Cornerstone Performance vs SAP SuccessFactors vs Workday comparison

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Cornerstone Performance

SAP SuccessFactors

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Executive Summary

We performed a comparison between Cornerstone Performance, 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.

To learn more, read our detailed Talent Management Report (Updated: March 2026).

Talent Management

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Review summaries and opinions

We asked business professionals to review the solutions they use. Here are some excerpts of what they said:

Mindshare comparison

As of April 2026, in the Talent Management category, the mindshare of Cornerstone Performance is 1.2%, up from 0.2% compared to the previous year. The mindshare of SAP SuccessFactors is 10.5%, down from 20.7% compared to the previous year. The mindshare of Workday is 9.9%, down from 18.0% compared to the previous year. It is calculated based on PeerSpot user engagement data.

Talent Management Mindshare Distribution
Product	Mindshare (%)
SAP SuccessFactors	10.5%
Workday	9.9%
Cornerstone Performance	1.2%
Other	78.4%

Talent Management

Featured Reviews

Sarra Bannouri

Consultant at a sports company with 501-1,000 employees

Enhanced performance reviews with flexible goal setting and valuable employee feedback

I primarily use Cornerstone Performance for performance appraisals, year-end reviews, check-ins, and competency assessments. It's about managers and direct reports, employees meeting and discussing their progress on milestones, etc The tasks themselves, such as the performance reviews and…

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Saptak Samadder

Assistant Manager at Kashiv Biosciences

HR has gained clear analytics for attrition, goals, and appraisals and manages talent efficiently

SAP SuccessFactors has a low error rate. We had many ad hoc reports that we needed to generate, and it was very easy to do so in SAP SuccessFactors. We also created many in-house reports according to our specific requirements with the help of this tool, which was a really big game changer for us. We did not depend on advanced Excel in those cases. We generated a lot of detailed reports whenever we needed them during emergency cases or board meetings. A lot of usefulness and time were saved in those cases. I will also mention that we conducted a comparative study for some recruitment cases. We had a recruitment model where we were looking for a very niche profile. Since the job profile was really different and rare, we had to depend on analytics to understand and shortlist from a large pool of candidates that we already had in our database. Analytics was really helpful in this situation.

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Eslam Abo Elnaga

Senior people and systems analyst at B_labs & Mylo

Has improved HR process efficiency through intuitive workflows and responsive support

There is something that could be improved in Workday, specifically in the time tracking module. While I am not working on Workday now, I was a regional HRIS working for Egypt, Malta, India, and China. I mention these countries to relate to high population countries and companies. In our company, we use assigned work schedules for our teams. Because we work with the time tracking module, we need to assign shifts. In the manufacturing industry, we might need to change shifts every day or week. Manufacturing teams are huge, approximately 50 to 200 people in one team. If this team has one leader, the leader needs to assign a work schedule for each person individually. While there is mass upload functionality where we can load shifts for all people or specific groups, we need to select multiple people and assign them to a schedule from the interface itself. I have requested this functionality many times. When extracting business processes awaiting actions report, I can select different processes in one box, hit okay, and the report comes up. However, the same functionality does not work for work schedule assigning. If implemented, it would help many people in companies with high populations and big teams.

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Quotes from Members

We asked business professionals to review the solutions they use. Here are some excerpts of what they said:

Pros

"I would definitely recommend Cornerstone Performance."

"A suite of SuccessFactors Talent Management tools helps us in managing the entire employee journey."

"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."

"Compared to other on-premise solutions, the first advantage of SAP SuccessFactors is that it is a SaaS-based solution."

"The features of the solution that I found valuable for my business are its ability to create a dashboard, pie charts, and reporting functions, as well as advanced reporting capabilities."

"It has a global database, and it is globally accessible with the integration with the management."

"We found SAP SuccessFactors to be more promising with reference to functionality and from an implementation perspective."

"The solution is stable."

"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."

More SAP SuccessFactors pros

"Amazing with the support team; their response time is really good."

"Everything is in Workday as far as personnel is concerned."

"The solution was very good at reconfiguration and customization of their software. It helped us to meet federal regulations."

"We use Workday for all our employee-related information. It is a central hub where we can access pay slips, tax-related information, tax automation, and tax rules. Additionally, it manages employee hiring processes and other HR functions. It's a one-stop solution where employees can find everything about their profile, work experience, and associated technologies."

"We use Workday for HR services and found the software to be very user-friendly compared to the previous software."

"We use this solution to manage financials, payroll and recruiting."

"The interface of Workday is superior; it is easy and clear, everything is organized effectively, and I enjoy using Workday extensively."

"It's intuitive, a very usable tool and it's easy to find the data you're looking for."

More Workday pros

Cons

"The competency assessment is not as flexible as the rest of the solution features. I would like more options for customization."

"We were not happy with their after-sales support. Whenever we had an issue it was really difficult to get in touch with them."

"To explain one feature that I would like to see in SuccessFactors, I must describe a similar feature as seen in Oracle. In Oracle, there's a feature called Workforce Prediction, and with this feature, we can predict some of the behaviors of any employee. For example, the software can attempt to predict whether the employee might resign in future, or perhaps if they will start to perform better. This is something that is missing in SuccessFactors."

"Its overall integration and user experience can be improved. SuccessFactors is a system that is built out of three different systems. The elements part was bought from Plateau, and the original performance dialogue was built by SuccessFactors itself. After that, SAP bought it, and it hasn't improved in the last few years. SuccessFactors is a perfect tool if you use it the way it is meant to be, but if you start building custom sessions and try to use it differently, then it is a total mess. It is not agile. It is like an old Mastodon truck or whatever. We don't have the Employee Central and Competence Management modules. Our company made the choice to not implement the Employee Central module. We also didn't implement the Competence Management module. We use the learning module to do some competence management, but I am not that fond of it. It would have been best to have the whole suite. SAP should never sell this without selling the whole suite because it just doesn't work. The biggest gain for me would be having the possibility of doing strategic personnel planning and managing internal mobility. If it could be used for social purposes, such as creating communities and connecting with media channels, that would be perfect. It should also have the possibilities for local admin and agile product development."

"Integration between HCM modules can be extended to incorporate all data."

"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."

"The tool that SAP uses to integrate SuccessFactors into other applications is quite expensive."

"I would like to be able to configure objects from instances, not from import and export files."

"The process for long modules needs to be improved, because compared to how it's done with a competitor (Meta4), the competitor's process was simpler."

More SAP SuccessFactors cons

"They don't have worker payroll in the product. We have to solve our payroll. I hope one day they will be able to have their own localized standard payrolls for all countries."

"It's possible that the way things are integrated could be improved but if you've used SAP then Workday is actually pretty good."

"I would be happy if it was faster. Currently, when I try to navigate within the solution itself, it is a bit slow in terms of the page load time. When I click on something, it usually takes time to load. When you click on different icons or areas on the website, it is slow. Even when you navigate between different models, it is a bit slow. I would like to see a bit faster performance and a better user experience."

"My only suggestion might be to include a brief description of any new fields we introduce, making it easier for people to use them. Perhaps this is something they can consider implementing."

"The solution needs to be updated with generative UI."

"The solution should be more user-friendly."

"The cost of Workday is certainly not inexpensive. It's very pricey."

"The implementation time should be addressed, as it is too slow. Also, the solution should be more user-friendly."

More Workday cons

Pricing and Cost Advice

Information not available

"Our costs for the solution are subsidized by our parent company, I am not aware of the exact cost because of this. However, we pay $50,000 annually. If we move to another solution it will be more expensive."

"We are on an annual subscription to use SAP SuccessFactors. The pricing model is something that they could restructure a bit better. If it was based differently on the type of usage it would help."

"The price of the solution depends on too many factors to provide an estimate. However, the price of SAP SuccessFactors is competitive."

"I have raised change requests for some modules within SuccessFactors. For example, when you're using Recruiting Management, there's a feature called Interview Central you can use to reach the candidates you're interviewing. I wanted to add a writing assessment when I select the competency on that platform. It varies from consultant to consultant, depending on what module they use."

"I don't want to comment on the license cost, to be honest. It could be about $1,000 approximately per customer. However, it's very flexible in terms of the licensing costs depending on the volume and depending on the deal of installation."

"It is not cheap, but it is reasonable."

"Due to the way in which we purchased SuccessFactors as a module along with other SAP modules, we were able to procure it at a slightly better price than usual. I would rate their pricing 5/5 stars."

"We don't utilize even half of the licenses because not everyone uses them. With SAP SuccessFactors, though, we're now conducting all our performance evaluations within the system, so I suppose we're making better use of those licenses. As for SAP for employee services and internal benefits processing, we do have licenses for those but don't utilize them."

More SAP SuccessFactors pricing and cost advice

"With a bigger budget, I would recommend SAP."

"By and large, Workday is expensive. It is based on the headcount. I'd probably rate it a three or four out of five in terms of pricing. It'd be like buying a Mercedes or a high-end car. It's expensive, but there's a specific value that you're getting with additional features and things of that nature. Using that metaphor, Workday probably tends to be more of a luxury. There are others like ADP that can do your payroll, your time off, and other things, but they don't do it as well."

"I need to pay for a license. It is expensive."

"I rate the product’s pricing a ten out of ten."

"The solution is flexible in terms of pricing."

"It is on a yearly basis."

"It's very, very expensive."

"The pricing is good from an HR perspective, although management gets upset after spending $500,000 a year, every year."

More Workday pricing and cost advice

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Top Industries

By visitors reading reviews

Construction Company

13%

Comms Service Provider

Performing Arts

Manufacturing Company

Comms Service Provider

15%

Manufacturing Company

10%

Financial Services Firm

Computer Software Company

Manufacturing Company

10%

Financial Services Firm

University

Government

Company Size

By reviewers

Large Enterprise

Midsize Enterprise

Small Business

No data available

By reviewers
Company Size	Count
Small Business	23
Midsize Enterprise	13
Large Enterprise	69

By reviewers
Company Size	Count
Small Business	16
Midsize Enterprise	6
Large Enterprise	42

Questions from the Community

What needs improvement with Cornerstone Performance?

The competency assessment is not as flexible as the rest of the solution features. I would like more options for cust...

What is your primary use case for Cornerstone Performance?

I primarily use Cornerstone Performance for performance appraisals, year-end reviews, check-ins, and competency asses...

What advice do you have for others considering Cornerstone Performance?

I would definitely recommend Cornerstone Performance. The solution should work on making features more customizable.

What are the biggest differences between Workday, Oracle Cloud and SAP SuccessFactors?

Differences between Workday, Oracle Cloud,w and SAP SuccessFactors:w Oracle: "simple interface and deep customizatio...

What is better, SAP HCM or SAP SuccessFactors?

When it comes to user experience, SuccessFactors is unquestionably superior, as it provides end users with a new expe...

What do you like most about SAP SuccessFactors?

The tool is easy to use for performance management. We haven't experienced any issues with SAP SuccessFactors for per...

What do you like most about Workday?

I like its UI and UX. When we were using Oracle or SAP, the UI/UX wasn't very user-friendly for the employees.

What is your experience regarding pricing and costs for Workday?

If you go with the launch implementation approach, the solution is generally not very expensive. If you want to add m...

What needs improvement with Workday?

Workday could improve its custom reporting for beginners. While it is very powerful, creating complex reports has a s...

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Product Reports

Talent Management

Download Cornerstone Performance product report

SAP SuccessFactors

Download SAP SuccessFactors product report

Download Workday product report

Also Known As

Cornerstone Performance Suite, Sonar6

SuccessFactors

No data available

Overview

Provide continuous career development with actionable development plans to improve productivity, all while accurately capturing and managing talent data to make better data-driven decisions, in one robust solution.

Cornerstone OnDemand

SAP SuccessFactors is an AI-powered, cloud-based HR suite supporting over 100 countries, providing real-time insights and integrated solutions across core HR, payroll, talent, learning, analytics, and employee experience.

Trusted by over 10,000 organizations, SAP SuccessFactors elevates people processes, decisions, and experiences by empowering employees. It offers AI-driven tools enhancing self-service, learning, performance, and development, unifying people and skills data to align talents with business goals. The platform ensures compliance with legal updates and speeds up results using HR best practices and a robust partner network. Its modular design, seamless integration, and mobile access stand out, supporting global accessibility and talent management. Role-based permissions and automated compliance offer flexibility and security, catering to diverse industries.

What are the most important features of SAP SuccessFactors?

Performance and Goal Management: Facilitates setting and tracking employee objectives.
Employee Lifecycle Management: Streamlines employee processes from recruitment to exit.
Learning Management: Promotes continuous learning and development.
Real-Time Reporting: Provides instant insights into HR data.

What benefits should users look for in SAP SuccessFactors reviews?

Increased Productivity: AI-driven tools enhance workforce agility.
Talent Alignment: Unifying skills data aligns workforce with business priorities.
Compliance Assurance: Regular updates ensure legal and regulatory adherence.
Global Accessibility: Cloud-based platform supports cross-geography management.

Organizations implement SAP SuccessFactors for Performance Management, Talent Acquisition, Learning, and HR core functions, streamlining recruitment, onboarding, records management, goal setting, and performance evaluation. It extends to time management, compensation, and talent development, integrating across geographies for centralized data management, reporting, and analytics, enhancing HR operations and employee engagement.

SAP

The Workday Platform is an AI-powered platform that unifies HR, financial, and operational data, enabling seamless planning, execution, and analysis. It improves decision-making, streamlines cross-team processes, and leverages Workday Illuminate™ for advanced AI insights from vast HR and finance datasets. Workday empowers organizations of all sizes to innovate and optimize performance.