SAP SuccessFactors Reviews

SuccessFactors is primarily used for employment engagement (e.g. payroll and claims) and to manage HR-related information.

SuccessFactors' best features are talent management and HR Analytics.

SuccessFactors' experience management is not so user-friendly - the launch through the initial dashboard is okay, but when you do a deep dive into certain applications or specific scenarios, the navigation needs to be improved. In the next release, SuccessFactors should include better integrations and reusable plugins. 

SuccessFactors is stable.

SuccessFactors' technical support is responsive.

Neutral

From a technical perspective, the initial setup is straightforward because SAP is engaged in the implementation. But from the customer's point of view, it's a little challenging because it's a new platform, so it requires some training before it can be used. That means that while the roadmap of implementation is six to eight months, there is an additional four to five months of user training.

I'd advise anybody thinking of implementing SuccessFactors to know their target audience and the kind of features they're trying to provide. I would rate SuccessFactors eight out of ten.

SAP SuccessFactors is used as its HR solution, to implement the SuccessFactors.

I implemented SuccessFactors' LMS and provided support and enhancements to Employee Central, Time Management, Recruitment, Performance Management, Goal Management, Reporting, and Analytics.

SAP SuccessFactors, in my opinion, is the best cloud-based HR solution tool for any size business.

Considering the entire suite, Learning is on the verge of many upgrades, but it still needs to be upgraded to such a scale that it almost feels tightly integrated with SuccessFactors because Learning is on Plateau, and SuccessFactors acquired Plateau, and later SuccessFactors was acquired by SAP. Learning is still based on another Plateau platform. Much more progress is required in the Learning space.

Everything, including the provisioning dependency, should be moved to the instance, and coding should be kept to a minimum. Wherever possible, coding should be minimized, and everything should be a drag-and-drop.

UX and UI are already user-friendly, but there are some aspects that require some HTML or XML knowledge. It's not for everyone.

I have been working with SAP SuccessFactors for three and a half years.

SAP SuccessFactors is a stable solution.

SAP SuccessFactors is a scalable product.

Our entire HR solution is built on SAP SuccessFactors.

We are implementation partners. Not only is it implemented in our company, but it is also implemented for others.

I would rate technical support a four out of five.

Positive

NTT Data is a partner for SAP.

Every module in SAP SuccessFactors is complex in its own way. LMS and Time Management, in particular, require extensive configuration knowledge, experience, and hands-on experience. Only certified consultants are encouraged to apply.

If you have a large customer base with thousands of records to deploy, it could take three, four, or four to five months.

Maintenance is determined by the scope of the project. If it is a large company with more than 50,000 employees, 50 plus countries, and multiple locals, then at least four to five consultants are required because configuration changes, support, maintenance, and everything else will be required, and some of the aspects in SuccessFactors require extensive experience, hands-on, and knowledge.

They rely on certified consultants, of which there are two levels of certification: associate and professional. It is best to have a professional certified consultant.

It is not expensive because it is a complete suite with a module-based cost.

I am not sure about the pricing, but I understand it's a popular solution for mid-size, small-size, and large-size businesses. I don't see pricing as a challenge. I would rate their pricing a four out of five.

Always refer to the SAP standard, help guide, and help portals. It is preferred to use certified consultants from the implementation partners because it is very difficult to rework and reimplement once it is implemented and all the integrations are in place. It is better to get it done clearly and sound the first time. It's good. 

I believe that more and more organizations will choose a cloud-based solution.

I would rate SAP SuccessFactors a ten out of ten.

We use the private deployment model of this solution. 

It was much easier than the previous system. It made things a lot easier and operations much smoother.

The best models we used were the Goal Management and Performance Management. They were the most useful. We use three modules in our company, the Goal Management and Performance, the Talent Acquisition, and there's the LMS, the training. The best features that were working well for us was the Goal Management and Performance Management. They were the most valuable to our organization.

They should improve the reports. We had a problem with the reporting. If we compare it to Oracle products, Oracle has much more comprehensive and a better reporting system all in all. They really should work on the reports and making it more user-friendly. There's room for more customization in the reporting. This is the feedback I received, that the main edge that all Oracle products have is the reporting system, which is the main reason why I'm using the system in the first place.

In the next release, I would like for them to make the system have a slot for regular, back and forth feedback. It should have a feedback form on the system. 

It is stable. We haven't had any problems. 

Scalability is good. We can easily expand it. We were able to integrate it with a couple of our systems.

We were not happy with their after-sales support. Whenever we had an issue it was really difficult to get in touch with them. There was a problem with asking them about a feature or other things. They weren't as responsive as we would have hoped. During the installation of the system, they replied 24/7. However, after we deployed the system, it was not that easy to get a response.

We previously used Oracle. We switched because SAP is much more user-friendly. We weren't using Taleo or Fusion, we were using Oracle Basic. SAP was user-friendly for our employees.

The initial setup was straightforward. SAP was really supportive during this time.

We used a consultant for the deployment and they were very supportive during the time. 

I would advise someone considering this solution that they need to really look into their requirements and be very specific regarding the requirements when getting their orientation on the system and creating the requirement documents. They really need to to be very specific and very detailed in their requirements. Make sure to understand all the features and capabilities of the system.

I would rate it a seven out of ten. 

The tool allows us to consolidate many review processes into one process. We had a lot of processes and everybody was doing their own thing. This tool has streamlined that succession management process.

We have multiple offices in different countries. This solution allowed us to consolidate all that data together without having to send spreadsheets and emails.

There are opportunities in every piece of software. It's not 100%. It's hard to find developers. That's the only problem we really have with this solution. It's hard to find people who can manage it.

In terms of stability, so far so good.

It's our first year of implementation and we haven't had any scalability issues yet.

We have used technical support. I would rate their support as average. They are not as fast as we want them to be. They help us with backend technical interfacing between other systems. We're taking data from other systems and pushing it in.

We didn’t have a previous solution. We have lots of employees and we're growing very fast. Selecting this solution was something that needed to happen.

I was not involved in setting it up. I was involved with the data integrations, which were very complex. They have a set of web services and connections to them. The libraries were not up-to-date and this contributed to the complexity.

Start with a small implementation first and then work from there.

When looking for a vendor, the cost is the most important factor. The next factor is scalability. We want to be able to grow with the product.

We currently use SAP SuccessFactors for a variety of HR business processes. We have talent modules for performance and goal management to manage all of our performance HR processes. We also use SuccessFactors recruitment to manage all of our hiring processes and candidate searches, as well as complete candidate processes. We use employee central to manage all of our HR core master data and HR operation processes such as hiring, promotion, separation, transfer, and so on.

We use the product in various countries and business processes where we cover the construction, manufacturing, and building systems. We can always rely on SF in any business function.

A suite of SuccessFactors Talent Management tools helps us in managing the entire employee journey. HR may utilize the recruiting tool to match external and internal talent to job openings. Employees can also use the app to look for work within the organization.

HR and managers can use the onboarding tool to help new employees prepare for their first day on the job, which can help them acclimate to the company culture and reduce anxiety.

HR and managers can use the succession and development tool to create career paths and staff development plans. When combined with the learning tool, these development objectives can help employees gain the skills they need to advance their careers within the company.

The Continuous Performance Management (CPM) is a feature that allows managers and their employees to communicate in real-time about areas such as performance, goals, and activities. SuccessFactors CPM aims to ensure that work is aligned with objectives and that a live summary of accomplishments is available. It also allows for coaching. It's very useful to have.

The CPM application provides a platform for employees and managers to communicate about their activities, accomplishments, and other aspects of measuring and managing performance on an ongoing basis. It is designed to help managers define activities, discussion topics, and accomplishments, as well as coach and provide feedback - all of which are critical in motivating remote employees. Employees benefit from SuccessFactors CPM by receiving activity updates, discussing topics, recording accomplishments, and providing feedback.

The complete integration process between SuccessFactors modules is not at the level that all customers expect when it comes to complete HR user experience from all angles. For example, the new center capability still requires a lot of effort from SAP to have a complete integration business process and to allow customers to reap the full benefits of such an important feature.

Also, the EC payroll module is still dependent on the old SAP payroll on-premise system, and from a customer standpoint, Successfactors deserve to have better payroll runs that are easier when it comes to a customer's customized processes.

I have been using SAP successfactors for the last nine years (from 2013).

The self-service part is most valuable. Employees and managers can do a lot of things on their own, and they are not dependent on the HR organization. 

The data management part can be improved in terms of how you can manage data from the HR admin's or HR team's perspective. It has some limitations in the reporting part in terms of how you can update the data and fetch the data. SAP HCM comparatively has a lot of capabilities in terms of backup loads, data management, data changes, etc. You can do these things easily, which is not the case with SAP SuccessFactors. Data management should be simplified in SAP SuccessFactors in terms of accessing the data, reporting, and then manipulating the data.

I have been using this solution for almost three years.

I didn't find any issues from the data security perspective.

I didn't have any experience with them because we had an internal IT team that used to support us. They might have raised tickets with SAP. They sometimes used to say that they need to reach out to SAP to get clarity on some of these things, but for us, there was no interaction with the SAP support team.

I would definitely recommend it. SAP HCM support is ending in 2027. The organizations that are not yet on SAP SuccessFactors or are on SAP HCM need to figure out how soon they can move to SuccessFactors or other platforms. The support from SAP will end for SAP HCM, and currently, SuccessFactors seems to be a leading product.

I would rate SAP SuccessFactors an eight out of 10.

I am a consultant, and this is one of the solutions that my company is currently implementing for one of our clients.

This solution is used for performance management. It can also be used for forms that people have to sign, and it does the validation. You can print documents that have all of the information populated from different business applications. It allows you to manage all of the people without a headache.

This solution contains several features related to performance management. It allows you to record achievements and feedback, and create monthly reports. 

This is a public cloud deployment model.

The most valuable feature of this solution is the performance management module.

The reporting is very good.

The GUI needs to be enhanced to be in line with the latest and complete version of the solution.

We would like to have more information on integrating this solution with other systems, such as financial solutions.

The predictive analysis functionality should be expanded to offer more recommendations.

This is a stable solution.

This solution is more scalable than other solutions because of the features that it offers.

This solution has very good technical support. They are very professional, and we have a good relationship with them.

The initial setup of this solution is not complex at all. It is very easy. If we have any issues then we can ask technical support for an answer.

The length of time for deployment depends on the customer and their environment, but I expect that it takes four months at the maximum. For our client, the deployment took approximately three months, and four people were involved. One or two people are sufficient for maintenance.

We are implementing this solution for our client.

The licensing fees are based on the number of modules that are being used, and the number of users. There are no costs in addition to the standard licensing fees.

Many features and improvements have been announced for the next release of this solution. For example, there are many new integrations, including the ability to work with Excel files.

My advice for anybody implementing this solution is to plan ahead based on the organizational structure, and implement it one or two modules at a time.

I would rate this solution a nine 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.