SAP SuccessFactors Reviews

We use most of the modules for performance goals, recruitment, employed central succession planning, and salary review STI. We'll be using additional features going forward. We are customers of SAP and I'm head of HR tech and operations. 

The best feature is that the solution has an open architecture and provides an open platform so it can coexist with other systems. It allows for a different goal setting system, but still integrates well. SuccessFactors also integrates well at the backend with your core SAP which is also a benefit. My sense is that in the future the solution will evolve into a model similar to Salesforce where you have the core platform from SuccessFactors and plugins for everything else. 

The downside is that SAP resources are expensive and not very common from a tech stack point of view. Anything you want to change or any customization is expensive. Our user experience is not great and we're looking at building a privileged user experience layer on top of what exists.

I've been using this solution for four years. 

In terms of system stability, data integrity is good.

The solution is scalable. 

The technology is changing quickly and the solution requires support but it's not forthcoming. They say, "This is the product, now you figure out what to do with it." Every time we upgrade or implement something, we have to rely on our internal resources, even if we're willing to pay for support. AWS and Microsoft have advisory units that invest in employee-customer success but SF has nothing like that.

It's a good setup but with emerging solutions like Darwinbox, I think there might be challenges ahead because of the user experience and that will dominate things in the next few years. 

ROI depends on your business case. If you're coming from an SAP SCM or IBM implementation, then the return on investment is very low. You won't have a strong business case to move from platform A to platform B because transition costs are three to four times the license fee.

It's important to be clear about how you want to spend your money. No more than 60% should go to the licensing fee because there's a lot of additional work required to get a great user experience and have good infrastructure. You will need interfaces, integration with third-party tools, enhancements, and the like. I would also recommend building some in-house capabilities for platform administration and small modifications. Figure out how you'll interface with local platforms, payroll, time management, etc. They're going to decommission the on-premise version soon so explore their future plans. It may take a couple of years to complete implementation and you need to know where they'll be at that point. 

I would give a higher rating if the user experience was better but for now I rate this product eight out of 10. 

We use Performance and Goals Management and the Succession and Development modules.

The performance is okay. The reporting and analytics feature is very important for decision-making. The product helps with our company’s compliance and regulation needs. The tool has a unique talent management platform. It is responsive. It provides evaluation, recruiting, learning and development, and compensation processes. It is easy to navigate through the platform.

The Onboarding module must be improved. It doesn’t have many features.

I have been using the solution for three years.

The tool has good scalability. Our clients are medium-level businesses.

The technical support is slow. We generally have low and medium-level incidents. I rate the technical support a three or four out of ten.

Negative

The initial setup is easy. The deployment takes two weeks. The product is deployed on the cloud. We use a public cloud provider.

We do implementations. I will recommend the tool to others. Overall, I rate the solution a ten out of ten.

We implement our employee centers with core employee data using the solution. It integrates and stores employee profiles, and our foundation objectives.

The solution's most valuable feature is the metadata framework. It's a good idea to implement such a powerful tool. It is better, easier, and more flexible.

Whenever I have to enable a feature fully, finding the document for guidance to know about that specific feature becomes difficult. Sometimes to activate or enable a particular feature in my instance, I have to enable more than one feature in provisioning. I always face issues in getting the documents or references from SAP itself.

They should include professional documentation. They keep making changes, and incorporating them into documentation needs some time. They should work on a faster way of locating a proper documentation as well. 

Last year, we went for the solution's learning hub professional and support edition training. We gained basic knowledge of the solution and transferred it to our internal team. We have been accelerating the learning internally for SuccessFactors integration since then. We also have a testing environment where we are already testing our cycles and succeeding in the initial data migration.

It is a scalable solution.

The setup was straightforward. Also, SaaS has made a lot of things easier. I rate their implementations as eight out of ten. They have a powerful learning hub. I respect the way they clarify their system and explain their processes.

I do recommend SAP as a solution. I studied SAP in college and have ten years of accumulating knowledge in the ERP field. SAP has succeeded in being number one in the whole world. They have their philosophy about business. They have standardized a lot of business processes and business terminologies. They have succeeded in sustaining a powerful system supporting their philosophy. I rate it as a ten out of ten.

We have a separate ATS, which is currently being integrated for managing external candidates. Internally, job posting is already integrated. We also use it for performance management, compensation benefits, feedback, and reporting. It's a one-stop shop including for our various vendors who provide support in terms of learning, our talent marketplace for internal mobility, etc. We are customers of SAP. 

The solution is very intuitive. Many of the things we need to do are easily accessible. There is support in the form of chatbots. Before we implemented SuccessFactor, it was very difficult for us to implement use of the feedback section. That has now become very intuitive, and usage has increased. The solution is stable and robust. 

Many organizations are very relationship-driven and we're lacking information regarding how to build a network; what you need at what stage of your career journey or employee journey.

We've been using this solution for three months. 

The solution is stable. 

The scalability is good. 

Customer support are reasonably responsive. 

We previously used PeopleSoft and the extra we get with SuccessFactor is access to support using chatbots. 

We are a large organization and implementation has been a massive project. All our resources went into it and it's been a very complex process. We're still having some teething issues that the team is working on. Not all the issues are connected to the solution but in the context of an organization operating in a highly regulated area, the financial industry, and in 60 countries, it's a complex organization. Any solution will be difficult to implement. We had external assistance for the implementation. 

I think this is a good product and rate it eight out of 10. 

We are using SAP SuccessFactors in combination with many different modules from SAP in order to manage everything from plant maintenance to deposit systems, finances, procurement, and more. In total, there are about 29 different SAP modules in use across the organization.

Within SuccessFactors, I have set up a team management system where various components handle recruitment, compensation and benefits, visa and permit management, training and development, and other custom management workflows. All of these use cases form part of our master employee data center.

Every aspect of SuccessFactors is important to our organization because all of our team members have a set of roles to perform and I can't compromise on anything when it comes to managing employees.

For example, I cannot compromise on the recruitment area, nor can I compromise on compensation and benefits, or training. These factors are equally important and SuccessFactors help to ensure that these areas are all accounted for and fully utilized.

Taken together, all the features that SuccessFactors provides are absolutely vital in order for our organization to function.

One of the most wonderful features is the ability to customize the modules and workflows. So far, we've done a fair bit of customization and it is helping us a lot and really adds to the value we already get from SuccessFactors.

I definitely expect more improvements to come from SAP in the future. In terms of customization and additional features, there are pros and cons to adding extra functionality in any kind of software, but it's always welcome.

During and after the implementation phase we have been continually exploring the solution because once they provide us with the product, they sort of leave us to it, whether we are going to use it for only a short time or for the next decade or so. Thus, we (and SAP) need to ensure that we are able to keep customizing and tweaking processes over time.

One of the most essential features that needs improvement right now is the reporting functionality. SuccessFactors' reports seem to be lagging a bit behind and we are very interested in customizing the reporting mechanism such that it pushes reports through quickly and automatically. This is one of the main areas we are looking to improve currently, but when it comes to the bigger picture, we're hoping that SAP improves on the customization aspect more generally. This will help us not only in improving our reporting system, but in other areas as well.

I have been using SAP SuccessFactors for close to three years now.

I have found the stability of SuccessFactors to be on par with other ERPs. And with my frequent exposure to HRMS and other tools, I would even say that SuccessFactors has an edge over these other solutions in this regard. If you're not utilizing the full capability of the solution, however, you are not easily going to see the benefits of it. As long as you are using it fully and effectively, SuccessFactors will perform as you need it to.

I can't comment much on maintenance because we leave that to the IT
department. They have around 20 employees, but not all of them are
working solely on supporting SuccessFactors because it is just one of
about 29 other SAP modules that we are using (not to mention the eCommerce side of our business), and there are many other tasks which they carry out.

I would rate the scalability at around 4/5 stars. We have close to 2,000 users who have been granted access to SuccessFactors, and these users can log in and use the various features (of which there are many) at any time.

We're also currently expanding to the US and UK, and scaling up SuccessFactors for these expansions is mostly a matter of extending our resources and licenses.

Prior to using SAP SuccessFactors, we were using Sage Accpac. This solution had very limited capabilities which we were using to manage our employee centers (e.g. for compensation and benefits). Significantly, it did not include features such as recruitment, talent management, succession planning, or visa management. It was not a 360-degree solution at all, unlike what we get from SAP SuccessFactors. Once we switched to SuccessFactors and started enjoying all of its features, it's really given us an edge and things have been going great.

Before we began the setup, we engaged in requirement gathering, brainstorming, kickoff meetings, and various other sessions that really gave us an edge when it came to the actual implementation. Prior to SuccessFactors, we already had other software in use and when we had to migrate everything over to SuccessFactors, we made sure that we were fully prepared.

Reflecting on the initial challenges we faced during the migration, I can advise that, without a doubt, the most important thing is to spend enough time gathering all your requirements and data before you jump in.

On the whole, I wouldn't say it was easy to implement. Because it was a matter of adding something completely new to the organization, it had its ups and downs, and I would lean toward calling the setup moderately difficult.

We implemented SuccessFactors with the help of a consultant in addition to SAP. It was during the time of Covid-19 lockdowns so our implementation process was somewhat intermittent, but we were able to manage with the help of limited remote support. Because the support was not always available, it took around five to eight months to fully migrate to SuccessFactors from our previous solution (Sage Accpac). Perhaps during normal conditions, it wouldn't have taken as long.

The ROI we're seeing can be summed up as, "So far, so good," because after we moved from Sage Accpac to SuccessFactors the value has definitely been adding up over time. Of course, there is still more to be seen in terms of ROI, and I would rate the ROI 3/5 stars.

Due to the way in which we purchased SuccessFactors as a module along with other SAP modules, we were able to procure it at a slightly better price than usual. I would rate their pricing 5/5 stars.

I would rate SAP SuccessFactors an eight out of ten.

We use the solution in our company since it provides SuccessFactors Employee Central. We also use SuccessFactors PMGM.

The most valuable features of the solution are GUI and OData API. Also, the solution's ability to display the organizational charts along with the photographs of the employees while also being able to display employee data and ID are some of its valuable features.

Language settings in the solution need to be improved.

I have been using SAP SuccessFactors for three years. Also, I am using the solution's latest version meant for enterprises and companies. My company is a customer of the solution.

Stability-wise, I rate the solution a nine out of ten.

Scalability-wise, I rate the solution a nine out of ten.

I rate the technical support a nine out of ten.

Positive

Previously, I was using Oracle. We use the solution in our company which is in Indonesia. However, the solution was decided at our head office, which is located in Hong Kong.

On a scale of one to ten, where one is difficult and ten is easy, I rate the solution's initial setup an eight.

Presently, the solution is deployed on the cloud. The deployment process took over a span of three years. However, the initial setup process took only a few hours.

If the number of employees required for the deployment of the entire group is considered, then around 3000 employees were required to implement the solution. However, since I managed the implementation process in one country, only 170 employees were required to implement the solution.

I would say that it is more of a luxury product. The solution is on the expensive side but is definitely worth the money.

Overall, I rate the solution a nine out of ten.

At present, we're utilizing specific components like attendance systems, employee payroll systems, and leave management systems. These are integral to our everyday operations within the organisation. These components include applications for managing employee attendance, payroll, leaves, and travel arrangements, among others.

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.      

Visual representations, in the form of graphs and charts, can be added. This is beneficial for both management and employees. Upon accessing the system, they should generate graphical representations on their dashboard. These visuals illustrate aspects such as company-wide training progress and current company training status. The information encompasses both company-related data and personal profiles. This approach makes it convenient to grasp the company's profile along with individual information.

I have experience with SAP SuccessFactors.

The product is extremely stable. 

I would rate the scalability of the solution nine out of ten. It has a high level of standardization across the various systems and processes and hence large organizations.

When we encounter something that requires attention, we submit a ticket on the SAP portal. Their response time typically falls within the range of twenty-four to forty-eight hours, as per their service level. Thus, there's no significant problem in the case of support.

The implementation and maintenance are done through vendors. 

I would rate the solution nine out of ten.

We are using SAP SuccessFactors for our mandatory training.

SAP SuccessFactors is working on making beneficial changes but they are not fast enough. They can improve by making the improvements or updates quicker. Additionally, the user interface could improve, it is not something you want to return to when compared to a solution similar to Instagram.

I have been using SAP SuccessFactors for approximately three years.

SAP SuccessFactors is a very reliable and stable solution.

The scalability of SAP SuccessFactors is good. They are many modules that we could use. For example, they have the Employee Center module where we can expand our employee information, such as which skills we have and career aspirations.

We have approximately 20,000 employees using this solution in my organization.

We plan to continue to use the solution in the future. We do not have plans in our roadmap to change solutions.

I have not contacted the support from SAP SuccessFactors.

I have previously used Saga People, which is a learning platform. It's not the same as SAP SuccessFactors, it does not bring the same capabilities.

The implementation of SAP SuccessFactors is highly complex.

We are a pharma company and in this domain, it's very important to have mandatory training. All the inside notes and email that has been sent to the employees are very heavy and it's not easy to modify them because it's part of the suite. It is very complex to use. It's not easy to change things and if you would like to change things, we need to wait six months. We can wait for a long time, and if there are not any other customers that need the changes we will not receive priority.

We used a third-party integrator in Israel named AKT for the deployment.

This is a very heavy solution suitable for large companies, but not agile enough for my design needs to bring learning for employees.

I rate SAP SuccessFactors a six out of ten.