SAP SuccessFactors Reviews

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.

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.

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 Also, the interface design is outdated and needs an upgrade. 

I have used SuccessFactors for four or five years.

I rate SuccessFactors eight out of 10 for stability. 

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

I rate SAP SuccessFactors six out of 10.

Compared to other on-premise solutions, the first advantage of SAP SuccessFactors is that it is a SaaS-based solution. It means that everything is managed on the cloud. HR applications contain confidential and sensitive information, and SAP SuccessFactors has better security measures than other solutions available.

I have only used the Employee Center component of SAP SuccessFactors, and it has worked fine for me.

There is an area of improvement in integrating SuccessFactors with different platforms. There are other HR solutions, such as Mercer and Oracle, that companies are using, so integrating SuccessFactors with these products would be good. Oracle and other HR solutions are present in the market, so we can offer the customers the option to continue using their old HR system but integrated with SAP SuccessFactors.

I have been working with SAP SuccessFactors for almost three months.

The new version is quite stable. I would rate it an eight out of ten.

It is quite scalable. We can also do customization. It's flexible. We had around seven to eight customers on SuccessFactors with different modules.

The initial setup is straightforward. For deployment, if we are going for just one module, it takes around three to four months.

The deployment procedures are being handled efficiently by our technical team. Two to three people should be enough for the deployment and maintenance. One should be the administrator, and the rest should be specific to the module consultant.

Our clients used a yearly subscription model. I have not seen customers complaining about the price of SuccessFactors because of the benefits they are getting. It's more about the value than the cost, and the cost of SAP SuccessFactors is reasonable.

I advise the customers to proceed with SAP SuccessFactors if they're using traditional solutions.

Overall, I would rate the solution an eight out of ten.

SAP SuccessFactors is a cloud-based HR solution. It used to be called HCM, which means "Human Capital Management," but SAP has since changed it to HXM, which is Human Experience Management. SAP SuccessFactors manages the journey of an employee from start to finish. Everything is managed within a single suite.

I have six clients using SuccessFactors: Happy Canyon, HSDS in Abuja, Manager Delta, Reinsurance, Reinsurance Capital, and ECOM, which is a cultural company. 

All of SuccessFactors' features are useful, but there are several modules within SuccessFactors that I find handy. You have Employee Central, which manages employee records within the system. It manages all the information about an employee, including names, addresses, account numbers, positions, org charts, etc. It also handles performance reviews and KPIs for employees within an organization. Then you have succession planning and development as well. 

There are several solutions built into it, like training and workforce analytics. From my own experience, I find the recruiting module to be fascinating because I've worked with it a lot. My company has deployed the recruiting module for a couple of organizations. For example, the African Union uses Human Capital and SuccessFactors. We deployed Employee Central and recruitment management for them. People can apply for a job, and you can track the applicant's progress within the same system, but you can't implement recruiting module as a standalone solution. You need to have Employee Central as part of the system as well. 

I have raised change requests for some modules within SuccessFactors. For example, when you're using Recruiting Management, there's a feature called Interview Central you can use to reach the candidates you're interviewing. I wanted to add a writing assessment when I select the competency on that platform. It varies from consultant to consultant, depending on what module they use.

The tool that SAP uses to integrate SuccessFactors into other applications is quite expensive. When I deployed the solution for the African Union, we used the cloud platform integration tool. They're now using a tool now called BCP, but you also have the CPI inside it, too. The integration is seamless, but there are other ways to perform the integration.  You want to use web services for integration and all of that. So regardless, you can always integrate into it. It's very easy to actually do that as well.

I first used SuccessFactors in 2017, so it has been five years. 

SuccessFactors is a highly stable solution.

SuccessFactors is scalable because they have different data centers across the world. As your data grows, the instance also grows. There's no failure on the platform. At most, you'll have a few hours of downtime on the weekend as they upgrade the system. 

I rate SAP support 10 out of 10. They have different levels of support. The first is the customer, the second is partner support, and the third is SAP. Inside SAP SuccessFactors you have a lot of built-in support that you can leverage without calling anyone. A system admin can log into the system and chat with SAP directly if they are facing any challenges. Real-time support is available within the system. 

Generally speaking, setting up SuccessFactors is straightforward, but some clients have complicated requirements. The standard SAP configuration is easy for consultants because they have a rapid implementation tool to deploy the baseline solution, so a client can have the system running in days. It depends on the client's requirements, but it is much easier for the end user than the consultant.

The total deployment time also varies depending on the modules. Let's say, you want to implement Employee Central plus the performance assessment and recruiting modules. This might be tricky depending on the size of the organization. Implementing this solution for a large organization requires a lot of data work to gather employee information. If you have all the employee records in place, you can deploy the solution in three months. When you don't have the data, you need to gather it and create templates. It can take much longer to deploy.

SuccessFactors is expensive but it could be cheaper depending on the customer. My company is a large value-added reseller. We buy from SAP and sell to other clients. We also have the power to give clients discounts depending on the size of their budgets and how eager we are to win their business. 

I rate SAP SuccessFactors nine out of 10 because the improvements are underway. They also have a Customer Influence platform where customers suggest ideas about ways to improve the system. They release new features every quarter.

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. 

I use this solution for reporting related to employee information and contacts. 

This solution could be improved if it offered the ability to generate reports automatically.

I have been using this solution for one year. 

I would rate this solution a five out of ten. 

We use SAP SuccessFactors for HR.

SAP SuccessFactors improved my organization through automation because it converts all manual processes into automated processes.

What I like most about SAP SuccessFactors are its recruiting and compensation features.

There's room for improvement in SAP SuccessFactors, particularly in terms of innovation. I'd like more flexibility in its functionality and more customization.

In terms of what additional feature I'd like to see in the next release of the product, it depends on the module because you have various modules in SAP SuccessFactors, so it's easier to go module by module and understand what features you have in each module. The product has a lot of features coming up, but the product being more mobile, or having mobile features would be nice.

I've been using SAP SuccessFactors for around three years, and I've used it in the last twelve months.

SAP SuccessFactors is a stable product.

SAP SuccessFactors has good scalability, and it's scalable globally.

The technical support for SAP SuccessFactors is quite helpful.

I didn't use a previous solution as an alternative to SAP SuccessFactors. This was my first deployment.

The initial setup for SAP SuccessFactors was not straightforward, but it still depends on your implementation plan, and it's based on your business needs. To be specific, the setup isn't complex or straightforward. It's a combination of both. On a scale of one to five, I'm rating the initial setup for the solution a four. The deployment of SAP SuccessFactors took six months to complete.

My team implemented SAP SuccessFactors, so it was an in-house implementation.

I've seen ROI from SAP SuccessFactors because it converts all manual processes into automated processes, so it gives more flexibility to the business.

I don't have any knowledge about the licensing cost of SAP SuccessFactors.

I'm using the latest version of SAP SuccessFactors.

Around five thousand people use SAP SuccessFactors, and ten to fifteen people handle the deployment and maintenance of the product.

What I can share with people looking to implement SAP SuccessFactors is that it's quite intuitive as it's a cloud solution, and it's also the latest solution and would be great for your business needs. What to keep in mind is that SAP SuccessFactors is also one of the top cloud-based solutions.

My rating for SAP SuccessFactors is eight out of ten. I'm not rating it a ten because there's always room for improvement.

My organization is a customer of SAP SuccessFactors.