SAP SuccessFactors Reviews

At present, we're utilizing specific components like attendance systems, employee payroll systems, and leave management systems. These are integral to our everyday operations within the organisation. These components include applications for managing employee attendance, payroll, leaves, and travel arrangements, among others.

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.      

Visual representations, in the form of graphs and charts, can be added. This is beneficial for both management and employees. Upon accessing the system, they should generate graphical representations on their dashboard. These visuals illustrate aspects such as company-wide training progress and current company training status. The information encompasses both company-related data and personal profiles. This approach makes it convenient to grasp the company's profile along with individual information.

I have experience with SAP SuccessFactors.

The product is extremely stable. 

I would rate the scalability of the solution nine out of ten. It has a high level of standardization across the various systems and processes and hence large organizations.

When we encounter something that requires attention, we submit a ticket on the SAP portal. Their response time typically falls within the range of twenty-four to forty-eight hours, as per their service level. Thus, there's no significant problem in the case of support.

The implementation and maintenance are done through vendors. 

I would rate the solution nine out of ten.

We are using SAP SuccessFactors for our mandatory training.

SAP SuccessFactors is working on making beneficial changes but they are not fast enough. They can improve by making the improvements or updates quicker. Additionally, the user interface could improve, it is not something you want to return to when compared to a solution similar to Instagram.

I have been using SAP SuccessFactors for approximately three years.

SAP SuccessFactors is a very reliable and stable solution.

The scalability of SAP SuccessFactors is good. They are many modules that we could use. For example, they have the Employee Center module where we can expand our employee information, such as which skills we have and career aspirations.

We have approximately 20,000 employees using this solution in my organization.

We plan to continue to use the solution in the future. We do not have plans in our roadmap to change solutions.

I have not contacted the support from SAP SuccessFactors.

I have previously used Saga People, which is a learning platform. It's not the same as SAP SuccessFactors, it does not bring the same capabilities.

The implementation of SAP SuccessFactors is highly complex.

We are a pharma company and in this domain, it's very important to have mandatory training. All the inside notes and email that has been sent to the employees are very heavy and it's not easy to modify them because it's part of the suite. It is very complex to use. It's not easy to change things and if you would like to change things, we need to wait six months. We can wait for a long time, and if there are not any other customers that need the changes we will not receive priority.

We used a third-party integrator in Israel named AKT for the deployment.

This is a very heavy solution suitable for large companies, but not agile enough for my design needs to bring learning for employees.

I rate SAP SuccessFactors a six out of ten.

We're currently using this solution for recruiting and onboarding; we're implementing a central employee pay system. Everyone in our company uses this solution. We are customers of SAP and I'm an SAP solutions architect. 

SuccessFactors is generally flexible with a lot of good features. It's becoming our core HR system and is a business-critical system for us. Until now, outside of the recruiting and onboarding processes, it was a side system but going forward it's definitely going to be critical.

There are some limiting aspects to this product but I think it's just the nature of the game with any software as a service. From a business perspective, you're limited within a certain boundary. 

The solution is stable.

The solution is scalable.

We don't generally require any technical support. 

I'm not aware of licensing details but I believe it's on the expensive side. 

I recommend this product. Cloud solutions are the way to go, software and service solutions. It's just important to understand what you're going to be getting and keep expectations real. 

I rate this solution eight out of 10. 

We are using SAP SuccessFactors as a human resources and experience management solution (HXM). 

When I used SuccessFactors as a CHRO, I found that the platform helped build not only a unique signature experience for all our employees but also enabled greater transparency in the organization as we could better empower our employees, managers, and leaders all at once.

Processes that were tedious became simple, structured, standardized, and scalable. We were able to get visibility to all employees and enhance the quality of our talent management framework and mobility of talent within the organization.

SAP SuccessFactors is one of the most robust platforms in the world today. A global company needs a platform that is compliant (such as GDP compliant in Europe), a solution that enables strong workflows and delivers high quality in their core HRIS system which is called Employee Central.

It offers a high level of audit tracking that can be kind of customized for the requirements of clients by region, by country, or within the same country.

The system is one of the strongest and sturdiest modules that are in existence in the world.

It is much easier to integrate SAP SuccessFactors with other software. There are many third-party software vendors that can be integrated.

SAP SuccessFactors can improve their recruitment module and artificial intelligence features associated with ATS. I understand that is very much in the roadmap, but must be expedited. More powerful analytics are needed.

I have been using SAP SuccessFactors for approximately eight years.

SAP SuccessFactors is a highly stable solution. It is more stable than any other solution.

The scalability of SAP SuccessFactors is one of the main reasons someone should choose the solution. It scales fantastically well.

The technical support capabilities are very strong. When we have any technical issues with the solution the resolution is fairly quick.

Positive

I have used other similar solutions in the past.

I found SAP SuccessFactors to be more stable, better integrated, has better data flow amongst modules, and has more API-based add-on solutions available within the SAP Store and also for other third-party add-on solutions.

The initial implementation is done by SAP-certified SuccessFactors Consultants. It is not too complicated but it has to be done by trained and certified individuals. SAP has a vast ecosystem of support and there are many System Integrators and people available for the implementation, such as ourselves.

In my role as a CHRO, I implemented the solution through an SI. They worked very closely with the HR team to make it a huge success.

The ROI is easy to build. Especially when you are moving from Server based on-premise solutions. You are getting rid of capital expenditure requirements with a cloud-based solution. It's quite easy to make a business case today for a cloud-based solution from a cost and benefits standpoint.

The price of the solution depends on too many factors to provide an estimate. The solution is best suited for medium to large-sized businesses. However, the price of SAP SuccessFactors is competitive even for small enterprises now.

As somebody who has been in the human resources function for the last three and a half decades and as an HR leader for almost two decades, I have used and or evaluated many of the platforms. When I implemented SAP SuccessFactors, that was when I realized that it is a lot better than the others in the market. 

This was the only solution that was originally designed by HR people and it is deployed around the globe. There is a lot of research and development that goes into the solution. The solution is constantly evolving.

I rate SAP SuccessFactors a nine out of ten.

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. 

My primary use case for SAP SuccessFactors is to run the promotion and review processes.

Previously, in our organization, we used to share Excel files via email, but now we have shifted to an online process with a workflow where data updates in real-time.

The features of the solution that I found valuable for my business are its ability to create a dashboard, pie charts, and reporting functions, as well as advanced reporting capabilities.

Integration between Employee Central and Compensation in SAP SuccessFactors is one area of the solution that has room for improvement.

Even in the next release of the solution, I would say that integration between Employee Central and Compensation is something I would like to see in order to have more flexibility in terms of updating single fields.

I have been using SAP SuccessFactors since 2012, and I have also used the solution in the last 12 months. Regarding the version, I am using SAP SuccessFactors Compensation. Additionally, my company has a partnership with SAP SuccessFactors, and we are both a customer and reseller of their solution.

Stability-wise, I rate this solution a seven out of ten. This is because sometimes the solution takes a long time to address certain issues.

Scalability-wise, I rate this solution a five out of ten. If the solution had the option to differentiate visibility based on legal entity, for example, it would be more appealing to me, and I would consider giving it a higher rating for scalability.

End-users having access to the solution in our company are around 100 people. Also, in our organization, there are plans to increase the usage of the service for more users in it in future.

I would rate the technical support of the solution as seven out of ten.

Neutral

The reason for switching from Excel to SAP SuccessFactors was for the automation of the processes in our organization.

For the solution's initial setup, on a scale of one to ten, where one is difficult, and ten is easy, I rate this solution an eight.

The deployment process for SAP SuccessFactors Compensation took around five to six months.

Two people were majorly involved in the deployment process. People with the job roles of analyst, business analyst, and consultant were involved in the deployment process.

Before choosing SAP SuccessFactors, ServiceNow was an option we considered in our organization.

Overall, I rate this solution an eight out of ten.

SAP SuccessFactors is a cloud-based HR solution. It used to be called HCM, which means "Human Capital Management," but SAP has since changed it to HXM, which is Human Experience Management. SAP SuccessFactors manages the journey of an employee from start to finish. Everything is managed within a single suite.

I have six clients using SuccessFactors: Happy Canyon, HSDS in Abuja, Manager Delta, Reinsurance, Reinsurance Capital, and ECOM, which is a cultural company. 

All of SuccessFactors' features are useful, but there are several modules within SuccessFactors that I find handy. You have Employee Central, which manages employee records within the system. It manages all the information about an employee, including names, addresses, account numbers, positions, org charts, etc. It also handles performance reviews and KPIs for employees within an organization. Then you have succession planning and development as well. 

There are several solutions built into it, like training and workforce analytics. From my own experience, I find the recruiting module to be fascinating because I've worked with it a lot. My company has deployed the recruiting module for a couple of organizations. For example, the African Union uses Human Capital and SuccessFactors. We deployed Employee Central and recruitment management for them. People can apply for a job, and you can track the applicant's progress within the same system, but you can't implement recruiting module as a standalone solution. You need to have Employee Central as part of the system as well. 

I have raised change requests for some modules within SuccessFactors. For example, when you're using Recruiting Management, there's a feature called Interview Central you can use to reach the candidates you're interviewing. I wanted to add a writing assessment when I select the competency on that platform. It varies from consultant to consultant, depending on what module they use.

The tool that SAP uses to integrate SuccessFactors into other applications is quite expensive. When I deployed the solution for the African Union, we used the cloud platform integration tool. They're now using a tool now called BCP, but you also have the CPI inside it, too. The integration is seamless, but there are other ways to perform the integration.  You want to use web services for integration and all of that. So regardless, you can always integrate into it. It's very easy to actually do that as well.

I first used SuccessFactors in 2017, so it has been five years. 

SuccessFactors is a highly stable solution.

SuccessFactors is scalable because they have different data centers across the world. As your data grows, the instance also grows. There's no failure on the platform. At most, you'll have a few hours of downtime on the weekend as they upgrade the system. 

I rate SAP support 10 out of 10. They have different levels of support. The first is the customer, the second is partner support, and the third is SAP. Inside SAP SuccessFactors you have a lot of built-in support that you can leverage without calling anyone. A system admin can log into the system and chat with SAP directly if they are facing any challenges. Real-time support is available within the system. 

Generally speaking, setting up SuccessFactors is straightforward, but some clients have complicated requirements. The standard SAP configuration is easy for consultants because they have a rapid implementation tool to deploy the baseline solution, so a client can have the system running in days. It depends on the client's requirements, but it is much easier for the end user than the consultant.

The total deployment time also varies depending on the modules. Let's say, you want to implement Employee Central plus the performance assessment and recruiting modules. This might be tricky depending on the size of the organization. Implementing this solution for a large organization requires a lot of data work to gather employee information. If you have all the employee records in place, you can deploy the solution in three months. When you don't have the data, you need to gather it and create templates. It can take much longer to deploy.

SuccessFactors is expensive but it could be cheaper depending on the customer. My company is a large value-added reseller. We buy from SAP and sell to other clients. We also have the power to give clients discounts depending on the size of their budgets and how eager we are to win their business. 

I rate SAP SuccessFactors nine out of 10 because the improvements are underway. They also have a Customer Influence platform where customers suggest ideas about ways to improve the system. They release new features every quarter.

I mainly use SuccessFactors for employee and performance management.

SuccessFactors' most valuable feature is performance management.

The integration module is an area that could be improved. In addition, SAP needs to better manage the overlap between HANA, the ERP HR module, and SuccessFactors.

I've been using SuccessFactors for over four years.

We run SuccessFactors on the SAP cloud, so we have no problems other than those typical of cloud technology e.g. interconnection problems.

We use the cloud version of SuccessFactors, so there are no problems with scalability.

There are some problems with SAP's technical support because they're not always very responsive.

Negative

Previously, we used SAP HR.

The initial setup was quite complex, and implementation took a long time, about two years, because of the amount of customization we had to do.

We used an in-house team.

I don't feel we get any ROI from SuccessFactors.

The pricing for SuccessFactors is ridiculously high, and there are costs in addition to the license fee for some features.

I don't think SuccessFactors is quite fit for use as an employee database, and SAP HR may be more suitable. There seems to be some overlap between these two solutions, but neither one has all the capabilities of the other. I would rate SuccessFactors as three out of ten.