- Hector M.R&D/Product Development
I'm mainly the customer for this item in my organization, but I've actually been using it for a few years now. I used to use it in the two companies I actually went to. I used to use it to organize the personnel timesheet essentially, but actually almost everything related to personnel control. It is not compatible with all mobile devices or is a compatible app for some software, and browser only, which does not work effectively. Slightly unfavorable ROI as it is very commonly used, so it is very easy to locate aid, hence less time spent handling and guarding, but requires handling skill. The entire organization uses it for central HCM and basic advantage management. We track employee information and also incorporate it into the payroll. I can't believe in any kind of case where PeopleSoft isn't the right thing, as PeopleSoft is really scalable and flexible to one's needs and can be controlled in various ways. Still, PeopleSoft is quite possibly suitable for any type of business or organization that does several fundamental things.
- Verified User in Hospital & Health CareEnterprise(> 1000 emp.)
Oracle PeopleSoft is a long-standing product that covers the basics. It stores a multitude of data fields relevant to HR records management and you can report on any of the data (anything that goes in, can come out via reporting). It may be more appealing to small/mid-size companies due to price, yet it's important to note that it requires quite a bit of internal HRIS and IT support to maintain and customize after implementation. Oracle PeopleSoft reporting is not always intuitive. Our HR team members often had to rely on HRIS team members to assist, which is not efficient. It is also lacking GUI, which I think would make the application more user friendly and appealing to non-HR business managers asked to use the application for self-service. I used Oracle PeopleSoft to store employee records and begin transitioning business leaders to a self-service model. This saved physical space where paper records would otherwise be stored and self-service created efficiencies related to employee record changes.
- Jacob D.Business Analyst
Oracle PeopleSoft was a helpful application because it enable our office at The Ohio State University to adequately archive receipts, invoices, and documents for payment as well as entering journals to easily process cost transfers to difference cost centers in the university. Oracle PeopleSoft did not make it easy to locate invoices and supplemental documents to verify if payments had been completed without a specific identifier like a vendor ID or invoice number. Additionally, the journal transfer had to be entered line by line, and no drop-down selections were available to speed up the processing of common journals. Oracle PeopleSoft allowed our office to have all accounts payable-related documents and archival options in One Place. For example, using the PR number, we could quickly locate records for different requests in PeopleSoft. We could also enter vendor IDs in PeopleSoft and find the full scale of budget line items for faculty budget reports.
- Jo N.Senior Consultant, Workday Payroll
First - the only reason I would not likely recommend PS payroll is because PS - and any client-server solution is on the way out as cloud solutions infiltrate the market - and are being successful. But over 20 years of implementing PeopleSoft payroll from a functional and technical role, I've seen PS payroll grow much more mature. Developers have capitalized on the COBOL monster that is known as pay calc. (pay confirm is also a COBOL monster). While it takes developers to sift through errors and to know COBOL and how to trace, it is not all that difficult to get to the point of origin of an error. Perhaps that has come solely on years of experience. The product from a functional standpoint now seems to make sense. It took a while, but PS did listen when things were not working correctly. While PS allows customizations, when it comes to payroll, so long as you can get your data to the staging area or directly to paysheet tables, the payroll process (COBOL) takes care of the rest. Setup tables also make sense. Being in a relational database makes sense. Being effective dated in setup tables, job data, and benefit/deduction data makes this application quite powerful while retaining a historical roadmap of what has taken place. The ability to really have true multiple, concurrent jobs works well in PS. It is definitely complicated and complex, but it works. Most of the time. Some of the things I like as a techy (a PS techy) also come as a dislike....but not too much. Effective dating can be very confusing and complex when it comes to problem solving, however, as long as it is on your list of troubleshooting checkpoints, it's a no-brainer. Being able to add "bolt-on" applications is nice, but now as a Workday consultant, it is extremely difficult to find ways to replace those bolt-ons. So while this flexibility is nice during the PS tenure, it creates havoc later. Also being able to update fields and insert/delete rows of data behind the scenes also makes for quick fixes but later is horrific to follow, explain, and make things balance - especially when moving to a new app and platform. There are several holes in PS. Some are known. Some are unexplainable. Sometimes data just goes missing....or it never is populated in the first place. And if we can't recreate it in a demo environment, forget getting help from support. Support is terrible most of the time. It takes an eternity to try and recreate something in a demo environment, especially when the core setup of demo is nowhere near your live environment. UPGRADES. Upgrades are terrible. It's a full-blown project. It's expensive. It is labor intensive. It is time consuming and usually requires outside resources due to the time commitment. Applying fixes and updates. Tools updates. App updates. Keeping environments in sync. DBMS sync. Password syncs. Version control is tough. There really is no version control when it comes to Peopletools. You have what you have in that moment. There is no way to roll back unless projects are always exported - but once an object has been touched several times, keeping track of snapshots is hellacious. Not likely that PS will continue to develop solutions. general payroll. Paying employees who work several jobs at the same time. Sometimes employees who work across companies.
- Verified User in Higher EducationEnterprise(> 1000 emp.)
Nothing. I can't stand the navigation, I can't stand the way it functions. It is non-intuitive, even in the most developed modules. It's the hardest thing I have ever had to teach anyone, and I am an expert in PeopleSoft. I have brought up these concerns forever, but Oracle is interested in one thing and one thing only: How many millions can I make on this? It is a shame, really, because they have still been able to grow so huge. If they put any effort on developing the system, and making it easier to understand, so many more enterprises would install it. But, those enterprises aren't worth billions, so it won't be a priority. I can't think of anything I do not dislike. Even after tons of updates, it still looks like an archaic junk program compared to other cloud based solutions. It appears clunky and old, and navigation is nearly impossible. There is so much 'stuff' in there, it's impossible to find it all, and most of it isn't in a logical place. They really do need to take a long, hard look at this product and fix it. Know your implementation team. DO NOT make the mistake of choosing a partner that tells you it will only take a year or two. It ALWAYS takes longer to successfully implement PeopleSoft! Of course the system solves hundreds of business problems, which is why it is purchased so much. However, since implementation and troubleshooting takes so much money and effort, only the most huge entities will ever have a working peoplesoft implementation. I hope to see changes in Oracle once Larry Ellison no longer holds the reigns.
- Verified User in AccountingEnterprise(> 1000 emp.)
The auto population of expenses charged to the corporate credit card makes the reporting process a little less of a time burden, but is a pretty standard feature on expense reporting software. The system is very clunky. There is constant red tape when trying to submit an expense report. If there is any lag time in submitting expenses and an expense is submitted before populating in the "wallet" it is burdensome to get the expense removed. Additionally, time reporting can take a significant amount of time on its own, as the forms load slowly and there is no way to enter multiple days of time at once. Furthermore, the editing of time after submission is nearly impossible and the process is not intuitive. Tailor the program more to your entity and the results can be better. The platform has a high level of capabilities, but it can be difficult and time consuming to build an understanding of this as the software is not particularly easy to use. Timely reporting of expenses and project related time. It is effective if the time is submitted in a timely manner, but the burden of entering information in PeopleSoft often prevents people from doing so.
- Charlotte B.Higher Education
- Dawnne L.Health, Wellness and Fitness
- Joseph G.Accounting
- Melissa H.Law Practice
- Anonymous ReviewerLaw Practice
- Anonymous ReviewerReal Estate
It's too hard to use and too much information for required input.
- Patricia SmithSr. Business Process Consultant
PeopleSoft HCM had more integration with a wider variety of functionality that we wanted to use to support our business processes. The ability to add 'custom' processes or 'bolt-on' applications was a big plus for PeopleSoft HCM. Other products had the UI appeal during an initial evaluation but since the introduction of fluid pages in PeopleSoft HCM the UI aspect is no longer a disadvantage.
PeopleSoft HCM is well suited for companies that have a variety of employees and business rules that determine their business processes. Having the ability to add customizations when it's absolutely necessary is a big plus and we've used that from time to time since we are a non-profit organization and have some non-traditional types of employees. PeopleSoft HCM takes a big burden off of our operational staff since it provides most of the regulatory reporting that we have to do. Knowing that Oracle will update the code with all of the Tax changes on a regular basis is such a huge relief for our Tax department and our programming team. This also applies to companies who are working in a global environment. While not every country is supported, many of them are so that gives a lot of lift to operational staff in those countries.
The effective dating feature of PeopleSoft is especially useful in tracking the life cycle of an employee's relationship with the organization, from the time they apply for an opening until the time they decide to retire from the company. Every transaction can be tracked within the system so you have the historical data needed to support any type of reporting that may be required. Security is another thing that PeopleSoft does well. The ability to have row level security in addition to page security is very useful when you need to provide access to the data for various categories of employees. For example, we can set security permissions so that it allows a payroll clerk to see only hourly employees since that is the pay group for whom they're responsible for processing. The Employee Snapshot in Manager Self-Service is an awesome new feature! It allows managers at any level to see specific data not only about their direct reports, but also 2nd and 3rd+ level direct reports as well. using a graphical drill down capability to get the details. I also like that you can use many types of devices to work with PeopleSoft HCM. I can see the same information from my laptop, tablet or phone as needed. The Dotted Line Reports feature of Company Directory will be an added bonus for our organization since many of our teams function as networked teams rather than hierarchical ones.
We really need to have more flexibility with the number of leaders for teams. We have many cross-functional teams that have more than one team leader. The ability to identify multiple leaders who can access their team members' data would be extremely helpful with how our staff work in a team environment. Better documentation on the set up steps is needed. The wizards have helped a lot but they are still sometimes hard to use. Vidoes are helpful too, but often don't go to the level of detail necessary to completely set up a new feature or function. Security is often confusing. Whenever new functionality is made available or a PUM update is done, the roles/permission lists to use it is sometimes difficult to find. Having a better way to search for that would be helpful. The UX for Security needs needs to be redesigned. It is difficult to figure out all of the necessary steps to implement a change to a user's role or a permission is made. You often have to go to another place in the system to finalize the change such as running the SJT class update, which leads to that step being missed until you don't see your change in the system hours later!
- Debra BongardSr. Programmer/Analyst
I have only encountered the old Oracle HCM and a Financials systems that added on HCM functionality as an after-thought. PeopleSoft HCM is NOT an after-thought. It is designed well and has very deep and powerful functionality across the HR modules.
It is not appropriate for small companies on a limited budget (unless perhaps you can get it as a "hosted" package - vanilla and you use it "as is" and is maintained by others). Otherwise, it is a powerful, integrated solution for HR, Payroll and Benefits. There is a need for experienced users and technical support, but if you have that, you can really leverage the software to perform functions across the organization - self service functions, complex payroll, automated benefits, etc.
We recently upgraded to Fluid - this makes the experience for casual users SO much better! Navigation is easy and intuitive and things are easy to find. Our employees are now much more likely to use self-service than when they had to hunt for the functionality. Fluid also introduced some really great features for our middle-level users as well - having a homepage tailored to them and nav collections that group their common pages together in one easy place makes their work faster and easier. No more navigation, just scroll down and click on the page you want and then click on the next page that you want, etc. Very, very quick and easy and so much faster to learn - you don't have to remember WHERE that process/page is located, it is again, right there in front of you. I also highly recommend workcenters for functions like running the periodic on-cycle payroll. Our payroll group was jumping all over the place to run the "next" process. This tool is similar to nav collections, but allows for queries, also navigates a bit differently and can have the concept of what to run "next". But the same result - much less training and much faster to run the "next" process that is needed.
I am a techie - so my quibble with PeopleSoft is technical. They don't make it easy to identify objects related to workcenters, navigation collections, etc. Therefore, it is difficult to migrate changes from one environment to another if you stray from their core objects like pages, components, etc. Another place that leaves room for improvement is the talent acquisition module (TAM). It tries to be so fancy and flexible that it makes it difficult to setup and use. The pages are much more difficult to debug and trace also as they layer and are so dynamic that the "usability" is lost somewhere along the way. My next "room for improvement" is also from a very technical perspective - we have run into PeopleCode bugs for the first time in years. There are multiple bugs in the new functionality, i.e. the "carry ID" doesn't work in a navigation collection and a couple other bugs we coded around in the guided workflow process. They are addressing the issues quickly, but I was surprised there were still bugs out there that seemed so obvious - and that means you need to keep taking tools patches. Finally - the PUM approach vs. doing upgrades to a new version does make it MUCH easier to find and apply patches and enhancements. BUT don't listen to all the sales people that say you never need to do another upgrade. Each "update image" is really like a mini-upgrade and if you want to get new functionality, you will need to plan to "get current" with the update images periodically - which is an upgrade.
- Doug WhismanDatabase Administrator / PeopleSoft Administrator
SAP, ADP, Dynamics GP. The only software or service that is comparable is SAP, but Oracle PeopleSoft HCM is far easier to implement in my opinion. Dynamics GP is less expensive, but a lot more limited in its ability. To get the same features in Dynamics GP you will need many third party add-ons, which means a more complex and less stable system.
I think Oracle PeopleSoft HCM is best suited to a mid-size to large business with a traditional office staff who work from the same location. Smaller businesses will likely find the cost structure and less than stellar mobility support less attractive.
Payroll: The tax compliance is as good as anything in the industry. They are frequent and current and relatively simple to implement keeping our payroll and tax departments in compliance with changes in the law. Benefits: HCM benefits, both in completeness and simplicity of administration, are as good as anything I've seen from competitors, but it's the flexibility and ability to customize the vanilla offerings to match the needs of the organization that make it really shine. Flexibility and compatibility with other PeopleSoft products (such as manufacturing and financials). We are a diverse company with many businesses that operate autonomously from corporate control. There is a highly complex level of employment rules, including many union rules, that impact our payroll and benefits. It takes a product like Oracle PeopleSoft HCM to offer the flexibility and simplicity in the configuration to make it all work. Of course, paying employees is only part of the puzzle...the financials group need to budget for future expenses and the accounting group must track the payroll and benefits. The compatibility of HCM with financials, for example, greatly simplifies the ability to move the accounting records from HR to Financials with standard, "canned" batch processes or even real-time with the publish/subscribe infrastructure.
My primary response to this is more of a technical nature than a functional -- mobility. Historically PeopleSoft was way ahead of the curve in adapting to the internet and web-based systems. In the 1990s the product shined on the desktop, but by the late '90s PeopleSoft was already providing web-based applications long before it's competitors. Fast forward 15 years where we have widespread use of mobile platforms (tablets and phones) and I'm not sure PeopleSoft has kept pace with some competitors. It does have mobile options, but they strike me more as a retrofit than a native mobile app. Is that a serious issue? Perhaps that depends on the nature of the business. Large companies like my employer have office staff that sit in front of desktops and laptops so not much of an issue, but there are businesses that might not have that stationary staff or have a younger employee population who are more adept at using mobile devices so this would be a welcomed improvement.
- John PavariniTalent Acquisition Specialist
Ive used similar products such as Lawson HCM, Dayforce HCM, and Kronos Workforce Management. All products function similarly, but I have not utilized nearly as many out of the box services they offer as I have with PeopleSoft. Lawson and Dayforce have proven to be much more mobile compatible and have a newer user interface that feels like youre in the 21st century as opposed to PeopleSoft. I would argue that both Dayforce and Kronos are better off as ready to use, out of the box, systems. However, this will prevent the means to customize and upgrade to fit business needs as PeopleSoft does living under Oracle.
Oracle PeopleSoft is probably best suited for employee self-service functions such as benefits enrollment, payroll tax preferences, and other similar HR related features. The financial features and the applicant tracking system are behind other competing business systems. The UI of the system as a whole is not very modern, and not being mobile friendly is a factor here. At the same time, this system is still very comprehensive and best suited for a 1000+ employee organization both due to cost and services. While there have been hiccups over the years of utilizing PeopleSoft our developers and Oracle support have always been available to assist.
The system allows for a lot of customization. Our talent acquisition platform is almost completely customized to communicate with our financial and compensation teams who aide in the position request and approval process. While the updates certainly take time, we utilize Oracle support to make our systems our own in order to meet business needs. The dashboards are user-friendly both for employees and managers. The self-service features are great tools for allowing employees to set up their payroll and tax preferences, distribute pay stubs, and monitor PTO. For orders or invoice pay requests this is all built in to communicate with our procurement and accounts payable teams. This is a great tool to help effectively get requests through and approved in a hierarchy format. As a large organization, there is a plethora of information stored and made available to the organization. Having the ability to house so much data and have the system run as quickly as it does is certainly impressive. With such emphasis on less paper trail, this has certainly been a cost-effective means to make information available electronically.
Although the customization is a strength, this is largely due to some business systems of PeopleSoft being out of date. The HR system for talent management is pretty poorly designed out of the box. There are updates from Oracle that may have the system more comparable to other popular applicant tracking systems, but ours is fairly bare bones. As a result weve customized this entirely, and unfortunately deal with a fair amount of internal errors. Luckily from the outside our applicants and candidates do not face issues. Our current PeopleSoft version is not mobile compatible and overall they were behind the ball in implementing mobile friendly systems. As a business and society of always on the go, the inability to effectively utilize all services from a tablet or phone is disappointing. Again, there are rumors of mobile compatibility upgrades, but the upgrade is too pricey for us to take on at this time. The performance management function was very old fashioned. It was difficult to manage and utilize by both team leaders and employees. Our organization recently removed the performance management function and went with an entirely different system. As a rapidly changing and evolving business strategy the check a box and numerical rating on individual performance was not adaptable to a more personalized goal setting performance review process.
- Verified User
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.
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 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.
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.
- Verified User
[It's] Used companywide for people management, onboarding new employees, pay, and performance management. Also used for contractor management. Our HCM instance runs separately and connects to PeopleSoft Financial Services used by the finance department. Using version 9.1, which reached end of life and [we're] in process of deciding to upgrade or look for a new solution.
Well suited for companies where HR environment is stable, no competition for talent and with capital budget constraints. Also for companies that customized the environment so much, that moving to a new platform requires significant investments. Not perfect for companies in fast-moving industries fighting for talent and companies that need very good analytics regarding the workforce.
Solid ERP, with a strong record for mid to large companies. Includes most required HCM and payroll business capabilities with good ratio cost versus functionality. Easy access to knowledge and availability of consultants to help evolve, upgrade, and manage. Oracle vision for support including C2C (customer to cloud). No more major upgrades after version 9.2, only incremental ones as per customer needs. Long term support policy from Oracle. Strong attachment from existing customers. Market analysis indicates significant number of clients choose to stay with PeopleSoft despite a significant list of new offerings in the HCM space.
Not a user-friendly interface, it needs getting used to. Version 9.2 improved the user experience. Talent Management function is sub-optimal especially in the ability to create and revise descriptions, and flexible compensation systems (some functions need to be developed externally and integrated). Acquisition of Taleo by Oracle may indicate no plans to improve this further in PeopleSoft HCM. Oracle's roadmap for PeopleSoft needs to be better explained. Present communications created confusion related to future of PeopleSoft.
- Verified Reviewer
We do have to create our own database to store student enrollment data and license information, as PeopleSoft does not allow for this function. I have seen the capabilities of StarFish and as far as reach out or mass communication I do think that Peoplesoft if far behind in this area. My wish list would include more customization features with patch updates, or the ability to have unique users create their own dashboard areas and customize what they see for students, as the general information can mean multiple pages of digging through things to find the one piece of data you may need.
I think the range of what this software can accomplish in a university setting does encompass a good amount of things. For example, as a current advisor using this software to do things such as student checks and advising notes, but knowing that our HR systems can be supported by this too, is interesting. This software does allow for reporting data to be pulled into excel documents which I appreciate, as there are not too many steps or manipulation that needs to be done. For example, using the query viewer functions we can pull reports to look at profiles or enrollment.
Student groups and terms can sometimes make it difficult to look at a wide variety of data. One of the harder functions about the query viewer is that when we pull reports, while easy to pull...we have to establish terms that we are looking at, or set up perimeters for student group data to be pulled appropriately. We have had to work quite closely with our OIT team to get this done, and when we do pull reports we are only able to pull one term at a time, and then re-open the query viewer and then pull another report with another term date which can be a pain. The lack of customization in certain areas can be frustrating as well. I do wish the advising areas we use in the system had more room for departments to customize to their standards. But to comply with the university standards we must have one set office that can determine what we do as far as making note areas unique, for example.
- Bonnie M.instructor
I have used PeopleSoft (PS) since 2005 and in various positions/capacities at two different institutions. I've worked through three major upgrades, two HR/CMS splits, and COUNTLESS bundles and test runs. I've used helped design brand new pages, update/upgrade/improve the information and functionality of existing pages, created security tables, granted users access, entered data, and manipulated/created other data so that others could query that data for their needs. I've trained dozen of faculty and staff how to navigate through PS and how to use PS to access needed data and/or run pre-formatted queries and reports. It is robust database management system and I could not do my job without it!
I've used PeopleSoft both in what some would call the "vanilla" version, and also a "modified" to fit the specific needs of the organization, and/or department level version. What impresses me is that it is just that - modifiable, and can be programmed (if you have the people and know-how) to program it to do what you need. Being able to query data from many different tables can really save time and effort, which in turn saves manpower hours/money.
It's a silly wish, but I wish PeopleSoft allowed the users to change the color of their individual display and settings - like the color of the background, or the size and type and color of font. I'm sure there's a way to do it, but it is managed by the SUPER Administrative users and "powers that be".... and it's probably an all or nothing kind of thing. I'm in the program 8 hours a day, and all that WHITE background and tiny font...let me jazz it up and make it my own like MS allows.
- Taraiya D.HR Business Parner-Compensation
Used peoplesoft to for Human Resources to hire new employees, set up compensation, and work assignments, classify them with a specific position number.
I liked the ability to house different employee groups, hourly and salary. I also liked the option of having multiple work assignments set up for a single employee to show the different position, along with compensation, ability to track anniversary dates, and the automation of the pay lines that created based on the updates to the employee.
The system is complicated and has many layers. I didn't understand the need for the multiple modules for employee groups, and the many screens you had to update to complete updates to an employees persona data. Specifically, updating emergency contact, education info, or address changes were entered on different screens, in setting up new employee instance. I would like the same ability to make those updates enter at the same time same screen since it still personal data. But this could be because of the customization of the organization.
- hedaia J.Planning Manager
As a result, you may use this tool to plan your human resources, and it can also help you find a solution to your problem. Always go with the option that is most beneficial to your company's long-term survival.
In terms of ERP and HRM, PeopleSoft is a top-notch solution. Employee data serve as the basis for this cloud-based application, which is used to manage numerous business requirements. Anyone can use it because it has a simple user interface. By using several IDs, you can search for an employee and get all the records they've kept while working for you in PeopleSoft. To put it succinctly, I admire Oracle systems because they place a high value on the long-term viability of the organization as a whole.
In spite of the fact that this isn't always a bad thing, you must always stop working while technology specialists provide technical support, which is inconvenient at times. I also think the user interface's simplicity is outdated and needs to be updated, as it frequently bores me.
- Deepali D.Software Development Analyst
it helps to make organization work easy.
I have done work on peopleosoft financial as developer .Oracle has given almost everything in ERP. What is good in this tool it make easy to track any organization work.Good thing is it makes easy to understand application for both i.e for developer and for client because both knows the functional of application so client easily can tell what is exact their requirement and as developer knows about ERP so for them it is easy to do changes what exact client want.For any organization it helps to reduce extra cost and time on organization finance system or HR system because Peopesoft ERP handle everything.
it is very old ERP now I prefer to select workday or fusion over peoplsoft because they have lot of new features which make easy to understand ERP but in peoplesoft it is little bit time taking process to understand functional. Many bugs you will get and for them Oracle has not given any patches in new release.
- Jennifer P.Administrative Assistant II
My company uses this program for requesting and processing purchase orders among other things. We also use the HR features for tracking employees and classes. It's easy to use, if not totally user friendly. There are some areas that it is not completely intuitive, but otherwise it definitely gets the job done. It doesn't run a smooth as it should on some browser versions, but works well enough. The only thing I would love to see incorporated would be the option to use hot keys or even "Alt" keys.
This program is easy to use. There are search functions that help find what you are looking for. And there is a dashboard area that lets you know right away if there is something that needs your attention.
The HR part of the software is not very user intuitive. The options to choose can get fairly confusing. The program doesn't work well with all version of my browser. I have learned to deal with the quirks the program on my browser.