SAP SuccessFactors Reviews

It is a personnel administration tool. As a normal associate, I use it for performance dialogues and training management. I also use it for reporting on the LMS module. We are using the SaaS version of this solution.

It has a global database, and it is globally accessible. By using this solution, we have moved away from paper, which is a big step for us.

Its overall integration and user experience can be improved. SuccessFactors is a system that is built out of three different systems. The elements part was bought from Plateau, and the original performance dialogue was built by SuccessFactors itself. After that, SAP bought it, and it hasn't improved in the last few years. 

SuccessFactors is a perfect tool if you use it the way it is meant to be, but if you start building custom sessions and try to use it differently, then it is a total mess. It is not agile. It is like an old Mastodon truck or whatever. 

We don't have the Employee Central and Competence Management modules. Our company made the choice to not implement the Employee Central module. We also didn't implement the Competence Management module. We use the learning module to do some competence management, but I am not that fond of it. It would have been best to have the whole suite. SAP should never sell this without selling the whole suite because it just doesn't work. 

The biggest gain for me would be having the possibility of doing strategic personnel planning and managing internal mobility. If it could be used for social purposes, such as creating communities and connecting with media channels, that would be perfect. It should also have the possibilities for local admin and agile product development.

I have been using this solution for four years.

It is stable enough. It has around 98% stability. There are accessibility issues, but they could be because of any reason, such as our network.

If you count associates, we are a 450,000 associate company. About one-third of them are not active users. We have roughly 300,000 users in all kinds of roles, such as managers, FMs, and associates.

Our company doesn't want to spend any more money on SuccessFactors. We are not really extending the solution. It would be wise if we could use it better. We don't do any strategic personnel planning.

I can't really evaluate SAP's technical support because there is so much bureaucracy in our support model. Support is not necessarily done in our country, and there is a really bureaucratic ticketing system behind it. We have national application specialists in every country. They are the guys who think about the right and proper text for the support tickets and how can a group in India or Stuttgart solve the problem. 

From another perspective, because I am also in a group of global specialists, I know that SuccessFactors or SAP does not necessarily react quickly to the issues of their customers, which is logical because they need to scale as well.

We did use some local systems, but they are not comparable to this product. The biggest pro of SuccessFactors has to be the global database, and it is globally accessible with the integration with the management. I would always prefer a global solution instead of a local solution, but a local solution is like a Pappa and Mamma store on the corner. It is always more flexible, and it is logical.

We didn't have a good data set, so the personal master data was a mess. It was a lot of work, especially on the data side. After one or two years, we kind of fixed it. 

It took about nine months to roll it out. We rolled it out in parts because we are a company that is active in 38 countries, with 450,000 associates. On our site, we had around 5,000 associates at that time. Currently, we have 4,000 associates because we are shrinking. 

In terms of the implementation strategy, we are tech equipped company. It was designed without any negotiation or input from the end-user. It was a technology push if you want to see it like that.

We have our own SAP Competence center for its implementation. Its maintenance is handled by SAP. 

Our release notes are every three months, but from a central department, we only implement them once a year. So, everything is collected somewhere in June or July. There is a big update instead of different small updates. The global application specialists are responsible for updates.

I won't recommend this solution. I would say, "Don't do it." Cornerstone or Workday is way better.

I would rate SAP SuccessFactors a five out of ten. 

I use SAP SuccessFactors for recruitment and performance management. 

The tool is easy to use for performance management. We haven't experienced any issues with SAP SuccessFactors for performance management, which is great. However, since we're still learning to use it fully, we might not utilize all its available features yet.

One of the features of SAP SuccessFactors that we find most beneficial for managing our workforce is its document recording capability. It's essential because applicants can store all their documents in one place when applying for jobs. This facilitates easy monitoring of application statuses and tracking their progress. It is easy to search and find what you are looking for. 

We encountered challenges with the tool's integration with third-party applications and deployments. 

I have been working with the product since 2018. 

SAP SuccessFactors is stable. 

We don't get SAP support for the product. 

Neutral

The tool's deployment took a couple of weeks to complete. 

The solution's maintenance is handled by our partner. 

We don't utilize even half of the licenses because not everyone uses them. With SAP SuccessFactors, though, we're now conducting all our performance evaluations within the system, so I suppose we're making better use of those licenses. As for SAP for employee services and internal benefits processing, we do have licenses for those but don't utilize them.

From my perspective, SAP SuccessFactors has a lot of potential. Honestly, if fully utilized, it could be quite impactful. So, if we were to use it fully, I would rate it a seven or eight out of ten. I would enjoy using SAP SuccessFactors, especially considering our plans to transition everything from onboarding to offboarding onto the platform. 

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. 

We use SAP SuccessFactors for our performance management, goal setting, performance evaluation, and employee confirmation, e.g. employee letters. We also use it as an employee self-service tool for personal data updates, life cycle events, and learning management.

It's the performance management feature that I find most valuable in this product. As for the product itself, I like its flexibility and configurability. It can handle different types of performance management from one organization to another, and this is one of its best features.

What needs to be improved in this product is the user experience. In general, for SAP products including SuccessFactors, the user experience is not so great, particularly the whole user interface. A lot of new age products beat them on that.

While SAP products are great from functionality and feature standpoints, the whole user experience element is always lacking. That's one area SAP should focus on.

There are other areas where we have not liked SuccessFactors. For example, as a recruitment solution, it's not great for onboarding and exit. Two years ago, we decided to use a different product for recruitment, onboarding, and exit. We're no longer using SAP SuccessFactors for those activities.

I've been using this solution for 10 years.

This solution is extremely stable.

I found this solution absolutely scalable.

SAP has implementation partners, so the technical support is given by the implementation partner. We have not contacted SAP for support, but as far as SuccessFactors is concerned, any product level support and response is very good. It's very well-structured and well-governed. They have a knowledge-rich library that you could always go to. There's also some forums where you can go and ask questions and get answers to your problems. The ecosystem itself is quite strong, including their responses as far as support is concerned.

The decision on which solution to use happened between 2010 to 2011. When we made the decision, it was not with SAP. SuccessFactors was a different organization.

During that time, the reason for moving to SuccessFactors was because we were looking for a SaaS-based product in performance management and there was nothing better than SAP SuccessFactors then.

If I look at the last three, four, or five years, and why we have stayed with SuccessFactors and continued with it, it was because of global scalability. We are a global organization. When you are an India-based company and headquartered in India, the only options you have are Oracle and SuccessFactors.

Performance and talent are the main focus areas for us and even today, SuccessFactors is much better in performance management and talent modules than Oracle, so we've stayed on. The other reason for staying with this solution is change management. Why change unless something is significantly better?

I wasn't there during the setup, but I don't think the setup was complex because there were a few things we've implemented and implementation of those weren't complex.

We have a yearly license for this solution. Any additional costs we pay to the implementation partner, to the support partner, but not to SAP.

This solution is a SaaS. It is deployed on the cloud.

I might have gone to your site out of curiosity, but we already have SAP SuccessFactors. We are using SAP SuccessFactors.

We have 7,500 users for this solution in our organization. We don't need much staff for its maintenance. We are using SAP SuccessFactors extensively. As for plans for increasing its usage, we definitely want to if the business and our headcount grows: We will use it for more users. As of now, no plans of increasing usage of this solution.

My advice to anybody implementing this product is to first have a SaaS mindset. It's a SaaS product, so you can't have an on-premise mindset of "I'll give whatever requirements and the product should do it." Having a SaaS mindset is my first advice.

My second advice is to keep in mind that these products give recommended practices based on which the product is built. If you could tweak your processes to embrace the recommended practices by SuccessFactors, then your chances of becoming successful, or embracing the product is going to be much higher.

My third advice is to stay with SAP SuccessFactors and use all the modules together. For example, there are modules for recruitment or onboarding where you may have certain functionalities missing, but if you could keep as many HR processes on the same product integrated, then the employee experience is going to be much better, compared to trying to use SuccessFactors for a particular purpose, then another product for performance, another product for learning, etc. It's better if you could be on an integrated solution, so your user experience and your adoption at the end of the day will be much better.

I would give this product an eight out of ten rating.

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. 

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.

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. 

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.