We performed a comparison between PeopleSoft and SAP SuccessFactors based on real PeerSpot user reviews.
Find out in this report how the two Talent Management solutions compare in terms of features, pricing, service and support, easy of deployment, and ROI."All the features of the solution are integral to the functionality. Additionally, the navigation customization is beneficial."
"I would recommend the solution. It's very stable and scalable, which makes it a reliable solution."
"It is a very stable ERP solution. It is also supported on Oracle Cloud and provides extensive features."
"Very stable in terms of performance and scalability."
"It's very fully featured. It has more features and more configurability than SAP."
"Scales up very well."
"A valuable feature is HCM."
"PeopleSoft has been fairly reliable for us. We haven't had any issues with stability."
"The most valuable feature of SAP SuccessFactors is analytics."
"This solution offers good flexibility and configurability. It can handle different types of performance management."
"Easy to use and user-friendly."
"We have found objects like Foundation and MDF most valuable."
"It's a uniform user interface."
"The interface is user-friendly. It is very simple and intuitive, so it's good."
"The tool is easy to use for performance management. We haven't experienced any issues with SAP SuccessFactors for performance management, which is great. However, since we're still learning to use it fully, we might not utilize all its available features yet."
"The most valuable feature of SAP SuccessFactors is that it is a full suite of applications to enable your employees. Additionally, it has good integration with S4 HANA. Our payroll solution is from SAP and the integration becomes much easier when using SAP SuccessFactors."
"The Time and Labor module is not that flexible."
"The biggest disadvantage with things like PeopleSoft is that they do continuous support and fixes and upgrades. You get to choose when you want to implement that upgrade. However, in order to keep up, you have to upgrade."
"The solution's initial setup is not straightforward."
"Often support just asks people to install a lot of upgrades. Sometimes they don't really give you clear details as to why you need to upgrade. They just say, "You need to upgrade this because there's a newer image, etc". They never really give you the reason underlying why you are having errors."
"PeopleSoft could improve by being more user-friendly. It's somewhat awkward to navigate."
"It would be nice if it became even more declarative in its development."
"If there is another release, they should look at going to mobile computing to stay competitive."
"PeopleSoft should be more flexible with the configuration. There should be less coding and more configuration."
"We encountered challenges with the tool's integration with third-party applications and deployments."
"The reporting tool is not as good as IBM Cognos which is very, very powerful."
"Integration between Employee Central and Compensation in SAP SuccessFactors is one area of the solution that has room for improvement."
"The stability could be a bit better."
"It's a bit complicated to make a change in the tool... It is time-consuming."
"The data management part can be improved in terms of how you can manage data from the HR admin's or HR team's perspective. It has some limitations in the reporting part in terms of how you can update the data and fetch the data. SAP HCM comparatively has a lot of capabilities in terms of backup loads, data management, data changes, etc. You can do these things easily, which is not the case with SAP SuccessFactors. Data management should be simplified in SAP SuccessFactors in terms of accessing the data, reporting, and then manipulating the data."
"The solution needs more localization, especially for the Middle East and Russia."
"One area for improvement is making SuccessFactors more compatible with other countries, especially in terms of payroll and other functionalities."
PeopleSoft is ranked 5th in Talent Management with 80 reviews while SAP SuccessFactors is ranked 1st in Talent Management with 90 reviews. PeopleSoft is rated 8.0, while SAP SuccessFactors is rated 7.8. The top reviewer of PeopleSoft writes "Comprehensive solution for SCM but requires add-ons for fluid pages". On the other hand, the top reviewer of SAP SuccessFactors writes "Offers many useful modules and integrations, and helps companies adhere to best practices". PeopleSoft is most compared with Oracle HCM Cloud, Workday, Oracle Fusion Cloud ERP, SAP ERP and Oracle E-Business Suite, whereas SAP SuccessFactors is most compared with SAP HCM, Workday, Oracle HCM Cloud, UKG and Cornerstone Learning. See our PeopleSoft vs. SAP SuccessFactors report.
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Big question but let me try to sum this up without diving too deep into the details.
1. Workday is the only fully in memory consolidated application on the market. It is an event-driven snapshot-based system and is SAAS only. Everything you do is an event and some of the events are exposed as business processes on the Workday business process framework. The only way to access data is through API operations.
2. PeopleSoft has been around a long time and is a database-driven application. You can access it through a browser and leverage PeopleTools to customize it to do what you need. PeopleSoft can be on-premise or hosted by Oracle. No new releases have come out in a while that I am aware of. I don’t know what the long term prospects of PS being around are. Different databases house different functional areas, i.e. HR, Financials, Student.
3. SuccessFactors is a consolidation of systems through acquisition. Its several databases being kept in sync under the covers with triggers and coding. I think parts of the application work well and others have a ways to go.
To me, the bottom line is really the technical aspects of the applications are hugely different in their approach. Workday being fully consolidated in memory SAAS solution,
PS being older highly customizable and SuccessFactors being a bunch of systems under the covers all pushing data between different databases to keep things in sync. Functionally I would say they each have their wheelhouse.
Workday is excellent for global implementations where you want to have employees from different geographies on the same HCM platform. Workday gives you the comfort of end to end global implementation on the same platform.
SAP SuccessFactors has strength in PMS and learning. India payroll is not so strong.
PeopleSoft (Oracle HCM) has strength in core HR data management, time and attendance, and recruitment, but their learning module is quite average.
I’m sharing my experience based on the evaluation I had conducted two years back.
I have compared some with Oracle Fusion and all have their pluses and minuses.
Workday was too complex for a company to maintain. They replaced PeopleSoft (old version) by Oracle Fusion because this was
preferred due to the integration and UX.
Currently, we applied the HCM - Oracle Fusion for Capital Management in our industry operation.
We already take time for package selections of HCM solutions then we understood for success to be deployed of solutions belongs to the implementation partners.
We based on the optimization triangle concepts are “SOLUTIONS – REALISTIC/APPLICABLE – COSTS”.