May 16, 2018
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.https://media.trustradius.com/product-logos/XB/O0/65W7N0TG7WXL.pngOracleNon-technical value of PeopleSoft HCM2017-10-19T17:45:12.877ZPeopleSoft 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!,9,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.,Yes,NetSuite and Workday Human Capital Management,SQL Developer, JIRA Software, HipChat, NetSuite, Resource Guru,8200,9,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,10,No,Price Product Features Product Usability,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,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,6,Yes,8,Yes,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,9Patricia SmithPeopleSoft - Just Okay..2018-02-27T22:47:35.444ZOracle PeopleSoft, and its various business application services, is being used across my organization. Primarily serving as the HR platform we use it for both benefits administration, compensation, and talent acquisition. Other non-HR features being used are for finance management, procurement, invoicing, and legal contract management. PeopleSoft systems are utilized by all managers and all employees in some form. Having a centralized hub of organizational information helps streamline operational efforts in an organization of near 7000 employees. For the most part, the various services communicate well, are easy to train new staff in, and act a platform that our IT programmers can develop on to meet new business requirements.,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.,7,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.,No,Dayforce, Lawson and Kronos Workforce Central,Kronos Workforce Central, Ceridian Dayforce, Concur Travel and Expense, SAP Business Objects Data Quality Management, SkillSurvey Pre-Hire 360,7,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.John PavariniUnspecified
Oracle PeopleSoft HCM
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Reviews (1-2 of 2)
February 27, 2018
Score 7 out of 10
Read John Pavarini's full review
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.
Oracle PeopleSoft HCM Scorecard Summary
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About 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 Integrations
Oracle PeopleSoft HCM Competitors
Oracle PeopleSoft HCM Technical Details