SAP SuccessFactors Reviews

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. 

SuccessFactors is primarily used for employment engagement (e.g. payroll and claims) and to manage HR-related information.

SuccessFactors' best features are talent management and HR Analytics.

SuccessFactors' experience management is not so user-friendly - the launch through the initial dashboard is okay, but when you do a deep dive into certain applications or specific scenarios, the navigation needs to be improved. In the next release, SuccessFactors should include better integrations and reusable plugins. 

SuccessFactors is stable.

SuccessFactors' technical support is responsive.

Neutral

From a technical perspective, the initial setup is straightforward because SAP is engaged in the implementation. But from the customer's point of view, it's a little challenging because it's a new platform, so it requires some training before it can be used. That means that while the roadmap of implementation is six to eight months, there is an additional four to five months of user training.

I'd advise anybody thinking of implementing SuccessFactors to know their target audience and the kind of features they're trying to provide. I would rate SuccessFactors eight out of ten.

We use SAP SuccessFactors for HR.

SAP SuccessFactors improved my organization through automation because it converts all manual processes into automated processes.

What I like most about SAP SuccessFactors are its recruiting and compensation features.

There's room for improvement in SAP SuccessFactors, particularly in terms of innovation. I'd like more flexibility in its functionality and more customization.

In terms of what additional feature I'd like to see in the next release of the product, it depends on the module because you have various modules in SAP SuccessFactors, so it's easier to go module by module and understand what features you have in each module. The product has a lot of features coming up, but the product being more mobile, or having mobile features would be nice.

I've been using SAP SuccessFactors for around three years, and I've used it in the last twelve months.

SAP SuccessFactors is a stable product.

SAP SuccessFactors has good scalability, and it's scalable globally.

The technical support for SAP SuccessFactors is quite helpful.

I didn't use a previous solution as an alternative to SAP SuccessFactors. This was my first deployment.

The initial setup for SAP SuccessFactors was not straightforward, but it still depends on your implementation plan, and it's based on your business needs. To be specific, the setup isn't complex or straightforward. It's a combination of both. On a scale of one to five, I'm rating the initial setup for the solution a four. The deployment of SAP SuccessFactors took six months to complete.

My team implemented SAP SuccessFactors, so it was an in-house implementation.

I've seen ROI from SAP SuccessFactors because it converts all manual processes into automated processes, so it gives more flexibility to the business.

I don't have any knowledge about the licensing cost of SAP SuccessFactors.

I'm using the latest version of SAP SuccessFactors.

Around five thousand people use SAP SuccessFactors, and ten to fifteen people handle the deployment and maintenance of the product.

What I can share with people looking to implement SAP SuccessFactors is that it's quite intuitive as it's a cloud solution, and it's also the latest solution and would be great for your business needs. What to keep in mind is that SAP SuccessFactors is also one of the top cloud-based solutions.

My rating for SAP SuccessFactors is eight out of ten. I'm not rating it a ten because there's always room for improvement.

My organization is a customer of SAP SuccessFactors.

We are using SAP SuccessFactors for many of its modules, such as payroll and recruiting.

The SAP SuccessFactors integration with old versions can improve. We are using an older finance module but we are having migration issues.

The problem we are facing is with our employee culture. It is difficult for some users to use the solution. 

I have been using SAP SuccessFactors for approximately three years.

SAP SuccessFactors is stable, we have not found any bugs or glitches.

The scalability of SAP SuccessFactors is good.

The technical support has been helpful.

SAP SuccessFactors is simple to set up.

I rate SAP SuccessFactors a nine out of ten.

SAP SuccessFactors is used as its HR solution, to implement the SuccessFactors.

I implemented SuccessFactors' LMS and provided support and enhancements to Employee Central, Time Management, Recruitment, Performance Management, Goal Management, Reporting, and Analytics.

SAP SuccessFactors, in my opinion, is the best cloud-based HR solution tool for any size business.

Considering the entire suite, Learning is on the verge of many upgrades, but it still needs to be upgraded to such a scale that it almost feels tightly integrated with SuccessFactors because Learning is on Plateau, and SuccessFactors acquired Plateau, and later SuccessFactors was acquired by SAP. Learning is still based on another Plateau platform. Much more progress is required in the Learning space.

Everything, including the provisioning dependency, should be moved to the instance, and coding should be kept to a minimum. Wherever possible, coding should be minimized, and everything should be a drag-and-drop.

UX and UI are already user-friendly, but there are some aspects that require some HTML or XML knowledge. It's not for everyone.

I have been working with SAP SuccessFactors for three and a half years.

SAP SuccessFactors is a stable solution.

SAP SuccessFactors is a scalable product.

Our entire HR solution is built on SAP SuccessFactors.

We are implementation partners. Not only is it implemented in our company, but it is also implemented for others.

I would rate technical support a four out of five.

Positive

NTT Data is a partner for SAP.

Every module in SAP SuccessFactors is complex in its own way. LMS and Time Management, in particular, require extensive configuration knowledge, experience, and hands-on experience. Only certified consultants are encouraged to apply.

If you have a large customer base with thousands of records to deploy, it could take three, four, or four to five months.

Maintenance is determined by the scope of the project. If it is a large company with more than 50,000 employees, 50 plus countries, and multiple locals, then at least four to five consultants are required because configuration changes, support, maintenance, and everything else will be required, and some of the aspects in SuccessFactors require extensive experience, hands-on, and knowledge.

They rely on certified consultants, of which there are two levels of certification: associate and professional. It is best to have a professional certified consultant.

It is not expensive because it is a complete suite with a module-based cost.

I am not sure about the pricing, but I understand it's a popular solution for mid-size, small-size, and large-size businesses. I don't see pricing as a challenge. I would rate their pricing a four out of five.

Always refer to the SAP standard, help guide, and help portals. It is preferred to use certified consultants from the implementation partners because it is very difficult to rework and reimplement once it is implemented and all the integrations are in place. It is better to get it done clearly and sound the first time. It's good. 

I believe that more and more organizations will choose a cloud-based solution.

I would rate SAP SuccessFactors a ten out of ten.

We use SAP SuccessFactors for our performance management, goal setting, performance evaluation, and employee confirmation, e.g. employee letters. We also use it as an employee self-service tool for personal data updates, life cycle events, and learning management.

It's the performance management feature that I find most valuable in this product. As for the product itself, I like its flexibility and configurability. It can handle different types of performance management from one organization to another, and this is one of its best features.

What needs to be improved in this product is the user experience. In general, for SAP products including SuccessFactors, the user experience is not so great, particularly the whole user interface. A lot of new age products beat them on that.

While SAP products are great from functionality and feature standpoints, the whole user experience element is always lacking. That's one area SAP should focus on.

There are other areas where we have not liked SuccessFactors. For example, as a recruitment solution, it's not great for onboarding and exit. Two years ago, we decided to use a different product for recruitment, onboarding, and exit. We're no longer using SAP SuccessFactors for those activities.

I've been using this solution for 10 years.

This solution is extremely stable.

I found this solution absolutely scalable.

SAP has implementation partners, so the technical support is given by the implementation partner. We have not contacted SAP for support, but as far as SuccessFactors is concerned, any product level support and response is very good. It's very well-structured and well-governed. They have a knowledge-rich library that you could always go to. There's also some forums where you can go and ask questions and get answers to your problems. The ecosystem itself is quite strong, including their responses as far as support is concerned.

The decision on which solution to use happened between 2010 to 2011. When we made the decision, it was not with SAP. SuccessFactors was a different organization.

During that time, the reason for moving to SuccessFactors was because we were looking for a SaaS-based product in performance management and there was nothing better than SAP SuccessFactors then.

If I look at the last three, four, or five years, and why we have stayed with SuccessFactors and continued with it, it was because of global scalability. We are a global organization. When you are an India-based company and headquartered in India, the only options you have are Oracle and SuccessFactors.

Performance and talent are the main focus areas for us and even today, SuccessFactors is much better in performance management and talent modules than Oracle, so we've stayed on. The other reason for staying with this solution is change management. Why change unless something is significantly better?

I wasn't there during the setup, but I don't think the setup was complex because there were a few things we've implemented and implementation of those weren't complex.

We have a yearly license for this solution. Any additional costs we pay to the implementation partner, to the support partner, but not to SAP.

This solution is a SaaS. It is deployed on the cloud.

I might have gone to your site out of curiosity, but we already have SAP SuccessFactors. We are using SAP SuccessFactors.

We have 7,500 users for this solution in our organization. We don't need much staff for its maintenance. We are using SAP SuccessFactors extensively. As for plans for increasing its usage, we definitely want to if the business and our headcount grows: We will use it for more users. As of now, no plans of increasing usage of this solution.

My advice to anybody implementing this product is to first have a SaaS mindset. It's a SaaS product, so you can't have an on-premise mindset of "I'll give whatever requirements and the product should do it." Having a SaaS mindset is my first advice.

My second advice is to keep in mind that these products give recommended practices based on which the product is built. If you could tweak your processes to embrace the recommended practices by SuccessFactors, then your chances of becoming successful, or embracing the product is going to be much higher.

My third advice is to stay with SAP SuccessFactors and use all the modules together. For example, there are modules for recruitment or onboarding where you may have certain functionalities missing, but if you could keep as many HR processes on the same product integrated, then the employee experience is going to be much better, compared to trying to use SuccessFactors for a particular purpose, then another product for performance, another product for learning, etc. It's better if you could be on an integrated solution, so your user experience and your adoption at the end of the day will be much better.

I would give this product an eight out of ten rating.

I mainly use SuccessFactors as an onboarding solution, and we're also implementing it for compensation and benefits administration.

The most valuable feature is the onboarding module, which enables candidates to fill in their details online and smoothly transitions data from the recruitment module into the SAP database.

SuccessFactors could be improved by making it usable on mobile and making its features less rigid. Right now, if we make a customization and then SuccessFactors issues an upgrade, we get stuck because our customization doesn't come over from the previous version.

I've been using this solution since 2020.

It's stable.

SuccessFactors is scalable.

Accenture gives good technical support.

My company previously used Taleo.

The initial setup was very straightforward and hardly took any time - we were up within a few weeks.

We used Accenture as our implementation partner. Their performance was good, and they continue to maintain the system post-implementation.

We evaluated Oracle Fusion, PeopleSoft Fluid, and Darwinbox.

SuccessFactors is intuitive and easy to use. When implementing, go for all the modules instead of implementing a half-strategy, as this will be better for the company and the employees. I would rate this solution ten out of ten.

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.