We performed a comparison between PeopleSoft, SAP SuccessFactors, and Workday based on real PeerSpot user reviews.
Find out what your peers are saying about SAP, Workday, Oracle and others in Talent Management."The feature that I have found most valuable is having the sources so that you're able to adapt the product to your needs. That was a big benefit."
"It is a very stable ERP solution. It is also supported on Oracle Cloud and provides extensive features."
"Its user interface is impressive."
"PeopleSoft is scalable."
"The new version of this solution is very scalable."
"Flexibility in configuration."
"I use the reporting feature occasionally to check for potential improvements in timesheets. We have integrated it with Power BI."
"The recruiting is most valuable. It saves time in having easy and fast applicants tracking as well as candidates' contact plus pipeline management."
"I love SAP, and I like SuccessFactors...I think most users prefer SuccessFactors as they become more comfortable with it."
"SuccessFactors' best features are talent management and HR Analytics."
"The self-service part is most valuable. Employees and managers can do a lot of things on their own, and they are not dependent on the HR organization."
"They have succeeded in sustaining a powerful system supporting their philosophy."
"The feature I like the most is the notification bar where we can see upcoming courses that the organization requires from time to time. It's easy to track any pending courses. I also like the search feature in SuccessFactors. We can search for newly available courses that are updated in the system for completion."
"All of SuccessFactors' features are useful, but there are several modules within SuccessFactors that I find handy. You have Employee Central, which manages employee records within the system. It manages all the information about an employee, including names, addresses, account numbers, positions, org charts, etc. It also handles performance reviews and KPIs for employees within an organization. Then you have succession planning and development as well."
"The solution is very intuitive. Many of the things we need to do are easily accessible."
"This solution offers good flexibility and configurability. It can handle different types of performance management."
"It's intuitive, a very usable tool and it's easy to find the data you're looking for."
"First time users, understanding accessibility and consolidated data is fairly easy. The solution improves productivity for users and reduces the need to switch between different tools."
"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."
"The solution is stable."
"The payroll and benefits engine is the most valuable Workday solution in my opinion. It is also easy to access."
"Provides flexibility to integrate with the product. It has several tools, out-of-the-box, for integrations. It delivers pre-built interfaces for specific vendors, pre-built generic integrations to extract or push data into Workday through configuration."
"The most valuable features of the solution are the usability, learning, and compliance tools."
"The platform itself is very robust and I generally like the reporting and analytics capability."
"Stability is an area where the solution lacks and needs to be improved."
"The learning and development side of the product is an area of concern where improvements are required."
"The Work Center feature in PeopleSoft is a step in the right direction in consolidating someone's role-based interaction with the system. This enhanced functionality streamlines workflows and improves efficiency."
"The solution's initial setup is not straightforward."
"Agile system configurations to accommodate business dynamics."
"If there is another release, they should look at going to mobile computing to stay competitive."
"Services that need improvement include PeopleSoft Query, Pivot Grids, and PeopleSoft Test Framework."
"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."
"There have been cases involving a lot of re-implementations and frustrations within clients where they have the workbook sessions, the workbook workshops and things like that. And I think that doesn't really go down well because the workbooks are very technical and, a lot of times, very confusing for the client."
"SuccessFactors feels rigid. It should be more streamlined. Also, the interface design is outdated and needs an upgrade."
"User experience for this solution needs to be improved."
"Some of the screens aren't that user-friendly, older employees especially have a hard time with it. They have some problems with it."
"There is not much scope for enhancements, personalization, or customization with the cloud-based variant of this solution, which could be improved."
"One area for improvement is making SuccessFactors more compatible with other countries, especially in terms of payroll and other functionalities."
"Integration between Employee Central and Compensation in SAP SuccessFactors is one area of the solution that has room for improvement."
"They should improve the reports."
"The solution can be improved by speeding up the load time when pulling up information."
"They don't offer any backend database access. This is one limitation that I found in this product. Workday hasn't opened up about what kind of database they are into, which can make it easy for the technical team to emulate issues. It would be good if they can offer backend access to the technical team. It would be helpful if they can also provide a Troubleshooting Guide that we can use to troubleshoot issues. When we have an issue, there are very limited resources to refer to."
"The solution needs to be updated with generative UI."
"In a future release we could like to have access to asset, supply and treasury management functionalities."
"We would like to see improvement in the mobile app variant of this solution. The time sheet entry and approval, and the geo-tagging features all need to have their functionality updated, in order to be comparable with other products on the market."
"The product must include payroll features."
"The cost of Workday is certainly not inexpensive. It's very pricey."
"The implementation could have gone a little smoother."
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”.