SAP SuccessFactors Reviews

We use this solution to provide HR application functions.

This solution is very user-friendly, and supports 60 plus languages.

There is not much scope for enhancements, personalization, or customization with the cloud-based variant of this solution, which could be improved.

We would like there to be better integration with this solution and our existing systems.

We would also like the option of whether to implement new features, or not, when they are released.

We have been working with this solution for four and a half years.

This is a very stable solution.

In our experience, this product is scalable and very adaptable.

We have found tehtechnical support team for this solution

Speaker 2:

Because they are responsive, they would be very approachable as well. But yeah, sometimes the SAP case, it goes across multiple geographies, across multiple points of contact, from development team to the product team or to the cross-functional teams. It floats around until a resolution or until it reaches out to the correct point of contact. So considering those cases, it may take a while for them to come up with a resolution for some cases. Otherwise, in most of the cases, pretty much the resolution is maybe in a latency of six to seven days it gets resolved.

Positive

The ease, or complexity, of the initial setup is dependent on the expertise level of the implementation partners, who will need to be certified in at least one module being deployed.

There are standard test cases, test scripts, best practices, implementation metrics, phases, timelines, and the way the project is generally executed. As long as these are adhered to, then the implementation is straightforward, but it is not admin-friendly and cannot be carried out solely in-house.

We would advise organizations that while this is user-friendly, in-house admin teams may find the technical dependencies of this solution to be challenging.

We would also suggest that that anyone involved in the implementation of this software becomes familiar with the best practice for this product, via the knowledge-base articles and help guides provided.

We would rate this solution a nine out of ten.

SuccessFactors is a good ERP system where you can handle all the employee records from the hire date to the retire date.

We like that all the employee events, everything, can be managing on one single system and it is very user-friendly and very agile.

The integration between the modules is very simple if it is a standard integration. 

The product supports third-party integrations.

The recruiting module has vastly improved since I initially started my career with SuccessFactors.

The initial setup was pretty simple.

This is a cloud product. Every six months or so, or very close to quarterly, they issue a new release. Different customers will therefore have different views. 

The pricing could be lowered a bit. It's a little expensive for many companies.

The stability could be a bit better.

When they try to do enhancements, they work to take every customer requirement and request into account. However, it might take a long time for clients to actually see the enhancement come to fruition.

I've been working with the solution for about six years at this point. 

The solution is mostly stable in the sense. That said, in some areas, it is not stable. When instability is detected, patches are released that can make the system more stable and more user-friendly.

The solution offers very good scalability. A company shouldn't have any issues with expanding.

So far, technical support has been good. Based on the priority of the ticket, we get issues resolved rather quickly. If it is a very high priority, we can get a resolution within three or four hours. They are helpful and responsive. We're satisfied with the level of support.

The initial setup is not overly complex or difficult. We found it straightforward. It's simple to set up. A company shouldn't have any issues with the process.

The pricing is a bit high for smaller to mid-sized companies. Larger organizations may find the solution reasonable. 

The licensing is based on the number of users. Therefore, the higher the number of users, the higher the cost to the company. If they could come down a bit on pricing, they may expand their market share as more companies could afford it.

We are SAP partners.

There are different ERP systems that are available in the market. Each one is unique with respect to all the features they have in-build in the system. With SAP, what we can tell the clients or customers is that they have a seamless integration between the modules. The data is very secure. They have business logic, which they can configure based on different events. All the records of the employee will show up in one single profile view. They don't need to go to different screens or different systems. It's very convenient.

I'd recommend the solution to other companies.

I'd rate the product at an eight out of ten.

User Interface - Gives a polished look for both users and administrators when they login and access the system.

Workflow configuration - Can configure any level of workflow for approval process with functionalities such as dynamic group, dynamic role concepts.

Role-based permissions - Can define a very clear role-based permission based on portlets or fields level permission.

The implementation has helped the organization by having a unified process across all locations.

Configuration transportation functionality is not available in SuccessFactor. If this functionality is introduced, a lot of time can be saved configuring individual systems.

I have been using it for three years.

We haven’t had any specific issues except for few issues related to the upgrade, which was resolved by SAP.

No specific scalability issues have been found.

I would rate technical support average to good.

We used legacy human resource systems in which there was no employee self-service functionality, as well as no workflow for the approval process. The authorization part was so rigid that it was very hard to maintain. Hence, we switched to SAP SuccessFactors.

The setup is straightforward and SAP provided adequate and updated version documents for reference.

There is room for negotiation with reference to pricing and licensing, which SAP supports.

There were other products evaluated, but we found SAP SuccessFactors to be more promising with reference to functionality and from an implementation perspective.

The first activity any company should do is to streamline their policies and procedures, set a clear authority matrix and identify their reporting requirement before going for implementation. A good policy can add real value during the implementation.

We are using this solution for HR functions, such as leave applications, HR, salaries, profiles, and for our KPI.

What I like the most is the KPI management formula.

The user experience could be simplified.

In the next release of SAP SuccessFactors, I would like to see mobile apps.

I have been using this solution for a year, which is when I started with this company. They have been using SAP SuccessFactors for several years.

To date, we have not experienced any issues with stability.

In our company, we have 2,000 users, who use it on an as-need basis.

I don't have experience with the scalability. It's not an area that I manage, but, in terms of performance, there are no issues with it.

I have not had any contact with technical support. We have our IT support desk who handles any issues by contacting SAP if there are any problems.

We have a separate team in our company who has contact with SAP.

Previously in another company, I was working with a finance system. I was not dealing with any HR solutions.

The maintenance of this solution is done by the vendor.

I would recommend this solution for anyone who is interested in implementing it.

I would rate SAP SuccessFactors an eight out of ten.

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.

We have found objects like Foundation and MDF most valuable.                                                 

In the next release, I would like to be able to configure objects from instances, not from import and export files. That would be easy to do and make the application mobile available for anyone who wanted to hire and recruit, not only employees of companies with the SuccessFactors system.

We have been using this solution for almost three months.

The solution is stable.

More research, more reading about SuccessFactors products, and a deeper understanding of human resources have increased my knowledge. The product is also scalable because it feeds to bigger companies.

On a scale of one to 10, I would give the product an overall rating of nine.

The overall interface is easy and user-friendly. 

I would advise future SAP SuccessFactors users to gain more skills in Employee Central solutions and issues and the customization of many projects because not all companies have the same customization. It's very different.

I primarily use this product for employee management. This includes an objective assessment of money made, creating performance reviews, and recruiting new employees and management.

It has improved my organization by enabling us to efficiently manage our personnel.

The features that I have found most valuable are the ability to set and review goals, and the ability to manage performance in general.

In terms of what needs improvement, in Employee Central, one of the features that I think SuccessFactors really lacks is the ability to view the time off of all employees at an organizational level. We have had instances where some of our clients wanted a version where at a glance, we can have an HR analytics that shows who is on leave, or has been on leave and when. You have that at a team level and at a peer level, but you don't have it at an organizational level. When you have to put together an agreement on leave with your client this is very lacking.

Also, it would be helpful if they could improve its ability to localize the product to Nigeria.

I have been using this solution since early 2017.

I think it's a stable solution. We have not had any issues with its deployment or use. It's been stable, so I don't know if there are any issues because we haven't had any challenges around it. 

My impression of SuccessFactors is that it is quite scalable. For example, we have clients who have slightly above 800 employees who are using it. We have clients that have over 1000 users using this. I also read online a few months back about a Russian bank that uses SuccessFactors with about 75,000 employees. It's the same product. All you need to do is to get different licenses.

If we had any issues that we were unable to resolve, we can always receive support from SAP. We raise an incident with them, and they respond depending on your priority. If you put priority one, it's almost an instant response. They reach out to you within an hour. On that call they asses the true priority level. If it's something we have to resolve as soon as possible, they will. While if it's something that is less of a priority, they will change the priority to something lower. But what I find is that at the end of the day, you always get a very good response from SAP.

Actually I haven't used a different solution.

The initial setup is straightforward because there are templates and best practices. We can just click on the button from the online center, deploy it into the system, and it sets it up for us.

The time it takes to deploy depends on the requirements and it depends on the number of modes that you deploy. As long as you have clear requirements from the client, it can take between three and four months. It doesn’t take too much time to deploy as long as you have clear requirements.

I work for a partner. I did the deployment with some of my team members.  

Before choosing SuccessFactors, we compared other industry solutions, including Microsoft. But Microsoft's HR product is really not top line in this part of the world.

I think the advice I'd give is that it's a nice solution. It's easy to deploy. It's so easy to use. You really don't need to know much about coding or be a highly technical team to be able to use it. It’s very easy to use. For example, for the traditional ERP that SAP had before, you had to be instructed to work with it. This one is really straightforward.

We are using this solution for performance management. 

One of the most valuable features of this solution is the performance management workflow. 

I think there is room for improvement in user friendliness. In my experience, users are sometimes confused about how to use the solution. 

We have been using this solution since last year. 

This solution has always been stable for me. 

I think the initial setup is straightforward, but they could give users some direction for setting it up for the first time.