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Dayforce HCM vs PeopleSoft comparison

 

Comparison Buyer's Guide

Executive SummaryUpdated on Nov 4, 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

Dayforce HCM
Ranking in Talent Management
9th
Average Rating
8.2
Reviews Sentiment
6.7
Number of Reviews
15
Ranking in other categories
Cloud HCM (8th), Talent Intelligence (3rd)
PeopleSoft
Ranking in Talent Management
6th
Average Rating
8.0
Reviews Sentiment
6.6
Number of Reviews
83
Ranking in other categories
ERP (9th), Activity Based Costing Software (4th), Benefits Administration (5th), Demand Management (2nd), Talent Acquisition (4th)
 

Mindshare comparison

As of April 2025, in the Talent Management category, the mindshare of Dayforce HCM is 2.1%, up from 2.0% compared to the previous year. The mindshare of PeopleSoft is 6.0%, down from 8.6% compared to the previous year. It is calculated based on PeerSpot user engagement data.
Talent Management
 

Featured Reviews

Thomas Noorkah - PeerSpot reviewer
Greatly improved our efficiency with its integrated time and attendance module
Dayforce has given us near to real-time access to time sheets and clockings since it has an integrated time and attendance module. Within six minutes of someone clocking in, we can see them on the timesheets. Dayforce has enabled us to smooth out our payroll system so not everything is happening at the end of the payroll cycle. We can see the impacts during the week and make it a lot more manageable. It's also been helpful for benefits administration with employees being able to file life and work events online. They can access their pay stubs, request leave, change their address, update their direct deposit details, and other things. We've become much more efficient, and much less paper driven.
UshaKatyal - PeerSpot reviewer
A mature solution that needs right implementation
I think PeopleSoft HR is pretty good and very mature. The people who built PeopleSoft now work on Workday. Workday has asked me to join them as an employee a few times, but I don't take anyone's employment because Workday isn't very user-friendly. With PeopleSoft, you can do a lot. Oracle now bundles PeopleSoft and calls it Oracle Cloud, but the programs are the same. Recruiters often don't know this and say you're not qualified if you don't have Oracle Cloud experience. However, Oracle has just put PeopleSoft in the cloud and packaged it as Oracle Cloud. Overall, if the solution is implemented correctly, it runs very smoothly. I think people shouldn't customize it. They should use it as is and try to adapt to it. Many people didn't understand PeopleSoft at first. For example, during COVID, some companies hired offshore people who didn't know what they were doing and messed everything up. You need to know the rules and regulations of the country where you're implementing the tool because every country has different rules for HR, benefits, and payroll. Canadian payroll differs from US payroll, but they're on the same platform in the solution. It's a very mature system, but people prefer newer options like Oracle Cloud. I was also involved with SAP S/4HANA. I don't think it's good for the government sector because government workers are a bit lazy about technical things. I understand S/4HANA because I have a technical background. It has a different structure, while PeopleSoft has more of a file and table structure, which is easier. If the tables are set up wrong, things go wrong. But if you know how to set it up correctly, it runs smoothly, and you can adjust it if needed. The problem is that companies are hiring big consulting firms that want money. They hire offshore people who don't know the country's rules and do programming. If you buy a package and still have to do custom programming, why buy the package at all? These days, I'm doing a lot of business process reengineering for people because they don't know how to implement it correctly. If you implement it right, you can reduce manual work. However, it depends on change management and how senior management handles it. It works fine if you implement the tool on-site or hybrid, not cloud and do it correctly. But in a cloud situation, there are problems. Many countries change their payroll and benefits rules often. With the cloud, you can't easily change things. You have to ask the company to make changes, which costs much money. People who don't want an IT department go for the cloud. But I've seen many companies fail with the cloud. The cloud is just everything packaged together. Your data sits in someone else's cloud, and you must accept whatever they do. Payroll is very sensitive. If payroll is wrong, the whole company suffers. I've worked on the financial and school sides, too. I'm comfortable with the tool if it's implemented correctly. But many companies don't implement it right, which is why they might say it is too much. I did a big project for an oil and gas company. I was a program control manager with 51 people under me. We used Oracle, but Oracle isn't as good as PeopleSoft for payroll. If the solution is implemented correctly, it's fine. But you need the right implementer. Big consulting firms often give wrong information and use inexperienced people. For maintenance, PeopleSoft sends updated rules to new tables at year-end. You compile the new tables and start the new year. But you need to know which changes apply to your country. I talk to many senior PeopleSoft people and always get LinkedIn messages about business opportunities. I now help about 50 clients when they have problems, but I'm not traveling. If you know the HR and payroll business well, you can implement anything - PeopleSoft, Oracle, or S/4HANA. I've done all of these. S/4HANA is more complicated and technical. It's similar to an old software called IDMS. You have to be very technical, and if you don't do it right, it won't work. I rate the overall solution a seven out of ten.

Quotes from Members

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

Pros

"Great time and attendance payroll and benefits administration which has improved our efficiency."
"It provides real-time information with great reports."
"Our employee benefits enrollment is managed through Ceridian Dayforce, which makes for a limited manual process."
"The initial setup is easy."
"The implementation was through a team assigned to us by Ceridian. They were extremely knowledgeable and it made the implementation go very smoothly."
"Ceridian Dayforce HCM is a stable product."
"The product has a pretty clean look."
"We used the solution to do a lot of performance management during the review cycle and it helped us alleviate the administrative burden."
"I often say that PeopleSoft's greatest feature is how customizable it is."
"Scalability-wise, I rate the solution a ten out of ten."
"I use the reporting feature occasionally to check for potential improvements in timesheets. We have integrated it with Power BI."
"Peoplesoft is the best payroll software in the market."
"It is a very stable ERP solution. It is also supported on Oracle Cloud and provides extensive features."
"Stability-wise, it is a good tool."
"The most valuable feature is ERP application information."
"The most valuable feature is IDE."
 

Cons

"I would also like to see some improvement in standard reports. A standard report should be available to pull the required information for Affirmative Action Plans. I do not think I should have to build or create one."
"Dayforce has its gaps like every HR system, but nothing comes to mind at the moment."
"One area to be improved is the solution's reporting function, which can be cumbersome."
"The solution's initial setup was difficult. Also, the solution's initial deployment took around six months."
"I would like to see more built-in forms. This would save a lot of time during the year-end process."
"Our current software program offers a home page with important company documents and a place for company announcements. Unfortunately, Ceridian Dayfoce does not offer this."
"Management and reporting of the GL costing could be improved."
"The solution's dashboards and geofencing could be improved."
"Agile system configurations to accommodate business dynamics."
"My developers want to use more HTML instead of the specialized tool, PeopleTools because, they say, it's better from a user perspective."
"Tools and UI could be enhanced."
"PeopleSoft should be more flexible with the configuration. There should be less coding and more configuration."
"The whole systematic flow of any query raised to HR should be improved."
"Response time takes very long and requires a person to be awake night and day to benefit from it."
"The solution could improve by offering PeopleSoft site licenses. Currently, Oracle is pushing for everyone to transition to the cloud, but clients are discontent with this approach. Offering new PeopleSoft site licenses would be the most beneficial for our clients."
"The implementation of PeopleSoft is quite complex and is not as easy as other cloud products such as SuccessFactor or Workday."
 

Pricing and Cost Advice

"Earlier, the price of the product was reasonable. Under present circumstances, the price or cost of the product has been increased."
"In terms of pricing, the product is expensive. However, it is crucial to take into account the manner in which the solution will be utilized and the availability of other alternatives."
"We found the setup costs and pricing to be very reasonable."
"Ceridian continually enhances Dayforce HCM. Some of these enhancements they charge for and some are just straight enhancements with no extra charge."
"We paid for the implementation costs in the first year with the money that we saved by switching to Dayforce HCM."
"The XOXO program associated with Dayforce allows you to earn credits towards registration and accommodations at their annual Insight Conferences, which can be a real savings to the company when sending employees to the conference."
"I rate the solution's pricing a seven on a scale where one is the lowest and ten is the most expensive."
"Negotiate for everything you want."
"The tool is expensive."
"PeopleSoft has a yearly maintenance fee."
"Check all options before a decision is made."
"It's approximately $3,000,000 to $4,000,000 USD per year."
"Mostly yearly payments are to be made toward licensing costs. It is not much of an expensive solution."
"I would consider this to be an expensive product, but the quality justifies it."
"The licensing cost for PeopleSoft is 3,500 per course and the annual subscription fee is 6,500."
"The product's cost depends on the number of people in your company or the number of paychecks processed. They charge based on these factors, plus a maintenance fee. I'm not sure about current pricing since Oracle took over."
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Top Industries

By visitors reading reviews
Educational Organization
54%
Computer Software Company
8%
Manufacturing Company
5%
Comms Service Provider
5%
Financial Services Firm
10%
Computer Software Company
9%
University
9%
Government
8%
 

Company Size

By reviewers
Large Enterprise
Midsize Enterprise
Small Business
 

Questions from the Community

What do you like most about Ceridian Dayforce HCM?
The solution's payroll portion is very streamlined.
What needs improvement with Ceridian Dayforce HCM?
Customizing the home screen was difficult; I could not remove certain tabs that were irrelevant to our users. The search functionality is poor as there's no way for administrators to tag keywords t...
What is your primary use case for Ceridian Dayforce HCM?
We have used Dayforce HCM for our HR functionalities and for the learning module over the last five years. We actually just migrated to a new learning management system.
What are the differences between Oracle HCM Cloud and PeopleSoft?
Although both are solutions to manage HR, their differences make each one suitable for different companies. Oracle Cloud HCM is a platform for connecting all human resource processes in your organ...
What do you like most about PeopleSoft?
I use the reporting feature occasionally to check for potential improvements in timesheets. We have integrated it with Power BI.
 

Comparisons

 

Also Known As

Ceridian Dayforce HCM, Ascender Talent Management, Ceridian Ideal
No data available
 

Overview

 

Sample Customers

ACCO Brands
BMI Healthcare, Lone Star College System, Jefferson County Public Schools, Griffith University, Los Rios Community College District, Tervita Corporation, INFRA S.A. de C.V., ICF Habitat, Central Washington University, Tech Mahindra Limited, Cognizant Technology Solutions, Stanford Childrens Health
Find out what your peers are saying about Dayforce HCM vs. PeopleSoft and other solutions. Updated: March 2025.
845,406 professionals have used our research since 2012.