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it_user607389 - PeerSpot reviewer
Principal Consultant at a financial services firm with 10,001+ employees
Real User
We like the UI, workflow configuration and role-based permissions.

What is most valuable?

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.

How has it helped my organization?

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

What needs improvement?

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

For how long have I used the solution?

I have been using it for three years.

Buyer's Guide
SAP SuccessFactors
October 2024
Learn what your peers think about SAP SuccessFactors. Get advice and tips from experienced pros sharing their opinions. Updated: October 2024.
814,649 professionals have used our research since 2012.

What do I think about the stability of the solution?

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

What do I think about the scalability of the solution?

No specific scalability issues have been found.

How are customer service and support?

I would rate technical support average to good.

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

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.

How was the initial setup?

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

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

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

Which other solutions did I evaluate?

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

What other advice do I have?

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.

Disclosure: My company has a business relationship with this vendor other than being a customer: I work for an approved SAP SuccessFactor partner company. We do consulting, advisory and implementation services.
PeerSpot user
it_user589368 - PeerSpot reviewer
IT Director, Corporate Systems at a retailer
Vendor
The role-based permissions functionality is robust and flexible. The integration methods can be more user-friendly.

What is most valuable?

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).

How has it helped my organization?

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.

What needs improvement?

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).

For how long have I used the solution?

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

What do I think about the stability of the solution?

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.

What do I think about the scalability of the solution?

I am not aware of any scalability issues.

How are customer service and technical support?

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).

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

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.

How was the initial setup?

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.

Which other solutions did I evaluate?

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).

What other advice do I have?

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.

Disclosure: I am a real user, and this review is based on my own experience and opinions.
PeerSpot user
Buyer's Guide
SAP SuccessFactors
October 2024
Learn what your peers think about SAP SuccessFactors. Get advice and tips from experienced pros sharing their opinions. Updated: October 2024.
814,649 professionals have used our research since 2012.
it_user521628 - PeerSpot reviewer
Technical Leader at a tech company with 51-200 employees
Real User
It is flexible to scale the classroom sessions and has the ability to make real-time availability of all the sessions. It needs to offer more customizations.

What is most valuable?

The flexibility to scale the classroom sessions and its ability to make real-time availability of all the sessions are valuable features of this product.

How has it helped my organization?

It has helped us in saving costs because the guys can see the availability of the classes as to what time it is scheduled or what time it is cancelled; thus there is availability of real-time information.

What needs improvement?

It has offered all the flexibility and customization that we were looking for in a product.

However, a couple of improvements can be carried out to offer more customization of the solution that is limited in the market. We do have a subscription from SuccessFactors that we review from time to time so if something comes up we'll certainly forward the feedback to them.

What do I think about the stability of the solution?

It's a stable product. We have not faced any real challenges so far.

What do I think about the scalability of the solution?

We have not really scaled this product with the implementation that we have done. The customer base that we were looking for didn't really need to scale.

How are customer service and technical support?

We have used technical support for probably one or two instances but for nothing major as such. They were quite efficient.

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

There was a phase in which the customer had to identify which product suits them the best. There were three to four products that were evaluated after which we finalized SuccessFactors as the final product.

How was the initial setup?

There were a few consultants from SuccessFactors who came in and did the installation. They were helpful in setting up the product and doing the initial customization, after which we took over.

Which other solutions did I evaluate?

We looked at one or two other solutions. However, based on the customer's environment and applications, SuccessFactors was the most applicable solution.

The important factors while selecting a vendor are its flexibility to integrate with the application that is with the customer and the adapters that are available so that we don't need to do a lot of customization. These are the main aspects.

What other advice do I have?

SuccessFactors is a great product. It offers a lot of flexibility, customization, integration and disintegration points as well. These are the most preferred requirements in an optimized solution so you should take a look.

Disclosure: I am a real user, and this review is based on my own experience and opinions.
PeerSpot user
SAP Offering Solution Architect at a computer software company with 10,001+ employees
Real User
Good integrations and a great user experience, but missing a few features
Pros and Cons
  • "In terms of user experience, it is quite good."
  • "There are a few features that are missing. There are specific features on the HTM, such as telecom safety, that just isn't there. It's not a very detailed solution in that sense. However, it is maybe not expected to have those kinds of features on the surface level of the product."

What is our primary use case?

We primarily provide this solution to our clients. It's an HTM solution and talent management is included within it.

What is most valuable?

Generally, it is quite an integrated product.  

In terms of user experience, it is quite good. 

There are quite a few features, such as AI, machine learning, et cetera, which are embedded right in the solution. The solution can interact with the cloud and you can do app development and tasks like that with it. 

It's pretty good for reporting. It's done pretty easily. 

I really like the integrity of the solution.

What needs improvement?

There are a few features that are missing. There are specific features on the HTM, such as telecom safety, that just isn't there. It's not a very detailed solution in that sense. However, it is maybe not expected to have those kinds of features on the surface level of the product.

For how long have I used the solution?

We haven't used the solution for too long. We've only really used it for about a year or so now.

What do I think about the stability of the solution?

The solution is very stable. We haven't faced any issues in regards to bugs, glitches or crashes. We find it reliable.

What do I think about the scalability of the solution?

We haven't heard anything about problems related to the scalability of the solution. It is quite scalable, in fact. Being on the cloud, the solution is definitely scalable. I believe Success Factors are implemented in many multi-national companies with large numbers of users. It's know to be a scalable solution.

How are customer service and technical support?

Since it is on the cloud, the technical support required is pretty minimum for us. The technical support is provided by SAP and SAP Solutions it is generally okay. 

They don't need any technical people from their partners or the implementation company, due to the fact that it is provided by the product, which is the vendor who supplies the product.

Companies may need them near the beginning of the implementation, for setup purposes to discuss items with the client. However, once it's established, the need for technical support of any kind drops off.

How was the initial setup?

The initial setup is quite straight forward. It's not complex due to the fact that it deploys to the cloud.

For us, it was what they expected, and it was very straight forward. 

We have our own team that manages the solution in house. For Success Factors, generally, if we use the standard solution, and there are not too many customizations, then it requires maybe a maximum of five people to maintain everything. Generally, maybe more in the beginning, it may be a few more people. However, as the system stabilizes, it's probably five maximum. Five to ten people, maximum, are needed.  That's quite a large acknowledgement, I would say, if I'm honest.

What about the implementation team?

We are using a cloud service that has been assisting us. In our case, we just asked for the system and they deployed it for us.

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

I don't want to comment on the license cost, to be honest. It could be about $1,000 approximately per customer. However, it's very flexible in terms of the licensing costs depending on the volume and depending on the deal of installation. 

If people don't really accept the discount, they've always got other businesses that will discount, so pricing is very fluid and flexible for companies.

What other advice do I have?

We are a platinum partner with the company.

The solution is a very good product. It's very stable. It has lots of great features and lots of support available from SAP. The product vendor has a great system connected to a lot of SAP systems overall. It's open to connectivity with other systems. 

I would recommend Success Factors any day.

I'd rate the solution seven out of ten. There are a few features missing overall. If they had a few more, I'd rate them higher.

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
Global Hris Leader , Senior Director at a tech services company with 5,001-10,000 employees
MSP
Working with different types of forms in one platform is helpful.

What is most valuable?

Everything in the product is most valuable to us. The flexibility of working with so many types of forms in one platform and also the ability to define different eligible populations for any process are extremely helpful features.

How has it helped my organization?

It is a single platform that the HR team, managers, senior business leaders and employees use to participate in the company's annual processes and that was a great achievement. This also had cost reduction aspects.

What needs improvement?

There should be a single mechanism to manage forms, i.e., to create a template/forms, change/route etc. There is also need for role-based permissions and the ability to add filters in the compensation form.

For how long have I used the solution?

I have used this solution's components as listed below:

  • Performance: 5 years
  • Goals: 5 years
  • CDP: 1 year
  • Compensation: 1 year

What do I think about the stability of the solution?

I did not encounter any stability issues.

What do I think about the scalability of the solution?

I did not encounter any scalability issues.

How are customer service and technical support?

There is still need for improvement in the technical support; it is not ideal.

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

Previously, we had used Oracle on-premises for compensation purposes. The reasons why we moved to another solution were its high cost and also since it was a highly customized solution.

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

You should go for the three-year contract.

What other advice do I have?

You need to spend time learning this product at the SAP SF Support Portal. You should also talk to customers who have implemented it before and learn the best practice approach that has been adopted by them.

Disclosure: I am a real user, and this review is based on my own experience and opinions.
PeerSpot user
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
Deputy Human Resources Coordinator at a financial services firm with 10,001+ employees
Real User
The interface is really useful and it's very easy to combine different information and to create reports
Pros and Cons
  • "The interface is really useful and it's very easy to combine different information. For example, we can easily get reports that we need. It's very easy to create reports."
  • "Some of the screens aren't that user-friendly, older employees especially have a hard time with it. They have some problems with it."

What is our primary use case?

The administration parts and PA modules are on-prem but the talent management recruitment part is on the cloud. We have 22 different companies and we selected this solution so every employee can have a main point of connection. 

What is most valuable?

The interface is really useful and it's very easy to combine different information. For example, we can easily get reports that we need. It's very easy to create reports. 

What needs improvement?

Some of the screens aren't that user-friendly, older employees especially have a hard time with it. They have some problems with it. 

Challenge management parts should be improved. Also, the recruitment part module should be improved to help managers to select the right person without an HR. 

For how long have I used the solution?

I have been using SuccessFactors for three months.

What do I think about the stability of the solution?

It is stable. 

What do I think about the scalability of the solution?

We don't have problems with scalability. 

How are customer service and technical support?

We haven't needed to use support yet. 

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

Before using this solution we used Excel.

How was the initial setup?

The initial setup was straightforward. It's very easy on the cloud. 

What about the implementation team?

We used a consultant for the deployment. 

What other advice do I have?

Be sure about your processes. If you know how to plan your processes and needs, it's very easy to deploy it. 

I would rate it a nine out of ten. 

Disclosure: I am a real user, and this review is based on my own experience and opinions.
PeerSpot user
PeerSpot user
SuccessFactors Solutions Consultant at a tech services company with 501-1,000 employees
Consultant
How to Train a Global Workforce Without Breaking the Law

“How am I going to find a system to deploy to 12-20 countries around the world?” Each one has it’s own regulations and requirements for training…”

“I work for a pharmaceutical company? Is there a Learning Management System (LMS) that meets the very requirements of the FDA?"

--

The SuccessFactors LMS answers these common questions by providing features that support US, French, and German requirements. At this point you may also be asking: Does it completely meet the requirements? Does it do everything I ever hoped and dreamed it could do?

Perhaps - I’ll leave that up to you and your legal department.

Let’s go in to a little more detail about how the system supports regulations in the following industries and countries:

  • FDA 21 CFR Part 11 (medical and pharmaceutical companies)
    • E-Signatures
    • Audit Tables
  • French Government and French Work Councils
    • 2483 Reporting
    • DIF Tracking
    • Training Planner
  • German Privacy
    • Deletion of User Data
  • US Federal Government Agencies
    • EHRI
    • SF-182 External Requests
  • Manufacturing and other industries requiring worker qualifications
    • Curricula

US FDA 21 CFR Part 11

Intended to protect the public against manufacturing defects and anomalies in production of medical goods and pharmaceutical products, 21 CFR Part 11 includes regulations that govern the use of electronic signatures in food and drug related industries.

The SuccessFactors LMS implemented two major features to support the regulated medical industry:

1. Electronic Signatures

21 CFR Part 11 requires an additional password when recording learning events. When E-Signatures are activated in the SuccessFactors LMS, users must enter an additional password. This password is used only when recording learning. This comes into play in two situations:

  • Learning is recorded manually - Admins and Supervisors record learning for others and are prompted for the secondary password before learning is recorded.
  • Users complete online training. Typically online learning is recorded automatically. When E-Signatures are active Users must enter the secondary password before learning is recorded.

2. Audit Trails

Companies are audited regularly to ensure compliance, and must produce reports demonstrating that e-signatures are properly recorded. The LMS maintains audit tables on important data including changes to learning history, user, items (courses) and curricula. If an Admin has modified a learning history record, a report will show this change. The following reports are available on audit tables:

  • Curriculum Summary Data Audit Report
  • Item Summary Data Audit Report
  • User Custom Field Data Audit Report
  • User Summary Data Audit Report
  • User Learning Plan Audit Report

French Work Council

The French government as well as work councils in France impose certain training requirements on employers operating in France. Employees must be given the opportunity to complete a certain amount of training each year and the time spent in training must be accounted for. When training takes place outside of normal work hours employers may be required to compensate employees for that time. The French government requires 2483 Reporting, which details the dollars spent on training and the amount of training delivered to employees. A percentage of revenues is collected and applied towards training some of which helps train people who are out of work.

The LMS supports the following regulations applied to companies in France by the French national government and by work councils:

  • DIF Tracking
  • 2483 Reporting
  • Training Planner to forecast training budgets

German Privacy Regulations

The German government requires employee data be deleted from all systems 5 years after the employee has left the company. A process called the “Purge Deleted User Audit History” automatic process deletes user data after X days. The number of days can be set to any numeric value. It is not required to be set to1826 days (5 years), so companies can be stricter than the German government requires. Companies outside of Germany can be less stringent as they are not required to comply with German regulations.

US Federal Government

Support for US government agencies is extensive, as the SuccessFactors LMS is the system of choice for most US federal agencies. Two features in particular were implemented to support the US Federal Government regulations. The requirements were specified originally by the Office of Personnel Management (OPM) and generalized for companies to use if they wish.

  • External Requests - Originally called SF-182 forms, External Requests provide an alternate way to request and record training by filling out a form that specifies the costs and duration of training - and requires approval from supervisors and other parties before training begins. A verification process is included, which applies an approval process to the verification of training after it has been completed. Typically users in the federal government use this feature to obtain approval for the estimated cost of training and to document the actual costs of training.
  • EHRI - There is an entire set of functionality most people never see called EHRI. EHRI is a specific set of regulations requiring federal agencies report all training data to OPM. The original idea was to provide a single training record for all government employees so that when employees change agencies (very common), the training record remains intact. Two issues were discovered in the implementation:
    • Agencies utilize many different types of systems including major LMS vendors, Access databases, and Excel spreadsheets - integrating this data into one feed with common fields is quite the task and has taken several years (with continuation)
    • Training is not standardized across agencies; while similar training may be offered in multiple agencies and could be considered the same course for qualification purposes, they often have different names and IDs. In addition, it is not clear from basic data how similar these courses may be. The task of determining what training an employee needs based on his/her past records can be difficult until these courses are standardized.

Given all that, EHRI is supported. The LMS supports loading private data including Social Security Number and Date of Birth through a feed from the HRIS directly into the LMS. PII fields are never displayed to admins and users. It is imported through a system interface, stored in encrypted tables, and exported to a standard reported transmitted through SFTP to OPM.

Employee Qualification

One other area to consider is employee qualifications. These may be strict regulations imposed by a third party or they may be internal training requirements that determine employee eligibility to work. Employees not up to date on training may be prevented from doing their job until required training is complete.

The primary feature that supports employee qualifications is Curricula. Curricula were at one time (very early versions) called Qualifications, and some database fields and code still refer to qualifications. Don’t be surprised to find the phrase QUAL when you dig deep into the underlying properties files of the system.

Employee qualifications follow a general pattern:

  • Read a document and verify that the user "read and understood” - at one time this was accomplished with a handwritten signature. Today it is accomplished by pushing a button in the LMS next to the statement “read and understood”
  • Complete training - this training may be Instructor-Led, Online, or both
  • Demonstrate performance on the job - On the Job is a combination of training and demonstration. In some cases it is a hands-on mentoring process, in others it is similar to an evaluation. The application even supports checking off completion of tasks on the job through the “Tasks” feature. Fun side note - this feature works on iPads, so you can walk around the shop floor checking off tasks as they are completed.
  • Manually Record Authorization (optional) - some companies have an admin or supervisor manually record authorization and may enable these people to rescind that authorization at a later date if the employee demonstrates poor performance.

Final Thoughts…

As you can see the SuccessFactors LMS has extensive support for a wide range of both government and industry regulations across the globe. Companies operating in multiple countries should consider regulations when choosing an LMS, and ensure that whatever the choice the system does in fact support the applicable regulations. You wouldn’t want to find yourself in the middle of legal issues and fees now would you?!

Disclosure: My company has a business relationship with this vendor other than being a customer: We're a SAP and SuccessFactors partner.
PeerSpot user
it_user516756 - PeerSpot reviewer
it_user516756-- at a tech company with 51-200 employees
Vendor

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Updated: October 2024
Buyer's Guide
Download our free SAP SuccessFactors Report and get advice and tips from experienced pros sharing their opinions.