PeopleSoft Room for Improvement
Regional Director at a tech services company with 51-200 employees
It's a real contrast between things like Workday and Oracle cloud. The biggest challenge we see as consultants from an Oracle cloud and Workday point of view is that you cannot customize those systems to better fit your business processes. Companies that are smaller and that are less complex tend to go with Oracle and Workday. The big advantage there is they don't have to do any upgrades. However, they're almost forced into the changes if there are new versions for these cloud systems. The good news is you don't have to upgrade them. The bad news is it may not support all your business processes as you want. Therefore, you have to change your business processes to fit the software.
The biggest disadvantage with things like PeopleSoft is that they do continuous support and fixes and upgrades. You get to choose when you want to implement that upgrade. However, in order to keep up, you have to upgrade. The biggest challenge with PeopleSoft is it's a trade-off between feature functionality and the pain of going through those upgrades. And when you upgrade, you've got to do some work. You have to look at what's available in the new version, figure out whether we're going to use that or not, and turn it on or not. On top of that, it's got to go through an implementation process.
Most people do about one upgrade per year. Some people do two, and some people get way behind. However, in order to take advantage of what they buy and pay for, they need to really do probably at least one upgrade a year. And it's a minor upgrade. It's not the kind of upgrade we used to think of that people did once every five years that was almost a reimplementation. In upgrade terms, it's a minor upgrade, however, it is an upgrade.
The difference in PeopleSoft and cloud version is the trade-off between not being able to do any customization and being forced into upgrades almost monthly. You don't have a chance to take your time. You don't have a choice when you do it. It just happens.View full review »
Global Manager Information Security at a manufacturing company with 201-500 employees
The area that could be improved is the upgrade process, it's not the easiest. Oracle stopped supporting our version. So we have to move either to the cloud or work in a non-supported situation. That was certainly a disadvantage. That's also the reason why we decided not to stay with Oracle. Now we are moving to SAP.View full review »
HR/Pay Systems Administrator/Director at a university with 10,001+ employees
PeopleSoft should be more flexible with the configuration. There should be less coding and more configuration.
Senior Manager, Devops, Infrastructure, Reliability Engineering at a financial services firm with 10,001+ employees
Scalability is not there in PeopleSoft. Its performance and resilience are also very bad. When you're trying to stretch it, it breaks. It is not resilient.
It is also not stable. It is stable as far as data is concerned, but the infrastructure is not stable.View full review »
DGM HR at a comms service provider with 10,001+ employees
I'd like PeopleSoft to be like on the cloud and more mobile-friendly. If I try to access it from a cell phone, it's a bit difficult, so it would be great if PeopleSoft could improve these features.View full review »
IT Strategy and Innovation Director at a insurance company with 10,001+ employees
We are in the process of migrating from PeopleSoft, Oracle HCM Cloud, and Taleo.
Their greatest challenge is how customizable it is because the more you customize, the more the total cost of ownership increases.
We have already deployed it and we have had it for several years but we are switching to a modern HCM SaaS cloud product. We chose Workday, and we are in the process of implementation.View full review »
Vice President - Enterprise Applications at a computer software company with 1,001-5,000 employees
I'm not a direct user. I'm more of an implementor. Therefore, I can't speak to what may be missing. If we do need to add something, we can do so for the client via extensions. I'm not sure what a client would like in future releases.
There can occasionally be complexity in the initial setup.
The pricing could be lower.View full review »
The whole systematic flow of any query raised to HR should be improved. For example, if I raise a query, I cannot see the status. I don't know if it's under review, or if someone is reviewing it or not. If it is taking quite a long time and you're worried about it, then you can't see if somebody has had the chance to review it or not.
In the future, I'm expecting to see a complete user flow. It should be a complete flow of the process for the end-user and it should connect with the line managers, as well as others in the same area.View full review »
Manager - Enterprise Business Systems at a healthcare company with 1,001-5,000 employees
One of the areas that could improve is the capability of utilizing mobile for some of the self-service activities that are missing. They are running on the older platform. What is happening is people are focusing on the cloud. PeopleSoft is a good provider and should into the cloud. That could be an advantage for them. Customers would not have to go find another solution that is a completely different platform that has different functionality altogether.
The solution is not that effective for mobile devices.View full review »
The main issue we have with the solution is that it is very expensive. This presents an issue when it comes to tabulating the many tariffs which exist in Mexico.
We find the technical support to be very difficult, as it is not local, and we tend to receive a response only the following morning. Response time takes very long and requires a person to be awake night and day to benefit from it.
Chief People Officer at a computer software company with 1,001-5,000 employees
It's an old system, so we want to upgrade or move into Oracle Fusion or SAP. It's a little outdated. The UI and user experience are not great, and it's not as feature-rich as today's systems. Furthermore, our implementation does not include all the components we need, like payroll or some other functions. We also have a hard time integrating multiple third-party systems. We are now looking for a platform that covers most of our requirements in a single integrated suite of products to facilitate implementation and use.
Jr. Manager-IT Infrastructure Management & IT Procurement at a wholesaler/distributor with 10,001+ employees
We needed to do a lot of integration with third-party applications in order to get the functionality that we needed.
The API integration could be better.View full review »
Technical Architect at Alten
PeopleSoft can improve by having proper connectors. It's very difficult to change some interfaces with the other systems.
In the next release of PeopleSoft, they should provide multiple connectors to support the latest systems, such as connecting with the Mule and Kafka. Additionally, they should be more reliable.View full review »
Associate Vice President at a tech services company with 501-1,000 employees
I think PeopleSoft should focus on enhancing the tools and the UI, and making it a more updated app as opposed to the old, tiny, older look and feel. That's where they should put their efforts.
I would like for the initial rollout process to be completed faster so that it can be implemented in a more efficient manner.View full review »
As a future improvement, this solution could be configuration-based for an easier setup. To fully customize this solution to implement core HR functionality would take eight to nine months.
Senior Developer at a computer software company with 10,001+ employees
An area for improvement would be that it's quite difficult to learn how to use this product, and the documentation provided isn't helpful in giving you practical advice.View full review »