HCM for large enterprises covering multiple labor jurisdictions
November 18, 2019

HCM for large enterprises covering multiple labor jurisdictions

Anonymous | TrustRadius Reviewer
Score 7 out of 10
Vetted Review
Verified User

Overall Satisfaction with Oracle PeopleSoft HCM

Oracle HCM is used company-wide for recruiting, time tracking and payroll functions mostly. It helps to consolidate the capital management functions to a single dashboard, managed company-wide both inside US as well as in UK.

Pros

  • Oracle PeopleSoft HCM does very well in customization of the forms and policies that span multiple jurisdictions including NA, EMEA and APAC.
  • It also includes the most up-to-date compliance and recruiting related processes, needing relatively minimal customization (consulting resources) before deploying across multiple geographies.
  • It integrates very well with Oracle BI (being used) as well as Oracle Financial application to make it easy to manage all financial management and HCM functions.

Cons

  • The UI for Oracle PeopleSoft HCM is still not 'sophisticated' compared to other HCM vendors and can certainly be improved to make it look more modern.
  • Oracle PeopleSoft HCM can do a better job in making notifications and actions related to labor rules, time tracking and workforce management taste more automated using AI. It has some basic automated action but all needs to be set upfront during deployment.
  • Better use of Oracle BI/analytics to provide more insights into the overall recruitment process from interview to onboarding.
  • Positive impact on time it takes to interview a candidate to on-board to retention, reducing the overheard and CapEx involved.
  • Positive impact on ROI for managing labor force by requiring reduced HR team.
  • Increased ROI on IT by having one application portal for HCM integrated with FM (financial management module).
For organizations that are mostly based out of EMEA, SAP SuccessFactors is better at covering all the details about labor laws and employment management. But for organizations - mid to large - that span both NA and EMEA, Oracle PeopleSoft HCM is much better both in support provided post purchase and overall functionality. Workday Human Capital Management has better UI and feels more modern compared to Oracle HCM but it lacks some of the functionality that is needed for large enterprises.

Do you think Oracle PeopleSoft HCM delivers good value for the price?

Yes

Are you happy with Oracle PeopleSoft HCM's feature set?

Yes

Did Oracle PeopleSoft HCM live up to sales and marketing promises?

Yes

Did implementation of Oracle PeopleSoft HCM go as expected?

Yes

Would you buy Oracle PeopleSoft HCM again?

Yes

Oracle PeopleSoft HCM is very well suited when you want to deploy an HCM system company-wide spanning multiple regulatory jurisdictions. Oracle HCM codifies the labor laws and related processes for most major countries out of the box. Talent management module is specifically well suited for a global workforce. In general, Oracle PeopleSoft HCM is great when you want one vendor for all of HCM modules.

Oracle PeopleSoft HCM Feature Ratings

8.3
Employee demographic data
6
Employment history
9
Job profiles and administration
9
Workflow for transfers, promotions, pay raises, etc.
9
Organizational charting
5
Organization and location management
10
Compliance data (COBRA, OSHA, etc.)
10
9.0
Pay calculation
8
Support for external payroll vendors
10
Benefit plan administration
10
Direct deposit files
10
Salary revision and increment management
8
Reimbursement management
8
9.0
Approval workflow
9
Balance details
9
Annual carry-forward and encashment
9
5.8
View and generate pay and benefit information
7
Update personal information
7
View job history
5
View company policy documentation
5
Employee recognition
5
Asset Management ()
Not Rated
8.7
Report builder
8
Pre-built reports
10
Ability to combine HR data with external data
8
Integration with other HR capabilities ()
Not Rated
7.2
Performance plans
8
Performance improvement plans
7
Review status tracking
7
Review reminders
7
Multiple review frequency
7
6.0
Candidate ranking
6
Candidate search
6
Candidate development
6
9.0
New hire portal
9
Manager tracking tools
9
7.3
Corporate goal setting
8
Individual goal setting
7
Line-of sight-visibility
7
Performance tracking
7
8.0
Job Requisition Management
9
Company Website Posting
9
Publish to Social Media
7
Job Search Site Posting
7
Duplicate Candidate Prevention
8
Applicant Tracking
8
Notifications and Alerts
8

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