SAP SuccessFactors Reviews

SF Learning and Employee Central are the most valuable modules in my experience.

SF Learning is a key element in making SF a tool with added value for the entire organization. All levels (managers, employees, HR, interns, etc.) can be involved in these processes and use SF Learning for compliance training, to improve their own skills, and work on their own talent development.

Employee Central is often the first full personnel backbone for a company. It offers all the possibilities to manage employee data, but even more important, it offers out-of-box headcount and strategic reporting.

For companies who are looking for a solution that supports their time registration and payroll processes, the SF solution will have some functional gaps. However, SF Employee Central is fast evolving and these gaps will be closed soon.

It enables active talent development by the employees, instead of driven by HR.

I would like more functionality in time registration, calculation and payroll.

I’ve been using SuccessFactors for three years.

We had stability issues multiple times; sometimes disturbing and in a few cases, it caused blocks for business.

We have not had scalability issues.

I give technical support 2.5/5. It takes too long to fix issues and the impact on our business is often underestimated by SF support.

We were using SAP Talent and Taleo. We switched to SF because of the SAP/SF roadmap strategy and insufficient integration options within Taleo.

Initial setup was straightforward. We aligned business processes, where needed, to the SF solution.

Don’t go for the traditional implementation approach with remote/offshore consulting. Use an experienced implementation partner who has enough expertise in HR projects.

We evaluated Taleo. It had insufficient integration options and was not a full-scope product. We also looked at Workday. It was not a full-scope product and was not localized enough for European HR.

Choose an implementation partner wisely for the long term. One who has a proven record in SF implementations and understands your business. Go for phased go-lives and apply a template for rollouts. Use the momentum to optimize business processes and align where possible to the SF solution. Start this before you start the implementation.

The most valuable features are:

• Provisioning
• Job scheduling
• Competency library import and export
• Bulk employee export
• BizX audit report (RBP & employee profile)
• Candidate merge
• Cloning company from stage to production
• Admin user import

It has improved the way our organization functions as follows:

• It has a pre-configured master tenant which can run applications.
• It consumes less time for deployment using SAP methodologies and best practices.
• It has a quality gate in which they assure quality at the milestone of the project.
• It can use the same methodology for small, medium, and large enterprises.

The integration with Employee Central and Employee Central Payroll needs improvement as the client is still considering on-premises solutions.

We have used this solution for over two years.

I have not encountered any stability issues at my level. I only know the Indian market.

I have not encountered any scalability issues so far.

I would give technical support a rating of 7/10.

I have used the following solutions:

• Adrenalin ERP: I have used this as a process owner. It is average, with limited ease of use.
• Greytip HR: This is an average to good solution, but only for small and medium size enterprises.

The main reason for switching into SAP SuccessFactors was for its brand, ease-of-use, predefined solution per business scenario, and agility.

The installation was straightforward initially, but also complex and vast while dealing with data migration and mapping. You need good knowledge of the product.

You need a good background when dealing with MDF objects. You also need the right configuration and an understanding of SAP on-premise for hybrid scenarios.

If you are deploying SuccessFactors for the first time, the first step is to get clarity from the implementation team on licensed features about any module. Do this before gathering requirements, or before doing iterations, to avoid last-minute chaos.

For enterprises, spend time choosing a product for its suitability as per your business process. Customization is limited in some cases, or inapplicable in other cases.

We are using this solution for HR functions, such as leave applications, HR, salaries, profiles, and for our KPI.

What I like the most is the KPI management formula.

The user experience could be simplified.

In the next release of SAP SuccessFactors, I would like to see mobile apps.

I have been using this solution for a year, which is when I started with this company. They have been using SAP SuccessFactors for several years.

To date, we have not experienced any issues with stability.

In our company, we have 2,000 users, who use it on an as-need basis.

I don't have experience with the scalability. It's not an area that I manage, but, in terms of performance, there are no issues with it.

I have not had any contact with technical support. We have our IT support desk who handles any issues by contacting SAP if there are any problems.

We have a separate team in our company who has contact with SAP.

Previously in another company, I was working with a finance system. I was not dealing with any HR solutions.

The maintenance of this solution is done by the vendor.

I would recommend this solution for anyone who is interested in implementing it.

I would rate SAP SuccessFactors an eight out of ten.

Comp and Recruitment: They really bring value for the managers and cost savings to HR. They are the easiest to use without additional instructions. The feedback received from the managers is very positive and they can also understand the benefits to their own organizations. E.g., in Compensation, a manager can manage the whole team at once and ensure they’ll implement the pay policy and guidelines.

There are top management recruitments where Recruitment has been utilized without using external recruiters.

LMS, the admin tool, is quite complex and requires a lot of admin work. The admin tool in LMS is a ‘system inside another system’ as the former Plateau, and the logic is not so self-evident as it is in BizX modules. SuccessFactors has ensured well that the LMS user experience continues but the admin tool is still separate from the BizX admin centre.

I have used it since 2011. We currently use SuccessFactors EC, Comp. PM&GM, Succession, LMS, Recruitment.

I have only encountered temporary performance issues, lasting a couple of hours. These are very rare anyhow.

Based on my experience, the system can be very flexible and easily configured based on the company requirements.

Of course, the level of technical support depends on your support model and whether you are taking the support directly from SuccessFactors or from the partner. However, partners cannot impact the technical settings too much. My experience is that SuccessFactors has done a lot of enhancements to their support during the year.

We previously used SAP HR. The most important reasons for changing the system were user experience, data visibility (portal) and cost savings.

Initial setup was straightforward, as global and lean master data was maintained in the previous system.

The most important is of course what systems you are able to implement (aggressive or less aggressive implementation) and then consider the implementation and license plan. It is also very important to find and select a partner that understands your company-specific complexity, are experts in implementation and not having extra costs (CRs). I think the partner selection is a key for keeping the costs in plan.

Before choosing this product, an evaluation was done.

You don’t need be an expert in this tool area but you should consider carefully, what is your company’s target? Shall managers use the system or only HR? Are you only migrating the old system to the new or are you trying to fully utilize the new system? However, the most important is, of course, your internal resourcing and how ready your company is for the cloud implementation (e.g., global identity management, standardized workstations)? The implementation of SuccessFactors modules is usually very easy and standard, but the complexity comes with the relationships to other topics (e.g., integrations).

It covers the entire employee lifecycle with a simple-to-use UI. It is modular in terms of implementing it and fits into the roadmap of any organization that wants to take a step-by-step approach. Constant innovation, integration and reporting & analytical capability adds lot to the value proposition.

We have implemented this for our customers and the areas where they have realized the values are employee engagement and satisfaction, better ROI, better visibility and predictability, faster and accurate decision making and lower overall total cost of operation.

SAP needs to add more power to its built-in analytics capability as part of the product. Faster time to market for multiple clients’ requests would help with adaption and benefit realization.

I have used it for two years.

SAP SuccessFactors is a very, very stable product and has evolved over the years. An implementation partner plays a very critical role that impacts the overall success.

Being a cloud-based solution and regular enhancements every quarter, SAP has handled scalability beautifully. Apart from that, SAP engagement with AWS gives clients more flexibility and access to the latest, state-of-the-art technologies from both software and hardware perspective; it’s a big advantage for any client.

A dedicated support team has the right expertise and has been able to resolve most of the issues on time. No major escalation in this aspect has been experienced so far.

Our clients have been using multiple systems, which caused issues such as the time and cost for managing multiple systems, retaining in-house capabilities, issues with scalability & constant upgrades and many more.

Initial setup is very smooth; all processes are very well defined and documented.

Pricing and subscriptions are very competitive and at the same time give clients a lot of flexibility to make their own decisions based on their roadmap and the budget in hand.

Our clients evaluate multiple products from vendors such as Oracle and Workday.

1. Have very clear objectives linked and aligned with your business goal.
2. Have all stakeholders aligned and on-boarded.
3. Make a roadmap and start small with clear scope and timelines.
4. Evaluate an appropriate implementation partner.
5. Follow the implementation methodology.

SuccessFactors includes a variety of talent solutions, core HR, collaboration tools and workforce analytics.

One of the talent solutions is a learning management system (LMS), which is also my main area of responsibility. Based on my overall experience in the SAP world, I consider the LMS a key component-tool to engage people across the organization. It might be challenging to set it up and align with clients' requirements. However, once it is done, it becomes very handy and easy to use from a user perspective.

It is attractive enough to come and launch this application on a periodical basis due to its user-friendly interface and intuitive functioning.

Shorter implementation timelines (comparing to on-premise SAP solutions), quicker response on configuration change cycles, modern look and mobile integration possibilities: Everything together makes SuccessFactors LMS a well-recognized and demanded talent solution across different types of organizations.

It provides easier access to corporate learning contents and advanced tracking possibilities.

SuccessFactors LMS generally is not a financial system. However, some of the clients previously asked for more advanced financial integrations; mainly invoice processing and mainly with external systems. Learning functionality, in this case, hardly can fulfill the requirements. On the other hand, there is actually ongoing improvement in this area, and new features are introduced on a periodical bases. Definitely a positive sign.

I have used this product for three years.

We had stability issues from time to time.

We have not really had scalability issues.

Technical supports gets 4/5.

Previously, we used SAP ERP. Then we jumped into the cloud world.

Setup was really straightforward with a simple implementation road map and an open configuration that can be easily or mostly supported by local company admins.

Be prepared for price surprises. It’s quite expensive. However, once you have maintained and started utilizing it correctly, it should be a great payback on your resource development.

Work on requirements. Clear vision will simplify the roadmap. Prepare your master data if any. Start with easy processes implementation and usage, if possible, rather than focusing on complex heavy processes that are not obviously needed across the organization. Use the opportunity for reorganizing or at least structuring your business processes.

We are partners with a company and we are responsible for using this software for our clients.

It's very user-friendly.

The initial setup could be simplified.

I have been using the latest version of this solution for approximately one month.

It's a stable product.

It's a scalable solution. We have three users for the recruitment.

We have plans to continuing using it in the future.

The technical support is good.

The installation was a bit complex. They are more complicated than other cloud solutions.

It could be cheaper.

I would recommend this solution to others who want to start using it.

I would rate SAP SuccessFactors a nine out of ten.

I use the cloud deployment model. Our primary use cases of this solution is for making a fall schedule, human resources services. We're starting with the objectives, monitoring performance, efficiency, planning, and then management. 

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.

LMS, Learning Management Systems, needs improvement because there were some stability problems.

It's scalable. We are expanding our business now to 500 employees. Scalability is good. We started with 400 users. 

We previously used HCM but I wasn't there when they switched to SuccessFactors. I don't know why they switched. 

SAP implementation is not an easy thing. SAP implementation is an issue.

We used a consultant for the deployment. 

My advice to someone considering this solution is to focus on your business requirements and get yourself a strong, reliable partner. 

I would rate SuccessFactors a nine out of ten.