PeopleSoft Reviews

We use the PeopleSoft solution for financial and supply chain management modules.

The breadcrumb approach to navigation in PeopleSoft is good. nVision is also a good supplement.

The Work Center feature in PeopleSoft is a step in the right direction in consolidating someone's role-based interaction with the system. This enhanced functionality streamlines workflows and improves efficiency. Additionally, it's worth noting that PeopleSoft's founders later created Workday, a cloud-based human capital management and financial management software vendor. If PeopleSoft could adopt more elements of the intuitive and user-friendly graphical user interface that Workday offers, it would likely enhance the user experience and make PeopleSoft more competitive in the market.

The failure rate is high. Failures can range from minor issues like interface glitches to more significant problems like extreme customization negatively impacting system performance upon upgrades or new feature additions. This observation isn't limited to PeopleSoft; it's a common challenge with other ERP systems like SAP and Oracle. Implementing these systems is complex and requires expertise, unlike simply downloading an app like TikTok

I have been using PeopleSoft since 2002.

The product is stable.

The solution's scalability is one of its strengths. PeopleSoft, like other ERP systems, is designed to handle various business processes and can adapt to the needs of both small and large organizations.

I have worked with Workday, SAP, and Oracle. They all have their merits, and they all have their drawbacks. It comes down to a few factors. First, consider the complexity of your organization, especially if it's multinational. Second, consider the specific features you require. Third, the availability of personnel to maintain the system must be assessed. 

When an upgrade or maintenance is required, having dedicated staff on board can be advantageous in PeopleSoft. It allows for better preparation and change management. Staff can inform stakeholders and manage the implementation at a suitable time. On the other hand, Workday may not require onsite IT staff for upgrades since they're often rolled out seamlessly. This lack of control means changes can occur anytime without sufficient notice to stakeholders.

Choosing between systems like PeopleSoft and others depends on the organization's needs and ability to adapt to changes effectively.

The initial setup of PeopleSoft can vary in difficulty depending on various factors, such as the complexity of the organization's requirements, the expertise of the implementation team, and customization.

The overreliance on using spreadsheets in financial applications. The constraints of uploading spreadsheets to create journal entries can be a headache, but, in the final analysis, it forces the customer to rethink the format of the spreadsheets they use and their reliance on them. PeopleSoft handles much of the heavy lifting.

The twofold aspect would be the ability to segregate positions and the accompanying structure, which is good. Finally, the payroll features allow for separating the North American payroll from the European payroll, with the ability to consolidate them in the final analysis. This includes balance sheets, private loan statements, and income statements.

Before you buy, I will understand the capacity and needs of the company and examine its existing infrastructure. Post-implementation, it's crucial to select SI and ensure change management carefully. Keeping people informed reduces potential issues. Ensure the training staff is compatible with the developers and the change management team. It's like a three-legged stool; they must work together in concert and communicate effectively.

Overall, I rate the solution a nine out of ten.

My company used to use all the modules of PeopleSoft.

In one of my previous organizations, PeopleSoft was used at a global level, during which I felt that the job ID creation and the master data creation were slightly strenuous. Earlier, the analytics elements were there, but I feel that now, a lot of improvements might have been introduced in the tool.

After the transition phase that PeopleSoft went through after its acquisition by Oracle, I think a lot of changes and improvements were introduced in PeopleSoft. A lot of changes in data analytics are required since it was an area of concern when I used to work with the product.

The learning and development side of the product is an area of concern where improvements are required.

I have been using PeopleSoft for a couple of years.

Stability-wise, it is a good tool. If I consider areas, like the learning and development side, the talent management side, succession planning, and such related areas, me and my team used to create custom tools and then integrate them with PeopleSoft as it did not have a few capabilities in the past.

In India, my company had around 6,000 users of the solution.

In India, my company had around 6,000 users of the solution. In one of the other organizations where I had worked previously, there were around 2,000 employees who used to use the solution.

There were many occasions during which I had to contact the technical support of the product. When my team attempted to create job IDs and job rules with the help of PeopleSoft, a few aspects had to be aligned for which support was required. In general, my company used to contact the product's technical support to help train the users of the tool in our organization.

In two of my organizations, I have used PeopleSoft. The first organization where I used PeopleSoft was long ago, and in the other organization, the company moved from PeopleSoft to Oracle HRMS.

The product's initial setup phase was complex and cumbersome, but I managed it ten years ago.

My company used to use PeopleSoft only to deal with HR-related requirements.

Workforce data management, compensation management, payable time, and recruitment modules were a few modules from PeopleSoft that greatly enhanced productivity.

A few years ago, the integration capabilities of the product were slightly complex to use, especially the API integrations, which were not advanced. Owing to the aforementioned reason, my company had to maintain some standalone applications.

Speaking about how the tool's customization or configuration capabilities have benefitted our company's business process, I would say that PeopleSoft helped our organization when we ruled out the talent review process in our large company, where, manually, it would have been a very big task for us. My company had people, applications, and data with which we could form groups and assign projects in a proper way to get things to work out properly for the talent review process to happen.

When doing an evaluation of various products two years ago, I looked at PeopleSoft in detail and saw how much it had advanced. I would say that PeopleSoft is a good product and falls under the category of the top three products that are available in the market. If people already have Oracle products or Oracle applications in their environment, I would strongly recommend PeopleSoft because it is easily compatible with Oracle.

I rate the tool a seven out of ten.

My company uses PeopleSoft to manage human capital and finance.

The most valuable feature of the solution is its stability.

PeopleSoft lacks integration capabilities. From an improvement perspective, I would like PeopleSoft to offer more integration capabilities to its users. PeopleSoft can also offer more abilities with API.

I have been using PeopleSoft for a month.

Stability-wise, I rate the solution a seven out of ten because of the complexities during the upgrade of the solution, which can't be dealt with easily.

Scalability-wise, PeopleSoft is quite good because you can increase the resources any time or whenever you need them.

Around 3000 people in my company are end users of the solution.

There are no plans to increase the use of the solution in my company.

The first line of support needs to have around two people, while the second and third lines of support need to have more than two QA people and fifty-three developers to deploy and maintain the solution efficiently. The managers will support other applications, so they are not 100 percent allocated to look after one tool.

I can't comment on the initial setup of PeopleSoft since it was configured in my company's environment a long time ago.

The solution is deployed on an on-premises model.

For the deployment process, you need something like Oracle OEM that can assist you with the development, configuration, and installation. If you have enough expertise with the solution, then you can do the deployment by yourself.

Yearly payments are to be made toward the licensing costs of PeopleSoft. PeopleSoft is not very expensive, so I feel it is an affordable product.

The extra costs, in addition to the standard licensing fees of the solution, are only applicable if you want post-implementation support from PeopleSoft.

To those planning to use the solution, I would say that they need to align themselves with the strategies framed by Oracle since it indicates where Oracle is moving. If Oracle is more focused on the cloud solution, then it is better to deploy PeopleSoft on the cloud solution than on an on-premises version since you know that Oracle is moving to the cloud. It is always better to align yourself with the strategies of your service providers.

Considering the lack of support post-implementation and upgrade that needs to be done, I rate the overall solution an eight out of ten.

A hundred to thousand PeopleSoft ERPs are available in the market. However, we explore a person's business needs, and then we suggest a few options as per their budget and requirements. If one uses PeopleSoft software, then all the issues and challenges one is facing right now in the business get resolved.

There are thousands of features in the solution. I can't tell you just one feature. Stability, performance, and price are secondary. The best use case is what you create, what you need to identify, and what is the problem statement in the business. Accordingly, we suggest a solution statement. Like, if you have a problem statement in your communication, then we provide you with the best industry technology, which improves your overall communication in the company. If you have an issue in your sales and marketing, we will give you the best solution on how to improve your sales and marketing. Also, we try to improve one's current test strategy. We identify the gaps in your processes and try how to fill those gaps through technology.

There are thousands of issues and challenges faced by businesses, but we need to understand what the priority is first. Then, on the basis of priority or on the basis of impact on business, we need to create a business case.

Stability is an area where the solution lacks and needs to be improved.

I have been using PeopleSoft for the last ten years. My company's technology right now. We are in process excellence, and we provide consultancy on how to improve your business and what strategy you need to implement to grow your business. We are a consultancy that is Six Sigma black belt certified. We improve business quality, client satisfaction, and your processes. So, that is the kind of service we provide to businesses.

Stability-wise, I rate the solution a nine out of ten.

Scalability-wise, I rate the solution a ten out of ten.

Right now, 2,000 of my customers are using it.

The initial setup is secondary. First, we need to identify the setup phase of which enterprise. The setup phase is very easy right now in today's technology. The setup can be done in a day.

The solution is deployed on the cloud.

The steps for deployment depend upon the size of the company.

For deployment and maintenance, not many staff members are needed. Whenever we require any feature, we just pick it up and drop it out. It's a very easy tool. So, there is no technical dependency on an IT team.

If the solution is cheaper or not doesn't matter if it is going to give you a good benefit or profit. If it is good to improve gross margin, it will be taken by the company. The price doesn't matter. What matters is how impactful the solution is to your business and how much it will grow your business. In short, how much cost savings it brings to the business matters.

Mostly yearly payments are to be made toward licensing costs. It is not much of an expensive solution. Also, there are no extra costs in addition to the standard licensing.

We suggest ERP to businesses depending on their business cases, budget, location, and population or crowd. We first do a proper study of a business, and on the basis of the study, we suggest some solutions.

I would definitely recommend the solution to those planning to use it. If one needs to improve the business or improve some internal processes, then PeopleSoft should be used.

Overall, I rate the solution a ten out of ten.

I have been working on the technical side of PeopleSoft for the past nine months, focusing mainly on technical courses such as REST APIs, PeopleCode, application packages, and uploading data to pages and component interfaces. I have also been involved in data conversion during my trial dates.

In our organization, there are over 100 clients that use the PeopleSoft application. We support all the tools and handle implementation needs such as enhancements. For example, if a client has a specific requirement, we will work on enhancing or customizing the PeopleSoft system to fulfill it. The usage of PeopleSoft in organizations varies based on their specific needs and requirements. Most organizations are currently focused on upgrading or enhancing their existing systems, and the need for enhancements varies depending on the organization's particular requirements. For instance, some organizations may need additional transactions or functionality, which requires an add-on to the system.

However, once the system is up and running, high-level maintenance is required, such as setting up department structures or defining organizational structures. It requires a higher level of expertise. Therefore, the increase in further usage depends on all these factors.

In terms of delivering functionality, we provide end-to-end solutions for any additional items or transactions the organization requires. For instance, I recently developed a help desk service for a small bank, which is an add-on. All companies have specific needs and requirements, and if they require additional functionality or an add-on to their system, it is necessary to analyze and design the system accordingly.

As a technical developer, the technical support features are the most valuable. Specifically, I work with the application engine, component interface, XL to CI tools, REST APIs, activity guides, and the event mapping framework. These tools allow me to handle day-to-day technical support tasks, such as fixing issues with existing pages and resolving technical issues that arise. Additionally, I use these tools to implement new enhancements and deliver end-to-end solutions for my clients.

I would like to see a chatbot in PeopleSoft as part of artificial intelligence. Moreover, there are already a few things in the cloud. In the market, all companies and entities are moving to the cloud, whether it is Oracle cloud or AWS cloud. The cloud is the most secure platform where we can also have Fusion. Few companies have migrated from PeopleSoft to Fusion or Oracle Cloud, or AWS cloud based on their organization's requirements. Some organizations are moving from PeopleSoft to upgrade their tools or application versions, while others are moving from PeopleSoft to HCM Cloud if they are into HCM. The cost of the product depends on the enterprise's size, and some enterprises are moving in quantity due to the current market.

Additional areas that need improvement are the add-ons to the fluid pages and additional features in SCM and finance, both functionally and technically.

I have about 15+ years of experience working with PeopleSoft. My primary focus is technical work. I have worked with version 7.21.02, and recently, I have been working with version 8.59. In addition, I have experience working with application version 7.52 and the recent version 9.2. I have also worked with FSCM for around nine years and have around six-plus years of experience working with SCM. In total, I have around 16 years of experience working with it.

In terms of stability, I would rate PeopleSoft 7 out of 10. There are some issues that need to be addressed, but overall, it's a stable system. 

I would rate scalability a nine out of ten.

The setup is related to the admin role. I can install the solution but not get into the admin role. However, from a technical point of view, integrating PeopleSoft is not complex, as I have been working with PeopleSoft for over fifteen years. We can integrate PeopleSoft with third-party systems.

As for the current market, most companies use the REST API in PeopleSoft, which supports all kinds of applications such as XML, Java, JSON, plain text, or HTML. It is why REST API is widely used in mapping with mobile applications and third-party systems. However, some organizations still use SOAP for security reasons, as SOAP supports SSL for secure transactions like banking.

The time to deploy the solution depends on the specific requirements for each transaction. We would create a roadmap based on the functional logic needed for that transaction.

Generally, we follow the analysis, design, development, deployment, and maintenance steps. After deployment, there is a testing phase where we perform black box testing. Most organizations use the agile methodology for individual development, but each organization has its own template and rules for how the process should be carried out. In terms of documentation, several documents are mandatory, including the Functional Design Document (FDD), Technical Design Document (TDD), Unit Test Document (UPD), and migration document.

We have 108 clients, and they are using it in a shared service model in the cloud. We provide space based on the number of images, instances, and users, and billing takes place accordingly. It is implemented as part of a shared services model in our organization. Before this, when it was used locally, the product cost was fixed.

Our company has other ERP options, such as Oracle Fusion and Oracle SCM cloud. In my previous organization, I also worked with Kronos, a famous ERP for time and shift management. In the market, there are several other ERPs available. For data conversion, I worked with a few industries and converted data from PeopleSoft to Banner and Workday. My role mainly involved data migration from PeopleSoft to other ERPs.

PeopleSoft is one of the oldest systems and applications and is still competitive, especially in the area of ERP. In the market, we have around forty-two percent cohort globally.

Similarly, we have various ERP systems with specializations, like SAP, for material management, sales order management, and other related activities. Similarly, the finance system in Oracle is the best ERP for finance (FACM). Whereas PeopleSoft is famous for SCM, Human Capital Management (HCM), and Enterprise Learning Management (ELM), and their CRM system is also very good in the market. Although Oracle has moved to HCM, PeopleSoft will still be there. Because PeopleSoft has finance, SCM, and CRM, if an organization has PeopleSoft, they can use all three according to their requirements.

All ERP activities are available in PeopleSoft, including EPM, which provides parts management, and PeopleSoft ELM for enterprise learning management. PeopleSoft FSCM provides for order management, SCM, human capital management, and CRM, making it a comprehensive ERP system compared to others.

Overall, I would rate PeopleSoft a seven out of ten.

In my consulting role at a firm, I have spent the last two decades helping organizations implement PeopleSoft for their unique needs. While our clients employ PeopleSoft for various purposes, the main goal is to streamline their enterprise resource planning, whether it is optimizing HR processes, managing finances, or enhancing customer relationships. Our job is to tailor PeopleSoft to their specific requirements and ensure a successful implementation, making it a valuable tool for their business operations.

What makes PeopleSoft stand out are a few key factors. First, its user interface is impressive, and a couple of years ago, it was notably faster than many Oracle cloud-based platforms I have encountered. Second, the adaptability of pan-fluid pages adds significant value. Unlike other systems that struggle with mobile applications, PeopleSoft seamlessly adjusts to various screen sizes, making it very user-friendly. Lastly, the multi-currency support is a standout feature. In most other systems, payrolls are limited to a single currency, but in PeopleSoft, a single payroll can handle multiple currencies, which is highly practical and efficient.

One aspect where PeopleSoft could see improvement is in its level of customization. While it offers easy configuration, the ability to create entirely new pages and make extensive customizations is limited. This is in contrast to older client-server technologies where we had more control over the software and could tailor it extensively to our needs. Nowadays, many cloud-hosted solutions prioritize standardization to serve a broader customer base, which can limit the extent of customization. This flexibility in customizing the product is something I appreciate in other software, such as Microsoft's offerings.

I have been working with PeopleSoft for over 20 years.

PeopleSoft is a stable solution. It offers stability and reliability, with well-tested features and the benefit of customization options, making it a trustworthy choice in the marketplace.

It is very easy to scale PeopleSoft. I work with a wide range of clients, including both enterprise customers and small to medium-sized businesses. I have used PeopleSoft on projects of various sizes, ranging from a couple of hundred employees for the smallest solution to over 100,000 for the largest client, involving complex payroll processes.

Technical support for PeopleSoft has been somewhat affected by Oracle's focus on promoting its cloud products. Oracle initially planned to end support for PeopleSoft, but they have extended the support timelines multiple times. However, they have slowed down the development of new features, especially in the area of taxes and regulations for different countries, which could use improvement. There is room for improvement in the ongoing support and development of PeopleSoft, particularly regarding certain features and global support. This is important for PeopleSoft's users, and maintaining a balance between cloud products and PeopleSoft is crucial to ensure a strong and continued offering in the marketplace.

I have worked with similar solutions, including Oracle Cloud, for the past ten years. While my involvement may not have been hands-on, I have experience with it. PeopleSoft is the superior choice among the options, including Oracle Cloud and Ramco. Rampco is considered outdated, and when comparing these three, PeopleSoft remains the preferred vendor. However, I cannot speak to the relative merits of PeopleSoft compared to Workday, SAP, or SuccessFactors as I do not have enough information on those systems.

Installing PeopleSoft is relatively user-friendly. It is often considered a straightforward process, making it easy for users to get the software up and running. The time required for installing PeopleSoft can vary depending on the specific modules and components needed. For a basic installation, it typically takes just two to three days, but it is important to note that implementation, which involves configuring and customizing the system to meet an organization's specific requirements, is a separate and often more time-consuming process. Deployment and configuration of PeopleSoft varies significantly based on factors such as the scope of the project, the number of countries involved, and the modules being implemented. There is no standard timeframe for deployment, but it typically ranges from a few days to a few weeks, with larger and more complex projects naturally taking longer to complete. The number of people required to deploy PeopleSoft depends on various factors, such as the number of modules, employees, currencies, and countries involved in the project. It is a highly variable question and doesn't have a one-size-fits-all answer. The size and complexity of the deployment dictate the team's size and composition, so it is different for each case. In my experience, maintaining PeopleSoft is relatively easy. I haven't encountered significant difficulties, and it is not a major challenge to keep the system running smoothly.

The pricing of PeopleSoft is relative and highly dependent on various factors like the customer's strategy, region, and the number of licenses required. It involves negotiations, and there's no fixed retail price for licenses. PeopleSoft may be considered somewhat costlier, as it involves hardware and software maintenance, whereas some cloud-based solutions work on a subscription model. However, PeopleSoft offers greater flexibility in the solution, which can be a valuable trade-off for some organizations.

I would recommend PeopleSoft for its scalability and flexibility as a solution. It has a lot to offer in terms of customization and adaptability to an organization's needs. However, the one downside is Oracle's support strategy, which has raised some concerns. I would advise potential users to thoroughly consider this aspect and check on the availability of licenses for new customers before making a decision. Overall, I would rate the solution as an eight out of ten.

We stopped using this product a couple of months ago but our primary use case was for the organization's payroll. We had 95,000 users; the entire organization was using it, whether it was contractors, third-party workers, and our own employees spread over 260 plus countries.

PeopleSoft worked the way it was supposed to. My experience was that the solution is very stable in terms of performance and scalability.

The UI is bland and lacks engagement in terms of the aesthetic appeal that might encourage a user to explore further. The product was complicated when it came to navigating through multiple places and the search filters weren't great. In the context of the whole end-to-end solution, I'd like the system to have pointers showing where you are in the organization. There's something lacking in the way they've done the BRD. My team was driving the BRD and the design section including something called 9-box grid, a built-in feature of SuccessFactors. PeopleSoft wasn't able to properly implement that feature which is one of the reasons we moved to SuccessFactors. 

The solution was also lacking in performance management and recruitment. We needed to have all the benchmarking data or commercials sitting on a different platform. I think there were too many sub-modules or independent functions supporting or integrated with PeopleSoft. Although PeopleSoft was the big HCM, there was still a lot to configure and maintain for a lot of things. 

I've been using this solution for 15 years.  

The solution is stable. It's been years since we experienced an outage or non-performance and even then it was nothing major. 

The scalability was good.  

We've moved to SuccessFactors and what we see in both ServiceNow and SuccessFactors, is a far more engaging, advanced, and intuitive solution than PeopleSoft was able to offer.

Simplicity is the key and many colleagues and others found it very difficult to navigate and the system to be too complex. Everything related to employees was handled through PeopleSoft, but I'm not sure we received sufficient benefit. That said, the solutions that would have been able to integrate and offer multiple features were more expensive. PeopleSoft delivered what it was supposed to and probably what most people wanted. 

I rate the solution five out of 10, not because it's a bad solution but because of integration issues and when it's compared to other peer solutions. 

We use the product in our everyday HR functions. I use it to verify salaries or employment dates, examine transactions submitted by my team, check recruitment postings, and ensure the implementation of performance reviews.

I use the reporting feature occasionally to check for potential improvements in timesheets. We have integrated it with Power BI. 

The product is not intuitive, and finding the right candidate can be arduous. 

I have been using the product for four and a half years. 

I rate the tool's stability a nine out of ten. 

I rate PeopleSoft's scalability a seven out of ten. My institution has several thousand users here. I don't have the exact number of those with the same access as me, but in our unit alone, there are probably around 20 people connected to HR with similar access. University-wide, though, we're looking at several thousand users utilizing the software.

We have our technical team to resolve the issues. 

The major difference I've noticed between PeopleSoft and other systems I've used lies in its intuitiveness and user-friendliness. Over my four and a half years of using PeopleSoft, I've become more accustomed to navigating it, but for new users, it can still pose a challenge compared to other systems.

I rate the overall product a seven out of ten.