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."PeopleSoft allows you to schedule upgrades and inform users beforehand. This gives your IT team time to manage the implementation and minimize disruption."
"It's great for helping users deal with their supply chain."
"PeopleSoft has been fairly reliable for us. We haven't had any issues with stability."
"PeopleSoft is an amazing solution. Its users can have total control of the system, including PeopleCode, Application Engine and Component Interface, along with many other tools delivered by PeopleSoft."
"The synchronization of business processes, and the software, streamlined the shared service departments to run 40% leaner."
"The most valuable feature is IDE."
"Flexibility in configuration."
"Very stable in terms of performance and scalability."
"The tool's most valuable feature is its integration capabilities with on-premise ERPs and other systems."
"The most valuable feature of SAP SuccessFactors is analytics."
"Talent Acquisition and Learning features are best in class."
"The most valuable features of SAP SuccessFactors are onboarding, recruiting, marketing, and performance."
"This solution offers good flexibility and configurability. It can handle different types of performance management."
"The interface is really useful and it's very easy to combine different information. For example, we can easily get reports that we need. It's very easy to create reports."
"Overall, it's excellent performance management."
"The functionality and user friendliness are constantly improving."
"One aspect where PeopleSoft could see improvement is in its level of customization."
"The API integration could be better."
"I would like for the initial rollout process to be completed faster so that it can be implemented in a more efficient manner."
"There could be more adaptability of the system."
"Parsing of CVs is productive but accuracy can be improved."
"PeopleSoft lacks integration capabilities."
"On the other hand, the more recent push for standardization precludes customized approaches to certain industry requirements."
"The whole systematic flow of any query raised to HR should be improved."
"SAP SuccessFactors functionality doesn't meet the expectation of our end users. There are other solutions that have better functionality, such as Workday, which is one of the top applications. Additionally, the solution could be easier to use."
"I think there is room for improvement in user friendliness. In my experience, users are sometimes confused about how to use the solution."
"The price of the solution could improve, it is too high."
"The pricing of SAP is quite high."
"The price could be lower."
"SAP SuccessFactors could improve learning management. The module is desperate and should be included in the primary solution. Additionally, it is missing some business use cases."
"There should be more connectivity with other systems."
"LMS, Learning Management Systems, needs improvement because there were some stability problems."
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”.