We performed a comparison between PeopleSoft and Workday based on real PeerSpot user reviews.
Find out in this report how the two Benefits Administration solutions compare in terms of features, pricing, service and support, easy of deployment, and ROI."Very stable in terms of performance and scalability."
"The new version of this solution is very scalable."
"The PeopleSoft interface is very good."
"A solid and mature product."
"The recruiting is most valuable. It saves time in having easy and fast applicants tracking as well as candidates' contact plus pipeline management."
"PeopleSoft allows you to schedule upgrades and inform users beforehand. This gives your IT team time to manage the implementation and minimize disruption."
"This solution integrates very well with other products which is helpful."
"It's great for helping users deal with their supply chain."
"The user interface is good and very easy to use."
"The most valuable feature of Workday is the ease of navigation to browse the application. The solution can hold information about the company and people with accounts can be discovered by others in the whole company."
"Performance and good usability are the two most valuable features of this solution."
"We use the platform for tasks, including applying for leaves, communication, and adhering to our organization's policies through efficient goal setting and reviews."
"We like the fact that this solution is very user-friendly, with a straightforward user interface."
"It is quite user-friendly."
"The payroll and benefits engine is the most valuable Workday solution in my opinion. It is also easy to access."
"The most helpful Workday features for our HR processes were in HCM, particularly in areas like talent, compensation, benefits, and learning."
"The whole systematic flow of any query raised to HR should be improved."
"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."
"Stability is an area where the solution lacks and needs to be improved."
"One of the areas that could improve is the capability of utilizing mobile for some of the self-service activities that are missing. They are running on the older platform. What is happening is people are focusing on the cloud. PeopleSoft is a good provider and should into the cloud. That could be an advantage for them. Customers would not have to go find another solution that is a completely different platform that has different functionality altogether."
"The solution could improve by offering PeopleSoft site licenses. Currently, Oracle is pushing for everyone to transition to the cloud, but clients are discontent with this approach. Offering new PeopleSoft site licenses would be the most beneficial for our clients."
"Agile system configurations to accommodate business dynamics."
"PeopleSoft should be more flexible with the configuration. There should be less coding and more configuration."
"The solution needs to work on its mobile technology. We're hoping in the next version we're working on implementing, 9.2, will have more of this."
"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."
"The finance module of this solution is not great and needs improvement."
"They don't have worker payroll in the product. We have to solve our payroll. I hope one day they will be able to have their own localized standard payrolls for all countries."
"There is a lot of complexity in the configuration of this solution."
"The solution can be improved by speeding up the load time when pulling up information."
"In terms of reporting, we have to rely on a consultant to do the report customization. The most important thing is to be able to do your own reporting, which it can't do. We rely so much on our consultant to customize reports for us."
"Analytical tools have needed improvement. Workday has just released Prism Analytics, to replace the current analytical tools, so it’s in the early stages."
"They could provide a web chatbot feature in the dashboard for Workday."
PeopleSoft is ranked 3rd in Benefits Administration with 80 reviews while Workday is ranked 1st in Benefits Administration with 51 reviews. PeopleSoft is rated 8.0, while Workday is rated 8.2. 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 Workday writes "The solution's interface is clean, organized, and easy to use ". PeopleSoft is most compared with Oracle HCM Cloud, SAP SuccessFactors, Oracle Fusion Cloud ERP, SAP ERP and Oracle E-Business Suite, whereas Workday is most compared with SAP SuccessFactors, SAP HCM, Oracle HCM Cloud, UKG and Cornerstone Learning. See our PeopleSoft vs. Workday report.
See our list of best Benefits Administration vendors, best Talent Management vendors, and best Talent Acquisition vendors.
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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”.