PeopleSoft Competitors: Competitive Analysis of Top 5 Alternatives

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It’s fair to say that the world of HR software is usually a very quiet place. There’s a lot of buzz around big releases, but scandal and drama are hardly hallmarks of the industry. For this reason, the epic battle between vendors Oracle and PeopleSoft marks a strange and interesting time in the history of human resource development.

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It all started when Oracle prevented PeopleSoft from closing on a deal to sell to enterprise resource planning company JD Edwards. Oracle disrupted the merger by attempting a hostile takeover. PeopleSoft made its disinterest clear, but this was the beginning of a fight that would last more than a year, as each software vendor tried to outmaneuver the other.

Eventually, after a bitter court case and a lot of public insults, PeopleSoft agreed to sell to Oracle in late 2004. They never seemed completely happy with the merger, but judges had weighed heavily in favor of the deal. Unfortunately, it wouldn’t be the last scandal for Oracle, and it released the final version of the PeopleSoft HR system in 2013. In light of this final release, you may want to look at other HR systems. Today, we’re going to look at some alternatives to PeopleSoft, so you can build up your HR processes with confidence.

Sage Business Cloud People

The Sage HRMS system is designed to help you manage the biggest risks associated with human resources. It provides support for matching roles to the right employees, with tools that can be applied to every stage of key positions. It also uses reporting and analytics to cover your return on employee investment (ROEI) metrics, as well as your automated benefits and payroll data.

With the aid of a comprehensive dashboard and display, it’s easier than ever to optimize best hiring and training practices. With Sage HRMS, there are tools for government regulation compliance and risk control, so that you can avoid costly fees and fines. Ultimately, this system is best suited to businesses with some experience of running an efficient HR operation.

ADP Vantage

With ADP Vantage, you get the use of scalable tools with a focus on areas like benefits management, compliance, payroll, and time monitoring. By building a system around these functions, ADP provides best-of-class software that‘s free of fuss and distractions. Some of the biggest perks are associated with multinational and multistate benefits and compliance.

What ADP Vantage lacks when it comes to integration with SCM solutions, it makes up for with comprehensive facilitation of team management, benefits, and workforce planning. This ensures that management objectives are always communicated in training and development processes. This is a great way to get everybody moving and progressing in the right direction.

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Workday HCM

WorkDay is one of the most popular alternatives to PeopleSoft. It’s a cloud-based solution that provides full integration with resource planning and finance applications. This allows it to function as a complete tool for optimized recruitment and training. Payroll and benefits management tools are a big feature, but this is to be expected of a top rated HR solution.

What’s more interesting is the professional services automation (PSA). It gives businesses the resources needed to recruit and construct an entire workforce, from top to bottom. By combining HR and finance displays into a single, powerful dashboard, it’s possible to give all shareholders a clear, logical source for information on sales and resource allocation.


The SuccessFactors HCM system brings together human resources, analytics, and reporting and planning tools. After an acquisition in 2010, it became part of the SAP family. This makes it ideal for enterprises already working with this software lineup. SuccessFactors is great for building custom packages thanks to its cloud-based deployment. It also uses the cloud to host core payroll and employee programs.

As a result, SuccessFactors HCM provides highly flexible access. Core functions are hosted in the cloud, and are compatible with all web browsers. With the Talent Solutions component, you get a range of hiring and monitoring tools that are perfect for optimizing employee retention. You can even combine internal data with external benchmarks to support the building of future teams.


If you’re looking for consistent support, TriNet is a worthy choice. When purchasing this software, customers get access to the expertise of a real-time human resources team. This is a valuable resource because companies usually spend a lot of money training staff. With a range of industry-specific HR functions, you can shape and personalize your programs.

TriNet is best suited to smaller enterprises that are not yet complex enough to have an onsite HR chief. Services include finance management, payroll, invoicing and receipts, to name a few. One major benefit is the fact that TriNet is optimized for mobile. You can login and view, evaluate, or follow up on finance activities from your smartphone in any location.

Selecting the Right HCM and HR Software

When searching for a human resources system, it’s important to make a distinction between standard features and standout features. Try to focus on unique processes, rather than components that are likely to be met by every mainstream software vendor. Scalability is another big issue, as most enterprises are only a few big decisions away from global functionality.

It’s useful to consider software in terms of whether it can sustain fast-paced growth, because HR systems should be scalable to future corporate changes. Similarly, you might want to consider investing in modern perks, such as mobile access. It may not feel essential now, but it could make a big difference when your HR team expands, or when you add new branches.

Finally, you need to assemble the right resources if you want the software integration to go smoothly. It’s increasingly common to include shareholders in major decisions like this, simply because they’re starting to take a bigger role. The impact of your HR software won’t stop at the human resources department. It will affect supply chain management, financing, customer relationships, and risk mitigation, among other disciplines.

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