I have used some local solutions before and I am also aware of comparable solutions such as Oracle HRMS. I believe SuccessFactors has the advantage over HRMS, and I have observed a few customers who have converted from HRMS to SuccessFactors. 

Before SuccessFactors, however, I haven't been involved in any deployments for another type of HR solution. 

I used Meta4. It taught me a major lesson. I liked the solution and I know now that the new version may be similar to SAP because they have the performance calibration which didn't exist before. I developed it with two guys and embedded in the solution, but now I understand that the feel and look changed. I think if the company didn't decide to go buy an ERP solution to have multiple modules, I would have suggested to upgrade to Meta4 if we want to keep the HR solution as the standard one. I liked it so much.

My company chose SAP SuccessFactors over other products in the market, considering the system's capabilities to meet our company's requirements.

The company switched to SuccessFactors worldwide, so all the local branches adopted it.

We previously used PeopleSoft and the extra we get with SuccessFactor is access to support using chatbots. 

Prior to using SAP SuccessFactors, we were using Sage Accpac. This solution had very limited capabilities which we were using to manage our employee centers (e.g. for compensation and benefits). Significantly, it did not include features such as recruitment, talent management, succession planning, or visa management. It was not a 360-degree solution at all, unlike what we get from SAP SuccessFactors. Once we switched to SuccessFactors and started enjoying all of its features, it's really given us an edge and things have been going great.

Previously, I was using Oracle. We use the solution in our company which is in Indonesia. However, the solution was decided at our head office, which is located in Hong Kong.

I'm not sure what was used beforehand. Likely it might have been a different SAP solution. 

I have previously used Saga People, which is a learning platform. It's not the same as SAP SuccessFactors, it does not bring the same capabilities.

I have used other similar solutions in the past.

I found SAP SuccessFactors to be more stable, better integrated, has better data flow amongst modules, and has more API-based add-on solutions available within the SAP Store and also for other third-party add-on solutions.

The reason for switching from Excel to SAP SuccessFactors was for the automation of the processes in our organization.

Previously, we used SAP HR.

We have not previously used other solutions similar to SAP SuccessFactors.

While I only have experience with this solution, in the last company I worked for, we also use OrangeHRM.

The decision on which solution to use happened between 2010 to 2011. When we made the decision, it was not with SAP. SuccessFactors was a different organization.

During that time, the reason for moving to SuccessFactors was because we were looking for a SaaS-based product in performance management and there was nothing better than SAP SuccessFactors then.

If I look at the last three, four, or five years, and why we have stayed with SuccessFactors and continued with it, it was because of global scalability. We are a global organization. When you are an India-based company and headquartered in India, the only options you have are Oracle and SuccessFactors.

Performance and talent are the main focus areas for us and even today, SuccessFactors is much better in performance management and talent modules than Oracle, so we've stayed on. The other reason for staying with this solution is change management. Why change unless something is significantly better?

My company previously used Taleo.

I have worked with Oracle before, but in Oracle OTL, Oracle Fusion, and Oracle Cloud, there's a lot missing in terms of time management. In SuccessFactors, it is much better, and even though there is still a way to go, they have already made some significant improvements in this area.

We didn’t have a previous solution. We have lots of employees and we're growing very fast. Selecting this solution was something that needed to happen.

I didn't use a previous solution as an alternative to SAP SuccessFactors. This was my first deployment.

We previously used Microsoft Dynamics.

I decided to use SAP SuccessFactors due to its UI, usability and smart features. 

NTT Data is a partner for SAP.

We previously used Oracle. We switched because SAP is much more user-friendly. We weren't using Taleo or Fusion, we were using Oracle Basic. SAP was user-friendly for our employees.

We are currently looking into other solutions in order to change to something else as this product is too complex. We'll likely move to Docebo. 

I did use a different solution, however, that was when I was at a different company. 

We are still using our SAP HCM systems to process time management and payroll. We decided to move to EC because it supports our HR Transformation strategy and provide digital access to our employees. Our core data is managed by EC as leading system, as a Cloud solution help us to move to the future related to HR data administration.

Actually I haven't used a different solution.

We used legacy human resource systems in which there was no employee self-service functionality, as well as no workflow for the approval process. The authorization part was so rigid that it was very hard to maintain. Hence, we switched to SAP SuccessFactors.

We had no specific HR system. Employee data was housed in the payroll system and not available to anyone outside of HR Payroll. Performance reviews and comp were all manual with Excel and other Microsoft tools. The organizational chart was basically Excel and not always accurate.

There was a phase in which the customer had to identify which product suits them the best. There were three to four products that were evaluated after which we finalized SuccessFactors as the final product.

Previously, we had used Oracle on-premises for compensation purposes. The reasons why we moved to another solution were its high cost and also since it was a highly customized solution.

We did use some local systems, but they are not comparable to this product. The biggest pro of SuccessFactors has to be the global database, and it is globally accessible with the integration with the management. I would always prefer a global solution instead of a local solution, but a local solution is like a Pappa and Mamma store on the corner. It is always more flexible, and it is logical.

Before using this solution we used Excel.

We were using SAP Talent and Taleo. We switched to SF because of the SAP/SF roadmap strategy and insufficient integration options within Taleo.

I have used the following solutions:

• Adrenalin ERP: I have used this as a process owner. It is average, with limited ease of use.
• Greytip HR: This is an average to good solution, but only for small and medium size enterprises.

The main reason for switching into SAP SuccessFactors was for its brand, ease-of-use, predefined solution per business scenario, and agility.

Previously in another company, I was working with a finance system. I was not dealing with any HR solutions.

We previously used SAP HR. The most important reasons for changing the system were user experience, data visibility (portal) and cost savings.

Our clients have been using multiple systems, which caused issues such as the time and cost for managing multiple systems, retaining in-house capabilities, issues with scalability & constant upgrades and many more.

Previously, we used SAP ERP. Then we jumped into the cloud world.

We previously used HCM but I wasn't there when they switched to SuccessFactors. I don't know why they switched. 

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.

I only worked with SuccessFactors.

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.