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Oracle Fusion Payroll and HR Software Review


Oracle Fusion Strengths and Weaknesses

Oracle’s competitive positioning in the payroll (and wider HR) software market can be summarized by highlighting the following strengths and weaknesses:

Oracle Fusion Strengths

  • Oracle’s Fusion is likely to feature in most payroll software selection exercises if only due to the weight of the Oracle brand and the company’s status as the largest enterprise software competitor within the payroll/HR software space; that level of visibility and viability is difficult to ignore.
  • The choice of deployment is highly attractive to prospective clients; giving the choice payroll software on-premises, hosted by Oracle or hosted by a third party data center or public network. Clients are able to select a deployment model that best meets their business objectives, uptime requirements, security considerations, internal controls or service level agreement goals.
  • Oracle Fusion incorporates native Business Intelligence (BI) and analytics embedded into the various HCM processes allowing users to access information in real time.
  • Research firm, Gartner is of the opinion that Oracle’s "hybrid” deployment approach mixing on-premises and cloud solutions is representative of what the payroll and HR software market desires for the foreseeable future.
  • With a best-in-class IT infrastructure and granular security (including encryption at column/row or full table depth) Oracle offers first-rank information security within the payroll/HR software arena.
  • New releases are timed at 6-month intervals, allowing Oracle to capitalize on a SaaS-enabled pace of continuous innovation for its Fusion suite.
  • On a global scale, Oracle offer a robust international support network for its Fusion modules.

Oracle Fusion Weaknesses

  • Reputation-wise, Oracle’s Fusion applications have suffered from the length of time taken to come to market, blighting a high-quality offering with negative press.
  • Generally speaking, the applications within Fusion have not yet attracted serious attention from organizations with 10K+ employees, a distinct issue for any company within that market segment looking to benefit from a robust large-enterprise ecosystem.
  • The on-premises deployment option has escalating infrastructure requirements, including the 128GB physical memory (prior to data uploads) needed for installation of the software.
  • The hybrid deployment approach available to current Oracle customers requires upgrades to specific EBS and PeopleSoft releases (i.e. at least EBS 12.1 and PeopleSoft 8.9) resulting in possible additional upgrade and implementation costs.
  • Oracle’s sometime reluctance to communicate with customers and analysts, together with the general lack of information regarding the company’s products has created a vacuum of apparent secrecy which flies in the face of the modern (and continuing) ‘social’ vogue for availability and transparency of information.

Next - Oracle Fusion Best Fit and Competitors >>

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