SAP SuccessFactors Reviews

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 use the solution in our company since it provides SuccessFactors Employee Central. We also use SuccessFactors PMGM.

The most valuable features of the solution are GUI and OData API. Also, the solution's ability to display the organizational charts along with the photographs of the employees while also being able to display employee data and ID are some of its valuable features.

Language settings in the solution need to be improved.

I have been using SAP SuccessFactors for three years. Also, I am using the solution's latest version meant for enterprises and companies. My company is a customer of the solution.

Stability-wise, I rate the solution a nine out of ten.

Scalability-wise, I rate the solution a nine out of ten.

I rate the technical support a nine out of ten.

Positive

Previously, I was using Oracle. We use the solution in our company which is in Indonesia. However, the solution was decided at our head office, which is located in Hong Kong.

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

Presently, the solution is deployed on the cloud. The deployment process took over a span of three years. However, the initial setup process took only a few hours.

If the number of employees required for the deployment of the entire group is considered, then around 3000 employees were required to implement the solution. However, since I managed the implementation process in one country, only 170 employees were required to implement the solution.

I would say that it is more of a luxury product. The solution is on the expensive side but is definitely worth the money.

Overall, I rate the solution a nine out of ten.

We primarily use the solution for talent management. We also use it for onboarding and for learning and development. 

We've seen great success with the learning management aspect of the solution. 

The learning management has been great.

We've found the application tracking useful.

Thanks to this solution, we don't have to have individual solutions from many vendors. It's a uniform user interface. We don't have to train them across individual applications. We just have to train them on SAP. 

The business processes are very strong and extremely customizable. The adoption of business process management ensures we don't need a vendor to help us with customization. 

We'd like to have an opportunity marketplace. They have something. However, it is too basic. They need to evolve it. We're not sure, based on the roadmap, if it will improve fast enough. 

We'd like more AI and machine learning to be added faster. 

The solution is quite expensive. 

We've been using the solution for five or six years at this point. 

The performance is good. It is mostly stable. However, due to the fact that it is a cloud, we might have connectivity issues that could affect the stability. Sometimes it takes time. That said, overall, it is good. 

The solution is highly scalable. For a large corporation like us, we are able to extend it easily. 

I'm not sure what was used beforehand. Likely it might have been a different SAP solution. 

The initial setup is not the easiest. I'd rate the ease of implementation a six or seven out of ten. It depends on the deployment. It might be easier if it is an SME that is deploying it. The more complex a company gets the more complex the setup. 

We had an internal team, an external team, ad a SuccessFactors team working on the setup. SAP does have a good team that can help. 

While I cannot speak to the exact cost, my understanding is that the solution is expensive. The contract is very transparent. 

We're customers and end-user. 

We are using the latest version of the solution. 

I'd recommend the solution. If a company's landscape is SAP-based, this is a great solution. If the landscape isn't heavily SAP, there are other solutions that may be more suitable. 

I would rate the solution eight out of ten. 

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.

We implement our employee centers with core employee data using the solution. It integrates and stores employee profiles, and our foundation objectives.

The solution's most valuable feature is the metadata framework. It's a good idea to implement such a powerful tool. It is better, easier, and more flexible.

Whenever I have to enable a feature fully, finding the document for guidance to know about that specific feature becomes difficult. Sometimes to activate or enable a particular feature in my instance, I have to enable more than one feature in provisioning. I always face issues in getting the documents or references from SAP itself.

They should include professional documentation. They keep making changes, and incorporating them into documentation needs some time. They should work on a faster way of locating a proper documentation as well. 

Last year, we went for the solution's learning hub professional and support edition training. We gained basic knowledge of the solution and transferred it to our internal team. We have been accelerating the learning internally for SuccessFactors integration since then. We also have a testing environment where we are already testing our cycles and succeeding in the initial data migration.

It is a scalable solution.

The setup was straightforward. Also, SaaS has made a lot of things easier. I rate their implementations as eight out of ten. They have a powerful learning hub. I respect the way they clarify their system and explain their processes.

I do recommend SAP as a solution. I studied SAP in college and have ten years of accumulating knowledge in the ERP field. SAP has succeeded in being number one in the whole world. They have their philosophy about business. They have standardized a lot of business processes and business terminologies. They have succeeded in sustaining a powerful system supporting their philosophy. I rate it as a ten out of ten.

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.

SAP SuccessFactors is a human resources solution for businesses, such as workforce planning and analytics.

It can help companies with improving business operations.

The most valuable features of SAP SuccessFactors are onboarding, recruiting, marketing, and performance.

SAP SuccessFactors could improve learning management. The module is desperate and should be included in the primary solution. Additionally, it is missing some business use cases.

I have been using SAP SuccessFactors for approximately six years.

The stability of SAP SuccessFactors is great. I have not had any problems with the system.

The scalability of SAP SuccessFactors is good. We can add extensions to the customer's needs that are not available in the core features. Scalability is possible but some modules have limitations. For example, in Recruiting, I can have a lot of features using business tools, such as building the business role, and NDS meter data framework. However, in Performance, I have a lot of limitations.

I have over 12 customers that are using this solution. We have more customers coming in the near future.

The support from SAP SuccessFactors is good. They were able to solve customer problems regarding integration between modules or some deployments that had issues.

There are a lot of modules and integrations that need to take place while implementing the solution. It is complex to implement. For example, it can be difficult to enable specific groups of users to access certain modules or features.

Once we have the payment from the customer we can deploy the solution in six to eight weeks. This includes all the necessary modules and configurations suitable to the customer's needs.

I would recommend this solution to others.

I rate SAP SuccessFactors an eight out of ten.

Our use cases are made up of two broad categories. The first one is defining or determining goals and the second focuses on behavior. We carry out self-assessments that are then evaluated and the company evaluates performance this way. I'm a public policy specialist.

The product is easy to use and they've recently developed a new and more user-friendly layout where everything is right in front of you. 

The single problem that needs to be solved is that once you submit a form it cannot be edited. It would be helpful if that were a possibility. If I want to make a change, it means going to the HR department to gain access.  

I've been using this solution for two years. 

SAP is a stable product. 

The solution is scalable, we have 2,000 users. 

The company provides good service and accompanying support.

I rate this solution eight out of 10. 

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.