SAP SuccessFactors Reviews

SuccessFactors is a cloud HCM solution, though still missing out-of-the-box (OOB) integration.

It need improvement on its integration side. Plus it should have some mature cloud solutions for Time, Benefits, and Payroll, which are still missing parts in SuccessFactors.

More than three years.

SuccessFactors was down completely for one day. All the companies which were using the Amsterdam datacenter were down from 8:00 in the morning to 18:00 in the evening. Production, QA, Training, and Dev with all their instances were down.

SuccessFactors has some limitations when it comes to scalability. SAP On-Premise was more scalable.

SAP is doing well for support.

Initial setup was straightforward.

Workday was evaluated with SuccessFactors. Workday was not able to accommodate some of our customizations, so the company decided to go with SuccessFactors, which gives you more configuration options.

Integration is challenging and companies are struggling when it comes to integration between SuccessFactors and other systems. I will recommend to put more thought and effort for integration and make an intelligent decision.

SuccessFactors includes a variety of talent solutions, core HR, collaboration tools and workforce analytics.

One of the talent solutions is a learning management system (LMS), which is also my main area of responsibility. Based on my overall experience in the SAP world, I consider the LMS a key component-tool to engage people across the organization. It might be challenging to set it up and align with clients' requirements. However, once it is done, it becomes very handy and easy to use from a user perspective.

It is attractive enough to come and launch this application on a periodical basis due to its user-friendly interface and intuitive functioning.

Shorter implementation timelines (comparing to on-premise SAP solutions), quicker response on configuration change cycles, modern look and mobile integration possibilities: Everything together makes SuccessFactors LMS a well-recognized and demanded talent solution across different types of organizations.

It provides easier access to corporate learning contents and advanced tracking possibilities.

SuccessFactors LMS generally is not a financial system. However, some of the clients previously asked for more advanced financial integrations; mainly invoice processing and mainly with external systems. Learning functionality, in this case, hardly can fulfill the requirements. On the other hand, there is actually ongoing improvement in this area, and new features are introduced on a periodical bases. Definitely a positive sign.

I have used this product for three years.

We had stability issues from time to time.

We have not really had scalability issues.

Technical supports gets 4/5.

Previously, we used SAP ERP. Then we jumped into the cloud world.

Setup was really straightforward with a simple implementation road map and an open configuration that can be easily or mostly supported by local company admins.

Be prepared for price surprises. It’s quite expensive. However, once you have maintained and started utilizing it correctly, it should be a great payback on your resource development.

Work on requirements. Clear vision will simplify the roadmap. Prepare your master data if any. Start with easy processes implementation and usage, if possible, rather than focusing on complex heavy processes that are not obviously needed across the organization. Use the opportunity for reorganizing or at least structuring your business processes.

• Cloud based
• Accessible anywhere
• UI

It has improved the way my organization functions by introduction of self service and consolidation of processes.

Integration between HCM modules can be extended to incorporate all data. SuccessFactors have improved their integration between their HCM modules substantially over the last two years and have identified continued room to improve. Improving this area would help in simplifying processing further.

I have used it for three years.

We have not encountered any stability issues.

We have not encountered any scalability issues.

Technical support is 7/10.

We previously used the SAP on-premise solution. We switched due to SAP investment and roadmap forward was SuccessFactors cloud-based solution, improved UI, and accessibility.

Initial setup was straightforward; complexity lied within consolidating processes across the organisation and simplifying to ensure requirements could be met by best practices in the SuccessFactors solution.

The solution is subscription based on employee count and modules implemented.

Before choosing this product, we did not evaluate other options, as we ran SAP Payroll and did not want to change our payroll solution. We implemented SuccessFactors to enhance the solution and provide flexibility moving forward.

Ensure business processes have been reviewed prior to project commencement and simplified. As SuccessFactors is implemented using an iterative approach, ensure testing commences early and all stakeholders are involved.

Comp and Recruitment: They really bring value for the managers and cost savings to HR. They are the easiest to use without additional instructions. The feedback received from the managers is very positive and they can also understand the benefits to their own organizations. E.g., in Compensation, a manager can manage the whole team at once and ensure they’ll implement the pay policy and guidelines.

There are top management recruitments where Recruitment has been utilized without using external recruiters.

LMS, the admin tool, is quite complex and requires a lot of admin work. The admin tool in LMS is a ‘system inside another system’ as the former Plateau, and the logic is not so self-evident as it is in BizX modules. SuccessFactors has ensured well that the LMS user experience continues but the admin tool is still separate from the BizX admin centre.

I have used it since 2011. We currently use SuccessFactors EC, Comp. PM&GM, Succession, LMS, Recruitment.

I have only encountered temporary performance issues, lasting a couple of hours. These are very rare anyhow.

Based on my experience, the system can be very flexible and easily configured based on the company requirements.

Of course, the level of technical support depends on your support model and whether you are taking the support directly from SuccessFactors or from the partner. However, partners cannot impact the technical settings too much. My experience is that SuccessFactors has done a lot of enhancements to their support during the year.

We previously used SAP HR. The most important reasons for changing the system were user experience, data visibility (portal) and cost savings.

Initial setup was straightforward, as global and lean master data was maintained in the previous system.

The most important is of course what systems you are able to implement (aggressive or less aggressive implementation) and then consider the implementation and license plan. It is also very important to find and select a partner that understands your company-specific complexity, are experts in implementation and not having extra costs (CRs). I think the partner selection is a key for keeping the costs in plan.

Before choosing this product, an evaluation was done.

You don’t need be an expert in this tool area but you should consider carefully, what is your company’s target? Shall managers use the system or only HR? Are you only migrating the old system to the new or are you trying to fully utilize the new system? However, the most important is, of course, your internal resourcing and how ready your company is for the cloud implementation (e.g., global identity management, standardized workstations)? The implementation of SuccessFactors modules is usually very easy and standard, but the complexity comes with the relationships to other topics (e.g., integrations).

It covers the entire employee lifecycle with a simple-to-use UI. It is modular in terms of implementing it and fits into the roadmap of any organization that wants to take a step-by-step approach. Constant innovation, integration and reporting & analytical capability adds lot to the value proposition.

We have implemented this for our customers and the areas where they have realized the values are employee engagement and satisfaction, better ROI, better visibility and predictability, faster and accurate decision making and lower overall total cost of operation.

SAP needs to add more power to its built-in analytics capability as part of the product. Faster time to market for multiple clients’ requests would help with adaption and benefit realization.

I have used it for two years.

SAP SuccessFactors is a very, very stable product and has evolved over the years. An implementation partner plays a very critical role that impacts the overall success.

Being a cloud-based solution and regular enhancements every quarter, SAP has handled scalability beautifully. Apart from that, SAP engagement with AWS gives clients more flexibility and access to the latest, state-of-the-art technologies from both software and hardware perspective; it’s a big advantage for any client.

A dedicated support team has the right expertise and has been able to resolve most of the issues on time. No major escalation in this aspect has been experienced so far.

Our clients have been using multiple systems, which caused issues such as the time and cost for managing multiple systems, retaining in-house capabilities, issues with scalability & constant upgrades and many more.

Initial setup is very smooth; all processes are very well defined and documented.

Pricing and subscriptions are very competitive and at the same time give clients a lot of flexibility to make their own decisions based on their roadmap and the budget in hand.

Our clients evaluate multiple products from vendors such as Oracle and Workday.

1. Have very clear objectives linked and aligned with your business goal.
2. Have all stakeholders aligned and on-boarded.
3. Make a roadmap and start small with clear scope and timelines.
4. Evaluate an appropriate implementation partner.
5. Follow the implementation methodology.

We are partners with a company and we are responsible for using this software for our clients.

It's very user-friendly.

The initial setup could be simplified.

I have been using the latest version of this solution for approximately one month.

It's a stable product.

It's a scalable solution. We have three users for the recruitment.

We have plans to continuing using it in the future.

The technical support is good.

The installation was a bit complex. They are more complicated than other cloud solutions.

It could be cheaper.

I would recommend this solution to others who want to start using it.

I would rate SAP SuccessFactors a nine out of ten.

The performance of the solution is very good.

The solution has a mobile application and is on the cloud so we have the capability to use it anywhere, not just on location.

The user interface could be improved.

The pricing model should be adjusted.

It takes a long time to deploy the solution, and it should allow for faster implementation.

I've been using the solution for about a year.

The solution is stable.

The solution is scalable.

The solution's technical support is good.

I'm a consultant and work primarily with hybrid deployment models.

I'd advise others to look at the methodology before implementing it. 

Although customers don't like the cloud, it is the future and it shouldn't be feared. You don't need a lot of IT specialists to handle the solution.

I'd rate the solution eight out of ten. I haven't worked on the solution for too long and haven't used a lot of features, but so far it's good. I need to look at workforce analytics a bit more to see if it's a plus for the future.

The flexibility to scale the classroom sessions and its ability to make real-time availability of all the sessions are valuable features of this product.

It has helped us in saving costs because the guys can see the availability of the classes as to what time it is scheduled or what time it is cancelled; thus there is availability of real-time information.

It has offered all the flexibility and customization that we were looking for in a product.

However, a couple of improvements can be carried out to offer more customization of the solution that is limited in the market. We do have a subscription from SuccessFactors that we review from time to time so if something comes up we'll certainly forward the feedback to them.

It's a stable product. We have not faced any real challenges so far.

We have not really scaled this product with the implementation that we have done. The customer base that we were looking for didn't really need to scale.

We have used technical support for probably one or two instances but for nothing major as such. They were quite efficient.

There was a phase in which the customer had to identify which product suits them the best. There were three to four products that were evaluated after which we finalized SuccessFactors as the final product.

There were a few consultants from SuccessFactors who came in and did the installation. They were helpful in setting up the product and doing the initial customization, after which we took over.

We looked at one or two other solutions. However, based on the customer's environment and applications, SuccessFactors was the most applicable solution.

The important factors while selecting a vendor are its flexibility to integrate with the application that is with the customer and the adapters that are available so that we don't need to do a lot of customization. These are the main aspects.

SuccessFactors is a great product. It offers a lot of flexibility, customization, integration and disintegration points as well. These are the most preferred requirements in an optimized solution so you should take a look.