Overview
What is Oracle PeopleSoft HCM?
Oracle's PeopleSoft HCM is a complete, customizable suite including Global Core Human Capital Management, Workforce Management, Workforce Service Delivery, and Talent Management. PeopleSoft can be integrated to run on the Oracle Cloud.
PeopleSoft HCM review by Indian banking major
Good integration options for HCM software
Efficient and intuitive!
All encompassing HR software
- Used system wide for employee management and record keeping.
- Employee records are kept in Oracle PeopleSoft HCM, including job and benefits …
Oracle PeopleSoft HCM - Review
PeopleSoft HCM Review
HCM for large enterprises covering multiple labor jurisdictions
If it does your payroll why not your everything else?
Oracle PS
PeopleSoft HCM
Excellent Application
PeopleSoft HCM Product Review in OpenWorld19
Oracle PeopleSoft Review
PeopleSoft at a glance!
Awards
Products that are considered exceptional by their customers based on a variety of criteria win TrustRadius awards. Learn more about the types of TrustRadius awards to make the best purchase decision. More about TrustRadius Awards
Popular Features
- Update personal information (67)10.0100%
- Job profiles and administration (66)10.0100%
- Employment history (64)9.090%
- Employee demographic data (66)7.070%
Pricing
Benefits
$85.00
Pension Administration
$85.00
Human Resources
$185.00
Entry-level set up fee?
- No setup fee
Offerings
- Free Trial
- Free/Freemium Version
- Premium Consulting/Integration Services
Features
Human Resource Management
Organizing, tracking and providing instant access to critical employee data, job profiles, transfers, promotions, and benefits information.
- 7Employee demographic data(66) Ratings
Administrators have the ability to enter detailed demographic data for each employee.
- 9Employment history(64) Ratings
Employment history is the ability to track previous positions held.
- 10Job profiles and administration(66) Ratings
Job profiles and descriptions can be created and edited.
- 9Workflow for transfers, promotions, pay raises, etc.(64) Ratings
Employee move workflow provides the ability to move employees to different positions and apply pay raises.
- 8Organizational charting(56) Ratings
Organizational charting is the ability to create hierarchical charts.
- 8Organization and location management(61) Ratings
Organization and location management allows employees to be managed across multiple geographical locations.
- 6Compliance data (COBRA, OSHA, etc.)(54) Ratings
Compliance capabilities ensure full compliance with federal workplace regulations by capturing required data in central database.
Payroll Management
Provides for pay calculation and benefit plan administration, in addition to managing direct deposit, salary revisions and payroll tracking.
- 10Pay calculation(57) Ratings
Pay calculation provides for computation of employee pay with state and federal deductions.
- 9Support for external payroll vendors(41) Ratings
Support for external payroll vendors is the ability to integrate with 3rd-party payroll services.
- 10Off-cycle/On-Demand payment(4) Ratings
Provide employees access to wages accrued during the pay period before the end of the pay cycle.
- 9Benefit plan administration(52) Ratings
Benefit plan administration is administration of health insurance plans and 401k plans, and other benefits.
- 9Direct deposit files(55) Ratings
Direct deposit is the ability to electronically transfer pay to an employee’s personal bank account.
- 9Salary revision and increment management(53) Ratings
Salary revision is the ability to modify individual employee pay.
- 9Reimbursement management(40) Ratings
Reimbursement management provides cash reimbursement for employee expenses related to business travel or other.
Leave and Attendance Management
Streamlines communication between HR and employees and facilitates efficient management of employee leave including requisitions, approvals, balance calculation, and annual carry-forward.
- 9Approval workflow(41) Ratings
Approval workflow is the process for approving employee paid time-off requests.
- 8Balance details(47) Ratings
Balance details is automatic updating of paid time-off balance to reflect time taken.
- 9Annual carry-forward and encashment(37) Ratings
Annual carry-forward and encashment enables unused paid time-off days to be carried forward to new year, or paid in cash.
Employee Self Service
Employee portal allowing employees to view and update their personal information.
- 10View and generate pay and benefit information(59) Ratings
Employees can view pay and benefit data and print pay stubs.
- 10Update personal information(67) Ratings
Employees can update personal profile with change of address, dependents, or other personal data.
- 8View company policy documentation(46) Ratings
Employees can review company handbook, and corporate policy documents.
- 9Employee recognition(39) Ratings
thank a team member
- 9View job history(63) Ratings
Employees can view all positions held at the company.
Asset Management
Maintaining a record of assets such as laptops, pagers, cell phones, etc. issued to employees. Record typically includes asset type, number, serial number and date of issuance.
- 9Tracking of all physical assets(27) Ratings
Tracking of track laptops, pagers, phones, and other company equipment.
HR Reporting
Pre-built and custom reports, and integration with external data.
- 8Report builder(62) Ratings
Report builder allows custom reports to be created using a GUI.
- 7Pre-built reports(60) Ratings
Pre-built reports is the provision of a variety of canned reports on employee retention, and other key metrics.
- 8Ability to combine HR data with external data(55) Ratings
Ability to bring data from external systems like CRM and combine with HR data.
Onboarding
Employee onboarding is the process of orienting new hires to the social and performance aspects of their jobs so that they are able to function in their new roles as quickly as possible.
- 9New hire portal(46) Ratings
New hire portal eliminates printing and mailing with a personalized portal of all required reading, corporate information, and all forms and other paperwork, online.
- 9Manager tracking tools(42) Ratings
Tracking tools allow hiring managers to check status on individual hires for all onboarding activities.
Performance and Goals
Goal alignment is the practice of ensuring that all employees have clearly defined goals in support of the overall corporate strategy.
- 8Corporate goal setting(33) Ratings
Corporate goal setting is the ability to define corporate goals, and/or vision statements in the system.
- 9Individual goal setting(35) Ratings
Individual goal setting is the ability to define individual goals that align to organizational and subordinate goals.
- 8Line-of sight-visibility(33) Ratings
Line-of-sight visibility is the provision of line-of sight visibility for each goal to see how goals support overall corporate objectives.
- 9Performance tracking(35) Ratings
Performance tracking allows managers to track individual progress against goals as a component of overall performance.
Performance Management
Performance management is the process of ensuring employees meet pre-determined objectives and goals through regular check-ins and appraisals.
- 9Performance plans(39) Ratings
Supervisors have ability to build individual performance plans including, goals, competencies, etc..
- 9Performance improvement plans(38) Ratings
Supervisors can track disciplinary actions such as performance improvement plans.
- 9Review status tracking(38) Ratings
Supervisors can monitor and track review status completion with dashboard showing milestones and status.
- 9Review reminders(33) Ratings
System can generate reminders to ensure review completion timeliness.
- 7Multiple review frequency(36) Ratings
System supports multiple review types including annual, quarterly mid-year and anniversary reviews.
Succession Planning
Succession planning is the identification and development of internal employees with the potential to fill key business leadership positions in the company.
- 8Create succession plans/pools(30) Ratings
Managers can create and manage pools of potentially high-performing individuals.
- 7Candidate ranking(29) Ratings
Candidate readiness for key business positions can be ranked and assessed.
- 6Candidate search(30) Ratings
Candidate search provides search capabilities for potential candidates based on attribute or other profile data.
- 9Candidate development(27) Ratings
Candidate development is the ability to assign learning and development goals.
Recruiting / ATS
Recruiting or Applicant Tracking Software is software used to manage the recruitment process electronically by handling job postings, applicant status, resume management, etc.
- 8Job Requisition Management(33) Ratings
Job Requisition Management – Job requisition management is the ability to create jobs quickly and easily
- 7Company Website Posting(31) Ratings
Software allows postings to be displayed on the company website
- 7Publish to Social Media(29) Ratings
Software provides ability to publish postings to social media sites
- 8Job Search Site Posting(32) Ratings
Software provides ability to publish postings to top job search sites
- 9Duplicate Candidate Prevention(25) Ratings
Duplicate candidate prevention prevents candidates already in the system from being added
- 9Applicant Tracking(34) Ratings
Applicant tracking allows recruiters to assign applicants to various stages so others can see status at a glance
- 9Notifications and Alerts(33) Ratings
Notifications and reminders inform you of tasks to be completed
Product Details
- About
- Integrations
- Competitors
- Tech Details
- FAQs
What is Oracle PeopleSoft HCM?
Oracle PeopleSoft HCM Integrations
Oracle PeopleSoft HCM Competitors
Oracle PeopleSoft HCM Technical Details
Deployment Types | Software as a Service (SaaS), Cloud, or Web-Based |
---|---|
Operating Systems | Unspecified |
Mobile Application | No |
Frequently Asked Questions
Comparisons
Compare with
Reviews and Ratings
(549)Attribute Ratings
- 5Likelihood to Renew10 ratings
- 9Availability1 rating
- 9Performance1 rating
- 9Usability6 ratings
- 9Support Rating4 ratings
- 9Online Training1 rating
- 8Implementation Rating3 ratings
- 10Configurability1 rating
- 9Product Scalability1 rating
- 9Vendor pre-sale1 rating
- 9Vendor post-sale1 rating
- 10Oracle University Experience1 rating
Reviews
(1-4 of 4)PeopleSoft HCM review by Indian banking major
- Leave and Absence
- Customizations
- Payroll
- Benefits administration
- Look and feel
- Alerts in mobile
- Employee demographic data
- 80%8.0
- Employment history
- 100%10.0
- Job profiles and administration
- 100%10.0
- Workflow for transfers, promotions, pay raises, etc.
- 80%8.0
- Organizational charting
- 80%8.0
- Organization and location management
- 80%8.0
- Compliance data (COBRA, OSHA, etc.)
- 80%8.0
- Pay calculation
- 100%10.0
- Support for external payroll vendors
- 80%8.0
- Off-cycle/On-Demand payment
- 80%8.0
- Benefit plan administration
- 90%9.0
- Direct deposit files
- 90%9.0
- Salary revision and increment management
- 100%10.0
- Reimbursement management
- 90%9.0
- Approval workflow
- 100%10.0
- Balance details
- 90%9.0
- Annual carry-forward and encashment
- 90%9.0
- View and generate pay and benefit information
- 90%9.0
- Update personal information
- 100%10.0
- View job history
- 90%9.0
- Tracking of all physical assets
- 90%9.0
- Report builder
- 80%8.0
- Pre-built reports
- 80%8.0
- Ability to combine HR data with external data
- 90%9.0
- Performance plans
- 90%9.0
- Performance improvement plans
- 100%10.0
- Review status tracking
- 80%8.0
- Multiple review frequency
- 90%9.0
- Create succession plans/pools
- 100%10.0
- Candidate ranking
- 90%9.0
- Candidate search
- 90%9.0
- Candidate development
- 90%9.0
- New hire portal
- 100%10.0
- Manager tracking tools
- 90%9.0
- Corporate goal setting
- 90%9.0
- Individual goal setting
- 90%9.0
- Line-of sight-visibility
- 90%9.0
- Performance tracking
- 90%9.0
- Job Requisition Management
- 90%9.0
- Company Website Posting
- 80%8.0
- Job Search Site Posting
- 50%5.0
- Duplicate Candidate Prevention
- 90%9.0
- Applicant Tracking
- 80%8.0
- Notifications and Alerts
- 90%9.0
- All HR functionalities on single platform
- Country specific rules
- Looks could have been better
- Compensation management
- Leave and Absences
- Transfer
- Transfer automation
- Early Relieving system during resignation
- Data analytics
- integration through API, SMS , Whatsapp
- Product Features
- Product Usability
- Product Reputation
- Third-party professional services
- Data migration from legacy system
- New Hire
- Resignation
- Transfer
- Leave request
- Initial Configurations
Non-technical value of PeopleSoft HCM
- The effective dating feature of PeopleSoft is especially useful in tracking the life cycle of an employee's relationship with the organization, from the time they apply for an opening until the time they decide to retire from the company. Every transaction can be tracked within the system so you have the historical data needed to support any type of reporting that may be required.
- Security is another thing that PeopleSoft does well. The ability to have row level security in addition to page security is very useful when you need to provide access to the data for various categories of employees. For example, we can set security permissions so that it allows a payroll clerk to see only hourly employees since that is the pay group for whom they're responsible for processing.
- The Employee Snapshot in Manager Self-Service is an awesome new feature! It allows managers at any level to see specific data not only about their direct reports, but also 2nd and 3rd+ level direct reports as well. using a graphical drill down capability to get the details.
- I also like that you can use many types of devices to work with PeopleSoft HCM. I can see the same information from my laptop, tablet or phone as needed.
- The Dotted Line Reports feature of Company Directory will be an added bonus for our organization since many of our teams function as networked teams rather than hierarchical ones.
- We really need to have more flexibility with the number of leaders for teams. We have many cross-functional teams that have more than one team leader. The ability to identify multiple leaders who can access their team members' data would be extremely helpful with how our staff work in a team environment.
- Better documentation on the set up steps is needed. The wizards have helped a lot but they are still sometimes hard to use. Vidoes are helpful too, but often don't go to the level of detail necessary to completely set up a new feature or function.
- Security is often confusing. Whenever new functionality is made available or a PUM update is done, the roles/permission lists to use it is sometimes difficult to find. Having a better way to search for that would be helpful.
- The UX for Security needs needs to be redesigned. It is difficult to figure out all of the necessary steps to implement a change to a user's role or a permission is made. You often have to go to another place in the system to finalize the change such as running the SJT class update, which leads to that step being missed until you don't see your change in the system hours later!
- Employee demographic data
- 100%10.0
- Employment history
- 100%10.0
- Job profiles and administration
- 100%10.0
- Workflow for transfers, promotions, pay raises, etc.
- 90%9.0
- Organizational charting
- 90%9.0
- Organization and location management
- 90%9.0
- Compliance data (COBRA, OSHA, etc.)
- 80%8.0
- Pay calculation
- 90%9.0
- Support for external payroll vendors
- N/AN/A
- Benefit plan administration
- 80%8.0
- Direct deposit files
- 90%9.0
- Salary revision and increment management
- 90%9.0
- Reimbursement management
- 80%8.0
- Approval workflow
- 80%8.0
- Balance details
- 80%8.0
- Annual carry-forward and encashment
- 80%8.0
- View and generate pay and benefit information
- 90%9.0
- Update personal information
- 90%9.0
- View job history
- 80%8.0
- View company policy documentation
- 80%8.0
- Employee recognition
- 80%8.0
- Tracking of all physical assets
- N/AN/A
- Report builder
- 80%8.0
- Pre-built reports
- 80%8.0
- Ability to combine HR data with external data
- 80%8.0
- Performance plans
- 90%9.0
- Performance improvement plans
- 90%9.0
- Review status tracking
- 90%9.0
- Review reminders
- 90%9.0
- Multiple review frequency
- 80%8.0
- Create succession plans/pools
- N/AN/A
- Candidate ranking
- N/AN/A
- Candidate search
- N/AN/A
- Candidate development
- N/AN/A
- New hire portal
- 70%7.0
- Manager tracking tools
- 70%7.0
- Corporate goal setting
- 60%6.0
- Individual goal setting
- 90%9.0
- Line-of sight-visibility
- 90%9.0
- Performance tracking
- 90%9.0
- Job Requisition Management
- 80%8.0
- Company Website Posting
- 80%8.0
- Publish to Social Media
- 70%7.0
- Job Search Site Posting
- 80%8.0
- Duplicate Candidate Prevention
- 80%8.0
- Applicant Tracking
- 90%9.0
- Notifications and Alerts
- 90%9.0
- We really don't quantify the ROI aspect...we've been using PeopleSoft HCM since 1995 so it's now just a part of our operational culture. We are planning to implement more analytics going forward, but we haven't focused on that aspect until lately.
- One positive impact is that we're able to add new companies/subsidiaries into our HCM business processes within a short amount of time (usually 6 months or less) to enable them to benefit from the functionality of using PeopleSoft HCM for their employees.
- Administration - Job actions (hires, rehires, leave of absence, terminations, transfers), training, compensation
- Organizational structure
- Self-Service - Paychecks, addresses, phone, emergency contacts, W4 changes
- Life Events - Marriages, Dependent updates
- Recruiting - application process and evaluation of candidates through decision process
- Tax filing with Federal & State regulatory agencies
- Benefits processing and integration with 3rd party vendors
- Budgeting - Payroll integration with PS Financials
- Compensation Planning and merit increases
- Technical - ability to understand and write peoplecode, SQRs, queries, BI Publisher reports, security; troubleshooting errors using error messages, error codes and log files; knowledge of process scheduler and Peopletools; understand and implement PUM updates
- Functional - ability to understand and write queries, BI Publisher reports; knowledge of business processes; ability to understand and administer security roles; ability to assess the need for enhancements introduced in PUM updates
- Database - performance tuning, backup/recovery processes for on-premise data bases
- Job transactions - Hire/rehire, transfers, pay changes, terminations
- Payroll - paychecks and tax processeing
- Benefits - enrollment and integration to Benefits vendors
- Recruiting - application processing through Hire process
- Ability to pay special category of staff who are essentially 'self-employed' based upon an account balance used to reduce pay if there are insufficient funds in the account
- Ability to add the special category of staff as a 'Non-employee' and track their job details through the process to be 'hired'
- Adding a Volunteer application process
- Provide distributed HR functionality with minimal (or no) training via Guided Self Service and Activity Guides
- More mobile functionality for users
- Price
- Product Features
- Product Usability
- Don't know
- Handling the non-traditional staff model (like self-employed people) that required payroll amounts to be adjusted during the payroll process
- A custom payroll to GL interface was required due to the non-traditional staff model
- Gain consensus on the process as much as possible rather than changing the system to handle unique processes
- Develop standard security procedures that can be easily automated where possible.
- Life Events are very easy to use for address, phone, dependent, contact updates
- Recruiting - applications are very easy to follow for applicants looking for positions with our company
- Employee Self Service has been very useful in relieving the administrative burden for employee data changes.
- Recruiting - setting up job openings is a cumbersome process
- Integration Broker - it's complicated to set up messaging (XML, REST, etc) services
- The technology is a little difficult to work with in Application Designer -- the functionality needs to be be updated so the there's more sharing across projects and it needs to have more drag/drop capabilities.
PeopleSoft - Just Okay..
- The system allows for a lot of customization. Our talent acquisition platform is almost completely customized to communicate with our financial and compensation teams who aide in the position request and approval process. While the updates certainly take time, we utilize Oracle support to make our systems our own in order to meet business needs.
- The dashboards are user-friendly both for employees and managers. The self-service features are great tools for allowing employees to set up their payroll and tax preferences, distribute pay stubs, and monitor PTO. For orders or invoice pay requests this is all built in to communicate with our procurement and accounts payable teams. This is a great tool to help effectively get requests through and approved in a hierarchy format.
- As a large organization, there is a plethora of information stored and made available to the organization. Having the ability to house so much data and have the system run as quickly as it does is certainly impressive. With such emphasis on less paper trail, this has certainly been a cost-effective means to make information available electronically.
- Although the customization is a strength, this is largely due to some business systems of PeopleSoft being out of date. The HR system for talent management is pretty poorly designed out of the box. There are updates from Oracle that may have the system more comparable to other popular applicant tracking systems, but ours is fairly bare bones. As a result we’ve customized this entirely, and unfortunately deal with a fair amount of internal errors. Luckily from the outside our applicants and candidates do not face issues.
- Our current PeopleSoft version is not mobile compatible and overall they were behind the ball in implementing mobile friendly systems. As a business and society of always on the go, the inability to effectively utilize all services from a tablet or phone is disappointing. Again, there are rumors of mobile compatibility upgrades, but the upgrade is too pricey for us to take on at this time.
- The performance management function was very old fashioned. It was difficult to manage and utilize by both team leaders and employees. Our organization recently removed the performance management function and went with an entirely different system. As a rapidly changing and evolving business strategy the check a box and numerical rating on individual performance was not adaptable to a more personalized goal setting performance review process.
Oracle PeopleSoft is probably best suited for employee self-service functions such as benefits enrollment, payroll tax preferences, and other similar HR related features. The financial features and the applicant tracking system are behind other competing business systems. The UI of the system as a whole is not very modern, and not being mobile friendly is a factor here. At the same time, this system is still very comprehensive and best suited for a 1000+ employee organization both due to cost and services. While there have been hiccups over the years of utilizing PeopleSoft our developers and Oracle support have always been available to assist.
- Job profiles and administration
- 60%6.0
- Workflow for transfers, promotions, pay raises, etc.
- 80%8.0
- Organizational charting
- 70%7.0
- Compliance data (COBRA, OSHA, etc.)
- 40%4.0
- Pay calculation
- 80%8.0
- Support for external payroll vendors
- 100%10.0
- Benefit plan administration
- 90%9.0
- Direct deposit files
- 80%8.0
- Salary revision and increment management
- 60%6.0
- Reimbursement management
- 90%9.0
- Balance details
- 100%10.0
- Annual carry-forward and encashment
- 90%9.0
- View and generate pay and benefit information
- 90%9.0
- Update personal information
- 100%10.0
- View company policy documentation
- 50%5.0
- Tracking of all physical assets
- 50%5.0
- Report builder
- 20%2.0
- Pre-built reports
- 30%3.0
- Ability to combine HR data with external data
- 30%3.0
- Performance plans
- 40%4.0
- Performance improvement plans
- 50%5.0
- Review status tracking
- 40%4.0
- Multiple review frequency
- 30%3.0
- Create succession plans/pools
- 40%4.0
- Candidate ranking
- 30%3.0
- Candidate search
- 50%5.0
- New hire portal
- 30%3.0
- Manager tracking tools
- 60%6.0
- Individual goal setting
- 50%5.0
- Line-of sight-visibility
- 30%3.0
- Performance tracking
- 30%3.0
- Job Requisition Management
- 40%4.0
- Company Website Posting
- 60%6.0
- Publish to Social Media
- 20%2.0
- Job Search Site Posting
- 50%5.0
- Duplicate Candidate Prevention
- 10%1.0
- Applicant Tracking
- 30%3.0
- Notifications and Alerts
- 60%6.0
- As mentioned, the self-service functions both for benefit/payroll services, but also the means to submit invoices and procurement orders is a positive impact on our business. This has cut down heavily on time consuming paperwork and manual entry for employees. This has placed the power back in the hands of the employees and helps them feel they’re getting prompt and quick support.
- Out Talent Management and Careers page has a very high falloff rate – users who start, but never complete an application. There is speculation that this is largely due to errors users face when trying to apply from a mobile device. Given the healthcare industries demand for qualified talent this can have very high negative impact on both patient care and costs of overtime when positions go unfilled.
- As our organization moves more and more systems and data storage to cloud based services we did have some trouble migrating PeopleSoft, and specifically performance management services. This was a contributing factor in why we moved PM functions out of PepoleSoft and purchased an entirely new system to manage this process for employees. This was a negative return as both purchasing and implementing a new system is costly for the entire organization.
- Dayforce, Lawson and Kronos Workforce Central
A couple years ago we were considering moving away from PeopleSoft altogether. Under executive guidance, we were asked to do a full review of the system to determine what works, what didn’t’ work, and what existed that we weren’t utilizing. To do this Oracle sent out at least 2 or 3 consultants that worked with us for a few months. They met with all teams utilizing various systems and did full reviews of current functionality. From their evaluation, they then put together a plan of all the new services available and what aspects of the current system we weren’t utilizing to its full extent.
Ultimately this pushed us to stay with PeopleSoft and we continue to have their software today.
Oracle review
- Easy for candidates to add employment history, personal information and upload documents.
- Easy for recruiters and hiring managers to learn and navigate through as they hire candidates.
- It is visibly appealing to the eye and allows for easy access.
- It is user friendly and works in most browsers.
- There are some glitches occasionally where system may freeze.
- Need to be able to use in all operating systems.
- There are times when it may run slower than others.
- Better response time from customer service because sometimes they do not get back in a timely manner.
- Less occurrence of system errors.
- Helped with faster conversion.
- Candidates to apply online
- Hiring Managers to review their application, resume, etc.
- Recruiters to hire candidates
- Creating unique reports
- Cmployee integration
- Third party career site integration
- More mobile friendly.
- More social media friendly.
- Better speed in system.
- Product Features
- Product Usability
- Product Reputation
- Prior Experience with the Product
- Vendor Reputation
- Analyst Reports
- Don't know
- Just having to work out the glitches when upgrades or changes are made sometimes takes time and client's don't like to wait.
- There weren't any significant issues during implementation.
- Online training
When one of our career sites was down I was able to make a call directly to Oracle to get it taken care of quickly. I feel they went above and beyond more so than normal and they met all of our expectations in regards to this situation. If you just escalate a ticket / SR to the site it may take some time but in this case making a call and they were able to resolve it in a matter of an hour or two.
- Creating managers in the system is very easy to navigate through
- Layout of the career sites is easy to navigate and learn
- Uploading templates is easy to do
- Sometimes viewing attachments gets stuck.
- Some users complain of system freezing up but that is typically user error.
- Integration sometimes will have a glitch.