SAP SuccessFactors Reviews

I use this solution for reporting related to employee information and contacts. 

This solution could be improved if it offered the ability to generate reports automatically.

I have been using this solution for one year. 

I would rate this solution a five out of ten. 

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.

The Admin Tools functionality in Employee Central is great. For a technical/functional associate within our IT team, we can accomplish many (but not all) of the requests from our business partners.

The role-based permissions functionality is beyond great (in my opinion) and is honestly more robust and flexible than any other security setup/process that we have with other business software that we use (and have the ability to maintain security roles with).

Prior to implementing SuccessFactors, we had nowhere to go for a single snapshot of our entire company. Today, we have our entire North America, Europe and Hong Kong businesses in the system and therefore easily accessible.

SuccessFactors allows us to have an online performance/review process that is consistent across the organization.

SuccessFactors has a workflow/approval process in place to ensure that updates are made/approved by the official ‘manager’ and 2nd level ‘manager’ for that associate. Prior, everything was done on paper and faxed to payroll for entry into the legacy JDE system.

All department/store leads now have the ability to see employee information for those reporting through them (initial level and cascaded down).

All department/store leads now have the ability to make change requests for anyone in their reporting tree without having to fill out a form and faxing to payroll.

The entire company now has a tool to view basic information (including associate photos) on their fellow associates.

I think the integration methods can be more user-friendly.

SuccessFactors modules must become more integrated than they are today (i.e., EC with Performance, Goals, Onboarding, Compensation, etc.).

SuccessFactors modules must become more integrated with other SAP products (i.e., SAP ERP, Concur, Fieldglass, etc.).

Would be nice to have more standard integrations created for SuccessFactors. Currently, we are aware of standard integrations with WorkForce Software Time & Attendance and BenefitFocus. Others would be good to have (i.e., ADP).

The new hire process should have direct deposit entry as part of the initial step; we had to custom build this to ensure that every associate had at least one direct deposit record upon hire (we are 100% direct deposit company).

We went live with EC, Performance, Goals and Compensation in May 2014; a little over 2 ½ years ago.

We have not really had any stability issues. During performance review time (i.e., August/September) there seemed to be data center issues where associates were all having system timeout issues, data was being lost from Performance Reviews documents, etc. This has been resolved, but was an issue at one time.

I am not aware of any scalability issues.

Technical support has been an issue since day one. We have made our concerns quite apparent. We pay extra for Premium Support (SAP Preferred Care) and honestly cannot see what we are really getting at times. We have an assigned CSM, but this is our 3rd one (although we like our CSM now). When a priority issue is sent to ‘Engineering’, it becomes a black hole of sorts. The priority of our case is no longer relevant as the CSM (and team) cannot do anything once it gets sent to the Engineering Team. This is a problem, since for us, SuccessFactors support is SuccessFactors support, regardless of what department/level the case sits in.

More direct interaction with the case specialist would be very helpful. When we occasionally have the ability to speak with the person actually working on the case (i.e., not CSM or initial support team), we find it extremely helpful (but unfortunately, doesn’t always happen).

We had no specific HR system. Employee data was housed in the payroll system and not available to anyone outside of HR Payroll. Performance reviews and comp were all manual with Excel and other Microsoft tools. The organizational chart was basically Excel and not always accurate.

Setup was straightforward, but that was only because our implementation team (IBM) did all of that for us and walked us through everything. Eventually, we realized how intuitive the process actually is.

The only other product we were going to use was SAP HCM On-Premise for HR and payroll with a connection to SuccessFactors for the Talent Management suite (i.e., Performance & Goals, etc.). That project never got started and once we saw Employee Central as a SaaS offering, we determined to keep the existing payroll process (it has since been upgraded to ADP) and go forward with the Employee Central/SuccessFactors integration (especially since SAP purchased SuccessFactors and should’ve had SuccessFactors/Employee Central fully integrated, which it wasn’t).

I would make sure they do their homework on an implementation partner, as that can make all the difference in the world.

I would make sure that all potential business changes are reviewed ahead of time so that the implementation partner can incorporate accordingly. For example, organization hierarchy changes, performance/goals modifications, job code changes (if necessary), etc.

Inquire about what all of your integration and reporting options are within SuccessFactors.

Inquire about how much you, as a customer, can do (i.e., Admin Tools) once implementation is completed.

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.

SAP is our ERP. On the cloud we only have SuccessFactors for the recruitment.

We are currently looking for a better solution enabling us to better analytics. So SAP on-premise is pretty old and while it allows a lot of flexibility, it doesn't give us the flexibility to integrate to other modules. We have many interruptions and disconnection points into processes, which is why we are looking to another solution. We are not so happy with the system. We believe we have in the market better solution, so we are looking for alternatives but so far the system has been used a lot. It's brought to our organization a big big improvement. We would give it a good rating. 

The analytics part could be improved. Analytics are pretty poor plus some usability parts need improvement but in the end, the process is covered. In some cases, we don't have the possibilities to reverse the workflow. Overall, the product is a good product, I'm not saying it's bad. We are just looking for an integrated platform and of course, SuccessFactors is one of the possibilities. We are evaluating several alternatives.

In the next release, I would like to have the possibility to reverse workflows. There should be better automation. On the scoring, it's pretty fine. It really depends on the way you manage your recruiting. We are a wide organization so we have these type of issues. But for the normal recruiting process, it's more than enough.

The system is pretty stable. We have not had big issues with that. 

Scalability needs improvement. 

I would definitely recommend SuccessFactors but I think the roadmap for a better product needs to happen. Our overall rating is good but I think there is space for improvement.

I would rate it a seven out of ten. 

I am using SAP SuccessFactors performance management for documentation.

The most valuable feature of SAP SuccessFactors is analytics.

The price of the solution could improve, it is too high.

I used SAP SuccessFactors within the last 12 months.

SAP SuccessFactors is stable.

I have not used the support from the vendor.

The initial setup of SAP SuccessFactors is easy.

We have not seen a return on investment.

The price of the solution is highly expensive.

I would recommend the solution to others, but the price is too high.

I rate SAP SuccessFactors a six out of ten.

We primarily provide this solution to our clients. It's an HTM solution and talent management is included within it.

Generally, it is quite an integrated product.  

In terms of user experience, it is quite good. 

There are quite a few features, such as AI, machine learning, et cetera, which are embedded right in the solution. The solution can interact with the cloud and you can do app development and tasks like that with it. 

It's pretty good for reporting. It's done pretty easily. 

I really like the integrity of the solution.

There are a few features that are missing. There are specific features on the HTM, such as telecom safety, that just isn't there. It's not a very detailed solution in that sense. However, it is maybe not expected to have those kinds of features on the surface level of the product.

We haven't used the solution for too long. We've only really used it for about a year or so now.

The solution is very stable. We haven't faced any issues in regards to bugs, glitches or crashes. We find it reliable.

We haven't heard anything about problems related to the scalability of the solution. It is quite scalable, in fact. Being on the cloud, the solution is definitely scalable. I believe Success Factors are implemented in many multi-national companies with large numbers of users. It's know to be a scalable solution.

Since it is on the cloud, the technical support required is pretty minimum for us. The technical support is provided by SAP and SAP Solutions it is generally okay. 

They don't need any technical people from their partners or the implementation company, due to the fact that it is provided by the product, which is the vendor who supplies the product.

Companies may need them near the beginning of the implementation, for setup purposes to discuss items with the client. However, once it's established, the need for technical support of any kind drops off.

The initial setup is quite straight forward. It's not complex due to the fact that it deploys to the cloud.

For us, it was what they expected, and it was very straight forward. 

We have our own team that manages the solution in house. For Success Factors, generally, if we use the standard solution, and there are not too many customizations, then it requires maybe a maximum of five people to maintain everything. Generally, maybe more in the beginning, it may be a few more people. However, as the system stabilizes, it's probably five maximum. Five to ten people, maximum, are needed.  That's quite a large acknowledgement, I would say, if I'm honest.

We are using a cloud service that has been assisting us. In our case, we just asked for the system and they deployed it for us.

I don't want to comment on the license cost, to be honest. It could be about $1,000 approximately per customer. However, it's very flexible in terms of the licensing costs depending on the volume and depending on the deal of installation. 

If people don't really accept the discount, they've always got other businesses that will discount, so pricing is very fluid and flexible for companies.

We are a platinum partner with the company.

The solution is a very good product. It's very stable. It has lots of great features and lots of support available from SAP. The product vendor has a great system connected to a lot of SAP systems overall. It's open to connectivity with other systems. 

I would recommend Success Factors any day.

I'd rate the solution seven out of ten. There are a few features missing overall. If they had a few more, I'd rate them higher.

We use SAP SuccessFactors modules. For example, the employee central for employee repository and HR purposes, performance and goal management modules for appraisals, and LMS modules for all learning needs.

What I appreciate most about SAP SuccessFactors is that it has all the modules in one platform.

SAP SuccessFactors is the best option in the market for HR use cases.

I also find the solution user-friendly.

An area for improvement in SAP SuccessFactors is that it has a lot of quarterly updates. Still, the updates need to be more industry-specific because every industry has specific compensation modules. For example, every organization has a different compensation structure and incentives, so the compensation module and other modules still have room for improvement in SAP SuccessFactors.

What I want to be added to SAP SuccessFactors is a chat box where SAP staff can give support to users.

I've been using SAP SuccessFactors for ten years. I'm also implementing it for customers because my company is a consultant for module executions.

Stability-wise, SAP SuccessFactors is still a work in progress, mainly because it has a lot of enhancements required, so my company creates tickets for the enhancements. In terms of stability, SAP SuccessFactors is an eight out of ten.

You can choose to scale up or scale down SAP SuccessFactors nowadays. The solution is much more scalable, so if today you want to start with one hundred users, then tomorrow you want to go up to five hundred, then you can do that. Scalability-wise, I'm rating SAP SuccessFactors nine out of ten.

I'm satisfied with the SAP SuccessFactors knowledge base and support.

Setting up SAP SuccessFactors is easy, and it has zero downtime. It generally takes three months to deploy any talent module or employee central of SAP SuccessFactors.

I'm a consultant for SAP SuccessFactors, which means I use it in my company and implement it. I'm working with the latest version of the solution because my company upgrades it quarterly.

Deploying each SAP SuccessFactors module requires at least one expert, and there can be cross-functional resources, especially for the talent modules. Still, the SAP SuccessFactors employee central needs at least one person dedicated to the project.

I advise anyone planning to implement SAP SuccessFactors to evaluate it first. Ask yourself what the company's requirement is. You need to confirm the requirements and needs of your organization before choosing which SAP SuccessFactors modules to use.

My rating for the solution is eight out of ten.

My company is an SAP SuccessFactors partner.