SAP SuccessFactors Reviews

• Cloud based
• Accessible anywhere
• UI

It has improved the way my organization functions by introduction of self service and consolidation of processes.

Integration between HCM modules can be extended to incorporate all data. SuccessFactors have improved their integration between their HCM modules substantially over the last two years and have identified continued room to improve. Improving this area would help in simplifying processing further.

I have used it for three years.

We have not encountered any stability issues.

We have not encountered any scalability issues.

Technical support is 7/10.

We previously used the SAP on-premise solution. We switched due to SAP investment and roadmap forward was SuccessFactors cloud-based solution, improved UI, and accessibility.

Initial setup was straightforward; complexity lied within consolidating processes across the organisation and simplifying to ensure requirements could be met by best practices in the SuccessFactors solution.

The solution is subscription based on employee count and modules implemented.

Before choosing this product, we did not evaluate other options, as we ran SAP Payroll and did not want to change our payroll solution. We implemented SuccessFactors to enhance the solution and provide flexibility moving forward.

Ensure business processes have been reviewed prior to project commencement and simplified. As SuccessFactors is implemented using an iterative approach, ensure testing commences early and all stakeholders are involved.

SuccessFactors is a cloud HCM solution, though still missing out-of-the-box (OOB) integration.

It need improvement on its integration side. Plus it should have some mature cloud solutions for Time, Benefits, and Payroll, which are still missing parts in SuccessFactors.

More than three years.

SuccessFactors was down completely for one day. All the companies which were using the Amsterdam datacenter were down from 8:00 in the morning to 18:00 in the evening. Production, QA, Training, and Dev with all their instances were down.

SuccessFactors has some limitations when it comes to scalability. SAP On-Premise was more scalable.

SAP is doing well for support.

Initial setup was straightforward.

Workday was evaluated with SuccessFactors. Workday was not able to accommodate some of our customizations, so the company decided to go with SuccessFactors, which gives you more configuration options.

Integration is challenging and companies are struggling when it comes to integration between SuccessFactors and other systems. I will recommend to put more thought and effort for integration and make an intelligent decision.

The performance of the solution is very good.

The solution has a mobile application and is on the cloud so we have the capability to use it anywhere, not just on location.

The user interface could be improved.

The pricing model should be adjusted.

It takes a long time to deploy the solution, and it should allow for faster implementation.

I've been using the solution for about a year.

The solution is stable.

The solution is scalable.

The solution's technical support is good.

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.

I implement SAP SuccessFactors for customers. We also use it internally. 

SuccessFactors offers all aspects of human resources management. What I love most about it is that it can be implemented for any company very quickly. 

There are some disadvantages because we have some specific rules relating to laws or regulations in the local company. They cannot provide all the features as we expect it. However, from a general perspective, I think that it's very satisfactory to have a full solution, that can cover everything in Human Resources Management. 

They always have updates about two to four times a year. We can check on everything that is requested and we can update it for free. 

The most important thing about SuccessFactors is that they need to adapt to the future with reporting analytics. They have a separate solution relating to Analytics. Which means they have to pay more. They have data there, they have everything there, they have to make current reports, dashboards, everything in the system. They have to pay for other tools, which is very complicated.

They should be more user friendly and give us more tools to make it more flexible.

I have been using SuccessFactors for two and a half years. 

Sometimes we have a problem with the data center, it gets disrupted. We cannot log in to our system and it affects other integrated systems that we integrate with SuccessFactors to get data. If the data center has a problem, we're all locked out.

One thing I love about SuccessFactors is the SAP Cloud support. They are free. It's not like other SAP products that are on-prem. They charge for an incident that we raise. With SuccessFactors, we get free support from SAP and they're available all the time. They will fix the ECU or any technical issues as soon as possibl.e

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.

We are using it for performance and goals management. We will soon be implementing recruitment and onboarding, and the employee central is also in the pipeline. There is ServiceNow as well, and we're still working with IT about it.

Currently, we are using the performance and goals management functionality the most. It is connected with the enterprise solution, and it is seamless.

It can be easily accessed because it is available via the net. It is readily available, provided you have an internet connection. Their technical support is also very good.

It is not that user-friendly. It can be made more user-friendly.

I have been using this solution for more than a year.

We are in constant coordination with SAP Philippines and the SuccessFactors team. We have been coordinating with them since the HCM time. They always provide assistance and support to us. I would rate them an eight out of ten.

I would rate SAP SuccessFactors a seven out of ten.

• All features are available on mobile and also on cloud (internet); no need to connect any server or application systems. All HR business processes across the customers are available.
• Cross-module integration
• Updated with all industry best practices
• Less cost compared to the on-premise products

I’m a consultant from Wipro, an implementing partner of SuccessFactors; hence, we take the feedback from customers.

Customers are expecting more features in these modules:

• Employee Central
• Succession and CDP
• RCM integration with Indian job portals

I have used it for three years.

We encountered stability issues in integration of SuccessFactors with SAP ECC HCM via Dell Boomi middleware; still more standard integrations are expected from customers.

We have not encountered any scalability issues.

I rate technical support as medium.

• WFA, WFP and Onboarding modules pricing and licensing to be very specific

It is the best cloud product in the market, with strong support from SAP, which is a market leader in the world. Integrating SuccessFactors with any other systems/applications should be understood clearly.

Employee Central is the core of the product and is the best developed. This module is well worked out and has a lot of customisation options, which makes SuccessFactors an ideal solution for many customers.

It provides us with a way of visualising all our employees.

Reporting is done in several tools and should be reduced to one tool. Time management is currently not sufficiently developed for a Belgian company.

I’ve been using SuccessFactors for five years.

We had stability issues very often during the end of the year and after updates.

We did not have any scalability issues.

Technical support is very good for things that are not urgent. When urgent problems occur, they are not handled very well.

I only worked with SuccessFactors.

If you do a good analysis, the setup is never hard. The most difficult thing is the analysis.

I never do sales. I only do implementations.

It’s better to spend more time in the analysis phase than to reanalyse in the implementation phase.

A. SAP is making a firm commitment to creating a new single unified platform for every app it owns, based on the top of Hana in Memory Platform. In the future I aspect HR connected with IOT with Leonardo platform.

B. SAP is asking to professional to rethink HR, less transactional and more "Conversational". In SF, the architecture of the system allows to have very structured vertical functionalities (Learning, Performance, Compensation, etc.), but you can draw new service models using together the individual modules (you can design a “Pay per performance” process for example with Performance Goal Compensation)

C. SAP SF includes libraries of free contents (different data structure in Employee Central according to local laws, competencies libraries, goals libraries, etc.)

D. The usage of HCI and HCP (from HANA Cloud family) will extend the functionality of the product connecting with third-parties software or by extending the features of the individual modules. SAP has created a market place with dozen of 3rd parties apps

E. Artificial Intelligence is the new horizon:

Intelligent Services can automatically connect all actions that the system must take when an event occurs: have a new assignment. In less than two years, SF has released 40 predefined services.

In "Business Beyond Bias" against gender and race discrimination. The recruiting module has a feature that highlights a discriminatory language for example in the job description.

BOT. I saw some test where is possible interact with the system in natural language where for instance you can require to the system a Time OFF and the system will run all the appropriate actions.

F. Collaboration with Microsoft, Apple, Slack

Microsoft, with its technology Azure, is one of the partners to improve the data center services, I suppose also that we will see a better integration with Office world.

Apple, mobile first is the claim, is working to redesign the mobile user experience. At the end of June 2017 FIORI for IOS available.

Slack, we have already discussed about the bot: in the future I assume that the interaction will be made by voice with Siri or Cortana, or Google As.

We can design a “quick & dirty solution” or “very complex services”, we can manage small enterprise projects (in our experience 150 users) as the big organization (in our experience 40000 users), all with the same solution. This is a big saving of time, costs, and team usage optimization.

Employee Central made an incredible improvement, but still is behind the SAP HCM “On Prem” solution.

5 years - the full suite. 10+ years Learning Management System module (formerly Plateau Software).

Not on the platform side. At the end of 2015 there are been issues in the Data Center based in Germany with access problems.

No.

On a scale from 1-10: 7/10

a. 10 years ago we used SABA, due to a cut costing program they moved all the developers from US to India, the result was a release with hundreds of bugs.

b. 3 years ago we tested Cornestone for a premiere Insurance and we recorded some issues when the new releases went live and a weak technical support service in Europe.

a. Employee Central is critical, you need to have a good experience to work on it. Is very powerful because the choices will impact also on the other modules. We are called to support some projects that were in fact blocked for wrong configurations due to limited product knowledge by other partners.

a. Price is based on: Number of users and number of modules. Other companies like Oracle or Cornestone are very aggressive, but it’s only is a business practice that cannot go on forever. For instance, Cornestone is under pressure to be sold to investors.

Invest the right time on Employee Central, looking for a competent partner with a proven experience on real projects.