SAP SuccessFactors Reviews

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 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.

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.

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.

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.

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.

I'm satisfied with the SAP SuccessFactors knowledge base and support.

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.

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.

The self-service part is most valuable. Employees and managers can do a lot of things on their own, and they are not dependent on the HR organization. 

The data management part can be improved in terms of how you can manage data from the HR admin's or HR team's perspective. It has some limitations in the reporting part in terms of how you can update the data and fetch the data. SAP HCM comparatively has a lot of capabilities in terms of backup loads, data management, data changes, etc. You can do these things easily, which is not the case with SAP SuccessFactors. Data management should be simplified in SAP SuccessFactors in terms of accessing the data, reporting, and then manipulating the data.

I have been using this solution for almost three years.

I didn't find any issues from the data security perspective.

I didn't have any experience with them because we had an internal IT team that used to support us. They might have raised tickets with SAP. They sometimes used to say that they need to reach out to SAP to get clarity on some of these things, but for us, there was no interaction with the SAP support team.

I would definitely recommend it. SAP HCM support is ending in 2027. The organizations that are not yet on SAP SuccessFactors or are on SAP HCM need to figure out how soon they can move to SuccessFactors or other platforms. The support from SAP will end for SAP HCM, and currently, SuccessFactors seems to be a leading product.

I would rate SAP SuccessFactors an eight out of 10.

I am a consultant, and this is one of the solutions that my company is currently implementing for one of our clients.

This solution is used for performance management. It can also be used for forms that people have to sign, and it does the validation. You can print documents that have all of the information populated from different business applications. It allows you to manage all of the people without a headache.

This solution contains several features related to performance management. It allows you to record achievements and feedback, and create monthly reports. 

This is a public cloud deployment model.

The most valuable feature of this solution is the performance management module.

The reporting is very good.

The GUI needs to be enhanced to be in line with the latest and complete version of the solution.

We would like to have more information on integrating this solution with other systems, such as financial solutions.

The predictive analysis functionality should be expanded to offer more recommendations.

This is a stable solution.

This solution is more scalable than other solutions because of the features that it offers.

This solution has very good technical support. They are very professional, and we have a good relationship with them.

The initial setup of this solution is not complex at all. It is very easy. If we have any issues then we can ask technical support for an answer.

The length of time for deployment depends on the customer and their environment, but I expect that it takes four months at the maximum. For our client, the deployment took approximately three months, and four people were involved. One or two people are sufficient for maintenance.

We are implementing this solution for our client.

The licensing fees are based on the number of modules that are being used, and the number of users. There are no costs in addition to the standard licensing fees.

Many features and improvements have been announced for the next release of this solution. For example, there are many new integrations, including the ability to work with Excel files.

My advice for anybody implementing this solution is to plan ahead based on the organizational structure, and implement it one or two modules at a time.

I would rate this solution a nine out of ten.

Our use cases are made up of two broad categories. The first one is defining or determining goals and the second focuses on behavior. We carry out self-assessments that are then evaluated and the company evaluates performance this way. I'm a public policy specialist.

The product is easy to use and they've recently developed a new and more user-friendly layout where everything is right in front of you. 

The single problem that needs to be solved is that once you submit a form it cannot be edited. It would be helpful if that were a possibility. If I want to make a change, it means going to the HR department to gain access.  

I've been using this solution for two years. 

SAP is a stable product. 

The solution is scalable, we have 2,000 users. 

The company provides good service and accompanying support.

I rate this solution eight out of 10. 

We use this solution for Performance Management, Talent Acquisition, and Learning.

This core functionality in this solution is solid. We use it daily at Micron for various HR functions.

Talent Acquisition and Learning features are best in class.

The Reporting/Analytics and User Interface need improvement.

I am using SAP SuccessFactors performance management for documentation.

The most valuable feature of SAP SuccessFactors is analytics.

The price of the solution could improve, it is too high.

I used SAP SuccessFactors within the last 12 months.

SAP SuccessFactors is stable.

I have not used the support from the vendor.

The initial setup of SAP SuccessFactors is easy.

We have not seen a return on investment.

The price of the solution is highly expensive.

I would recommend the solution to others, but the price is too high.

I rate SAP SuccessFactors a six out of ten.

I mainly use SuccessFactors as an onboarding solution, and we're also implementing it for compensation and benefits administration.

The most valuable feature is the onboarding module, which enables candidates to fill in their details online and smoothly transitions data from the recruitment module into the SAP database.

SuccessFactors could be improved by making it usable on mobile and making its features less rigid. Right now, if we make a customization and then SuccessFactors issues an upgrade, we get stuck because our customization doesn't come over from the previous version.

I've been using this solution since 2020.

It's stable.

SuccessFactors is scalable.

Accenture gives good technical support.

My company previously used Taleo.

The initial setup was very straightforward and hardly took any time - we were up within a few weeks.

We used Accenture as our implementation partner. Their performance was good, and they continue to maintain the system post-implementation.

We evaluated Oracle Fusion, PeopleSoft Fluid, and Darwinbox.

SuccessFactors is intuitive and easy to use. When implementing, go for all the modules instead of implementing a half-strategy, as this will be better for the company and the employees. I would rate this solution ten out of ten.

HR Master Data core system. Connected to SAP HCM System for Payroll and Time Management Process.

This solution support our HR Transformation strategy. Provide ESS and MSS functionalities to employees. Employees has digital access to their data and can start processes that before required paper handling as for example the change of personal data.

Reduce HR works and let the HR organization to focus on strategy instead of repetitive work.

ESS and MSS is a powerful functionality of EC. Easy and intuitive use of all the modules is one big attraction. Using EC as HR Core System facilitates the integration of other modules as Talent and Learning, which allow to have a common data framework and facilitates the Reporting. 

Related to Employee Central, the administration of Global Assignments have room for improvement. It is not so simple to manage the effect of global assignments in the Talent and Learning modules once this is activated in EC. EC Payroll and Time Management should provide more functionalities and flexibility, there is still a big gap between the SAP HCM On Premise System and Employee Central.

Is quite stable. However we have had some performance issues during the year.

It is scalable. We don't have any issues adding more and more people. 

Their technical support is okay. Sometimes it can take some time to get a response and it takes some time to resolve some issues. The service is good.

We are still using our SAP HCM systems to process time management and payroll. We decided to move to EC because it supports our HR Transformation strategy and provide digital access to our employees. Our core data is managed by EC as leading system, as a Cloud solution help us to move to the future related to HR data administration.

The initial setup is somewhat complex. We get the software and it's in the cloud and they still said we'd have to do a lot of integration with our recorded on-premise systems for it. It's not that simple, it's quite complex. There is a lot of coordination involved in order to make it happen.

Consider cost of subscriptions and costs for implementation partners.

I would rate it an eight out of ten.