What advice do you have for others considering SAP SuccessFactors?

Depending on whether you have the whole suite, both Oracle and Workday are more user-friendly compared to SAP SuccessFactors. If you have the complete suite, SAP may be advantageous. I'd rate the solution nine out of ten.

Regarding how compliance management has supported clients with the industry specifications, I would say that we don't run the payroll part in the tool as it is always outsourced. Most of the compliances we look at for the employees are for payrolls and we don't have that in the system at all which is why most of the compliances are not dependent on SAP SuccessFactors. I have a couple of integrations, but I only have downstream systems. I don't have any issues with the downstream part, and there are APIs in the tool that I can use. It is easy to maintain, but it requires pretty skilled people, and what you get in the market are mostly people who deal with module-specific cases. It is very difficult to get somebody to manage SAP SuccessFactors, as it happens in the case of ERPs. It is very difficult to get somebody who knows SAP SuccessFactors end to end. In terms of maintenance and customization, it is one of the most difficult tools to maintain. I would suggest others probably go for SAP EC and have other AI enabled modules around it. I recommend the tool to others. I rate the tool a seven out of ten.

From my perspective, SAP SuccessFactors has a lot of potential. Honestly, if fully utilized, it could be quite impactful. So, if we were to use it fully, I would rate it a seven or eight out of ten. I would enjoy using SAP SuccessFactors, especially considering our plans to transition everything from onboarding to offboarding onto the platform.

We do implementations. I will recommend the tool to others. Overall, I rate the solution a ten out of ten.

I recommend the product to those who plan to use it because it can be used in big companies with a lot of complexities since it is a flexible product that is scalable. For big companies or global organizations, SAP SuccessFactors is good. Considering the flexibility of the system and its ability to accommodate complex business processes, the product is ready to be used in multiple industries. I rate the tool a seven to eight out of ten.

I recommend carefully considering other products before committing to a big ERP system like SuccessFactors. Once implemented, switching can be challenging, so it's crucial to assess the real need for such a large system. I rate the product a seven out of ten.

You'll need to conduct a deep assessment before you implement it. I rate the solution an eight out of ten.

I would rate the solution nine out of ten.

I recommend this product. Cloud solutions are the way to go, software and service solutions. It's just important to understand what you're going to be getting and keep expectations real. I rate this solution eight out of 10.

Given my experience with SAP, without prejudices, I rate the overall solution an eight out of ten.

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

I would recommend the solution to others, but the price is too high. I rate SAP SuccessFactors a six out of ten.

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.

This was the only solution that was originally designed by HR people and it is deployed around the globe. There is a lot of research and development that goes into the solution. The solution is constantly evolving. I rate SAP SuccessFactors a nine out of ten.

I give the solution a ten out of ten. I would rate SuccessFactors as the best based on our support, experience with them, and their enablement functionality to build a supportive team. If we get stuck, they are only a WhatsApp message away. They partner with us through implementation and provide support throughout, and they continually look for ways to improve. Twice a year, SAP users can submit proposals and recommendations for changes to the system in a global voting environment. This allows clients to suggest changes to their experience with the platform, which can be tested and opted out of if desired. There is a great deal of flexibility and innovation in this process which we appreciate. We are a services business and an SAP partner. We sell and implement SAP SuccessFactors for other companies. We need our own take on this product so that we can show our clients that we support it. We looked at the functionality of various systems and found that SAP SuccessFactors was the best fit for our requirements in terms of digitalization. The solution has a component that feeds into S/4HANA from a finance perspective, such as for expense claims. We use timesheets in S/4HANA as it allows us to bill across multiple profit centers and cost centers, which is not possible in SuccessFactors. The integration between S/4HANA and SuccessFactors is seamless, as it is based on standard integrations that have already been built. For those planning to transition to digital HR, it is important to first identify the essential components of the lifecycle. This includes processes such as recruitment, onboarding, and offboarding. We can then map out the business requirements and present them to the client in terms of how they would be implemented in SAP SuccessFactors. Once the client is satisfied, we can then provide a proposal and a roadmap based on their priorities. However, for the successful adoption of the technology, both a technical and cultural shift is needed. We must ensure that our HR team and business people understand the changes to their processes, practices, and mindsets that will be required. Otherwise, the implementation is likely to fail.

I would recommend this solution to others. I rate SAP SuccessFactors an eight out of ten.

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.

We would advise organizations to look into the full costs of this product, including the cost of training their employees to use its features . They should also ensure that they can meet the bandwidth requirements of the solution before implementation. We would rate this solution a nine out of ten.

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.

I rate this solution eight out of 10.

I rate SAP SuccessFactors nine out of 10. I would recommend it. SuccessFactors does its job. We have a few important things that we need to do. One critical thing is completing the mandatory course. These courses cover essential IT changes and job skills. These courses need to be completed in a timely manner. From a user perspective, everything is straightforward. After login, we can easily navigate to any of the pages we need. The organization structure, salary details, and training records are all available as drop-downs on the home page.

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.

It's important to be clear about how you want to spend your money. No more than 60% should go to the licensing fee because there's a lot of additional work required to get a great user experience and have good infrastructure. You will need interfaces, integration with third-party tools, enhancements, and the like. I would also recommend building some in-house capabilities for platform administration and small modifications. Figure out how you'll interface with local platforms, payroll, time management, etc. They're going to decommission the on-premise version soon so explore their future plans. It may take a couple of years to complete implementation and you need to know where they'll be at that point. I would give a higher rating if the user experience was better but for now I rate this product eight out of 10.

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.

I rate SAP SuccessFactors a nine out of ten.

We have been evaluating other solutions, such as UKG and Workday. We are thinking of moving away from SAP SuccessFactors. I rate SAP SuccessFactors a five out of ten.

Always refer to the SAP standard, help guide, and help portals. It is preferred to use certified consultants from the implementation partners because it is very difficult to rework and reimplement once it is implemented and all the integrations are in place. It is better to get it done clearly and sound the first time. It's good. I believe that more and more organizations will choose a cloud-based solution. I would rate SAP SuccessFactors a ten out of ten.

I rate SAP SuccessFactors an eight out of ten.

I would rate this solution 7 out of 10. The next version takes care of lots of things that I have mentioned, but since I haven't used the next version, I would rate it a seven.

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.

This solution is a SaaS. It is deployed on the cloud. I might have gone to your site out of curiosity, but we already have SAP SuccessFactors. We are using SAP SuccessFactors. We have 7,500 users for this solution in our organization. We don't need much staff for its maintenance. We are using SAP SuccessFactors extensively. As for plans for increasing its usage, we definitely want to if the business and our headcount grows: We will use it for more users. As of now, no plans of increasing usage of this solution. My advice to anybody implementing this product is to first have a SaaS mindset. It's a SaaS product, so you can't have an on-premise mindset of "I'll give whatever requirements and the product should do it." Having a SaaS mindset is my first advice. My second advice is to keep in mind that these products give recommended practices based on which the product is built. If you could tweak your processes to embrace the recommended practices by SuccessFactors, then your chances of becoming successful, or embracing the product is going to be much higher. My third advice is to stay with SAP SuccessFactors and use all the modules together. For example, there are modules for recruitment or onboarding where you may have certain functionalities missing, but if you could keep as many HR processes on the same product integrated, then the employee experience is going to be much better, compared to trying to use SuccessFactors for a particular purpose, then another product for performance, another product for learning, etc. It's better if you could be on an integrated solution, so your user experience and your adoption at the end of the day will be much better. I would give this product an eight out of ten rating.

I was in the blueprint phase since 2019, then during 2020, we did the implementation with IBM systems integrator. I was the lead on the HR modules but as functional lead, not as technical, because I played double roles. The role from my company's side is to give all the business requirements and do the testing with the IBM team. Being in the subleader role, I need to give them the requirements in their terminology because I didn't work before on SuccessFactors. I wasn't a user. I was learning while providing all the requirements, and testing. During 2020 up to mid 2021, in August, we went live. Allow me to highlight that we went live for eight countries in scope for the Payroll HCM, and also went live for more than 12 countries in terms of SuccessFactors employee data. I am now supporting our company's HR users. It's on cloud and I don't have access to the cloud to know which version. I need to go back to shared document. I don't have it in front of me. I think it was the most recent version because to be frank, even during the UAT (user acceptance testing), they stopped us for a couple of days to upgrade. I think they installed the latest version on cloud. We have defined four or five roles as the users of this solution. The HR manager who has access to everything and all the modules. The recruiter who only has access to the recruitment module. In terms of the employee data, we defined four roles. We defined the time administrator role who's responsible for checking the leaves and following up with the leaves. The line manager is the one who approves the leave for his employee, not HR, because he is the one who knows his team more and we have people onsite for the engineering company. We also created the HR officer role who can help in filling information related to the new hires, or the visas, or the CVs, but he doesn't have access to the salary data. Then, we created the HR admin, who can access the salary data on top of the previous role that I listed. The last role is the payroll manager who has access to a specific screen in SuccessFactors called One Time Payment, which usually hits the payroll in the other side. For this we planned it only for the top layer, or top role, which is the HR payroll manager. This is how we manage it. Deployment and maintenance of this solution is handled by me and two colleagues. They help me with the data migration for all the countries and we distributed the countries for payroll testing. Our contract was eight countries in scope. I took four countries and they took four countries. For the recruitment module, performance appraisal, and succession plan, I was handling it in parallel to the follow-up on data migration and on the payroll configuration. As for plans to increase usage of this solution in the future, it has only been three months from the time we went live. We are still focusing mainly on what is related to payroll, especially because we are approaching the end of this year and some branches have annual taxation e.g. India, Lebanon, and Egypt. We first need them to practice the payroll side very well, plus, they've still been committing some errors not because of the system, but because of their old ways. They're used to recalculating and deleting the result in the payroll archive. Now it's forbidden, so we are facing the issue mainly in Saudi Arabia and Iraq to change the end users' ways. Some other branches, they are understanding. They are on track and they now ask for reports e.g. headcount reports. They are on track from month two. The next stage, maybe next year, my plan is to increase the level, particularly the HR user level to start to be responsible for their tasks, plus, to start to prepare for the performance appraisal, which mainly is not handled by the regular HR user. It will be handled just by HR managers and directors. We need to prepare the KPIs with these HR directors. This will be the plan for next year because the top management asked for it. Everything related to contract terms or money, it's our IT director who deals with it. My section is under IT corporate services. I'm aware from the communication that we have professional licenses for some, while for some, we have the regular licenses. I know this because they keep on asking me to reduce my HR users who have professional licenses, while other users will have a different license. In terms of licensing costs, I don't have that info. I will tell anyone who needs to implement SuccessFactors that they first need to be familiar with the terminology used in SuccessFactors. Our company helped us by sending us to a training that served as our introduction to SuccessFactors before we started the implementation, so when we started the implementation, I was already familiar with the terminology used by IBM. People looking into implementing this solution should at least receive preliminary training. Another advice I'd like to give is for them to really be ready for the blueprinting when preparing the solution document and the design document, because what happened to us was we went for five months during this phase parallel to the training so everything came in a rush e.g. information overload. I was the only one who attended the training for three months and in the end, I had to ask for help. That's why I asked for two people to help me because I cannot handle it all the time and I cannot attend two classes at the same time. This is my recommendation: to really have their team ready and to be familiar with all of the HR modules. I am familiar with Meta4 and what I've been asked, so I am familiar with the business processes, but I only need the technical terminology and the screen names in the new software like SuccessFactors. I know what my company needs and I want to replicate it in SuccessFactors in case it was not clear, so let them be ready in terms of processes and be very detailed during the preparation of the solution documents. You'll discover during the implementation, during the explore phase or the document preparation, that usually an implementer can only go by the book. He doesn't accept change, even when you are not sure about the explanation. We worked with SAP India. SAP prepared the document for the solution while the implementer was IBM. Because the IBM team was very friendly, we were analyzing again that maybe we committed a mistake because there was a misunderstanding with SAP India and we want this requirement. They were open to revalidating the requirement. This is a very critical stage. The last point which I faced in my country is that it's important to have mature HR users. What made this project hectic for me was that the HR users themselves weren't matured enough to do the testing themselves in their branches. You need to be present in each session. My recommendation for any other country or any other company is to have mature HR end users in case of multiple branches. I'm rating this solution an eight. It's used worldwide and meets all our requirements.

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.

We are using the latest version of the solution. I would recommend the solution to other users. The main pain point, however, is the price. It may be why not all employees in Indonesia end up using it. However, the business processes are very good. I'd rate the solution at a nine out of ten. We're mostly quite satisfied with the solution and its capabilities.

I would recommend the solution to others and I plan on continuing using it. I rate SAP SuccessFactors an eight out of ten.

I would recommend this solution to others who want to start using it. I would rate SAP SuccessFactors a nine out of ten.

They say nothing is perfect, but honestly, the SuccessFactors product is essentially perfect in my eyes. It fits all the requirements we have and solves every problem we encounter. Whenever there is a problem we need to overcome, we can easily find a similar solution and adapt it to our situation. It's rare finding software that gives you lots of solutions for any particular problem you are thinking about. The only reason I would not rate SuccessFactors a perfect ten is because if you do find yourself missing some feature that is relevant for your organization, you will have to go develop it yourself. I would rate SAP SuccessFactors a nine out of ten.

I would rate SAP SuccessFactors a seven out of ten.

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.

I would rate SuccessFactors an eight out of ten. Not a ten because of the issues with the reporting analytics and the data center. I would highly recommend SuccessFactors. I sell it. I'm also the one that implemented the solution. It has the best cost compared to others. It's a really good solution and I can see that they make improvements and progress.

I would recommend this solution for anyone who is interested in implementing it. I would rate SAP SuccessFactors an eight out of ten.

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.

We use the public cloud deployment model with SAP as the provider. I'd advise others to schedule training for the team that will be handling implementation. It's important to have a reference case and go to other companies familiar with your business to check how it was implemented for them and to see how successful they have been overall. They may have good best practices you can learn from. Look for a good implementation partner who can take the time to work with you and choose wisely. Some may charge a lot of money and provide low-quality assistance. You have to know the process before implementation. It's important to not purchase the license until you decide what you will use the system for and when you will implement it. It will help you avoid paying for a subscription without yet being able to use it or purchasing too large of a license. I'd rate the solution seven out of ten.

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.

I'm a consultant and work primarily with hybrid deployment models. I'd advise others to look at the methodology before implementing it. Although customers don't like the cloud, it is the future and it shouldn't be feared. You don't need a lot of IT specialists to handle the solution. I'd rate the solution eight out of ten. I haven't worked on the solution for too long and haven't used a lot of features, but so far it's good. I need to look at workforce analytics a bit more to see if it's a plus for the future.

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.

My advice to someone considering this solution is to focus on your business requirements and get yourself a strong, reliable partner. I would rate SuccessFactors a nine out of ten.

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.

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.

I would advise someone considering this solution that they need to really look into their requirements and be very specific regarding the requirements when getting their orientation on the system and creating the requirement documents. They really need to to be very specific and very detailed in their requirements. Make sure to understand all the features and capabilities of the system. I would rate it a seven out of ten.

I would definitely recommend this product. I would rate it as seven out of ten.

I would rate it an eight out of ten.