SAP SuccessFactors Reviews

We use the solution in our company since it provides SuccessFactors Employee Central. We also use SuccessFactors PMGM.

The most valuable features of the solution are GUI and OData API. Also, the solution's ability to display the organizational charts along with the photographs of the employees while also being able to display employee data and ID are some of its valuable features.

Language settings in the solution need to be improved.

I have been using SAP SuccessFactors for three years. Also, I am using the solution's latest version meant for enterprises and companies. My company is a customer of the solution.

Stability-wise, I rate the solution a nine out of ten.

Scalability-wise, I rate the solution a nine out of ten.

I rate the technical support a nine out of ten.

Positive

Previously, I was using Oracle. We use the solution in our company which is in Indonesia. However, the solution was decided at our head office, which is located in Hong Kong.

On a scale of one to ten, where one is difficult and ten is easy, I rate the solution's initial setup an eight.

Presently, the solution is deployed on the cloud. The deployment process took over a span of three years. However, the initial setup process took only a few hours.

If the number of employees required for the deployment of the entire group is considered, then around 3000 employees were required to implement the solution. However, since I managed the implementation process in one country, only 170 employees were required to implement the solution.

I would say that it is more of a luxury product. The solution is on the expensive side but is definitely worth the money.

Overall, I rate the solution a nine out of ten.

We primarily use the solution for talent management. We also use it for onboarding and for learning and development. 

We've seen great success with the learning management aspect of the solution. 

The learning management has been great.

We've found the application tracking useful.

Thanks to this solution, we don't have to have individual solutions from many vendors. It's a uniform user interface. We don't have to train them across individual applications. We just have to train them on SAP. 

The business processes are very strong and extremely customizable. The adoption of business process management ensures we don't need a vendor to help us with customization. 

We'd like to have an opportunity marketplace. They have something. However, it is too basic. They need to evolve it. We're not sure, based on the roadmap, if it will improve fast enough. 

We'd like more AI and machine learning to be added faster. 

The solution is quite expensive. 

We've been using the solution for five or six years at this point. 

The performance is good. It is mostly stable. However, due to the fact that it is a cloud, we might have connectivity issues that could affect the stability. Sometimes it takes time. That said, overall, it is good. 

The solution is highly scalable. For a large corporation like us, we are able to extend it easily. 

I'm not sure what was used beforehand. Likely it might have been a different SAP solution. 

The initial setup is not the easiest. I'd rate the ease of implementation a six or seven out of ten. It depends on the deployment. It might be easier if it is an SME that is deploying it. The more complex a company gets the more complex the setup. 

We had an internal team, an external team, ad a SuccessFactors team working on the setup. SAP does have a good team that can help. 

While I cannot speak to the exact cost, my understanding is that the solution is expensive. The contract is very transparent. 

We're customers and end-user. 

We are using the latest version of the solution. 

I'd recommend the solution. If a company's landscape is SAP-based, this is a great solution. If the landscape isn't heavily SAP, there are other solutions that may be more suitable. 

I would rate the solution eight out of ten. 

My primary use case for SAP SuccessFactors is to run the promotion and review processes.

Previously, in our organization, we used to share Excel files via email, but now we have shifted to an online process with a workflow where data updates in real-time.

The features of the solution that I found valuable for my business are its ability to create a dashboard, pie charts, and reporting functions, as well as advanced reporting capabilities.

Integration between Employee Central and Compensation in SAP SuccessFactors is one area of the solution that has room for improvement.

Even in the next release of the solution, I would say that integration between Employee Central and Compensation is something I would like to see in order to have more flexibility in terms of updating single fields.

I have been using SAP SuccessFactors since 2012, and I have also used the solution in the last 12 months. Regarding the version, I am using SAP SuccessFactors Compensation. Additionally, my company has a partnership with SAP SuccessFactors, and we are both a customer and reseller of their solution.

Stability-wise, I rate this solution a seven out of ten. This is because sometimes the solution takes a long time to address certain issues.

Scalability-wise, I rate this solution a five out of ten. If the solution had the option to differentiate visibility based on legal entity, for example, it would be more appealing to me, and I would consider giving it a higher rating for scalability.

End-users having access to the solution in our company are around 100 people. Also, in our organization, there are plans to increase the usage of the service for more users in it in future.

I would rate the technical support of the solution as seven out of ten.

Neutral

The reason for switching from Excel to SAP SuccessFactors was for the automation of the processes in our organization.

For the solution's initial setup, on a scale of one to ten, where one is difficult, and ten is easy, I rate this solution an eight.

The deployment process for SAP SuccessFactors Compensation took around five to six months.

Two people were majorly involved in the deployment process. People with the job roles of analyst, business analyst, and consultant were involved in the deployment process.

Before choosing SAP SuccessFactors, ServiceNow was an option we considered in our organization.

Overall, I rate this solution an eight out of ten.

We implement our employee centers with core employee data using the solution. It integrates and stores employee profiles, and our foundation objectives.

The solution's most valuable feature is the metadata framework. It's a good idea to implement such a powerful tool. It is better, easier, and more flexible.

Whenever I have to enable a feature fully, finding the document for guidance to know about that specific feature becomes difficult. Sometimes to activate or enable a particular feature in my instance, I have to enable more than one feature in provisioning. I always face issues in getting the documents or references from SAP itself.

They should include professional documentation. They keep making changes, and incorporating them into documentation needs some time. They should work on a faster way of locating a proper documentation as well. 

Last year, we went for the solution's learning hub professional and support edition training. We gained basic knowledge of the solution and transferred it to our internal team. We have been accelerating the learning internally for SuccessFactors integration since then. We also have a testing environment where we are already testing our cycles and succeeding in the initial data migration.

It is a scalable solution.

The setup was straightforward. Also, SaaS has made a lot of things easier. I rate their implementations as eight out of ten. They have a powerful learning hub. I respect the way they clarify their system and explain their processes.

I do recommend SAP as a solution. I studied SAP in college and have ten years of accumulating knowledge in the ERP field. SAP has succeeded in being number one in the whole world. They have their philosophy about business. They have standardized a lot of business processes and business terminologies. They have succeeded in sustaining a powerful system supporting their philosophy. I rate it as a ten out of ten.

We are using SAP SuccessFactors as a human resources and experience management solution (HXM). 

When I used SuccessFactors as a CHRO, I found that the platform helped build not only a unique signature experience for all our employees but also enabled greater transparency in the organization as we could better empower our employees, managers, and leaders all at once.

Processes that were tedious became simple, structured, standardized, and scalable. We were able to get visibility to all employees and enhance the quality of our talent management framework and mobility of talent within the organization.

SAP SuccessFactors is one of the most robust platforms in the world today. A global company needs a platform that is compliant (such as GDP compliant in Europe), a solution that enables strong workflows and delivers high quality in their core HRIS system which is called Employee Central.

It offers a high level of audit tracking that can be kind of customized for the requirements of clients by region, by country, or within the same country.

The system is one of the strongest and sturdiest modules that are in existence in the world.

It is much easier to integrate SAP SuccessFactors with other software. There are many third-party software vendors that can be integrated.

SAP SuccessFactors can improve their recruitment module and artificial intelligence features associated with ATS. I understand that is very much in the roadmap, but must be expedited. More powerful analytics are needed.

I have been using SAP SuccessFactors for approximately eight years.

SAP SuccessFactors is a highly stable solution. It is more stable than any other solution.

The scalability of SAP SuccessFactors is one of the main reasons someone should choose the solution. It scales fantastically well.

The technical support capabilities are very strong. When we have any technical issues with the solution the resolution is fairly quick.

Positive

I have used other similar solutions in the past.

I found SAP SuccessFactors to be more stable, better integrated, has better data flow amongst modules, and has more API-based add-on solutions available within the SAP Store and also for other third-party add-on solutions.

The initial implementation is done by SAP-certified SuccessFactors Consultants. It is not too complicated but it has to be done by trained and certified individuals. SAP has a vast ecosystem of support and there are many System Integrators and people available for the implementation, such as ourselves.

In my role as a CHRO, I implemented the solution through an SI. They worked very closely with the HR team to make it a huge success.

The ROI is easy to build. Especially when you are moving from Server based on-premise solutions. You are getting rid of capital expenditure requirements with a cloud-based solution. It's quite easy to make a business case today for a cloud-based solution from a cost and benefits standpoint.

The price of the solution depends on too many factors to provide an estimate. The solution is best suited for medium to large-sized businesses. However, the price of SAP SuccessFactors is competitive even for small enterprises now.

As somebody who has been in the human resources function for the last three and a half decades and as an HR leader for almost two decades, I have used and or evaluated many of the platforms. When I implemented SAP SuccessFactors, that was when I realized that it is a lot better than the others in the market. 

This was the only solution that was originally designed by HR people and it is deployed around the globe. There is a lot of research and development that goes into the solution. The solution is constantly evolving.

I rate SAP SuccessFactors a nine out of ten.

We are using SAP SuccessFactors in combination with many different modules from SAP in order to manage everything from plant maintenance to deposit systems, finances, procurement, and more. In total, there are about 29 different SAP modules in use across the organization.

Within SuccessFactors, I have set up a team management system where various components handle recruitment, compensation and benefits, visa and permit management, training and development, and other custom management workflows. All of these use cases form part of our master employee data center.

Every aspect of SuccessFactors is important to our organization because all of our team members have a set of roles to perform and I can't compromise on anything when it comes to managing employees.

For example, I cannot compromise on the recruitment area, nor can I compromise on compensation and benefits, or training. These factors are equally important and SuccessFactors help to ensure that these areas are all accounted for and fully utilized.

Taken together, all the features that SuccessFactors provides are absolutely vital in order for our organization to function.

One of the most wonderful features is the ability to customize the modules and workflows. So far, we've done a fair bit of customization and it is helping us a lot and really adds to the value we already get from SuccessFactors.

I definitely expect more improvements to come from SAP in the future. In terms of customization and additional features, there are pros and cons to adding extra functionality in any kind of software, but it's always welcome.

During and after the implementation phase we have been continually exploring the solution because once they provide us with the product, they sort of leave us to it, whether we are going to use it for only a short time or for the next decade or so. Thus, we (and SAP) need to ensure that we are able to keep customizing and tweaking processes over time.

One of the most essential features that needs improvement right now is the reporting functionality. SuccessFactors' reports seem to be lagging a bit behind and we are very interested in customizing the reporting mechanism such that it pushes reports through quickly and automatically. This is one of the main areas we are looking to improve currently, but when it comes to the bigger picture, we're hoping that SAP improves on the customization aspect more generally. This will help us not only in improving our reporting system, but in other areas as well.

I have been using SAP SuccessFactors for close to three years now.

I have found the stability of SuccessFactors to be on par with other ERPs. And with my frequent exposure to HRMS and other tools, I would even say that SuccessFactors has an edge over these other solutions in this regard. If you're not utilizing the full capability of the solution, however, you are not easily going to see the benefits of it. As long as you are using it fully and effectively, SuccessFactors will perform as you need it to.

I can't comment much on maintenance because we leave that to the IT
department. They have around 20 employees, but not all of them are
working solely on supporting SuccessFactors because it is just one of
about 29 other SAP modules that we are using (not to mention the eCommerce side of our business), and there are many other tasks which they carry out.

I would rate the scalability at around 4/5 stars. We have close to 2,000 users who have been granted access to SuccessFactors, and these users can log in and use the various features (of which there are many) at any time.

We're also currently expanding to the US and UK, and scaling up SuccessFactors for these expansions is mostly a matter of extending our resources and licenses.

Prior to using SAP SuccessFactors, we were using Sage Accpac. This solution had very limited capabilities which we were using to manage our employee centers (e.g. for compensation and benefits). Significantly, it did not include features such as recruitment, talent management, succession planning, or visa management. It was not a 360-degree solution at all, unlike what we get from SAP SuccessFactors. Once we switched to SuccessFactors and started enjoying all of its features, it's really given us an edge and things have been going great.

Before we began the setup, we engaged in requirement gathering, brainstorming, kickoff meetings, and various other sessions that really gave us an edge when it came to the actual implementation. Prior to SuccessFactors, we already had other software in use and when we had to migrate everything over to SuccessFactors, we made sure that we were fully prepared.

Reflecting on the initial challenges we faced during the migration, I can advise that, without a doubt, the most important thing is to spend enough time gathering all your requirements and data before you jump in.

On the whole, I wouldn't say it was easy to implement. Because it was a matter of adding something completely new to the organization, it had its ups and downs, and I would lean toward calling the setup moderately difficult.

We implemented SuccessFactors with the help of a consultant in addition to SAP. It was during the time of Covid-19 lockdowns so our implementation process was somewhat intermittent, but we were able to manage with the help of limited remote support. Because the support was not always available, it took around five to eight months to fully migrate to SuccessFactors from our previous solution (Sage Accpac). Perhaps during normal conditions, it wouldn't have taken as long.

The ROI we're seeing can be summed up as, "So far, so good," because after we moved from Sage Accpac to SuccessFactors the value has definitely been adding up over time. Of course, there is still more to be seen in terms of ROI, and I would rate the ROI 3/5 stars.

Due to the way in which we purchased SuccessFactors as a module along with other SAP modules, we were able to procure it at a slightly better price than usual. I would rate their pricing 5/5 stars.

I would rate SAP SuccessFactors an eight out of ten.

We are using SAP SuccessFactors in our customer's companies where it is deployed via the cloud. It is the core solution for payroll services, and we use its features in a number of areas including talent performance, recognitions, terminations, hire to retire programs, onboarding, management, HR analytics, and as a learning management system. 

Currently, my company implements SuccessFactors for about eight different customers. For each one, we have about 10 to 20 administrators for all the various modules, managing about 200 to 1,000 employees at any given time.

The main advantage of SuccessFactors is its ability to add many types of integrations within the SAP Cloud platform. Many useful modules can be implemented alongside SuccessFactors as third-party integrations, and this capability to extend the system is a big plus. 

Another positive for SuccessFactors is how it provides pre-defined best practices for building the solution, with plans that take you from A to Z directly. You don't need to build anything from scratch when you're using their implementation best practices for configuring the system. 

Within these best practices, you also have a range of options for customization, such as with the Metadata Framework (MDF) and the Business Rules feature where you can create various conditions when it comes to managing customers.

Overall, the documentation could be improved, and I think the learning management module needs to include more capabilities when it comes to matching an organization's particular learning approach. The learning management system that they provide is somewhat lacking in compliance with modern approaches.

Further, I believe the access mechanism for the payroll system could use some improvements. The system uses what they call Payroll On-Prem, and it should provide the same kind of access that teams use when they are using any other module in SuccessFactors.

I have been using SAP SuccessFactors for about five years.

Thanks to its stability, a lot of customers are running SuccessFactors in a lot of different countries, and not just the MEA region. It's a very successful product in this sense.

SuccessFactors offers a lot when it comes to scalability, and they are working on making it better every day. One of the ways in which it scales nicely is in the fact that you can reuse a lot of components that already exist within the SAP platform. In addition, the embedded customizations that you create can also be transferred to other areas, letting you make use of existing capabilities elsewhere.

My company implements SuccessFactors for about eight customers at present, and for each customer we have about 10 to 20 administrators that take care of all the modules that are in use by about 200 to 1,000 employees.

In my opinion, the technical support is good enough.

I have used some local solutions before and I am also aware of comparable solutions such as Oracle HRMS. I believe SuccessFactors has the advantage over HRMS, and I have observed a few customers who have converted from HRMS to SuccessFactors. 

Before SuccessFactors, however, I haven't been involved in any deployments for another type of HR solution. 

The deployment of SuccessFactors is easy, though it can take from three to six months. There are a lot of different modules that each deployment requires, but luckily there are many common features that you can use across different deployments.

I think the pricing is a little better than most solutions out there. There are reasonable prices when it comes to some of the modules such as the Payroll module, and for the remaining modules I believe the pricing is fair in comparison to the rest of the market. When comparing SuccessFactors with other solutions with the same level of capabilities, the pricing is roughly on par.

When it comes to licensing, this depends on the users. Dealing with onboarding 100 to 200 users is a lot different than when you're dealing with 1,000 to 2,000 users. 

To those wanting to implement SuccessFactors, first you must review the best practices, how the server works, and all the modules you might want to use. This is important not only because you need to make sure that you will be utilizing SuccessFactors to the fullest, but also because it will help you in the future if you want to make revisions or change processes (e.g. how you approach HR operations with the capabilities that SuccessFactors offers).

By reviewing all the features and how your company can use them, you will get a good sense of the value that it can bring.

I would rate SAP SuccessFactors an eight out of ten.

We have been using SAP S4HANA and integrated products like SuccessFactors for payroll calculations and HR management.

SAP and SuccessFactors have provided more flexibility, advanced controls, and robust security features for our organization. However, we have faced several issues with SuccessFactors, particularly with payroll calculations, push data failures, and integration challenges.

The payroll calculation is a crucial feature of SuccessFactors. The cloud security and the correct features for payroll calculations, once issues are resolved, are valuable aspects of this product.

One area of improvement is the time taken to configure changes, such as taxation rules, which can take several months. Additionally, having user-friendly logic that allows user-defined rules could make the system more adaptable and reduce dependency on external consultants.

We have been using SuccessFactors for almost two and a half years.

There have been instances where SuccessFactors fails to capture and push data correctly, leading to the need for manual interventions.

There are two kinds of technical support: consultants for SAP support and business consultants. We feel that they lack the necessary knowledge and expertise, which affects the efficiency of issue resolution.

Positive

Before SAP SuccessFactors, we were using Remco ERP product.

We have faced significant challenges with the consultants provided, especially regarding their expertise and the time taken to resolve issues.

It is critical to have a dedicated SuccessFactors consultant for effective management. For mid-sized industries, handling SAP products without proper technical support can be challenging.