We are using SAP SuccessFactors in our customer's companies where it is deployed via the cloud. It is the core solution for payroll services, and we use its features in a number of areas including talent performance, recognitions, terminations, hire to retire programs, onboarding, management, HR analytics, and as a learning management system. 

Currently, my company implements SuccessFactors for about eight different customers. For each one, we have about 10 to 20 administrators for all the various modules, managing about 200 to 1,000 employees at any given time.

Regarding SAP SuccessFactors' use cases, if you happen to use it, you can renew the process of moving the whole updates, as we call it, the retail portion, onto a sync. We also use it for management. And in using performance management, I only forward the little portion on what we call the pilot option, and there's a little bit of subscription. Now for me, a subscription would let you know if we've got the top architecture, gradings, and everything of one hundred percent with proper career planning. So there's a lot of HR management and strategic thinking. And once that's completed, obviously, then I discussed it with what they call the SAP team, which is where I'm falling under. And then, we advise and start to do these little projects to implement or change the functionality.

My organization began using SuccessFactors as two separate components for performance management and succession in 2019. However, there was no roadmap. When I joined in 2020, I created a roadmap for the implementation of a full ERP platform that focused on the human experience manager. This was aligned with our business strategy to digitize HR and provide a superior employee experience from hiring to retirement. We identified the various employee touchpoints and began implementing SuccessFactors in 2020, including EC, job profile builder, recruitment, onboarding, offboarding, performance, succession, LMS, career, mentorship, coaching, and compensation components. Our EC Payroll is currently on a hybrid server and on-premise, so we are working to move it over. We originally had 23 payrolls, so we first needed to harmonize the benefit structures and the payroll environment before we could design a future payroll functionality for the company.

We implement our employee centers with core employee data using the solution. It integrates and stores employee profiles, and our foundation objectives.

Our company uses the solution for the entire administration of our workforce. Included are data management, employee and contingent worker management, integrations to our Tableau data visualization, and dashboard metrics. 

I use SAP SuccessFactors for various HR applications, including payroll, HRIS, onboarding, recruiting, learning management, talent management, and other HRA applications.

We first deployed the employee center: It's all the data related to the HR master data. We also embedded inside SuccessFactors all that is related to work permits because we have around seven countries in the Gulf area e.g. Oman, Qatar, and UAE. In terms of module, we care about the residency visa and labor card because it impacts the payment methods.

For our recruitment module, we also deployed this solution and we tried to consolidate the recruitment process across all our branches, because each branch has its own process. They can skip one step, but we defined it. We defined the rules in a unique way that caters to all our branches.

We also deployed the performance operator where we cleaned up all our job titles and assigned the correct competency in coordination with our HR directors. I did all of this inside the SuccessFactors system. Now, we are ready to go live once the top management decides to launch the performance operator. It can be the end of this year. If they're not yet ready for this system, the launch will be next year.

We also deployed the time management module for the leaves. It can be accrued or credited at the beginning of the year depending on each branch. We deployed this module to be able to track the vacation balance, sick leave balance, maternity leave, etc.

The last module we deployed is the talent and development module for setting the performance goal for each employee. We also defined the succession plan and development. We still need to identify our employees. We have 6,000 employees across all the geographies, but the platform is ready and configured.

This is only from the SuccessFactors side. From the payroll side, we deployed in UAE, Qatar, Oman, Saudi Arabia, and Egypt. IBM developed for us for Lebanon and Iraq because they are not standard. We also deployed it in India. These are the countries in our project scope.

I have the longest experience with a module named SAP SuccessFactors Recruiting (RCM), which was five years ago. My company is currently in the process of implementing the rest of the modules of SAP SuccessFactors in our company.

Our organization uses SuccessFactors for employee management. We can look at the organization's structure to find vacancies that need to be filled and training records for courses that must be completed. The company's reporting structure is also fully available on SuccessFactors. All the reporters under me and their user credentials are available as a workflow in SuccessFactors. We have more than 1,800 employees in our region, so everybody uses SuccessFactors to view the organizational structure and complete mandatory training courses. 

We use most of the modules for performance goals, recruitment, employed central succession planning, and salary review STI. We'll be using additional features going forward. We are customers of SAP and I'm head of HR tech and operations. 

We use Performance and Goals Management and the Succession and Development modules.

We have a separate ATS, which is currently being integrated for managing external candidates. Internally, job posting is already integrated. We also use it for performance management, compensation benefits, feedback, and reporting. It's a one-stop shop including for our various vendors who provide support in terms of learning, our talent marketplace for internal mobility, etc. We are customers of SAP. 

We are using SAP SuccessFactors in combination with many different modules from SAP in order to manage everything from plant maintenance to deposit systems, finances, procurement, and more. In total, there are about 29 different SAP modules in use across the organization.

Within SuccessFactors, I have set up a team management system where various components handle recruitment, compensation and benefits, visa and permit management, training and development, and other custom management workflows. All of these use cases form part of our master employee data center.

We use the solution in our company since it provides SuccessFactors Employee Central. We also use SuccessFactors PMGM.

We primarily use the solution for talent management. We also use it for onboarding and for learning and development. 

At present, we're utilizing specific components like attendance systems, employee payroll systems, and leave management systems. These are integral to our everyday operations within the organisation. These components include applications for managing employee attendance, payroll, leaves, and travel arrangements, among others.

We are using SAP SuccessFactors for our mandatory training.

We're currently using this solution for recruiting and onboarding; we're implementing a central employee pay system. Everyone in our company uses this solution. We are customers of SAP and I'm an SAP solutions architect. 

We are using SAP SuccessFactors as a human resources and experience management solution (HXM). 

I use SAP SuccessFactors for recruitment and performance management. 

My primary use case for SAP SuccessFactors is to run the promotion and review processes.

SAP SuccessFactors is a cloud-based HR solution. It used to be called HCM, which means "Human Capital Management," but SAP has since changed it to HXM, which is Human Experience Management. SAP SuccessFactors manages the journey of an employee from start to finish. Everything is managed within a single suite.

I have six clients using SuccessFactors: Happy Canyon, HSDS in Abuja, Manager Delta, Reinsurance, Reinsurance Capital, and ECOM, which is a cultural company. 

I mainly use SuccessFactors for employee and performance management.

Compared to other on-premise solutions, the first advantage of SAP SuccessFactors is that it is a SaaS-based solution. It means that everything is managed on the cloud. HR applications contain confidential and sensitive information, and SAP SuccessFactors has better security measures than other solutions available.

We use it in our company as an HRIS database for everything related to our employees. It's only for HR purposes, and no one else can access it. So, our colleagues aren't in touch with the data or anything.

We currently use SAP SuccessFactors for a variety of HR business processes. We have talent modules for performance and goal management to manage all of our performance HR processes. We also use SuccessFactors recruitment to manage all of our hiring processes and candidate searches, as well as complete candidate processes. We use employee central to manage all of our HR core master data and HR operation processes such as hiring, promotion, separation, transfer, and so on.

We use the product in various countries and business processes where we cover the construction, manufacturing, and building systems. We can always rely on SF in any business function.

We are using this solution for HR core processes, HR administration, time management, and performance management.

This is deployed on cloud. We are working directly with SAP, so SAP is the cloud provider.

SAP SuccessFactors is a human resources solution for businesses, such as workforce planning and analytics.

SAP SuccessFactors is used for people management, it is an HR solution.

We use the solution for everything except payroll and time off. The solution is deployed on cloud.

We primarily use the solution for the performance management system. Under the performance management system we monitor the target, the objective of the employee, and have the assessment on the employee as well as the final result in order to track employee performance.

We use SAP SuccessFactors modules. For example, the employee central for employee repository and HR purposes, performance and goal management modules for appraisals, and LMS modules for all learning needs.

The primary use case is for the company's human resources.

We are using it for a lot of things: HR, performance management, and learning management. There are a lot of features embedded in SuccessFactors.

The solution was implemented on the old platform, and we cut it over to S/4HANA.

We use SAP SuccessFactors for our performance management, goal setting, performance evaluation, and employee confirmation, e.g. employee letters. We also use it as an employee self-service tool for personal data updates, life cycle events, and learning management.

I mainly use SuccessFactors as an onboarding solution, and we're also implementing it for compensation and benefits administration.

I use SAP SuccessFactors for workforce management, in order to gain visibility into the employees in my company. 

I'm working with the latest version currently and it is one of several similar products that I have used in the Middle East, including Oracle Cloud Fusion, Oracle EBS on-prem, and the regional software from Naya Tech (which has a good position in the Middle East, and which is fantastic, by the way).

I use this solution for reporting related to employee information and contacts. 

We use SAP SuccessFactors for HR.

We primarily use the solution for many things including performance management, Goal Management, Employee Central, Compensation Management, and SAP Jam, Recruitment, Onboarding.

My primary use case is the HR package. 

I am using SAP SuccessFactors performance management for documentation.

We use SuccessFactors for HR and administrative services, including payroll, hiring, promotions, resignations, etc.  It covers all the everyday functions of the employee life cycle.

We are using SAP SuccessFactors for many of its modules, such as payroll and recruiting.

SAP SuccessFactors is used as its HR solution, to implement the SuccessFactors.

I implemented SuccessFactors' LMS and provided support and enhancements to Employee Central, Time Management, Recruitment, Performance Management, Goal Management, Reporting, and Analytics.

Our use cases are made up of two broad categories. The first one is defining or determining goals and the second focuses on behavior. We carry out self-assessments that are then evaluated and the company evaluates performance this way. I'm a public policy specialist.

SAP SuccessFactors forms a key tool to our Employee Engagement pillar extensively leveraged by our HR function across the Group. Key processes around Employee Self Services, Learning and Development, Performance Goals and appraisals, Career Development, Succession Planning is run on SAP SF

I am a consultant, and this is one of the solutions that my company is currently implementing for one of our clients.

This solution is used for performance management. It can also be used for forms that people have to sign, and it does the validation. You can print documents that have all of the information populated from different business applications. It allows you to manage all of the people without a headache.

This solution contains several features related to performance management. It allows you to record achievements and feedback, and create monthly reports. 

This is a public cloud deployment model.

We use the private deployment model of this solution. 

We primarily use it for end-users. It has compulsory courses they need to self-enroll in. Our LMS administrator manages the system in terms of learning hours, training, and recording of those entered. They manage the courses. They update user profiles and assign courses where needed. They're also performing all of the call administration management.

HR Master Data core system. Connected to SAP HCM System for Payroll and Time Management Process.

We use this solution for Performance Management, Talent Acquisition, and Learning.

We use this solution to provide HR application functions.

SuccessFactors is primarily used for employment engagement (e.g. payroll and claims) and to manage HR-related information.

I primarily use this product for employee management. This includes an objective assessment of money made, creating performance reviews, and recruiting new employees and management.

SuccessFactors is a good ERP system where you can handle all the employee records from the hire date to the retire date.

SAP is our ERP. On the cloud we only have SuccessFactors for the recruitment.

We primarily provide this solution to our clients. It's an HTM solution and talent management is included within it.

It is a personnel administration tool. As a normal associate, I use it for performance dialogues and training management. I also use it for reporting on the LMS module. We are using the SaaS version of this solution.

The administration parts and PA modules are on-prem but the talent management recruitment part is on the cloud. We have 22 different companies and we selected this solution so every employee can have a main point of connection. 

We use this solution for all required actions around people-related activities, such as on-boarding new staff and transferring internal position changes.

We are using this solution for performance management. 

We are using this solution for HR functions, such as leave applications, HR, salaries, profiles, and for our KPI.

We are partners with a company and we are responsible for using this software for our clients.

I use the cloud deployment model. Our primary use cases of this solution is for making a fall schedule, human resources services. We're starting with the objectives, monitoring performance, efficiency, planning, and then management. 

I implement SAP SuccessFactors for customers. We also use it internally. 

We are using it for performance and goals management. We will soon be implementing recruitment and onboarding, and the employee central is also in the pipeline. There is ServiceNow as well, and we're still working with IT about it.

We are using the solution for management services.

We use the cloud version to maintain all the employee records, payroll, etc. We use everything that comes with the HR suite.