A Comprehensive Comparison of Leading HR Systems: Planview, Workday, Oracle HR, and More

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In today’s rapidly evolving business landscape, having a robust human resources (HR) system is crucial for organisations of all sizes. This blog post aims to compare six leading HR systems: Planview, Workday, Oracle HR, and three other top contenders. We’ll evaluate their strengths, costs, effectiveness, and potential to serve as all-encompassing HR solutions.

1. Planview

Strengths

Planview is primarily known for its project portfolio management and work management solutions. While not traditionally considered an HR system, it offers features that can complement HR functions, particularly in resource management and capacity planning.

  • Resource Management:
    • Excels in aligning workforce capabilities with project demands.
    • Provides real-time visibility into resource utilisation across projects and teams.
    • Offers skills-based resource allocation to match the right talent with the right projects.
  • Capacity Planning:
    • Provides insights into team workloads and skill utilisation.
    • Allows for scenario planning to optimise resource allocation.
    • Helps identify skill gaps and overallocation issues.
  • Strategic Planning:
    • Helps organisations align their workforce with business objectives.
    • Supports long-term resource forecasting and budgeting.
    • Enables data-driven decision-making for workforce planning.
  • Project Management Integration:
    • Seamlessly connects resource management with project execution.
    • Provides a holistic view of project portfolios and resource demands.
  • Analytics and Reporting:
    • Offers robust reporting capabilities for resource utilisation and project performance.
    • Provides customisable dashboards for different stakeholders.

Cost

Planview’s pricing is typically customised based on the organisation’s size and needs. It’s generally considered a premium solution, with costs potentially ranging from £30,000 to £100,000+ annually for enterprise-level implementations.

  • Licensing Models:
    • Per-user licensing for smaller teams.
    • Enterprise-wide licensing for large organisations.
  • Implementation Costs:
    • Can range from £10,000 to £50,000+ depending on complexity.
    • May require additional costs for data migration and integration.
  • Training and Support:
    • Offers various training packages, which can add to the overall cost.
    • Premium support tiers are available at additional cost.

Effectiveness

Planview is highly effective for organisations that prioritise project and portfolio management. Its effectiveness in pure HR functions is limited, but it can significantly enhance workforce planning and resource allocation.

  • Resource Optimisation: Very effective in maximising resource utilisation across projects.
  • Strategic Alignment: Highly effective in aligning workforce planning with strategic goals.
  • Project Delivery: Improves on-time project delivery by ensuring proper resource allocation.
  • Skill Management: Effective in identifying and addressing skill gaps within the organisation.

One-Stop Shop Potential

While Planview offers valuable tools for workforce management, it’s not designed to be a comprehensive HR system. Organisations would need to integrate it with other HR solutions for complete functionality.

  • Integration Capabilities:
    • Offers APIs and pre-built connectors for integration with HR systems.
    • Can be integrated with time-tracking and payroll systems for more comprehensive workforce management.
  • Complementary HR Functions:
    • Works well alongside dedicated HR systems to provide a more complete picture of workforce management.
    • Can enhance traditional HR systems with its strong project and portfolio management capabilities.

2. Workday

Strengths

Workday is a cloud-based system that offers a comprehensive suite of HR and financial management applications.

  • User-Friendly Interface:
    • Known for its intuitive design and ease of use.
    • Consistent user experience across desktop and mobile platforms.
    • Customisable dashboards for different user roles.
  • Comprehensive Suite:
    • Covers the entire employee lifecycle, from recruitment to retirement.
    • Includes modules for core HR, talent management, payroll, time tracking, and more.
    • Offers workforce planning and analytics tools.
  • Analytics and Reporting:
    • Offers robust data analysis and reporting capabilities.
    • Provides predictive analytics for workforce trends.
    • Allows for the creation of custom reports and dashboards.
  • Mobile Accessibility:
    • Provides a strong mobile app for on-the-go access.
    • Offers full functionality on mobile devices, including approvals and self-service tasks.
  • Global Capabilities:
    • Supports multi-currency and multi-language functionality.
    • Complies with local regulations in numerous countries.
  • Continuous Innovation:
    • Regular updates with new features and improvements.
    • Incorporates machine learning and AI for enhanced functionality.

Cost

Workday’s pricing is subscription-based and varies depending on the modules selected and the size of the organisation. Costs can range from £100 to £200 per employee per year, with implementation fees potentially reaching millions for large enterprises.

  • Subscription Model:
    • Per-employee, per-month pricing structure.
    • Volume discounts are available for larger organisations.
  • Implementation Costs:
    • Can range from £100,000 for small businesses to several million for large enterprises.
    • Factors include data migration, integration complexity, and customisation needs.
  • Additional Costs:
    • Training and change management services.
    • Premium support tiers.
    • Add-on modules for specialised functions.

Effectiveness

Workday is highly effective as an HR system, consistently ranking among the top solutions in the market. Its cloud-based nature ensures regular updates and improvements.

  • Core HR Functions: Highly effective in managing employee data, benefits, and organisational structures.
  • Talent Management: Strong capabilities in performance management, succession planning, and learning.
  • Payroll: Effective payroll processing with support for complex pay rules and global payroll.
  • Workforce Planning: powerful tools for forecasting, budgeting, and scenario planning.
  • Compliance: Regularly updated to meet changing regulatory requirements.

One-Stop Shop Potential

Workday comes very close to being a one-stop shop for HR requirements. Its comprehensive suite covers most HR functions, though some organisations might need to integrate specialised tools for industry-specific needs.

  • Integrated System: All modules work together seamlessly, providing a unified data model.
  • Extensibility: Offers a platform for building custom applications and integrations.
  • Ecosystem: Large partner network for specialised add-ons and integrations.
  • Limitations: May require integration for highly specialised industry-specific functions.

3. Oracle HR

Strengths

Oracle HR, part of Oracle’s broader suite of business applications, offers a comprehensive set of HR tools.

  • Scalability:
    • Suitable for businesses of all sizes, from small enterprises to global corporations.
    • Can handle large volumes of data and transactions.
    • Supports growth from hundreds to hundreds of thousands of employees.
  • Integration:
    • Seamlessly integrates with other Oracle business applications.
    • Part of Oracle’s integrated cloud suite, including ERP and CRM.
    • Offers pre-built integrations with many third-party applications.
  • Customisation:
    • Offers extensive options for tailoring the system to specific business needs.
    • Allows for the creation of custom fields, workflows, and reports.
    • Provides a platform for building custom applications.
  • Global Compliance:
    • Strong in managing complex, multi-country HR requirements.
    • Regularly updated to comply with local laws and regulations.
    • Supports multiple languages and currencies.
  • Advanced Technologies:
    • Incorporates AI and machine learning for predictive analytics and chatbots.
    • Offers blockchain applications for enhanced security and verification.
  • Comprehensive Functionality:
    • Covers all core HR functions, including payroll, benefits, and time and labour.
    • Offers strong talent management and workforce planning capabilities.

Cost

Oracle HR’s pricing can vary significantly based on the deployment model (cloud vs. on-premises) and the modules selected. Cloud-based solutions might range from £50 to £150 per employee per year, while on-premises solutions could involve substantial upfront costs.

  • Cloud Model:
    • Subscription-based pricing, typically per employee per month.
    • Different tiers are available based on functionality required.
  • On-Premises Model:
    • Perpetual licensing model with significant upfront costs.
    • Annual maintenance fees are typically 22% of the license cost.
  • Implementation Costs:
    • Can range from £100,000 for small implementations to multi-million for large, complex deployments.
    • Factors include data migration, integrations, and customisations.
  • Additional Costs:
    • Training and change management.
    • Premium support tiers.
    • Consulting services for optimisation and ongoing management.

Effectiveness

Oracle HR is known for its robust functionality and ability to handle complex HR processes. It’s particularly effective for large, multinational organisations with diverse HR needs.

  • Core HR: Highly effective in managing employee data, organisational structures, and HR transactions.
  • Talent Management: Strong capabilities in recruitment, performance management, and learning.
  • Workforce Management: Effective tools for time and labour management, absence management, and scheduling.
  • Payroll: robust global payroll capabilities with support for complex pay rules.
  • Analytics: powerful reporting and analytics tools for data-driven decision making.

One-Stop Shop Potential

Oracle HR, especially when combined with other Oracle business applications, can serve as a comprehensive solution for most HR requirements. However, its complexity might be overwhelming for smaller organisations.

  • Comprehensive Suite: Covers nearly all HR functions out of the box.
  • Integration: seamless integration with Oracle’s ERP and other business applications.
  • Extensibility: Platform for building custom applications and integrations.
  • Complexity: May require significant IT resources to fully leverage all capabilities.

4. SAP Success Factors

Strengths

SAP SuccessFactors is a cloud-based HR suite known for its comprehensive functionality and integration capabilities.

  • Talent Management:
    • Excels in performance management and employee development.
    • Offers robust tools for goal setting and continuous feedback.
    • Provides comprehensive succession planning capabilities.
  • Learning Management:
    • Offers robust tools for employee training and development.
    • Supports various learning formats, including e-learning, classroom, and blended learning.
    • Provides content management and course creation tools.
  • Integration:
    • Seamlessly integrates with other SAP products and third-party applications.
    • Offers pre-built integrations with popular business tools.
    • Provides APIs for custom integrations.
  • AI and Machine Learning:
    • Incorporates advanced technologies for predictive analytics and decision-making support.
    • Offers AI-powered chatbots for employee self-service.
    • Provides machine learning-based recommendations for career development and learning.
  • Core HR and Payroll:
    • Offers comprehensive employee data management.
    • Provides global payroll solutions with country-specific localisations.
  • Workforce Analytics:
    • Offers powerful reporting and analytics tools.
    • Provides predictive analytics for workforce planning.

Cost

SAP SuccessFactors’ pricing is module-based and can vary widely. Costs typically range from £75 to £150 per user per year, with additional implementation and customisation costs.

  • Module-Based Pricing:
    • Core HR module typically costs £75-£100 per user per year.
    • Talent management modules (Performance & Goals, Succession & Development, etc.) can range from £50-£75 per user per year each.
  • Implementation Costs:
    • Can range from £50,000 for small businesses to several million for large enterprises.
    • Factors include the number of modules, data migration complexity, and customisation needs.
  • Additional Costs:
    • Training and change management services.
    • Premium support tiers.
    • Consulting services for optimisation.

Effectiveness

SAP SuccessFactors is highly effective, particularly in talent management and learning. Its effectiveness is enhanced by its ability to integrate with other business systems.

  • Talent Management: Highly effective in managing the entire employee lifecycle.
  • Learning and Development: Strong capabilities in delivering and tracking employee training.
  • Core HR: Effective in managing employee data and HR transactions.
  • Workforce Analytics: powerful tools for data-driven HR decision making.
  • Global Capabilities: Effective in managing HR processes across multiple countries and languages.

One-Stop Shop Potential

SAP SuccessFactors offers a comprehensive suite of HR tools and can serve as a one-stop shop for most organisations. However, some highly specialised functions might require additional integrations.

  • Comprehensive Suite: Covers most HR functions, from core HR to advanced talent management.
  • Modular Approach: Allows organisations to start with core modules and add others as needed.
  • Integration: Strong integration capabilities with SAP and non-SAP systems.
  • Limitations: May require additional solutions for industry-specific HR needs.

5. ADP Workforce Now

Strengths

ADP Workforce Now is a cloud-based HR system that caters primarily to mid-sized businesses.

  • Payroll Processing:
    • Renowned for its accurate and efficient payroll management.
    • Supports complex pay rules and multiple pay frequencies.
    • Offers tax filing services and compliance support.
  • Compliance:
    • Strong in managing complex tax and labour law compliance.
    • Regularly updated to reflect changing regulations.
    • Provides tools for ACA compliance and EEO reporting.
  • Employee Self-Service:
    • Offers robust tools for employee self-management.
    • Allows employees to view pay statements, update personal information, and manage time off.
    • Provides mobile access for on-the-go self-service.
  • Benefits Administration:
    • Comprehensive tools for managing employee benefits.
    • Supports open enrolment processes.
    • Offers integration with major benefits providers.
  • Time and Attendance:
    • Provides tools for time tracking and absence management.
    • Offers scheduling capabilities for shift-based workforces.
  • Talent Management:
    • Includes modules for recruitment, performance management, and learning.
    • Offers compensation management tools.

Cost

ADP’s pricing is typically customised based on the organisation’s size and needs. Costs can range from £10 to £20 per employee per month, with additional fees for implementation and certain features.

  • Per-Employee Pricing:
    • Basic payroll services start at around £10 per employee per month.
    • A full HR suite can cost up to £20 per employee per month.
  • Implementation Fees:
    • Can range from £1,000 to £25,000 depending on company size and complexity.
    • May include data migration and initial setup costs.
  • Additional Costs:
    • Tax filing services.
    • Time and attendance hardware (if needed).
    • Premium support tiers.

Effectiveness

ADP Workforce Now is particularly effective in payroll processing and compliance management. Its effectiveness in other HR areas is good, though it may not match the depth of some competitors in areas like talent management.

  • Payroll: highly effective and accurate payroll processing.
  • Compliance: Strong capabilities in managing regulatory compliance.
  • Core HR: Effective in managing employee data and basic HR processes.
  • Benefits Administration: Good tools for managing benefits programs.
  • Talent Management: Adequate functionality, but may not be as robust as specialised talent management systems.

One-Stop Shop Potential

For midsized businesses, ADP Workforce Now can serve as a comprehensive HR solution. However, larger enterprises or those with complex talent management needs might find it lacking in some areas.

  • Integrated Suite: offers a well-integrated set of core HR functions.
  • Scalability: Can handle growing businesses, but may struggle with very large, complex organisations.
  • Integration: Offers integrations with many third-party applications.
  • Limitations: May require additional solutions for advanced talent management or industry-specific needs.

6. BambooHR

Strengths

BambooHR is a user-friendly HR system designed primarily for small to medium-sized businesses.

  • Easy of Use:
    • Known for its intuitive interface and quick implementation.
    • Clean, modern design that requires minimal training.
    • Customisable dashboard for quick access to key information.
  • Applicant Tracking:
    • Offers strong tools for managing the recruitment process.
    • Provides a branded careers page and job posting capabilities.
    • Allows for collaborative hiring with team feedback and ratings.
  • Performance Management:
    • Provides innovative approaches to employee feedback and reviews.
    • Offers self and manager assessments.
    • Supports goal setting and tracking.
  • Time-Off Management:
    • User-friendly time-off request and approval system.
    • Customisable time-off policies.
    • Provides calendar integration for team visibility.
  • Reporting and Analytics:
    • Offers a variety of pre-built reports.
    • Allows for custom report creation.
    • Provides visual data representations for easy interpretation.
  • Employee Self-Service:
    • Empowers employees to update their own information.
    • Allows access to company documents and policies.
    • Provides a company directory with org chart functionality.

Cost

BambooHR’s pricing is more transparent than some competitors. It typically ranges from £5 to £15 per employee per month, depending on the package and features selected.

  • Pricing Tiers:
    • Essentials package: Starts around £5 per employee per month.
    • Advantage package: Ranges from £8 to £15 per employee per month.
  • Implementation Fees:
    • Implementation is often included in the subscription price.
    • Data migration services may incur additional costs.
  • Additional Costs:
    • Performance Management module is an add-on.
    • Time tracking functionality is an additional cost.
    • Payroll services through partners may incur extra fees.

Effectiveness

BambooHR is highly effective for small to medium-sized businesses, offering a good balance of functionality and simplicity. It may be less suitable for large enterprises with complex HR needs.

  • Core HR: Very effective for managing employee data and basic HR processes.
  • Recruitment: Strong applicant tracking system for small to medium hiring needs.
  • Performance Management: Effective tools for goal setting and performance reviews.
  • Time-Off Management: Highly efficient system for managing employee leave.
  • Reporting: Good reporting capabilities for SMB needs, though may lack depth for larger organisations.

One-Stop Shop Potential

For small to medium-sized businesses, BambooHR can serve as a comprehensive HR solution. However, larger organisations or those with specialised needs might find it lacking in some areas.

  • SMB Focus: Excellent all-in-one solution for small to medium businesses.
  • Integration: Offers integrations with various third-party applications for extended functionality.
  • Limitations: May lack depth in areas like advanced talent management or complex payroll needs.
  • Scalability: While it can grow with a business, it may struggle to meet the needs of very large enterprises.

Comparative Analysis

When comparing these six HR systems, several factors come into play:

  1. Comprehensiveness:
    • Workday and Oracle HR offer the most comprehensive suites, covering nearly all HR functions with depth and breadth.
    • SAP SuccessFactors follows closely, with particular strength in talent management.
    • ADP Workforce Now offers a good range of features with a focus on payroll and compliance.
    • BambooHR provides a well-rounded solution for SMBs but may lack some advanced features.
    • Planview, while excellent for resource management, is not a complete HR solution and focuses more on project-related workforce management.
  2. Cost:
    • BambooHR is generally the most affordable option, making it attractive for smaller businesses.
    • ADP Workforce Now offers competitive pricing for mid-sized businesses.
    • Workday, Oracle HR, and SAP SuccessFactors are premium solutions with higher costs but offer more extensive capabilities.
    • Planview’s costs are high if considered solely for HR functions, but it offers unique value in resource management.
  3. Scalability:
    • Oracle HR and SAP SuccessFactors excel in scalability, suitable for businesses from small to global enterprises.
    • Workday also scales well and is often chosen by large enterprises.
    • ADP Workforce Now is designed for mid-sized businesses but can accommodate some growth.
    • BambooHR is ideal for small to medium businesses but may struggle with very large organisations.
    • Planview’s scalability is more relevant to project management than HR, but it can handle large, complex organisations.
  4. Easy of Use:
    • BambooHR is known for its user-friendly interface and is often praised for its simplicity.
    • Workday also offers a modern, intuitive interface.
    • ADP Workforce Now provides a good balance of functionality and usability.
    • Oracle HR, SAP SuccessFactors, and Planview can be more complex, often requiring more extensive training but offering deeper functionality.
  5. Specialisation:
    • Planview excels in resource management and project-based workforce planning.
    • Workday offers strong all-around HR functionality with particular strength in analytics.
    • Oracle HR is known for its robust global capabilities and integration with other business systems.
    • SAP SuccessFactors stands out in talent management and learning.
    • ADP Workforce Now is particularly strong in payroll and compliance.
    • BambooHR specialises in providing a user-friendly, comprehensive solution for SMBs.
  6. Integration Capabilities:
    • Oracle HR and SAP SuccessFactors offer extensive integration options, especially within their respective ecosystems.
    • Workday provides a unified system with good third-party integration capabilities.
    • ADP Workforce Now and BambooHR offer a range of integrations suitable for their target markets.
    • Planview can integrate with HR systems to provide enhanced resource management capabilities.
  7. Industry Focus:
    • Oracle HR and SAP SuccessFactors cater to a wide range of industries with industry-specific solutions.
    • Workday has a strong presence in the services, healthcare, education, and technology sectors.
    • ADP Workforce Now is widely used across various industries, with strength in retail and hospitality.
    • BambooHR is popular among technology startups and small businesses across industries.
    • Planview is often used in industries with significant project-based work, such as IT and professional services.
  8. Global Capabilities:
    • Oracle HR, SAP SuccessFactors, and Workday offer robust global HR management capabilities.
    • ADP Workforce Now provides good international payroll services.
    • BambooHR has more limited global functionality, focusing primarily on English-speaking markets.
    • Planview offers global resource management capabilities but lacks specific HR-related global features.

Conclusion

Choosing the right HR system depends on various factors, including the size of your organisation, budget, specific HR needs, industry, global presence, and growth plans.

  • For large enterprises with complex, global HR needs, Workday, Oracle HR, or SAP SuccessFactors would be strong contenders. These systems offer comprehensive functionality, strong analytics, and the ability to handle complex, multi-country HR requirements. However, they come with higher costs and potentially more complex implementations. On the other hand, for smaller organisations with simpler HR needs and a more limited budget, a system like BambooHR or Namely may be more appropriate. These systems may not offer as many global features, but they are more user-friendly, cost-effective, and easier to implement. Ultimately, the key is to carefully assess your organisation’s unique requirements and choose a HR system that best aligns with your specific needs and goals.
  • Mid-sized businesses might find ADP Workforce Now or Workday suitable, depending on their specific needs and budget. ADP Workforce Now offers strong payroll and compliance features, while Workday provides more advanced talent management and analytics capabilities. It is important to consider factors such as scalability, integration capabilities, and customer support when selecting an HR system. ADP Workforce Now and Workday are both reputable options with a track record of serving mid-sized businesses effectively. Conducting thorough research and seeking recommendations from industry peers can help ensure that you choose the best HR system for your organisation. Remember, the right HR system can streamline processes, increase efficiency, and ultimately contribute to the overall success of your business.
  • Small businesses or startups could benefit from the simplicity and affordability of BambooHR. It offers a user-friendly interface and covers most essential HR functions without overwhelming users with unnecessary complexity. On the other hand, larger corporations may prefer the robust capabilities and scalability of Workday or Oracle HCM. These systems offer advanced features such as predictive analytics, talent management, and global payroll integration. Ultimately, the key is to find an HR system that aligns with your organisation’s size, goals, and budget. By investing in the right HR technology, you can empower your team to work more efficiently and strategically, driving growth and success for your company.
  • Organisations heavily focused on project-based work might consider integrating Planview with another HR solution. While not a complete HR system, Planview’s strengths in resource management and project-based workforce planning can significantly enhance overall HR capabilities when combined with a core HR system. For example, by integrating Planview with a core HR system like Workday or SAP SuccessFactors, organisations can streamline their project management processes and improve visibility into resource allocation and workforce planning. This integration can help HR teams better understand their current workforce capacity, identify skills gaps, and make more informed decisions when assigning employees to projects. Overall, investing in the right combination of HR technology can help drive efficiency, productivity, and ultimately, the success of the organisation as a whole.

Ultimately, while several of these systems come close to being a one-stop shop for HR requirements, the “best” solution will vary based on each organisation’s unique needs. It’s crucial to thoroughly assess your specific requirements, consider future growth, and potentially combine solutions to create the ideal HR ecosystem for your organisation.

When making your decision, consider the following steps:

  1. Assess Your Needs: Clearly define your HR requirements, including must-have features and nice-to-have capabilities.
  2. Consider Your Growth Plans: Choose a system that can scale with your organisation over the next 3–5 years.
  3. Evaluate Total Cost of Ownership: Look beyond just the subscription fees to include implementation, training, and ongoing support costs.
  4. Check integration capabilities: Ensure the system can integrate with your existing business applications.
  5. Test User Experience: Involve end users in the selection process to ensure the system is intuitive and user-friendly.
  6. Investigate Support and Training: Look into the vendor’s support offerings and available training resources.
  7. Consider Industry-Specific Needs: Some systems may offer features tailored to your industry.

Remember, implementing an HR system is a significant undertaking. Take the time to demo multiple systems, involve key stakeholders in the decision-making process, and consider working with an HR technology consultant to ensure you make the best choice for your organisation’s needs. The right HR system can streamline your processes, improve employee experience, and provide valuable insights for strategic decision-making.

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