We compared SAP SuccessFactors and Workday based on our user's reviews in several parameters.
In summary, SAP SuccessFactors is praised for its comprehensive HR capabilities, customizable reporting, competitive pricing, and strong customer support. On the other hand, Workday is highly valued for its user-friendly interface, extensive reporting capabilities, mobile accessibility, and versatile adaptability. Both platforms have room for improvement in areas such as customization options and UI simplicity. Workday excels in proactive customer service, while SAP SuccessFactors offers robust training resources.
Features: SAP SuccessFactors stands out with its comprehensive HR capabilities, customizable reporting, and strong support resources. In contrast, Workday excels in user-friendly interface, extensive reporting, adaptability to different business needs, and robust security measures.
Pricing and ROI: The setup cost for SAP SuccessFactors is considered affordable and straightforward, with flexible and varied licensing options. On the other hand, Workday offers a positive experience with fair and reasonable pricing, manageable setup costs, and no concerns about licensing., According to user feedback, SAP SuccessFactors delivers significant value to organizations, resulting in positive outcomes. Workday also shows satisfactory or positive ROI based on users' experiences.
Room for Improvement: Users have suggested that SAP SuccessFactors could benefit from enhancements in customization options and user interface simplification. Workday users have expressed a need for more intuitive navigation, better customization options, and enhanced reporting capabilities.
Deployment and customer support: The reviews show that for SAP SuccessFactors, there is a clear distinction between deployment and setup phases, with users mentioning different timeframes for each. On the other hand, for Workday, there is more variability, with some users considering deployment and setup as the same period and others treating them separately., SAP SuccessFactors stands out for exceptional customer service, with prompt and helpful assistance. Users value the support team's knowledge and efficiency. Workday also excels in customer service, with prompt, helpful, and professional support.
The summary above is based on 70 interviews we conducted recently with SAP SuccessFactors and Workday users. To access the review's full transcripts, download our report.
"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."
"The most valuable feature of SAP SuccessFactors is that it is a full suite of applications to enable your employees. Additionally, it has good integration with S4 HANA. Our payroll solution is from SAP and the integration becomes much easier when using SAP SuccessFactors."
"The most valuable feature is the onboarding module, which enables candidates to fill in their details online and smoothly transitions data from the recruitment module into the SAP database."
"Flexible with a lot of good features."
"The interface is user-friendly. It is very simple and intuitive, so it's good."
"This solution has always been stable for me."
"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."
"SAP SuccessFactors is a very reliable and stable solution."
"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 user interface is good and very easy to use."
"Workday is a secure product."
"The most valuable feature of Workday is the ease of use which is overall user-friendly."
"Workday is a holistic HR solution."
"It is fairly easy to set up"
"The product is useful for storing employee records."
"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."
"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."
"There have been cases involving a lot of re-implementations and frustrations within clients where they have the workbook sessions, the workbook workshops and things like that. And I think that doesn't really go down well because the workbooks are very technical and, a lot of times, very confusing for the client."
"I think there is room for improvement in user friendliness. In my experience, users are sometimes confused about how to use the solution."
"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 price could be lower."
"SAP resources are at the high end and anything you want to change or any customization is expensive."
"The SAP SuccessFactors updates need to be more industry-specific because every industry has specific modules. What I want to be added to SAP SuccessFactors is a chat box where SAP staff can give support to users."
"SAP SuccessFactors' pricing structure could be improved."
"One potential feature that could be added is the ability to streamline business processes through quick tips and guided tours. This would allow for a smoother and more guided experience for colleagues as they navigate through different processes and steps. It would be similar to a guidance system or a step-by-step tutorial that could be added after the business process to guide users through it."
"They could provide a web chatbot feature in the dashboard for Workday."
"The solution needs to be updated with generative UI."
"The expenses and reimbursements module could be improved. Creating expense reports is time consuming and inefficient compared to other expense solutions."
"There is a lot of complexity in the configuration of this solution."
"The solution has some features missing when you put them in the test studio or Confluence Studio. I would like the tool’s coding to be easier to understand and automated. Most of the coding these days is automated. Any query given can pull the answer directly which can make the solution easier to understand."
"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'm not sure they have added this feature yet, but there should be a cellphone version, so we do not need to do it on a laptop. I'd like to log in on a cellphone and have the same features. I'm not sure if that is already available or if it's on the roadmap, but that would be a great feature."
SAP SuccessFactors is ranked 1st in Talent Management with 90 reviews while Workday is ranked 2nd in Talent Management with 50 reviews. SAP SuccessFactors is rated 7.8, while Workday is rated 8.2. The top reviewer of SAP SuccessFactors writes "Offers many useful modules and integrations, and helps companies adhere to best practices". On the other hand, the top reviewer of Workday writes "The solution's interface is clean, organized, and easy to use ". SAP SuccessFactors is most compared with SAP HCM, Oracle HCM Cloud, PeopleSoft, UKG and Cornerstone Learning, whereas Workday is most compared with SAP HCM, Oracle HCM Cloud, PeopleSoft, UKG and Cornerstone Learning. See our SAP SuccessFactors vs. Workday report.
See our list of best Talent Management vendors, best Talent Acquisition vendors, and best Cloud HCM vendors.
We monitor all Talent Management reviews to prevent fraudulent reviews and keep review quality high. We do not post reviews by company employees or direct competitors. We validate each review for authenticity via cross-reference with LinkedIn, and personal follow-up with the reviewer when necessary.
