SAP SuccessFactors Reviews

I mainly use SuccessFactors for employee and performance management.

SuccessFactors' most valuable feature is performance management.

The integration module is an area that could be improved. In addition, SAP needs to better manage the overlap between HANA, the ERP HR module, and SuccessFactors.

I've been using SuccessFactors for over four years.

We run SuccessFactors on the SAP cloud, so we have no problems other than those typical of cloud technology e.g. interconnection problems.

We use the cloud version of SuccessFactors, so there are no problems with scalability.

There are some problems with SAP's technical support because they're not always very responsive.

Previously, we used SAP HR.

The initial setup was quite complex, and implementation took a long time, about two years, because of the amount of customization we had to do.

We used an in-house team.

I don't feel we get any ROI from SuccessFactors.

The pricing for SuccessFactors is ridiculously high, and there are costs in addition to the license fee for some features.

I don't think SuccessFactors is quite fit for use as an employee database, and SAP HR may be more suitable. There seems to be some overlap between these two solutions, but neither one has all the capabilities of the other. I would rate SuccessFactors as three out of ten.

We are using SAP SuccessFactors for many of its modules, such as payroll and recruiting.

The SAP SuccessFactors integration with old versions can improve. We are using an older finance module but we are having migration issues.

The problem we are facing is with our employee culture. It is difficult for some users to use the solution. 

I have been using SAP SuccessFactors for approximately three years.

SAP SuccessFactors is stable, we have not found any bugs or glitches.

The scalability of SAP SuccessFactors is good.

The technical support has been helpful.

SAP SuccessFactors is simple to set up.

I rate SAP SuccessFactors a nine out of ten.

We are using it for a lot of things: HR, performance management, and learning management. There are a lot of features embedded in SuccessFactors.

The solution was implemented on the old platform, and we cut it over to S/4HANA.

Under SuccessFactors, you have the HANA performance management, Headcount. You have Headcount by gender, employee Headcount by location, and employee Headcount by company code. There are personal profiles of the individual staff. They have their leave management, development plan, and learning activities. They can review their performance.

There are a lot of features in SuccessFactors that HR can actually explore. We recently implemented a learning platform that employs the individual staff to actually manage their own learning. They can subscribe to courses and then, when they renew to get approval from there, that's where they can seek and get approval through the course. They can do it at their own pace. SuccessFactors allows you to manage your team, have calibration for promotion, and you can generate reports and see how you're doing.

There is a pack called Fiori. It's user-friendly because the way it is laid out, you can easily see what you want to do. Once you use it frequently and interact with it, you get the feel of it.

The price could be lower.

I have been using this solution for almost five years.

So far, the stability has been good.

The product is scalable. We can add more things, and it doesn't interfere with the solution. We do a test run and quality assurance before the production environment.

We have in-house support. Calling technical support sometimes takes a while, but we have some people who have the experience. We already have them employed, so when we need anything, we go to them. If it is beyond them, then we escalate to SAP.

The setup is a matter of planning. If you get your planning right, the deployment of SAP or any part of the module will look very easy. With the proper planning, you will have the right skills and the right SAP partner that can partner with you in the rollout, and you'll be able to deliver with little or no hitch.

For SAP, the product is pricey, both CAPEX and the OPEX. It's something that could be improved.

I would rate this solution 8 out of 10. 

The product is stable, scalable, and addresses a lot of issues. You can add more modules onto various factors as you go along. But it is a pricey solution.

I would recommend this solution for large enterprises because of the cost. I would like to see them come up with products for small enterprises.

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).

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 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.

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.

I mainly use SuccessFactors as an onboarding solution, and we're also implementing it for compensation and benefits administration.

The most valuable feature is the onboarding module, which enables candidates to fill in their details online and smoothly transitions data from the recruitment module into the SAP database.

SuccessFactors could be improved by making it usable on mobile and making its features less rigid. Right now, if we make a customization and then SuccessFactors issues an upgrade, we get stuck because our customization doesn't come over from the previous version.

I've been using this solution since 2020.

It's stable.

SuccessFactors is scalable.

Accenture gives good technical support.

My company previously used Taleo.

The initial setup was very straightforward and hardly took any time - we were up within a few weeks.

We used Accenture as our implementation partner. Their performance was good, and they continue to maintain the system post-implementation.

We evaluated Oracle Fusion, PeopleSoft Fluid, and Darwinbox.

SuccessFactors is intuitive and easy to use. When implementing, go for all the modules instead of implementing a half-strategy, as this will be better for the company and the employees. I would rate this solution ten out of ten.