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."The PeopleSoft interface is very good."
"Flexibility in configuration."
"It's great for helping users deal with their supply chain."
"We use a lot of typical cases from PeopleSoft, for example, solutions for security, business performance, monitoring processes, and a lot of training."
"I use the reporting feature occasionally to check for potential improvements in timesheets. We have integrated it with Power BI."
"PeopleSoft is resilient and has the flexibility for us to customize it."
"Peoplesoft is the best payroll software in the market."
"Stability-wise, it is a good tool."
"SAP SuccessFactors is stable, we have not found any bugs or glitches."
"It's a uniform user interface."
"This solution has always been stable for me."
"What I like most about SAP SuccessFactors are its recruiting and compensation features."
"It's brought to our organization a big big improvement. We would give it a good rating."
"It covers all the everyday functions of the employee life cycle."
"This solution provides up with an easy way to on/off-board staff, as well as actioning internal transfers."
"The best features that were working well for us was the Goal Management and Performance Management. They were the most valuable to our organization."
"I would like for the initial rollout process to be completed faster so that it can be implemented in a more efficient manner."
"Global payroll could be easier to use."
"I would like to see it become available again in Mexico."
"Response time takes very long and requires a person to be awake night and day to benefit from it."
"The API integration could be better."
"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."
"Scalability is not there in PeopleSoft. Its performance and resilience are also very bad. When you're trying to stretch it, it breaks. It is not resilient. It is also not stable. It is stable as far as data is concerned, but the infrastructure is not stable."
"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."
"I would like to be able to configure objects from instances, not from import and export files."
"SAP SuccessFactors' pricing structure could be improved."
"The pricing of SAP is quite high."
"The integration between the recruitment module and employee central is a big problem."
"The Onboarding module must be improved."
"The stability could be a bit better."
"I think there is room for improvement in user friendliness. In my experience, users are sometimes confused about how to use the solution."
"The SAP SuccessFactors updates need to be more industry-specific because every industry has specific modules. What I want to be added to SAP SuccessFactors is a chat box where SAP staff can give support to users."
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”.