What needs improvement with PeopleSoft?

The support is medium quality through the Oracle support portal. It's neither exceptionally good nor particularly bad. 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.

PeopleSoft is affordable for existing customers only, not for new customers. The popularity is declining for several reasons. Resources are moving to cloud solutions such as Workday cloud. Even though it is the same Oracle environment, professionals are transitioning due to challenges in availability, scalability, and resource allocation. When there are limited hiring opportunities for a particular technology, professionals must consider switching technologies either internally within their organization or personally. If a project ends and someone is placed on bench without new opportunities, they often need to switch to technologies with more market demand. Currently, resources are frequently moving to other ERP systems such as Workday, SAP, Mulesoft, and Salesforce, as there are numerous ERP systems in the marketplace.

The ease of integration needs improvement. However, the other software should be in the same language or communicate effectively.

Areas for improvement include implementing/upgrading tools and documentation. The Oracle support website can be difficult to navigate.

Regarding technical support, they often discourage using PeopleSoft and push for Oracle. Many support staff are offshore and don't understand the system well.

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

I do like the Work Center concept. It consolidates tasks based on user roles. However, I believe PeopleSoft could enhance the Work Centers concept further still. Additionally, PeopleSoft's user interface could be more intuitive and user-friendly, similar to Workday's graphical user interface.

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.

In my opinion, it needs more performance, maybe something technical related, because it's very slow for us and even small activities take a while.

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.

The Time and Labor module is not that flexible. It's very cumbersome to create the rules.

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.

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.

It would be nice if it became even more declarative in its development so that, basically, you don't have to write any code like with Salesforce. It's pretty much fully featured right now. They're mostly bringing out small improvements to existing features and then expanding the product set.

At present, many clients are moving from PeopleSoft to Oracle ERP. However, to be completely honest, I believe that we should conduct a need-gap analysis in our company to determine if we must move away from PeopleSoft. Regarding additional features of PeopleSoft in the next release, I am uncertain when it transitions to a SaaS product. Currently, PeopleSoft is more of a PaaS product. I expect PeopleSoft to eventually become a complete cloud solution to compete with other ERP products, including Oracle's ERP products. In short, I would like to see PeopleSoft's integration with ERP improve.

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.

PeopleSoft could improve by being more user-friendly. It's somewhat awkward to navigate.

I would like to see it become available again in Mexico.

This solution could be improved by lowering the cost of support.

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.

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.

I would like for the initial rollout process to be completed faster so that it can be implemented in a more efficient manner.

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.

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.

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.

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.

An area for improvement would be PeopleSoft's global payroll capabilities, which could be easier to use. In the next release, I'd like to see multifactor authentication for self-service be added as an inbuilt feature.

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.

PeopleSoft should be more flexible with the configuration. There should be less coding and more configuration.

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.

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.

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.

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.

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.

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.

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.

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.

Reporting is easy to create, even for complex ones. Visualization is almost nonexistent and can be improved. It's good to be able to eport to PDF and excel with fast timing.

I think the inventory part it should be simplified. There is the GR, or Good Receipt note, which is the time that the materials come in, and the workdays, etc. There is a lot of shuffling through pages, which creates a lot of problems for our users. They don't know which page to go to, where to create a GR, or where to create a stock entry. In other words, all the information is very daunting. It's very easy for people to understand and get better clarity over it. I would like to see order management or purchase order screens, with all of the information there on a single line, so you just have to scroll the page to the right side to view all of the information. If you work in inventory, however, you have to keep on changing the screen, one after another. I think that is not perfect, so improvement can be done here. In terms of additional features, I would like to see a list of employees entered into the organization, their attendance, payroll, and other things that are more linked to Oracle. Only the name of the employee which is entered into the Oracle Master is there, but the in and out system of an employee and other things like payroll, salary, etc., are not included in Oracle. For those things, we have to use another software or ERP. For human resources, we have one ERP and for daily transactions, we have another ERP. I think Oracle can take this part of the detailed system and attendance into Oracle so that it is right there in one ERP. Oracle could handle all of the transactions, whether they are in human resources, accounting, supply chain, or any other department.

The reporting needs to be improved. It would be helpful for the end-user if the reports were customized. They would be able to select the fields while generating their reports. In the next release, they can look at reducing the price.

The payroll aspect of the solution needs improvement only because a lot of the enhancements with PeopleSoft are obviously geared towards the North American region. It's not geared well towards us as a small market in Southeast Asia. A local market model that's easily configurable and can be deployed as quickly as possible to different companies here in Southeast Asia would be very helpful. If we could integrate a lot of localizations that would apply it to areas in Southeast Asia that would be much better.

The documentation is very easy but it becomes an issue when users don't know how critical it is for them to follow that documentation. If users don't follow the documentation, it is useless. And as soon as they have an issue, they blame PeopleSoft. As soon as they cannot figure something out, they play the blame game. There is always room for improvement, but I find that people are moving over to working on the cloud more now. So now developers don't have any more to add because cloud is like the place to go. But perceptions differ, and I still feel that it's better if it were on-premises, because there is always the possibility of errors while working on the cloud. Data might get lost, for instance.

For HCM the editing criteria, especially for the time and labor section, the editing tool needs improvement. The 9.2 Time and Labor came with a lot of features. People didn't use them, instead, they used their own. The financial interface should be optimized. It's not the best way to do an interface between HCR and financial. It runs like it was a patch job. In the past, the financial was separate and HCR was separate. When they came out with a new interface, people were too lazy to undo their current work. Commitment accounting also needs improvement. If there is another release, they should look at going to mobile computing to stay competitive.

The solution needs to work on its mobile technology. We're hoping in the next version we're working on implementing, 9.2, will have more of this. There are some compatibility issues that the solution should address in future releases.

The solution could have better processes and automation, or features that allow for a paperless environment.

More/better reporting tools and ease of testing effort.

* I would like to see applications functionality as the base rather than differently priced modules. * The quality of service has gone down after Oracle took over and this can be restored, and scope for online search could be improved. * Tools could be simplified and added for more auto typing and improving the current Java support.

* Homepage and Dashboard for mobile deployment * Related Actions * Hover * Related Content * PeopleSoft Query * Pivot Grids * PeopleSoft Test Framework