Try our new research platform with insights from 80,000+ expert users

MHR iTrent vs SAP SuccessFactors comparison

 

Comparison Buyer's Guide

Executive SummaryUpdated on Nov 3, 2024

Review summaries and opinions

We asked business professionals to review the solutions they use. Here are some excerpts of what they said:
 

Categories and Ranking

MHR iTrent
Ranking in Cloud HCM
24th
Average Rating
4.6
Reviews Sentiment
4.3
Number of Reviews
2
Ranking in other categories
Benefits Administration (19th)
SAP SuccessFactors
Ranking in Cloud HCM
1st
Average Rating
7.8
Reviews Sentiment
6.7
Number of Reviews
93
Ranking in other categories
Talent Management (1st), Talent Acquisition (1st), Global Payroll (2nd)
 

Mindshare comparison

As of January 2025, in the Cloud HCM category, the mindshare of MHR iTrent is 0.6%, up from 0.5% compared to the previous year. The mindshare of SAP SuccessFactors is 23.4%, up from 21.7% compared to the previous year. It is calculated based on PeerSpot user engagement data.
Cloud HCM
 

Featured Reviews

reviewer2215695 - PeerSpot reviewer
A scalable solution with good functionalities, but customer support needs to improve
Customer support and getting help from MHR iTrent are not great at all. MHR iTrent concentrates too much on sales, like a selling mechanism. They don't concentrate on helping their existing clients get the most out of the solution. All they're interested in is selling you something else to add on.
Marissa Schwan - PeerSpot reviewer
Easy to deploy, stable, and scalable
SuccessFactors has a best practices model for HR across the board, but there are multiple industries. For example, the pharmaceutical, engineering, and professional services industries may have different processes based on their business requirements and operations. SAP and Workday have one approach across industries. As employee experience becomes increasingly important, the kind of employees appointed in an engineering environment, a pharmaceutical environment, and a professional service environment are very different, meaning their experience touchpoints may differ and require adjustments. SuccessFactors should consider building their best practices around critical industries to help companies become more differentiated in the markets they operate in. As a company, we have 118,000 followers on LinkedIn, and the unemployment rate in South Africa is quite high, at more than 30 percent. When we advertise a job, the number of CVs and applications we receive from people who want to work for us is overwhelming, we can get up to 600 CVs for a single vacancy. To make the process more efficient, we need to use artificial intelligence to identify the key elements of the job profile and match them to the CVs of the applicants. The pre-selection questions are helpful in reducing the number of applicants, but they don't measure the suitability of the CVs and profiles. This is something that needs to be built into the system, but it doesn't currently exist in the market. We have a good pre-selection program, but it doesn't take into account experience, qualifications, professional memberships, work experience, or critical performance indicators. We have enough information from CVs and LinkedIn profiles for the system to match the vacancy profile with the applicant's information and rank them from most suitable to least suitable.

Quotes from Members

We asked business professionals to review the solutions they use. Here are some excerpts of what they said:
 

Pros

"The retrospection feature within iTrent is really good and better than what some other software provides. It's really useful."
"MHR iTrent's functionality and the payroll part are good."
"Considering the flexibility of the system and its ability to accommodate complex business processes, the product is ready to be used in multiple industries."
"The most valuable features of the solution are GUI and OData API."
"HR and managers can use the onboarding tool to help new employees prepare for their first day on the job, which can help them acclimate to the company culture and reduce anxiety."
"The tool is easy to use for performance management. We haven't experienced any issues with SAP SuccessFactors for performance management, which is great. However, since we're still learning to use it fully, we might not utilize all its available features yet."
"The functionality and user friendliness are constantly improving."
"SuccessFactors' most valuable feature is performance management."
"The tool has a unique talent management platform."
"Scalability-wise, I rate the solution an eight out of ten...It is a stable solution."
 

Cons

"MHR's customer service needs to improve. It's dreadful at the moment. They're not very customer-focused."
"Customer support and getting help from MHR iTrent are not great at all."
"We would like to see improvement in the initial launch of the product, as it is currently quite slow."
"The initial setup could be simplified."
"Also, it would be helpful if they could improve its ability to localize the product to Nigeria."
"SAP SuccessFactors could improve the integration. It is not simple to integrate and it needs to be made easier."
"The tool is not very nimble or customizable."
"The product doesn't have a modernized look and is not very user-friendly like other products."
"One area of improvement is the time taken to configure changes, such as taxation rules, which can take several months."
"There is not much scope for enhancements, personalization, or customization with the cloud-based variant of this solution, which could be improved."
 

Pricing and Cost Advice

Information not available
"So now, SAP charges me 300 Euros for 14,000 employees. I still have to pay 2,000 euros because I'm using SAP on-prem."
"It is not expensive because it is a complete suite with a module-based cost."
"Our costs for the solution are subsidized by our parent company, I am not aware of the exact cost because of this. However, we pay $50,000 annually. If we move to another solution it will be more expensive."
"It could be cheaper."
"It is not cheap, but it is reasonable."
"We are on an annual subscription to use SAP SuccessFactors. The pricing model is something that they could restructure a bit better. If it was based differently on the type of usage it would help."
"I have raised change requests for some modules within SuccessFactors. For example, when you're using Recruiting Management, there's a feature called Interview Central you can use to reach the candidates you're interviewing. I wanted to add a writing assessment when I select the competency on that platform. It varies from consultant to consultant, depending on what module they use."
"SAP SuccessFactors requires an annual subscription."
report
Use our free recommendation engine to learn which Cloud HCM solutions are best for your needs.
831,158 professionals have used our research since 2012.
 

Top Industries

By visitors reading reviews
Educational Organization
19%
Computer Software Company
17%
Government
7%
Media Company
6%
Educational Organization
51%
Computer Software Company
6%
Manufacturing Company
5%
Financial Services Firm
5%
 

Company Size

By reviewers
Large Enterprise
Midsize Enterprise
Small Business
No data available
 

Questions from the Community

What do you like most about MHR iTrent?
MHR iTrent's functionality and the payroll part are good.
What needs improvement with MHR iTrent?
I'm not particularly happy with it if I'm being honest. But that is more due to the service provided by MHR rather than the software iTrent. I would like to improve the customer service in particul...
What is your primary use case for MHR iTrent?
We use it as an integrated HR payroll system. Any queries regarding the system not doing what it should are usually about the service provided by MHR—the customer service, the responses, and cases ...
What are the biggest differences between Workday, Oracle Cloud and SAP SuccessFactors?
Differences between Workday, Oracle Cloud,w and SAP SuccessFactors:w Oracle: "simple interface and deep customization to suit the purpose." SAP: Multiple functionalities that increase process effi...
What is better, SAP HCM or SAP SuccessFactors?
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...
What do you like most about SAP SuccessFactors?
The tool is easy to use for performance management. We haven't experienced any issues with SAP SuccessFactors for performance management, which is great. However, since we're still learning to use ...
 

Comparisons

 

Also Known As

MidlandHR iTrent, iTrent
SuccessFactors
 

Learn More

 

Overview

 

Sample Customers

Brighton and Hove City Council, Cafcass, Capel Manor College, Chesterfield Royal Hospital NHS, City and Islington College, City West Housing, Coventry University, Denbighshire County Council, Dudley College, Dyfed Powys Police Force, East Durham College
City of Cape Town, ADAMA Agricultural Solutions Ltd., TransAlta Corporation, Keolis, PT XL Axiata Tbk, National Football League (NFL), Plan International, Yoh, A Day & Zimmermann Company, China Talent Group (CTG TMO), Umicore S.A., Butterfield Bank, Skril
Find out what your peers are saying about MHR iTrent vs. SAP SuccessFactors and other solutions. Updated: January 2025.
831,158 professionals have used our research since 2012.