SAP SuccessFactors Reviews

SAP SuccessFactors forms a key tool to our Employee Engagement pillar extensively leveraged by our HR function across the Group. Key processes around Employee Self Services, Learning and Development, Performance Goals and appraisals, Career Development, Succession Planning is run on SAP SF

UX, Intuitiveness of the System, Integration with SAP S/4HANA

SAP is heavily invested in bringing new features and functionalities in SAP SuccessFactors with every release. Integration with the core financial and HCM / Payroll systems is very critical. This is the area where SAP can leverage its own product portfolio like S/4HANA and provide a much seamless integration

I have been using SAP SuccessFactors for approximately four years.

I would recommend this solution to others.

I have found SAP SuccessFactors to be stable.

SAP SuccessFactors is a scalable solution.

We have 5,500+ employees using this solution in my organization.

We have had large-scale implementations of SAP SuccessFactors. The implementation is neither easy nor very difficult. If it's done right it can be easy and seamless but there's quite a lot of effort that is required. You need experts to do it.

The implementation lifecycle can be further reduced.

You require experts to be able to implement this solution.

An average 4-8 certified Consultants support with the Business as Usual activities

SAP SuccessFactors requires an annual subscription.

I rate SAP SuccessFactors an eight 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 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.

The tool's most valuable feature is document generation. 

SAP SuccessFactors needs to improve the LMS and performance management. 

I have been using the product for ten years. 

I rate SAP SuccessFactors' stability an eight out of ten. 

I rate the tool's scalability a ten out of ten. My company has 250 users. 

Customer support does not provide answers to my questions at times. 

Neutral

I decided to use SAP SuccessFactors due to its UI, usability and smart features. 

I rate the product's installation a ten out of ten. It took six months to complete. We did the deployment according to the SAP activation process. We relied on 10 people to handle the deployment. 

I rate the tool's pricing a seven to eight out of ten. 

You'll need to conduct a deep assessment before you implement it. I rate the solution an eight out of ten. 

The primary use case is for the company's human resources.

There is room for improvement in licensing model. It is very expensive.

It is a stable solution. 

It is a scalable solution. Approximately 1,000 users are currently using SAP SuccessFactors.

The initial setup is complicated. 

The IT department mainly handles the deployment and implementation.

It is expensive. I would rate it a two out of ten. 

Overall, I would rate the solution a five out of ten. 

I am using SAP SuccessFactors performance management for documentation.

The most valuable feature of SAP SuccessFactors is analytics.

The price of the solution could improve, it is too high.

I used SAP SuccessFactors within the last 12 months.

SAP SuccessFactors is stable.

I have not used the support from the vendor.

The initial setup of SAP SuccessFactors is easy.

We have not seen a return on investment.

The price of the solution is highly expensive.

I would recommend the solution to others, but the price is too high.

I rate SAP SuccessFactors a six out of ten.

We use SuccessFactors for HR and administrative services, including payroll, hiring, promotions, resignations, etc.  It covers all the everyday functions of the employee life cycle.

SuccessFactors feels rigid. It should be more streamlined. Also, the interface design is outdated and needs an upgrade. 

I have used SuccessFactors for four or five years.

I rate SuccessFactors eight out of 10 for stability. 

I rate SuccessFactors six out of 10 for scalability. It covers about 2,000 to 3,000 employees at our company. 

I rate SAP SuccessFactors six out of 10.

Compared to other on-premise solutions, the first advantage of SAP SuccessFactors is that it is a SaaS-based solution. It means that everything is managed on the cloud. HR applications contain confidential and sensitive information, and SAP SuccessFactors has better security measures than other solutions available.

I have only used the Employee Center component of SAP SuccessFactors, and it has worked fine for me.

There is an area of improvement in integrating SuccessFactors with different platforms. There are other HR solutions, such as Mercer and Oracle, that companies are using, so integrating SuccessFactors with these products would be good. Oracle and other HR solutions are present in the market, so we can offer the customers the option to continue using their old HR system but integrated with SAP SuccessFactors.

I have been working with SAP SuccessFactors for almost three months.

The new version is quite stable. I would rate it an eight out of ten.

It is quite scalable. We can also do customization. It's flexible. We had around seven to eight customers on SuccessFactors with different modules.

The initial setup is straightforward. For deployment, if we are going for just one module, it takes around three to four months.

The deployment procedures are being handled efficiently by our technical team. Two to three people should be enough for the deployment and maintenance. One should be the administrator, and the rest should be specific to the module consultant.

Our clients used a yearly subscription model. I have not seen customers complaining about the price of SuccessFactors because of the benefits they are getting. It's more about the value than the cost, and the cost of SAP SuccessFactors is reasonable.

I advise the customers to proceed with SAP SuccessFactors if they're using traditional solutions.

Overall, I would rate the solution an eight out of ten.

We primarily use it for end-users. It has compulsory courses they need to self-enroll in. Our LMS administrator manages the system in terms of learning hours, training, and recording of those entered. They manage the courses. They update user profiles and assign courses where needed. They're also performing all of the call administration management.

The solution is good for helping users with courses, and administrators can manage the process. 

The solution is stable. 

The back end for the administration and the front end is too overtly complex and it's not aligned with our operations and learning needs.

Its entire front-end user experience needs improvement. All back-end administration functionality needs to be simplified. The whole interface needs to be revamped. 

We've used the solution for six years. We've used it since 2016.

This is a stable, robust solution. There are no bugs or glitches. It doesn't crash or freeze. I'd rate it eight out of ten in terms of the stability I've witnessed. 

We have 1,600 people using it in our company. We had one dedicated admin and seven people with access to the backend. 

I don't generally reach out to technical support. It's not that the system doesn't work; it's just that we don't understand how to optimize it. That's the only trouble we have. 

We are currently looking into other solutions in order to change to something else as this product is too complex. We'll likely move to Docebo. 

I did use a different solution, however, that was when I was at a different company. 

I was not involved in the initial setup, however, my understanding is it was likely complex. 

We've only seen a minimal ROI. It's likely 10% out of the entire project. 

The amount of value we are getting out of the solution is less than the price. We pay an annual subscription. I can't speak to the exact amount we currently pay.

I'm a customer and end-user.

I'm not sure which version we are using. It's likely the latest version. 

The product is different for everyone. New users need to look at thier own business needs first. If your own business needs require a system of this feature set, then you need to probably determine whether or not it fits into your stack and also your architecture. 

It all comes down to your requirements and how you would like the learning experience to be delivered and how you would like your L&D operations to be performed in your organization. If SuccessFactors is aligned to that, it's the right product for you. If it's not aligned to that, then no. There are organizations where SuccessFactors is suitable. It really depends on what kind of organization you are and what kind of requirements you have.

I'd rate the solution three out of ten based on the user experience and the backend administration.

I use this solution for reporting related to employee information and contacts. 

This solution could be improved if it offered the ability to generate reports automatically.

I have been using this solution for one year. 

I would rate this solution a five out of ten.