Try our new research platform with insights from 80,000+ expert users

PeopleSoft vs SAP HCM comparison

 

Comparison Buyer's Guide

Executive SummaryUpdated on Nov 4, 2024

Review summaries and opinions

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

Categories and Ranking

PeopleSoft
Ranking in Benefits Administration
3rd
Ranking in Talent Management
5th
Average Rating
8.0
Reviews Sentiment
6.6
Number of Reviews
84
Ranking in other categories
ERP (8th), Activity Based Costing Software (4th), Demand Management (1st), Talent Acquisition (4th)
SAP HCM
Ranking in Benefits Administration
4th
Ranking in Talent Management
3rd
Average Rating
7.8
Reviews Sentiment
7.2
Number of Reviews
57
Ranking in other categories
Cloud HCM (3rd)
 

Mindshare comparison

As of July 2025, in the Benefits Administration category, the mindshare of PeopleSoft is 8.4%, down from 13.1% compared to the previous year. The mindshare of SAP HCM is 11.0%, down from 12.8% compared to the previous year. It is calculated based on PeerSpot user engagement data.
Benefits Administration
 

Featured Reviews

UshaKatyal - PeerSpot reviewer
A mature solution that needs right implementation
I think PeopleSoft HR is pretty good and very mature. The people who built PeopleSoft now work on Workday. Workday has asked me to join them as an employee a few times, but I don't take anyone's employment because Workday isn't very user-friendly. With PeopleSoft, you can do a lot. Oracle now bundles PeopleSoft and calls it Oracle Cloud, but the programs are the same. Recruiters often don't know this and say you're not qualified if you don't have Oracle Cloud experience. However, Oracle has just put PeopleSoft in the cloud and packaged it as Oracle Cloud. Overall, if the solution is implemented correctly, it runs very smoothly. I think people shouldn't customize it. They should use it as is and try to adapt to it. Many people didn't understand PeopleSoft at first. For example, during COVID, some companies hired offshore people who didn't know what they were doing and messed everything up. You need to know the rules and regulations of the country where you're implementing the tool because every country has different rules for HR, benefits, and payroll. Canadian payroll differs from US payroll, but they're on the same platform in the solution. It's a very mature system, but people prefer newer options like Oracle Cloud. I was also involved with SAP S/4HANA. I don't think it's good for the government sector because government workers are a bit lazy about technical things. I understand S/4HANA because I have a technical background. It has a different structure, while PeopleSoft has more of a file and table structure, which is easier. If the tables are set up wrong, things go wrong. But if you know how to set it up correctly, it runs smoothly, and you can adjust it if needed. The problem is that companies are hiring big consulting firms that want money. They hire offshore people who don't know the country's rules and do programming. If you buy a package and still have to do custom programming, why buy the package at all? These days, I'm doing a lot of business process reengineering for people because they don't know how to implement it correctly. If you implement it right, you can reduce manual work. However, it depends on change management and how senior management handles it. It works fine if you implement the tool on-site or hybrid, not cloud and do it correctly. But in a cloud situation, there are problems. Many countries change their payroll and benefits rules often. With the cloud, you can't easily change things. You have to ask the company to make changes, which costs much money. People who don't want an IT department go for the cloud. But I've seen many companies fail with the cloud. The cloud is just everything packaged together. Your data sits in someone else's cloud, and you must accept whatever they do. Payroll is very sensitive. If payroll is wrong, the whole company suffers. I've worked on the financial and school sides, too. I'm comfortable with the tool if it's implemented correctly. But many companies don't implement it right, which is why they might say it is too much. I did a big project for an oil and gas company. I was a program control manager with 51 people under me. We used Oracle, but Oracle isn't as good as PeopleSoft for payroll. If the solution is implemented correctly, it's fine. But you need the right implementer. Big consulting firms often give wrong information and use inexperienced people. For maintenance, PeopleSoft sends updated rules to new tables at year-end. You compile the new tables and start the new year. But you need to know which changes apply to your country. I talk to many senior PeopleSoft people and always get LinkedIn messages about business opportunities. I now help about 50 clients when they have problems, but I'm not traveling. If you know the HR and payroll business well, you can implement anything - PeopleSoft, Oracle, or S/4HANA. I've done all of these. S/4HANA is more complicated and technical. It's similar to an old software called IDMS. You have to be very technical, and if you don't do it right, it won't work. I rate the overall solution a seven out of ten.
Renelia Villanueva - PeerSpot reviewer
Efficient payroll processing with comprehensive attendance management
I am currently heading the payroll benefits and HRIS team here in Manila. We are using SAP HCM on-premises, and we implemented SuccessFactors focusing on Employee Central and GMPM SAP HCM has helped a lot due to the always changing government regulations pertaining to taxation, social security…

Quotes from Members

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

Pros

"The most valuable feature is ERP application information."
"The most valuable feature for us is the integration between the HR Payroll and Financials modules"
"PeopleSoft is an amazing solution. Its users can have total control of the system, including PeopleCode, Application Engine and Component Interface, along with many other tools delivered by PeopleSoft."
"Very stable in terms of performance and scalability."
"The new version of this solution is very scalable."
"This solution integrates very well with other products which is helpful."
"Flexibility in configuration."
"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."
"The tool's best feature is SAP SuccessFactors."
"It simplifies everything for human capital management, and all users can do self-enrollment for leaves and those kinds of things. The employee self-service feature is quite a powerful feature for me. You can install it on your mobile phone or iPad and do your employee service activity there."
"It is a pretty stable solution."
"It is a scalable solution. There are three administrators maintaining the solution: an HR person, a payroll person, and one backup."
"Technical support is excellent."
"We've found that the solution has the capability to scale."
"The payroll operations I’ve managed within this and other organizations involve substantial numbers, demonstrating that SAP HCM stable product. As for talent management, we’ve utilized consulting services and supplemented them with various in-house developments. Moreover, we are exploring innovative AI, including chatbots and AI-driven use cases."
"The user interface is the solution's most valuable feature. It makes it easy for us to use."
 

Cons

"PeopleSoft could improve by being more user-friendly. It's somewhat awkward to navigate."
"This solution could be improved by lowering the cost of support."
"Having applications which provide more enhanced features and user-friendly elements."
"The solution needs to work on its mobile technology. We're hoping in the next version we're working on implementing, 9.2, will have more of this."
"Regarding technical support, they often discourage using PeopleSoft and push for Oracle. Many support staff are offshore and don't understand the system well."
"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."
"We have already deployed it and we have had it for several years but we are switching to a modern HCM SaaS cloud product."
"The biggest disadvantage with things like PeopleSoft is that they do continuous support and fixes and upgrades. You get to choose when you want to implement that upgrade. However, in order to keep up, you have to upgrade."
"SAP HCM needs to improve its UI."
"The implementation of the solution can be a bit difficult. They should make it easier. If it could be as simple as the SuccessFactors implementation that would be ideal."
"Reports need to be added on the time management side."
"SAP now does the most innovation for the cloud solution and less innovation for the on-premises client."
"There are already success factors for the cloud solution which cannot be integrated into S/4 HANA."
"The product's license is very expensive."
"It would be very helpful for our company if a new version was released with the ability to contain all of the things that we have newly introduced in our company."
"The extensibility of the integration could be improved."
 

Pricing and Cost Advice

"The solution is priced per module."
"Check all options before a decision is made."
"One of the cheapest solutions available and also one of the best."
"The expenses related to the solution are nominal."
"There are no additional costs for licensing."
"Mostly yearly payments are to be made toward licensing costs. It is not much of an expensive solution."
"I would consider this to be an expensive product, but the quality justifies it."
"I don't know if they are still providing licenses or if they have suspending licenses."
"The terms on which you buy licenses might change due to the way they license in a particular product."
"In my view, this product is a waste of money for SMB because there are much better products available and licensing is an issue."
"You pay per license. There not any costs in addition to the standard licensing fees."
"The pricing is not reasonable at all."
"SAP is extremely expensive. The integration costs and customization costs are also a lot."
"We have an annual license for this solution, and the price depends on the number of users."
"Be careful and guard against future changes in licensing."
"The cost of SAP HCM is high, the license should be reduced. SAP HCM has a lot of hidden costs."
report
Use our free recommendation engine to learn which Benefits Administration solutions are best for your needs.
861,524 professionals have used our research since 2012.
 

Top Industries

By visitors reading reviews
Government
9%
University
9%
Computer Software Company
8%
Financial Services Firm
8%
Computer Software Company
12%
Financial Services Firm
8%
Manufacturing Company
8%
Comms Service Provider
6%
 

Company Size

By reviewers
Large Enterprise
Midsize Enterprise
Small Business
 

Questions from the Community

What are the differences between Oracle HCM Cloud and PeopleSoft?
Although both are solutions to manage HR, their differences make each one suitable for different companies. Oracle Cloud HCM is a platform for connecting all human resource processes in your organ...
What do you like most about PeopleSoft?
I use the reporting feature occasionally to check for potential improvements in timesheets. We have integrated it with Power BI.
What do you like most about SAP HCM?
SAP HCM is the one of the best ERP for an organization with a small to large scale business. It has the most efficient payroll functionality. Regards : SAP HR classes in pune
What do you like most about SAP HCM?
HCM is a very important module that each organization should want to use. It will help any organization to calculate and control the cost of their human resources.
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 experience and an advanced user interface. Additionally, the entire concept of SF is...
 

Comparisons

 

Also Known As

No data available
SAP Human Capital Management
 

Overview

 

Sample Customers

BMI Healthcare, Lone Star College System, Jefferson County Public Schools, Griffith University, Los Rios Community College District, Tervita Corporation, INFRA S.A. de C.V., ICF Habitat, Central Washington University, Tech Mahindra Limited, Cognizant Technology Solutions, Stanford Childrens Health
City of Cape Town, ADAMA Agricultural Solutions Ltd., TransAlta Corporation, Keolis, PT XL Axiata Tbk, National Football League (NFL), Plan International, Yoh, A Day & Zimmermann Company, China Talent Group (CTG TMO), Umicore S.A., Butterfield Bank, Skrill Group Ltd.
Find out what your peers are saying about PeopleSoft vs. SAP HCM and other solutions. Updated: July 2025.
861,524 professionals have used our research since 2012.