What advice do you have for others considering PeopleSoft?

I have just completed three assessments: one on inventory demand planning, another on using artificial intelligence to bring supplier contracts in portable document format directly into PeopleSoft. PeopleSoft works both internally as well as with third-party products that integrate seamlessly with PeopleSoft. PeopleSoft operates both from a need-to-know-only basis as well as being able at the same time to do group purchase and realize large quantity purchase discounts. My clients have used marketplaces, and it is really industry-specific whether they use one or not, or if there is even one available. I would rate this product nine out of ten.

PeopleSoft is a very nice and effective product. Although Oracle is not encouraging it because they are promoting their Oracle SaaS solution. This is understandable as Oracle invested significantly in their SaaS solution and are marketing it intensively. That's the reason PeopleSoft is getting somewhat sidelined. However, PeopleSoft as a product remains excellent, and being an on-premises solution means you have control of everything. I rate PeopleSoft an eight out of ten.

I am using both cloud and on-premises solutions in my personal system. I have purchased the PeopleSoft version and maintain my own server and database for my company initiative. I have connections with Oracle head sales, business strategy, and strategic partner heads. I developed a personal HR system for small-scale organizations. The cost depends on organizational factors such as the number of applications, cloud infrastructure, number of employees, and geographical presence. For international operations with multiple regions, costs are higher compared to local operations. PeopleSoft remains viable in the market for existing customers but will not be available for new customers after 35 years. It is more beneficial for existing customers who understand the system, while new customers face challenges in training and environment setup. Based on these factors, I rate PeopleSoft eight out of ten but would not recommend it to future users.

The overall product rating is eight out of ten. The review will be sent, and I will publish it in written and audio format, making it available to other users. You may edit your review at any time, and it might be available to third parties.

If you're considering implementing PeopleSoft for your organization, here are some key points to keep in mind to ensure a smooth experience and maximize the platform’s potential:

1. Assess Your Organizational Needs and Resources

• 
  PeopleSoft is highly configurable, making it a powerful choice for companies with complex HR, finance, and supply chain requirements. If your organization needs significant customization, PeopleSoft can be a good fit, but this often requires specialized knowledge.


• Make sure your team or consultants have experience with PeopleTools, PeopleCode, and other PeopleSoft frameworks. PeopleSoft offers extensive functionality, but it does come with a learning curve.

2. Plan for Customization and Flexibility

• One of PeopleSoft's strengths is its ability to adapt to unique business processes. However, these customizations can make future upgrades more challenging.


• Minimize customizations where possible, relying on delivered features and configurations to avoid complicating future upgrades. When customizations are necessary, ensure they are well-documented and maintainable.

3. Consider Your Infrastructure Needs

• PeopleSoft can be deployed on-premises or in the cloud, such as on Oracle Cloud Infrastructure (OCI). Decide based on your organization’s current infrastructure, IT staff, and long-term goals.


• If considering cloud deployment, take into account that it will simplify upgrades, provide better scalability, and reduce some infrastructure costs. On-premises installations, while giving you more control, will require more IT resources.

4. Evaluate Your Reporting Requirements

• PeopleSoft provides robust reporting tools, such as nVision, BI Publisher, and Pivot Grids. However, configuring these tools effectively can be complex.


• Work closely with end users to understand their reporting needs and ensure they receive training on how to leverage these tools effectively.

5. Focus on Integration Capabilities

• If you need to connect PeopleSoft with other enterprise applications, such as CRM, ERP, or data analytics platforms, consider the capabilities of PeopleSoft Integration Broker for web services, APIs, and message-based integrations.


• Integration Broker is highly effective but requires setup and expertise. Make sure your team understands how to configure and maintain these integrations, especially for real-time data flow.

6. Prioritize Security and Compliance

• PeopleSoft offers strong security features, including role-based access, data encryption, and auditing capabilities. Take advantage of these to ensure your data is protected.


• For organizations handling sensitive data, PeopleSoft’s security setup allows for detailed control, so engage with your IT security team to establish access controls, compliance protocols, and monitoring practices.

7. Embrace Continuous Learning and Upgrades

• PeopleSoft releases frequent updates and feature improvements, particularly with the PeopleSoft Update Manager (PUM) in cloud environments.


• Staying updated on PeopleSoft’s latest releases can help your organization stay competitive and efficient. Establish a structured plan for regular patching and feature adoption.

8. Plan for a Change Management Strategy

• PeopleSoft can transform processes, which can impact users across the organization. A clear change management strategy—including user training, support resources, and clear communication—can help reduce resistance.


• Engage stakeholders early and provide hands-on training tailored to your end users, whether they’re HR professionals, finance staff, or technical users.

9. Choose the Right PeopleSoft Partner

• If you lack an experienced internal PeopleSoft team, consider working with a partner or consulting firm with a strong PeopleSoft background. The right partner can streamline implementation, ensure best practices, and provide insights that improve efficiency.


• Look for partners with expertise in your specific modules (e.g., HCM, FSCM, Campus Solutions), and check references or case studies of their work.

10. Take Advantage of Oracle’s PeopleSoft Community

• Oracle provides a wealth of resources, including PeopleSoft Communities, user groups, and online documentation. Joining a PeopleSoft community can provide valuable insights, troubleshooting tips, and networking opportunities.


• Engaging with other PeopleSoft users and staying active in forums or user groups can help your team learn best practices and solutions from similar organizations.

Conclusion

PeopleSoft is a highly capable platform that can scale with your organization’s growth and complexity. By focusing on careful planning, strong technical support, and continuous learning, you can leverage its full potential for robust and flexible enterprise management.

My advice for any ERP implementation, including PeopleSoft, is to allow adequate time for documentation, as this is often a weakness in ERP projects. I would recommend PeopleSoft to others. Overall, I rate it a nine out of ten.

I think PeopleSoft HR is pretty good and very mature. The people who built PeopleSoft now work on Workday. Workday has asked me to join them as an employee a few times, but I don't take anyone's employment because Workday isn't very user-friendly. With PeopleSoft, you can do a lot. Oracle now bundles PeopleSoft and calls it Oracle Cloud, but the programs are the same. Recruiters often don't know this and say you're not qualified if you don't have Oracle Cloud experience. However, Oracle has just put PeopleSoft in the cloud and packaged it as Oracle Cloud. Overall, if the solution is implemented correctly, it runs very smoothly. I think people shouldn't customize it. They should use it as is and try to adapt to it. Many people didn't understand PeopleSoft at first. For example, during COVID, some companies hired offshore people who didn't know what they were doing and messed everything up. You need to know the rules and regulations of the country where you're implementing the tool because every country has different rules for HR, benefits, and payroll. Canadian payroll differs from US payroll, but they're on the same platform in the solution. It's a very mature system, but people prefer newer options like Oracle Cloud. I was also involved with SAP S/4HANA. I don't think it's good for the government sector because government workers are a bit lazy about technical things. I understand S/4HANA because I have a technical background. It has a different structure, while PeopleSoft has more of a file and table structure, which is easier. If the tables are set up wrong, things go wrong. But if you know how to set it up correctly, it runs smoothly, and you can adjust it if needed. The problem is that companies are hiring big consulting firms that want money. They hire offshore people who don't know the country's rules and do programming. If you buy a package and still have to do custom programming, why buy the package at all? These days, I'm doing a lot of business process reengineering for people because they don't know how to implement it correctly. If you implement it right, you can reduce manual work. However, it depends on change management and how senior management handles it. It works fine if you implement the tool on-site or hybrid, not cloud and do it correctly. But in a cloud situation, there are problems. Many countries change their payroll and benefits rules often. With the cloud, you can't easily change things. You have to ask the company to make changes, which costs much money. People who don't want an IT department go for the cloud. But I've seen many companies fail with the cloud. The cloud is just everything packaged together. Your data sits in someone else's cloud, and you must accept whatever they do. Payroll is very sensitive. If payroll is wrong, the whole company suffers. I've worked on the financial and school sides, too. I'm comfortable with the tool if it's implemented correctly. But many companies don't implement it right, which is why they might say it is too much. I did a big project for an oil and gas company. I was a program control manager with 51 people under me. We used Oracle, but Oracle isn't as good as PeopleSoft for payroll. If the solution is implemented correctly, it's fine. But you need the right implementer. Big consulting firms often give wrong information and use inexperienced people. For maintenance, PeopleSoft sends updated rules to new tables at year-end. You compile the new tables and start the new year. But you need to know which changes apply to your country. I talk to many senior PeopleSoft people and always get LinkedIn messages about business opportunities. I now help about 50 clients when they have problems, but I'm not traveling. If you know the HR and payroll business well, you can implement anything - PeopleSoft, Oracle, or S/4HANA. I've done all of these. S/4HANA is more complicated and technical. It's similar to an old software called IDMS. You have to be very technical, and if you don't do it right, it won't work. I rate the overall solution a seven out of ten.

I rate the overall product a seven out of ten.

It boils down to two things: before you buy and after you buy. Before you buy:  Do your due diligence: Understand your organization's needs and capabilities.  Evaluate your existing infrastructure: Assess your company's "capacity" to ensure compatibility. After you buy (post-selection):  Choose your SI (Systems Integrator) carefully.  Implement change management from the outset.  Involve your training staff throughout the process. The more you keep people informed, the fewer issues you're going have. Finally, assuming the System Integrator is top-notch and does a great job, make sure you have a training staff that is compatible with not only the developers, but also the Change Management folks. It's really a three-legged stool of Project, Change, and Training Management. Or to use a different analogy, there are three different swimming lanes, and they all need to work in concert, communicate and work together. Overall, I would rate the solution a nine out of ten. When Oracle bought them, those who implemented PeopleSoft were worried. People said, "PeopleSoft's dead. Oracle's going to kill them. Going to suffocate them." But thankfully, the user base was so loyal. That's what kept them alive. That's why we're still talking about PeopleSoft.

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.

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

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.

If someone has a license to the tool, I recommend utilizing it completely and reap its benefits. There are so many solutions available in the market on the cloud. Overall, I rate the solution a six out of ten.

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.

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.

If you are running an financial institution or project-driven organization, there is no better solution than PeopleSoft. Overall, I would rate the solution nine out of ten.

PeopleSoft is an amazing solution. Its users can have total control of the system, including PeopleCode, Application Engine and Component Interface, along with many other tools delivered by PeopleSoft. Overall, I rate this solution a nine out of ten.

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.

My advice to others is for them to do their research before they choose a solution. I rate PeopleSoft a six out of ten.

PeopleSoft is a really good product and I would rate it a nine out of ten.

I would recommend this solution to other users. That being said, I would rate Microsoft Dynamics ERP higher than this solution. Microsoft products are better suited for small-scale businesses. I would rate this solution a seven out of ten.

I rate PeopleSoft a seven out of ten.

I would not recommend PeopleSoft over other solutions in the market that are easier to implement. I would rate this solution a seven out of ten.

I would recommend this product to many potential customers; however, I do not believe that the price is justifiable for smaller companies. I would rate this an eight out of ten.

I'd rate this solution as eight out of ten.

I rate PeopleSoft 10 out of 10. I think PeopleSoft is a good tool for HR administrators. It's easy to navigate compared to the other ERPs. The management of the tool is straightforward from the employee's perspective, so the employee experience is good. PeopleSoft is intuitive, so no one needs to be taught how to use the system. It's self-evident, like Facebook or Twitter. SAP is a little more technical, and you need to understand coding.

My advice to those thinking about implementing this solution is it is a dying technology. If anybody wants to implement something similar they should be looking for new systems. Oracle is not investing much into PeopleSoft. They are not enhancing it. However, they are doing some kind of change but it's not significantly enough, which could significantly help their business users. I rate PeopleSoft a seven out of ten.

I rate Oracle PeopleSoft five out of 10. Considering what we know and where the contemporary products are today, I wouldn't recommend PeopleSoft.

PeopleSoft is easy to develop and maintain. I would rate this solution as nine out of ten.

I would recommend the solution to others. I rate PeopleSoft as an eight out of ten.

PeopleSoft is a stable solution and it has a lot of functionality. Additionally, it has good product strategist and user input support. I rate PeopleSoft a nine out of ten.

We're a PeopleSoft partner. We're primarily an Oracle and are a PeopleSoft consultancy where we implement and help people use the PeopleSoft systems. Now we're combining that with UiPath, and so most of the things we do are going to be PeopleSoft system related. Having been in this business for 25 years or so, my biggest advice for PeopleSoft clients would be the same for any software client - that whenever they implement it, that they do it right and not try to do it cheaply. Once they do it right, they will realize the benefit from doing it right forever, from then on. If they do it on the cheap to take shortcuts, they will pay the price for taking those shortcuts until they get around to making the investment to fix it. Customers are often a victim of themselves by trying to do it too cheap. For example, I had one large enterprise client that asked their consulting firm how long it was going to take to put in PeopleSoft. They were putting in about everything PeopleSoft offers. It was a major implementation for the financial supply chain, human resources, payroll benefits, all that stuff. They had something like 130,000 people. It was a big, big corporation. The consultant company came back and said, "Probably two years, maybe as soon as 18 months, but probably two years to get it implemented and into production from the time we actually start." The company came back and gave them six months, and the implementation was a disaster. The company tried to blame it on the consulting firm. However, they said, "Hey, man, you gave us six months and we should have taken two years for an organization of your size and complexity." That's a little more than typical. Lots of times people will, instead of 18 months, take 12 months or 15 months. The more they try to shortcut the implementation, the more problems they create for themselves. The biggest advantage - whether they're doing PeopleSoft, SAP - et cetera - for software companies and the clients, if they're going to put in a major software system, don't try to do it the cheapest you can. Do it the best you can. If you do that, it will pay off in spades. If you don't, it will screw you. That's the biggest advice I would have. I'd rate the solution at a ten out of ten.

On a scale of one to ten, I would give PeopleSoft an eight. To raise that score they would have to improve the upgrade path to the cloud. The advice I would give to others who are looking into implementing PeopleSoft is to go directly for the cloud product. Don't do it on-prem. Go directly for the cloud product.

Given that it's a legacy product, there's not a lot of people who are looking to deploy PeopleSoft. We will be moving to a modern solution. There are no additional features that I would recommend and that it is a legacy product. Because it is not a modern tool, I would rate PeopleSoft a six out of ten. It was built on 1990s technology.

We are an implementor and a partner of Oracle. In our client's environment, we are using the latest version of the solution. I can't speak to the exact version number. I'd recommend the solution to other companies, however, it all depends upon the maturity of the customer, and its ability to adapt to this Tier 1 ERP's expertise. I'd rate the solution at an eight out of ten.

I am not satisfied with this solution because its performance is not good. Everything Oracle promises is under-delivered. For example, version 12c of Oracle Database promises an in-memory capability feature, and they say that in-memory makes your workload super fast, but we haven't seen that improvement. It is a case of overpromising and under-delivering. It is also very difficult to adopt the features that Oracle keeps releasing. PeopleSoft is certainly very flexible, but we cannot use the new features. I wouldn't recommend this solution because PeopleSoft is now the end of life. There are no new customers for PeopleSoft. I wouldn't suggest anyone to go for it. It is a dying product. Even though Oracle says that it will be supporting PeopleSoft until 2030, you shouldn't go for PeopleSoft. I would rate PeopleSoft a six out of ten.

I would rate this solution a 10 out of 10.

I can recommend PeopleSoft to all institutions and companies. I would rate this solution an eight out of ten.

This is a good product and I recommend it, although it depends on the use case for the business. There are advantages and disadvantages and you need to consider the objective. On this basis, every organization measures differently, but I definitely recommend it. That said, there is no perfect product. I would rate this solution a seven out of ten.

Based on my experience, if your company is expanding on a very high level and already has good growth in it, you could do very well with Oracle. If you want to develop your own project as well, which involves standardized as well as customized forms, that would be another reason to go with Oracle. SAP has their own advantages as well, so I would not say that Oracle is the best platform. You could go with SAP also. It depends which company asks for which ERP software. I would rate this solution as seven out of ten.

There have been a lot of upgrades in the 9.2 version with the UI and implementation of data analytics, HR analytics, the analytics dashboards have been introduced, the mobility, and the ability to use PeopleSoft applications on a mobile device. The features are good but you will have to do cost-data analysis with other modules and if it fits you can go for it. It is a good product to go with. You get all of the features, and anything that you don't get, you can customize. I would rate this solution an eight out of ten.

I'm a consultant; I've used the solution for five years and have marketed the solution for two years. We handle the private cloud deployment model with Amazon as the cloud provider. I'd rate the solution eight out of ten. If they offered easier integration, and maybe a broader library of APIs that can be utilized by third-party integrations, I'd rate the solution higher.

I would rate this solution an eight out of ten. There could be more adaptability of the system because obviously it's much better now with being able to do your own reports and navigate around, which was not the case in the past. Perhaps the developers can also work on better reporting because I think there is still room for improvement in that area. My advice to others would be to believe in the system. This solution has the potential of making life easier, so it is just a question of adaptation to it. If users are willing to give the system a chance, it should work for them.

It's important to know the product, but know the business, it's just as important. Most are going with cloud solutions because they don't want the IT departments. When you go with the cloud, you have to accept it, you can't change it. Anytime there is a change you have to pay for customization and that is very expensive. People should understand the features and the payroll policies to have it work correctly. PeopleSoft had Canadian and US payroll tables in the same table and you have to know or remember to put the correct payroll code. I don't believe in obtaining a license, it's about the working experience. People are now interested in WorkDay, for mobile computing. WorkDay was initially put in place to replace PeopleSoft from the people who designed PeopleSoft. They aimed to replace PeopleSoft with WorkDay because they were upset that PeopleSoft sold. It was a hostile bid and they didn't want to sell but it got sold. Peoplesoft has been in business since 1988, they are very mature. Review the implementation of your existing software. If you are looking for payroll software, PeopleSoft is a solid system. I would rate this solution an eight out of ten.

We are using the on-premises deployment model. I would rate the solution eight out of ten.

We use the on-premises deployment model. I would recommend the solution. It's very stable and scalable, which makes it a reliable solution. I would rate the solution seven out of ten.

Spend more time in deciding the architecture and hosting environment based on the experience (virtualization, database, clustering, load balancing, server platform) on the technology side. To provide quicker benefits to the whole population, build a 2FA solution from the beginning and provide all self-service functionality right from the beginning (that can include all benefits and related documentation online) — that way management would see clear benefits.