SAP SuccessFactors Or Workday: Choosing The Right HRIS

In the digital age, human resource information systems (HRIS) have become increasingly important for businesses of all sizes. With numerous options on the market, it can be difficult to determine which system is best suited to your organization's needs. Two of the leading HRIS solutions are SAP SuccessFactors and Workday. Both offer robust features that can help you streamline processes and increase efficiency, but there are key differences between them that you should consider when making a decision. In this article, we will explore the features of both systems and provide an overview of their respective strengths and weaknesses in order to help you choose the right HRIS for your business.

Overview Of SAP SuccessFactors And Workday

Wondering which HR system to go with? Let’s take a look at an overview of two popular solutions! SAP SuccessFactors and Workday are both highly-regarded Human Resources Information Systems (HRIS) that have been widely adopted by organizations in various industries. Both systems offer advanced features such as employee data management, recruitment strategies, payroll calculations, analytics tools, and integration costs. The main differences between the two relate to their implementation process and user training requirements.

SAP SuccessFactors is well-known for its vast customization capabilities and comprehensive suite of modules. It offers users the ability to tailor the system to meet specific company needs while also providing detailed reporting on key performance indicators (KPIs). Additionally, it integrates seamlessly with other software applications via an open platform architecture. This allows for flexible data integration, enabling companies to maintain accurate records without having to manually synchronize information from multiple sources.

Workday is known for its easy-to-use interface and intuitive design. Its cloud-based model ensures that your data remains secure while also allowing you access anytime, anywhere. In addition, Workday provides real-time insights into employee performance through its powerful analytics toolset. Moreover, its implementation process is relatively simple compared to other HRIS solutions thanks to its automated onboarding processes and built-in best practices guidance. And lastly, they provide extensive user training resources including webinars, online tutorials, and videos that can help employees get up to speed quickly when using the system.

HRIS User Interface

Figuring out which HRIS has the best user interface can be a difficult nut to crack. With so many options available, it is important to consider all aspects of each system before settling on one. User interface plays an integral role in determining the success or failure of any Human Resources Information System (HRIS). It is essential that companies make sure they have chosen an HRIS with a great UI experience for their employees.

The first thing businesses should look at when evaluating different HRISs is mobile accessibility. Does the system provide mobile access and does it allow users to complete tasks quickly and efficiently from any device? This will ensure that employees are able to stay connected even if they're away from the office. Additionally, companies should assess what kind of customization options are available. Different organizations have unique needs and requirements; therefore, having customizable features within the platform is key for successful integration.

Another factor businesses need to consider is how easy it will be to migrate data into the new system and whether there are tools available for user training. To avoid costly mistakes during implementation, it’s important that your team understands how to use the software correctly. Last but not least, businesses must conduct a thorough cost analysis, taking into account additional fees such as maintenance costs and subscription prices. All these factors should be weighed carefully against each other before deciding which solution fits your organization's needs best.

Employee Self-Service

Navigating employee self-service tools can be a daunting task, but the right system can make all the difference. SAP SuccessFactors and Workday both offer comprehensive solutions for HRIS user interfaces, but when it comes to employee self-service there are some distinct advantages with each platform that should be considered when selecting an HRIS.

When evaluating platforms for employee self-service capabilities, organizations need to consider factors such as self-service adoption, automation best practices, user retention, cost considerations, and performance evaluation factors. Both platforms provide access to key features like time management systems, payroll processing, and benefits administration which users find convenient since they no longer have to rely on managers or supervisors for basic tasks. However, when comparing SAP SuccessFactors vs Workday in terms of user interface design and customization options available for employees specifically related to self-service functions, there are some important differences between the two platforms.

SAP SuccessFactors provides more advanced customization options than Workday including greater flexibility in how data is presented within the application so that users can easily manage their own information without having to contact IT staff for assistance. Additionally, because SAP SuccessFactors has been around longer, there is a larger pool of third-party vendors offering support services related to customizing the UI which makes it easier for organizations who want to customize their own self-service UX designs.

On the other hand, Workday compared to its various alternatives offers its customers out-of-the-box functionality that doesn’t require any additional setup or training before use making it ideal for those looking for simpler implementations with less complexity. In this regard therefore both platforms offer different advantages depending on what an organization is looking for from their employee self-service experience.

Advantages Disadvantages
Self Service Adoption Complexity
Automation Best Practices Cost Considerations
User Retention Performance Evaluation Factors

Reporting And Analytics

Gaining insights into employee data is essential for understanding and improving the workplace, and reporting and analytics tools can help organizations visualize valuable metrics. For instance, according to a Harvard Business Review study, companies with strong analytics capabilities are 5 times more likely to make decisions faster than their competitors. When selecting an HRIS system like SAP SuccessFactors or Workday, it’s important to consider how well each platform supports real-time insights, automated reporting, and data visualization.

For example, both systems offer robust analytics platforms that allow employers to generate comprehensive reports on workforce demographics, job performance history, attendance records, salary trends, benefits usage patterns, training completion rates, and much more. Additionally, they enable users to customize report layouts and create custom dashboards so information can be easily accessed in one convenient location.

When evaluating different HRIS solutions for reporting and analytics capabilities, security should also be taken into account. It's critical for an organization's success that sensitive employee data remains protected from unauthorized access. Both SAP SuccessFactors and Workday provide advanced encryption technologies as well as authentication protocols such as two-factor authentication which helps ensure that only authorized personnel have access to vital company information. This provides peace of mind knowing that employee data will remain secure while still providing the necessary real-time insights needed for making informed business decisions quickly.

Employee Engagement

Employee engagement is a crucial factor for the success of any organization, and tapping into its potential can be like striking gold. HRIS systems such as SAP SuccessFactors and Workday are designed to help employers improve employee engagement through their integrated goal-setting tools, motivational programs, employee recognition systems, and reward systems. Employers have more control over employee productivity when they tailor these strategies around the needs of individuals in the workforce.

The most effective way to ensure that your employees remain engaged is by implementing feedback loops where both supervisors and employees can provide input on how work is progressing. Such feedback should include questions about job satisfaction, challenges they've faced, and areas of improvement. Additionally, managers need to take an active role in understanding what motivates each individual team member so that they can develop personalized solutions that encourage participation and commitment from all staff members.

SAP SuccessFactors or Workday provides organizations with various options when it comes to employee engagement initiatives including but not limited to:

  • Employee Engagement Strategies
  • Goal-Setting Tools
  • Motivational Programs
  • Employee Recognition Systems
  • Reward Systems

By leveraging the right HRIS system, companies can create a culture of collaboration, innovation, motivation, and accomplishment which ultimately leads to increased performance levels across the board.

Recruiting And Onboarding

Recruiting and onboarding are critical processes for any organization looking to build a successful, productive team. For HRIS software such as SAP SuccessFactors or Workday, these two key tasks can be managed with ease thanks to the talent acquisition features embedded in each platform. With either of these solutions, employers have access to powerful tools that enable them to quickly identify and track ideal candidates, manage documents associated with the recruitment process, and provide comprehensive performance reviews upon hiring.

In addition, both systems offer convenient employee portals, which allow new hires to complete their onboarding paperwork quickly and securely from anywhere. This is an invaluable feature for remote teams who may not always have easy access to physical office locations when it comes time to sign contracts or submit other important documentation. The employee portal also provides employees with a streamlined way to update their personal information whenever necessary.

Overall, choosing between SAP SuccessFactors or Workday boils down largely depending on what specific needs an organization has in terms of recruiting and onboarding. Both platforms include robust features designed specifically for managing these tasks efficiently, but they each have unique advantages as well. Businesses should carefully consider all aspects before settling on one system over the other in order to ensure they make the right choice for their particular situation.

Learning Management

For organizations looking to develop and manage their employees’ skills, a learning management system can be an invaluable asset. Whether it’s increasing employee engagement by providing custom learning styles or enabling mobile access for on-the-go training, having the right HRIS in place is essential. When considering SAP SuccessFactors vs Workday for Learning Management (LMS), there are several key features that should be taken into account.

One such feature of both systems is gamification, which helps keep employees engaged with their online courses and encourages them to take ownership of their own learning. Additionally, they offer user training videos as well as self-paced tutorials so users can get up to speed quickly without wasting time on unnecessary instruction.

Finally, both platforms provide robust reporting capabilities so employers can track progress over time and ensure that employees are meeting established goals. With these tools in place, businesses can create effective development plans tailored to each individual's needs while still ensuring they remain competitive in today’s ever-changing workplace environment.

Compensation And Benefits

Providing competitive compensation and benefits is an essential factor in ensuring that organizations attract and retain the best talent. When choosing between SAP SuccessFactors or Workday, it's important to consider their features related to payroll management, tax filing, salary administration, and benefits packages. Additionally, both systems offer performance management capabilities that can be used for setting goals, measuring progress, providing feedback, calculating bonuses, etc.

SAP SuccessFactors similar to some of its variety of competitors offers a comprehensive suite of HR tools with integrated payroll solutions and core HR functions such as attendance tracking, employee data maintenance, onboarding/offboarding processes, training & development programs, etc. It also has powerful analytics capabilities using its 'Succession Planning' tool which helps managers compare different workflows side-by-side to identify areas where improvements need to be made. Its advanced reporting options allow users to generate detailed insights into employee engagement levels. Furthermore, it integrates well with third-party software like Salesforce which adds extra flexibility for businesses who want more control over their workforce data.

Workday provides many of the same features as SAP SuccessFactors but has some unique advantages too. Its intuitive user interface makes navigation easier while its built-in business intelligence tools help uncover key trends and correlations within complex datasets quickly. Moreover, its cloud platform allows companies to access critical information from anywhere at any time making collaboration effortless across departments and locations. On top of that, Workday offers customizable benefit plans so employers can tailor their offerings according to the needs of their employees without sacrificing efficiency or accuracy when managing payrolls or administering salaries.

Features SAP Succes Factors Workday
Payroll Management Yes Yes
Tax Filing Yes Yes
Salary Administration Yes Yes
Benefit Packages Yes Yes

HR Compliance

Ensuring your organization is compliant with labor laws and regulations is an important part of managing a successful HR team. Both SAP SuccessFactors and Workday have features that can assist in this endeavor. Data Privacy measures, such as secure encryption protocols for employee records, are necessary to ensure compliance both platforms offer these capabilities. Compliance Audits allow organizations to track their current state of compliance and document any changes over time; both solutions provide the tools needed for this purpose.

Finally, staying up-to-date on regulatory changes, particularly those related to personnel management or resource allocation, must be done proactively; again, SAP SuccessFactors and Workday have the resources available to help keep you informed.

In order to choose the right HRIS platform for your organization’s needs, it is essential that you understand how each system handles different aspects of HR compliance. For example, what type of data privacy safeguards do they offer? How does each system handle compliance audits? Are there tools specifically designed to alert users about regulatory updates? To make sure you’re making an informed decision when choosing between either platform, create a table outlining key differences:

Feature SAP SuccessFactors Workday
Data Privacy Secure Encryption Protocols Secure Encryption Protocols
Compliance Audits Comprehensive Tracking & Documentation Tools Comprehensive Tracking & Documentation Tools
Regulatory Changes Proactive Alert System Proactive Alert System

Data Security

Protecting sensitive data is an integral part of any organization’s HR compliance strategy, requiring a secure and reliable infrastructure. When choosing between SAP SuccessFactors or Workday for their Human Resources Information System (HRIS), organizations must consider the level of security each platform offers. Both provide robust data encryption, authentication processes, and comprehensive risk mitigation to protect company information from cyber attacks.

Organizations should also ensure that both platforms have regular security audits. The purpose of these reviews is to identify potential vulnerabilities in order to prevent unauthorized access to confidential data. Additionally, the audit should include testing of codes and systems as well as periodic checks on policies and procedures related to user privileges, passwords, and storage protocols.

Finally, it's important for companies to understand the different approaches taken by SAP SuccessFactors and Workday when it comes to authentication processes. While both offer strong password protection measures, SAP SuccessFactors uses two-factor authentication while Workday leverages single sign-on technology with integrated biometric identification solutions like facial recognition software. Organizations should carefully evaluate which approach best fits their needs before making a decision.

In conclusion, organizations need to keep several factors in mind when deciding between SAP SuccessFactors or Workday for their HRIS system including:

  • Data Security
  • Data Encryption
  • Security Audits
  • Authentication Processes
  • Risk Mitigation
  • Cyber Attacks

Pricing of SAP SuccessFactors And Workday

SAP SuccessFactors is considered a high-end HR management solution, featuring subscription costs that can be gathered by contacting the sales team. However, the pricing levels of SAP SuccessFactors are structured according to the number of users and are usually offered. However, users can book a demo to learn about its working.

In contrast, Workday opts not to disclose its pricing information on its official website. Nevertheless, users can contact its sales team to learn more about Workday's pricing. It’s worth noting that the cost of this tool can potentially decrease based on the number of users involved and the duration of the subscription commitment.

Review Of SAP SuccessFactors And Workday

Comparing the data security measures of SAP SuccessFactors and Workday is essential for organizations to make an informed decision about their Human Resources Information System. Both systems offer strong protection from cyber threats, but there are some key differences worth considering when it comes to data storage and access control. Cost Comparison, Integration Options, Automation Capabilities, Support Services, and Training Resources are all important factors in determining which system is best suited for a particular organization’s needs.

In this review of SAP SuccessFactors, we delve into its cloud-based data storage system fortified with advanced encryption protocols that guarantee the secure transmission and storage of HR information. Every user must go through two-factor authentication as an essential step before gaining access to any sensitive HR records or reports. Additionally, it presents customizable user roles, allowing companies to exercise strict control over who can access specific data types. Furthermore, SAP SuccessFactors incorporates automated processes that effectively diminish manual errors and reduce potential risks linked to human error.

In our Workday review, we explore its approach to safeguarding customer data using a multi-tenant architecture and industry-standard cryptographic techniques like tokenization and hashing algorithms. These measures provide robust protection against unauthorized access. The Workday cloud platform ensures that customers can securely store their data while effortlessly accessing real-time insights into employee performance metrics, eliminating the need for manual searches.

Workday also implements role-based permissions, ensuring that only authorized personnel can access particular sections within the system, thereby preserving privacy while facilitating collaboration across different departments. To add to its security, Workday’s built-in audit trails offer transparency into the usage of employee data at any given point, fostering accountability throughout the organization.

Overall, both SAP SuccessFactors and Workday offer robust solutions when it comes to securing customer data but differ slightly in terms of cost comparison, integration options, automation capabilities, support services, and training resources. Organizations should carefully evaluate each solution's features relative to their own unique requirements in order to select the right HRIS for them.

Frequently Asked Questions

1. How much do SAP SuccessFactors and Workday cost?
SAP SuccessFactors and Workday are popular HRIS systems that offer various features such as user interface, security features, data migration, reporting capabilities, and integration costs. Prices for both depend on the size of your organization, with SAP typically being more expensive than Workday. Both companies provide detailed pricing information on their websites so you can compare options before making a decision.

2. What is the customer service like for both SAP SuccessFactors and Workday?
SAP SuccessFactors and Workday both have excellent customer service, offering customization options, implementation strategies, reporting capabilities, scalability considerations, data security, and more. SAP SuccessFactors has a dedicated team of experts to help customers through the process while Workday offers an online support system with 24-hour access. Both companies also offer extensive training materials for users as well as live customer support when needed.

3. Is there a free trial option available for either SAP SuccessFactors or Workday?
SAP SuccessFactors and Workday both offer free trial options. With the free trials, you can get a feel for each system’s features, compliance standards, data security, system integration capabilities, and user interface before making your final decision. Each company also provides customer support during the trial period to help answer any questions or concerns so that you can make an informed choice about which HRIS is best for you.

4. What type of training is available for users of SAP SuccessFactors and Workday?
SAP SuccessFactors and Workday offer several types of training for users. These include:

– Cloud-based training: This allows users to access the HRIS from any location with an internet connection. – Role-based training: This provides specific instructions tailored to each employee's position in the company.

– Data security training: This is essential for all users, as data security is a crucial part of every business.

– User experience training: This ensures that employees can quickly understand how to use the system efficiently.

– Customizing training: This helps businesses tailor their own HRIS systems according to their unique needs.

5. Is there a mobile application for either SAP SuccessFactors or Workday?
Both SAP SuccessFactors and Workday offer mobile applications that provide users with multi-platform access, a user-friendly interface, and customization options. In addition, these apps are secure and integrate seamlessly with third-party systems. With these features, both solutions give businesses the flexibility to manage their HR processes from any location on any device in an organized manner.


Choosing the right HRIS is a critical decision that could mean success or failure for any organization. With SAP SuccessFactors and Workday both being top contenders, it can be difficult to know which one is best suited to your needs. By exploring their user interface, employee self-service features, reporting capabilities, engagement tools, onboarding abilities, learning management options, compensation plans, compliance measures, and data security protocols; you will come closer to making an informed selection of the ideal HRIS for your business. Both platforms offer unique advantages but with thoughtful analysis and due diligence – choosing either SAP SuccessFactors or Workday as your ultimate HRIS solution should no longer be a daunting task.

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