Oracle Fusion Middleware vs SAP SuccessFactors comparison

The compared Oracle and SAP solutions aren't in the same category. Oracle is ranked #6 in AppS , with an average rating of 7.8, and holds a 5.3% mindshare in the category. SAP is ranked #1 in CHCM , with an average rating of 7.8, and holds a 22.4% mindshare. Additionally, 86% of Oracle users are willing to recommend the solution, compared to 85% of SAP users who would recommend it.

Oracle Fusion Middleware

Read 14 Oracle Fusion Middleware reviews

1,877 Views
920 Comparison Views

86% willing to recommend

SAP SuccessFactors

Read 93 SAP SuccessFactors reviews

11,795 Views
8,171 Comparison Views

85% willing to recommend

Oracle Fusion Middleware

SAP SuccessFactors

Comparison Buyer's Guide

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Executive Summary

We performed a comparison between Oracle Fusion Middleware and SAP SuccessFactors based on real PeerSpot user reviews.

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Buyer's Guide

Application Server

January 2025

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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

Oracle Fusion Middleware

Average Rating

8.0

Reviews Sentiment

6.6

Number of Reviews

Ranking in other categories

Application Server (6th)

SAP SuccessFactors

Average Rating

7.8

Reviews Sentiment

6.7

Number of Reviews

Ranking in other categories

Talent Management (1st), Cloud HCM (1st), Talent Acquisition (1st), Global Payroll (2nd)

Mindshare comparison

Oracle Fusion Middleware and SAP SuccessFactors aren’t in the same category and serve different purposes. Oracle Fusion Middleware is designed for Application Server and holds a mindshare of 5.3%, up 4.4% compared to last year.
SAP SuccessFactors, on the other hand, focuses on Cloud HCM, holds 22.4% mindshare, up 22.1% since last year.

Application Server

Cloud HCM

Q&A Highlights

Vamsi Yarlagadda

Solutions Architect at Seattle School District

Aug 19, 2023

Which is better for concurrent employment: Oracle Fusion or SuccessFactors?

Oracle Fusion HCM and SuccessFactors are both enterprise-grade HCM solutions that can be used for concurrent employment. They have different strengths and weaknesses, so what would be better for concurrent employment will depend on your specific needs and requirements. Here is a comparison of the two solutions: Oracle Fusion HCM Pros: Strong integration with other Oracle products Highly customizable Robust reporting and analytics capabilities Cons: Complex to implement and maintain Expensive SuccessFactors Pros: Cloud-based solution Easy to use and configure Cost-effective Cons: Not as customizable as Oracle Fusion HCM Reporting and analytics could be improved If you are looking for a highly customizable solution with robust reporting and analytics capabilities, then Oracle Fusion HCM may be a good option. However, if you are looking for a solution that is easy to use and configure and that is cost-effective, many recommend SuccessFactors.

See all answers

Featured Reviews

Husni Milhem

Projects & SCM Track Leader at El-Seif Engineering Contracting Company

Maintains top database performance and includes a very good ATB feature

Technical support is helpful. They have a good support bot for handling items so most case response times are fast. Support is aware and responsive but it takes time for them to resolve issues. Our whole enterprise is in the cloud and uses this application. It is a high priority to close any issues. We need an immediate response with resolution within two to three days. Support sends a lot of templates to fill in based on the priority or escalation. Completing templates takes time, particularly with the bot. The support process definitely needs improvement so technical support is rated a seven out of ten.

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Marissa Schwan

Founder and Director at a consultancy with 1-10 employees

Easy to deploy, stable, and scalable

SuccessFactors has a best practices model for HR across the board, but there are multiple industries. For example, the pharmaceutical, engineering, and professional services industries may have different processes based on their business requirements and operations. SAP and Workday have one approach across industries. As employee experience becomes increasingly important, the kind of employees appointed in an engineering environment, a pharmaceutical environment, and a professional service environment are very different, meaning their experience touchpoints may differ and require adjustments. SuccessFactors should consider building their best practices around critical industries to help companies become more differentiated in the markets they operate in. As a company, we have 118,000 followers on LinkedIn, and the unemployment rate in South Africa is quite high, at more than 30 percent. When we advertise a job, the number of CVs and applications we receive from people who want to work for us is overwhelming, we can get up to 600 CVs for a single vacancy. To make the process more efficient, we need to use artificial intelligence to identify the key elements of the job profile and match them to the CVs of the applicants. The pre-selection questions are helpful in reducing the number of applicants, but they don't measure the suitability of the CVs and profiles. This is something that needs to be built into the system, but it doesn't currently exist in the market. We have a good pre-selection program, but it doesn't take into account experience, qualifications, professional memberships, work experience, or critical performance indicators. We have enough information from CVs and LinkedIn profiles for the system to match the vacancy profile with the applicant's information and rank them from most suitable to least suitable.

Read full review

Quotes from Members

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

Pros

"One good thing, which is a little bit common across all middleware products, is that you can build asynchronous as well as synchronous processes. The SOA part is where it can maintain your state for any state-full integrations. If you have failures, you can replay all that, which is a good part."

"The solution is extendable so you can start with two cores and add more at any time."

"It is really good in terms of features, and it is stable."

"The initial setup is easy. There are many self-tutorial videos are on the Internet, and then the Oracle documents are self-explanatory."

"The most valuable feature is the structure of the product. We use Oracle Fusion Middleware to manage the Oracle database. Registered users can go to each product if sign-on credentials match each user's identical framework."

"The scalability is good."

"Oracle Service Bus is the most valuable feature of the solution."

"The most valuable features are Oracle Unified Directory and unified identity access management."

More Oracle Fusion Middleware pros

"They have succeeded in sustaining a powerful system supporting their philosophy."

"The most valuable feature of this solution is the performance management module."

"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 most valuable feature of SAP SuccessFactors is analytics."

"It is a very stable solution."

"It covers all the everyday functions of the employee life cycle."

"The tool is easy to use for performance management. We haven't experienced any issues with SAP SuccessFactors for performance management, which is great. However, since we're still learning to use it fully, we might not utilize all its available features yet."

"This solution can be used for reporting related to employee information and contacts"

More SAP SuccessFactors pros

Cons

"Oracle Fusion Middleware is based on the regulations in Saudi Arabia and the legislation changes. There is a need to be improvements all the time. It needs to adapt quickly in this market. Additionally, there could be some improvements in the construction sector."

"All areas of HCM modules could use some improvement."

"The product should improve BPEL features."

"I would rate the stability a nine out of ten because we did have multiple breakdowns and crashes."

"The price could always be better."

"Oracle Fusion Middleware could improve by offering enhanced and customizable business-related features, particularly in supporting individual businesses or custom applications."

"Its price can be improved. We are currently looking for more cost-efficiency. It should also have a little bit more flexibility for customizations. The customizations should be quicker."

"An improvement for Oracle's Fusion Middleware could definitely be found in the SOA component. It's a heavyweight container and, if you ask me, if a product is available as a docker image where we can easily port it in to another Kubernetes platform, that would be perfect. But as for the current situation in the market, nobody is really willing to deploy this on premises."

More Oracle Fusion Middleware cons

"SuccessFactors' experience management is not so user-friendly."

"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."

"The Reporting/Analytics and User Interface need improvement."

"The SAP SuccessFactors integration with old versions can improve. We are using an older finance module but we are having migration issues."

"The integration between the recruitment module and employee central is a big problem."

"SuccessFactors could be improved by making it usable on mobile and making its features less rigid."

"Everything, including the provisioning dependency, should be moved to the instance, and coding should be kept to a minimum. Wherever possible, coding should be minimized, and everything should be a drag-and-drop."

"The data management part can be improved in terms of how you can manage data from the HR admin's or HR team's perspective. It has some limitations in the reporting part in terms of how you can update the data and fetch the data. SAP HCM comparatively has a lot of capabilities in terms of backup loads, data management, data changes, etc. You can do these things easily, which is not the case with SAP SuccessFactors. Data management should be simplified in SAP SuccessFactors in terms of accessing the data, reporting, and then manipulating the data."

More SAP SuccessFactors cons

Pricing and Cost Advice

"We pay annually for the solution."

"It is expensive. We are looking for a cheaper solution."

"The licensing costs are reasonable."

"The solution is quite expensive so is only used by larger organizations."

"My advice is to buy the basic modules first, gain the most benefit from them, then buy the advanced modules."

"The tool is best suited for large companies due to high licensing costs."

"The solution is expensive so pricing is rated a six out of ten."

"The pricing is moderate. It's fine."

"It is not cheap, but it is reasonable."

"The pricing for SuccessFactors is ridiculously high, and there are costs in addition to the license fee for some features."

"We don't utilize even half of the licenses because not everyone uses them. With SAP SuccessFactors, though, we're now conducting all our performance evaluations within the system, so I suppose we're making better use of those licenses. As for SAP for employee services and internal benefits processing, we do have licenses for those but don't utilize them."

"Probably, it is one of the priciest products, and is very costly to put up and maintain but because it is a good solution end to end, people take it."

"The price of the solution depends on too many factors to provide an estimate. However, the price of SAP SuccessFactors is competitive."

"If you go by best practices and do it right from the outset, the setup won't be a costly endeavor. In terms of setup, there is a lot of flexibility compared to three years ago."

"This is a more costly solution than comparable products, and training is not available in the open-market, so this has to be purchased separately from the vendor."

"I have raised change requests for some modules within SuccessFactors. For example, when you're using Recruiting Management, there's a feature called Interview Central you can use to reach the candidates you're interviewing. I wanted to add a writing assessment when I select the competency on that platform. It varies from consultant to consultant, depending on what module they use."

More SAP SuccessFactors pricing and cost advice

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Top Industries

By visitors reading reviews

Educational Organization

56%

Financial Services Firm

Computer Software Company

Government

Educational Organization

51%

Computer Software Company

Manufacturing Company

Financial Services Firm

Company Size

By reviewers

Large Enterprise

Midsize Enterprise

Small Business

Questions from the Community

What do you like most about Oracle Fusion Middleware?

The most valuable features are Oracle Unified Directory and unified identity access management.

See all answers

What is your experience regarding pricing and costs for Oracle Fusion Middleware?

The tool is best suited for large companies due to high licensing costs.

See all answers

What needs improvement with Oracle Fusion Middleware?

For improvements, I think Oracle Fusion Middleware could be better at connecting to third-party applications. While it works well with Oracle products, it's more limited to non-Oracle systems than ...

See all answers

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...

See all answers

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...

See all answers

What do you like most about SAP SuccessFactors?

The tool is easy to use for performance management. We haven't experienced any issues with SAP SuccessFactors for performance management, which is great. However, since we're still learning to use ...

See all answers

Comparisons

Oracle WebLogic Server vs Oracle Fusion Middleware

Compared 88% of the time

JBoss vs Oracle Fusion Middleware

Compared 8% of the time

IBM WebSphere Application Server vs Oracle Fusion Middleware

Compared 5% of the time

More Oracle Fusion Middleware Competitors

Workday vs SAP SuccessFactors

Compared 28% of the time

SAP HCM vs SAP SuccessFactors

Compared 20% of the time

Oracle HCM Cloud vs SAP SuccessFactors

Compared 16% of the time

PeopleSoft vs SAP SuccessFactors

Compared 7% of the time

UKG vs SAP SuccessFactors

Compared 4% of the time

More SAP SuccessFactors Competitors

Product Reports

Buyer's Guide

Oracle Fusion Middleware

January 2025

Download Oracle Fusion Middleware product report

Buyer's Guide

SAP SuccessFactors

January 2025

Download SAP SuccessFactors product report

Also Known As

No data available

SuccessFactors

Overview

Oracle Fusion Middleware is the digital business platform for the enterprise and the cloud. It enables enterprises to create and run agile, intelligent business applications while maximizing IT efficiency through full utilization of modern hardware and software architectures.

Oracle

SAP SuccessFactors is a valuable human resource management system (HRMS) solution that streamlines numerous HR tasks and activities, such as payroll, talent management, and people processes, to help make the entire HR process run more smoothly and improve the overall employee experience. It is primarily developed to meet the needs of enterprise-class organizations. SAP SuccessFactors can also help users to boost business processes and achieve desired outcomes.

SAP SuccessFactors is cloud-based and built as a Software as a Service (SaaS) tool. It can integrate seamlessly with any existing ecosystem. This solution can easily be accessed from any web browser, from any location, with any device.

SAP Success Factors Key Features

Improve core HR and payroll process: SAP SuccessFactors can help users improve productivity by simplifying everyday tasks, streamlining processes across the organization, establishing consistent business practices, and improving the bottom line by reducing risk. SuccessFactors core HR tools include time and attendance, payroll management, document management, and additional core HR services to meet regulatory and compliance needs.
Staff planning and HR analytics: SuccessFactors can facilitate an improved DE&I (Diversity, Equity, and Inclusion) environment using intuitive people data measurements. The solution can help create action plans to ensure that hiring goals are met in a timely manner, preventing critical staffing gaps and ensuring that productivity and profitability goals are consistently being achieved.
Employee welfare management: SuccessFactors allows users to respond in a timely manner to employee needs and concerns, to better understand employee motivations, to keep employees happy and involved, to specify employee dissatisfiers, and to help improve the overall employee experience. The solution will also facilitate employee performance using an intuitive holistic approach, improve employee benefits, and guide and administer the entire employee career growth. SuccessFactors provides valuable opportunities for employee growth through intuitive individualized learning and career development opportunities. It also rewards and recognizes good performance and provides pathways for successful career growth. The solution will help to attract and retain the best available talent in the marketplace.

Succession Planning: The solution can be used to assist with talent sourcing, candidate management, and improving the overall candidate experience to include new hire onboarding, offboarding, and more. SuccessFactors also provides action plans for performance and compensation management, education and career development, talent reviews, leadership planning, and even sales performance management, goal setting, and quotas.

Reviews from Real Users

“We are using it for a lot of things: HR, performance management, and learning management. There are a lot of features embedded in SuccessFactors. We recently implemented a learning platform that employs the individual staff to actually manage their own learning. They can do it at their own pace. SuccessFactors allows you to manage your team, have calibration for promotion, and you can generate reports and see how you're doing.” - Alaba O., IT Asset Management Lead at Dangote Industries Limited

“SuccessFactors Talent Management tools help us in managing the entire employee journey. HR and managers can use the succession and development tool to create career paths and staff development plans. When combined with the learning tool, these development objectives can help employees gain the skills they need to advance their careers within the company.” - Yamen Z., SAP Project Manager at a manufacturing company

SAP

Sample Customers

Police Department of Izmir City

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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