SAP SuccessFactors Competitors and Alternatives

Get our free report covering SAP, Workday, Oracle, and other competitors of SAP SuccessFactors. Updated: June 2021.
521,637 professionals have used our research since 2012.

Read reviews of SAP SuccessFactors competitors and alternatives

MonikaMegenney
Sr. Business Systems Analyst at a financial services firm with 1,001-5,000 employees
Real User
Top 20Leaderboard
Automation and strong reporting improve efficiency and shorten compliance-training completion time

What is our primary use case?

In my current organization, we use Cornerstone strictly as a learning management system. We use it to deploy all of our compliance training, which includes IT compliance, corporate compliance, and human resource compliance. We have a lot because, in our industry, there are a lot of compliance requirements. We also use it for on-demand training. We have a couple of integrations with LinkedIn Learning and Skillsoft, just for skills training an on-demand, professional skills training.

Pros and Cons

  • "Combining everything together, our on-time completions have gone from the mid-sixty percentile to over 99% on-time completion."
  • "The automated ticketing system for technical support often has a response time that is quite long, which is something that should be improved."

What other advice do I have?

In the past two years, they have totally revamped the reporting module. It is called Reporting 2.0 and it is absolutely incredible. The administrator can create custom reports that are as granular or as wide as you want. You can share it with specific users or with entire groups of users. You can have the system email reports, which is very helpful because as an administrator, I am asked for reports constantly. Even when reports have been generated, stored, and are available for people to read, they still email me requests for updated versions. Reporting 2.0 has allowed me to program the…
AhmedAbdelhady
Executive Manager & CO. Founder at Phoenix Consulting
Vendor
Top 20
Some capabilities are self-service for the employees which cuts down on administrative time

What is our primary use case?

I'm an SAP consultant and I have companies in Egypt and France that do SAP consultancy. We are specialists in SAP activities, SAP implementation, network building for HCM finance controlling, warehouse management, SAP retail plus migration of projects, BI, and strategic management. We have all these capabilities in our company and use them to help clients make the most of their SAP HCM implementations. Human Capital Management is a powerful tool for organization management. It helps to define the organizational structure and support the company. It helps with the administration of things like… more »

Pros and Cons

  • "HCM is a very important module that each organization should want to use. It will help any organization to calculate and control the cost of their human resources."
  • "SAP now does the most innovation for the cloud solution and less innovation for the on-premises client."

What other advice do I have?

At this time in the competitive business world, HCM is a very important module that each organization should want to use. It will help any organization to calculate and control the cost of their human resources. Human capital management allows control of when you want employees to work when you don't want them to work and keeps you aware of when they will be on leave so that their responsibilities will be covered by someone else. Businesses have to plan for things like this. A lot of things affect human capital and that can affect the course of an organization. On a scale from one to ten where…
FK
Director at a financial services firm with 1,001-5,000 employees
Real User
Top 20
It reduces the administrative burden and provides better visibility in reporting on benefits

What is our primary use case?

Workday is an HR management or a talent management tool. It is basically the full suite of HR core processes. It has got modules within it for benefits for HR administration and talent acquisition.

Pros and Cons

  • "It helps the users to enroll for the benefits automatically and update their life events without the involvement of HR individuals or back-office staff. It enables a person to take action on their own. It reduces the administrative burden on HR and puts the ownership on the person that is going through the life event, whether it is having a child, taking a leave of absence, or something else. There are easy ways to integrate Workday with your common benefits. At least in the USA, it can be integrated with common benefits providers such as Fidelity, Blue Cross Blue Shield, Aetna, etc. It has got a connector that is able to connect with the vendor or the third party to which you are trying to send the eligibility file. It basically allows us to automate or set up the tool, and the integration with the provider is a lot quicker than competing tools. When it comes to reporting on just eligibility and SLSA, it is a lot more user-intuitive. Depending on the purpose of what you are doing, you can grant security rights or roles, for example, you can control whether someone is a benefits administrator doing an independent audit. Workday makes it very easy to do that. It significantly simplifies the reporting process."
  • "It is very unique as compared to other tools in terms of the employee master data and how it is organized. That's why sometimes the information needs to sit in two different systems because, in Workday, it is organized differently. This issue is not related to benefits. It is more or so related to how you categorize employees. I don't think this is a problem that could be solved. Workday is aware of this. It is one of those kinds of situations that you just got to live with."

What other advice do I have?

I would advise making sure that your HR data is clean. Take your time. Everybody is eager to implement a new shiny toy, but a lot of cleanups are required to get your house in order. You have got to clean up your HR data and make sure that there are no duplicate employees, people are assigned to the right job descriptions, and there are no such people who are terminated but still sit in your organization. When you actually migrate the data, all such issues will create a lot of problems. It is a leading talent management tool, and it has got the largest market share. I would rate Workday a ten…
Sajan Nair
IT Director at a manufacturing company with 5,001-10,000 employees
Real User
Top 5Leaderboard
Very flexible and can be configured in multiple ways; high user satisfaction from our employees

What is our primary use case?

This solution is being used for the core HR payroll, it's self-service for our 6,000 employees. They have access to the solution and can do anything on it; request vacation, check their payslip, anything related to business trips, basically everything that goes through the system. All HR-related services are online for users to access from their mobile phone, computer or through a chat bot. It's also connected to a biometric solution, where attendance is pushed into Ramco so if there is an attendance correction required, it can be approved by the manager. The core HR team runs the payroll and… more »

Pros and Cons

  • "In general, the solution is very flexible and can be configured in multiple ways."
  • "The mobile app and web page user experience could be more user friendly."

What other advice do I have?

For anyone in the Middle East, I would strongly recommend this solution over SuccessFactors or Workday as the payroll feature is very much localized for the region and it supports all the business requirements without any additional modification. It's very important to prepare yourself, your team and the organization structure data, job descriptions and things like that, before you start the implementation. The master data management is where we had some problems due to discrepancies in job descriptions. We realized that when we uploaded and started building the organizational structure. I…
YD
HR Operations Manager at a tech services company with 10,001+ employees
Real User
Top 5Leaderboard
Quite stable, easy to setup, and it has good support but it does not synchronize well with other ERP tools

What is our primary use case?

We are using IBM Kenexa for onboarding employees.

Pros and Cons

  • "The most valuable features are that we can upload documents and download them on demand."
  • "I would like to have a better and more user-friendly interface."

What other advice do I have?

I would recommend this solution to others, but I would say make sure that you have the basic infrastructure and training for the people. It's essential. I would rate this solution a seven out of ten.
Get our free report covering SAP, Workday, Oracle, and other competitors of SAP SuccessFactors. Updated: June 2021.
521,637 professionals have used our research since 2012.