Anonymous UserSenior Manager Enterprise Integration and Order Management at a comms service provider
We asked business professionals to review the solutions they use. Here are some excerpts of what they said:
"EBS has lots of application families and lots of features. It is modular in deployment and flexible enough to let the customer increase the built-in capabilities and enable new applications when needed. These are very important things at hand in case there will be a need to expand the product capabilities and/or implement new projects."
"Great finance modules and customization."
"The order management is excellent."
"The solution has other core processes that can be implemented with customers according to their needs."
"Their great technical support is one of the most valuable features."
"The most valuable feature is its flexibility."
"As we have been using this for the past nine years we have had the opportunity to explore the product. Really everything has worked well and all the modules are very good."
"It can be an essential solution for those who can not just push to the cloud because they have critical data restrictions."
"Performance and good usability are the two most valuable features of this solution."
"The solution is extremely stable."
"It's actually a cloud-native solution and based on the community for development. It is a very good open architecture and able to interconnect with other systems. And it is very stable and very fast in terms of response."
"This product is leaps and bounds above the competition. Part of the reason is that it is built with modern technology. It has no legacy coding in it at all."
"The platform itself is very robust and I generally like the reporting and analytics capability."
"It's intuitive, a very usable tool and it's easy to find the data you're looking for."
"It helps the users to enroll for the benefits automatically and update their life events without the involvement of HR individuals or back-office staff. It enables a person to take action on their own. It reduces the administrative burden on HR and puts the ownership on the person that is going through the life event, whether it is having a child, taking a leave of absence, or something else. There are easy ways to integrate Workday with your common benefits. At least in the USA, it can be integrated with common benefits providers such as Fidelity, Blue Cross Blue Shield, Aetna, etc. It has got a connector that is able to connect with the vendor or the third party to which you are trying to send the eligibility file. It basically allows us to automate or set up the tool, and the integration with the provider is a lot quicker than competing tools. When it comes to reporting on just eligibility and SLSA, it is a lot more user-intuitive. Depending on the purpose of what you are doing, you can grant security rights or roles, for example, you can control whether someone is a benefits administrator doing an independent audit. Workday makes it very easy to do that. It significantly simplifies the reporting process."
"The most valuable feature is the ease of reporting."
"Administration takes some effort. Administrating the technology stack is not so complex but application aware database administration and following the new methodologies like online patching can be a little complex and time consuming. Oracle should ease the administrators jobs and do some innovation on this administration area as well. Oracle Autonomous Database is Oracle's leading technology these days. Using a similar approach, application stack may become a little more self-managing."
"Not user friendly."
"I would say the integration needs improvement. Oracle needs to work on the integration layer to make the solution much more robust and modern."
"It's difficult for some customers to understand in the beginning. A user really has to understand the processes."
"It should be made a little bit more user friendly. When I complete my implementation and hand it over to the clients or the person who will operate it on a day-to-day basis, they find it a little bit difficult because they are not from a highly qualified IT background. I want Oracle to make it a little bit more user friendly."
"The reporting needs to be improved."
"Oracle is not keeping up on development of the on-premises version of this product as they are concentrating on cloud solutions."
"If you get away from the financials core of the product, it is not so good at handling peripherals."
"It has missing functionalities. Specific countries, like Germany, didn't have the option to do payroll. Now we need to look for another product for HR."
"Setting up reports can be a bit tricky."
"Reporting systems should be improved. If you want to report it on paper, if you want something more BI oriented, more high level predictive or more data-driven, it should be improved."
"It is good that much of the development is based on community input but often that can lead to details being ignored and small, nagging issues are ignored."
"The UI, UX (user experience) is very bad. It is not very interactive."
"It's possible that the way things are integrated could be improved"
"It is very unique as compared to other tools in terms of the employee master data and how it is organized. That's why sometimes the information needs to sit in two different systems because, in Workday, it is organized differently. This issue is not related to benefits. It is more or so related to how you categorize employees. I don't think this is a problem that could be solved. Workday is aware of this. It is one of those kinds of situations that you just got to live with."
"The implementation could have gone a little smoother."
"In order to minimize the implementation and consultancy costs, business lines should have proper definitions. They need to have a proper way of retrieving their data, which should be structured well."
"Both the current projects and future projects should be defined well. Licensing should be done according to current and near future plans."
"USD $100,000 annually."
"Considering the market at the moment, Oracle needs to adjust the pricing of this solution."
"This product is more expensive if you compare it to SAP."
"The pricing of the solution is at about $700-$750 per year."
"Licensing and costing of Oracle EBS is very complex. We recommend to use a system integrator during the negotiation process since Oracle sales representatives sometime do not know the actual minimum requirements and may oversell the necessary licenses through ignorance."
"At our various customers, the software tends to pay for itself in less than two years."
"Workday is an expensive solution."
"You have the license fee per module, and then you have a kind of annual training fee, which is a kind of add-on. I wouldn't say it is exhaustive; it is minor. Licensing is pretty transparent for most of the part."
"The pricing is good from an HR perspective, although management gets upset after spending $500,000 a year, every year."
"Its price is pretty high. It is more expensive than what is offered by other competitors in the market."
Oracle E-Business Suite is ranked 2nd in Benefits Administration with 22 reviews while Workday is ranked 1st in Benefits Administration with 12 reviews. Oracle E-Business Suite is rated 7.6, while Workday is rated 8.2. The top reviewer of Oracle E-Business Suite writes "Highly scalable: Supports scale-out architecture". On the other hand, the top reviewer of Workday writes "Simple to use with easy report creation and excellent AI". Oracle E-Business Suite is most compared with Oracle ERP Cloud, JD Edwards EnterpriseOne, PeopleSoft, Oracle HCM Cloud and Oracle CPQ Cloud, whereas Workday is most compared with SAP SuccessFactors, SAP HCM, PeopleSoft, Oracle Taleo and Work.com. See our Oracle E-Business Suite vs. Workday report.
See our list of best Benefits Administration vendors.
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