SAP SuccessFactors Learning Reviews

We use the solution to track some required training and certifications that people need to have before they can go on-site.

The solution's most valuable feature is tracking. We don't have to track who's done what. The solution also provides the ability to audit and ensure the completion of required training. The One-Stop-Shop feature ensures that everything goes from your home page.

It's very difficult to do simple activities using the tool, like getting a report. I need a team of developers to code it so that I can have a regular report.

I have been using SAP SuccessFactors Learning for six years.

The system is stable and doesn't go down very often, but its functionalities and modules don't work well together.

SAP SuccessFactors Learning is a very scalable solution.

I rate the solution’s scalability an eight or nine out of ten.

The solution came after an acquisition. I think we made it a bit more challenging when we originally set it up. I think the processes we provided don't allow the system to really support the business. I feel the tool has a lot more complications as it's currently set up.

I know that subject matter experts from each discipline and our technical team would have been involved in the solution's deployment.

The solution provides the obvious benefits of any HCM system, like having all your data in one place and having your modules connected. We use SAP for manufacturing, and our finance team is well-connected.

Some training is required before people can get on-site. Ensuring we can document whether the training has happened is key to my business.

I would recommend the solution to other users. We're looking at it potentially for this new company after the merger. I think we'll have to understand if it can be more user-friendly and if everything needs to be hardcoded in the back end to use it. I believe UKG might be a little easier from that perspective, and we wouldn't need a team of developers for it.

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

We use SAP SuccessFactors as an all-in-one HR solution. It helps us with talent acquisition, performance management, and learning programs.

Implementing SAP SuccessFactors has significantly improved our organization by consolidating various HR functions into a single, unified platform. We used to handle core HR, performance, and career development with different platforms, causing complications. Now, with SuccessFactors, everything is in one place, making our processes more straightforward and our workforce management more efficient. It's a positive shift that has simplified our operations and improved overall organizational effectiveness.

The most valuable feature for us in SAP SuccessFactors is the Performance Management module.

While SAP SuccessFactors has a clear roadmap with regular half-yearly releases and ongoing improvements, there is still room for enhancement, particularly in their core HR system, Employee Central. However, it is reassuring to see that SAP is actively investing in and addressing these areas, continuously working on improvements. Additionally, while I appreciate the introduction of AI capabilities in the US and Europe, it would be beneficial if these features were made available globally, including in regions like the Middle East where I currently work.

I have been working with SAP SuccessFactors Learning for six years.

I would rate the stability of the solution as a nine out of ten.

I would rate the scalability of the solution as a seven out of ten. The scalability of SAP SuccessFactors is somewhat limited because it's a cloud product with pre-configured capabilities. It doesn't allow for coding or customization, making it a no-code product. While this simplifies the deployment, it also means that certain business requirements can't be met unless SAP releases enhancements. We have to align with SAP's roadmap and wait for their staggered releases every six months to access new capabilities. We have around 20 users of the solution at our company.

In terms of technical support for SAP SuccessFactors, the process involves raising incidents, escalations, and receiving responses within SLAs. I would rate the support around six out of ten. The quality is good, but the responsiveness can be a bit delayed.

Neutral

Setting up SAP SuccessFactors was easy, but it has limitations due to being a cloud platform and the deployment took about a year for our organization. I would rate the easiness of the initial setup as a seven out of ten. Its ease of deployment stands out as a key advantage. Once implemented, we can manage the solution internally without relying on external partners, thanks to its user-friendly interface. We used SAP's Activate Methodology, based on agile principles, for deploying SuccessFactors. The process involved working with SAP partners to follow a structured approach. Around 15 people were involved in deploying SuccessFactors, with roles ranging from program and project managers to solution architects and consultants. Currently, our in-house team of about six people handles maintenance, addressing both incidents and enhancements.

The simplicity of administration has significantly contributed to a positive return on investment. User engagement has significantly increased, especially for certain modules. The transition from multiple standalone systems to a unified platform has streamlined processes, allowing for better integration across all systems. I would say that the return on investment is about 60%.

SAP SuccessFactors is well-suited for streamlined processes, making it a good fit for small to mid-scale companies. For larger enterprises with complex and non-standard requirements, achieving all needs may be challenging. The solution's limitation on coding and configuration changes makes it less flexible for organizations with intricate policies. It is a solid choice for companies with straightforward processes. Overall, I would rate the solution as a seven out of ten.

SAP SuccessFactors Learning is very user-friendly. The solution's various modules, like the recruitment module, the EC (employee central) module, and the performance module, are all good.

SAP SuccessFactors Learning doesn't have a punch-in and punch-out facility. Although the solution has integrations, it doesn't have an inbuilt punch-in and punch-out facility.

The solution has the facility of marking attendance and applying for leaves but doesn't have a punch-in and punch-out facility. For example, if someone starts their day in the morning, they must punch in somewhere on a third-party tool that integrates with the SAP SuccessFactors Learning.

I have been using SAP SuccessFactors Learning for two years.

SAP SuccessFactors Learning is an awesome HRMS application. I believe Workday and SAP SuccessFactors Learning are currently the two HRMS players in the market.

We plan to increase the solution’s usage in the future.

For technical support, we have an implementation partner who help us on a daily basis. If they are not able to resolve an issue, the SAP team themselves helps us out.

I have previously worked with Workday and PeopleSoft. I switched to SAP SuccessFactors Learning because I am a part of manufacturing, and SAP SuccessFactors Learning is more reliable in the manufacturing sector.

The solution's initial setup is straightforward because around 85% of the configuration can be done independently.

For the solution's deployment, we need to create the company, the business unit, the division, and the functions. Once the EC gets configured, we go step by step through either the recruitment or performance modules.

We don't require technical staff for the solution's deployment and maintenance because I am my organization's only point of contact. We are upgrading our HR project.

Users have to pay for a yearly per-user license for SAP SuccessFactors Learning. Compared to Workday, SAP SuccessFactors Learning is not an expensive solution.

SAP SuccessFactors Learning is a cloud based application.

I recommend SAP SuccessFactors Learning to other users because it's a good tool.

Overall, I rate SAP SuccessFactors Learning an eight out of ten.

Our company uses SAP SuccessFactors Learning for recruitment, onboarding, management of leave requests, travel requests, and compensation.

It is good that SAP SuccessFactors Learning can be used to manage travel and leave requests, along with compensation, planning, and learning areas.

For now, the only room for improvement I can think of is for the solution to be more transparent with the licensing model of the platform. Licensing is a major challenge in the solution.

I cannot customize the solution as per a particular situation, depending on which I can determine its usage. I am monitoring the metrics that SAP uses to determine the usage cost.

I have been using SAP SuccessFactors Learning for five years. I am a customer of SAP.

It is a very stable tool. It's the most stable security application. Stability-wise, I rate the solution a nine out of ten.

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

In my company, there are 38,000 users of the solution.

I had faced some issues due to which I had to contact the technical support of SAP.

The solution's initial setup process was easy and straightforward.

The solution is deployed on a public cloud.

The additional costs in the solution are based on usage and in regard to the functionalities or services leveraged.

I can tell those planning to consider the solution's use to think over it in terms of usage and cost flexibility and how expensive the platform is compared to other ERP solutions or HR solutions that we are having out of the market.

I rate the overall solution a nine out of ten.

The main purpose of the learning management system is just to train our company's people. It is a complete end-to-end cycle, starting from hiring to retirement. When the tool completes a cycle, there is a performance evaluation, and whenever it happens, some candidates are marked under the PIP section. In the aforementioned case, you can assign any training to an employee, and his or her manager can see what should be the right fit or right training program, so it can be a soft skill program, which could be internally led by someone or a trainer-led program.

The only drawback of the tool is that it is dependent on its database. For soft skill documents, we have to purchase a separate component from any third party that provides better content for the training. The basic structures should be included in the tool.

I have been using SAP SuccessFactors Learning for three years. My company is a gold partner of SAP.

It is a stable solution.

It is a very scalable solution. Based on your number of employees or candidates, if it is increasing, you just have to add it to the hierarchy, and by default, it will show in the hierarchy. You can add a training program, and you can reuse your existing or saved training video video sessions with anyone.

When it comes to the solution's technical support, I feel that since it is a subscription-based model, you have to purchase a license for a year. For sustainability or maintenance, you definitely have to have an agreement with some partner, especially in case of the need for additional features or to enable, maintain, or change anything. You have to depend on the partner who is supporting you. Nowadays, maintenance costs have already been reduced a lot.

As a practice head, I have worked three years with SAP's various components, including SAP SuccessFactors EC-ECP Employee Data Replications and other areas involving recruitment, onboarding, succession, and learning. The learning management system was also part of the tool.

The product's initial setup phase is straightforward.

The product's implementation phase was straightforward.

The solution can be deployed in four months with the help of one person.

Whether there is an ROI or not is something that depends on whether you are from pharma, engineering, or some other areas where the tool can be useful.

The tool's licensing model is very straightforward, so you just have to purchase the license. You will get the relevant mail from SAP, and accordingly, you have to proceed with the provisioning enablement, after which you can start the configuration. Overall, the life cycle is very short, with three months for configuration and deployment and then one month for Hypercare. You can go with extended support, which is standard in nature.

Speaking about how the product is helpful in compliance training, I would say that most of the things, like attendance or who has attended a training, and the quiz and the questions based on after training sessions, you can rate how seriously he or she has undergone a training session. You can also publish the certificate for the training and calculate the cost or define the budget.

Speaking about how the product is helpful in reporting and analytics features, I would say that with EC in SAP, you have all dotted, direct lines, and dotted lines, and in such a case, by default, the workflows and other things are part of your delivery. In the same session, when you talk about a learning management system, you have your team, and being a manager, you can assign any training program to anyone. In some cases, if the company is into technical equipment manufacturing, with every piece of equipment, the managers assign some training to the customers or the dealers.

There is an admin ID. Through the admin ID, whatever content you want to add or create can be managed. Once you can plan a training schedule for the entire year, you can add the budget, and you can check the rules of people who have already gone through the learning. On the reporting side, everything is very good.

In GROW with SAP, many things depend on AI because they have already implemented it. SAP is coming up with all AI features in GROW with SAP. Their advantage is that any user who goes with GROW with SAP can leverage the AI part. The drawback, which I can foresee, is that with AI, the standard configurations are the best practices. Any customer is going to need any customization. In that case, AI will not work 100 percent.

The biggest learning from the use of the solution rewards is the fact that the growth of the employees is directly related to the product. If you are using the product, then you can definitely upscale your employees with soft skills, technical skills, or any other skills based on their business model.

I rate the tool a nine out of ten.

I use SAP Learning Hub every day to gain knowledge.

Learning Rooms are valuable. The solution provides notification about events. The session recordings are shared with the attendees. The authorization features are also very good. Reporting is very nice. An embedded report is inside the application. The reports inform the clients who are learning what and who has completed a certification. We also get to know who needs to attend specific learning sessions. The tool has impacted the whole organization structure. It has created an integration between learning and HR.

There is no portal within the tool for collaboration. SAP has a separate product for it. It is called SAP SuccessFactors Work Zone. The integration is a little bit difficult. The integration center needs some improvement.

I have been using the solution for around three years.

The tool is the leading HR system in the world. The stability is very high.

I rate the product’s scalability a ten out of ten. Our clients are small, medium, and enterprise businesses.

The tool is completely cloud-based. It can be integrated with an on-premise system to create a hybrid environment. The deployment took a few weeks.

The pricing is very nice.

My company is a partner. There is a portal to connect all SAP organizations. SAP Integrated Business Planning is very difficult to set up. The solution helps personalize learning experiences using the SAP HANA cloud database. I highly recommend the product to others. It is a very good tool. Overall, I rate the solution a ten out of ten.

Employee Central and Time Off features have been most beneficial for tracking employee progress. We can learn a lot. Once we learn Employee Central, we can learn any module. The analytics and reporting features are very helpful.

There is a release every six months. The certifications are valid for only six months. It is a drawback. We must pay every six months unless we work in an organization and have access to a learning hub. If we have a learning hub, we can do the delta certification for free. Every six months, we have to take the Delta exam to keep the certification active.

I have been using the solution for more than five plus years.

I rate the tool’s stability a two to three out of ten. The tool had a bug. We were working on rehiring an employee. We raised it to the SAP community. It took the team a couple of days to solve it. It should have been done in an hour or two. The person from SAP, my client, and I had a meeting. It was solved in a couple of days.

The tool has high scalability. Our clients are enterprise businesses.

The initial setup is easy. The tool is cloud-based. The time taken for deployment depends on the requirements. If we implement it from scratch, it takes months. If the implementation only needs a few configurations, it takes a couple of weeks.

The tool is cheap. There is no maintenance.

I am an implementation and support partner. I will recommend the solution to others. Overall, I rate the product a nine out of ten.

We deployed SAP SuccessFactors Learning for LMS (learning management system). We have created our own content and made mandatory courses for a few lines of business.

The most valuable features of the solution were the deployment and onboarding. The solution's customization and reporting were very easy. The solution's interface is very user-friendly when creating or consuming course content.

The solution should have a more user-friendly dashboard because its current dashboard is not so great. It would be more helpful if it could be integrated with the standard integration available with SAC. That would help the managers, supervisors, and department heads.

I have been using SAP SuccessFactors Learning for eight years.

The solution's stability is challenging because of the inherent problems that come with a cloud solution.

I rate the solution a six out of ten for stability.

SAP SuccessFactors Learning is a scalable solution. Around 1,000 users use the solution in our organization.

I rate the solution a nine out of ten for scalability.

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

A small team of six people deployed the solution in eight weeks in our organization.

On a scale from one to ten, where one is cheap and ten is expensive, I rate the solution's pricing a one out of ten.

The solution's integration was homogeneous because it works with other SAP products. There were no issues, and we used the local APIs to connect.

We used to generate weekly and monthly reports, and there were jobs or schedules created for reporting based on the date of onboarding and an employee's role. That used to help the immediate supervisor and the employee understand where they stood regarding the allocated courses or the learning path.

We faced challenges usually in the course content creation. That was our only challenge because we didn't have people who could create the content the way we wanted. Over a period of time, we could train a few of our internal employees to do that, and we were able to work on that challenge as well.

Now, subject matter experts would provide the content. A team would create the content and work with the subject matter expert to see how to deploy it. Then, a deployment plan is made, and the contents are rolled out.

SAP SuccessFactors Learning is a cloud-based solution.

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