SAP HCM vs SAP SuccessFactors
We performed a comparison between SAP HCM and SAP SuccessFactors based on our users’ reviews in five categories. After reading all of the collected data, you can find our conclusion below.
Comparison Results: SAP SuccessFactors comes out on top in this comparison. It offers a wider variety of features than SAP HCM does and is easier to configure. SAP SuccessFactors also receives higher marks in the pricing department, thanks to its various licensing options.
"Recently, the localization versions for different countries were increased, and that added value to the solution."
"Customers can create custom infotypes to store any custom data points."
"They provide the most stable and powerful technology in the areas of human resources, information systems, and ERP."
"The master data where most of the reports were run from was the most valuable. We were quite satisfied with this module."
"We have features such as ABKRS based on the client's requirement, tariff and TMSTA, and so on."
"The most valuable feature is Organizational Management (OM)."
"We've found that the solution has the capability to scale."
"It has the best data management features."
"The performance goals and learning management solutions are the product's most valuable features."
"Scalability-wise, I rate the solution an eight out of ten...It is a stable solution."
"This solution has automatic linking and reporting features. Upgrades are hassle-free because you don't need to change everything from scratch, when compared to Meta4."
"SAP SuccessFactors is stable, we have not found any bugs or glitches."
"The tool's most valuable feature is its integration capabilities with on-premise ERPs and other systems."
"The performance of the solution is very good."
"It's very user-friendly."
"The tool's most valuable feature is document generation."
"The talent modules are lacking in HCM, so I would recommend switching to SuccessFactors for talent management, but HCM excels at time management and payroll."
"The extensibility of the integration could be improved."
"It was difficult to deploy. There were challenges regarding configurations and implementation. So, we had a lot of issues."
"The product's learning and development features could be better, including new exclusive LMS tools."
"It is a bit tedious and manual to work with."
"There needs to be a renovation of the interface and functionalities of the talent management modules."
"Reports need to be added on the time management side."
"SAP is not ready to sell the license on time and delays the progress of projects. It's better to work with a competitor like Oracle. Those that are selling the product just go through powerpoints and don't have the knowledge necessary to sell. They can't answer any questions."
"One of the most essential features that needs improvement right now is the reporting functionality. SuccessFactors' reports seem to be lagging a bit behind and we are very interested in customizing the reporting mechanism such that it pushes reports through quickly and automatically."
"The price could be lower."
"Analytics could use some work."
"SAP SuccessFactors could improve learning management. The module is desperate and should be included in the primary solution. Additionally, it is missing some business use cases."
"The stability could be a bit better."
"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."
"SAP resources are at the high end and anything you want to change or any customization is expensive."
"Visual representations, in the form of graphs and charts, can be added. This is beneficial for both management and employees. Upon accessing the system, they should generate graphical representations on their dashboard. These visuals illustrate aspects such as company-wide training progress and current company training status. The information encompasses both company-related data and personal profiles. This approach makes it convenient to grasp the company's profile along with individual information."
SAP HCM is ranked 4th in Talent Management with 45 reviews while SAP SuccessFactors is ranked 1st in Talent Management with 90 reviews. SAP HCM is rated 7.6, while SAP SuccessFactors is rated 7.8. The top reviewer of SAP HCM writes "Efficiently handles the entire hire-to-retire cycle management within an organization and the ability to scale is outstanding". On the other hand, the top reviewer of SAP SuccessFactors writes "Offers many useful modules and integrations, and helps companies adhere to best practices". SAP HCM is most compared with Workday, Oracle HCM Cloud, ADP GlobalView Payroll, PeopleSoft and UKG, whereas SAP SuccessFactors is most compared with Workday, Oracle HCM Cloud, PeopleSoft, UKG and Cornerstone Learning. See our SAP HCM vs. SAP SuccessFactors report.
See our list of best Talent Management vendors and best Cloud HCM vendors.
We monitor all Talent Management reviews to prevent fraudulent reviews and keep review quality high. We do not post reviews by company employees or direct competitors. We validate each review for authenticity via cross-reference with LinkedIn, and personal follow-up with the reviewer when necessary.
So are you striving to successfully deploy and utilize SAP systems to centralize data, streamline operations, gain real-time insights and achieve business efficiency? SAP applications are the backbone of every business. We also discuss the best SAP implementation process as an ideal solution for such problems: https://www.cleveroad.com/blog/why-outsource-sap/
When it comes to user experience, SuccessFactors is unquestionably superior, as it provides end users with a new experience and an advanced user interface. Additionally, the entire concept of SF is to simplify the process, giving life back to HR systems so that they can be more modern and flexible, and rely more on the heart of HR – the employee.
On the other hand, while SF is technically less complex than SAP HCM, it also has significantly less capability, particularly when it comes to integration with other SAP modules. For example, while SAP's integration between the SAP Project system and the SAP HCM process is robust, SuccessFactors' integration is limited and still in its early stages.
In all circumstances, SAP SF represents the future of HR, with a highly promising road map. I believe that if SAP continues to create more features, SF will have greater functionality than SAP HCM in 5 years.