Oracle Fusion Cloud HCM vs. Oracle PeopleSoft HCM

Oracle HCM is very much helpful and well suited in the recruitment and placement process and HR data. It makes it easier for HR in [organizations] to keep track of who is in and out of the [organization]. Improvement can be made by allowing employees to record their own data and update it as and when necessary without having to go through HR first.

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Oracle PeopleSoft HCM is great for onboarding new hires. The process, including some newer direct entry features, has been streamlined and made more intuitive. However, there is a steep learning curve for those who are completely unfamiliar with enterprise systems as a whole. In my experience, Oracle PeopleSoft HCM's updates have historically failed to improve the intuitiveness of navigation and features even through a move to a SaaS configuration in the cloud. This makes it hard to train new HR staff because there may be five different ways to accomplish the same thing and none of them are intuitive enough to just "figure out". This has been a bone of contention for me for all Oracle products for my entire 20+ year career, and it has never been fully addressed.

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• A very beneficial tool to keep a record of the performance of all the employees and it can look for the capabilities of the employees.
• Payroll problems are being solved easily with Oracle HCM Cloud.
• Capable of holding all the recruitment processes easily and efficiently.
• Price ranges are also affordable.

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• Oracle PeopleSoft HCM is one of the best product and has helped implement the complex Business functionalities in the Higher Education business in a very streamlined process.
• Oracle PeopleSoft HCM helped in moving from 34 different legacy system to one centralized system which helps immensely in maintaining the data and reporting purpose.
• Oracle PeopleSoft HCM also helps immensely in data analytics and trend analysis which helps immensely in preparing for the resourcing and planning for the peak season in advance and be better prepared to handle the quarterly on annual activities.

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• Government entities share data readily on applicants and HCM doesn't make it easy to have applications transferred between organizations. If applicants could apply once and send that application to multiple entities that would really make it more appealing to clients. This is a niche that is currently filled with NEOGOV, however Oracle's analytics are far superior to those in NEOGOV
• There are no customizations allowed so clients need to work within the configuration standards or create a bolt on. Many times your greatest asset is also one of your biggest weaknesses.
• Oracle is a large company and sometimes it can be hard to navigate the support matrix that they have set up. They also have tiers of support so you can pay more to get more, which isn't optimal from a customer point of view.

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• We have issues with students using Time & Labor for multiple jobs, where time is incorrectly calculated, including negative balances where none exist.
• The application is complex and some areas, especially Time & Labor, are very difficult to troubleshoot. The overall level of complexity has increased over the years.
• We also use Campus Solutions and had to split apart HCM and CS, significantly increasing our maintenance overhead and creating inter-system issues that aren't always resolvable.
• Campus Solutions has developed a solution for managing preferred names and gender identity that is missing/ incompatible with the HCM product.

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Taleo does what we need it to do and based on the costs from both a time and money perspective, I don't see us changing anytime soon. If anything I think we will look to leverage the capabilities available that we may not already be using.

PeopleSoft HCM has provided a very flexible platform for our HR needs. The ability to add customizations to handle some of our unique business processes have been critical in the longevity of our PS HCM use. We've been able to handle a wide variety of business processes for multiple subsidiaries due to the ability to customize when needed.

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After the initial training's, it was quite intuitive to use the application. The application is based upon best practices and the overall flows are quite logical. The train stop approach also ensures that users understand where they are in the process cycle. Also, the number of clicks have been greatly rationalized to ensure that there is more streamlined experience.

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Oracle HCM has been around for more thab a decade and is a preferred package to use for Human capital management.Ease with which upgrades happen and how updates are pushed has come thru a long way of improvement and research over the years.Oracle has moved toward cloud based architecture which will help in its customers keep at par with current industry trends.

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It works well. However we recently discovered that it no longer is supported on Internet Explorer so we had to change the default browser for everyone in our organization to MS Edge.

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I give this rating because we have had no issues in the area of the product's overall availability. In my opinion the resources are there when we need them and the features serve the purpose they are set to do. I feel things have gone really well as far as the availability of the product.

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Works well.

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This is highly dependent on the server setup you implement. You need to make sure you've included enough hardware to support your users. Not enough power will quickly rear its ugly head. If you've got the correct setup, the product will operate quickly and provide a good user experience. Oracle is slowed down by certain realtime interfaces to other systems, but this can be addressed by your technical team relatively easily.

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The rating is based upon our current level of support. The overall experience has vastly changed since we moved into product paid support. 'Also, with Oracle going with the model of quarterly patches, it makes sense to have the product company provide support to the overall application thereby eliminating the problems of bugs.

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Overall support has been positive and Oracle has gladly sent out representatives to meet with our teams in person. Despite sometimes sow and inadequate fixes, their willingness to try and meet face to face helps give them a better name in our organization. Sometimes their people do not understand unique needs of the industry, and it can be a challenge to explain that one size does not fit all. Finding the appropriate IT support for our unique requests has been hit and miss.

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In my opinion, training in Oracle PeopleSoft HCM is arduous at best. In my experience, there are numerous issues with creating training environments and that makes practice in a sandbox costly. I prefer asynchronous simulated environment training for this reason, but that costs even more due to the development and testing time needed to create that training. eLearning is always there with only the need to keep it up-to-date.

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Great online tools and help, and printed out guidelines.

It was a great training tool and provided all of the necessary information we needed to implement the sites for our clients. We were provided with a great deal of resources in regards to Oracle CRM. We didn't have any issues with the training at all. The only thing I would say would that there could be more FAQ's for users to read through

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There is a lot of potential on Fusion. We have reaped about 10% of potential benefits. Especially on Workforce Intelligence, the opportunities are huge. The reason why we do not use the solution at its full potential is not in the product (which is simple and transparent). A roadmap is under construction to bring more of its potential to the end user.

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When we implement Oracle and Taleo to different clients it typically goes pretty smoothly. When we do system upgrades we usually test the main issues the clients are having just to make sure there are not outstanding issues or errors. I don't have any examples where implementation went poorly. It typically goes well and clients are pleased with the final result. The only complaint would be the time it takes to implement

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Firstly, create a template for the data of human resources to be filled by the client with help from us, then We transformed the paperwork, excel, word sheets, did data cleansing and refined the data, and matched data with the correct fields inside the template and imported the data to oracle cloud hcm by using human capital management data loader

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Oracle PeopleSoft HCM is not as good as SuccessFactors HCM. The look and feel of Oracle PeopleSoft HCM is still 'old school'. Cloud solutions can do more. SuccessFactors offers a great talent management, performance measurement, and employee development, while Oracle PeopleSoft HCM's core is employee records, benefits, and payroll.

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Taleo (owned now by Oracle) continues to be an incredibly powerful product and it's scalability is among the most robust of any ATS in use today.

In my opinion I rate this high because we have had no issues in this area and so that is why I give it such a high rating. There is no issue with the product's overall scalability. In my opinion this has been a positive from my team and client's view.

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• We were not good at tracking any numbers around recruiting so now this last year we have been able to set the benchmark that we now can work toward improving.
• At any given time, we could not say how many open positions we had. Now we are able to keep track of that.
• We do a much better job with communicating with candidates now, especially the ones not selected. This will help us maintain a better reputation and attract the candidates back for other jobs they may be a better fit for in the future.

• As a long time PeopleSoft user, my institution has found great advantages of being involved in the HCM realm such as first-hand information, a complete suite of solutions as well as regular updates to stay up with federal and state regulations.
• Ease of use of development, customization, maintenance and usage perspectives can lead to a better management of financial resources, that minimizes expenditure while providing all necessary resources.
• Opportunities to provide better customer service and meet organizational policies have to lead to a positive outlook on the tool and its features.

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