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SAP HCM vs SAP SuccessFactors comparison

 

Comparison Buyer's Guide

Executive SummaryUpdated on Jan 12, 2025

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

SAP HCM
Ranking in Talent Management
3rd
Ranking in Cloud HCM
3rd
Average Rating
7.8
Reviews Sentiment
7.2
Number of Reviews
56
Ranking in other categories
Benefits Administration (3rd)
SAP SuccessFactors
Ranking in Talent Management
1st
Ranking in Cloud HCM
1st
Average Rating
7.8
Reviews Sentiment
6.7
Number of Reviews
93
Ranking in other categories
Talent Acquisition (1st), Global Payroll (2nd)
 

Mindshare comparison

As of February 2025, in the Cloud HCM category, the mindshare of SAP HCM is 15.0%, down from 16.5% compared to the previous year. The mindshare of SAP SuccessFactors is 22.4%, up from 22.1% compared to the previous year. It is calculated based on PeerSpot user engagement data.
Cloud HCM
 

Featured Reviews

Renelia Villanueva - PeerSpot reviewer
Efficient payroll processing with comprehensive attendance management
I am currently heading the payroll benefits and HRIS team here in Manila. We are using SAP HCM on-premises, and we implemented SuccessFactors focusing on Employee Central and GMPM SAP HCM has helped a lot due to the always changing government regulations pertaining to taxation, social security…
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

"They have some interesting features in the learning space."
"The most valuable feature is Organizational Management (OM)."
"Scalability is excellent, and I would rate it ten out of ten."
"The most valuable feature, in my view, is the level of exceptions or error messages that come back when something goes wrong."
"The integration between the different models like personnel administration, work management, payroll, and time management are the most valuable and key features."
"When you maintain your data in SAP, you can generate any kind of HR report with one click."
"The payroll and time management features are useful."
"SAP HCM is a powerful program that can greatly benefit organizations with its comprehensive features and integrations."
"The tool's most valuable feature is its integration capabilities with on-premise ERPs and other systems."
"The solution is very intuitive. Many of the things we need to do are easily accessible."
"All of SuccessFactors' features are useful, but there are several modules within SuccessFactors that I find handy. You have Employee Central, which manages employee records within the system. It manages all the information about an employee, including names, addresses, account numbers, positions, org charts, etc. It also handles performance reviews and KPIs for employees within an organization. Then you have succession planning and development as well."
"I think it's perfect that every requirement has flexibility in how it is handled, and that there are several workarounds for any problem we are looking to solve. Each problem has multiple solutions, so it gives us a lot of flexibility in terms of processes."
"The most valuable features of the solution are GUI and OData API."
"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."
"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 performance of the solution is very good."
 

Cons

"It needs a lot of end user training as it is not intuitive at all."
"I'm currently working for a state-owned government company, and we need to follow some standards and regulations. We also have a strategy to be followed. Sometimes the template and the format are not available in the SAP HCM, so we have to work around this limitation. The tax also sometimes changes in my country, and we have to redo everything to change the payroll calculations, benefits, and things like that. The talent management feature can be improved. It is currently very simple in SAP HCM. SAP is also very hard to integrate. In terms of monitoring, there are no monitoring tools, but as long as we take care of the disk capacity, there is no problem."
"The limitation of HCM compared to new-era human capital management solutions is the cost."
"The product's learning and development features could be better, including new exclusive LMS tools."
"The solution is rather expensive."
"The customer support from SAP is reasonable, yet I would rate it five out of ten."
"System usability is a challenge."
"The product's license is very expensive."
"SAP SuccessFactors could improve the integration. It is not simple to integrate and it needs to be made easier."
"SAP SuccessFactors can improve the recruitment module and artificial intelligence features. More powerful analytics are needed."
"Overall, the documentation could be improved, and I think the learning management module needs to include more capabilities when it comes to matching an organization's particular learning approach."
"There is an area of improvement in integrating SuccessFactors with different platforms."
"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."
"It is not that user-friendly. It can be made more user-friendly."
"One area of improvement is the time taken to configure changes, such as taxation rules, which can take several months."
"I think there is room for improvement in user friendliness. In my experience, users are sometimes confused about how to use the solution."
 

Pricing and Cost Advice

"The solution is a little expensive and we are charged per user for the license. The solution can be paid monthly or annually."
"In my view, this product is a waste of money for SMB because there are much better products available and licensing is an issue."
"The solution is cheap."
"The pricing depends upon the specific model and number of user accounts included in a bundle."
"The cost of SAP HCM is high, the license should be reduced. SAP HCM has a lot of hidden costs."
"We purchase the product's yearly license."
"The pricing is around the middle, at a five out of ten. But it depends on the number of licenses. More licenses mean lower per-user costs. You need to understand how to play the volume game and the growth."
"SAP is extremely expensive. The integration costs and customization costs are also a lot."
"It is not cheap, but it is reasonable."
"We don't utilize even half of the licenses because not everyone uses them. With SAP SuccessFactors, though, we're now conducting all our performance evaluations within the system, so I suppose we're making better use of those licenses. As for SAP for employee services and internal benefits processing, we do have licenses for those but don't utilize them."
"I think the pricing is a little better than most solutions out there. There are reasonable prices when it comes to some of the modules such as the Payroll module, and for the remaining modules I believe the pricing is fair in comparison to the rest of the market."
"We have a yearly license. There are no additional costs."
"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."
"The product is expensive. The product is worth the money you pay for it."
"This is a more costly solution than comparable products, and training is not available in the open-market, so this has to be purchased separately from the vendor."
"The price of the solution depends on too many factors to provide an estimate. However, the price of SAP SuccessFactors is competitive."
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Answers from the Community

NC
Jan 25, 2024
Jan 25, 2024
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 ...
See 2 answers
YZ
Sep 6, 2021
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.
Kseniia Gravis - PeerSpot reviewer
Jan 25, 2024
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/ 
 

Top Industries

By visitors reading reviews
Computer Software Company
14%
Manufacturing Company
10%
Financial Services Firm
8%
Energy/Utilities Company
5%
Educational Organization
51%
Computer Software Company
6%
Manufacturing Company
5%
Financial Services Firm
5%
 

Company Size

By reviewers
Large Enterprise
Midsize Enterprise
Small Business
 

Questions from the Community

What do you like most about SAP HCM?
SAP HCM is the one of the best ERP for an organization with a small to large scale business. It has the most efficient payroll functionality. Regards : SAP HR classes in pune
What do you like most about SAP HCM?
HCM is a very important module that each organization should want to use. It will help any organization to calculate and control the cost of their human resources.
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 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 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 ...
What is your experience regarding pricing and costs for SAP SuccessFactors?
The solution is expensive. However, it increases the company's value, making the cost worthwhile in the long run.
 

Comparisons

 

Also Known As

SAP Human Capital Management
SuccessFactors
 

Overview

 

Sample Customers

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, Skrill Group Ltd.
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 SAP HCM vs. SAP SuccessFactors and other solutions. Updated: January 2025.
832,723 professionals have used our research since 2012.