SAP SuccessFactors Reviews

We use Performance and Goals Management and the Succession and Development modules.

The performance is okay. The reporting and analytics feature is very important for decision-making. The product helps with our company’s compliance and regulation needs. The tool has a unique talent management platform. It is responsive. It provides evaluation, recruiting, learning and development, and compensation processes. It is easy to navigate through the platform.

The Onboarding module must be improved. It doesn’t have many features.

I have been using the solution for three years.

The tool has good scalability. Our clients are medium-level businesses.

The technical support is slow. We generally have low and medium-level incidents. I rate the technical support a three or four out of ten.

The initial setup is easy. The deployment takes two weeks. The product is deployed on the cloud. We use a public cloud provider.

We do implementations. I will recommend the tool to others. Overall, I rate the solution a ten out of ten.

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'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. 

Our company uses the solution for the entire administration of our workforce. Included are data management, employee and contingent worker management, integrations to our Tableau data visualization, and dashboard metrics. 

The functionality and user friendliness are constantly improving. We provide constant feedback and a lot of changes are addressed. Every six months, we get 300 changes in the system so that is quite a lot. The solution is continually changing for the better. 

The user interface is flexible and allows for custom fields. We can easily create fields or change things without needing to get the vendor involved. 

The flexibility for reporting is better than ADP.

The reporting tool is not as good as IBM Cognos which is very, very powerful. We used to do things with Cognos that we don't see in the current reporting tool. We are implementing the story report that will provide a data visualization tool within the solution. It looks valuable and powerful, but we haven't yet used it to compare it to the reporting in Cognos. 

The user interface could be modernized. We hear from users that the view is kind of old fashioned. The interface works perfectly fine so this is more of a personal user opinion. 

I have been using the solution for six years. 

Customer support needs improvement because it is a weakness. Support is offshore so you deal with people in other countries such as India. You have to adjust to their time zone to get support. They should do a better job because they are there to provide a service to customers, not the other way around. You have to bend to support's availability and it is difficult to get them to understand that they are actually there to help you. 

We are fortunate as partners because we have a dedicated account manager who is always available and responsive. We get direction and training materials at a VIP service level from our customer success account manager. We recommend this level of service because it really helps us. 

The solution offers better reporting flexibility than ADP but is not as powerful as IBM Cognos. 

I like the solution and rate it an eight out of ten. 

We have a separate ATS, which is currently being integrated for managing external candidates. Internally, job posting is already integrated. We also use it for performance management, compensation benefits, feedback, and reporting. It's a one-stop shop including for our various vendors who provide support in terms of learning, our talent marketplace for internal mobility, etc. We are customers of SAP. 

The solution is very intuitive. Many of the things we need to do are easily accessible. There is support in the form of chatbots. Before we implemented SuccessFactor, it was very difficult for us to implement use of the feedback section. That has now become very intuitive, and usage has increased. The solution is stable and robust. 

Many organizations are very relationship-driven and we're lacking information regarding how to build a network; what you need at what stage of your career journey or employee journey.

We've been using this solution for three months. 

The solution is stable. 

The scalability is good. 

Customer support are reasonably responsive. 

We previously used PeopleSoft and the extra we get with SuccessFactor is access to support using chatbots. 

We are a large organization and implementation has been a massive project. All our resources went into it and it's been a very complex process. We're still having some teething issues that the team is working on. Not all the issues are connected to the solution but in the context of an organization operating in a highly regulated area, the financial industry, and in 60 countries, it's a complex organization. Any solution will be difficult to implement. We had external assistance for the implementation. 

I think this is a good product and rate it eight out of 10. 

Our organization uses SuccessFactors for employee management. We can look at the organization's structure to find vacancies that need to be filled and training records for courses that must be completed. The company's reporting structure is also fully available on SuccessFactors. All the reporters under me and their user credentials are available as a workflow in SuccessFactors. We have more than 1,800 employees in our region, so everybody uses SuccessFactors to view the organizational structure and complete mandatory training courses. 

The feature I like the most is the notification bar where we can see upcoming courses that the organization requires from time to time. It's easy to track any pending courses. I also like the search feature in SuccessFactors. We can search for newly available courses that are updated in the system for completion.

I find that the website sometimes has problems loading, but I'm unsure if it's an issue with SuccessFactors. After the login, there are some connection issues. We get some errors telling us that it cannot connect to the host.

I have been using SAP SuccessFactors for a year.

SuccessFactors is a stable product. When a new employee under me joins, I get an email notification from SuccessFactors. The push notifications, etc., work seamlessly. I don't have any complaints about stability. I never experienced any delays with any push notifications or important organizational structures.

I rate SAP support eight out of 10. I had to raise a ticket once because I was unable to complete a course on time. The "complete" button was invisible. The SAP SuccessFactors team had implemented a change. 

The company switched to SuccessFactors worldwide, so all the local branches adopted it.

From a user's perspective, setting up the account was easy. We received the credentials when I joined the organization. We only had to fill in the credentials and get started.

I rate SAP SuccessFactors nine out of 10.  I would recommend it. SuccessFactors does its job. We have a few important things that we need to do. One critical thing is completing the mandatory course. These courses cover essential IT changes and job skills. These courses need to be completed in a timely manner.

From a user perspective, everything is straightforward. After login, we can easily navigate to any of the pages we need. The organization structure, salary details, and training records are all available as drop-downs on the home page.

We use most of the modules for performance goals, recruitment, employed central succession planning, and salary review STI. We'll be using additional features going forward. We are customers of SAP and I'm head of HR tech and operations. 

The best feature is that the solution has an open architecture and provides an open platform so it can coexist with other systems. It allows for a different goal setting system, but still integrates well. SuccessFactors also integrates well at the backend with your core SAP which is also a benefit. My sense is that in the future the solution will evolve into a model similar to Salesforce where you have the core platform from SuccessFactors and plugins for everything else. 

The downside is that SAP resources are expensive and not very common from a tech stack point of view. Anything you want to change or any customization is expensive. Our user experience is not great and we're looking at building a privileged user experience layer on top of what exists.

I've been using this solution for four years. 

In terms of system stability, data integrity is good.

The solution is scalable. 

The technology is changing quickly and the solution requires support but it's not forthcoming. They say, "This is the product, now you figure out what to do with it." Every time we upgrade or implement something, we have to rely on our internal resources, even if we're willing to pay for support. AWS and Microsoft have advisory units that invest in employee-customer success but SF has nothing like that.

It's a good setup but with emerging solutions like Darwinbox, I think there might be challenges ahead because of the user experience and that will dominate things in the next few years. 

ROI depends on your business case. If you're coming from an SAP SCM or IBM implementation, then the return on investment is very low. You won't have a strong business case to move from platform A to platform B because transition costs are three to four times the license fee.

It's important to be clear about how you want to spend your money. No more than 60% should go to the licensing fee because there's a lot of additional work required to get a great user experience and have good infrastructure. You will need interfaces, integration with third-party tools, enhancements, and the like. I would also recommend building some in-house capabilities for platform administration and small modifications. Figure out how you'll interface with local platforms, payroll, time management, etc. They're going to decommission the on-premise version soon so explore their future plans. It may take a couple of years to complete implementation and you need to know where they'll be at that point. 

I would give a higher rating if the user experience was better but for now I rate this product eight out of 10. 

SAP SuccessFactors is used for people management, it is an HR solution.

The most valuable feature of SAP SuccessFactors is that it is a full suite of applications to enable your employees. Additionally, it has good integration with S4 HANA. Our payroll solution is from SAP and the integration becomes much easier when using SAP SuccessFactors.

SAP SuccessFactors' pricing structure could be improved.

I have been using SAP SuccessFactors for two and a half years.

SAP SuccessFactors is highly stable.

The scalability of SAP SuccessFactors is good.

We have approximately 6,000 users using this solution in my organization. We plan to increase our usage as we are a growing business.

Whenever we have an issue with SAP SuccessFactors they respond. SAP SuccessFactors has a well-structured support platform.

We have not previously used other solutions similar to SAP SuccessFactors.

The initial implementation is SAP SuccessFactors straightforward. The full process of deployment took us six months.

We used an integrator firm to do the implementation of SAP SuccessFactors.

We have two to three people managing SAP SuccessFactors.

We are on an annual subscription to use SAP SuccessFactors. The pricing model is something that they could restructure a bit better. If it was based differently on the type of usage it would help.

We evaluated other solutions before choosing SAP SuccessFactors.

I rate SAP SuccessFactors an eight out of ten.