SAP SuccessFactors Reviews

We have been using SAP S4HANA and integrated products like SuccessFactors for payroll calculations and HR management.

SAP and SuccessFactors have provided more flexibility, advanced controls, and robust security features for our organization. However, we have faced several issues with SuccessFactors, particularly with payroll calculations, push data failures, and integration challenges.

The payroll calculation is a crucial feature of SuccessFactors. The cloud security and the correct features for payroll calculations, once issues are resolved, are valuable aspects of this product.

One area of improvement is the time taken to configure changes, such as taxation rules, which can take several months. Additionally, having user-friendly logic that allows user-defined rules could make the system more adaptable and reduce dependency on external consultants.

We have been using SuccessFactors for almost two and a half years.

There have been instances where SuccessFactors fails to capture and push data correctly, leading to the need for manual interventions.

There are two kinds of technical support: consultants for SAP support and business consultants. We feel that they lack the necessary knowledge and expertise, which affects the efficiency of issue resolution.

Positive

Before SAP SuccessFactors, we were using Remco ERP product.

We have faced significant challenges with the consultants provided, especially regarding their expertise and the time taken to resolve issues.

It is critical to have a dedicated SuccessFactors consultant for effective management. For mid-sized industries, handling SAP products without proper technical support can be challenging.

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. 

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.

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 functionality doesn't meet the expectation of our end users. There are other solutions that have better functionality, such as Workday, which is one of the top applications. Additionally, the solution could be easier to use.

I have used SAP SuccessFactors within the last 12 months.

SAP SuccessFactors is a stable solution.

We have approximately 40,000 to 60,000 users using this solution, it was installed by our corporation. One can conclude it is a scalable solution, they have done a good job.

When we have an issue with Our SAP SuccessFactors we have our corporate team that handles it. We only need to open a ticket with them.

My corporation has done the implementation of SAP SuccessFactors.

Our costs for the solution are subsidized by our parent company, I am not aware of the exact cost because of this. However, we pay $50,000 annually. If we move to another solution it will be more expensive.

We have been evaluating other solutions, such as UKG and Workday. We are thinking of moving away from SAP SuccessFactors.

I rate SAP SuccessFactors a five out of ten.

We use the solution for everything except payroll and time off. The solution is deployed on cloud.

The performance and goal management is good, and it has a fairly detailed employee central.

The integration between the recruitment module and employee central is a big problem.

With WFA, People Analytic, and SAC, the confusion that we have now is regarding  what should be used and what should not be used, which is a big problem.

For me, analytics is a big gray area in SuccessFactors. A person like me would want a tool like Power BI to be integrable to SuccessFactors in a way that I'm able to derive analytics and reporting the way I want to, and not get enrolled into three or four solutions.

I would rather have a direct connector into a good BI tool, like Power BI, and derive whatever I want from there, which of course, is not there. There are no inbuilt connectors for that.

The different ways people use analytics shouldn't be guided by the way the software is structured, or the way an ERP is structured.

I have been using this solution for three and a half years.

The solution is stable and predictable.

I have never had a problem with scalability. We have more than 3,000 users in our organization. Internally, we have a couple of people who manage the solution and do maintenance. For anything major, we use the integrator.

On a scale of 1 to 5, I would give technical support a 4.

Initial setup was not very complex. If you're looking at an ERP sort of a solution, there is complexity with the way you want to define your organization. If the organization is clear about that, in terms of business unit, division, function, departments, the way you want to structure your organization, then it is not a problem. But if that is not clear, then of course, it is an issue.

We used an integrator.

We have a yearly license. There are no additional costs.

I have also used Workday and Darwinbox. I prefer Workday because I found it to be better in terms of integration, data integration, management of data, and workflows.

I would rate this solution 7 out of 10.

The next version takes care of lots of things that I have mentioned, but since I haven't used the next version, I would rate it a seven.

We are using this solution for HR core processes, HR administration, time management, and performance management.

This is deployed on cloud. We are working directly with SAP, so SAP is the cloud provider.

We just started using the system, and we are still observing and learning about this application.

As of now, there are certain things that need to be added, but they are also upgrading and adding new features all the time. It's an excellent application, but there is room for improvement, especially regarding payroll information. The screens regarding payroll information for the employees could be improved because they don't look good at the moment.

SAP should also look into easily integrating with other applications or other tools. Technology has changed now, and it should be easier for any application to integrate with other apps. There needs to be more flexibility.

I have been using this solution for less than a year. We are using the latest version.

The solution is very much stable.

The solution is scalable. We have about 1,300 people using the solution.

The partners took care of the setup, so we haven't done many configurations on it. Only the partners are exclusively involved in the configuration and the development work.

We used an implementation partner for setup.

I would rate this solution 9 out of 10.

I would advise that if you are planning to implement Success Factors, you really have to get your business together so that you get the requirements right. Most struggle with getting the requirement correct before starting the implementation and development. I would also advise that you get your technical teams involved because if you implement a solution that isn't compatible with your hardware, infrastructure is going to be a big problem.

Some of these things are not always straightforward to understand. There are hidden factors that you need to look into. If you have any plans for integration, you really have to get SAP involved on what you want to integrate otherwise you'll have problems later after the implementation. Unfortunately, you only find out some of these things after the implementation, if you haven't done it enough.