Overall Satisfaction with Oracle PeopleSoft HCM
We use it across the organization for staff recruiting; core HR including position management; base benefits; time and attendance, and payroll. We went live in 2001 and are currently in release 9.2. We do not currently use Fluid for self-service but hope to start this summer or fall. One Fluid feature we're waiting for is manager approval of reported time, which is rumored to be coming soon.
- Payroll processing has been stable for the entire time we've used HCM and generally has the flexibility to handle a variety of situations we encounter in paying students, faculty and staff, including many cases of multiple jobs.
- Self-service using the classic pages has worked well for us and has relieved HR staff from answering many questions individually.
- The PeopleTools technology framework has allowed us to add new capabilities not supported by the product, including creating a way for managers of student workers to hire them without HR involvement.
- 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.
- We don't have a reliable way to measure ROI on PS HCM. We need to have a solid, reliable HR/Payroll/Time & Attendance system and PS HCM has met that need for more than 15 years.
- We were able to avoid purchasing expensive time clock hardware and associated software for the campus by making use of the delivered Web Clock Time & Labor capability, which likely saved us several hundred thousand dollars, plus ongoing maintenance and replacements.
- PC HCM annual maintenance is expensive and increases every year. Most of the enhancements delivered to us haven't been relevant to our business.
We're beginning to look at SaaS offerings that will eventually replace PS HCM. Oracle's Cloud and WorkDay are the products we're most likely to consider, though others may join the market by the time we start in-depth research. When we selected the PS HCM product in 1999, the primary competition was Banner HR.
While the PS HCM product more or less meets our current needs, Oracle's message in recent years has been cloud, cloud, cloud, leading one to the conclusion that innovation in the PS HCM space will be minimal in the future. Oracle hasn't outlined a clear path to get to their cloud offering from PS HCM.