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SAP SuccessFactors vs Workday Human Capital Management comparison

 

Comparison Buyer's Guide

Executive SummaryUpdated on Nov 3, 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

SAP SuccessFactors
Ranking in Cloud HCM
2nd
Average Rating
7.8
Reviews Sentiment
6.6
Number of Reviews
100
Ranking in other categories
Talent Management (2nd), Talent Acquisition (2nd), Global Payroll (2nd)
Workday Human Capital Manag...
Ranking in Cloud HCM
13th
Average Rating
8.6
Reviews Sentiment
6.4
Number of Reviews
8
Ranking in other categories
No ranking in other categories
 

Mindshare comparison

As of May 2026, in the Cloud HCM category, the mindshare of SAP SuccessFactors is 9.0%, down from 21.0% compared to the previous year. The mindshare of Workday Human Capital Management is 1.1%, up from 0.3% compared to the previous year. It is calculated based on PeerSpot user engagement data.
Cloud HCM Mindshare Distribution
ProductMindshare (%)
SAP SuccessFactors9.0%
Workday Human Capital Management1.1%
Other89.9%
Cloud HCM
 

Featured Reviews

SS
Assistant Manager at Kashiv Biosciences
HR has gained clear analytics for attrition, goals, and appraisals and manages talent efficiently
SAP SuccessFactors has a low error rate. We had many ad hoc reports that we needed to generate, and it was very easy to do so in SAP SuccessFactors. We also created many in-house reports according to our specific requirements with the help of this tool, which was a really big game changer for us. We did not depend on advanced Excel in those cases. We generated a lot of detailed reports whenever we needed them during emergency cases or board meetings. A lot of usefulness and time were saved in those cases. I will also mention that we conducted a comparative study for some recruitment cases. We had a recruitment model where we were looking for a very niche profile. Since the job profile was really different and rare, we had to depend on analytics to understand and shortlist from a large pool of candidates that we already had in our database. Analytics was really helpful in this situation.
Amit_Rai - PeerSpot reviewer
Senior Software Engineer at a consultancy with 1,001-5,000 employees
Automation has transformed hire to retire processes and delivers powerful HR analytics
In Workday Human Capital Management, I feel that the security part needs to be improved. Workday gives complete control to the implementers regarding security and who is going to see what data. There are sometimes loopholes that are not identified unless fully tested. If Workday had a security alert system, even a small alert would help the security architect secure all information better, especially sensitive data such as payroll. Additionally, customization is another area of improvement, as Workday provides a default blue and yellow theme, which may not align with a company's branding. If Workday provided the option to customize themes based on a company's preferences, it would enhance the user experience.

Quotes from Members

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

Pros

"We found SAP SuccessFactors to be more promising with reference to functionality and from an implementation perspective."
"It has a global database, and it is globally accessible with the integration with the management."
"From a general perspective, I think that it's very satisfactory to have a full solution that can cover everything in Human Resources Management."
"The solution is very intuitive. Many of the things we need to do are easily accessible."
"What I can share with people looking to implement SAP SuccessFactors is that it's quite intuitive as it's a cloud solution, and it's also the latest solution and would be great for your business needs."
"SAP SuccessFactors integrated solution, allows us to start the process from a recruitment marketing perspective and have our career site and candidate profile pull through into each other."
"The functionality and user friendliness are constantly improving."
"This solution has always been stable for me."
"The reports I can download with compensation details come in a very organized manner, and I can record any future payments through the software, such as deferred cash bonuses that need to be paid one year later."
"The solution has good accessibility; it's easy to use and not very confusing."
"The unique selling point of Workday is its easy-to-use user interface, which is quite difficult in other ERP systems such as SAP or Oracle Fusion."
"The most valuable feature of the solution is that it is a cloud-based system and easy to use."
"Workday Human Capital Management's most valuable feature is self-service."
"According to me, the most valuable feature is autonomy of business processes and the security configuration within the tenant, specifically the configuration. The solution is highly stable. It’s designed to handle most tasks automatically. I rate it a nine out of ten. The solution is highly scalable. I rate it an eight out of ten. This solution consistently supports its customers through its implementation partners or sales support. The setup is designed to be user-friendly and straightforward. Workday HCM is user-friendly and easier to implement within the organization"
"The product is a complete solution for security."
"Workday Human Capital Management is a user-friendly solution."
 

Cons

"SAP SuccessFactors' pricing structure could be improved."
"One area for improvement is making SuccessFactors more compatible with other countries, especially in terms of payroll and other functionalities."
"I don't think SuccessFactors is quite fit for use as an employee database."
"The analytics capabilities are not very in-depth. While you can get reports, there are limitations when retrieving specific data such as questions from SCORM 1.2 or 2004; the system can only retrieve answers but not questions."
"The complete integration process between SuccessFactors modules is not at the level that all customers expect when it comes to complete HR user experience from all angles."
"EC Payroll and Time Management should provide more functionalities and flexibility, there is still a big gap between the SAP HCM On Premise System and Employee Central."
"SuccessFactors should consider building their best practices around critical industries to help companies become more differentiated in the markets they operate in."
"Analytics could use some work."
"Currently, the product's payroll feature works only in four countries. It should work for more countries."
"The compensation module is not dynamic enough or flexible enough to accommodate the complexities in our salary structure."
"The solution should enhance its flexibility and promptly incorporate the brainstormed ideas into the upcoming releases. Typically, after their brainstorming session, it takes one or two update cycles for the changes to reflect in the tenant."
"In Workday Human Capital Management, I feel that the security part needs to be improved."
"The tool has certain shortcomings when it comes to its integration capabilities with other systems in our company, making it an area where improvements are required."
"It would be good if the solution provided more extensive training sessions."
"The solution should focus more on user experience and less on the technical side."
"We have had issues with respect to incidents."
 

Pricing and Cost Advice

"The solution is on the expensive side but is definitely worth the money."
"I rate the tool's pricing a seven to eight out of ten."
"The pricing for SuccessFactors is ridiculously high, and there are costs in addition to the license fee for some features."
"Our costs for the solution are subsidized by our parent company, I am not aware of the exact cost because of this. However, we pay $50,000 annually. If we move to another solution it will be more expensive."
"We are on an annual subscription to use SAP SuccessFactors. The pricing model is something that they could restructure a bit better. If it was based differently on the type of usage it would help."
"It could be cheaper."
"It is not expensive because it is a complete suite with a module-based cost."
"I don't want to comment on the license cost, to be honest. It could be about $1,000 approximately per customer. However, it's very flexible in terms of the licensing costs depending on the volume and depending on the deal of installation."
"The solution’s pricing is better than SAP SuccessFactors."
"Each module comes with an additional cost. It operates on a mid-price model. So, there is an additional payment for each module needed. The solution might be costlier for smaller companies, making it more suitable for mid to large-sized enterprises."
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Top Industries

By visitors reading reviews
Comms Service Provider
15%
Manufacturing Company
9%
Financial Services Firm
8%
Construction Company
6%
Comms Service Provider
23%
Government
11%
Healthcare Company
8%
Construction Company
8%
 

Company Size

By reviewers
Large Enterprise
Midsize Enterprise
Small Business
By reviewers
Company SizeCount
Small Business23
Midsize Enterprise13
Large Enterprise69
By reviewers
Company SizeCount
Small Business1
Midsize Enterprise1
Large Enterprise7
 

Questions from the Community

What are the biggest differences between Workday, Oracle Cloud and SAP SuccessFactors?
Differences between Workday, Oracle Cloud,w and SAP SuccessFactors:w Oracle: "simple interface and deep customization to suit the purpose." SAP: Multiple functionalities that increase process effi...
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...
How easy is to maintain Workday, Oracle Cloud, and SuccessFactors?
I implemented Workday in 2024 and without having previous Workday experience, it was very challenging. I spent most of 2025 putting out fires and cleaning up the business processes that came with l...
What needs improvement with Workday Human Capital Management?
In Workday Human Capital Management, I feel that the security part needs to be improved. Workday gives complete control to the implementers regarding security and who is going to see what data. The...
What is your primary use case for Workday Human Capital Management?
Workday Human Capital Management's key use case is the hire to retire business process. The business processes we have in Workday include hiring an employee, transfers, promotions, and termination ...
What advice do you have for others considering Workday Human Capital Management?
I am using only Workday Human Capital Management, not anything else. I am not able to answer what metrics we use to measure the impact of Workday Human Capital Management because that is a task for...
 

Also Known As

SuccessFactors
No data available
 

Overview

 

Sample Customers

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, Skril
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Find out what your peers are saying about SAP SuccessFactors vs. Workday Human Capital Management and other solutions. Updated: April 2026.
893,164 professionals have used our research since 2012.