SAP SuccessFactors HCM Reviews

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.

The features and capabilities of SAP SuccessFactors HCM that I have found the most valuable so far include their assisted writing, which is a very good AI feature for writing feedback, writing objectives, and writing growth goals. That is quite valuable.

The rest of the features in SAP SuccessFactors HCM are pretty standard, but this assisted writing is the new thing that they have come up with. I think that adds a lot of value.

Regarding how SAP SuccessFactors HCM has helped my organization, we have timelines that work with the platform in terms of when we set up our goals and record them. Performance reviews, check-ins, and everything work seamlessly. In that sense, I think it is very helpful because it is a single platform where everything is available, and you can count on it. Feedback that comes in is all integrated with that, so I think it provides a single place to consolidate and aggregate all the work onto the system. We do run some metrics from time to time in terms of what the completion rate is, how many average goals people are writing, the timelines, and so on. Similarly, when we do the year-end closing performance discussions, we also use it for self-attestation of risk and compliance objectives.

Based on my experience with SAP SuccessFactors HCM, there are a lot of improvements needed. They are improving definitely, but SAP SuccessFactors HCM needs a lot more integrated flow of data and information across different modules because it is sitting in a lot of places.

The biggest improvement is that SAP SuccessFactors HCM is very plain and vanilla and is not very engaging in terms of UI/UX. From a UI/UX perspective, it is not very intuitive. You need to know where to go and navigate and what information is sitting there. Therefore, we have to do a lot of change management education, a lot of guidance work, and a lot of change management to get higher adoption and engagement on the platform. Something that would be really intuitive could fit better with the flow.

I have been working with SAP SuccessFactors HCM for almost two years.

In my opinion, SAP SuccessFactors HCM is very stable and reliable. I think it is quite stable and reliable. The only thing is that it takes a long time to get something fixed.

I have not dealt with technical support for SAP SuccessFactors HCM directly, but I have my internal tech team to whom I pass the feedback and requirements, and then they take it forward. They run via sprint and prioritizations. Overall, it is okay, but I think things can be faster. I think it is much slower than some of our other vendors or platforms that we have.

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.

In my opinion, SAP SuccessFactors HCM is very stable and reliable. The only thing is that it takes a long time to get something fixed.

I have not dealt with technical support for SAP SuccessFactors HCM directly, but I have my internal tech team to whom I pass the feedback and requirements, and then they take it forward. They run via sprint and prioritizations. Overall, it is okay, but I think things can be faster. I think it is much slower than some of our other vendors or platforms that we have.

My overall review rating for SAP SuccessFactors HCM is nine out of ten.

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.

All features have been valuable, particularly as we are investigating whether to connect it with Talent Management. Currently, we have a solution with Degree, and we are considering moving it to SAP Talent Management. This would provide a single location to house everything, allowing all employees to use the same platform rather than two separate platforms. This also reduces integration expense and management costs.

Different stakeholders benefit from various aspects of the interface and dashboards. Managers can examine their team members' skill sets. From an employee perspective, they can track their progress and match it with their objectives and goals. From an organizational perspective, we can maintain a comprehensive view when considering upskilling or other resource-related decisions. The dashboards are highly effective.

The employee experience management tools have had a very positive impact on employee satisfaction and well-being within our organization.

The main area for improvement would be implementing a better pricing model. It is expensive, and with people discussing Workday more frequently, SAP needs to compete by becoming more free-flowing and dynamic compared to traditional SAP systems.

I have been working with SAP SuccessFactors HCM since 2021.

When HCM was implemented at our organization, the initial challenge was the shift from typical SAP HR to SuccessFactors' SaaS model of operating. This was the only shift in terms of interpretation and processes. Currently, new implementations do not require relearning the SaaS model, but in earlier days, our implementation was revolutionary in terms of costing and execution.

The system is quite stable from an availability perspective. SAP provides a guarantee of 99.5% availability, which is more than sufficient as it is not a sales order maintaining tool. We have an internal team who are well trained in maintenance, management, and configuration. We maintain a silver tier support from SAP for this service.

Their support deserves a rating of eight or nine out of ten.

Positive

For our organization, it was a natural progression from SAP HR to HCM. We did not evaluate any other solutions.

When HCM was implemented at our organization, the initial challenge was the shift from typical SAP HR to SuccessFactors' SaaS model of operating. This was the only shift in terms of interpretation and processes. Currently, new implementations do not require relearning the SaaS model, but in earlier days, our implementation was revolutionary in terms of costing and execution.

We implemented the solution with the help of ZiffPro as our SAP partner.

The overall rating for SAP SuccessFactors HCM is 8 out of 10.

I take part in the deployment of SAP SuccessFactors HCM, but my role is just to look at strategy to execution at a high level and I don't get into down provisioning or sizing, as that is not my job.

Most of our customers utilize talent management capabilities of SAP SuccessFactors HCM, focusing on recruitment, onboarding, performance, goal management, and some are using a learning management system as well, and we do workforce analytics; most customers are on the talent suite.

SAP SuccessFactors HCM has positively impacted my customer's environment by ensuring they are digital; we promote using DocuSign for document signing and ensuring effective onboarding, and post-implementation we provide hyper-care and digital adoption reports after six months or a year to show how much more paperless and workflow-enabled their organization has become after SAP SuccessFactors HCM implementation.

The product's mobile access feature has enabled employees to engage with HR functions more conveniently by allowing us to take surveys and feedback from HR since the usage level is over 100% with large banks involved in recent projects. We did only two large projects last year and plan to do two more this year, ensuring customers leverage end-to-end SAP SuccessFactors HCM with workflows and integrated content management repositories.

The intuitive interface and detailed dashboards of SAP SuccessFactors HCM have improved user engagement because the storyboard has improved significantly now. We frequently help the customer understand how easy it is in terms of deployment and in creating those stories through dashboards, although most of the time the MDFs could be a report-based requirement which is relatively weak, so we utilize cloud analytics with SAP tools, SAC, to integrate and fill those gaps for reports that are not very strong in MDF.

The reporting part is quite weak in SAP SuccessFactors HCM because the drill-down capabilities are not what a customer wants compared to what it offers. The dashboard is fine but comes with limitations, especially when combining two or three modules.

Employees need to improve their usage of SAP SuccessFactors employee experience management tools, as they largely use it only for leave and attendance functions, desiring more functionality such as downloading their salary slip or seeing full-year tax calculations. The employee app lacks functionalities and needs tremendous improvement across engagement, news boards, and AI.

Personalization is not prevalent in AI tools provided, which complicates integration because customers often request combining various systems into one reporting target.

I have been working with this software for the last four years.

The provisioning is always done by SAP as a system to provide to us, and the rest, in terms of making customer engagement on all the components, roles, authorization, and setting up a system in terms of components, may take from one week to one month.

SAP SuccessFactors HCM is a stable product based on the many years of experience and the value that customers narrate. We never encountered significant instability or performance issues, and customers are all happy with that.

It is scalable, as we are currently managing projects ranging from 2,000 to 20,000 employees across 900 different bank locations without seeing any challenges.

I would assess SAP technical support as average on a scale from 1 to 10, around five on that scale.

Delays mostly occur in tracking support, and they also take time. Sometimes you find more information conversationally in the time it takes to resolve issues using knowledge bases or seeking external expertise, as SAP often takes a lot of time to respond.

Neutral

Before SAP, I worked with Cornerstone as a vendor.

There are four people in the deployment team. In our team, there is one manager and two engineers along with one SuccessFactors consultant who understands security.

In the first year, we ensure customers can reap savings from their investment in SAP SuccessFactors HCM, including the license costs.

I find the licensing cost, setup cost, and overall pricing of SAP SuccessFactors HCM to be not expensive. The pricing is not a bottleneck when considering the kind of value it provides.

We switched from Cornerstone to SAP because we are mainly an SAP shop and felt we didn't get the necessary help and ecosystem to create resources on CSOD. With SAP SuccessFactors HCM, we are able to achieve that.

On a scale of 1-10, I rate SAP SuccessFactors HCM a 9.

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.

In assessing the impact of SAP SuccessFactors HCM on the recruitment processes, the recruitment module is very good and does not require any changes or anything new.

Speaking about the performance and functionality of SAP SuccessFactors HCM, it is very effective.

Using SAP SuccessFactors HCM analytics and insights helps my customers in data-driven decision-making.

Pakistani policies need most of the customizations for SAP SuccessFactors HCM. I don't think Pakistanis should improve; our systems are not right. We should improve, not SAP.

There should be some amendments in the regulatory environment that have to be changed for SAP SuccessFactors HCM.

The price of SAP SuccessFactors HCM could be lower.

I have been working with this tool for around six years, or five years.

Deploying SAP SuccessFactors HCM was not difficult.

It is very difficult to purchase SAP SuccessFactors HCM over here for smaller or medium-sized organizations, mainly because of the price.

Regarding technical support for SAP SuccessFactors HCM, we normally don't require any technical support; Telemarks, the technology partner here, helps a lot. We have also hired a few consultants, so we don't need support much.

Neutral

I am not a partner or reseller of SAP; I was the end user, and my university was the end user while I was the PM from my university side.

It took around five months for our case to deploy SAP SuccessFactors HCM.

For the deployment of SAP SuccessFactors HCM, we had the technology partner implementing it, and they had consultants for each module, at least one or two consultants for each module including HCM, Student Life Cycle, CA, FICO, and we had implemented FICO, MM, CA, and SLCM.

The pricing of SAP SuccessFactors HCM is a bit expensive; its HCM without SuccessFactors was reasonable when it was on-site, but SuccessFactors is very expensive. On-premise HCM was good regarding expenses.

Instead of SAP SuccessFactors HCM, ERPNext is good; it is open source and works very well in Pakistan.

I don't think any new features are required for SAP SuccessFactors HCM; as far as the Pakistani environment is considered, they are very good, and we don't need more features.

I would recommend SAP SuccessFactors HCM to bigger companies, especially enterprise ones.

I rate SAP SuccessFactors HCM eight out of ten.

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.

The feature I appreciate the most about this solution is the integration with SAP S/4HANA system.

The area of SAP SuccessFactors HCM that has room for improvement is the user interface.

We are using performance management and the performance goals module, and its analytics features need to be improved.

I have experience with SAP SuccessFactors HCM for more than six years.

The initial setup of the solution was not easy; I would describe it as a typical SAP software approach.

We did not need any technical support from SAP directly; all the issues were solved by our support consulting firm.

I did not evaluate other options before choosing SAP SuccessFactors HCM, because in Turkey, we were looking for a global solution, and it was SuccessFactors for us. We have local partners for SAP only from global partners from six years ago.

The initial setup of the solution was not easy; I would describe it as a typical SAP software approach.

We did not calculate any ROI for the SAP SuccessFactors HCM project, so we did not see ROI from this solution.

The pricing of the solution is very high concerning pricing, setup cost, and licensing of this tool.

I have experience working with these types of tools.

I use SAP SuccessFactors HCM because I do not have too many questions.

I will be available in three hours for a call.

I would prefer to remain anonymous regarding all details.

On a scale of one to ten, I rate SAP SuccessFactors HCM a 7.5.

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.

The beneficial features in the SAP SuccessFactors HCM product include the applicant tracking system mechanism and candidate pools that can be developed into talent pools. From a compensation planning perspective, it is a fantastic tool.

The feedback and performance management features, including the legal check functionality when writing feedback, are fantastic additions. The ready-made goal library and goal directory are excellent tools that I can utilize. There are several other features available in the system.

The SAP SuccessFactors HCM has room for improvement in terms of product development nimbleness. Additionally, the speed of the application platform occasionally reduces, primarily due to data center related issues.

I believe SAP does not have a data center for SuccessFactors in India, as India is mostly serviced by Australia. They should establish data centers in India for improved availability and turnaround times.

I have been using the SAP SuccessFactors HCM product in my past two or three organizations, accumulating approximately 13 years of experience with this product. In my current organization, I started implementation about 4 months ago.

Regarding the stability of the SAP SuccessFactors HCM, considering overall performance including glitches and latency, I would rate it an eight.

Technical support from SAP for SAP SuccessFactors HCM is very good. I would rate it a ten.

Positive

On a scale where one is easy and ten is difficult, I would rate the easiness of installation for the SAP SuccessFactors HCM as a two.

Regarding pricing, it is a significant consideration. Though I have secured a good deal, I would rate the pricing at 8, indicating it is expensive.

The SAP SuccessFactors HCM tool is a fantastic platform to work with, offering end-to-end employee lifecycle coverage. In the Indian context, there are elements that may require customization, which the system integrator or SAP assists with.

Certain product enhancements requested in the past faced delays as the product management team was not particularly quick or agile in implementing these features. However, since it is based on best practices, I remain satisfied with the product standpoint.

I give SAP SuccessFactors HCM a final rating of nine out of ten.