Typically, I use SAP SuccessFactors Learning for a set of consultants in my team, and we are also working with a client in the banking BFSI sector to help them in both areas. We provide implementation and managed services for our customers. I need to figure out what benefits we need and what we are using exactly for managing compliance training in SAP SuccessFactors Learning.
We have been using SAP SuccessFactors Learning to educate employees on various topics. It helps create content and review the number of employees who have completed training and their knowledge of those topics.
Executive Manager, HR MIS & Systems Management at Ahli United Bank Ksc
Real User
Top 20
Sep 25, 2024
We are using SAP SuccessFactors Learning for learning, relative human resources, performance management, development, objectives, continuous performance, Abbas learning, job profile, subscription, recruiting, onboarding, offboarding, compensation, payroll. These are the usual use cases for this solution.
The main purpose of the learning management system is just to train our company's people. It is a complete end-to-end cycle, starting from hiring to retirement. When the tool completes a cycle, there is a performance evaluation, and whenever it happens, some candidates are marked under the PIP section. In the aforementioned case, you can assign any training to an employee, and his or her manager can see what should be the right fit or right training program, so it can be a soft skill program, which could be internally led by someone or a trainer-led program.
Learn what your peers think about SAP SuccessFactors Learning. Get advice and tips from experienced pros sharing their opinions. Updated: December 2025.
Practice Director at a tech services company with 501-1,000 employees
Real User
Top 5
Feb 14, 2024
We deployed SAP SuccessFactors Learning for LMS (learning management system). We have created our own content and made mandatory courses for a few lines of business.
They must listen to the modules or similar content. Recruiting is vital for performance, creating a learning management system for a ten percent improvement, and also monitoring competition through CNACP.
Group Learning and Development Specialist at a manufacturing company with 51-200 employees
Real User
Sep 25, 2023
I use SAP SuccessFactors Learning as an administrator in an international organization. My company uses SAP SuccessFactors Learning to scale our online learning and e-learning courses for two years in different countries. My company uses SAP SuccessFactors Learning as an in-class training management system and also to generate reports about the training.
The solution has provision to create libraries within it. It also allows us to group our content as a curriculum or as programs within the system. People take courses on the system, which allocates different certifications to the users. The users’ competencies are also awarded. We can take different assessments on the platform, and the system records the learning history.
SAP HXM & Integration consultant at Kaar Technologies
Real User
Jun 13, 2023
This solution is used for employee management, including departments and employee life cycle processes. We manage all employee life cycle events within this application, such as promotions, transfers, job changes, organization changes, global contracts, assignments, and everything related to the employee life cycle, from hiring to termination.
Senior Consultant at a tech vendor with 501-1,000 employees
Real User
Top 20
Nov 9, 2022
We use it for holiday management, illness and private details. So our private information is stored in SAP SuccessFactors Learning, and we have training delivered using the solution.
Consultant SAP SuccessFactors Learning at a manufacturing company with 10,001+ employees
Real User
Aug 2, 2022
I'm using SAP SuccessFactors Learning for external and internal training. I'm also using it for learning administration for face-to-face training, the assignment of e-learnings, etc.
We use this solution for our company website. I use it either through my mobile or through my laptop and access the learning modules that are already there in the organization. The entire organization is using this solution. It's about 500,000 users.
I have a bachelor's degree in information technology, and I have certain IT-related training, such as Azure Fundamentals or IT security courses from Microsoft. All that kinds of training are assigned to me in SAP SuccessFactors Learning. I use this solution for training.
SAP SuccessFactors is used company-wide (globally).
It has replaced a number of local systems and assisted us with globalization. We manage employee records and headcount in the system, offer management reports, and even connect the system to our BI. A few months later we deployed the Performance module and later on the Compensation. This gives us a full cycle of main HR activities. We will soon implement Position Management. However, we have not chosen to use Recruitment and Onboarding modules.
We primarily use this solution for Performance Management and E-Recruitment. In this approach, a company decides to buy a Cloud package or system from a vendor. Unlike the custom development, which is designed with flexibility in mind and fits exactly into the business need of the company, a brought system can be inflexible as it is designed to be sold to various other companies and so it provides you with the same functionalities as everyone. One of the main advantages of buying a Cloud solution, is that unlike the custom development that can take a long time to be developed and implemented, when buying a Cloud solution, it is already built and ready to be installed with ability to configure a limited business requirements.
SAP SuccessFactors Learning empowers organizations with AI-driven tools for personalized learning and skills development, aligning corporate objectives with individual employee growth paths.Harnessing artificial intelligence, SAP SuccessFactors Learning offers a comprehensive platform designed for delivering personalized learning experiences. With its intelligent learning management system, companies can drive employee engagement by aligning personal growth with business aspirations while...
Typically, I use SAP SuccessFactors Learning for a set of consultants in my team, and we are also working with a client in the banking BFSI sector to help them in both areas. We provide implementation and managed services for our customers. I need to figure out what benefits we need and what we are using exactly for managing compliance training in SAP SuccessFactors Learning.
We have been using SAP SuccessFactors Learning to educate employees on various topics. It helps create content and review the number of employees who have completed training and their knowledge of those topics.
We are using SAP SuccessFactors Learning for learning, relative human resources, performance management, development, objectives, continuous performance, Abbas learning, job profile, subscription, recruiting, onboarding, offboarding, compensation, payroll. These are the usual use cases for this solution.
The main purpose of the learning management system is just to train our company's people. It is a complete end-to-end cycle, starting from hiring to retirement. When the tool completes a cycle, there is a performance evaluation, and whenever it happens, some candidates are marked under the PIP section. In the aforementioned case, you can assign any training to an employee, and his or her manager can see what should be the right fit or right training program, so it can be a soft skill program, which could be internally led by someone or a trainer-led program.
I use SAP Learning Hub every day to gain knowledge.
Our organization's primary use case for SAP SuccessFactors Learning is employee training and development.
We use the learning system to assign different courses to employees based on their groups and roles within the company.
We deployed SAP SuccessFactors Learning for LMS (learning management system). We have created our own content and made mandatory courses for a few lines of business.
We use SAP SuccessFactors as an all-in-one HR solution. It helps us with talent acquisition, performance management, and learning programs.
They must listen to the modules or similar content. Recruiting is vital for performance, creating a learning management system for a ten percent improvement, and also monitoring competition through CNACP.
I use SAP SuccessFactors Learning as an administrator in an international organization. My company uses SAP SuccessFactors Learning to scale our online learning and e-learning courses for two years in different countries. My company uses SAP SuccessFactors Learning as an in-class training management system and also to generate reports about the training.
The solution has provision to create libraries within it. It also allows us to group our content as a curriculum or as programs within the system. People take courses on the system, which allocates different certifications to the users. The users’ competencies are also awarded. We can take different assessments on the platform, and the system records the learning history.
Our company uses SAP SuccessFactors Learning for recruitment, onboarding, management of leave requests, travel requests, and compensation.
This solution is used for employee management, including departments and employee life cycle processes. We manage all employee life cycle events within this application, such as promotions, transfers, job changes, organization changes, global contracts, assignments, and everything related to the employee life cycle, from hiring to termination.
We are working with different companies to provide services regarding SAP SuccessFactors and HXM.
We use it for holiday management, illness and private details. So our private information is stored in SAP SuccessFactors Learning, and we have training delivered using the solution.
I'm using SAP SuccessFactors Learning for external and internal training. I'm also using it for learning administration for face-to-face training, the assignment of e-learnings, etc.
We use this solution for our company website. I use it either through my mobile or through my laptop and access the learning modules that are already there in the organization. The entire organization is using this solution. It's about 500,000 users.
We are using SAP SuccessFactors Learning for goals, performance, and learning management.
I have a bachelor's degree in information technology, and I have certain IT-related training, such as Azure Fundamentals or IT security courses from Microsoft. All that kinds of training are assigned to me in SAP SuccessFactors Learning. I use this solution for training.
SAP SuccessFactors is used company-wide (globally).
It has replaced a number of local systems and assisted us with globalization. We manage employee records and headcount in the system, offer management reports, and even connect the system to our BI. A few months later we deployed the Performance module and later on the Compensation. This gives us a full cycle of main HR activities. We will soon implement Position Management. However, we have not chosen to use Recruitment and Onboarding modules.
We primarily use this solution for Performance Management and E-Recruitment. In this approach, a company decides to buy a Cloud package or system from a vendor. Unlike the custom development, which is designed with flexibility in mind and fits exactly into the business need of the company, a brought system can be inflexible as it is designed to be sold to various other companies and so it provides you with the same functionalities as everyone. One of the main advantages of buying a Cloud solution, is that unlike the custom development that can take a long time to be developed and implemented, when buying a Cloud solution, it is already built and ready to be installed with ability to configure a limited business requirements.