specific cases, for example, needing a function only occasionally, or not requiring the function to be instantly synced with other programs in the organization. With HR, we recommend using add-ons because of their integrability and swiftness of syncing with the host, so that any change is instantly available to end-users who are, in the case of most large enterprises, spread out across the globe. 

Oracle has its own offering of various modules catering specifically to the HCM and other business segments like CRM or ERP, called Oracle Cloud Applications


5 Great Add-on Integrations for Oracle HCM

This section of the article will provide you with 5 different add-ons that we’ve selected to augment Oracle HCM best. Anyone looking for add-ons integrable with Oracle HCM will inevitably find themselves on the Oracle Marketplace. The marketplace is a hodgepodge of various add-ons targeting different aspects of HR and other business processes, some better than others. For anyone looking to make a good choice, they’ll need to read a lot of reviews and plugin comparisons.  

That’s why we’ve simmered down top choices for the best of breed, best of suite, and best of economics plugins and identified the most valuable add-ons that augment Oracle HCM’s functionalities from the aspect of human resources.

1. JobPts

JobPts is an employee recognition and rewards software that enables organizations to boost their company culture and significantly improve the employee experience. 

With this appreciation tool, companies tackle employee absenteeism and turnover with social recognition (peer-to-peer recognition) that speaks to the deepest desires of every human being, the need to belong and be recognized for their excellent efforts. 

JobPts also harnesses the concept of Moments that Matter to magnify the meaningful moments in employees’ private and professional lives.

The end-goals of JobPts add-on are increased employee engagement, improved retention rates, stronger workplace relationships and trust among coworkers, and improved employee wellbeing and loyalty – all factors directly impacting the companies’ bottom line.

➵You can learn more about Jobpts for free. Sign up for a demo. 

2. RChilli 

RChilli is an AI-powered add-on for resume parsing, helping recruiters to hire faster, and enhancing the job application experience for applicants. 

Job application is the first of the many significant Moments that Matter in an employee’s journey, and it’s important to set the tone right from the beginning. 

Job application is an easier experience with RChilli as it helps to attract talent instead of repelling them by forcing them to fill in lengthy resume forms. When applicants can simply upload their CVs, the time needed for job application is reduced, and the talent pool of applicants grows in quality. The result is a seamless onboarding of new employees whose first contact with the company started off on the right foot.

3. Splash HR 

Splash HR helps organizations attract, develop and retain top talent utilizing the data contained in companies’ HCM systems. The talent acquisition aspect of the add-on is most useful, as it monitors the success rate of the recruiting process. 

Splash HR’s premise is to make hiring and retaining top talent less time-consuming by leveraging the most efficient channels. The add-on provides data that allows companies to analyze their talent pool and get an overview of top hires, best sourcing, and reasons for rejection. 

The add-on also offers people analytics and reporting informed by data and insights. Splash HR’s inbuilt machine learning feature detects career paths and succession plans. Machine learning also uses predictive analytics to identify high-performing employees who show signs of disengagement and, consequently, resignation.

4. Smart E-verify 

For large corporations based in the US whose talent needs surpass the country borders,  hiring talent from all over the world comes with some challenges. 

A factor these companies need to consider is candidates’ eligibility – and this should be considered relatively early in the onboarding cycle to save resources and time.  

It is beneficial to speed up the screening processes for applicants eligible to work in the US. Smart E-verify does exactly that – it automates verification of eligibility for employment for new hires and candidates. The Smart E-verify add-on saves time that is usually expended on manual activities and filling out various forms.

5. Mevitae

Mevitae is a blind recruiting tool for diversity within ATS (applicant tracking system). The basic idea of Mevitae add-on is to mitigate hiring biases to extend companies’ outreach and diversify talent pools. Mevitae’s approach to diversifying the workforce is threefold: blind recruiting, talent screening, and D&I. These can be bought separately according to the organization’s needs. 

Blind recruiting automatically removes identifiers such as: name, age, and social and economic background from CVs and cover letters. The talent screening feature gathers companies’ ATS data and matches it with the most fitting candidates. D&I tracks diversity data throughout the recruitment cycle and provides real-time insights into the talent pool, further boosting talent acquisition strategies. 

These three solutions screen out the best talent out there, mitigating unconscious bias and saving companies’ time and money.

4 Things to look for when choosing the best add-on for your organization 

Not every add-on is a perfect fit for your company. We bring you 4 vital characteristics of a successful add-on. Failing to find add-ons that comply with these essential characteristics may result in costly complications and partial functionalities. When looking for an ideal and all-encompassing add-on for your organization, make sure that the add-ons have the following characteristics: 

1. Fully integrable and scalable 

The very benefit of add-ons vs. various standalone HR software is the fact that people data needs to be integrated across business systems. That allows leaders and managers real-time insight into what’s happening within various sections and subsections of the organization. It’s especially valuable in enterprises where the amount of workforce generates a large amount of data. When systems are integrated, a seamless flow of information is ensured.

For example, any changes in horizontal or vertical mobility are immediately accessible – so the chance for errors and lagging information is eliminated. 

Scalability is another important aspect of an add-on – the plugin’s ability to function equally well at large or smaller volumes of data. For example, adding a large number of new users (employees) won’t be an issue with a scalable add-on. 


2. UX as a priority 

Any add-on that doesn’t consider the users’ experience is going to influence the adoption of the program across the workforce. Why spend any money on software that’s not going to be used? That’d be money wasted. 

If the user needs to exit whatever they are doing to use the tool, this will negatively impact the employee experience. Put simply; it is highly problematic if the tool exists outside the flow of work of end-users.  

3. Customer Support 

Even in the perfect scenarios, things go wrong. Sooner or later, this is bound to happen even with the most secure and efficient software currently available. That, however, doesn’t mean that the issues can not be urgently and successfully resolved. 

That’s where excellent customer support comes in. For any new add-on your organization considers, make sure to check the customer support scores and reviews. A team that is responsive and highly trained will quickly resolve any issues. A clue to look for are reviews on various HR tech review sites such as G2, Capterra, Software Advice, etc.

4. Predictive analytics

Predictive analytics utilizes AI-powered data insights that identify major trends and threats across the organization. 

An organization can use predictive analytics within the scope of HR to identify the skill pool within an organization, and to determine skill gaps and skill areas that are going to be required for companies to achieve their goals. 

Another example is measuring employee engagement and determining which employees or sections of the workforce show signs of disengagement. A disengaged workforce is ineffective, and turnover is costly. Targeting these areas preemptively could save companies money lost on recruiting, onboarding, and training new applicants.


This article aimed to help organizations learn about Oracle HCM and give insight into how to choose add-ons that best suit their business. We’ve highlighted 4 major characteristics of successful add-ons, and singled out 5 add-ons we find most useful for enhancing companies’ core HCM. 

Enterprises around the globe use Oracle HCM to keep pace with the constant changes in their environment and to manage their talented employees. With the Oracle HCM as core HR, businesses enhance their efficiency and scalability, transforming their corporations into agile and flexible organizations fit to respond to any changes from within or outside the organization in a timely manner.  

Oracle HCM is a remarkable product in itself. It’s safe and configurable to accommodate plugins that take an already perfectly functioning system to the next level. Great add-ons further enrich the basic functionalities and hit that sweet spot of perfect customization for companies’ specific needs.  

As fast-changing as the times we’re living in, the HR tech space is an extremely dynamic domain. We can expect further customization of add-ons, and companies finding ways to support their employees to bring out their best selves and secure the maximum efficiency of organizations. There’s little efficiency when workplaces aren’t thriving, so we can also expect more and more companies to invest in fine-tuning the employee experience of their workforce.