We have been using SAP S4HANA and integrated products like SuccessFactors for payroll calculations and HR management.
Sr. I.T. Manager at a wholesaler/distributor with 1,001-5,000 employees
Handling payroll calculations with robust security and good flexibility
Pros and Cons
- "The cloud security and the correct features for payroll calculations, once issues are resolved, are valuable aspects of this product."
- "One area of improvement is the time taken to configure changes, such as taxation rules, which can take several months."
What is our primary use case?
How has it helped my organization?
SAP and SuccessFactors have provided more flexibility, advanced controls, and robust security features for our organization. However, we have faced several issues with SuccessFactors, particularly with payroll calculations, push data failures, and integration challenges.
What is most valuable?
The payroll calculation is a crucial feature of SuccessFactors. The cloud security and the correct features for payroll calculations, once issues are resolved, are valuable aspects of this product.
What needs improvement?
One area of improvement is the time taken to configure changes, such as taxation rules, which can take several months. Additionally, having user-friendly logic that allows user-defined rules could make the system more adaptable and reduce dependency on external consultants.
Buyer's Guide
SAP SuccessFactors
October 2024
Learn what your peers think about SAP SuccessFactors. Get advice and tips from experienced pros sharing their opinions. Updated: October 2024.
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For how long have I used the solution?
We have been using SuccessFactors for almost two and a half years.
What do I think about the stability of the solution?
There have been instances where SuccessFactors fails to capture and push data correctly, leading to the need for manual interventions.
How are customer service and support?
There are two kinds of technical support: consultants for SAP support and business consultants. We feel that they lack the necessary knowledge and expertise, which affects the efficiency of issue resolution.
How would you rate customer service and support?
Positive
Which solution did I use previously and why did I switch?
Before SAP SuccessFactors, we were using Remco ERP product.
What about the implementation team?
We have faced significant challenges with the consultants provided, especially regarding their expertise and the time taken to resolve issues.
What other advice do I have?
It is critical to have a dedicated SuccessFactors consultant for effective management. For mid-sized industries, handling SAP products without proper technical support can be challenging.
Disclosure: I am a real user, and this review is based on my own experience and opinions.
Last updated: Oct 8, 2024
Flag as inappropriateSAP Project Manager at a manufacturing company with 10,001+ employees
Great for HR business processes with helpful talent management tools and onboarding capabilities
Pros and Cons
- "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 complete integration process between SuccessFactors modules is not at the level that all customers expect when it comes to complete HR user experience from all angles."
What is our primary use case?
We currently use SAP SuccessFactors for a variety of HR business processes. We have talent modules for performance and goal management to manage all of our performance HR processes. We also use SuccessFactors recruitment to manage all of our hiring processes and candidate searches, as well as complete candidate processes. We use employee central to manage all of our HR core master data and HR operation processes such as hiring, promotion, separation, transfer, and so on.
We use the product in various countries and business processes where we cover the construction, manufacturing, and building systems. We can always rely on SF in any business function.
How has it helped my organization?
A suite of SuccessFactors Talent Management tools helps us in managing the entire employee journey. HR may utilize the recruiting tool to match external and internal talent to job openings. Employees can also use the app to look for work within the organization.
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.
HR and managers can use the succession and development tool to create career paths and staff development plans. When combined with the learning tool, these development objectives can help employees gain the skills they need to advance their careers within the company.
What is most valuable?
The Continuous Performance Management (CPM) is a feature that allows managers and their employees to communicate in real-time about areas such as performance, goals, and activities. SuccessFactors CPM aims to ensure that work is aligned with objectives and that a live summary of accomplishments is available. It also allows for coaching. It's very useful to have.
The CPM application provides a platform for employees and managers to communicate about their activities, accomplishments, and other aspects of measuring and managing performance on an ongoing basis. It is designed to help managers define activities, discussion topics, and accomplishments, as well as coach and provide feedback - all of which are critical in motivating remote employees. Employees benefit from SuccessFactors CPM by receiving activity updates, discussing topics, recording accomplishments, and providing feedback.
What needs improvement?
The complete integration process between SuccessFactors modules is not at the level that all customers expect when it comes to complete HR user experience from all angles. For example, the new center capability still requires a lot of effort from SAP to have a complete integration business process and to allow customers to reap the full benefits of such an important feature.
Also, the EC payroll module is still dependent on the old SAP payroll on-premise system, and from a customer standpoint, Successfactors deserve to have better payroll runs that are easier when it comes to a customer's customized processes.
For how long have I used the solution?
I have been using SAP successfactors for the last nine years (from 2013).
Disclosure: I am a real user, and this review is based on my own experience and opinions.
Buyer's Guide
SAP SuccessFactors
October 2024
Learn what your peers think about SAP SuccessFactors. Get advice and tips from experienced pros sharing their opinions. Updated: October 2024.
814,649 professionals have used our research since 2012.
Project Manager at Telecom Namibia
HR solution used for core processes, administration, time management, and performance management
Pros and Cons
- "The solution is scalable. We have about 1,300 people using the solution."
- "SAP should also look into easily integrating with other applications or other tools. Technology has changed now, and it should be easier for any application to integrate with other apps. There needs to be more flexibility."
What is our primary use case?
We are using this solution for HR core processes, HR administration, time management, and performance management.
This is deployed on cloud. We are working directly with SAP, so SAP is the cloud provider.
What needs improvement?
We just started using the system, and we are still observing and learning about this application.
As of now, there are certain things that need to be added, but they are also upgrading and adding new features all the time. It's an excellent application, but there is room for improvement, especially regarding payroll information. The screens regarding payroll information for the employees could be improved because they don't look good at the moment.
SAP should also look into easily integrating with other applications or other tools. Technology has changed now, and it should be easier for any application to integrate with other apps. There needs to be more flexibility.
For how long have I used the solution?
I have been using this solution for less than a year. We are using the latest version.
What do I think about the stability of the solution?
The solution is very much stable.
What do I think about the scalability of the solution?
The solution is scalable. We have about 1,300 people using the solution.
How was the initial setup?
The partners took care of the setup, so we haven't done many configurations on it. Only the partners are exclusively involved in the configuration and the development work.
What about the implementation team?
We used an implementation partner for setup.
What other advice do I have?
I would rate this solution 9 out of 10.
I would advise that if you are planning to implement Success Factors, you really have to get your business together so that you get the requirements right. Most struggle with getting the requirement correct before starting the implementation and development. I would also advise that you get your technical teams involved because if you implement a solution that isn't compatible with your hardware, infrastructure is going to be a big problem.
Some of these things are not always straightforward to understand. There are hidden factors that you need to look into. If you have any plans for integration, you really have to get SAP involved on what you want to integrate otherwise you'll have problems later after the implementation. Unfortunately, you only find out some of these things after the implementation, if you haven't done it enough.
Which deployment model are you using for this solution?
Private Cloud
If public cloud, private cloud, or hybrid cloud, which cloud provider do you use?
Other
Disclosure: I am a real user, and this review is based on my own experience and opinions.
Solutions Architect at EJADA
Plenty of modules, great support, and high availability
Pros and Cons
- "The most valuable features of SAP SuccessFactors are onboarding, recruiting, marketing, and performance."
- "SAP SuccessFactors could improve learning management. The module is desperate and should be included in the primary solution. Additionally, it is missing some business use cases."
What is our primary use case?
SAP SuccessFactors is a human resources solution for businesses, such as workforce planning and analytics.
How has it helped my organization?
It can help companies with improving business operations.
What is most valuable?
The most valuable features of SAP SuccessFactors are onboarding, recruiting, marketing, and performance.
What needs improvement?
SAP SuccessFactors could improve learning management. The module is desperate and should be included in the primary solution. Additionally, it is missing some business use cases.
For how long have I used the solution?
I have been using SAP SuccessFactors for approximately six years.
What do I think about the stability of the solution?
The stability of SAP SuccessFactors is great. I have not had any problems with the system.
What do I think about the scalability of the solution?
The scalability of SAP SuccessFactors is good. We can add extensions to the customer's needs that are not available in the core features. Scalability is possible but some modules have limitations. For example, in Recruiting, I can have a lot of features using business tools, such as building the business role, and NDS meter data framework. However, in Performance, I have a lot of limitations.
I have over 12 customers that are using this solution. We have more customers coming in the near future.
How are customer service and support?
The support from SAP SuccessFactors is good. They were able to solve customer problems regarding integration between modules or some deployments that had issues.
How was the initial setup?
There are a lot of modules and integrations that need to take place while implementing the solution. It is complex to implement. For example, it can be difficult to enable specific groups of users to access certain modules or features.
Once we have the payment from the customer we can deploy the solution in six to eight weeks. This includes all the necessary modules and configurations suitable to the customer's needs.
What other advice do I have?
I would recommend this solution to others.
I rate SAP SuccessFactors an eight out of ten.
Which deployment model are you using for this solution?
Public Cloud
Disclosure: My company has a business relationship with this vendor other than being a customer: Implementer
Head - Shared Service Operations and HR Systems at a pharma/biotech company with 1,001-5,000 employees
Good performance and goal management, but integration between the recruitment module and employee central is a big problem
Pros and Cons
- "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."
What is our primary use case?
We use the solution for everything except payroll and time off. The solution is deployed on cloud.
What is most valuable?
The performance and goal management is good, and it has a fairly detailed employee central.
What needs improvement?
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.
For how long have I used the solution?
I have been using this solution for three and a half years.
What do I think about the stability of the solution?
The solution is stable and predictable.
What do I think about the scalability of the solution?
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.
How are customer service and support?
On a scale of 1 to 5, I would give technical support a 4.
How was the initial setup?
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.
What about the implementation team?
We used an integrator.
What's my experience with pricing, setup cost, and licensing?
We have a yearly license. There are no additional costs.
Which other solutions did I evaluate?
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.
What other advice do I have?
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.
Which deployment model are you using for this solution?
Public Cloud
Disclosure: I am a real user, and this review is based on my own experience and opinions.
SAP Solution Architect at Nedbank
A lot of good features and generally flexible
Pros and Cons
- "Flexible with a lot of good features."
- "There are some limiting aspects to this product."
What is our primary use case?
We're currently using this solution for recruiting and onboarding; we're implementing a central employee pay system. Everyone in our company uses this solution. We are customers of SAP and I'm an SAP solutions architect.
What is most valuable?
SuccessFactors is generally flexible with a lot of good features. It's becoming our core HR system and is a business-critical system for us. Until now, outside of the recruiting and onboarding processes, it was a side system but going forward it's definitely going to be critical.
What needs improvement?
There are some limiting aspects to this product but I think it's just the nature of the game with any software as a service. From a business perspective, you're limited within a certain boundary.
For how long have I used the solution?
What do I think about the stability of the solution?
The solution is stable.
What do I think about the scalability of the solution?
The solution is scalable.
How are customer service and support?
We don't generally require any technical support.
What's my experience with pricing, setup cost, and licensing?
I'm not aware of licensing details but I believe it's on the expensive side.
What other advice do I have?
I recommend this product. Cloud solutions are the way to go, software and service solutions. It's just important to understand what you're going to be getting and keep expectations real.
I rate this solution eight out of 10.
Which deployment model are you using for this solution?
Public Cloud
Disclosure: I am a real user, and this review is based on my own experience and opinions.
Pre-Sales at Cloud4C Services
Scalable, user-friendly, and has a good knowledge base and support
Pros and Cons
- "What I appreciate most about SAP SuccessFactors is that it has all the modules in one platform. SAP SuccessFactors is the best option in the market for HR use cases. I also find the solution user-friendly."
- "The SAP SuccessFactors updates need to be more industry-specific because every industry has specific modules. What I want to be added to SAP SuccessFactors is a chat box where SAP staff can give support to users."
What is our primary use case?
We use SAP SuccessFactors modules. For example, the employee central for employee repository and HR purposes, performance and goal management modules for appraisals, and LMS modules for all learning needs.
What is most valuable?
What I appreciate most about SAP SuccessFactors is that it has all the modules in one platform.
SAP SuccessFactors is the best option in the market for HR use cases.
I also find the solution user-friendly.
What needs improvement?
An area for improvement in SAP SuccessFactors is that it has a lot of quarterly updates. Still, the updates need to be more industry-specific because every industry has specific compensation modules. For example, every organization has a different compensation structure and incentives, so the compensation module and other modules still have room for improvement in SAP SuccessFactors.
What I want to be added to SAP SuccessFactors is a chat box where SAP staff can give support to users.
For how long have I used the solution?
I've been using SAP SuccessFactors for ten years. I'm also implementing it for customers because my company is a consultant for module executions.
What do I think about the stability of the solution?
Stability-wise, SAP SuccessFactors is still a work in progress, mainly because it has a lot of enhancements required, so my company creates tickets for the enhancements. In terms of stability, SAP SuccessFactors is an eight out of ten.
What do I think about the scalability of the solution?
You can choose to scale up or scale down SAP SuccessFactors nowadays. The solution is much more scalable, so if today you want to start with one hundred users, then tomorrow you want to go up to five hundred, then you can do that. Scalability-wise, I'm rating SAP SuccessFactors nine out of ten.
How are customer service and support?
I'm satisfied with the SAP SuccessFactors knowledge base and support.
How was the initial setup?
Setting up SAP SuccessFactors is easy, and it has zero downtime. It generally takes three months to deploy any talent module or employee central of SAP SuccessFactors.
What other advice do I have?
I'm a consultant for SAP SuccessFactors, which means I use it in my company and implement it. I'm working with the latest version of the solution because my company upgrades it quarterly.
Deploying each SAP SuccessFactors module requires at least one expert, and there can be cross-functional resources, especially for the talent modules. Still, the SAP SuccessFactors employee central needs at least one person dedicated to the project.
I advise anyone planning to implement SAP SuccessFactors to evaluate it first. Ask yourself what the company's requirement is. You need to confirm the requirements and needs of your organization before choosing which SAP SuccessFactors modules to use.
My rating for the solution is eight out of ten.
My company is an SAP SuccessFactors partner.
Disclosure: My company has a business relationship with this vendor other than being a customer: Partner
Enterprise Architect at Tata Consultancy Services
Great talent management and HR analytics
Pros and Cons
- "SuccessFactors' best features are talent management and HR Analytics."
- "SuccessFactors' experience management is not so user-friendly."
What is our primary use case?
SuccessFactors is primarily used for employment engagement (e.g. payroll and claims) and to manage HR-related information.
What is most valuable?
SuccessFactors' best features are talent management and HR Analytics.
What needs improvement?
SuccessFactors' experience management is not so user-friendly - the launch through the initial dashboard is okay, but when you do a deep dive into certain applications or specific scenarios, the navigation needs to be improved. In the next release, SuccessFactors should include better integrations and reusable plugins.
What do I think about the stability of the solution?
SuccessFactors is stable.
How are customer service and support?
SuccessFactors' technical support is responsive.
How would you rate customer service and support?
Neutral
How was the initial setup?
From a technical perspective, the initial setup is straightforward because SAP is engaged in the implementation. But from the customer's point of view, it's a little challenging because it's a new platform, so it requires some training before it can be used. That means that while the roadmap of implementation is six to eight months, there is an additional four to five months of user training.
What other advice do I have?
I'd advise anybody thinking of implementing SuccessFactors to know their target audience and the kind of features they're trying to provide. I would rate SuccessFactors eight out of ten.
Which deployment model are you using for this solution?
Public Cloud
If public cloud, private cloud, or hybrid cloud, which cloud provider do you use?
Microsoft Azure
Disclosure: My company has a business relationship with this vendor other than being a customer: Partner
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Updated: October 2024
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