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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
29th
Average Rating
0.0
Reviews Sentiment
5.9
Number of Reviews
1
Ranking in other categories
No ranking in other categories
 

Mindshare comparison

As of February 2025, in the Cloud HCM category, the mindshare of SAP SuccessFactors is 22.4%, up from 22.1% compared to the previous year. The mindshare of Zoho People Plus is 0.6%, 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."
"Overall, it's excellent performance management."
"This solution has automatic linking and reporting features. Upgrades are hassle-free because you don't need to change everything from scratch, when compared to Meta4."
"In terms of user experience, it is quite good."
"The performance and goal management is good, and it has a fairly detailed employee central."
"The most important feature is the ability to follow up on the yearly performance of the team. It's very good for management to understand how people are performing."
"The initial setup was pretty simple."
"Scalability-wise, I rate the solution an eight out of ten...It is a stable solution."
"The most valuable feature of the solution is its analytics part."
 

Cons

"Integration between Employee Central and Compensation in SAP SuccessFactors is one area of the solution that has room for improvement."
"They should be more user friendly and give us more tools to make it more flexible."
"To explain one feature that I would like to see in SuccessFactors, I must describe a similar feature as seen in Oracle. In Oracle, there's a feature called Workforce Prediction, and with this feature, we can predict some of the behaviors of any employee. For example, the software can attempt to predict whether the employee might resign in future, or perhaps if they will start to perform better. This is something that is missing in SuccessFactors."
"SAP SuccessFactors functionality doesn't meet the expectation of our end users. There are other solutions that have better functionality, such as Workday, which is one of the top applications. Additionally, the solution could be easier to use."
"The tool is not very nimble or customizable."
"The price of the solution could improve, it is too high."
"It's a bit complicated to make a change in the tool... It is time-consuming."
"One area for improvement is making SuccessFactors more compatible with other countries, especially in terms of payroll and other functionalities."
"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."
 

Pricing and Cost Advice

"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."
"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."
"We are on an annual subscription to use SAP SuccessFactors. The pricing model is something that they could restructure a bit better. If it was based differently on the type of usage it would help."
"For SAP, the product is pricey, both CAPEX and the OPEX. It's something that could be improved."
"The pricing for SuccessFactors is ridiculously high, and there are costs in addition to the license fee for some features."
"The cost of SAP SuccessFactors is reasonable."
"Due to the way in which we purchased SuccessFactors as a module along with other SAP modules, we were able to procure it at a slightly better price than usual. I would rate their pricing 5/5 stars."
"The price of the solution is highly expensive."
"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
52%
Computer Software Company
5%
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 is your experience regarding pricing and costs for Zoho People Plus?
Zoho People Plus has a very competitive pricing model. The pricing part is tier-based, and it is eight Euros per user.
What needs improvement with Zoho People Plus?
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 fl...
What is your primary use case for Zoho People Plus?
My company uses the tool mainly for employee master data, leave administration, and attendance management. Moving forward, they will also do a performance appraisal.
 

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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