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Oracle PeopleSoft HCM

Oracle PeopleSoft HCM

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.

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Recent Reviews

PeopleSoft HCM Review

8 out of 10
December 31, 2019
Incentivized
PeopleSoft is being used as our internal portal for HR employees to manage and adjust current employees' personal information. It is used …
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Oracle PS

9 out of 10
September 18, 2019
Incentivized
PeopleSoft HCM is being used to track students, finance and HR data. We have been used PeopleSoft HCM for more than 15 years and are very …
Continue reading
Read all reviews

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

View all 48 features
  • Update personal information (67)
    10.0
    100%
  • Job profiles and administration (66)
    10.0
    100%
  • Employment history (64)
    9.0
    90%
  • Employee demographic data (66)
    7.0
    70%

Reviewer Pros & Cons

View all pros & cons
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Pricing

View all pricing

Benefits

$85.00

Cloud
Per User Per Month

Pension Administration

$85.00

Cloud
Per User Per Month

Human Resources

$185.00

Cloud
Per User Per Month

Entry-level set up fee?

  • No setup fee

Offerings

  • Free Trial
  • Free/Freemium Version
  • Premium Consulting/Integration Services
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Features

Human Resource Management

Organizing, tracking and providing instant access to critical employee data, job profiles, transfers, promotions, and benefits information.

8.1
Avg 7.8

Payroll Management

Provides for pay calculation and benefit plan administration, in addition to managing direct deposit, salary revisions and payroll tracking.

9.3
Avg 8.0

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.

8.7
Avg 8.1

Employee Self Service

Employee portal allowing employees to view and update their personal information.

9.2
Avg 8.1

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.

9
Avg 7.7

HR Reporting

Pre-built and custom reports, and integration with external data.

7.7
Avg 7.6

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.

9
Avg 8.0

Performance and Goals

Goal alignment is the practice of ensuring that all employees have clearly defined goals in support of the overall corporate strategy.

8.5
Avg 8.1

Performance Management

Performance management is the process of ensuring employees meet pre-determined objectives and goals through regular check-ins and appraisals.

8.6
Avg 7.9

Succession Planning

Succession planning is the identification and development of internal employees with the potential to fill key business leadership positions in the company.

7.5
Avg 7.9

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.

8.1
Avg 7.7
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Product Details

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.

Oracle PeopleSoft HCM Technical Details

Deployment TypesSoftware as a Service (SaaS), Cloud, or Web-Based
Operating SystemsUnspecified
Mobile ApplicationNo

Frequently Asked Questions

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.

ADP Vantage HCM, Ascentis (discontinued), and Infor Human Resources are common alternatives for Oracle PeopleSoft HCM.

Reviewers rate Job profiles and administration and Pay calculation and View and generate pay and benefit information highest, with a score of 10.

The most common users of Oracle PeopleSoft HCM are from Enterprises (1,001+ employees).
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Comparisons

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Reviews and Ratings

(549)

Attribute Ratings

Reviews

(1-5 of 5)
Companies can't remove reviews or game the system. Here's why
Score 8 out of 10
Vetted Review
Verified User
It's been used across all users for my bank. PeopleSoft HCM is a superb product having all the human resources functionality. Also, the product is flexible enough to allow several customizations for complex business processes. Currently from new employee hire, career progression, exit and fill and final settlement - all [of these] activities are performed through PeopleSoft in my organization
  • Leave and Absence
  • Customizations
  • Payroll
  • Benefits administration
  • Look and feel
  • Alerts in mobile
It's an enterprise-grade product best suited for absence, payroll, time and labour and all other HR functionalities. Any complex functionality can be built here as customization. But look and feel wise it's not [that] advanced. There could have been a feature for video, SMS or WhatsApp alerts which is missing currently.
Human Resource Management (7)
85.71428571428571%
8.6
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
Payroll Management (7)
90%
9.0
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
Leave and Attendance Management (3)
93.33333333333334%
9.3
Approval workflow
100%
10.0
Balance details
90%
9.0
Annual carry-forward and encashment
90%
9.0
Employee Self Service (3)
93.33333333333334%
9.3
View and generate pay and benefit information
90%
9.0
Update personal information
100%
10.0
View job history
90%
9.0
Asset Management (1)
90%
9.0
Tracking of all physical assets
90%
9.0
HR Reporting (3)
83.33333333333334%
8.3
Report builder
80%
8.0
Pre-built reports
80%
8.0
Ability to combine HR data with external data
90%
9.0
Integration with other HR capabilities
N/A
N/A
Performance Management (4)
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
Succession Planning (4)
92.5%
9.3
Create succession plans/pools
100%
10.0
Candidate ranking
90%
9.0
Candidate search
90%
9.0
Candidate development
90%
9.0
Onboarding (2)
95%
9.5
New hire portal
100%
10.0
Manager tracking tools
90%
9.0
Performance and Goals (4)
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
Recruiting / ATS (6)
80%
8.0
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
PeopleSoft allows organizations to build complex process in HRMS system through customizations. Cloud products like Workday or Fusion HCM are behind PeopleSoft on their customization capability. Nowadays, the organization is continuously improving their processes to automate the work as much as possible, so product should be capable of considering continuous customization.
Notepad++, Microsoft 365 (formerly Office 365), Atlassian JIRA Align (formerly AgileCraft)
100000
Hire, Personal information update, Transfer, Promotion, Leave and Signin Signout, compensation management, resignation
Peoplecode, Sql, PL-SQL, Java, HTML, nVision, SQR, Web Service
  • Compensation management
  • Leave and Absences
  • Transfer
  • Transfer automation
  • Early Relieving system during resignation
  • Data analytics
  • integration through API, SMS , Whatsapp
Yes
Replaced previous inHouse mainframe based hcm product with peoplesoft, as peoplesoft provide wider range of functionalities inline with process followed in current hr domain. Peoplesoft also allows customization, amd has superior integration capabilities with other application and technologies
  • Product Features
  • Product Usability
  • Product Reputation
Peoplesoft is a well known product in market and its admired for its HR functionalities. It also allows customization to any extents, making it very much flexible with the organization process.
I am happy with the product, and would b using same criteria to evaluate.
  • Third-party professional services
Oracle
Change management was a big part of the implementation and was well-handled
Peoplesoft is a customization friendly product. If product specialists are there in implementation team then implementing change is not any issue.
  • Data migration from legacy system
Peoplesoft is a customization friendly product, so best and complex hr processes in organization can easily be take care during implementation.
We didn't purchase premium support
Its a very goor product in the HR domain
Yes
Yes
In case of priority 1 issues in production, support team comes in webex and solves the problem.
  • New Hire
  • Resignation
  • Transfer
  • Leave request
  • Initial Configurations
Yes, but I don't use it
We have been using this for long and are happy with the product
Patricia Smith | TrustRadius Reviewer
Score 9 out of 10
Vetted Review
Verified User
Incentivized
PeopleSoft HCM is being used across all Cru ministries in the US. We are using it to track employee data, provide benefits administration, payroll processing, compensation, and recruiting functions.
  • 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!
PeopleSoft HCM is well suited for companies that have a variety of employees and business rules that determine their business processes. Having the ability to add customizations when it's absolutely necessary is a big plus and we've used that from time to time since we are a non-profit organization and have some non-traditional types of employees. PeopleSoft HCM takes a big burden off of our operational staff since it provides most of the regulatory reporting that we have to do. Knowing that Oracle will update the code with all of the Tax changes on a regular basis is such a huge relief for our Tax department and our programming team. This also applies to companies who are working in a global environment. While not every country is supported, many of them are so that gives a lot of lift to operational staff in those countries.
Human Resource Management (7)
92.85714285714286%
9.3
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
Payroll Management (6)
71.66666666666667%
7.2
Pay calculation
90%
9.0
Support for external payroll vendors
N/A
N/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
Leave and Attendance Management (3)
80%
8.0
Approval workflow
80%
8.0
Balance details
80%
8.0
Annual carry-forward and encashment
80%
8.0
Employee Self Service (5)
84%
8.4
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
Asset Management (1)
N/A
N/A
Tracking of all physical assets
N/A
N/A
HR Reporting (3)
80%
8.0
Report builder
80%
8.0
Pre-built reports
80%
8.0
Ability to combine HR data with external data
80%
8.0
Integration with other HR capabilities
N/A
N/A
Performance Management (5)
88%
8.8
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
Succession Planning (4)
N/A
N/A
Create succession plans/pools
N/A
N/A
Candidate ranking
N/A
N/A
Candidate search
N/A
N/A
Candidate development
N/A
N/A
Onboarding (2)
70%
7.0
New hire portal
70%
7.0
Manager tracking tools
70%
7.0
Performance and Goals (4)
82.5%
8.3
Corporate goal setting
60%
6.0
Individual goal setting
90%
9.0
Line-of sight-visibility
90%
9.0
Performance tracking
90%
9.0
Recruiting / ATS (7)
81.42857142857142%
8.1
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.
PeopleSoft HCM had more integration with a wider variety of functionality that we wanted to use to support our business processes. The ability to add 'custom' processes or 'bolt-on' applications was a big plus for PeopleSoft HCM. Other products had the UI appeal during an initial evaluation but since the introduction of fluid pages in PeopleSoft HCM the UI aspect is no longer a disadvantage.
8200
  • 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
9
  • 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
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.
No
  • Price
  • Product Features
  • Product Usability
Not sure, since we've used PeopleSoft HCM for 22 years and the decision was made well before I began working here.
I would likely look at a cloud-hosted implementation rather than on-premise if making the decision today.
  • Don't know
No
Change management was a big part of the implementation and was well-handled
Our original implementation was in 1995 so the product has evolved tremendously since then. The initial implementation seems to have focused more on handling exceptions than gaining consensus in the business processing. There are many design decisions that we would make differently if we were implementing the product today due to improved functionality and new technology available now.
  • 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.
Yes
To ensure that we can resolve issues as quickly as possible
Sometimes it takes multiple discussions before the issues is understood; filling out the same questions about our environment for every issue is a pain as well.
Yes
They aren't always resolved to my satisfaction; sometimes, the answer is that can't be done. Occasionally it will take longer than hoped for a resolution to the problem.
None come to mind right now.
  • 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.
Yes
We're just using it for self-service right now but it typically works well. We plan to implement the mobile recruiting by Spring 2018, which will help engage more of the younger workforce with our job postings.
The overall usability works well for our organization since we don't have rigid controls in place. We're able to handle the uniqueness of the multiple subsidiaries that we support while using a common platform for HCM services. It also provides a way for us to handle exception processing and processes that aren't within what is considered 'normal' by allowing us to customize the application as needed.
Teal Sexton | TrustRadius Reviewer
Score 7 out of 10
Vetted Review
Verified User
Incentivized
UC Berkeley uses Oracle PeopleSoft HCM across the whole organization, as the enterprise Human Resources (HR) system of record for all HR and Payroll actions.
  • PeopleSoft HCM captures detailed information about each employee in the organization, based on a variety of fields and effective dates.
  • PeopleSoft HCM is able to capture and track Position information for budgeting and planning purposes, separate from the Employee information.
  • PeopleSoft HCM can handle very detailed and complicated benefit plans.
  • PeopleSoft HCM allows for flexible reporting off of relational tables.
  • The reporting feature is not intuitive for basic users. It requires someone a little more advanced to set up queries and save them for other users.
  • PeopleSoft HCM is very expensive and implementation is complex and challenging.
  • PeopleSoft HCM is not very intuitive to use. It requires training and a well documented and defined business process to ensure the fields are used correctly to get the most out of the system, particularly when it comes to reporting.
It is well suited to a very large enterprise with a lot of Employee actions, turnover, benefit packages and other details to track.
It is not appropriate for a small or even medium-sized business with straightforward benefits and only a few job titles or actions to track.

For example, a University with hundreds of jobs and actions like Sabbaticals, paid leaves, administrative leaves, probation, etc. requires a system as robust and complex as PeopleSoft HCM. This makes it worth the expense.
Human Resource Management (7)
78.57142857142857%
7.9
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.
50%
5.0
Organizational charting
100%
10.0
Organization and location management
50%
5.0
Compliance data (COBRA, OSHA, etc.)
50%
5.0
Payroll Management (6)
75%
7.5
Pay calculation
100%
10.0
Support for external payroll vendors
50%
5.0
Benefit plan administration
100%
10.0
Direct deposit files
100%
10.0
Salary revision and increment management
50%
5.0
Reimbursement management
50%
5.0
Leave and Attendance Management (3)
83.33333333333334%
8.3
Approval workflow
50%
5.0
Balance details
100%
10.0
Annual carry-forward and encashment
100%
10.0
Employee Self Service (2)
65%
6.5
Update personal information
80%
8.0
View job history
50%
5.0
Asset Management (1)
100%
10.0
Tracking of all physical assets
100%
10.0
HR Reporting (1)
50%
5.0
Report builder
50%
5.0
Integration with other HR capabilities
N/A
N/A
Performance Management
N/A
N/A
Succession Planning (4)
N/A
N/A
Create succession plans/pools
N/A
N/A
Candidate ranking
N/A
N/A
Candidate search
N/A
N/A
Candidate development
N/A
N/A
Onboarding (2)
N/A
N/A
New hire portal
N/A
N/A
Manager tracking tools
N/A
N/A
Performance and Goals (4)
N/A
N/A
Corporate goal setting
N/A
N/A
Individual goal setting
N/A
N/A
Line-of sight-visibility
N/A
N/A
Performance tracking
N/A
N/A
Recruiting / ATS (4)
N/A
N/A
Job Requisition Management
N/A
N/A
Duplicate Candidate Prevention
N/A
N/A
Applicant Tracking
N/A
N/A
Notifications and Alerts
N/A
N/A
  • This system achieves its purpose which is to track our extremely complex workforce. I don't think there is another system out there that could handle our needs.
  • The system is not elegant or easy but it does allow for very detailed tracking of a complicated workforce.
  • There are many effective dates, pages, options and fields that you will need a metadata dictionary to understand and use correctly.
  • It is not intuitive, like printing is very strange, you can't just easily print a page unless you use a screenshot tool.
  • Reporting is challenging unless you bring the data into a data warehouse and use another application to create reports, such as OBIEE, which works extremely well.
It is not at all easy to use, but once you understand it, it gets the job done.
October 24, 2017

A Vision into PeopleSoft

Score 8 out of 10
Vetted Review
Verified User
Oracle PeopleSoft is being used across the organization and replacing a system which is over 20 years old.It is being integrated with other systems to encompass all areas of workflows and meet the needs of the community.
  • PeopleSoft allows the user community to categorize data into various sectors.
  • It captures minute transactional details.
  • It is a one stop shopping center of information and raw data.
  • It offers great archiving and recovery of information costing less in physical storage and printing and allowing universal access to necessary data.
  • The click throughs are immense and a user can easily get lost when trying to reproduce a path to data.
  • The system does not accept fast typing so incorrect data can easily be entered
  • End users get intimidated by the multiple features that are available. However, through training and accurate documentation, system acceptance and mastery are being achieved.
When trying to find specific data, whether current or historic, the Oracle PeopleSoft makes data management rather easy and effective. By utilizing the system better, paper files can be eliminated, and the quality of reproductions increases dramatically as any reproductions are made from the original. Additionally, locating information and attachments couldn't be more intuitive or easier.
Human Resource Management (7)
74.28571428571429%
7.4
Employee demographic data
90%
9.0
Employment history
100%
10.0
Job profiles and administration
80%
8.0
Workflow for transfers, promotions, pay raises, etc.
80%
8.0
Organizational charting
N/A
N/A
Organization and location management
80%
8.0
Compliance data (COBRA, OSHA, etc.)
90%
9.0
Payroll Management (6)
78.33333333333333%
7.8
Pay calculation
100%
10.0
Support for external payroll vendors
80%
8.0
Benefit plan administration
N/A
N/A
Direct deposit files
100%
10.0
Salary revision and increment management
100%
10.0
Reimbursement management
90%
9.0
Leave and Attendance Management (3)
N/A
N/A
Approval workflow
N/A
N/A
Balance details
N/A
N/A
Annual carry-forward and encashment
N/A
N/A
Employee Self Service (5)
58%
5.8
View and generate pay and benefit information
N/A
N/A
Update personal information
100%
10.0
View job history
100%
10.0
View company policy documentation
90%
9.0
Employee recognition
N/A
N/A
Asset Management (1)
70%
7.0
Tracking of all physical assets
70%
7.0
HR Reporting (3)
93.33333333333334%
9.3
Report builder
90%
9.0
Pre-built reports
90%
9.0
Ability to combine HR data with external data
100%
10.0
Integration with other HR capabilities
N/A
N/A
Performance Management (5)
94%
9.4
Performance plans
90%
9.0
Performance improvement plans
100%
10.0
Review status tracking
100%
10.0
Review reminders
90%
9.0
Multiple review frequency
90%
9.0
Succession Planning (4)
95%
9.5
Create succession plans/pools
90%
9.0
Candidate ranking
100%
10.0
Candidate search
100%
10.0
Candidate development
90%
9.0
Onboarding (2)
95%
9.5
New hire portal
90%
9.0
Manager tracking tools
100%
10.0
Performance and Goals (4)
97.5%
9.8
Corporate goal setting
100%
10.0
Individual goal setting
100%
10.0
Line-of sight-visibility
90%
9.0
Performance tracking
100%
10.0
Recruiting / ATS (7)
92.85714285714286%
9.3
Job Requisition Management
90%
9.0
Company Website Posting
90%
9.0
Publish to Social Media
100%
10.0
Job Search Site Posting
100%
10.0
Duplicate Candidate Prevention
80%
8.0
Applicant Tracking
90%
9.0
Notifications and Alerts
100%
10.0
  • Better vision into the hiring and promotion behavior of the organization.
  • Better awareness of end users for all of the data that is important to the organization.
  • Ease of use when initiating the process of finding quality candidates and getting them onboarded faster.
  • SAP
PeopleSoft has direct paths to the screens that are efficient and intuitive. At times there seems to be many steps to the final screen, but overall, it is an efficient and user ffriendly system.
  • Requisition creation and management.
  • Budgets overview drill down functionality.
It is a straight forward system on a basic level. However, there needs to be a more straight forward drill down management in inquiries.
February 19, 2015

Oracle review

Score 8 out of 10
Vetted Review
Verified User
Incentivized
Oracle CRM is used by my company to support sites such as Taleo. We use Taleo and other similar sites for recruiting purposes and other Human Resource functions. Taleo provides the ability to show career websites in a way that is functional for candidates and recruiters/hiring managers. The career sites allow candidates to apply online, upload a resume, cover letter or any other attachments they want Human Resources to review. It allows hiring managers to review candidates and allows recruiters to hire them.
  • 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.
I would say it is very well suited for what I use it for which is support Taleo in their recruiting environment. It is also good for managing department information, position information and new hires. It allows new hires to complete new hire paperwork online as well, which I think is a big plus. It is not only good for pre-employment but also for employment purposes.
Human Resource Management
N/A
N/A
Payroll Management
N/A
N/A
Leave and Attendance Management
N/A
N/A
Employee Self Service
N/A
N/A
Asset Management
N/A
N/A
HR Reporting
N/A
N/A
Integration with other HR capabilities
N/A
N/A
Performance Management
N/A
N/A
Succession Planning
N/A
N/A
Onboarding
N/A
N/A
Performance and Goals
N/A
N/A
Recruiting / ATS
N/A
N/A
  • 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.
It is 10 times better in so many ways. It is a lot more user friendly, flows better, the layout of the site is visually more appealing and it has more functionality. It also has more options for operating systems. I definitely recommend Oracle over Kenexa. I support Kenexa sites also and I don't enjoy the way the site is set up.
I give this rating because I personally don't have any difficulty using the system. I didn't have any difficulty learning the system either. I know that in my position I am taking complaints from users who are having issues with the oracle sites but most of the time it is user error or a technical issue and they need to be using it in the best way possible. I do think it is one of the easiest sites for applying online and hiring candidates. In my 10 years of dealing with so many other recruiting and career sites like Kenexa Brassring, Erecruit or Peoplesoft, I don't recommend any of those at all. Oracle CRM/Taleo is by far the easiest site for applicants to apply, the easiest site for recruiters to hire and the easiest site to manage your hires.
I give this rating based only on the fact where I believe the support team could improve a little. I believe the area they could improve is timeliness of a resolution. It seems to take a long time to get a final resolution. There is some back and forth typically when I believe a lot of times all of the information is there to provide a response. I have found that if you call them you will get a response a lot faster than if you submit an SR on the Oracle site but most of our team will complete the SR online so that is my only complaint. The support is excellent in every other area. The speed at which we receive a solution online is only thing I would improve.
In my position we support recruiting websites such as Taleo. Oracle is used to run career websites like Taleo. The career sites are available for candidates to apply online, upload their resume and other attachments and fill out necessary information and for recruiters to review their information. The system is also used for recruiters to hire them and typically flow into their employee database.
5
The people who use it daily in my position are analysts, consultants, clients, recruiters, hiring managers and candidates. I would say to be proficient you would need experience using Taleo or others systems like Taleo that are supported by Oracle. I would recommend experience in Recruiting, HR, Helpdesk type of positions would be helpful in using the system. The people who have the most success with the system would be people that are technologically savvy and can learn new systems with ease.
  • 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.
No
  • Product Features
  • Product Usability
  • Product Reputation
  • Prior Experience with the Product
  • Vendor Reputation
  • Analyst Reports
I believe that product features definitely played the biggest part in the decision to purchase Oracle. There are so many great ways to utilize Oracle and all that it has to offer for client's needs. The team felt that because of the different options and opportunities Oracle could provide for our customers we felt the features were the number one selling point. We will continue to use Oracle and keep finding new ways it helps our business everyday.
In my opinion I would not change anything in regards to the evaluation and selection process of Oracle CRM. I feel we made a good choice and received correct information prior to selecting Oracle. The product is as it was presented to us and we would not change anything thus far. We have been pleased with our selection and therefore don't feel that we would need to chage anything. I think the overall process was highly successful from beginning to now.
  • 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.
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.
  • Online training
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.
We used the online training instead of self-taught. I would definitely recommend this approach to other users in the future. If I could say anything it would be take advantage of all of the resources available because they are extremely useful and easy to understand. It didn't take a great deal of time to learn the features of Oracle CRM.
In my opinion I believe that the configurability is just right. In our line of business it works just the way we need it to for our clients. It is easy to learn, easy to use and meets our needs appropriately. We don't have any issues with this feature of Oracle CRM.
I don't have any recommendations at this time for configuring Oracle CRM. In my opinion it works just the way we need it to when providing support for our client's. We usually have a window of time to do our configuration and one of our best practices is to set that window for the same time every day so our client's know this is the maintenance window so we can make the appropriate changes they have requested.
I have used the configuration feature to add users to the system, to add locations, templates, correspondence, etc. I don't have any additional customization that was made by myself. I typically do the standard requests for configuration specifically in the Administration, Recruiting and Career sections and have had no issues completing the tasks requested.
Not Sure

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.
Yes, but I don't use it
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.
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.
I give this rating because I don't have any complaints in the area of performance. In my opinion the product's performance is right on the mark. In comparison to other systems I have used for the same purpose - recruiting, hiring and managing hires, I have found Oracle's performance to be the best. Oracle system flows better than any other recruiting system out there.
The vendor was excellent to work with during the sales process. All of the questions we had were answered appropriately and thoroughly. The vendor was able to provide the information necessary in order to make decisions regarding implementation. In my opinion there were no issues during the early stages of reviewing the system and the product's features.
The vendor was very easy to work after the sale. There was a great deal of follow up after the sale which as a client in this situation it was nice to have someone be so thorough in checking on the process and making sure everything was going accordingly. In my opinion there were no complaints with working with the vendor before or after the sale.
I wasn't privy to the actual negotiation portion of the sale and so I would not be able to answer this question for you. I apologize that I am not able to answer this question accordingly but can say in my opinion there were no issues with the negotiation portion of the product.
I don't have any tips or advise for more effectively dealing with the vendor because everything went really smooth and we had no complaints on our end. We are happy with our purchase and the Oracle team who helped get us to this point where we can effectively support our clients and customers.
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