VP – Skills Architecture And Management at Standard Chartered Bank
Real User
Top 10
Apr 6, 2026
I have hands-on experience with SAP SuccessFactors HCM and we use different modules. As an HR person, I work from that side of the platform. I am the customer of SAP SuccessFactors HCM. We utilize all the HCM services end-to-end for employees, from objective settings to feedback and all day-to-day activities in terms of recording their profiles and information about their jobs, salaries, compensation, reporting lines, growth goals, and performance reviews. I use the performance and goals management feature in SAP SuccessFactors HCM. For the recruitment processes, internally, SAP SuccessFactors HCM is adequate for internal recruiting. It has job posting capabilities. The new feature that has come in is the skill matching, which shows the requirements and available jobs versus how candidates match with their skills. This is an additional input that goes in. However, SAP SuccessFactors HCM does not help proactively fetch information on recommended jobs or matching jobs for skills. For external recruitment, we have another vendor because SAP SuccessFactors HCM does not have the CRM capability yet. It is integrated with one of their partners who manages external recruiting. Regarding the learning and development module of SAP SuccessFactors HCM, learning is not integrated. We have a separate platform that we run apart from SAP SuccessFactors HCM. In the future, we are working on this integration piece and the learning module that SAP has to introduce, which should happen in approximately one year. I believe we are utilizing the compensation management module of SAP SuccessFactors HCM, but I do not handle it. A separate center of excellence team manages the compensation, so I do not have visibility for that. Regarding using SAP SuccessFactors HCM analytics and insights, that module has not been implemented yet, but it will be. We will be using that soon, so in approximately one year's time, I can provide feedback on how the analytics module works.
General Manager IT at a leisure / travel company with 501-1,000 employees
Real User
Top 5
Oct 28, 2025
I researched SAP SuccessFactors HCM products on your website. I was the project manager for the implementation of SAP SuccessFactors HCM in my university. The implementation partner was Telemarks. I was involved in the deployment of SAP SuccessFactors HCM as the PM.
Head of IT at a manufacturing company with 501-1,000 employees
Real User
Top 10
Aug 21, 2025
I work with SAP tools, IBM, HP, Microsoft, as we are working with SAP and Microsoft tools. We work with SAP S/4HANA, SAP BW, SAP TDS, SAP IBP, and SuccessFactors, specifically with solutions such as Analytics Hub, Intelligent RPA, and SAP IQ. We are using SAP SuccessFactors HCM. I have experience with SAP SuccessFactors HCM for more than six years. I work as a Chief Information Officer at the customer side, and I am on the buyer side.
I started with S/4HANA with a utilities company at British Gas. It was focused on service contracts and billing domain. After that, I have used S/4HANA in order to cash, record to report processes, and procure to pay processes. SAP HANA is a database while SAP S/4HANA is an ERP. Before 2019, HANA was considered just as a database way of operating. Since 2019, they have introduced an ERP which is replacing SAP ECC. We generally use SAP SuccessFactors HCM for payroll management and payroll expense. We have connected it with SAP Concur to process expenses. We use HCM and Employee Central to capture talent and skill set as our primary use case.
My main use case for the SAP SuccessFactors HCM is primarily ensuring anytime, anywhere availability of the HCM platform to employees, managers, employee self-service, manager self-service, leadership dashboards, and similar features, including availability on mobile. This makes life easier and facilitates decision-making. At a high level, there are multiple use cases module-by-module for performance, compensation, and other functionalities.
SAP SuccessFactors HCM provides cloud-based HR solutions covering core HR, payroll, talent management, and more. This suite helps organizations remain agile by focusing on people-centric strategies and AI-powered decision-making tools.SAP SuccessFactors HCM offers a full suite of HR management tools designed to enhance every HR aspect, from core HR and payroll to comprehensive talent management, sales performance, and workforce planning. As work dynamics shift, the emphasis on placing people...
I have hands-on experience with SAP SuccessFactors HCM and we use different modules. As an HR person, I work from that side of the platform. I am the customer of SAP SuccessFactors HCM. We utilize all the HCM services end-to-end for employees, from objective settings to feedback and all day-to-day activities in terms of recording their profiles and information about their jobs, salaries, compensation, reporting lines, growth goals, and performance reviews. I use the performance and goals management feature in SAP SuccessFactors HCM. For the recruitment processes, internally, SAP SuccessFactors HCM is adequate for internal recruiting. It has job posting capabilities. The new feature that has come in is the skill matching, which shows the requirements and available jobs versus how candidates match with their skills. This is an additional input that goes in. However, SAP SuccessFactors HCM does not help proactively fetch information on recommended jobs or matching jobs for skills. For external recruitment, we have another vendor because SAP SuccessFactors HCM does not have the CRM capability yet. It is integrated with one of their partners who manages external recruiting. Regarding the learning and development module of SAP SuccessFactors HCM, learning is not integrated. We have a separate platform that we run apart from SAP SuccessFactors HCM. In the future, we are working on this integration piece and the learning module that SAP has to introduce, which should happen in approximately one year. I believe we are utilizing the compensation management module of SAP SuccessFactors HCM, but I do not handle it. A separate center of excellence team manages the compensation, so I do not have visibility for that. Regarding using SAP SuccessFactors HCM analytics and insights, that module has not been implemented yet, but it will be. We will be using that soon, so in approximately one year's time, I can provide feedback on how the analytics module works.
I researched SAP SuccessFactors HCM products on your website. I was the project manager for the implementation of SAP SuccessFactors HCM in my university. The implementation partner was Telemarks. I was involved in the deployment of SAP SuccessFactors HCM as the PM.
I work with SAP tools, IBM, HP, Microsoft, as we are working with SAP and Microsoft tools. We work with SAP S/4HANA, SAP BW, SAP TDS, SAP IBP, and SuccessFactors, specifically with solutions such as Analytics Hub, Intelligent RPA, and SAP IQ. We are using SAP SuccessFactors HCM. I have experience with SAP SuccessFactors HCM for more than six years. I work as a Chief Information Officer at the customer side, and I am on the buyer side.
I started with S/4HANA with a utilities company at British Gas. It was focused on service contracts and billing domain. After that, I have used S/4HANA in order to cash, record to report processes, and procure to pay processes. SAP HANA is a database while SAP S/4HANA is an ERP. Before 2019, HANA was considered just as a database way of operating. Since 2019, they have introduced an ERP which is replacing SAP ECC. We generally use SAP SuccessFactors HCM for payroll management and payroll expense. We have connected it with SAP Concur to process expenses. We use HCM and Employee Central to capture talent and skill set as our primary use case.
My main use case for the SAP SuccessFactors HCM is primarily ensuring anytime, anywhere availability of the HCM platform to employees, managers, employee self-service, manager self-service, leadership dashboards, and similar features, including availability on mobile. This makes life easier and facilitates decision-making. At a high level, there are multiple use cases module-by-module for performance, compensation, and other functionalities.