We performed a comparison between Oracle HCM Cloud, 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 solution's most valuable features are all the human resources aspects and access management, as well as the talent review. The solution's talent management is very, very good."
"Oracle HCM Cloud adds the latest features on a quarterly basis to the cloud, which makes it very easy for customers to adapt to the new features."
"We haven't had a single issue with stability, and we've been using it for more than three years."
"This solution is user friendly and can be used on a mobile phone without a computer."
"We have 35,000 employees in our organization, so we consider the solution to be scalable."
"It is very user-friendly. Most of the UI is very intuitive so you don't need to follow a course to follow it up."
"In general, functionality is fine."
"The tool's implementation has resulted in significant time savings, ranging from 30 to 50 percent across various processes. Oracle HCM, particularly its payroll functionality, has proven to be highly valuable for our organization. Additionally, the ability to implement various customizations has proven valuable. The robust nature of Oracle HCM Cloud ensures high accuracy."
"The solution is very intuitive. Many of the things we need to do are easily accessible."
"The solution is stable."
"SAP SuccessFactors is one of the most robust platforms in the world today. For a unique global company, they need a platform that is compliant, such as GDP compliant in Europe. The solution delivers high quality in their core HR IS system which is called Employee Central. The system is one of the strongest and sturdiest modules that are in existence in the world."
"The performance and goal management is good, and it has a fairly detailed employee central."
"The functionality and user friendliness are constantly improving."
"Flexible with a lot of good features."
"It is a scalable solution. I would rate it a ten out of ten."
"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's easy to set up."
"It helps the users to enroll for the benefits automatically and update their life events without the involvement of HR individuals or back-office staff. It enables a person to take action on their own. It reduces the administrative burden on HR and puts the ownership on the person that is going through the life event, whether it is having a child, taking a leave of absence, or something else. There are easy ways to integrate Workday with your common benefits. At least in the USA, it can be integrated with common benefits providers such as Fidelity, Blue Cross Blue Shield, Aetna, etc. It has got a connector that is able to connect with the vendor or the third party to which you are trying to send the eligibility file. It basically allows us to automate or set up the tool, and the integration with the provider is a lot quicker than competing tools. When it comes to reporting on just eligibility and SLSA, it is a lot more user-intuitive. Depending on the purpose of what you are doing, you can grant security rights or roles, for example, you can control whether someone is a benefits administrator doing an independent audit. Workday makes it very easy to do that. It significantly simplifies the reporting process."
"It's intuitive, a very usable tool and it's easy to find the data you're looking for."
"The user interface is good and very easy to use."
"Workday is a secure product."
"We like the fact that this solution is very user-friendly, with a straightforward user interface."
"The payroll and benefits engine is the most valuable Workday solution in my opinion. It is also easy to access."
"I found the analysis features to be very useful for our company. I also found the modules installed to be aligned with our company's KPIs. These were the two features that stood out."
"The product needs to keep improving the integration tools and the tools to load the data - that whole mechanism - in order to allow for flexibility in the configuration."
"We're not receiving the proper support."
"There should be more digital assistance included, like chatbots."
"Once we are done working on a template, we can't change it unless we create a new one."
"I rate the technical support of Oracle HCM Cloud an eight out of ten. There is some room for improvement."
"The GUI interface should be more user-friendly."
"Cloud learning can be improved."
"An employee needs training to apply for leave, something as simple as that. They shouldn't need training materials or user guides to navigate the system. We're moving towards empowering users, especially with end-user-facing systems. People should be self-reliant and not need to rely on manuals. Oracle HCM Cloud is very old-school in this regard."
"I would like to be able to configure objects from instances, not from import and export files."
"SAP resources are at the high end and anything you want to change or any customization is expensive."
"The Onboarding module must be improved."
"LMS, Learning Management Systems, needs improvement because there were some stability problems."
"They should improve the reports."
"SAP SuccessFactors needs to improve the LMS and performance management."
"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."
"They should be more user friendly and give us more tools to make it more flexible."
"The cost of Workday is certainly not inexpensive. It's very pricey."
"It is good that much of the development is based on community input but often that can lead to details being ignored and small, nagging issues are ignored."
"The user interface could be modernized somehow."
"It's possible that the way things are integrated could be improved"
"It is very unique as compared to other tools in terms of the employee master data and how it is organized. That's why sometimes the information needs to sit in two different systems because, in Workday, it is organized differently. This issue is not related to benefits. It is more or so related to how you categorize employees. I don't think this is a problem that could be solved. Workday is aware of this. It is one of those kinds of situations that you just got to live with."
"I would really like to see a more robust timekeeping solution in Workday. Currently, most organizations are using Kronos for timekeeping and Workday for HR data. They then integrate Workday with Dimensions to manage time-related activities and payroll processing."
"This solution could be improved by providing user-level access to customization capabilities. Users currently rely on more technical teams to customize reports, for example."
"My opinion is that this solution can improve the overall integrations and add more automation. I think anything that could be on a self-serve basis would work quite well."
