We performed a comparison between PeopleSoft, SAP SuccessFactors, and Sapience [EOL] based on real PeerSpot user reviews.
Find out what your peers are saying about SAP, Workday, Oracle and others in Talent Management."Flexibility in configuration."
"The most valuable feature is ERP application information."
"All the features of the solution are integral to the functionality. Additionally, the navigation customization is beneficial."
"I would rate scalability a nine out of ten."
"PeopleSoft is scalable."
"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."
"A valuable feature is FSCM."
"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."
"This solution has automatic linking and reporting features. Upgrades are hassle-free because you don't need to change everything from scratch, when compared to Meta4."
"SuccessFactors offers all aspects of Human Resources Management. What I love most about it is that it can be implemented for any company very quickly."
"The performance goals and learning management solutions are the product's most valuable features."
"The interface is really useful and it's very easy to combine different information. For example, we can easily get reports that we need. It's very easy to create reports."
"Overall, it's excellent performance management."
"What I like the most is the KPI management formula."
"What I appreciate most about SAP SuccessFactors is that it has all the modules in one platform. SAP SuccessFactors is the best option in the market for HR use cases. I also find the solution user-friendly."
"It has improved my organization by enabling us to efficiently manage our personnel."
"The Performance Manager, Recruitment manager, and the Payroll and HR core functionalities are the most valuable aspects of this solution."
"The whole systematic flow of any query raised to HR should be improved."
"This solution could be improved by lowering the cost of support."
"I think the inventory part it should be simplified. There is the GR, or good receipt note, which is the time that the materials comes in, and the work days, etc. There is a lot of shuffling through pages, which creates a lot of problems for our users. They don't know which page to go to, where to create a GR, or where to create a stock entry. In other words, all the information is very daunting. It's very easy for people to understand and get a better clarity over it."
"The API integration could be better."
"The learning and development side of the product is an area of concern where improvements are required."
"Areas that need improvement are the add-ons to the fluid pages and additional features in SCM and finance, both functionally and technically."
"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."
"An area for improvement would be that it's quite difficult to learn how to use this product, and the documentation provided isn't helpful in giving you practical advice."
"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 improve the reports."
"Some of the screens aren't that user-friendly, older employees especially have a hard time with it. They have some problems with it."
"The reporting tool is not as good as IBM Cognos which is very, very powerful."
"Language settings in the solution need to be improved."
"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."
"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."
"The learning development functionalities has room for improvement."
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