SAP SuccessFactors Reviews

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.

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.

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. 

We primarily use it for end-users. It has compulsory courses they need to self-enroll in. Our LMS administrator manages the system in terms of learning hours, training, and recording of those entered. They manage the courses. They update user profiles and assign courses where needed. They're also performing all of the call administration management.

The solution is good for helping users with courses, and administrators can manage the process. 

The solution is stable. 

The back end for the administration and the front end is too overtly complex and it's not aligned with our operations and learning needs.

Its entire front-end user experience needs improvement. All back-end administration functionality needs to be simplified. The whole interface needs to be revamped. 

We've used the solution for six years. We've used it since 2016.

This is a stable, robust solution. There are no bugs or glitches. It doesn't crash or freeze. I'd rate it eight out of ten in terms of the stability I've witnessed. 

We have 1,600 people using it in our company. We had one dedicated admin and seven people with access to the backend. 

I don't generally reach out to technical support. It's not that the system doesn't work; it's just that we don't understand how to optimize it. That's the only trouble we have. 

We are currently looking into other solutions in order to change to something else as this product is too complex. We'll likely move to Docebo. 

I did use a different solution, however, that was when I was at a different company. 

I was not involved in the initial setup, however, my understanding is it was likely complex. 

We've only seen a minimal ROI. It's likely 10% out of the entire project. 

The amount of value we are getting out of the solution is less than the price. We pay an annual subscription. I can't speak to the exact amount we currently pay.

I'm a customer and end-user.

I'm not sure which version we are using. It's likely the latest version. 

The product is different for everyone. New users need to look at thier own business needs first. If your own business needs require a system of this feature set, then you need to probably determine whether or not it fits into your stack and also your architecture. 

It all comes down to your requirements and how you would like the learning experience to be delivered and how you would like your L&D operations to be performed in your organization. If SuccessFactors is aligned to that, it's the right product for you. If it's not aligned to that, then no. There are organizations where SuccessFactors is suitable. It really depends on what kind of organization you are and what kind of requirements you have.

I'd rate the solution three out of ten based on the user experience and the backend administration.

The Admin Tools functionality in Employee Central is great. For a technical/functional associate within our IT team, we can accomplish many (but not all) of the requests from our business partners.

The role-based permissions functionality is beyond great (in my opinion) and is honestly more robust and flexible than any other security setup/process that we have with other business software that we use (and have the ability to maintain security roles with).

Prior to implementing SuccessFactors, we had nowhere to go for a single snapshot of our entire company. Today, we have our entire North America, Europe and Hong Kong businesses in the system and therefore easily accessible.

SuccessFactors allows us to have an online performance/review process that is consistent across the organization.

SuccessFactors has a workflow/approval process in place to ensure that updates are made/approved by the official ‘manager’ and 2nd level ‘manager’ for that associate. Prior, everything was done on paper and faxed to payroll for entry into the legacy JDE system.

All department/store leads now have the ability to see employee information for those reporting through them (initial level and cascaded down).

All department/store leads now have the ability to make change requests for anyone in their reporting tree without having to fill out a form and faxing to payroll.

The entire company now has a tool to view basic information (including associate photos) on their fellow associates.

I think the integration methods can be more user-friendly.

SuccessFactors modules must become more integrated than they are today (i.e., EC with Performance, Goals, Onboarding, Compensation, etc.).

SuccessFactors modules must become more integrated with other SAP products (i.e., SAP ERP, Concur, Fieldglass, etc.).

Would be nice to have more standard integrations created for SuccessFactors. Currently, we are aware of standard integrations with WorkForce Software Time & Attendance and BenefitFocus. Others would be good to have (i.e., ADP).

The new hire process should have direct deposit entry as part of the initial step; we had to custom build this to ensure that every associate had at least one direct deposit record upon hire (we are 100% direct deposit company).

We went live with EC, Performance, Goals and Compensation in May 2014; a little over 2 ½ years ago.

We have not really had any stability issues. During performance review time (i.e., August/September) there seemed to be data center issues where associates were all having system timeout issues, data was being lost from Performance Reviews documents, etc. This has been resolved, but was an issue at one time.

I am not aware of any scalability issues.

Technical support has been an issue since day one. We have made our concerns quite apparent. We pay extra for Premium Support (SAP Preferred Care) and honestly cannot see what we are really getting at times. We have an assigned CSM, but this is our 3rd one (although we like our CSM now). When a priority issue is sent to ‘Engineering’, it becomes a black hole of sorts. The priority of our case is no longer relevant as the CSM (and team) cannot do anything once it gets sent to the Engineering Team. This is a problem, since for us, SuccessFactors support is SuccessFactors support, regardless of what department/level the case sits in.

More direct interaction with the case specialist would be very helpful. When we occasionally have the ability to speak with the person actually working on the case (i.e., not CSM or initial support team), we find it extremely helpful (but unfortunately, doesn’t always happen).

We had no specific HR system. Employee data was housed in the payroll system and not available to anyone outside of HR Payroll. Performance reviews and comp were all manual with Excel and other Microsoft tools. The organizational chart was basically Excel and not always accurate.

Setup was straightforward, but that was only because our implementation team (IBM) did all of that for us and walked us through everything. Eventually, we realized how intuitive the process actually is.

The only other product we were going to use was SAP HCM On-Premise for HR and payroll with a connection to SuccessFactors for the Talent Management suite (i.e., Performance & Goals, etc.). That project never got started and once we saw Employee Central as a SaaS offering, we determined to keep the existing payroll process (it has since been upgraded to ADP) and go forward with the Employee Central/SuccessFactors integration (especially since SAP purchased SuccessFactors and should’ve had SuccessFactors/Employee Central fully integrated, which it wasn’t).

I would make sure they do their homework on an implementation partner, as that can make all the difference in the world.

I would make sure that all potential business changes are reviewed ahead of time so that the implementation partner can incorporate accordingly. For example, organization hierarchy changes, performance/goals modifications, job code changes (if necessary), etc.

Inquire about what all of your integration and reporting options are within SuccessFactors.

Inquire about how much you, as a customer, can do (i.e., Admin Tools) once implementation is completed.

We use this solution to provide HR application functions.

This solution is very user-friendly, and supports 60 plus languages.

There is not much scope for enhancements, personalization, or customization with the cloud-based variant of this solution, which could be improved.

We would like there to be better integration with this solution and our existing systems.

We would also like the option of whether to implement new features, or not, when they are released.

We have been working with this solution for four and a half years.

This is a very stable solution.

In our experience, this product is scalable and very adaptable.

We have found tehtechnical support team for this solution

Speaker 2:

Because they are responsive, they would be very approachable as well. But yeah, sometimes the SAP case, it goes across multiple geographies, across multiple points of contact, from development team to the product team or to the cross-functional teams. It floats around until a resolution or until it reaches out to the correct point of contact. So considering those cases, it may take a while for them to come up with a resolution for some cases. Otherwise, in most of the cases, pretty much the resolution is maybe in a latency of six to seven days it gets resolved.

Positive

The ease, or complexity, of the initial setup is dependent on the expertise level of the implementation partners, who will need to be certified in at least one module being deployed.

There are standard test cases, test scripts, best practices, implementation metrics, phases, timelines, and the way the project is generally executed. As long as these are adhered to, then the implementation is straightforward, but it is not admin-friendly and cannot be carried out solely in-house.

We would advise organizations that while this is user-friendly, in-house admin teams may find the technical dependencies of this solution to be challenging.

We would also suggest that that anyone involved in the implementation of this software becomes familiar with the best practice for this product, via the knowledge-base articles and help guides provided.

We would rate this solution a nine out of ten.