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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

"Employees like being able to see what entitlements/balances that they have for their time away."
"Statutory holiday pay is calculated automatically."
"The time capture from time cards to charging to projects has greatly improved because it is now all automated and flows into the GL very easily."
"The fact that the time and attendance system is built into the HRIS is very valuable because, in the past, we had to use two different systems."
"Our employee benefits enrollment is managed through Ceridian Dayforce, which makes for a limited manual process."
"The tool has improved a lot in the area of its mobile application, especially considering its added security features, like single sign-on capabilities."
"Configuring your HR policies and rules is straightforward."
"We have been able to automate many of our manual processes."
"Job data is a valuable feature."
"A valuable feature is HCM."
"PeopleSoft is a good core system. They frequently update the solution and recently they have added some good enhancement features for higher education. We just switched to the new fluid interface and that is working very well for us. It is very good."
"We use a lot of typical cases from PeopleSoft, for example, solutions for security, business performance, monitoring processes, and a lot of training."
"The solution is easy to scale, expand and make bigger."
"The breadcrumb approach to navigation in PeopleSoft is good. nVision is also a good supplement."
"PeopleSoft has been fairly reliable for us. We haven't had any issues with stability."
"The customization and catering to our specific needs have helped."
 

Cons

"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."
"The reporting could be improved."
"Many things are presented as though they will be included with the system but then require costly upgrades."
"I would like to see more built-in forms. This would save a lot of time during the year-end process."
"Management and reporting of the GL costing could be improved."
"Dayforce has its gaps like every HR system, but nothing comes to mind at the moment."
"The solution's dashboards and geofencing could be improved."
"One area to be improved is the solution's reporting function, which can be cumbersome."
"There could be more adaptability of the system."
"Global payroll could be easier to use."
"Services that need improvement include PeopleSoft Query, Pivot Grids, and PeopleSoft Test Framework."
"Stability is an area where the solution lacks and needs to be improved."
"Response time takes very long and requires a person to be awake night and day to benefit from it."
"One of the areas that could improve is the capability of utilizing mobile for some of the self-service activities that are missing. They are running on the older platform. What is happening is people are focusing on the cloud. PeopleSoft is a good provider and should into the cloud. That could be an advantage for them. Customers would not have to go find another solution that is a completely different platform that has different functionality altogether."
"My developers want to use more HTML instead of the specialized tool, PeopleTools because, they say, it's better from a user perspective."
"The whole systematic flow of any query raised to HR should be improved."
 

Pricing and Cost Advice

"Negotiate for everything you want."
"Ceridian continually enhances Dayforce HCM. Some of these enhancements they charge for and some are just straight enhancements with no extra charge."
"Earlier, the price of the product was reasonable. Under present circumstances, the price or cost of the product has been increased."
"I rate the solution's pricing a seven on a scale where one is the lowest and ten is the most expensive."
"We found the setup costs and pricing to be very reasonable."
"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."
"We paid for the implementation costs in the first year with the money that we saved by switching to Dayforce HCM."
"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."
"I don't know if they are still providing licenses or if they have suspending licenses."
"It's approximately $3,000,000 to $4,000,000 USD per year."
"This solution offers annual licensing. We pay per user."
"The main issue we have with the solution is that it is very expensive."
"PeopleSoft has a yearly maintenance fee."
"Check all options before a decision is made."
"One of the cheapest solutions available and also one of the best."
"I would rate the pricing an eight out of ten, with ten being expensive."
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Top Industries

By visitors reading reviews
Educational Organization
49%
Computer Software Company
8%
Manufacturing Company
6%
Comms Service Provider
5%
Financial Services Firm
10%
University
9%
Computer Software Company
9%
Government
9%
 

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: April 2025.
849,190 professionals have used our research since 2012.