SAP SuccessFactors Reviews

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.

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.

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.