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Oracle Fusion HCM Strengths and Weaknesses

Competitive positioning in the Human Capital Management and HR software market can be highlighted with the below strengths and weaknesses:

Oracle Fusion HR Strengths
 

  • As the largest enterprise software competitor within the HR software sector, Oracle has a brand weight that fuels both long-term viability and customer attraction—making their HR software difficult to dismiss in most HCM software selection processes.
  • Oracle Fusion extends customer choice by offering more options when it comes to HR software delivery—by giving the customer the option to deploy the payroll or HR software on-premise, hosted by Oracle, hosted by a third party data center or delivered using Software as a Service (SaaS). This empowers customers to choose the delivery model that best meets their business and IT objectives, uptime requirements, security preferences, internal controls and service level agreement goals.
  • One of the more innovative products for Fusion, Network at Work, shows promise for its internal (behind the firewall) networking and collaboration capabilities. This solution can also tie nicely with social business software solutions.
  • Oracle Fusion HR software delivers native Business Intelligence and analytics embedded with Human Resource processes—offering accessible decision support in real-time and as part of the natural user experience.
  • With frequent (normally 6-month) release intervals, the Oracle Fusion HCM software delivers constant innovation and capitalizes on SaaS provisioning in terms of pace and frequency of updates.
  • Oracle's HR software provides some of the best enterprise information security in the HCM software industry; thanks in large part to Oracle's database beginnings which support granular security (including encryption at column/row or full table depth), as well as best in class IT infrastructure used in hosting.
  • Per Gartner, the hybrid approach (of mixed on-premise and cloud delivery) that Oracle Fusion applications offer are reflective of what the HR software market desires for the foreseeable future.
  • Several of the application modules within the Oracle Fusion HCM software suite provide best-of-breed capabilities, including Talent Review and the Global HR module's self-service.
  • Global Support for the Oracle Fusion HR software is impressive and represents a solid solution for those multi-national companies looking to deploy HR software, especially in emerging markets.

Oracle Fusion HR Weaknesses
 

  • A problem with several core HR software vendors (most notably Workday), Oracle Fusion does not provide sophisticated Recruitment (though from an integration perspective the E-Business Suite does have iRecruitment) or Learning and Development—an interesting situation given the fact that "talent management" is offered.
  • Oracle Fusion applications took an inordinate amount of time to come to market and have since incurred a relatively slow market adoption. Whether Fusion will achieve category leadership is very questionable.
  • As cited by numerous analysts and customers, communicating with Oracle is an arduous process. Add to that the fact that the company provides little information proactively to decision-makers, and fiercely guards information regarding their products (and pricing), and a perfect storm of secrecy and distrust has been unnecessarily created. This doesn't bode well for the groundswell movement of social customers who demand access and transparency with their vendors.
  • Customers looking for on-premise software deployment of Fusion HCM should be aware of increasing IT infrastructure requirements, such as the physical memory needed for the software of approximately 128GB (prior to data uploads)—a sizeable amount given the fact that only a fraction of that amount of RAM is needed for Oracle's E-Business Suite.
  • While current Oracle customers have the ability to operate a hybrid deployment approach (through implementing select Fusion workstreams), upgrades to specific E-Business Suite and PeopleSoft releases are necessary in order to make that coexistence possible—meaning paying both upgrade and implementation costs for multiple HR systems.
  • The aforementioned coexistence strategy is not available with all E-Business Suite and PeopleSoft applications and current support for JD Edwards is quite limited.
  • Oracle's Fusion HCM software has yet to attract much attention of organizations with 10,000+ employees, a distinct issue for any company within a market segment looking to benefit from a robust large-enterprise ecosystem.

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