We performed a comparison between PeopleSoft, 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."A solid and mature product."
"The new version of this solution is very scalable."
"A valuable feature is HCM."
"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."
"PeopleSoft is mostly used for payroll and core HR functionality. Some customers use it for its finance module."
"The customizations allow us to come up with a lot of complex labor rules. In the Philippines, there's a lot of different kinds of rules you need to be in compliance with. The solution offers up a lot of flexibility and customization that is perfect for our region's requirements."
"Peoplesoft is the best payroll software in the market."
"I use the reporting feature occasionally to check for potential improvements in timesheets. We have integrated it with Power BI."
"The SuccessFactors learning applications within the SuccessFactors learning modules, as well as the performance management system, are highly beneficial for each and every employee in our organization. These tools eliminate the need for using Excel to manage data, allowing for direct input into the system. This streamlines the process, making it easier to view and analyze information. We can readily access our performance history, comparing our actions and achievements from the previous year. At present, we are consistently monitoring our day-to-day performance."
"This solution offers good flexibility and configurability. It can handle different types of performance management."
"This solution provides up with an easy way to on/off-board staff, as well as actioning internal transfers."
"The tool's most valuable feature is document generation."
"We have found objects like Foundation and MDF most valuable."
"The initial setup was pretty simple."
"Considering the flexibility of the system and its ability to accommodate complex business processes, the product is ready to be used in multiple industries."
"Compared to other on-premise solutions, the first advantage of SAP SuccessFactors is that it is a SaaS-based solution."
"It's actually a cloud-native solution and based on the community for development. It is a very good open architecture and able to interconnect with other systems. And it is very stable and very fast in terms of response."
"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."
"It is easy to use and straightforward."
"It is a one-stop solution for everything. You can look for information about other employees or you can track your information. There is a directory, so you can search for other employees. You can also see and track your personal details and salary details on the employee profile page."
"We use this solution to manage financials, payroll and recruiting."
"Provides flexibility to integrate with the product. It has several tools, out-of-the-box, for integrations. It delivers pre-built interfaces for specific vendors, pre-built generic integrations to extract or push data into Workday through configuration."
"I like its UI and UX. When we were using Oracle or SAP, the UI/UX wasn't very user-friendly for the employees."
"The most valuable feature of Workday is the ease of navigation to browse the application. The solution can hold information about the company and people with accounts can be discovered by others in the whole company."
"The area that could be improved is the upgrade process, it's not the easiest. Oracle stopped supporting our version. So we have to move either to the cloud or work in a non-supported situation. That was certainly a disadvantage. That's also the reason why we decided not to stay with Oracle. Now we are moving to SAP."
"Stability is an area where the solution lacks and needs to be improved."
"On the other hand, the more recent push for standardization precludes customized approaches to certain industry requirements."
"I would like to see a better UI."
"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."
"PeopleSoft can improve by having proper connectors. It's very difficult to change some interfaces with the other systems."
"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 whole systematic flow of any query raised to HR should be improved."
"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."
"User experience for this solution needs to be improved."
"SAP SuccessFactors' pricing structure could be improved."
"The GUI needs to be enhanced to be in line with the latest and complete version of the solution."
"SAP SuccessFactors could improve learning management. The module is desperate and should be included in the primary solution. Additionally, it is missing some business use cases."
"The data management part can be improved in terms of how you can manage data from the HR admin's or HR team's perspective. It has some limitations in the reporting part in terms of how you can update the data and fetch the data. SAP HCM comparatively has a lot of capabilities in terms of backup loads, data management, data changes, etc. You can do these things easily, which is not the case with SAP SuccessFactors. Data management should be simplified in SAP SuccessFactors in terms of accessing the data, reporting, and then manipulating the data."
"There is not much scope for enhancements, personalization, or customization with the cloud-based variant of this solution, which could be improved."
"The solution needs more localization, especially for the Middle East and Russia."
"The user interface could be modernized somehow."
"It has missing functionalities. Specific countries, like Germany, didn't have the option to do payroll. Now we need to look for another product for HR."
"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."
"They don't offer any backend database access. This is one limitation that I found in this product. Workday hasn't opened up about what kind of database they are into, which can make it easy for the technical team to emulate issues. It would be good if they can offer backend access to the technical team. It would be helpful if they can also provide a Troubleshooting Guide that we can use to troubleshoot issues. When we have an issue, there are very limited resources to refer to."
"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."
"This solution could be made easier to use by continuing to release new improvements."
"The solution can be improved by speeding up the load time when pulling up information."
"The user interface can be enhanced."
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”.