SAP SuccessFactors Reviews

We use the private deployment model of this solution. 

It was much easier than the previous system. It made things a lot easier and operations much smoother.

The best models we used were the Goal Management and Performance Management. They were the most useful. We use three modules in our company, the Goal Management and Performance, the Talent Acquisition, and there's the LMS, the training. The best features that were working well for us was the Goal Management and Performance Management. They were the most valuable to our organization.

They should improve the reports. We had a problem with the reporting. If we compare it to Oracle products, Oracle has much more comprehensive and a better reporting system all in all. They really should work on the reports and making it more user-friendly. There's room for more customization in the reporting. This is the feedback I received, that the main edge that all Oracle products have is the reporting system, which is the main reason why I'm using the system in the first place.

In the next release, I would like for them to make the system have a slot for regular, back and forth feedback. It should have a feedback form on the system. 

It is stable. We haven't had any problems. 

Scalability is good. We can easily expand it. We were able to integrate it with a couple of our systems.

We were not happy with their after-sales support. Whenever we had an issue it was really difficult to get in touch with them. There was a problem with asking them about a feature or other things. They weren't as responsive as we would have hoped. During the installation of the system, they replied 24/7. However, after we deployed the system, it was not that easy to get a response.

We previously used Oracle. We switched because SAP is much more user-friendly. We weren't using Taleo or Fusion, we were using Oracle Basic. SAP was user-friendly for our employees.

The initial setup was straightforward. SAP was really supportive during this time.

We used a consultant for the deployment and they were very supportive during the time. 

I would advise someone considering this solution that they need to really look into their requirements and be very specific regarding the requirements when getting their orientation on the system and creating the requirement documents. They really need to to be very specific and very detailed in their requirements. Make sure to understand all the features and capabilities of the system.

I would rate it a seven out of ten. 

The tool allows us to consolidate many review processes into one process. We had a lot of processes and everybody was doing their own thing. This tool has streamlined that succession management process.

We have multiple offices in different countries. This solution allowed us to consolidate all that data together without having to send spreadsheets and emails.

There are opportunities in every piece of software. It's not 100%. It's hard to find developers. That's the only problem we really have with this solution. It's hard to find people who can manage it.

In terms of stability, so far so good.

It's our first year of implementation and we haven't had any scalability issues yet.

We have used technical support. I would rate their support as average. They are not as fast as we want them to be. They help us with backend technical interfacing between other systems. We're taking data from other systems and pushing it in.

We didn’t have a previous solution. We have lots of employees and we're growing very fast. Selecting this solution was something that needed to happen.

I was not involved in setting it up. I was involved with the data integrations, which were very complex. They have a set of web services and connections to them. The libraries were not up-to-date and this contributed to the complexity.

Start with a small implementation first and then work from there.

When looking for a vendor, the cost is the most important factor. The next factor is scalability. We want to be able to grow with the product.

We currently use SAP SuccessFactors for a variety of HR business processes. We have talent modules for performance and goal management to manage all of our performance HR processes. We also use SuccessFactors recruitment to manage all of our hiring processes and candidate searches, as well as complete candidate processes. We use employee central to manage all of our HR core master data and HR operation processes such as hiring, promotion, separation, transfer, and so on.

We use the product in various countries and business processes where we cover the construction, manufacturing, and building systems. We can always rely on SF in any business function.

A suite of SuccessFactors Talent Management tools helps us in managing the entire employee journey. HR may utilize the recruiting tool to match external and internal talent to job openings. Employees can also use the app to look for work within the organization.

HR and managers can use the onboarding tool to help new employees prepare for their first day on the job, which can help them acclimate to the company culture and reduce anxiety.

HR and managers can use the succession and development tool to create career paths and staff development plans. When combined with the learning tool, these development objectives can help employees gain the skills they need to advance their careers within the company.

The Continuous Performance Management (CPM) is a feature that allows managers and their employees to communicate in real-time about areas such as performance, goals, and activities. SuccessFactors CPM aims to ensure that work is aligned with objectives and that a live summary of accomplishments is available. It also allows for coaching. It's very useful to have.

The CPM application provides a platform for employees and managers to communicate about their activities, accomplishments, and other aspects of measuring and managing performance on an ongoing basis. It is designed to help managers define activities, discussion topics, and accomplishments, as well as coach and provide feedback - all of which are critical in motivating remote employees. Employees benefit from SuccessFactors CPM by receiving activity updates, discussing topics, recording accomplishments, and providing feedback.

The complete integration process between SuccessFactors modules is not at the level that all customers expect when it comes to complete HR user experience from all angles. For example, the new center capability still requires a lot of effort from SAP to have a complete integration business process and to allow customers to reap the full benefits of such an important feature.

Also, the EC payroll module is still dependent on the old SAP payroll on-premise system, and from a customer standpoint, Successfactors deserve to have better payroll runs that are easier when it comes to a customer's customized processes.

I have been using SAP successfactors for the last nine years (from 2013).

The self-service part is most valuable. Employees and managers can do a lot of things on their own, and they are not dependent on the HR organization. 

The data management part can be improved in terms of how you can manage data from the HR admin's or HR team's perspective. It has some limitations in the reporting part in terms of how you can update the data and fetch the data. SAP HCM comparatively has a lot of capabilities in terms of backup loads, data management, data changes, etc. You can do these things easily, which is not the case with SAP SuccessFactors. Data management should be simplified in SAP SuccessFactors in terms of accessing the data, reporting, and then manipulating the data.

I have been using this solution for almost three years.

I didn't find any issues from the data security perspective.

I didn't have any experience with them because we had an internal IT team that used to support us. They might have raised tickets with SAP. They sometimes used to say that they need to reach out to SAP to get clarity on some of these things, but for us, there was no interaction with the SAP support team.

I would definitely recommend it. SAP HCM support is ending in 2027. The organizations that are not yet on SAP SuccessFactors or are on SAP HCM need to figure out how soon they can move to SuccessFactors or other platforms. The support from SAP will end for SAP HCM, and currently, SuccessFactors seems to be a leading product.

I would rate SAP SuccessFactors an eight out of 10.

Our use cases are made up of two broad categories. The first one is defining or determining goals and the second focuses on behavior. We carry out self-assessments that are then evaluated and the company evaluates performance this way. I'm a public policy specialist.

The product is easy to use and they've recently developed a new and more user-friendly layout where everything is right in front of you. 

The single problem that needs to be solved is that once you submit a form it cannot be edited. It would be helpful if that were a possibility. If I want to make a change, it means going to the HR department to gain access.  

I've been using this solution for two years. 

SAP is a stable product. 

The solution is scalable, we have 2,000 users. 

The company provides good service and accompanying support.

I rate this solution eight out of 10. 

We are using it for a lot of things: HR, performance management, and learning management. There are a lot of features embedded in SuccessFactors.

The solution was implemented on the old platform, and we cut it over to S/4HANA.

Under SuccessFactors, you have the HANA performance management, Headcount. You have Headcount by gender, employee Headcount by location, and employee Headcount by company code. There are personal profiles of the individual staff. They have their leave management, development plan, and learning activities. They can review their performance.

There are a lot of features in SuccessFactors that HR can actually explore. We recently implemented a learning platform that employs the individual staff to actually manage their own learning. They can subscribe to courses and then, when they renew to get approval from there, that's where they can seek and get approval through the course. They can do it at their own pace. SuccessFactors allows you to manage your team, have calibration for promotion, and you can generate reports and see how you're doing.

There is a pack called Fiori. It's user-friendly because the way it is laid out, you can easily see what you want to do. Once you use it frequently and interact with it, you get the feel of it.

The price could be lower.

I have been using this solution for almost five years.

So far, the stability has been good.

The product is scalable. We can add more things, and it doesn't interfere with the solution. We do a test run and quality assurance before the production environment.

We have in-house support. Calling technical support sometimes takes a while, but we have some people who have the experience. We already have them employed, so when we need anything, we go to them. If it is beyond them, then we escalate to SAP.

The setup is a matter of planning. If you get your planning right, the deployment of SAP or any part of the module will look very easy. With the proper planning, you will have the right skills and the right SAP partner that can partner with you in the rollout, and you'll be able to deliver with little or no hitch.

For SAP, the product is pricey, both CAPEX and the OPEX. It's something that could be improved.

I would rate this solution 8 out of 10. 

The product is stable, scalable, and addresses a lot of issues. You can add more modules onto various factors as you go along. But it is a pricey solution.

I would recommend this solution for large enterprises because of the cost. I would like to see them come up with products for small enterprises.

We use this solution for Performance Management, Talent Acquisition, and Learning.

This core functionality in this solution is solid. We use it daily at Micron for various HR functions.

Talent Acquisition and Learning features are best in class.

The Reporting/Analytics and User Interface need improvement.

We use SuccessFactors for HR and administrative services, including payroll, hiring, promotions, resignations, etc.  It covers all the everyday functions of the employee life cycle.

SuccessFactors feels rigid. It should be more streamlined. Also, the interface design is outdated and needs an upgrade. 

I have used SuccessFactors for four or five years.

I rate SuccessFactors eight out of 10 for stability. 

I rate SuccessFactors six out of 10 for scalability. It covers about 2,000 to 3,000 employees at our company. 

I rate SAP SuccessFactors six out of 10.