SAP SuccessFactors Reviews

My primary use case is the HR package. 

There is room for improvement in the pricing model. 

I have been using SAP SuccessFactors for one year. I am using the latest version. 

It is a stable solution. I would rate the stability a ten out of ten. 

It is a scalable solution. I would rate it a ten out of ten. 

The initial setup was easy. It is a user-friendly solution. 

It is not cheap, but it is reasonable. I would rate it a five out of ten. 

Overall, I would rate the solution a ten out of ten. I would definitely recommend using the product. 

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 Also, the interface design is outdated and needs an upgrade.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.

We are using SAP SuccessFactors for many of its modules, such as payroll and recruiting.

The SAP SuccessFactors integration with old versions can improve. We are using an older finance module but we are having migration issues.

The problem we are facing is with our employee culture. It is difficult for some users to use the solution. 

I have been using SAP SuccessFactors for approximately three years.

SAP SuccessFactors is stable, we have not found any bugs or glitches.

The scalability of SAP SuccessFactors is good.

The technical support has been helpful.

SAP SuccessFactors is simple to set up.

I rate SAP SuccessFactors a nine out of ten.

I primarily use this product for employee management. This includes an objective assessment of money made, creating performance reviews, and recruiting new employees and management.

It has improved my organization by enabling us to efficiently manage our personnel.

The features that I have found most valuable are the ability to set and review goals, and the ability to manage performance in general.

In terms of what needs improvement, in Employee Central, one of the features that I think SuccessFactors really lacks is the ability to view the time off of all employees at an organizational level. We have had instances where some of our clients wanted a version where at a glance, we can have an HR analytics that shows who is on leave, or has been on leave and when. You have that at a team level and at a peer level, but you don't have it at an organizational level. When you have to put together an agreement on leave with your client this is very lacking.

Also, it would be helpful if they could improve its ability to localize the product to Nigeria.

I have been using this solution since early 2017.

I think it's a stable solution. We have not had any issues with its deployment or use. It's been stable, so I don't know if there are any issues because we haven't had any challenges around it. 

My impression of SuccessFactors is that it is quite scalable. For example, we have clients who have slightly above 800 employees who are using it. We have clients that have over 1000 users using this. I also read online a few months back about a Russian bank that uses SuccessFactors with about 75,000 employees. It's the same product. All you need to do is to get different licenses.

If we had any issues that we were unable to resolve, we can always receive support from SAP. We raise an incident with them, and they respond depending on your priority. If you put priority one, it's almost an instant response. They reach out to you within an hour. On that call they asses the true priority level. If it's something we have to resolve as soon as possible, they will. While if it's something that is less of a priority, they will change the priority to something lower. But what I find is that at the end of the day, you always get a very good response from SAP.

Actually I haven't used a different solution.

The initial setup is straightforward because there are templates and best practices. We can just click on the button from the online center, deploy it into the system, and it sets it up for us.

The time it takes to deploy depends on the requirements and it depends on the number of modes that you deploy. As long as you have clear requirements from the client, it can take between three and four months. It doesn’t take too much time to deploy as long as you have clear requirements.

I work for a partner. I did the deployment with some of my team members.  

Before choosing SuccessFactors, we compared other industry solutions, including Microsoft. But Microsoft's HR product is really not top line in this part of the world.

I think the advice I'd give is that it's a nice solution. It's easy to deploy. It's so easy to use. You really don't need to know much about coding or be a highly technical team to be able to use it. It’s very easy to use. For example, for the traditional ERP that SAP had before, you had to be instructed to work with it. This one is really straightforward.

We have found objects like Foundation and MDF most valuable.                                                 

In the next release, I would like to be able to configure objects from instances, not from import and export files. That would be easy to do and make the application mobile available for anyone who wanted to hire and recruit, not only employees of companies with the SuccessFactors system.

We have been using this solution for almost three months.

The solution is stable.

More research, more reading about SuccessFactors products, and a deeper understanding of human resources have increased my knowledge. The product is also scalable because it feeds to bigger companies.

On a scale of one to 10, I would give the product an overall rating of nine.

The overall interface is easy and user-friendly. 

I would advise future SAP SuccessFactors users to gain more skills in Employee Central solutions and issues and the customization of many projects because not all companies have the same customization. It's very different.

SAP is our ERP. On the cloud we only have SuccessFactors for the recruitment.

We are currently looking for a better solution enabling us to better analytics. So SAP on-premise is pretty old and while it allows a lot of flexibility, it doesn't give us the flexibility to integrate to other modules. We have many interruptions and disconnection points into processes, which is why we are looking to another solution. We are not so happy with the system. We believe we have in the market better solution, so we are looking for alternatives but so far the system has been used a lot. It's brought to our organization a big big improvement. We would give it a good rating. 

The analytics part could be improved. Analytics are pretty poor plus some usability parts need improvement but in the end, the process is covered. In some cases, we don't have the possibilities to reverse the workflow. Overall, the product is a good product, I'm not saying it's bad. We are just looking for an integrated platform and of course, SuccessFactors is one of the possibilities. We are evaluating several alternatives.

In the next release, I would like to have the possibility to reverse workflows. There should be better automation. On the scoring, it's pretty fine. It really depends on the way you manage your recruiting. We are a wide organization so we have these type of issues. But for the normal recruiting process, it's more than enough.

The system is pretty stable. We have not had big issues with that. 

Scalability needs improvement. 

I would definitely recommend SuccessFactors but I think the roadmap for a better product needs to happen. Our overall rating is good but I think there is space for improvement.

I would rate it a seven out of ten. 

User Interface - Gives a polished look for both users and administrators when they login and access the system.

Workflow configuration - Can configure any level of workflow for approval process with functionalities such as dynamic group, dynamic role concepts.

Role-based permissions - Can define a very clear role-based permission based on portlets or fields level permission.

The implementation has helped the organization by having a unified process across all locations.

Configuration transportation functionality is not available in SuccessFactor. If this functionality is introduced, a lot of time can be saved configuring individual systems.

I have been using it for three years.

We haven’t had any specific issues except for few issues related to the upgrade, which was resolved by SAP.

No specific scalability issues have been found.

I would rate technical support average to good.

We used legacy human resource systems in which there was no employee self-service functionality, as well as no workflow for the approval process. The authorization part was so rigid that it was very hard to maintain. Hence, we switched to SAP SuccessFactors.

The setup is straightforward and SAP provided adequate and updated version documents for reference.

There is room for negotiation with reference to pricing and licensing, which SAP supports.

There were other products evaluated, but we found SAP SuccessFactors to be more promising with reference to functionality and from an implementation perspective.

The first activity any company should do is to streamline their policies and procedures, set a clear authority matrix and identify their reporting requirement before going for implementation. A good policy can add real value during the implementation.