{"id":535,"date":"2006-10-05T01:00:16","date_gmt":"2006-10-05T09:00:16","guid":{"rendered":"https:\/\/systematichr.com\/?p=535"},"modified":"2006-10-05T01:00:16","modified_gmt":"2006-10-05T09:00:16","slug":"erp-vendor-updates","status":"publish","type":"post","link":"https:\/\/systematichr.com\/?p=535","title":{"rendered":"ERP – Vendor Updates"},"content":{"rendered":"

I did a thing back in August about SAP versus PeopleSoft.\u00a0 (Parts 1<\/a> and 2<\/a>)\u00a0 I really should have done an SAP versus Oracle.\u00a0 To be honest, I have no intention of doing in depth comparisons of technology or functionality here, just some rather surprising revelations:<\/p>\n

SAP and Oracle have both been on my list of \u201cERP vendors marketing really bad HRMS systems\u201d for a very long time.\u00a0 Let\u2019s face it, Oracle was the worst of the 3 (if you include PeopleSoft pre-acquisition) and SAP was never serious about HR until they realized there was a major market in the U.S. for it.\u00a0 That being said, any of these 3 systems were generally better than the smaller, mid-market systems you could but, but certainly much worse than any of the point solutions available.<\/p>\n

For example, even if you purchased the best of the ERP\u2019s for HR (PeopleSoft of yesteryear) you\u2019d really only want to use it for HRMS, payroll and benefits.\u00a0 There might be a compelling reason for you to use the learning, performance, or compensation, but these compelling reasons were usually limited to (1) you had lots of money to spend on internal development, or (2) your CEO got with your CIO and they forced you to do it.\u00a0 Chances are if it was up to you, you would have gone out and bough a Kronos for timekeeping and a Taleo for recruiting (those vendors were just examples\u2026).<\/p>\n

So here\u2019s the update:<\/p>\n