The solution offers better reporting flexibility than ADP but is not as powerful as IBM Cognos. 

I evaluated Meta4 and was able to use it for three years.

We also evaluated four software. One of them was Microsoft, but from day one, they didn't arrive and they didn't come to the demo, so it was out from day one during the vendor assessment session. We also compared Oracle, SAP, and Deltek.

We did a comparison matrix on the various requirements that we asked for from the three vendors and we evaluated those three and we compared the scores. Other modules were also compared in their scope like the project module, CRM, and finance. The highest marks went to SAP. We did the comparison mathematically.

As somebody who has been in the human resources function for the last three and a half decades and as an HR leader for almost two decades, I have used and or evaluated many of the platforms. When I implemented SAP SuccessFactors, that was when I realized that it is a lot better than the others in the market. 

Before choosing SAP SuccessFactors, ServiceNow was an option we considered in our organization.

We evaluated other solutions before choosing SAP SuccessFactors.

I have also used Workday and Darwinbox. I prefer Workday because I found it to be better in terms of integration, data integration, management of data, and workflows.

I did evaluate other options. Typically, I look at local offerings. However, due to the fact that our company is multi-national, I've only really looked at SuccessFactors for this particular work. We don't really have the capacity to decide locally. 

We evaluated Oracle Fusion, PeopleSoft Fluid, and Darwinbox.

We evaluated Origin and Workday before ultimately choosing this solution. In 2012, Origin was more on the cloud and Workday mostly just covered America rather than the rest of the world. They also didn't have any classes at the time.

Before choosing SuccessFactors, we compared other industry solutions, including Microsoft. But Microsoft's HR product is really not top line in this part of the world.

There were other products evaluated, but we found SAP SuccessFactors to be more promising with reference to functionality and from an implementation perspective.

The only other product we were going to use was SAP HCM On-Premise for HR and payroll with a connection to SuccessFactors for the Talent Management suite (i.e., Performance & Goals, etc.). That project never got started and once we saw Employee Central as a SaaS offering, we determined to keep the existing payroll process (it has since been upgraded to ADP) and go forward with the Employee Central/SuccessFactors integration (especially since SAP purchased SuccessFactors and should’ve had SuccessFactors/Employee Central fully integrated, which it wasn’t).

We looked at one or two other solutions. However, based on the customer's environment and applications, SuccessFactors was the most applicable solution.

The important factors while selecting a vendor are its flexibility to integrate with the application that is with the customer and the adapters that are available so that we don't need to do a lot of customization. These are the main aspects.

We evaluated Taleo. It had insufficient integration options and was not a full-scope product. We also looked at Workday. It was not a full-scope product and was not localized enough for European HR.

Before choosing this product, an evaluation was done.

Our clients evaluate multiple products from vendors such as Oracle and Workday.

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.

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.