SAP SuccessFactors Reviews and Pricing - page 10

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Renelia Villanueva - PeerSpot reviewer

Renelia Villanueva

Vice President & Group Head- People & Workplace Management at Alorica

Feb 3, 2021

Easily accessible and useful for performance and goals management but not very user-friendly

Pros and Cons

"Currently, we are using the performance and goals management functionality the most. It is connected with the enterprise solution, and it is seamless. It can be easily accessed because it is available via the net. It is readily available, provided you have an internet connection. Their technical support is also very good."

"It is not that user-friendly. It can be made more user-friendly."

What is our primary use case?

We are using it for performance and goals management. We will soon be implementing recruitment and onboarding, and the employee central is also in the pipeline. There is ServiceNow as well, and we're still working with IT about it.

What is most valuable?

Currently, we are using the performance and goals management functionality the most. It is connected with the enterprise solution, and it is seamless.

It can be easily accessed because it is available via the net. It is readily available, provided you have an internet connection. Their technical support is also very good.

What needs improvement?

It is not that user-friendly. It can be made more user-friendly.

For how long have I used the solution?

I have been using this solution for more than a year.

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How are customer service and support?

We are in constant coordination with SAP Philippines and the SuccessFactors team. We have been coordinating with them since the HCM time. They always provide assistance and support to us. I would rate them an eight out of ten.

What other advice do I have?

I would rate SAP SuccessFactors a seven out of ten.

Disclosure: I am a real user, and this review is based on my own experience and opinions.

reviewer1023261 - PeerSpot reviewer

reviewer1023261

Deputy Human Resources Coordinator at a financial services firm with 10,001+ employees

Sep 24, 2019

The interface is really useful and it's very easy to combine different information and to create reports

Pros and Cons

"The interface is really useful and it's very easy to combine different information. For example, we can easily get reports that we need. It's very easy to create reports."

"Some of the screens aren't that user-friendly, older employees especially have a hard time with it. They have some problems with it."

What is our primary use case?

The administration parts and PA modules are on-prem but the talent management recruitment part is on the cloud. We have 22 different companies and we selected this solution so every employee can have a main point of connection.

What is most valuable?

The interface is really useful and it's very easy to combine different information. For example, we can easily get reports that we need. It's very easy to create reports.

What needs improvement?

Some of the screens aren't that user-friendly, older employees especially have a hard time with it. They have some problems with it.

Challenge management parts should be improved. Also, the recruitment part module should be improved to help managers to select the right person without an HR.

For how long have I used the solution?

I have been using SuccessFactors for three months.

What do I think about the stability of the solution?

It is stable.

What do I think about the scalability of the solution?

We don't have problems with scalability.

How are customer service and technical support?

We haven't needed to use support yet.

Which solution did I use previously and why did I switch?

Before using this solution we used Excel.

How was the initial setup?

The initial setup was straightforward. It's very easy on the cloud.

What about the implementation team?

We used a consultant for the deployment.

What other advice do I have?

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.

Disclosure: I am a real user, and this review is based on my own experience and opinions.

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Shanker Duraibabu

SAP SuccessFactors Center of Excellence at Wipro technologies Ltd

Feb 1, 2017

Enables provisioning, job scheduling, and a competency library for import and export. I would like better integration with Employee Central and Employee Central Payroll.

What is most valuable?

The most valuable features are:

Provisioning
Job scheduling
Competency library import and export
Bulk employee export
BizX audit report (RBP & employee profile)
Candidate merge
Cloning company from stage to production
Admin user import

How has it helped my organization?

It has improved the way our organization functions as follows:

It has a pre-configured master tenant which can run applications.
It consumes less time for deployment using SAP methodologies and best practices.
It has a quality gate in which they assure quality at the milestone of the project.
It can use the same methodology for small, medium, and large enterprises.

What needs improvement?

The integration with Employee Central and Employee Central Payroll needs improvement as the client is still considering on-premises solutions.

For how long have I used the solution?

We have used this solution for over two years.

What do I think about the stability of the solution?

I have not encountered any stability issues at my level. I only know the Indian market.

What do I think about the scalability of the solution?

I have not encountered any scalability issues so far.

How are customer service and technical support?

I would give technical support a rating of 7/10.

Which solution did I use previously and why did I switch?

I have used the following solutions:

Adrenalin ERP: I have used this as a process owner. It is average, with limited ease of use.
Greytip HR: This is an average to good solution, but only for small and medium size enterprises.

The main reason for switching into SAP SuccessFactors was for its brand, ease-of-use, predefined solution per business scenario, and agility.

How was the initial setup?

The installation was straightforward initially, but also complex and vast while dealing with data migration and mapping. You need good knowledge of the product.

You need a good background when dealing with MDF objects. You also need the right configuration and an understanding of SAP on-premise for hybrid scenarios.

What's my experience with pricing, setup cost, and licensing?

If you are deploying SuccessFactors for the first time, the first step is to get clarity from the implementation team on licensed features about any module. Do this before gathering requirements, or before doing iterations, to avoid last-minute chaos.

What other advice do I have?

For enterprises, spend time choosing a product for its suitability as per your business process. Customization is limited in some cases, or inapplicable in other cases.

Disclosure: My company has a business relationship with this vendor other than being a customer: We are partners with SAP VAR and we deal with implementation services in the Indian market.

Founder at a tech company with 51-200 employees

Jun 18, 2017

We use it for quick and dirty solutions as well as complex services.

What is most valuable?

A. SAP is making a firm commitment to creating a new single unified platform for every app it owns, based on the top of Hana in Memory Platform. In the future I aspect HR connected with IOT with Leonardo platform.

B. SAP is asking to professional to rethink HR, less transactional and more "Conversational". In SF, the architecture of the system allows to have very structured vertical functionalities (Learning, Performance, Compensation, etc.), but you can draw new service models using together the individual modules (you can design a “Pay per performance” process for example with Performance Goal Compensation)

C. SAP SF includes libraries of free contents (different data structure in Employee Central according to local laws, competencies libraries, goals libraries, etc.)

D. The usage of HCI and HCP (from HANA Cloud family) will extend the functionality of the product connecting with third-parties software or by extending the features of the individual modules. SAP has created a market place with dozen of 3rd parties apps

E. Artificial Intelligence is the new horizon:

Intelligent Services can automatically connect all actions that the system must take when an event occurs: have a new assignment. In less than two years, SF has released 40 predefined services.

In "Business Beyond Bias" against gender and race discrimination. The recruiting module has a feature that highlights a discriminatory language for example in the job description.

BOT. I saw some test where is possible interact with the system in natural language where for instance you can require to the system a Time OFF and the system will run all the appropriate actions.

F. Collaboration with Microsoft, Apple, Slack

Microsoft, with its technology Azure, is one of the partners to improve the data center services, I suppose also that we will see a better integration with Office world.

Apple, mobile first is the claim, is working to redesign the mobile user experience. At the end of June 2017 FIORI for IOS available.

Slack, we have already discussed about the bot: in the future I assume that the interaction will be made by voice with Siri or Cortana, or Google As.

How has it helped my organization?

We can design a “quick & dirty solution” or “very complex services”, we can manage small enterprise projects (in our experience 150 users) as the big organization (in our experience 40000 users), all with the same solution. This is a big saving of time, costs, and team usage optimization.

What needs improvement?

Employee Central made an incredible improvement, but still is behind the SAP HCM “On Prem” solution.

For how long have I used the solution?

5 years - the full suite. 10+ years Learning Management System module (formerly Plateau Software).

What do I think about the stability of the solution?

Not on the platform side. At the end of 2015 there are been issues in the Data Center based in Germany with access problems.

What do I think about the scalability of the solution?

No.

How are customer service and technical support?

On a scale from 1-10: 7/10

Which solution did I use previously and why did I switch?

a. 10 years ago we used SABA, due to a cut costing program they moved all the developers from US to India, the result was a release with hundreds of bugs.

b. 3 years ago we tested Cornestone for a premiere Insurance and we recorded some issues when the new releases went live and a weak technical support service in Europe.

How was the initial setup?

a. Employee Central is critical, you need to have a good experience to work on it. Is very powerful because the choices will impact also on the other modules. We are called to support some projects that were in fact blocked for wrong configurations due to limited product knowledge by other partners.

What's my experience with pricing, setup cost, and licensing?

a. Price is based on: Number of users and number of modules. Other companies like Oracle or Cornestone are very aggressive, but it’s only is a business practice that cannot go on forever. For instance, Cornestone is under pressure to be sold to investors.

What other advice do I have?

Invest the right time on Employee Central, looking for a competent partner with a proven experience on real projects.

Disclosure: My company has a business relationship with this vendor other than being a customer: We are SF Var, SAP Gold Partner Level

Liat Oren Wachs

Global Hris Leader , Senior Director at a tech services company with 5,001-10,000 employees

Jan 29, 2017

Working with different types of forms in one platform is helpful.

What is most valuable?

Everything in the product is most valuable to us. The flexibility of working with so many types of forms in one platform and also the ability to define different eligible populations for any process are extremely helpful features.

How has it helped my organization?

It is a single platform that the HR team, managers, senior business leaders and employees use to participate in the company's annual processes and that was a great achievement. This also had cost reduction aspects.

What needs improvement?

There should be a single mechanism to manage forms, i.e., to create a template/forms, change/route etc. There is also need for role-based permissions and the ability to add filters in the compensation form.

For how long have I used the solution?

I have used this solution's components as listed below:

Performance: 5 years
Goals: 5 years
CDP: 1 year
Compensation: 1 year

What do I think about the stability of the solution?

I did not encounter any stability issues.

What do I think about the scalability of the solution?

I did not encounter any scalability issues.

How are customer service and technical support?

There is still need for improvement in the technical support; it is not ideal.

Which solution did I use previously and why did I switch?

Previously, we had used Oracle on-premises for compensation purposes. The reasons why we moved to another solution were its high cost and also since it was a highly customized solution.

What's my experience with pricing, setup cost, and licensing?

You should go for the three-year contract.

What other advice do I have?

You need to spend time learning this product at the SAP SF Support Portal. You should also talk to customers who have implemented it before and learn the best practice approach that has been adopted by them.

Disclosure: I am a real user, and this review is based on my own experience and opinions.

SuccessFactors Solutions Consultant at a tech services company with 501-1,000 employees

Nov 25, 2014

How to Train a Global Workforce Without Breaking the Law

“How am I going to find a system to deploy to 12-20 countries around the world?” Each one has it’s own regulations and requirements for training…”

“I work for a pharmaceutical company? Is there a Learning Management System (LMS) that meets the very requirements of the FDA?"

--

The SuccessFactors LMS answers these common questions by providing features that support US, French, and German requirements. At this point you may also be asking: Does it completely meet the requirements? Does it do everything I ever hoped and dreamed it could do?

Perhaps - I’ll leave that up to you and your legal department.

Let’s go in to a little more detail about how the system supports regulations in the following industries and countries:

FDA 21 CFR Part 11 (medical and pharmaceutical companies)
- E-Signatures
- Audit Tables
French Government and French Work Councils
- 2483 Reporting
- DIF Tracking
- Training Planner
German Privacy
- Deletion of User Data
US Federal Government Agencies
- EHRI
- SF-182 External Requests
Manufacturing and other industries requiring worker qualifications
- Curricula

US FDA 21 CFR Part 11

Intended to protect the public against manufacturing defects and anomalies in production of medical goods and pharmaceutical products, 21 CFR Part 11 includes regulations that govern the use of electronic signatures in food and drug related industries.

The SuccessFactors LMS implemented two major features to support the regulated medical industry:

1. Electronic Signatures

21 CFR Part 11 requires an additional password when recording learning events. When E-Signatures are activated in the SuccessFactors LMS, users must enter an additional password. This password is used only when recording learning. This comes into play in two situations:

Learning is recorded manually - Admins and Supervisors record learning for others and are prompted for the secondary password before learning is recorded.
Users complete online training. Typically online learning is recorded automatically. When E-Signatures are active Users must enter the secondary password before learning is recorded.

2. Audit Trails

Companies are audited regularly to ensure compliance, and must produce reports demonstrating that e-signatures are properly recorded. The LMS maintains audit tables on important data including changes to learning history, user, items (courses) and curricula. If an Admin has modified a learning history record, a report will show this change. The following reports are available on audit tables:

Curriculum Summary Data Audit Report
Item Summary Data Audit Report
User Custom Field Data Audit Report
User Summary Data Audit Report
User Learning Plan Audit Report

French Work Council

The French government as well as work councils in France impose certain training requirements on employers operating in France. Employees must be given the opportunity to complete a certain amount of training each year and the time spent in training must be accounted for. When training takes place outside of normal work hours employers may be required to compensate employees for that time. The French government requires 2483 Reporting, which details the dollars spent on training and the amount of training delivered to employees. A percentage of revenues is collected and applied towards training some of which helps train people who are out of work.

The LMS supports the following regulations applied to companies in France by the French national government and by work councils:

DIF Tracking
2483 Reporting
Training Planner to forecast training budgets

German Privacy Regulations

The German government requires employee data be deleted from all systems 5 years after the employee has left the company. A process called the “Purge Deleted User Audit History” automatic process deletes user data after X days. The number of days can be set to any numeric value. It is not required to be set to1826 days (5 years), so companies can be stricter than the German government requires. Companies outside of Germany can be less stringent as they are not required to comply with German regulations.

US Federal Government

Support for US government agencies is extensive, as the SuccessFactors LMS is the system of choice for most US federal agencies. Two features in particular were implemented to support the US Federal Government regulations. The requirements were specified originally by the Office of Personnel Management (OPM) and generalized for companies to use if they wish.

External Requests - Originally called SF-182 forms, External Requests provide an alternate way to request and record training by filling out a form that specifies the costs and duration of training - and requires approval from supervisors and other parties before training begins. A verification process is included, which applies an approval process to the verification of training after it has been completed. Typically users in the federal government use this feature to obtain approval for the estimated cost of training and to document the actual costs of training.
EHRI - There is an entire set of functionality most people never see called EHRI. EHRI is a specific set of regulations requiring federal agencies report all training data to OPM. The original idea was to provide a single training record for all government employees so that when employees change agencies (very common), the training record remains intact. Two issues were discovered in the implementation:
- Agencies utilize many different types of systems including major LMS vendors, Access databases, and Excel spreadsheets - integrating this data into one feed with common fields is quite the task and has taken several years (with continuation)
- Training is not standardized across agencies; while similar training may be offered in multiple agencies and could be considered the same course for qualification purposes, they often have different names and IDs. In addition, it is not clear from basic data how similar these courses may be. The task of determining what training an employee needs based on his/her past records can be difficult until these courses are standardized.

Given all that, EHRI is supported. The LMS supports loading private data including Social Security Number and Date of Birth through a feed from the HRIS directly into the LMS. PII fields are never displayed to admins and users. It is imported through a system interface, stored in encrypted tables, and exported to a standard reported transmitted through SFTP to OPM.

Employee Qualification

One other area to consider is employee qualifications. These may be strict regulations imposed by a third party or they may be internal training requirements that determine employee eligibility to work. Employees not up to date on training may be prevented from doing their job until required training is complete.

The primary feature that supports employee qualifications is Curricula. Curricula were at one time (very early versions) called Qualifications, and some database fields and code still refer to qualifications. Don’t be surprised to find the phrase QUAL when you dig deep into the underlying properties files of the system.

Employee qualifications follow a general pattern:

Read a document and verify that the user "read and understood” - at one time this was accomplished with a handwritten signature. Today it is accomplished by pushing a button in the LMS next to the statement “read and understood”
Complete training - this training may be Instructor-Led, Online, or both
Demonstrate performance on the job - On the Job is a combination of training and demonstration. In some cases it is a hands-on mentoring process, in others it is similar to an evaluation. The application even supports checking off completion of tasks on the job through the “Tasks” feature. Fun side note - this feature works on iPads, so you can walk around the shop floor checking off tasks as they are completed.
Manually Record Authorization (optional) - some companies have an admin or supervisor manually record authorization and may enable these people to rescind that authorization at a later date if the employee demonstrates poor performance.

Final Thoughts…

As you can see the SuccessFactors LMS has extensive support for a wide range of both government and industry regulations across the globe. Companies operating in multiple countries should consider regulations when choosing an LMS, and ensure that whatever the choice the system does in fact support the applicable regulations. You wouldn’t want to find yourself in the middle of legal issues and fees now would you?!

Disclosure: My company has a business relationship with this vendor other than being a customer: We're a SAP and SuccessFactors partner.

it_user516756-- at a tech company with 51-200 employees

Report as inappropriate

Sep 21, 2016

Latest version is world's above previous versions.

Andra-Gabriela Matei

HR at Provably Fair SRL

May 10, 2023

A highly stable HRIS database that needs to be made less complicated for its users

Pros and Cons

"Scalability-wise, I rate the solution an eight out of ten...It is a stable solution."

"It's a bit complicated to make a change in the tool... It is time-consuming."

What is our primary use case?

We use it in our company as an HRIS database for everything related to our employees. It's only for HR purposes, and no one else can access it. So, our colleagues aren't in touch with the data or anything.

What needs improvement?

It's a bit complicated to make a change in the tool. So, basically, you have to change the position first and then go to the person's profile to ensure the change was recorded there. And if it wasn't, you have to make the change there as well. So it is double work for us. It is time-consuming. Also, if you want to make a change, for example, if you have mistakenly inserted something in the past or inserted it incorrectly, then you need to go back to the exact date when you made the change and make the same change to everything else that has been modified after that specific update. If there is just one issue, then it won't show the correct change.

For how long have I used the solution?

As of now, I have used SAP SuccessFactors for four months only. I am probably using the solution's latest version. I am a customer of the solution.

What do I think about the stability of the solution?

It is a stable solution.

What do I think about the scalability of the solution?

Scalability-wise, I rate the solution an eight out of ten.

How are customer service and support?

I haven't contacted the technical support team. We have a team of experts, so we go to them if we face any issues. So if there's anything that they don't know, they will contact SAP's customer support team. I usually approach our internal expert team.

What other advice do I have?

It is suitable for larger enterprises. I don't think we use it at full capacity. So, we only use a portion of it in HR. The solution can be time-consuming whenever I want to make a change. I would definitely recommend the solution to those planning to use it and be patient when using it. Overall, I rate the solution a six out of ten.

Disclosure: I am a real user, and this review is based on my own experience and opinions.

reviewer2052081 - PeerSpot reviewer

reviewer2052081

Senior Manager at a manufacturing company with 5,001-10,000 employees

Apr 28, 2023

Highly scalable and stable solution

Pros and Cons

"It is a scalable solution. I would rate it a ten out of ten."

"There is room for improvement in the pricing model."

What is our primary use case?

My primary use case is the HR package.

What needs improvement?

There is room for improvement in the pricing model.

For how long have I used the solution?

I have been using SAP SuccessFactors for one year. I am using the latest version.

What do I think about the stability of the solution?

It is a stable solution. I would rate the stability a ten out of ten.

What do I think about the scalability of the solution?

It is a scalable solution. I would rate it a ten out of ten.

How was the initial setup?

The initial setup was easy. It is a user-friendly solution.

What's my experience with pricing, setup cost, and licensing?

It is not cheap, but it is reasonable. I would rate it a five out of ten.

What other advice do I have?

Overall, I would rate the solution a ten out of ten. I would definitely recommend using the product.

Which deployment model are you using for this solution?

On-premises

Disclosure: I am a real user, and this review is based on my own experience and opinions.

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