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SAP SuccessFactors vs Zoho People Plus comparison

 

Comparison Buyer's Guide

Executive Summary

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
1st
Average Rating
7.8
Reviews Sentiment
6.7
Number of Reviews
93
Ranking in other categories
Talent Management (1st), Talent Acquisition (1st), Global Payroll (2nd)
Zoho People Plus
Ranking in Cloud HCM
16th
Average Rating
8.0
Reviews Sentiment
6.5
Number of Reviews
2
Ranking in other categories
No ranking in other categories
 

Mindshare comparison

As of March 2025, in the Cloud HCM category, the mindshare of SAP SuccessFactors is 21.8%, down from 22.1% compared to the previous year. The mindshare of Zoho People Plus is 0.5%, up from 0.5% compared to the previous year. It is calculated based on PeerSpot user engagement data.
Cloud HCM
 

Featured Reviews

Marissa Schwan - PeerSpot reviewer
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.
Eckart  Jensen - PeerSpot reviewer
Offers a very competitive pricing model but needs to offer flexibility
In my company, we are going down with the implementation service because it is too much of a hassle. If you are supporting European-based companies being located in another location, Zoho is not flexible. As a vendor, you cannot support European business in Asia. You need to be a European vendor to support European business in Asia, and I gave Zoho feedback already that it doesn't make sense as the European vendor who's not on the ground in Asia does not understand the requirements in Asia. As per Zoho, the European vendor makes a joint venture with a local vendor in Asia, and then they do the project together, but I feel that no customer will pay for such complexity. The only challenge is if you are a European business based in Asia and you want to have your data on an EU server, it is a nightmare. The tool should offer more flexibility in areas like attendance. Its features are okay. The solution needs more reporting tools. I should be able to choose where to store the data since, as a European business, you are obliged to store your data in Europe.

Quotes from Members

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

Pros

"This solution offers good flexibility and configurability. It can handle different types of performance management."
"The feature I like the most is the notification bar where we can see upcoming courses that the organization requires from time to time. It's easy to track any pending courses. I also like the search feature in SuccessFactors. We can search for newly available courses that are updated in the system for completion."
"The interface is really useful and it's very easy to combine different information. For example, we can easily get reports that we need. It's very easy to create reports."
"The standardized procedures and best practices embedded in the system are very valuable."
"It is a scalable solution."
"It's very user-friendly."
"SAP SuccessFactors is a very reliable and stable solution."
"SuccessFactors' most valuable feature is performance management."
"The most valuable feature of the solution is its analytics part."
"Zoho People has valuable features like simplicity in use and ease of configuration."
 

Cons

"One area for improvement is making SuccessFactors more compatible with other countries, especially in terms of payroll and other functionalities."
"SAP SuccessFactors could improve the integration. It is not simple to integrate and it needs to be made easier."
"The Onboarding module must be improved."
"Visual representations, in the form of graphs and charts, can be added. This is beneficial for both management and employees. Upon accessing the system, they should generate graphical representations on their dashboard. These visuals illustrate aspects such as company-wide training progress and current company training status. The information encompasses both company-related data and personal profiles. This approach makes it convenient to grasp the company's profile along with individual information."
"The solution is quite expensive."
"Language settings in the solution need to be improved."
"LMS, Learning Management Systems, needs improvement because there were some stability problems."
"It's a bit complicated to make a change in the tool... It is time-consuming."
"The only challenge is if you are a European business based in Asia and you want to have your data on an EU server, it is a nightmare."
"There is also a need to improve the accessibility of historical employee data, making it as seamless as some other systems."
 

Pricing and Cost Advice

"I rate the tool's pricing a seven to eight out of ten."
"The cost of SAP SuccessFactors is reasonable."
"The licensing fees are based on the number of modules that are being used, and the number of users."
"It could be cheaper."
"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."
"We have a yearly license. There are no additional costs."
"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."
"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."
"Zoho People Plus has a very competitive pricing model. The pricing part is tier-based, and it is eight Euros per user."
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Top Industries

By visitors reading reviews
Educational Organization
51%
Computer Software Company
6%
Manufacturing Company
5%
Financial Services Firm
5%
No data available
 

Company Size

By reviewers
Large Enterprise
Midsize Enterprise
Small Business
No data available
 

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...
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 ...
What needs improvement with Zoho People Plus?
Enrichment of current features by adding more functionality would be beneficial. There is also a need to improve the accessibility of historical employee data, making it as seamless as some other s...
What is your primary use case for Zoho People Plus?
I use Zoho People for managing the entire end-to-end HR activities. I have experience as a Zoho configurator and a power user. My use case involves the services industry, primarily IT services and ...
 

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. Zoho People Plus and other solutions. Updated: March 2025.
842,651 professionals have used our research since 2012.