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Rahasia Rommel - PeerSpot reviewer
Country Human Resource Manager at PT. Grobest Indomakmur
Real User
Top 20
Good performance management and business processes with an easy deployment process
Pros and Cons
  • "Overall, it's excellent performance management."
  • "The pricing of SAP is quite high."

What is our primary use case?

We primarily use the solution for the performance management system. Under the performance management system we monitor the target, the objective of the employee, and have the assessment on the employee as well as the final result in order to track employee performance.

What is most valuable?

The performance management system of SuccessFactors is very valuable. We can set the goals and then the business process flow.

We can have goals reviewed and approved and then we can submit them to the system. We can review things and get self-assessments. Managers can add comments.

We can track and measure our goals from mid-year reviews to progress. We can calculate excess money in relation to goals and can self-calibrate. Overall, it's excellent performance management. 

The deployment process is easy.

The business processes on offer are excellent.

What needs improvement?

The solution needs to offer more languages. Many in Indonesia, for example, are not so good at English. In this product, English is the default language. We need to translate it to our main languages, which is difficult. 

The pricing of SAP is quite high.

It would be good to have tutorials for employees. If we had something to distribute to them to help with a general understanding of the solution, it would be quite helpful.

For how long have I used the solution?

I've been using the solution for around two years or so.

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SAP SuccessFactors
March 2025
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What do I think about the stability of the solution?

The stability of the solution is very good. I don't have any downtime and the solution offers very good availability. It doesn't crash or freeze. It's very reliable. 

What do I think about the scalability of the solution?

The scalability of the solution is quite good. It can provide services to many companies and many business units.

In Indonesia, we have 250 employees that are on SuccessFactors. Globally we have about 4,000 users, however, I can't speak to how or if it is used elsewhere.

Currently, the solution is only for the supervisor, manager, and the head of business. However, we are considering expanding to more staff in the future.  

How are customer service and support?

In Indonesia, we mostly deal with Hong Kong. There's a team member in Hong Kong that works closely with our SAP consultant. I'm not sure of how responsive the consultant is as I don't deal with them directly. However, our project manager is quite good and understands this product well. When there are issues, he usually can handle them.

Which solution did I use previously and why did I switch?

While I only have experience with this solution, in the last company I worked for, we also use OrangeHRM.

How was the initial setup?

The initial setup is easy, however, we need to explain to the employee about the process of the performance system due to the fact that, for the most part, they don't know how much is processed in their performance management system. We'll give direction and then it's easy for them to handle. We'll also follow up to make sure they understand and everything makes sense. 

What's my experience with pricing, setup cost, and licensing?

It's my understanding that the licensing is paid on a yearly basis, however, I cannot speak to the cost. The project manager handles that aspect of the product.

It's my understanding that SAP as a solution is quite expensive.

Which other solutions did I evaluate?

I did evaluate other options. Typically, I look at local offerings. However, due to the fact that our company is multi-national, I've only really looked at SuccessFactors for this particular work. We don't really have the capacity to decide locally. 

What other advice do I have?

We are using the latest version of the solution. 

I would recommend the solution to other users.

The main pain point, however, is the price. It may be why not all employees in Indonesia end up using it. However, the business processes are very good.

I'd rate the solution at a nine out of ten. We're mostly quite satisfied with the solution and its capabilities. 

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.

PeerSpot user
reviewer1488675 - PeerSpot reviewer
Country Expert Total Workforce Managemnet/ Learning & Development at a manufacturing company with 10,001+ employees
Real User
Stable and globally accessible, but needs more features and better user experience, flexibility, and integrations
Pros and Cons
  • "It has a global database, and it is globally accessible. By using this solution, we have moved away from paper, which is a big step for us."
  • "Its overall integration and user experience can be improved. SuccessFactors is a system that is built out of three different systems. The elements part was bought from Plateau, and the original performance dialogue was built by SuccessFactors itself. After that, SAP bought it, and it hasn't improved in the last few years. SuccessFactors is a perfect tool if you use it the way it is meant to be, but if you start building custom sessions and try to use it differently, then it is a total mess. It is not agile. It is like an old Mastodon truck or whatever. We don't have the Employee Central and Competence Management modules. Our company made the choice to not implement the Employee Central module. We also didn't implement the Competence Management module. We use the learning module to do some competence management, but I am not that fond of it. It would have been best to have the whole suite. SAP should never sell this without selling the whole suite because it just doesn't work. The biggest gain for me would be having the possibility of doing strategic personnel planning and managing internal mobility. If it could be used for social purposes, such as creating communities and connecting with media channels, that would be perfect. It should also have the possibilities for local admin and agile product development."

What is our primary use case?

It is a personnel administration tool. As a normal associate, I use it for performance dialogues and training management. I also use it for reporting on the LMS module. We are using the SaaS version of this solution.

What is most valuable?

It has a global database, and it is globally accessible. By using this solution, we have moved away from paper, which is a big step for us.

What needs improvement?

Its overall integration and user experience can be improved. SuccessFactors is a system that is built out of three different systems. The elements part was bought from Plateau, and the original performance dialogue was built by SuccessFactors itself. After that, SAP bought it, and it hasn't improved in the last few years. 

SuccessFactors is a perfect tool if you use it the way it is meant to be, but if you start building custom sessions and try to use it differently, then it is a total mess. It is not agile. It is like an old Mastodon truck or whatever. 

We don't have the Employee Central and Competence Management modules. Our company made the choice to not implement the Employee Central module. We also didn't implement the Competence Management module. We use the learning module to do some competence management, but I am not that fond of it. It would have been best to have the whole suite. SAP should never sell this without selling the whole suite because it just doesn't work. 

The biggest gain for me would be having the possibility of doing strategic personnel planning and managing internal mobility. If it could be used for social purposes, such as creating communities and connecting with media channels, that would be perfect. It should also have the possibilities for local admin and agile product development.

For how long have I used the solution?

I have been using this solution for four years.

What do I think about the stability of the solution?

It is stable enough. It has around 98% stability. There are accessibility issues, but they could be because of any reason, such as our network.

What do I think about the scalability of the solution?

If you count associates, we are a 450,000 associate company. About one-third of them are not active users. We have roughly 300,000 users in all kinds of roles, such as managers, FMs, and associates.

Our company doesn't want to spend any more money on SuccessFactors. We are not really extending the solution. It would be wise if we could use it better. We don't do any strategic personnel planning.

How are customer service and technical support?

I can't really evaluate SAP's technical support because there is so much bureaucracy in our support model. Support is not necessarily done in our country, and there is a really bureaucratic ticketing system behind it. We have national application specialists in every country. They are the guys who think about the right and proper text for the support tickets and how can a group in India or Stuttgart solve the problem. 

From another perspective, because I am also in a group of global specialists, I know that SuccessFactors or SAP does not necessarily react quickly to the issues of their customers, which is logical because they need to scale as well.

Which solution did I use previously and why did I switch?

We did use some local systems, but they are not comparable to this product. The biggest pro of SuccessFactors has to be the global database, and it is globally accessible with the integration with the management. I would always prefer a global solution instead of a local solution, but a local solution is like a Pappa and Mamma store on the corner. It is always more flexible, and it is logical.

How was the initial setup?

We didn't have a good data set, so the personal master data was a mess. It was a lot of work, especially on the data side. After one or two years, we kind of fixed it. 

It took about nine months to roll it out. We rolled it out in parts because we are a company that is active in 38 countries, with 450,000 associates. On our site, we had around 5,000 associates at that time. Currently, we have 4,000 associates because we are shrinking. 

In terms of the implementation strategy, we are tech equipped company. It was designed without any negotiation or input from the end-user. It was a technology push if you want to see it like that.

What about the implementation team?

We have our own SAP Competence center for its implementation. Its maintenance is handled by SAP. 

Our release notes are every three months, but from a central department, we only implement them once a year. So, everything is collected somewhere in June or July. There is a big update instead of different small updates. The global application specialists are responsible for updates.

What other advice do I have?

I won't recommend this solution. I would say, "Don't do it." Cornerstone or Workday is way better.

I would rate SAP SuccessFactors a five out of ten. 

Disclosure: My company has a business relationship with this vendor other than being a customer: Partner

PeerSpot user
Buyer's Guide
SAP SuccessFactors
March 2025
Learn what your peers think about SAP SuccessFactors. Get advice and tips from experienced pros sharing their opinions. Updated: March 2025.
845,849 professionals have used our research since 2012.
Mohammed Mehdi - PeerSpot reviewer
Talent Development Advisor at Zahid Tractor
Real User
Top 20
It's a stable solution that covers all the functions in the employee lifecycle, but the interface is outdated
Pros and Cons
  • "It covers all the everyday functions of the employee life cycle."
  • "SuccessFactors feels rigid. It should be more streamlined. Also, the interface design is outdated and needs an upgrade."

What is our primary use case?

We use SuccessFactors for HR and administrative services, including payroll, hiring, promotions, resignations, etc.  It covers all the everyday functions of the employee life cycle.

What needs improvement?

SuccessFactors feels rigid. It should be more streamlined. Also, the interface design is outdated and needs an upgrade. 

For how long have I used the solution?

I have used SuccessFactors for four or five years.

What do I think about the stability of the solution?

I rate SuccessFactors eight out of 10 for stability. 

What do I think about the scalability of the solution?

I rate SuccessFactors six out of 10 for scalability. It covers about 2,000 to 3,000 employees at our company. 


What other advice do I have?

I rate SAP SuccessFactors six out of 10.

Disclosure: I am a real user, and this review is based on my own experience and opinions.

PeerSpot user
reviewer2101347 - PeerSpot reviewer
Enterprise Architect at a energy/utilities company with 10,001+ employees
Real User
Good learning management and application tracking with good customizations
Pros and Cons
  • "It's a uniform user interface."
  • "The solution is quite expensive."

What is our primary use case?

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

How has it helped my organization?

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

What is most valuable?

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. 

What needs improvement?

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. 

For how long have I used the solution?

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

What do I think about the stability of the solution?

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. 

What do I think about the scalability of the solution?

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

Which solution did I use previously and why did I switch?

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

How was the initial setup?

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. 

What about the implementation team?

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. 

What's my experience with pricing, setup cost, and licensing?

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

What other advice do I have?

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. 

Which deployment model are you using for this solution?

Hybrid Cloud
Disclosure: I am a real user, and this review is based on my own experience and opinions.

PeerSpot user
AVP - HR IT at a consumer goods company with 10,001+ employees
Real User
Offers flexibility and easy configuration; can handle different types of performance management
Pros and Cons
  • "This solution offers good flexibility and configurability. It can handle different types of performance management."
  • "User experience for this solution needs to be improved."

What is our primary use case?

We use SAP SuccessFactors for our performance management, goal setting, performance evaluation, and employee confirmation, e.g. employee letters. We also use it as an employee self-service tool for personal data updates, life cycle events, and learning management.

What is most valuable?

It's the performance management feature that I find most valuable in this product. As for the product itself, I like its flexibility and configurability. It can handle different types of performance management from one organization to another, and this is one of its best features.

What needs improvement?

What needs to be improved in this product is the user experience. In general, for SAP products including SuccessFactors, the user experience is not so great, particularly the whole user interface. A lot of new age products beat them on that.

While SAP products are great from functionality and feature standpoints, the whole user experience element is always lacking. That's one area SAP should focus on.

There are other areas where we have not liked SuccessFactors. For example, as a recruitment solution, it's not great for onboarding and exit. Two years ago, we decided to use a different product for recruitment, onboarding, and exit. We're no longer using SAP SuccessFactors for those activities.

For how long have I used the solution?

I've been using this solution for 10 years.

What do I think about the stability of the solution?

This solution is extremely stable.

What do I think about the scalability of the solution?

I found this solution absolutely scalable.

How are customer service and support?

SAP has implementation partners, so the technical support is given by the implementation partner. We have not contacted SAP for support, but as far as SuccessFactors is concerned, any product level support and response is very good. It's very well-structured and well-governed. They have a knowledge-rich library that you could always go to. There's also some forums where you can go and ask questions and get answers to your problems. The ecosystem itself is quite strong, including their responses as far as support is concerned.

Which solution did I use previously and why did I switch?

The decision on which solution to use happened between 2010 to 2011. When we made the decision, it was not with SAP. SuccessFactors was a different organization.

During that time, the reason for moving to SuccessFactors was because we were looking for a SaaS-based product in performance management and there was nothing better than SAP SuccessFactors then.

If I look at the last three, four, or five years, and why we have stayed with SuccessFactors and continued with it, it was because of global scalability. We are a global organization. When you are an India-based company and headquartered in India, the only options you have are Oracle and SuccessFactors.

Performance and talent are the main focus areas for us and even today, SuccessFactors is much better in performance management and talent modules than Oracle, so we've stayed on. The other reason for staying with this solution is change management. Why change unless something is significantly better?

How was the initial setup?

I wasn't there during the setup, but I don't think the setup was complex because there were a few things we've implemented and implementation of those weren't complex.

What's my experience with pricing, setup cost, and licensing?

We have a yearly license for this solution. Any additional costs we pay to the implementation partner, to the support partner, but not to SAP.

What other advice do I have?

This solution is a SaaS. It is deployed on the cloud.

I might have gone to your site out of curiosity, but we already have SAP SuccessFactors. We are using SAP SuccessFactors.

We have 7,500 users for this solution in our organization. We don't need much staff for its maintenance. We are using SAP SuccessFactors extensively. As for plans for increasing its usage, we definitely want to if the business and our headcount grows: We will use it for more users. As of now, no plans of increasing usage of this solution.

My advice to anybody implementing this product is to first have a SaaS mindset. It's a SaaS product, so you can't have an on-premise mindset of "I'll give whatever requirements and the product should do it." Having a SaaS mindset is my first advice.

My second advice is to keep in mind that these products give recommended practices based on which the product is built. If you could tweak your processes to embrace the recommended practices by SuccessFactors, then your chances of becoming successful, or embracing the product is going to be much higher.

My third advice is to stay with SAP SuccessFactors and use all the modules together. For example, there are modules for recruitment or onboarding where you may have certain functionalities missing, but if you could keep as many HR processes on the same product integrated, then the employee experience is going to be much better, compared to trying to use SuccessFactors for a particular purpose, then another product for performance, another product for learning, etc. It's better if you could be on an integrated solution, so your user experience and your adoption at the end of the day will be much better.

I would give this product an eight out of ten rating.

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.

PeerSpot user
reviewer2036019 - PeerSpot reviewer
IT at a manufacturing company with 10,001+ employees
Real User
Good scalability but quite expensive solution
Pros and Cons
  • "It is a scalable solution."
  • "There is room for improvement in licensing model."

What is our primary use case?

The primary use case is for the company's human resources.

What needs improvement?

There is room for improvement in licensing model. It is very expensive.

For how long have I used the solution?


What do I think about the stability of the solution?

It is a stable solution. 

What do I think about the scalability of the solution?

It is a scalable solution. Approximately 1,000 users are currently using SAP SuccessFactors.

How was the initial setup?

The initial setup is complicated. 

What about the implementation team?

The IT department mainly handles the deployment and implementation.

What's my experience with pricing, setup cost, and licensing?

It is expensive. I would rate it a two out of ten. 

What other advice do I have?

Overall, I would rate the solution a five 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?

Amazon Web Services (AWS)
Disclosure: My company has a business relationship with this vendor other than being a customer:

PeerSpot user
Juzar Badami - PeerSpot reviewer
Head of SAP Center of Excellence at a consumer goods company with 10,001+ employees
Real User
Good user experience, reliable, and scalable
Pros and Cons
  • "The UX in SAP SuccessFactors is good."
  • "SAP SuccessFactors could improve the integration. It is not simple to integrate and it needs to be made easier."

What is our primary use case?

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

What is most valuable?

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

What needs improvement?

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

For how long have I used the solution?

I have been using SAP SuccessFactors for approximately four years.

What do I think about the stability of the solution?

I would recommend this solution to others.

I have found SAP SuccessFactors to be stable.

What do I think about the scalability of the solution?

SAP SuccessFactors is a scalable solution.

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

How was the initial setup?

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.

What about the implementation team?

You require experts to be able to implement this solution.

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

What's my experience with pricing, setup cost, and licensing?

SAP SuccessFactors requires an annual subscription.

What other advice do I have?

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: Partner

PeerSpot user
Emad Massoud - PeerSpot reviewer
SuccessFactors HCM Lead Consultant at Intercom Enterprises
Consultant
Top 10
Document generation feature is valuable but needs improvement in LMS and performance management
Pros and Cons
  • "The tool's most valuable feature is document generation."
  • "SAP SuccessFactors needs to improve the LMS and performance management."

What is most valuable?

The tool's most valuable feature is document generation. 

What needs improvement?

SAP SuccessFactors needs to improve the LMS and performance management. 

For how long have I used the solution?

I have been using the product for ten years. 

What do I think about the stability of the solution?

I rate SAP SuccessFactors' stability an eight out of ten. 

What do I think about the scalability of the solution?

I rate the tool's scalability a ten out of ten. My company has 250 users. 

How are customer service and support?

Customer support does not provide answers to my questions at times. 

How would you rate customer service and support?

Neutral

Which solution did I use previously and why did I switch?

I decided to use SAP SuccessFactors due to its UI, usability and smart features. 

How was the initial setup?

I rate the product's installation a ten out of ten. It took six months to complete. We did the deployment according to the SAP activation process. We relied on 10 people to handle the deployment. 

What's my experience with pricing, setup cost, and licensing?

I rate the tool's pricing a seven to eight out of ten. 

What other advice do I have?

You'll need to conduct a deep assessment before you implement it. I rate the solution an 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?

Google
Disclosure: My company has a business relationship with this vendor other than being a customer: Partner

PeerSpot user
Buyer's Guide
Download our free SAP SuccessFactors Report and get advice and tips from experienced pros sharing their opinions.
Updated: March 2025
Buyer's Guide
Download our free SAP SuccessFactors Report and get advice and tips from experienced pros sharing their opinions.