What advice do you have for others considering SAP SuccessFactors Learning?

We are trying to use SAP SuccessFactors Learning for AI initiatives by extracting data and putting it in a data lake for all kinds of reports, dashboards, and predictive analytics. I think SAP SuccessFactors Learning is a perfect LMS tool, and I recommend it and allocate time for it. We chose SAP as our primary vendor because we are partners. I have approximately three customers who are larger enterprises. On a scale of one to ten, I rate SAP SuccessFactors Learning a nine.

I'd rate the solution seven out of ten.

The choice depends on the size of the organization and specific requirements since industries like banking have their regulatory requirements. It is important to evaluate both SAP and Oracle Fusion for compatibility and cost. I'd rate the solution nine out of ten.

Speaking about how the product is helpful in compliance training, I would say that most of the things, like attendance or who has attended a training, and the quiz and the questions based on after training sessions, you can rate how seriously he or she has undergone a training session. You can also publish the certificate for the training and calculate the cost or define the budget. Speaking about how the product is helpful in reporting and analytics features, I would say that with EC in SAP, you have all dotted, direct lines, and dotted lines, and in such a case, by default, the workflows and other things are part of your delivery. In the same session, when you talk about a learning management system, you have your team, and being a manager, you can assign any training program to anyone. In some cases, if the company is into technical equipment manufacturing, with every piece of equipment, the managers assign some training to the customers or the dealers. There is an admin ID. Through the admin ID, whatever content you want to add or create can be managed. Once you can plan a training schedule for the entire year, you can add the budget, and you can check the rules of people who have already gone through the learning. On the reporting side, everything is very good. In GROW with SAP, many things depend on AI because they have already implemented it. SAP is coming up with all AI features in GROW with SAP. Their advantage is that any user who goes with GROW with SAP can leverage the AI part. The drawback, which I can foresee, is that with AI, the standard configurations are the best practices. Any customer is going to need any customization. In that case, AI will not work 100 percent. The biggest learning from the use of the solution rewards is the fact that the growth of the employees is directly related to the product. If you are using the product, then you can definitely upscale your employees with soft skills, technical skills, or any other skills based on their business model. I rate the tool a nine out of ten.

My company is a partner. There is a portal to connect all SAP organizations. SAP Integrated Business Planning is very difficult to set up. The solution helps personalize learning experiences using the SAP HANA cloud database. I highly recommend the product to others. It is a very good tool. Overall, I rate the solution a ten out of ten.

The support for digitization and registration for employees allows easy tracking of error rates and features as normal. The mobile learning feature is satisfactory. I recommend it to others and rate it a seven out of ten.

We have internally implemented SuccessFactors within our organization. We have implemented almost all the modules and integrated Qualtrics for employee experience management for approximately 8,000 employees worldwide. When we engage with customers, we showcase our SuccessFactors platform instead of simply selling the application. Compliance training is primarily designed for pharmaceutical and other businesses. It is an integral part of the employee onboarding process, where they must complete mandatory training and certifications, and the resulting reports are submitted for legal compliance. We customize curriculum programs based on the specific compliance requirements of each customer. The compliance training content typically comes from external vendors, although some customers prefer to use their custom-built content. UI is great. Many more customer complaints regarding the need for a redefined UI experience, especially for Learning. SAP acknowledged this request, though it took some time. Eventually, they developed a new UI for the learning experience application, which looks good. We work with many SMEs, large international companies, and public sector organizations. Connectivity of learning with third-party learning content is a core capability of learning. The expenses need to be posted to finance systems. Organization-wide learning budgeting is crucial. CIOs and CFOs often ask for department-wise reports on planning budget versus approved budget, along with analytics. Usually, these analytics need to be sourced from the learning department. Learning must be integrated with SAP Analytics or any third-party analytics to obtain such insights. This data needs to be posted to the financial system. From an integration standpoint, we work with many SMEs, large international companies, and public sector organizations. Connectivity of learning with third-party learning content is a core capability of learning. The cost incurred for learning the expenses needs to be posted to finance systems. Additionally, from a planning perspective, organization-wide learning budgeting is crucial. CIOs and CFOs often ask for department-wise reports on planning budget versus approved budget, along with analytics. Usually, these analytics need to be sourced from the learning department. Learning must be integrated with SAP Analytics or any third-party analytics to obtain such insights. Regarding budget versus actual learning costs, this data must be posted to the financial system, whether SAP FI, Oracle FI, or any other financial system. From an integration perspective, we have faced some challenges in the public sector, but these are rare occurrences. In my last ten years of experience with SuccessFactors, we have encountered challenges with two major public sector clients. Still, we have managed to overcome them, whether SAP FI, Oracle FI, or any other financial system. Learning and culture were managed through learning processes conducted through various applications like SharePoint, email, and URL access. However, by implementing SuccessFactors, we now have a unified learning platform. This streamlines certification processes and makes learning more accessible. Additionally, evaluating employees based on their objectives has become much simpler. Overall, both culturally and from an evaluation standpoint, SuccessFactors is a highly effective application Overall, I rate the solution an eight out of ten.

The Learning and Analytics feature integrates with the LMS, allowing for effective monitoring of training progress, such as tracking completed courses and those in progress. It provides details on employee participation and training status. SAP SuccessFactors Learning integrates seamlessly with broader HR and operational systems like Employee Central through various connectors. This integration ensures a smooth workflow and allows for specialized learning initiatives within the organization. I would recommend SuccessFactors Learning, especially for organizations already using SAP HCM who are upgrading to SuccessFactors. It is a part of the SuccessFactors system and is widely used by customers. Overall, I would rate SAP SuccessFactors Learning as a ten out of ten.

As the director of operations and support center head for SAP, I have noticed a significant challenge in finding experienced consultants, especially for modules like Employee Central. Despite the product being in the market for many years, there is still a shortage of skilled professionals. This could be due to the complexity of the product and a potential lack of comprehensive training opportunities. I would recommend SAP SuccessFactors Learning to other users. Overall, I would rate it as a seven out of ten.

The solution's integration was homogeneous because it works with other SAP products. There were no issues, and we used the local APIs to connect. We used to generate weekly and monthly reports, and there were jobs or schedules created for reporting based on the date of onboarding and an employee's role. That used to help the immediate supervisor and the employee understand where they stood regarding the allocated courses or the learning path. We faced challenges usually in the course content creation. That was our only challenge because we didn't have people who could create the content the way we wanted. Over a period of time, we could train a few of our internal employees to do that, and we were able to work on that challenge as well. Now, subject matter experts would provide the content. A team would create the content and work with the subject matter expert to see how to deploy it. Then, a deployment plan is made, and the contents are rolled out. SAP SuccessFactors Learning is a cloud-based solution. Overall, I rate the solution a seven out of ten.

SAP SuccessFactors is well-suited for streamlined processes, making it a good fit for small to mid-scale companies. For larger enterprises with complex and non-standard requirements, achieving all needs may be challenging. The solution's limitation on coding and configuration changes makes it less flexible for organizations with intricate policies. It is a solid choice for companies with straightforward processes. Overall, I would rate the solution as a seven out of ten.

For specific reasons, this solution stands out. It's the sole option that offers localized data for all significant extensions. Specifically, in the case of Egypt, it covers all aspects comprehensively. Even in situations where there isn't a dedicated organization, it can still address localization requirements in certain countries. When it comes to a native cloud solution for HR, this is the exclusive option available that can effectively encompass a wide range of cloud modules. I would overall rate it a nine out of ten.

I was not a part of the selection and implementation phases of the product. The solution providers from some other company carried out the configuration part. I recommend the solution to those who plan to use it. I rate the overall solution somewhere between seven and eight out of ten.

An organization must have a learning path in place before implementing the solution. Otherwise, it will delay the project. Overall, I rate the product a seven out of ten.

SAP SuccessFactors Learning is a cloud based application. I recommend SAP SuccessFactors Learning to other users because it's a good tool. Overall, I rate SAP SuccessFactors Learning an eight out of ten.

I can tell those planning to consider the solution's use to think over it in terms of usage and cost flexibility and how expensive the platform is compared to other ERP solutions or HR solutions that we are having out of the market. I rate the overall solution a nine out of ten.

I would rate the product an eight out of ten.

I rate this solution an eight out of ten.

I'm using SAP SuccessFactors Learning currently. I'm working with the whole SAP Success Factors suite, but my focus is on Learning. I'm using the latest version of the solution. It's deployed on the cloud, not on-premises. Currently, thirty thousand people use SAP SuccessFactors Learning within the company, but once implementation has been completed, there'll be around forty-two thousand users of the solution. My advice to others looking into implementing SAP SuccessFactors Learning is to use a different system such as Cornerstone Learning. My rating for SAP SuccessFactors Learning is seven out of ten. I'm a customer of SAP SuccessFactors Learning, not a partner.

I would rate this solution 8 out of 10. It's there for a bigger organization. For smaller organizations, it does not make sense to invest in it. It's an enterprise-based solution for organizations that have more than 5,000 users.

My advice to others is they should already have processes figured out. SAP SuccessFactors Learning is for big companies, not for small ones. It is important to have their own processes laid out first so that when they start their workshops with SAP SuccessFactors Learning, they will operate smoothly other than building it from scratch. I rate SAP SuccessFactors Learning an eight out of ten.

SAP is involved in many areas, but they are not strong in its e-learning modules. I would not recommend SAP SuccessFactors Learning because receiving an e-learning license, is very expensive. I would rather purchase another smaller LMS, which supports e-learning. I rate SAP SuccessFactors Learning a seven out of ten.