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SAP HCM vs SAP SuccessFactors comparison

 

Comparison Buyer's Guide

Executive SummaryUpdated on Apr 20, 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
6.6
Number of Reviews
95
Ranking in other categories
Talent Acquisition (2nd), Global Payroll (2nd)
 

Mindshare comparison

As of April 2025, in the Cloud HCM category, the mindshare of SAP HCM is 13.1%, down from 17.0% compared to the previous year. The mindshare of SAP SuccessFactors is 21.7%, down from 22.0% 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

"We've found that the solution has the capability to scale."
"The payroll operations I’ve managed within this and other organizations involve substantial numbers, demonstrating that SAP HCM stable product. As for talent management, we’ve utilized consulting services and supplemented them with various in-house developments. Moreover, we are exploring innovative AI, including chatbots and AI-driven use cases."
"The payroll and time management features are useful."
"I feel SAP HCM is very competitive and worth the investment given its capability to integrate modules and provide comprehensive value."
"The setup was straightforward."
"The payroll function in SAP HCM has been most beneficial for managing global workforces. We plan to use goal management and KPI features to link to payroll through the SAP SuccessFactors module."
"The stability of the solution is good."
"It simplifies everything for human capital management, and all users can do self-enrollment for leaves and those kinds of things. The employee self-service feature is quite a powerful feature for me. You can install it on your mobile phone or iPad and do your employee service activity there."
"SuccessFactors' most valuable feature is performance management."
"The overall functionality of the solution is very good."
"It's very user-friendly."
"The most valuable feature of this solution is the performance management module."
"There are a lot of features in SuccessFactors that HR can actually explore. We recently implemented a learning platform that employs the individual staff to actually manage their own learning."
"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 UX in SAP SuccessFactors is good."
"The self-service part is most valuable. Employees and managers can do a lot of things on their own, and they are not dependent on the HR organization."
 

Cons

"SAP now does the most innovation for the cloud solution and less innovation for the on-premises client."
"The organizational structure visualization could be improved in future releases. The solution has a very poor interface."
"On the personnel administration side, it's very difficult to do custom development."
"The breadth of functionality offered by SAP HCM comes at a cost."
"We find some challenges in the integration between SAP HCM and SAP SuccessFactors."
"SAP HCM could improve by having more resources and making it more user-friendly. It is complex."
"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."
"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."
"One area of improvement is the time taken to configure changes, such as taxation rules, which can take several months."
"The Onboarding module must be improved."
"One area for improvement is making SuccessFactors more compatible with other countries, especially in terms of payroll and other functionalities."
"Everything, including the provisioning dependency, should be moved to the instance, and coding should be kept to a minimum. Wherever possible, coding should be minimized, and everything should be a drag-and-drop."
"The stability could be a bit better."
"The SAP SuccessFactors integration with old versions can improve. We are using an older finance module but we are having migration issues."
"They should be more user friendly and give us more tools to make it more flexible."
"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."
 

Pricing and Cost Advice

"For implementation, SAP offers little support unless you buy SAP Safeguarding from SAP Consulting."
"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 cost of SAP HCM is high, the license should be reduced. SAP HCM has a lot of hidden costs."
"Be careful and guard against future changes in licensing."
"The pricing is really high."
"I believe HCM is a little expensive, but I don't know the exact price because I'm involved with the sales team. However, I think the price must be reasonable because many organizations are migrating their current ERPs to SAP. It's excellent software, and the price is competitive."
"The solution is cheap."
"Licensing fees are paid yearly."
"It is not cheap, but it is reasonable."
"Probably, it is one of the priciest products, and is very costly to put up and maintain but because it is a good solution end to end, people take it."
"The licensing fees are based on the number of modules that are being used, and the number of users."
"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."
"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."
"The price of the solution depends on too many factors to provide an estimate. However, the price of SAP SuccessFactors is competitive."
"The cost of SAP SuccessFactors is reasonable."
"If you go by best practices and do it right from the outset, the setup won't be a costly endeavor. In terms of setup, there is a lot of flexibility compared to three years ago."
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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
13%
Manufacturing Company
10%
Financial Services Firm
8%
Retailer
6%
Educational Organization
49%
Computer Software Company
6%
Manufacturing Company
6%
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: April 2025.
849,190 professionals have used our research since 2012.