SAP SuccessFactors Reviews

Our organization uses SuccessFactors for employee management. We can look at the organization's structure to find vacancies that need to be filled and training records for courses that must be completed. The company's reporting structure is also fully available on SuccessFactors. All the reporters under me and their user credentials are available as a workflow in SuccessFactors. We have more than 1,800 employees in our region, so everybody uses SuccessFactors to view the organizational structure and complete mandatory training courses. 

The feature I like the most is the notification bar where we can see upcoming courses that the organization requires from time to time. It's easy to track any pending courses. I also like the search feature in SuccessFactors. We can search for newly available courses that are updated in the system for completion.

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.

I have been using SAP SuccessFactors for a year.

SuccessFactors is a stable product. When a new employee under me joins, I get an email notification from SuccessFactors. The push notifications, etc., work seamlessly. I don't have any complaints about stability. I never experienced any delays with any push notifications or important organizational structures.

I rate SAP support eight out of 10. I had to raise a ticket once because I was unable to complete a course on time. The "complete" button was invisible. The SAP SuccessFactors team had implemented a change. 

The company switched to SuccessFactors worldwide, so all the local branches adopted it.

From a user's perspective, setting up the account was easy. We received the credentials when I joined the organization. We only had to fill in the credentials and get started.

I rate SAP SuccessFactors nine out of 10.  I would recommend it. SuccessFactors does its job. We have a few important things that we need to do. One critical thing is completing the mandatory course. These courses cover essential IT changes and job skills. These courses need to be completed in a timely manner.

From a user perspective, everything is straightforward. After login, we can easily navigate to any of the pages we need. The organization structure, salary details, and training records are all available as drop-downs on the home page.

I use SAP SuccessFactors for recruitment and performance management. 

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.

One of the features of SAP SuccessFactors that we find most beneficial for managing our workforce is its document recording capability. It's essential because applicants can store all their documents in one place when applying for jobs. This facilitates easy monitoring of application statuses and tracking their progress. It is easy to search and find what you are looking for. 

We encountered challenges with the tool's integration with third-party applications and deployments. 

I have been working with the product since 2018. 

SAP SuccessFactors is stable. 

We don't get SAP support for the product. 

Neutral

The tool's deployment took a couple of weeks to complete. 

The solution's maintenance is handled by our partner. 

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.

From my perspective, SAP SuccessFactors has a lot of potential. Honestly, if fully utilized, it could be quite impactful. So, if we were to use it fully, I would rate it a seven or eight out of ten. I would enjoy using SAP SuccessFactors, especially considering our plans to transition everything from onboarding to offboarding onto the platform. 

We primarily use the solution for talent management. We also use it for onboarding and for learning and development. 

We've seen great success with the learning management aspect of the solution. 

The learning management has been great.

We've found the application tracking useful.

Thanks to this solution, we don't have to have individual solutions from many vendors. It's a uniform user interface. We don't have to train them across individual applications. We just have to train them on SAP. 

The business processes are very strong and extremely customizable. The adoption of business process management ensures we don't need a vendor to help us with customization. 

We'd like to have an opportunity marketplace. They have something. However, it is too basic. They need to evolve it. We're not sure, based on the roadmap, if it will improve fast enough. 

We'd like more AI and machine learning to be added faster. 

The solution is quite expensive. 

We've been using the solution for five or six years at this point. 

The performance is good. It is mostly stable. However, due to the fact that it is a cloud, we might have connectivity issues that could affect the stability. Sometimes it takes time. That said, overall, it is good. 

The solution is highly scalable. For a large corporation like us, we are able to extend it easily. 

I'm not sure what was used beforehand. Likely it might have been a different SAP solution. 

The initial setup is not the easiest. I'd rate the ease of implementation a six or seven out of ten. It depends on the deployment. It might be easier if it is an SME that is deploying it. The more complex a company gets the more complex the setup. 

We had an internal team, an external team, ad a SuccessFactors team working on the setup. SAP does have a good team that can help. 

While I cannot speak to the exact cost, my understanding is that the solution is expensive. The contract is very transparent. 

We're customers and end-user. 

We are using the latest version of the solution. 

I'd recommend the solution. If a company's landscape is SAP-based, this is a great solution. If the landscape isn't heavily SAP, there are other solutions that may be more suitable. 

I would rate the solution eight out of ten. 

We implement our employee centers with core employee data using the solution. It integrates and stores employee profiles, and our foundation objectives.

The solution's most valuable feature is the metadata framework. It's a good idea to implement such a powerful tool. It is better, easier, and more flexible.

Whenever I have to enable a feature fully, finding the document for guidance to know about that specific feature becomes difficult. Sometimes to activate or enable a particular feature in my instance, I have to enable more than one feature in provisioning. I always face issues in getting the documents or references from SAP itself.

They should include professional documentation. They keep making changes, and incorporating them into documentation needs some time. They should work on a faster way of locating a proper documentation as well. 

Last year, we went for the solution's learning hub professional and support edition training. We gained basic knowledge of the solution and transferred it to our internal team. We have been accelerating the learning internally for SuccessFactors integration since then. We also have a testing environment where we are already testing our cycles and succeeding in the initial data migration.

It is a scalable solution.

The setup was straightforward. Also, SaaS has made a lot of things easier. I rate their implementations as eight out of ten. They have a powerful learning hub. I respect the way they clarify their system and explain their processes.

I do recommend SAP as a solution. I studied SAP in college and have ten years of accumulating knowledge in the ERP field. SAP has succeeded in being number one in the whole world. They have their philosophy about business. They have standardized a lot of business processes and business terminologies. They have succeeded in sustaining a powerful system supporting their philosophy. I rate it as a ten out of ten.

We use the solution for everything except payroll and time off. The solution is deployed on cloud.

The performance and goal management is good, and it has a fairly detailed employee central.

The integration between the recruitment module and employee central is a big problem.

With WFA, People Analytic, and SAC, the confusion that we have now is regarding  what should be used and what should not be used, which is a big problem.

For me, analytics is a big gray area in SuccessFactors. A person like me would want a tool like Power BI to be integrable to SuccessFactors in a way that I'm able to derive analytics and reporting the way I want to, and not get enrolled into three or four solutions.

I would rather have a direct connector into a good BI tool, like Power BI, and derive whatever I want from there, which of course, is not there. There are no inbuilt connectors for that.

The different ways people use analytics shouldn't be guided by the way the software is structured, or the way an ERP is structured.

I have been using this solution for three and a half years.

The solution is stable and predictable.

I have never had a problem with scalability. We have more than 3,000 users in our organization. Internally, we have a couple of people who manage the solution and do maintenance. For anything major, we use the integrator.

On a scale of 1 to 5, I would give technical support a 4.

Initial setup was not very complex. If you're looking at an ERP sort of a solution, there is complexity with the way you want to define your organization. If the organization is clear about that, in terms of business unit, division, function, departments, the way you want to structure your organization, then it is not a problem. But if that is not clear, then of course, it is an issue.

We used an integrator.

We have a yearly license. There are no additional costs.

I have also used Workday and Darwinbox. I prefer Workday because I found it to be better in terms of integration, data integration, management of data, and workflows.

I would rate this solution 7 out of 10.

The next version takes care of lots of things that I have mentioned, but since I haven't used the next version, I would rate it a seven.

I use SAP SuccessFactors for workforce management, in order to gain visibility into the employees in my company. 

I'm working with the latest version currently and it is one of several similar products that I have used in the Middle East, including Oracle Cloud Fusion, Oracle EBS on-prem, and the regional software from Naya Tech (which has a good position in the Middle East, and which is fantastic, by the way).

The conceptual structure of Core HR enables us to build whatever we need when it comes to the data that we need to collect from our employees. Overall, SuccessFactors allows us to monitor the progress of our objectives throughout the year, and gives us good visibility into the performance of the company and the different departments.

First of all, I must mention that SuccessFactors has many modules. The main modules are the Core HR and Payroll modules. Payroll is based on the concept that you can create whatever you need in terms of fields, or the characteristics of a field. You can change field types and the names of every field. And with Core HR, the structure of the software allows us the flexibility to build whatever we need in terms of the data we need to collect from our employees.

The second part of this is the integration points between the Core HR module and all the task management areas. This integration is very good and it gives management full visibility regarding performance and performance management. It's built on financial scorecards, so managers can assign the objectives of the company and they can cascade these objectives down from companies to departments, and then to individuals. It lets you monitor the progress of objectives all the way until the end of the year.

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.

Given these features, SuccessFactors is suitable for medium-sized companies as well as larger companies, assuming that the larger companies have simple enough enough processes in terms of workforce management. For very comprehensive processes, SuccessFactors might not be appropriate.

There is now also an overnight shift option. So it can work for blue collar workers, for manufacturing, or for any kind of industry that requires people to stay overnight till the second day. Users of SuccessFactors can manage all of this in terms of attendance or absence.

Beyond that, I think the recruitment features are good. In fact, more than good. And in the latest version there has been great improvements in the time management side of things. There is now a new module called Time Tracking, and this was something we sorely missed from the beginning of SuccessFactors. Now we can integrate SuccessFactors with a time attendance machine or biometric machine and I can assign clock-in and clock-out schedules to the GUI. Meanwhile, the databases that link to the biometric machine for time valuations connect with the data in the Payroll module. This is a great feature that has always been missing and now it's included.

To explain one feature that I would like to see in SuccessFactors, I must describe a similar feature as seen in Oracle. In Oracle, there's a feature called Workforce Prediction, and with this feature, we can predict some of the behaviors of any employee. For example, the software can attempt to predict whether the employee might resign in future, or perhaps if they will start to perform better. This is something that is missing in SuccessFactors.

Another thing that can be improved with SuccessFactors is that, although the reporting tool is not bad, there are often separate reports for different areas of the software. For management and other processes like onboarding, this is not ideal. For example, you may have separate technologies being used in the different modules, so the Payroll module may have a reporting system that is distinct from that used by the more basic modules.

What we are looking for is some way to unify the reporting tools with one technology because otherwise it gives us difficulties when we need to generate a more complete and encompassing report. How it works now is that if we need to get the report from the Payroll module, we must first ask someone with Payroll experience. And if we want to get data from the basic performance or recruitment modules, we must ask another person for that info.

I think that unifying the reporting features is the most important thing for us, which we hope to see in future versions. However, at least for standard processes, it does give us what we are looking for. We can work with cybernetics cloud integration, and that gives us very good insights. So it's not necessarily about making up a gap in the technology, it's more of a matter of being able to better handle who is responsible for what inside the organization.

I have been using SAP SuccessFactors for more than three years.

It is stable. 

It's scalable and very easy to do so.

My experience with the technical support has been good. There's something new with their support called Wizard Guide which is a type of knowledge base where you can search for a specific issue and it will give you some notes about it. If the notes aren't enough, you can then simply open an incident.

There are several tools for opening an incident. You can have a quick chat with a technical person directly, who you can exchange ideas with. This is usually for how-to questions.

Then, there's the ability to schedule meetings with the technical support. In a meeting, you can explain the problem you are facing, and they will either support you on the spot or you will have to open an additional incident ticket. For the new incident process, you need to classify which area of which module you're having a problem with and then wait for a response.

Within a maximum of three days, they will have an answer for you. If you need faster support, there's high priority support which is able to respond in one to two hours, but this isn't something we have used yet. High priority support is more for situations where a system cannot be reached at all, or where something has been greatly affected in the production system and you don't have any workarounds at hand.

They offer their support 24/7, answer very quickly, and they even call you to make sure that you are doing well. Sometimes, when you are enabling new features or facing issues, and you haven't even opened a ticket or anything, they will detect the issue and send an email to you directly to make sure you that you are coming along. For example, they'll tell you, "Please go to steps 1 to 3 to fix your issue." So they are very good and cooperative when it comes to technical support.

I have worked with Oracle before, but in Oracle OTL, Oracle Fusion, and Oracle Cloud, there's a lot missing in terms of time management. In SuccessFactors, it is much better, and even though there is still a way to go, they have already made some significant improvements in this area.

The initial setup can be easy or hard, depending on how you go about it. If you go with the best practices, then you hardly need any setup. You simply adopt the existing processes and this is very easy and straightforward.

If you go without the best practices, such as when the company asks for new processes that are not included, or if you have to do a complex setup right from the beginning, then it will take some effort. But overall, the setup is still very easy.

It all starts with the data model, and obviously this requires someone experienced in Excel, etc., but once it is up and running, you will have screens that can be managed through the SuccessFactors' system without using any XML process. This makes things much more flexible in terms of setup compared to before. For any new processes you'd like to add, you can go directly to the upgrade center and select whichever optional upgrades you want. Thus, enhancing the software is very easy and doesn't take much time.

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.

For any new process or for something already added to the SuccessFactors or SAP library, you can just go directly to the upgrade center, see the optional upgrade, and select it. Once you upgrade it, you have your setup, and you can work right away.

They say nothing is perfect, but honestly, the SuccessFactors product is essentially perfect in my eyes. It fits all the requirements we have and solves every problem we encounter. Whenever there is a problem we need to overcome, we can easily find a similar solution and adapt it to our situation. It's rare finding software that gives you lots of solutions for any particular problem you are thinking about.

The only reason I would not rate SuccessFactors a perfect ten is because if you do find yourself missing some feature that is relevant for your organization, you will have to go develop it yourself.

I would rate SAP SuccessFactors a nine out of ten. 

SAP SuccessFactors forms a key tool to our Employee Engagement pillar extensively leveraged by our HR function across the Group. Key processes around Employee Self Services, Learning and Development, Performance Goals and appraisals, Career Development, Succession Planning is run on SAP SF

UX, Intuitiveness of the System, Integration with SAP S/4HANA

SAP is heavily invested in bringing new features and functionalities in SAP SuccessFactors with every release. Integration with the core financial and HCM / Payroll systems is very critical. This is the area where SAP can leverage its own product portfolio like S/4HANA and provide a much seamless integration

I have been using SAP SuccessFactors for approximately four years.

I would recommend this solution to others.

I have found SAP SuccessFactors to be stable.

SAP SuccessFactors is a scalable solution.

We have 5,500+ employees using this solution in my organization.

We have had large-scale implementations of SAP SuccessFactors. The implementation is neither easy nor very difficult. If it's done right it can be easy and seamless but there's quite a lot of effort that is required. You need experts to do it.

The implementation lifecycle can be further reduced.

You require experts to be able to implement this solution.

An average 4-8 certified Consultants support with the Business as Usual activities

SAP SuccessFactors requires an annual subscription.

I rate SAP SuccessFactors an eight out of ten.

At present, we're utilizing specific components like attendance systems, employee payroll systems, and leave management systems. These are integral to our everyday operations within the organisation. These components include applications for managing employee attendance, payroll, leaves, and travel arrangements, among others.

The SuccessFactors learning applications within the SuccessFactors learning modules, as well as the performance management system, are highly beneficial for each and every employee in our organization. These tools eliminate the need for using Excel to manage data, allowing for direct input into the system. This streamlines the process, making it easier to view and analyze information. We can readily access our performance history, comparing our actions and achievements from the previous year. At present, we are consistently monitoring our day-to-day performance.      

Visual representations, in the form of graphs and charts, can be added. This is beneficial for both management and employees. Upon accessing the system, they should generate graphical representations on their dashboard. These visuals illustrate aspects such as company-wide training progress and current company training status. The information encompasses both company-related data and personal profiles. This approach makes it convenient to grasp the company's profile along with individual information.

I have experience with SAP SuccessFactors.

The product is extremely stable. 

I would rate the scalability of the solution nine out of ten. It has a high level of standardization across the various systems and processes and hence large organizations.

When we encounter something that requires attention, we submit a ticket on the SAP portal. Their response time typically falls within the range of twenty-four to forty-eight hours, as per their service level. Thus, there's no significant problem in the case of support.

The implementation and maintenance are done through vendors. 

I would rate the solution nine out of ten.