SAP SuccessFactors Reviews

SuccessFactors includes a variety of talent solutions, core HR, collaboration tools and workforce analytics.

One of the talent solutions is a learning management system (LMS), which is also my main area of responsibility. Based on my overall experience in the SAP world, I consider the LMS a key component-tool to engage people across the organization. It might be challenging to set it up and align with clients' requirements. However, once it is done, it becomes very handy and easy to use from a user perspective.

It is attractive enough to come and launch this application on a periodical basis due to its user-friendly interface and intuitive functioning.

Shorter implementation timelines (comparing to on-premise SAP solutions), quicker response on configuration change cycles, modern look and mobile integration possibilities: Everything together makes SuccessFactors LMS a well-recognized and demanded talent solution across different types of organizations.

It provides easier access to corporate learning contents and advanced tracking possibilities.

SuccessFactors LMS generally is not a financial system. However, some of the clients previously asked for more advanced financial integrations; mainly invoice processing and mainly with external systems. Learning functionality, in this case, hardly can fulfill the requirements. On the other hand, there is actually ongoing improvement in this area, and new features are introduced on a periodical bases. Definitely a positive sign.

I have used this product for three years.

We had stability issues from time to time.

We have not really had scalability issues.

Technical supports gets 4/5.

Previously, we used SAP ERP. Then we jumped into the cloud world.

Setup was really straightforward with a simple implementation road map and an open configuration that can be easily or mostly supported by local company admins.

Be prepared for price surprises. It’s quite expensive. However, once you have maintained and started utilizing it correctly, it should be a great payback on your resource development.

Work on requirements. Clear vision will simplify the roadmap. Prepare your master data if any. Start with easy processes implementation and usage, if possible, rather than focusing on complex heavy processes that are not obviously needed across the organization. Use the opportunity for reorganizing or at least structuring your business processes.

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

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.

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

We have used this solution for over two years.

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

I have not encountered any scalability issues so far.

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

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.

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.

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.

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.

• Cloud based
• Accessible anywhere
• UI

It has improved the way my organization functions by introduction of self service and consolidation of processes.

Integration between HCM modules can be extended to incorporate all data. SuccessFactors have improved their integration between their HCM modules substantially over the last two years and have identified continued room to improve. Improving this area would help in simplifying processing further.

I have used it for three years.

We have not encountered any stability issues.

We have not encountered any scalability issues.

Technical support is 7/10.

We previously used the SAP on-premise solution. We switched due to SAP investment and roadmap forward was SuccessFactors cloud-based solution, improved UI, and accessibility.

Initial setup was straightforward; complexity lied within consolidating processes across the organisation and simplifying to ensure requirements could be met by best practices in the SuccessFactors solution.

The solution is subscription based on employee count and modules implemented.

Before choosing this product, we did not evaluate other options, as we ran SAP Payroll and did not want to change our payroll solution. We implemented SuccessFactors to enhance the solution and provide flexibility moving forward.

Ensure business processes have been reviewed prior to project commencement and simplified. As SuccessFactors is implemented using an iterative approach, ensure testing commences early and all stakeholders are involved.

• All features are available on mobile and also on cloud (internet); no need to connect any server or application systems. All HR business processes across the customers are available.
• Cross-module integration
• Updated with all industry best practices
• Less cost compared to the on-premise products

I’m a consultant from Wipro, an implementing partner of SuccessFactors; hence, we take the feedback from customers.

Customers are expecting more features in these modules:

• Employee Central
• Succession and CDP
• RCM integration with Indian job portals

I have used it for three years.

We encountered stability issues in integration of SuccessFactors with SAP ECC HCM via Dell Boomi middleware; still more standard integrations are expected from customers.

We have not encountered any scalability issues.

I rate technical support as medium.

• WFA, WFP and Onboarding modules pricing and licensing to be very specific

It is the best cloud product in the market, with strong support from SAP, which is a market leader in the world. Integrating SuccessFactors with any other systems/applications should be understood clearly.

SF Learning and Employee Central are the most valuable modules in my experience.

SF Learning is a key element in making SF a tool with added value for the entire organization. All levels (managers, employees, HR, interns, etc.) can be involved in these processes and use SF Learning for compliance training, to improve their own skills, and work on their own talent development.

Employee Central is often the first full personnel backbone for a company. It offers all the possibilities to manage employee data, but even more important, it offers out-of-box headcount and strategic reporting.

For companies who are looking for a solution that supports their time registration and payroll processes, the SF solution will have some functional gaps. However, SF Employee Central is fast evolving and these gaps will be closed soon.

It enables active talent development by the employees, instead of driven by HR.

I would like more functionality in time registration, calculation and payroll.

I’ve been using SuccessFactors for three years.

We had stability issues multiple times; sometimes disturbing and in a few cases, it caused blocks for business.

We have not had scalability issues.

I give technical support 2.5/5. It takes too long to fix issues and the impact on our business is often underestimated by SF support.

We were using SAP Talent and Taleo. We switched to SF because of the SAP/SF roadmap strategy and insufficient integration options within Taleo.

Initial setup was straightforward. We aligned business processes, where needed, to the SF solution.

Don’t go for the traditional implementation approach with remote/offshore consulting. Use an experienced implementation partner who has enough expertise in HR projects.

We evaluated Taleo. It had insufficient integration options and was not a full-scope product. We also looked at Workday. It was not a full-scope product and was not localized enough for European HR.

Choose an implementation partner wisely for the long term. One who has a proven record in SF implementations and understands your business. Go for phased go-lives and apply a template for rollouts. Use the momentum to optimize business processes and align where possible to the SF solution. Start this before you start the implementation.

Comp and Recruitment: They really bring value for the managers and cost savings to HR. They are the easiest to use without additional instructions. The feedback received from the managers is very positive and they can also understand the benefits to their own organizations. E.g., in Compensation, a manager can manage the whole team at once and ensure they’ll implement the pay policy and guidelines.

There are top management recruitments where Recruitment has been utilized without using external recruiters.

LMS, the admin tool, is quite complex and requires a lot of admin work. The admin tool in LMS is a ‘system inside another system’ as the former Plateau, and the logic is not so self-evident as it is in BizX modules. SuccessFactors has ensured well that the LMS user experience continues but the admin tool is still separate from the BizX admin centre.

I have used it since 2011. We currently use SuccessFactors EC, Comp. PM&GM, Succession, LMS, Recruitment.

I have only encountered temporary performance issues, lasting a couple of hours. These are very rare anyhow.

Based on my experience, the system can be very flexible and easily configured based on the company requirements.

Of course, the level of technical support depends on your support model and whether you are taking the support directly from SuccessFactors or from the partner. However, partners cannot impact the technical settings too much. My experience is that SuccessFactors has done a lot of enhancements to their support during the year.

We previously used SAP HR. The most important reasons for changing the system were user experience, data visibility (portal) and cost savings.

Initial setup was straightforward, as global and lean master data was maintained in the previous system.

The most important is of course what systems you are able to implement (aggressive or less aggressive implementation) and then consider the implementation and license plan. It is also very important to find and select a partner that understands your company-specific complexity, are experts in implementation and not having extra costs (CRs). I think the partner selection is a key for keeping the costs in plan.

Before choosing this product, an evaluation was done.

You don’t need be an expert in this tool area but you should consider carefully, what is your company’s target? Shall managers use the system or only HR? Are you only migrating the old system to the new or are you trying to fully utilize the new system? However, the most important is, of course, your internal resourcing and how ready your company is for the cloud implementation (e.g., global identity management, standardized workstations)? The implementation of SuccessFactors modules is usually very easy and standard, but the complexity comes with the relationships to other topics (e.g., integrations).

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.

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.

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.

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

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

I did not encounter any stability issues.

I did not encounter any scalability issues.

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

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.

You should go for the three-year contract.

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.

Employee Central is the core of the product and is the best developed. This module is well worked out and has a lot of customisation options, which makes SuccessFactors an ideal solution for many customers.

It provides us with a way of visualising all our employees.

Reporting is done in several tools and should be reduced to one tool. Time management is currently not sufficiently developed for a Belgian company.

I’ve been using SuccessFactors for five years.

We had stability issues very often during the end of the year and after updates.

We did not have any scalability issues.

Technical support is very good for things that are not urgent. When urgent problems occur, they are not handled very well.

I only worked with SuccessFactors.

If you do a good analysis, the setup is never hard. The most difficult thing is the analysis.

I never do sales. I only do implementations.

It’s better to spend more time in the analysis phase than to reanalyse in the implementation phase.