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Oracle HCM Software Review


Oracle Fusion HCM Strengths and Weaknesses

Competitive positioning in the Human Capital Management and HR software industry is highlighted with the following strengths and weaknesses:

Oracle Fusion HCM Strengths

  • As the largest enterprise software competitor within the HR software space, Oracle has a brand weight that fuels both long-term viability and customer attraction—making the solution difficult to dismiss in any HCM software selection process.
  • Oracle Fusion expands customer choice by offering more options when it comes to HR software deployment—by giving the customer the choice to deploy the HR and payroll software on-premise, hosted by Oracle or hosted by a third party data center or public network. This empowers customers to choose the deployment model that best meets their business objectives, uptime requirements, security considerations, internal controls or service level agreement goals.
  • One of the newer products for Fusion, Network at Work, shows incredible promise for its internal (behind the firewall) networking and collaboration capabilities.
  • Oracle Fusion HCM software has native Business Intelligence (BI) and analytics embedded into HCM processes—providing accessible decision support in real-time and as part of the user experience.
  • With 6-month new release intervals, the Oracle Fusion HCM solution capitalizes on SaaS provisioning in terms of pace and frequency of continued innovation.
  • Oracle's offerings provide some of the best enterprise information security in the HCM software industry; thanks in large part to Oracle's database beginnings which allow for granular security (including encryption at column/row or full table depth), as well as an IT infrastructure for hosting that is best-in-class.
  • Per Gartner research, the "hybrid approach" (of mixed on-premise and cloud solutions) that Oracle Fusion applications deliver are reflective of what the HR software market desires for the foreseeable future.
  • Several of the modules within the Oracle Fusion HCM software suite provide best-of-breed functionality, including Talent Review and the Global Human Resources module's self-service.
  • International Support for the Oracle Fusion HCM software is impressive and represents a solid solution for those organizations looking to deploy HCM software, especially in emerging markets.

Oracle Fusion HCM Weaknesses

  • A distinct problem with several "core" HRMS software vendors (most notably Workday), Oracle Fusion does not provide Recruitment (though from an integration perspective EBS does have iRecruitment) or Learning functionality—an interesting but true phenomenon given the fact that "talent management" is offered.
  • Oracle Fusion applications have taken an inordinate amount of time to come to market and as such have created both confusion and some disdain over the Oracle offering—creating an unfortunate storm of negative press for both the application(s) as well as the company. Further, although Fusion has been in the development pipeline for 5+ years, the system itself is brand new to customers. Aside from the implications of first version software such as bugs needing to be fixed and early adopter issues ironed out, the newness of the system also adversely impacts the ecosystem (of 3rd-party solutions) countless customers rely on.
  • 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 any information regarding their products, 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, information and transparency with their suppliers.
  • 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 installment of 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 EBS.
  • While current Oracle customers do have the ability to run a hybrid deployment approach (through deploying some Fusion functionality but not all), upgrades to specific EBS and PeopleSoft releases (i.e. at least EBS 12.1 and PeopleSoft 8.9) are necessary in order to make that coexistence possible—meaning paying both upgrade and implementation costs.
  • The aforementioned coexistence strategy is not available with all EBS and PeopleSoft applications and current support for JD Edwards is extremely limited.
  • Oracle's Fusion HCM software has yet to attract the attention of organizations with 10K+ employees, a distinct issue for any company within that market segment looking to benefit from a robust large-enterprise ecosystem.

Next - Oracle Fusion HCM Best Fit and Competitors >>

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