Our organization's primary use case for SAP SuccessFactors Learning is employee training and development.
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Our organization's primary use case for SAP SuccessFactors Learning is employee training and development.
The platform's most valuable feature is personalized learning recommendations.
The product's configuration process needs improvement.
We have been using SAP SuccessFactors Learning for two years.
It is a stable product.
We have around 100 SAP SuccessFactors Learning users in our organization.
The initial setup process is simple. We have a team of five executives to work on the deployment.
The support for digitization and registration for employees allows easy tracking of error rates and features as normal. The mobile learning feature is satisfactory.
I recommend it to others and rate it a seven out of ten.
The solution is a user-friendly application for learning, designing, and setting up courses. Industries, like healthcare, have unique training requirements. Healthcare often involves KPI-based learning activities and hospital certifications for each department. While other learning providers offer KPI-based processes, SuccessFactors lags in this industry.
Professionals have to design or modify the application based on KPIs. It is divided into modules such as performance and compensation. They have fragmented the entire HR process into modules. From a healthcare perspective, KPI-based Learning combines performance and learning. In SuccessFactors, Performance, Learning, and Development are separate modules. Combining these three for Learning development and a KPI model requires procuring three modules. There is integration, but this integration may not be the ideal solution for healthcare requirements.
Some applications offer exclusive learning modules with built-in KPIs. For example, some platforms have KPIs integrated into the learning module.
Many customers want to have content creation capabilities integrated between their learning platforms. For instance, they may desire a content creator tool like Comfy or the ICC format. Consequently, they might expect SAP to provide free content creation tools as part of their SAP SuccessFactors Learning licenses. This would foster a stronger community, regardless of whether customers utilize these tools. SuccessFactors Learning solely serves as a plain learning experience platform without any pre-existing content.
I have been using SAP SuccessFactors Learning for 13 years.
SAP stands out, especially in leading ERP applications worldwide. It offers excellent support services. It also provides various ticketing tools, and we need to prioritize the issues we raise based on their impact on our business. We need to compile all the relevant information for each case before submitting it. Each customer has a defined SLA, enabling us to resolve issues efficiently.
Positive
We are partnered with AWS, Pega, and Microsoft.
The licensing model is based on users, similar to other competitors. The required licenses depend on the number of employees intended to train and access educational resources.
We used to work with the core learning platform within SAP. If we go back to around 2007 or 2008, most companies didn't have a concept like Talent Management. It was primarily focused on time learning and payroll. There wasn't much emphasis on performance, mobile accessibility, or evaluation. The market began to evolve over time, and talent management became increasingly crucial. Companies started adopting more professional recruitment applications to attract talent and educate them about the company, its benefits, positions, and salaries. These applications began appearing in the market around 2012 to 2014. Talent management, especially within SAP, gained significant traction around 2010 or 2012. Although talent management solutions have not been widely adopted before. At present, learning has been particularly underemphasized as a module during those times.
We have internally implemented SuccessFactors within our organization. We have implemented almost all the modules and integrated Qualtrics for employee experience management for approximately 8,000 employees worldwide. When we engage with customers, we showcase our SuccessFactors platform instead of simply selling the application.
Compliance training is primarily designed for pharmaceutical and other businesses. It is an integral part of the employee onboarding process, where they must complete mandatory training and certifications, and the resulting reports are submitted for legal compliance. We customize curriculum programs based on the specific compliance requirements of each customer. The compliance training content typically comes from external vendors, although some customers prefer to use their custom-built content.
UI is great. Many more customer complaints regarding the need for a redefined UI experience, especially for Learning. SAP acknowledged this request, though it took some time. Eventually, they developed a new UI for the learning experience application, which looks good.
We work with many SMEs, large international companies, and public sector organizations. Connectivity of learning with third-party learning content is a core capability of learning. The expenses need to be posted to finance systems. Organization-wide learning budgeting is crucial. CIOs and CFOs often ask for department-wise reports on planning budget versus approved budget, along with analytics. Usually, these analytics need to be sourced from the learning department. Learning must be integrated with SAP Analytics or any third-party analytics to obtain such insights. This data needs to be posted to the financial system. From an integration standpoint, we work with many SMEs, large international companies, and public sector organizations. Connectivity of learning with third-party learning content is a core capability of learning. The cost incurred for learning the expenses needs to be posted to finance systems. Additionally, from a planning perspective, organization-wide learning budgeting is crucial. CIOs and CFOs often ask for department-wise reports on planning budget versus approved budget, along with analytics.
Usually, these analytics need to be sourced from the learning department. Learning must be integrated with SAP Analytics or any third-party analytics to obtain such insights. Regarding budget versus actual learning costs, this data must be posted to the financial system, whether SAP FI, Oracle FI, or any other financial system. From an integration perspective, we have faced some challenges in the public sector, but these are rare occurrences. In my last ten years of experience with SuccessFactors, we have encountered challenges with two major public sector clients. Still, we have managed to overcome them, whether SAP FI, Oracle FI, or any other financial system.
Learning and culture were managed through learning processes conducted through various applications like SharePoint, email, and URL access. However, by implementing SuccessFactors, we now have a unified learning platform. This streamlines certification processes and makes learning more accessible. Additionally, evaluating employees based on their objectives has become much simpler. Overall, both culturally and from an evaluation standpoint, SuccessFactors is a highly effective application
Overall, I rate the solution an eight out of ten.
