I use SAP SuccessFactors for recruitment and performance management.
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I use SAP SuccessFactors for recruitment and performance management.
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.
One of the features of SAP SuccessFactors that we find most beneficial for managing our workforce is its document recording capability. It's essential because applicants can store all their documents in one place when applying for jobs. This facilitates easy monitoring of application statuses and tracking their progress. It is easy to search and find what you are looking for.
We encountered challenges with the tool's integration with third-party applications and deployments.
I have been working with the product since 2018.
SAP SuccessFactors is stable.
We don't get SAP support for the product.
Neutral
The tool's deployment took a couple of weeks to complete.
The solution's maintenance is handled by our partner.
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.
From my perspective, SAP SuccessFactors has a lot of potential. Honestly, if fully utilized, it could be quite impactful. So, if we were to use it fully, I would rate it a seven or eight out of ten. I would enjoy using SAP SuccessFactors, especially considering our plans to transition everything from onboarding to offboarding onto the platform.
We use the product for benefits and payroll.
The tool's most valuable features for our HR operations include easy reporting capabilities, which allow us to generate reports for management meetings and auditing purposes. Additionally, it supports appointment preparation and processing benefits.
SAP HCM cannot integrate with other third-party applications. One of the drawbacks we encounter with SAP HCM, specifically in payroll management, is the limitation regarding changing payroll areas within the same month. For instance, if an employee transitions from staff to non-staff status during the month, we face difficulties because the system doesn't allow us to change the payroll.
We encounter issues related to employee repatriation, especially when individuals return within a two-year timeframe. The system sometimes picks up previously processed data, complicating the repatriation process. As a result, we often have to find workarounds to address these issues. These challenges may stem from our system configuration, but we're still investigating to determine the exact cause.
I have been using the product since 2014.
I don't always find SAP HCM to be stable. Sometimes we encounter issues that we thought were resolved, but they resurface. It may be due to our configuration, but we do experience these issues from time to time.
We use SAP SuccessFactors for recruitment and performance marketing.
The tool's deployment and installation can be complex because numerous adjustments are required to tailor it to our needs. For instance, when processing education grants, it takes considerable time to customize SAP to suit our purposes due to our various requirements.
Maintaining SAP is generally manageable, but we sometimes need assistance from external contractors to handle tasks that we cannot manage internally.
I find the reporting satisfactory. The quality of reports depends on the data input, particularly the master data. However, I am optimistic about transitioning to newer tools like SuccessFactors, which can integrate with other systems outside SAP. I rate the tool a seven out of ten.