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 recruiting is most valuable. It saves time in having easy and fast applicants tracking as well as candidates' contact plus pipeline management."
"I'd like PeopleSoft to be like on the cloud and more mobile-friendly. If I try to access it from a cell phone, it's a bit difficult, so it would be great if PeopleSoft could improve these features."
"Scalability-wise, I rate the solution a ten out of ten."
"The synchronization of business processes, and the software, streamlined the shared service departments to run 40% leaner."
"PeopleSoft is resilient and has the flexibility for us to customize it."
"The time system is what we get the most benefit from."
"A solid and mature product."
"In general, this solution is user friendly and also performs well. There are two types of forms. One is a standardized form, which you can define things into. The other, you can customize so more repetition can be done in an even manner. That way, it can be designed for what the public or user actually wants. It's not very tough for any person, or layman to understand exactly what the screen requires one to do."
"This solution offers good flexibility and configurability. It can handle different types of performance management."
"The UX in SAP SuccessFactors is good."
"It has a global database, and it is globally accessible. By using this solution, we have moved away from paper, which is a big step for us."
"The solution is very intuitive. Many of the things we need to do are easily accessible."
"The most valuable features of SAP SuccessFactors are onboarding, recruiting, marketing, and performance."
"Flexible with a lot of good features."
"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."
"The performance and goal management is good, and it has a fairly detailed employee central."
"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."
"There can occasionally be complexity in the initial setup."
"My developers want to use more HTML instead of the specialized tool, PeopleTools because, they say, it's better from a user perspective."
"The UI and user experience are not great, and it's not as feature-rich as today's systems. Furthermore, our implementation does not include all the components we need, like payroll or some other functions."
"The solution could have better processes and automation, or features that allow for a paperless environment."
"PeopleSoft can improve by having proper connectors. It's very difficult to change some interfaces with the other systems."
"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."
"I would like to see it become available again in Mexico."
"Everything, including the provisioning dependency, should be moved to the instance, and coding should be kept to a minimum. Wherever possible, coding should be minimized, and everything should be a drag-and-drop."
"SAP SuccessFactors is working on making beneficial changes but they are not fast enough. They can improve by making the improvements or updates quicker. Additionally, the user interface could improve, it is not something you want to return to when compared to a solution similar to Instagram."
"The reporting tool is not as good as IBM Cognos which is very, very powerful."
"I find that the website sometimes has problems loading, but I'm unsure if it's an issue with SuccessFactors. After the login, there are some connection issues. We get some errors telling us that it cannot connect to the host."
"Integration between Employee Central and Compensation in SAP SuccessFactors is one area of the solution that has room for improvement."
"SuccessFactors feels rigid. It should be more streamlined. Also, the interface design is outdated and needs an upgrade."
"We encountered challenges with the tool's integration with third-party applications and deployments."
"There is room for improvement in licensing model."
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”.