We performed a comparison between SAP SuccessFactors and Sympa HR based on real PeerSpot user reviews.
Find out what your peers are saying about SAP, Workday, Oracle and others in Talent Management."The SuccessFactors learning applications within the SuccessFactors learning modules, as well as the performance management system, are highly beneficial for each and every employee in our organization. These tools eliminate the need for using Excel to manage data, allowing for direct input into the system. This streamlines the process, making it easier to view and analyze information. We can readily access our performance history, comparing our actions and achievements from the previous year. At present, we are consistently monitoring our day-to-day performance."
"It's a uniform user interface."
"The functionality and user friendliness are constantly improving."
"Considering the flexibility of the system and its ability to accommodate complex business processes, the product is ready to be used in multiple industries."
"It is a scalable solution. I would rate it a ten out of ten."
"It is a scalable solution."
"Flexible with a lot of good features."
"The most valuable feature is the onboarding module, which enables candidates to fill in their details online and smoothly transitions data from the recruitment module into the SAP database."
"Sympa HR was helpful since it helped me manage HR master data in a single system."
"Analytics could use some work."
"The user experience could be simplified."
"Its overall integration and user experience can be improved. SuccessFactors is a system that is built out of three different systems. The elements part was bought from Plateau, and the original performance dialogue was built by SuccessFactors itself. After that, SAP bought it, and it hasn't improved in the last few years. SuccessFactors is a perfect tool if you use it the way it is meant to be, but if you start building custom sessions and try to use it differently, then it is a total mess. It is not agile. It is like an old Mastodon truck or whatever. We don't have the Employee Central and Competence Management modules. Our company made the choice to not implement the Employee Central module. We also didn't implement the Competence Management module. We use the learning module to do some competence management, but I am not that fond of it. It would have been best to have the whole suite. SAP should never sell this without selling the whole suite because it just doesn't work. The biggest gain for me would be having the possibility of doing strategic personnel planning and managing internal mobility. If it could be used for social purposes, such as creating communities and connecting with media channels, that would be perfect. It should also have the possibilities for local admin and agile product development."
"We would like to see improvement in the initial launch of the product, as it is currently quite slow."
"The Reporting/Analytics and User Interface need improvement."
"The reporting tool is not as good as IBM Cognos which is very, very powerful."
"The process for long modules needs to be improved, because compared to how it's done with a competitor (Meta4), the competitor's process was simpler."
"SAP SuccessFactors needs to improve the LMS and performance management."
"As a developer, I can say that some of Sympa HR's back-end functionalities, like the API systems, aren't fully fledged or modern enough, a downside of which Sympa is aware."
SAP SuccessFactors is ranked 1st in Talent Management with 90 reviews while Sympa HR is ranked 25th in Talent Management with 1 review. SAP SuccessFactors is rated 7.8, while Sympa HR is rated 7.0. The top reviewer of SAP SuccessFactors writes "Offers many useful modules and integrations, and helps companies adhere to best practices". On the other hand, the top reviewer of Sympa HR writes "A tool to manage HR master data in a single system that needs to improve on the API front". SAP SuccessFactors is most compared with SAP HCM, Workday, Oracle HCM Cloud, PeopleSoft and UKG, whereas Sympa HR is most compared with .
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We monitor all Talent Management reviews to prevent fraudulent reviews and keep review quality high. We do not post reviews by company employees or direct competitors. We validate each review for authenticity via cross-reference with LinkedIn, and personal follow-up with the reviewer when necessary.
