2019-09-22T06:41:00Z
Miriam Tover - PeerSpot reviewer
Service Delivery Manager at PeerSpot (formerly IT Central Station)
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What advice do you have for others considering SAP SuccessFactors?

If you were talking to someone whose organization is considering SAP SuccessFactors, what would you say?

How would you rate it and why? Any other tips or advice?

33
PeerSpot user
33 Answers
Irina Dewi - PeerSpot reviewer
Senior Public Policy Specialist at a mining and metals company with 5,001-10,000 employees
Real User
2022-11-02T09:07:04Z
Nov 2, 2022

I rate this solution eight out of 10.

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Issac Paul - PeerSpot reviewer
Automation Engineer at a manufacturing company with 10,001+ employees
Real User
Top 5
2022-10-18T16:00:55Z
Oct 18, 2022

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.

HA
Trainee at AR Phoenix
Real User
2022-09-30T17:37:38Z
Sep 30, 2022

On a scale of one to 10, I would give the product an overall rating of nine. The overall interface is easy and user-friendly. I would advise future SAP SuccessFactors users to gain more skills in Employee Central solutions and issues and the customization of many projects because not all companies have the same customization. It's very different.

Diwakar Loshali - PeerSpot reviewer
Global Head HR Tech & Operations at a manufacturing company with 10,001+ employees
Real User
Top 5Leaderboard
2022-07-27T13:36:13Z
Jul 27, 2022

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.

AR
Sr. HRIS Project Manager (Analyst) at a manufacturing company with 5,001-10,000 employees
Real User
Top 10
2022-07-07T06:38:50Z
Jul 7, 2022

I'm using the latest version of SAP SuccessFactors. Around five thousand people use SAP SuccessFactors, and ten to fifteen people handle the deployment and maintenance of the product. What I can share with people looking to implement SAP SuccessFactors is that it's quite intuitive as it's a cloud solution, and it's also the latest solution and would be great for your business needs. What to keep in mind is that SAP SuccessFactors is also one of the top cloud-based solutions. My rating for SAP SuccessFactors is eight out of ten. I'm not rating it a ten because there's always room for improvement. My organization is a customer of SAP SuccessFactors.

George Aedo - PeerSpot reviewer
Deputy Manager of IT at SOLGAS S.A.
Real User
Top 10
2022-05-19T21:36:20Z
May 19, 2022

I rate SAP SuccessFactors a nine out of ten.

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HemChari - PeerSpot reviewer
Chief Information Officer at Oldcastle BuildingEnvelope, Inc.
Real User
Top 10
2022-04-27T08:20:32Z
Apr 27, 2022

We have been evaluating other solutions, such as UKG and Workday. We are thinking of moving away from SAP SuccessFactors. I rate SAP SuccessFactors a five out of ten.

Bhuwan Ghosh - PeerSpot reviewer
SAP SuccessFactors Consultant at NTT DATA Business Solutions Qatar
Real User
Top 5Leaderboard
2022-03-29T19:18:39Z
Mar 29, 2022

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.

Juzar Badami - PeerSpot reviewer
Head of SAP Center of Excellence at a consumer goods company with 10,001+ employees
Real User
Top 5
2022-03-09T09:41:23Z
Mar 9, 2022

I rate SAP SuccessFactors an eight out of ten.

SandeepKumar7 - PeerSpot reviewer
Head - Shared Service Operations and HR Systems at a pharma/biotech company with 1,001-5,000 employees
Real User
Top 10
2022-02-01T06:51:47Z
Feb 1, 2022

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.

SF
DGM HR at a comms service provider with 10,001+ employees
Real User
Top 5Leaderboard
2022-01-12T15:07:39Z
Jan 12, 2022

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.

Uma Das - PeerSpot reviewer
AVP - HR IT at a consumer goods company with 10,001+ employees
Real User
Top 5Leaderboard
2022-01-04T21:41:22Z
Jan 4, 2022

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.

Rania Khoury - PeerSpot reviewer
HRIS Manager at Khatib & Alami
Real User
Top 5Leaderboard
2021-12-27T19:13:00Z
Dec 27, 2021

I was in the blueprint phase since 2019, then during 2020, we did the implementation with IBM systems integrator. I was the lead on the HR modules but as functional lead, not as technical, because I played double roles. The role from my company's side is to give all the business requirements and do the testing with the IBM team. Being in the subleader role, I need to give them the requirements in their terminology because I didn't work before on SuccessFactors. I wasn't a user. I was learning while providing all the requirements, and testing. During 2020 up to mid 2021, in August, we went live. Allow me to highlight that we went live for eight countries in scope for the Payroll HCM, and also went live for more than 12 countries in terms of SuccessFactors employee data. I am now supporting our company's HR users. It's on cloud and I don't have access to the cloud to know which version. I need to go back to shared document. I don't have it in front of me. I think it was the most recent version because to be frank, even during the UAT (user acceptance testing), they stopped us for a couple of days to upgrade. I think they installed the latest version on cloud. We have defined four or five roles as the users of this solution. The HR manager who has access to everything and all the modules. The recruiter who only has access to the recruitment module. In terms of the employee data, we defined four roles. We defined the time administrator role who's responsible for checking the leaves and following up with the leaves. The line manager is the one who approves the leave for his employee, not HR, because he is the one who knows his team more and we have people onsite for the engineering company. We also created the HR officer role who can help in filling information related to the new hires, or the visas, or the CVs, but he doesn't have access to the salary data. Then, we created the HR admin, who can access the salary data on top of the previous role that I listed. The last role is the payroll manager who has access to a specific screen in SuccessFactors called One Time Payment, which usually hits the payroll in the other side. For this we planned it only for the top layer, or top role, which is the HR payroll manager. This is how we manage it. Deployment and maintenance of this solution is handled by me and two colleagues. They help me with the data migration for all the countries and we distributed the countries for payroll testing. Our contract was eight countries in scope. I took four countries and they took four countries. For the recruitment module, performance appraisal, and succession plan, I was handling it in parallel to the follow-up on data migration and on the payroll configuration. As for plans to increase usage of this solution in the future, it has only been three months from the time we went live. We are still focusing mainly on what is related to payroll, especially because we are approaching the end of this year and some branches have annual taxation e.g. India, Lebanon, and Egypt. We first need them to practice the payroll side very well, plus, they've still been committing some errors not because of the system, but because of their old ways. They're used to recalculating and deleting the result in the payroll archive. Now it's forbidden, so we are facing the issue mainly in Saudi Arabia and Iraq to change the end users' ways. Some other branches, they are understanding. They are on track and they now ask for reports e.g. headcount reports. They are on track from month two. The next stage, maybe next year, my plan is to increase the level, particularly the HR user level to start to be responsible for their tasks, plus, to start to prepare for the performance appraisal, which mainly is not handled by the regular HR user. It will be handled just by HR managers and directors. We need to prepare the KPIs with these HR directors. This will be the plan for next year because the top management asked for it. Everything related to contract terms or money, it's our IT director who deals with it. My section is under IT corporate services. I'm aware from the communication that we have professional licenses for some, while for some, we have the regular licenses. I know this because they keep on asking me to reduce my HR users who have professional licenses, while other users will have a different license. In terms of licensing costs, I don't have that info. I will tell anyone who needs to implement SuccessFactors that they first need to be familiar with the terminology used in SuccessFactors. Our company helped us by sending us to a training that served as our introduction to SuccessFactors before we started the implementation, so when we started the implementation, I was already familiar with the terminology used by IBM. People looking into implementing this solution should at least receive preliminary training. Another advice I'd like to give is for them to really be ready for the blueprinting when preparing the solution document and the design document, because what happened to us was we went for five months during this phase parallel to the training so everything came in a rush e.g. information overload. I was the only one who attended the training for three months and in the end, I had to ask for help. That's why I asked for two people to help me because I cannot handle it all the time and I cannot attend two classes at the same time. This is my recommendation: to really have their team ready and to be familiar with all of the HR modules. I am familiar with Meta4 and what I've been asked, so I am familiar with the business processes, but I only need the technical terminology and the screen names in the new software like SuccessFactors. I know what my company needs and I want to replicate it in SuccessFactors in case it was not clear, so let them be ready in terms of processes and be very detailed during the preparation of the solution documents. You'll discover during the implementation, during the explore phase or the document preparation, that usually an implementer can only go by the book. He doesn't accept change, even when you are not sure about the explanation. We worked with SAP India. SAP prepared the document for the solution while the implementer was IBM. Because the IBM team was very friendly, we were analyzing again that maybe we committed a mistake because there was a misunderstanding with SAP India and we want this requirement. They were open to revalidating the requirement. This is a very critical stage. The last point which I faced in my country is that it's important to have mature HR users. What made this project hectic for me was that the HR users themselves weren't matured enough to do the testing themselves in their branches. You need to be present in each session. My recommendation for any other country or any other company is to have mature HR end users in case of multiple branches. I'm rating this solution an eight. It's used worldwide and meets all our requirements.

VP
Engagement Manager at Tata Consultancy
Real User
2021-08-23T16:17:11Z
Aug 23, 2021

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.

Rahasia Rommel - PeerSpot reviewer
Country Human Resource Manager at a manufacturing company with 51-200 employees
Real User
Top 5Leaderboard
2021-05-14T10:17:27Z
May 14, 2021

We are using the latest version of the solution. I would recommend the solution to other users. The main pain point, however, is the price. It may be why not all employees in Indonesia end up using it. However, the business processes are very good. I'd rate the solution at a nine out of ten. We're mostly quite satisfied with the solution and its capabilities.

KK
Manager Finance at a tech services company with 1,001-5,000 employees
Real User
Top 5Leaderboard
2021-04-22T11:54:02Z
Apr 22, 2021

I would recommend the solution to others and I plan on continuing using it. I rate SAP SuccessFactors an eight out of ten.

NQ
General Manager at a recruiting/HR firm with 1-10 employees
Real User
Top 10
2021-04-13T19:38:43Z
Apr 13, 2021

I would recommend this solution to others who want to start using it. I would rate SAP SuccessFactors a nine out of ten.

AH
Managing Director at a computer software company with 11-50 employees
Real User
Top 10
2021-02-19T01:30:11Z
Feb 19, 2021

They say nothing is perfect, but honestly, the SuccessFactors product is essentially perfect in my eyes. It fits all the requirements we have and solves every problem we encounter. Whenever there is a problem we need to overcome, we can easily find a similar solution and adapt it to our situation. It's rare finding software that gives you lots of solutions for any particular problem you are thinking about. The only reason I would not rate SuccessFactors a perfect ten is because if you do find yourself missing some feature that is relevant for your organization, you will have to go develop it yourself. I would rate SAP SuccessFactors a nine out of ten.

RV
Vice President & Group Head- People & Workplace Management at a tech services company with 201-500 employees
Real User
Top 20
2021-02-01T10:43:38Z
Feb 1, 2021

I would rate SAP SuccessFactors a seven out of ten.

BT
Country Expert Total Workforce Managemnet/ Learning & Development at Bosch
Real User
Top 20
2021-01-18T02:03:13Z
Jan 18, 2021

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.

Yen Dang - PeerSpot reviewer
SAP Success Factors Team Lead at a tech services company with 51-200 employees
Real User
2020-11-05T21:22:00Z
Nov 5, 2020

I would rate SuccessFactors an eight out of ten. Not a ten because of the issues with the reporting analytics and the data center. I would highly recommend SuccessFactors. I sell it. I'm also the one that implemented the solution. It has the best cost compared to others. It's a really good solution and I can see that they make improvements and progress.

MM
Senior Business Analyst at a comms service provider with 1,001-5,000 employees
Real User
2020-10-13T07:21:33Z
Oct 13, 2020

I would recommend this solution for anyone who is interested in implementing it. I would rate SAP SuccessFactors an eight out of ten.

RS
SAP Offering Solution Architect at a computer software company with 10,001+ employees
Real User
2020-07-19T08:15:54Z
Jul 19, 2020

We are a platinum partner with the company. The solution is a very good product. It's very stable. It has lots of great features and lots of support available from SAP. The product vendor has a great system connected to a lot of SAP systems overall. It's open to connectivity with other systems. I would recommend Success Factors any day. I'd rate the solution seven out of ten. There are a few features missing overall. If they had a few more, I'd rate them higher.

ChristopherOrilogbon - PeerSpot reviewer
Senior partner at C2gconsulting
Real User
Top 5
2019-12-05T06:53:00Z
Dec 5, 2019

I think the advice I'd give is that it's a nice solution. It's easy to deploy. It's so easy to use. You really don't need to know much about coding or be a highly technical team to be able to use it. It’s very easy to use. For example, for the traditional ERP that SAP had before, you had to be instructed to work with it. This one is really straightforward.

YamenZarnaji - PeerSpot reviewer
SAP Project Manager at a manufacturing company with 10,001+ employees
Real User
Top 10
2019-12-05T06:53:00Z
Dec 5, 2019

We use the public cloud deployment model with SAP as the provider. I'd advise others to schedule training for the team that will be handling implementation. It's important to have a reference case and go to other companies familiar with your business to check how it was implemented for them and to see how successful they have been overall. They may have good best practices you can learn from. Look for a good implementation partner who can take the time to work with you and choose wisely. Some may charge a lot of money and provide low-quality assistance. You have to know the process before implementation. It's important to not purchase the license until you decide what you will use the system for and when you will implement it. It will help you avoid paying for a subscription without yet being able to use it or purchasing too large of a license. I'd rate the solution seven out of ten.

NadaDrhimer - PeerSpot reviewer
Consultant at a tech services company with 51-200 employees
Consultant
2019-12-04T05:40:00Z
Dec 4, 2019

I'm a consultant and work primarily with hybrid deployment models. I'd advise others to look at the methodology before implementing it. Although customers don't like the cloud, it is the future and it shouldn't be feared. You don't need a lot of IT specialists to handle the solution. I'd rate the solution eight out of ten. I haven't worked on the solution for too long and haven't used a lot of features, but so far it's good. I need to look at workforce analytics a bit more to see if it's a plus for the future.

AH
SAP SuccessFactors Function Head at EOH
Real User
2019-09-29T07:27:00Z
Sep 29, 2019

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.

Diaa Hussein - PeerSpot reviewer
Information System Manager at a non-tech company with 11-50 employees
Real User
2019-09-25T05:10:00Z
Sep 25, 2019

My advice to someone considering this solution is to focus on your business requirements and get yourself a strong, reliable partner. I would rate SuccessFactors a nine out of ten.

Darien Khairy - PeerSpot reviewer
Sr. Supervisor HR at a comms service provider with 10,001+ employees
Real User
2019-09-24T05:43:00Z
Sep 24, 2019

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.

FF
Human Resources Officer at a non-profit with 10,001+ employees
Real User
2019-09-24T05:43:00Z
Sep 24, 2019

I would definitely recommend SuccessFactors but I think the roadmap for a better product needs to happen. Our overall rating is good but I think there is space for improvement. I would rate it a seven out of ten.

ST
Deputy Human Resources Coordinator at a financial services firm with 10,001+ employees
Real User
2019-09-24T05:43:00Z
Sep 24, 2019

Be sure about your processes. If you know how to plan your processes and needs, it's very easy to deploy it. I would rate it a nine out of ten.

SS
IT System Analyst at a tech services company with 11-50 employees
Real User
2019-09-23T06:33:00Z
Sep 23, 2019

I would definitely recommend this product. I would rate it as seven out of ten.

AH
Program Manager HR-IT at a transportation company with 10,001+ employees
Real User
2019-09-22T06:41:00Z
Sep 22, 2019

I would rate it an eight out of ten.

Related Questions
Netanya Carmi - PeerSpot reviewer
Content Manager at PeerSpot (formerly IT Central Station)
Sep 6, 2021
Why?
See 1 answer
YamenZarnaji - PeerSpot reviewer
SAP Project Manager at a manufacturing company with 10,001+ employees
Sep 6, 2021
When it comes to user experience, SuccessFactors is unquestionably superior, as it provides end users with a new experience and an advanced user interface. Additionally, the entire concept of SF is to simplify the process, giving life back to HR systems so that they can be more modern and flexible, and rely more on the heart of HR – the employee. On the other hand, while SF is technically less complex than SAP HCM, it also has significantly less capability, particularly when it comes to integration with other SAP modules. For example, while SAP's integration between the SAP Project system and the SAP HCM process is robust, SuccessFactors' integration is limited and still in its early stages. In all circumstances, SAP SF represents the future of HR, with a highly promising road map. I believe that if SAP continues to create more features, SF will have greater functionality than SAP HCM in 5 years.
Shifa Fauziah - PeerSpot reviewer
Staff of Awarding Event at Ganesha Business Festival
May 20, 2021
Hi community members, I've been exploring Talent Management tools and I have a question: what would be a product of your choice between SAP SuccessFactors and Oracle HCM Cloud?  Please also let me know why would you choose this particular one. Thank you!
See 1 answer
Evgeny Belenky - PeerSpot reviewer
Director of Community at PeerSpot (formerly IT Central Station)
May 20, 2021
Hello @MichaelZhang , @Ashaylin Govender, ​@Geert Van Gucht. Can you chime in, please?
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