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."All the features of the solution are integral to the functionality. Additionally, the navigation customization is beneficial."
"I like the speed of the processing and how easy it is to use."
"The most valuable feature of the solution is its stability."
"This solution integrates very well with other products which is helpful."
"Flexibility in configuration."
"A valuable feature is FSCM."
"I would rate scalability a nine out of ten."
"It is a very stable ERP solution. It is also supported on Oracle Cloud and provides extensive features."
"HR and managers can use the onboarding tool to help new employees prepare for their first day on the job, which can help them acclimate to the company culture and reduce anxiety."
"It is a scalable solution."
"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."
"It is a scalable solution. I would rate it a ten out of ten."
"The UX in SAP SuccessFactors is good."
"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."
"The solution is stable."
"The tool's most valuable feature is its integration capabilities with on-premise ERPs and other systems."
"Agile system configurations to accommodate business dynamics."
"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 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."
"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."
"I would like for the initial rollout process to be completed faster so that it can be implemented in a more efficient manner."
"It would be helpful for the end-user if the reports were customized. They would be able to select the fields while generating their reports."
"Tools and UI could be enhanced."
"This solution could be improved by lowering the cost of support."
"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."
"SAP SuccessFactors needs to improve the LMS and performance management."
"It is not that user-friendly. It can be made more user-friendly."
"There's room for improvement in SAP SuccessFactors, particularly in terms of innovation. I'd like more flexibility in its functionality and more customization. In terms of what additional feature I'd like to see in the next release of the product, it depends on the module because you have various modules in SAP SuccessFactors, so it's easier to go module by module and understand what features you have in each module. The product has a lot of features coming up, but the product being more mobile, or having mobile features would be nice."
"Overall, the documentation could be improved, and I think the learning management module needs to include more capabilities when it comes to matching an organization's particular learning approach."
"Forms cannot be edited once submitted."
"he user interface could be improved."
"SAP should also look into easily integrating with other applications or other tools. Technology has changed now, and it should be easier for any application to integrate with other apps. There needs to be more flexibility."
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”.