SAP HCM vs SAP SuccessFactors
We performed a comparison between SAP HCM and SAP SuccessFactors based on our users’ reviews in five categories. After reading all of the collected data, you can find our conclusion below.
Comparison Results: SAP SuccessFactors comes out on top in this comparison. It offers a wider variety of features than SAP HCM does and is easier to configure. SAP SuccessFactors also receives higher marks in the pricing department, thanks to its various licensing options.
"It is a scalable solution. There are three administrators maintaining the solution: an HR person, a payroll person, and one backup."
"It is a pretty stable solution."
"All our employee data, like performance and payroll, is managed through SAP HCM."
"We've found that the solution has the capability to scale."
"The most valuable feature, in my view, is the level of exceptions or error messages that come back when something goes wrong."
"The platform is simple to use and has a user-friendly dashboard and integration features."
"Recently, the localization versions for different countries were increased, and that added value to the solution."
"I like the talent, recruitment, and learning features the most."
"This solution has automatic linking and reporting features. Upgrades are hassle-free because you don't need to change everything from scratch, when compared to Meta4."
"SuccessFactors offers all aspects of Human Resources Management. What I love most about it is that it can be implemented for any company very quickly."
"We have found objects like Foundation and MDF most valuable."
"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."
"The SuccessFactors learning applications within the SuccessFactors learning modules, as well as the performance management system, are highly beneficial for each and every employee in our organization. These tools eliminate the need for using Excel to manage data, allowing for direct input into the system. This streamlines the process, making it easier to view and analyze information. We can readily access our performance history, comparing our actions and achievements from the previous year. At present, we are consistently monitoring our day-to-day performance."
"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."
"The performance of the solution is very good."
"This solution offers good flexibility and configurability. It can handle different types of performance management."
"I would like it to move more towards a single data space, a single data source. SAP as a platform relies on multiple data sources because traditionally, it's been bolted together by the acquisition of other products rather than a single database. That's why there are lots of points of failure and lots of required points of integration. They need a single integration point."
"It would be nice if the solution migrated to S/4HANA."
"It is a bit tedious and manual to work with."
"It would be very helpful for our company if a new version was released with the ability to contain all of the things that we have newly introduced in our company."
"System usability is a challenge."
"The product's learning and development features could be better, including new exclusive LMS tools."
"HCM could improve compatibility, making it more accessible via web applications and graphical interfaces."
"It was difficult to deploy. There were challenges regarding configurations and implementation. So, we had a lot of issues."
"I don't think SuccessFactors is quite fit for use as an employee database."
"The price of the solution could improve, it is too high."
"We would like to see improvement in the initial launch of the product, as it is currently quite slow."
"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."
"The solution is quite expensive."
"Analytics could use some work."
"I find that the website sometimes has problems loading, but I'm unsure if it's an issue with SuccessFactors. After the login, there are some connection issues. We get some errors telling us that it cannot connect to the host."
"The reporting and cloud integration could be done better in this solution."
SAP HCM is ranked 4th in Talent Management with 46 reviews while SAP SuccessFactors is ranked 1st in Talent Management with 90 reviews. SAP HCM is rated 7.6, while SAP SuccessFactors is rated 7.8. The top reviewer of SAP HCM writes "Efficiently handles the entire hire-to-retire cycle management within an organization and the ability to scale is outstanding". On the other hand, the top reviewer of SAP SuccessFactors writes "Offers many useful modules and integrations, and helps companies adhere to best practices". SAP HCM is most compared with Workday, Oracle HCM Cloud, ADP GlobalView Payroll, PeopleSoft and UKG, whereas SAP SuccessFactors is most compared with Workday, Oracle HCM Cloud, PeopleSoft, UKG and Cornerstone Learning. See our SAP HCM vs. SAP SuccessFactors report.
See our list of best Talent Management vendors and best Cloud HCM vendors.
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So are you striving to successfully deploy and utilize SAP systems to centralize data, streamline operations, gain real-time insights and achieve business efficiency? SAP applications are the backbone of every business. We also discuss the best SAP implementation process as an ideal solution for such problems: https://www.cleveroad.com/blog/why-outsource-sap/
When it comes to user experience, SuccessFactors is unquestionably superior, as it provides end users with a new experience and an advanced user interface. Additionally, the entire concept of SF is to simplify the process, giving life back to HR systems so that they can be more modern and flexible, and rely more on the heart of HR – the employee.
On the other hand, while SF is technically less complex than SAP HCM, it also has significantly less capability, particularly when it comes to integration with other SAP modules. For example, while SAP's integration between the SAP Project system and the SAP HCM process is robust, SuccessFactors' integration is limited and still in its early stages.
In all circumstances, SAP SF represents the future of HR, with a highly promising road map. I believe that if SAP continues to create more features, SF will have greater functionality than SAP HCM in 5 years.