We don't utilize even half of the licenses because not everyone uses them. With SAP SuccessFactors, though, we're now conducting all our performance evaluations within the system, so I suppose we're making better use of those licenses. As for SAP for employee services and internal benefits processing, we do have licenses for those but don't utilize them.
When you have an on-prem environment with payroll, people don't want to move the payroll from finance because, in South Africa, in many companies, payroll resides within the finance module. So now, SAP charges me 300 Euros for 14,000 employees. I still have to pay 2,000 euros because I'm using SAP on-prem. If SAP wants to be a game changer, SAP seriously has to look at its pricing. So people are also moving because of the pricing. If a person is on-prem, that person should not pay for the on-premises licenses but only for the SuccessFactors licenses. But then, it means all your people-only payroll is on-prem. So then you also get your money back because now you're forcing them to put all the people on EC because they don't need to pay the on-prem license since you're using it only for payroll. You see, so SAP also has to come to the table. I must tell you, many clients, and I know many European companies, are saying to SAP that if you force me to do that and I go to another product, SAP has to be very careful about this. I have colleagues that used to be pro-SAP that have gone into Workday, and they say to me, Workday is actually better than on-prem and SuccessFactors. How can I argue with them? I've never worked on Workday, but they have, and they're implementing it, and they say it's cheaper, better, quicker, and easier. SAP can only benefit from the CRM and finance modules. In the HR environment, HR is becoming null and void. There are too many free apps available that can handle HR tasks. In an ideal world, people will start to have a product for master data and an app for learning, an app for performance, and a different app for whatever they want to do. So you might end up in a situation where you actually have an HR system using different apps to manage HR, as it is still cheaper than SAP. SAP is killing us with its certification and all the related expenses. So many dedicated independent consultants are out there, and it's becoming so expensive. But for them, it's been enough to join a company like Workday or whatever and start working there and training there because you don't need to certify every year, and that's the problem. That is a killer, the certification, the certification. I've been on projects where we had certified consultants who knew absolutely nothing. But you have to pay them and pay them in hours, which is only a thousand per hour.
Our clients used a yearly subscription model. I have not seen customers complaining about the price of SuccessFactors because of the benefits they are getting. It's more about the value than the cost, and the cost of SAP SuccessFactors is reasonable.
The price of the solution depends on too many factors to provide an estimate. The solution is best suited for medium to large-sized businesses. However, the price of SAP SuccessFactors is competitive even for small enterprises now.
This is a more costly solution than comparable products, and training is not available in the open-market, so this has to be purchased separately from the vendor.
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 think the pricing is a little better than most solutions out there. There are reasonable prices when it comes to some of the modules such as the Payroll module, and for the remaining modules I believe the pricing is fair in comparison to the rest of the market. When comparing SuccessFactors with other solutions with the same level of capabilities, the pricing is roughly on par. When it comes to licensing, this depends on the users. Dealing with onboarding 100 to 200 users is a lot different than when you're dealing with 1,000 to 2,000 users.
Head of IT & Business Applications, Dangote Refinery at Dangote Industries Limited
Real User
Top 20
2022-06-07T11:32:37Z
Jun 7, 2022
We are on an annual subscription to use SAP SuccessFactors. The pricing model is something that they could restructure a bit better. If it was based differently on the type of usage it would help.
Chief Information Officer at Oldcastle BuildingEnvelope, Inc.
Real User
Top 20
2022-04-27T08:20:32Z
Apr 27, 2022
Our costs for the solution are subsidized by our parent company, I am not aware of the exact cost because of this. However, we pay $50,000 annually. If we move to another solution it will be more expensive.
SAP Project Manager at a manufacturing company with 10,001+ employees
Real User
2019-12-05T06:53:00Z
Dec 5, 2019
The solution is subscription-based but companies do need to consider other ancillary costs, including upgrades, training, and general implementation costs.
SAP SuccessFactors Consultant at NTT DATA Business Solutions Qatar
Real User
2022-03-29T19:18:39Z
Mar 29, 2022
It is not expensive because it is a complete suite with a module-based cost. I am not sure about the pricing, but I understand it's a popular solution for mid-size, small-size, and large-size businesses. I don't see pricing as a challenge. I would rate their pricing a four out of five.
Country Human Resource Manager at PT. Grobest Indomakmur
Real User
2021-05-14T10:17:27Z
May 14, 2021
It's my understanding that the licensing is paid on a yearly basis, however, I cannot speak to the cost. The project manager handles that aspect of the product. It's my understanding that SAP as a solution is quite expensive.
If you go by best practices and do it right from the outset, the setup won't be a costly endeavor. In terms of setup, there is a lot of flexibility compared to three years ago. For any new process or for something already added to the SuccessFactors or SAP library, you can just go directly to the upgrade center, see the optional upgrade, and select it. Once you upgrade it, you have your setup, and you can work right away.
SAP Offering Solution Architect at a computer software company with 10,001+ employees
Real User
2020-07-19T08:15:54Z
Jul 19, 2020
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.
The licensing fees are based on the number of modules that are being used, and the number of users. There are no costs in addition to the standard licensing fees.
SAP SuccessFactors is a valuable human resource management system (HRMS) solution that streamlines numerous HR tasks and activities, such as payroll, talent management, and people processes, to help make the entire HR process run more smoothly and improve the overall employee experience. It is primarily developed to meet the needs of enterprise-class organizations. SAP SuccessFactors can also help users to boost business processes and achieve desired outcomes.
SAP SuccessFactors is...
We don't utilize even half of the licenses because not everyone uses them. With SAP SuccessFactors, though, we're now conducting all our performance evaluations within the system, so I suppose we're making better use of those licenses. As for SAP for employee services and internal benefits processing, we do have licenses for those but don't utilize them.
The product is expensive. The product is worth the money you pay for it.
I rate the tool's pricing a seven to eight out of ten.
I'm not aware of licensing details but I believe it's on the expensive side.
When you have an on-prem environment with payroll, people don't want to move the payroll from finance because, in South Africa, in many companies, payroll resides within the finance module. So now, SAP charges me 300 Euros for 14,000 employees. I still have to pay 2,000 euros because I'm using SAP on-prem. If SAP wants to be a game changer, SAP seriously has to look at its pricing. So people are also moving because of the pricing. If a person is on-prem, that person should not pay for the on-premises licenses but only for the SuccessFactors licenses. But then, it means all your people-only payroll is on-prem. So then you also get your money back because now you're forcing them to put all the people on EC because they don't need to pay the on-prem license since you're using it only for payroll. You see, so SAP also has to come to the table. I must tell you, many clients, and I know many European companies, are saying to SAP that if you force me to do that and I go to another product, SAP has to be very careful about this. I have colleagues that used to be pro-SAP that have gone into Workday, and they say to me, Workday is actually better than on-prem and SuccessFactors. How can I argue with them? I've never worked on Workday, but they have, and they're implementing it, and they say it's cheaper, better, quicker, and easier. SAP can only benefit from the CRM and finance modules. In the HR environment, HR is becoming null and void. There are too many free apps available that can handle HR tasks. In an ideal world, people will start to have a product for master data and an app for learning, an app for performance, and a different app for whatever they want to do. So you might end up in a situation where you actually have an HR system using different apps to manage HR, as it is still cheaper than SAP. SAP is killing us with its certification and all the related expenses. So many dedicated independent consultants are out there, and it's becoming so expensive. But for them, it's been enough to join a company like Workday or whatever and start working there and training there because you don't need to certify every year, and that's the problem. That is a killer, the certification, the certification. I've been on projects where we had certified consultants who knew absolutely nothing. But you have to pay them and pay them in hours, which is only a thousand per hour.
It is not cheap, but it is reasonable. I would rate it a five out of ten.
The price of the solution is highly expensive.
Our clients used a yearly subscription model. I have not seen customers complaining about the price of SuccessFactors because of the benefits they are getting. It's more about the value than the cost, and the cost of SAP SuccessFactors is reasonable.
The price of the solution depends on too many factors to provide an estimate. The solution is best suited for medium to large-sized businesses. However, the price of SAP SuccessFactors is competitive even for small enterprises now.
This is a more costly solution than comparable products, and training is not available in the open-market, so this has to be purchased separately from the vendor.
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 think the pricing is a little better than most solutions out there. There are reasonable prices when it comes to some of the modules such as the Payroll module, and for the remaining modules I believe the pricing is fair in comparison to the rest of the market. When comparing SuccessFactors with other solutions with the same level of capabilities, the pricing is roughly on par. When it comes to licensing, this depends on the users. Dealing with onboarding 100 to 200 users is a lot different than when you're dealing with 1,000 to 2,000 users.
I don't have any knowledge about the licensing cost of SAP SuccessFactors.
We are on an annual subscription to use SAP SuccessFactors. The pricing model is something that they could restructure a bit better. If it was based differently on the type of usage it would help.
The pricing for SuccessFactors is ridiculously high, and there are costs in addition to the license fee for some features.
Our costs for the solution are subsidized by our parent company, I am not aware of the exact cost because of this. However, we pay $50,000 annually. If we move to another solution it will be more expensive.
The solution is subscription-based but companies do need to consider other ancillary costs, including upgrades, training, and general implementation costs.
It is not expensive because it is a complete suite with a module-based cost. I am not sure about the pricing, but I understand it's a popular solution for mid-size, small-size, and large-size businesses. I don't see pricing as a challenge. I would rate their pricing a four out of five.
SAP SuccessFactors requires an annual subscription.
We have a yearly license. There are no additional costs.
We have a yearly license for this solution. Any additional costs we pay to the implementation partner, to the support partner, but not to SAP.
It's my understanding that the licensing is paid on a yearly basis, however, I cannot speak to the cost. The project manager handles that aspect of the product. It's my understanding that SAP as a solution is quite expensive.
It could be cheaper.
If you go by best practices and do it right from the outset, the setup won't be a costly endeavor. In terms of setup, there is a lot of flexibility compared to three years ago. For any new process or for something already added to the SuccessFactors or SAP library, you can just go directly to the upgrade center, see the optional upgrade, and select it. Once you upgrade it, you have your setup, and you can work right away.
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.
The licensing fees are based on the number of modules that are being used, and the number of users. There are no costs in addition to the standard licensing fees.
Consider cost of subscriptions and costs for implementation partners.