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PeopleSoft vs Others - Talent Management Solutions
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PeopleSoft vs Others - Talent Management Solutions
Discuss how to choose system that will yield the best results, as well as how to maintain it, and how to calculate its return on investment.
We currently use PeopleSoft for our core HR functions (payroll, benefits, etc.) and are sourcing a software solution for talent management (performance management, training and development, career pla
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Forums » Topic Forums » Technology Forum » PeopleSoft vs Others - Talent Management Solutions
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PeopleSoft vs Others - Talent Management Solutions
posted at 6/21/2005 2:19 AM EDT
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Posts: 1
First: 6/21/2005 Last: 6/21/2005 |
We currently use PeopleSoft for our core HR functions (payroll, benefits, etc.) and are sourcing a software solution for talent management (performance management, training and development, career planning and succession planning). We have researched PeopleSoft, as well as many vendors that are integratable with PS and offer the complete suite of applications. Although we are being encouraged by our I.T. dept. to go with PeopleSoft (ePerformance, etc.), we in HR aren't convinced it is the best route for us due to what we perceive to be inflexibility to our processes/forms and lack of user-friendliness. As HR, we would prefer the alternatives, but have some convincing to do to I.T. Wondering: (1) if there are other companies that completed a similar search, what choice they made and why and are they happy with their decision; and (2) if there are other companies that currently use PS's talent management modules, are they pleased with their decision, do they feel it meets their requirements after all, etc. |
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PeopleSoft vs Others - Talent Management Solutions
posted at 6/21/2005 4:35 AM EDT
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Posts: 217
First: 3/22/2005 Last: 8/29/2011 |
I'm sorry, but I'm going to have to go along with your IT department, for a couple of reasons. First, I've worked with just about all the HCM and best-of-breed applications out there and PeopleSoft is the best overall, bar none. You made a comment that it doesn't fit your forms and processes. No one else will, either. This is a great chance for your organization to look st best practices and get rid of the forms! Change your processes! One of the biggest draw-backs for these specialized systems is their lack of integration with your HCM, in this case, PeopleSoft. You will require interfaces back and forth to both, unless you plan to hire your acquired talent manually. Since this is 2005, I would hope not. And you already have the beginnings of your modules built. You have Job Codes. Build on them. Add your competencies and skills, licenses, languages, etc. You'll reuse them all over the application. They will form the core of your training and performance measures. They'll be what you use to build your job announcements. Where's the inflexibility in that? And you really shouldn't need to customize. Perhaps workflow, but that's pretty normal. You're in a great place to leverage your investment in a powerful tool, reduce your IT costs and start to see ROI, which is one reason why you bought PeopleSoft to begin with. Most organizations never get beyond paying people with it and miss out on all the capabilities it has.
And no, I don't work for them, but I've been implementing it for over 10 years. There are some great websites where you can ask other customers what and how they've done things. Everyone shares pretty well, so I'd go out to them and ask. www.peoplesoftfans.com and www.peoplesoft-planet.com. You should also use Customer Connection as a resource. If you don't have access, ask you IT department because they do. |
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PeopleSoft vs Others - Talent Management Solutions
posted at 8/9/2005 10:20 AM EDT
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Posts: 6
First: 8/9/2005 Last: 2/24/2006 |
I agree with RobinMB, PS is the way to go. You may need to customize some of the pages but you will not be able to beat the integration value. Do some research on HR software solutions and packages before you chose a niche vendor and remember, they are sales people, they will tel you anything to get you to contract their software. All you will accomplish by using another software solution is to increase your annual budget. PS can handle it all. Look at investing in a portal environment instead, if you have not already do so to deliver your PS self-service and HR programs. Good luck. |
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PeopleSoft vs Others - Talent Management Solutions
posted at 8/10/2005 6:41 AM EDT
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Posts: 35
First: 12/28/2004 Last: 7/11/2006 |
Trichea - we're in the same boat and have had the same problems with PeopleSoft. I have found several good options (awaiting budget approval) including SuccessFactors and Authoria - both with the capability to integrate with PeopleSoft as our core system. We will not be using PeopleSoft for our more critical Talent Management functions - such as Performance Management, succession planning, Learning and Development etc. We found that it was ridiculous to change our processes simply to fit a system when there are other companies willing to build around our processess- which are different per your organization's culture/strategies/business.
Good luck! |
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PeopleSoft vs Others - Talent Management Solutions
posted at 8/12/2005 8:46 AM EDT
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Posts: 8
First: 7/23/2004 Last: 8/31/2005 |
EmpXtrack is a flexible, customizable, and a complete Employee Performance Management Software developed by Saigun Technologies.
EmpXtrack is a strong tool in the hands of HR department to identify performers and track performance management process. It is completely modular as in it allows various modules to operate independently. It could act as a stand alone system as well as integrate with all ERPs. More information can be sought from the website. Link to website: http://www.saigun.com/company/products_modules/performance_management_software.htm -Thanks |
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PeopleSoft vs Others - Talent Management Solutions
posted at 8/15/2005 3:21 PM EDT
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Posts: 2
First: 4/26/2005 Last: 8/15/2005 |
PeopleSoft is the corporate enterprise system that is used by our entire corporation. As with many enterprise systems, you have to adjust your processes to their way or the costs associated to customization will be unmanageable. However, due to specific requirements of our HR department and what we wished to do with succession planning and talent manaagement, PeopleSoft did not provide the functionality that we required. An RFP was issued with our specifications, one of which it had to interface with PS, among many others that PS could not address, and 10 venders responded. We did considerable research, due dilligence and interviewing with demonstrations with each vendor and we ultimately selected "HR Pulse" from Pilat NAI. We have found it is very flexible and robust, in fact upon giving a presentation in Miami this spring, a woman approached me and echoed the same sentiments. She worked for Time Warner and had previously been with AOL. Both companies now use Pilat. This is an excellent company who is very attuned to customer needs and they have been most accomodating to our needs in the development of this database. Future releases incorporate the changes so we are not burdened with further costs, beyond the maintenance fees (unlike PeopleSoft). A different perspective for your information. |
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PeopleSoft vs Others - Talent Management Solutions
posted at 8/22/2005 12:44 AM EDT
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Posts: 16
First: 7/30/2003 Last: 4/18/2007 |
I would advise against adding functionality to PeopleSoft because of the takeover by Oracle. It will be ohased out in de coming future. Lots of organizations are rethinking which way to go with their ERP systems. Will it be SAP or Oracle
Gijs Houtzagers Director competence center PeopleSoft |
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PeopleSoft vs Others - Talent Management Solutions
posted at 8/25/2005 4:16 AM EDT
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Posts: 3
First: 8/17/2005 Last: 8/25/2005 |
I work within HR at a health system. I have used PeopleSoft in the past and had a few problems.
We recently switched over to a much smaller group called Nexus Vista. At least in the medical based HR world I have not found a better app at dealing with my appraisals. Their job description and goals managers are amazing. They completely rival Halogen, Success Factors, etc and cost less to implement. http://www.nexusvista.com/peoplemetrix.asp |
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PeopleSoft vs Others - Talent Management Solutions
posted at 8/25/2005 12:31 PM EDT
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Posts: 5
First: 9/23/2001 Last: 8/25/2005 |
Oracle has just released their roadmap for the PS product line. There will be a version 9 released before the overall consolidation with the existing Oracle and JDE tool sets. You might want to also look at a survey from Gartner http://mediaproducts.gartner.com/reprints/taleo/124531.html which lists some of the TMS vendors. |
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PeopleSoft vs Others - Talent Management Solutions
posted at 9/1/2005 5:45 AM EDT
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Posts: 5
First: 5/12/2005 Last: 9/9/2005 |
We're in the same situation as Trichea and Cathyarm looking for possible alternatives to PeopleSoft. I'm very interested in "taking with" any SAP users to learn their satisfaction level and especially interested in those who may have converted from PeopleSoft. If you know of any of these companies, please email me a law@capgrop.com
Thanks. |
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