SAP SuccessFactors Room for Improvement

AH
Managing Director at a computer software company with 11-50 employees

To explain one feature that I would like to see in SuccessFactors, I must describe a similar feature as seen in Oracle. In Oracle, there's a feature called Workforce Prediction, and with this feature, we can predict some of the behaviors of any employee. For example, the software can attempt to predict whether the employee might resign in future, or perhaps if they will start to perform better. This is something that is missing in SuccessFactors.

Another thing that can be improved with SuccessFactors is that, although the reporting tool is not bad, there are often separate reports for different areas of the software. For management and other processes like onboarding, this is not ideal. For example, you may have separate technologies being used in the different modules, so the Payroll module may have a reporting system that is distinct from that used by the more basic modules.

What we are looking for is some way to unify the reporting tools with one technology because otherwise it gives us difficulties when we need to generate a more complete and encompassing report. How it works now is that if we need to get the report from the Payroll module, we must first ask someone with Payroll experience. And if we want to get data from the basic performance or recruitment modules, we must ask another person for that info.

I think that unifying the reporting features is the most important thing for us, which we hope to see in future versions. However, at least for standard processes, it does give us what we are looking for. We can work with cybernetics cloud integration, and that gives us very good insights. So it's not necessarily about making up a gap in the technology, it's more of a matter of being able to better handle who is responsible for what inside the organization.

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SAP Project Manager at a manufacturing company with 10,001+ employees

The solution is losing a lot of utilization capabilities because most companies don't function in just one country; they operate in many around the world. It seems to have issues with handling the master data. One module is not the same across all countries. For example, in one case you will see the coverage of all of the localization processes related to the USA, but when it comes to the UK, it's covering maybe 50%. It's worse in other countries. In the Middle East, you might only get 10% coverage, for example. We were surprised at the level of variance from country to country.

The solution needs more localization, especially for the Middle East and Russia and Germany. 

There needs to be more end-user training.

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BT
Country Expert Total Workforce Managemnet/ Learning & Development at a manufacturing company with 10,001+ employees

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.

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Learn what your peers think about SAP SuccessFactors. Get advice and tips from experienced pros sharing their opinions. Updated: May 2021.
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Solution Consultant SAP MM/QM & HCM SuccessFactors at C2G

In terms of what needs improvement, in Employee Central, one of the features that I think SuccessFactors really lacks is the ability to view the time off of all employees at an organizational level. We have had instances where some of our clients wanted a version where at a glance, we can have an HR analytics that shows who is on leave, or has been on leave and when. You have that at a team level and at a peer level, but you don't have it at an organizational level. When you have to put together an agreement on leave with your client this is very lacking.

Also, it would be helpful if they could improve its ability to localize the product to Nigeria.

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RS
SAP Offering Solution Architect at a computer software company with 10,001+ employees

There are a few features that are missing. There are specific features on the HTM, such as telecom safety, that just isn't there. It's not a very detailed solution in that sense. However, it is maybe not expected to have those kinds of features on the surface level of the product.

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RR
HR Manager at a manufacturing company with 51-200 employees

The solution needs to offer more languages. Many in Indonesia, for example, are not so good at English. In this product, English is the default language. We need to translate it to our main languages, which is difficult. 

The pricing of SAP is quite high.

It would be good to have tutorials for employees. If we had something to distribute to them to help with a general understanding of the solution, it would be quite helpful.

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DP
Partner at a recruiting/HR firm with 1-10 employees

This is a cloud product. Every six months or so, or very close to quarterly, they issue a new release. Different customers will therefore have different views. 

The pricing could be lowered a bit. It's a little expensive for many companies.

The stability could be a bit better.

When they try to do enhancements, they work to take every customer requirement and request into account. However, it might take a long time for clients to actually see the enhancement come to fruition.

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Sr. Supervisor HR at a comms service provider with 10,001+ employees

They should improve the reports. We had a problem with the reporting. If we compare it to Oracle products, Oracle has much more comprehensive and a better reporting system all in all. They really should work on the reports and making it more user-friendly. There's room for more customization in the reporting. This is the feedback I received, that the main edge that all Oracle products have is the reporting system, which is the main reason why I'm using the system in the first place.

In the next release, I would like for them to make the system have a slot for regular, back and forth feedback. It should have a feedback form on the system. 

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AH
Program Manager HR-IT at a transportation company with 10,001+ employees

Related to Employee Central, the administration of Global Assignments have room for improvement. It is not so simple to manage the effect of global assignments in the Talent and Learning modules once this is activated in EC. EC Payroll and Time Management should provide more functionalities and flexibility, there is still a big gap between the SAP HCM On Premise System and Employee Central.

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AH
SAP SuccessFactors Function Head at EOH

The GUI needs to be enhanced to be in line with the latest and complete version of the solution.

We would like to have more information on integrating this solution with other systems, such as financial solutions.

The predictive analysis functionality should be expanded to offer more recommendations.

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SAP Success Factors Team Lead at a tech services company with 51-200 employees

The most important thing about SuccessFactors is that they need to adapt to the future with reporting analytics. They have a separate solution relating to Analytics. Which means they have to pay more. They have data there, they have everything there, they have to make current reports, dashboards, everything in the system. They have to pay for other tools, which is very complicated.

They should be more user friendly and give us more tools to make it more flexible.

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FF
Human Resources Officer at a non-profit with 10,001+ employees

The analytics part could be improved. Analytics are pretty poor plus some usability parts need improvement but in the end, the process is covered. In some cases, we don't have the possibilities to reverse the workflow. Overall, the product is a good product, I'm not saying it's bad. We are just looking for an integrated platform and of course, SuccessFactors is one of the possibilities. We are evaluating several alternatives.

In the next release, I would like to have the possibility to reverse workflows. There should be better automation. On the scoring, it's pretty fine. It really depends on the way you manage your recruiting. We are a wide organization so we have these type of issues. But for the normal recruiting process, it's more than enough.

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MM
Senior Business Analyst at a comms service provider with 1,001-5,000 employees

The user experience could be simplified.

In the next release of SAP SuccessFactors, I would like to see mobile apps.

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ST
Talent and Career Development Manager at a financial services firm with 10,001+ employees

Some of the screens aren't that user-friendly, older employees especially have a hard time with it. They have some problems with it. 

Challenge management parts should be improved. Also, the recruitment part module should be improved to help managers to select the right person without an HR. 

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Consultant at a tech services company with 51-200 employees

The user interface could be improved.

The pricing model should be adjusted.

It takes a long time to deploy the solution, and it should allow for faster implementation.

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Information System Manager at a non-tech company with 11-50 employees

LMS, Learning Management Systems, needs improvement because there were some stability problems.

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RV
Vice President & Group Head- People & Workplace Management at a tech services company with 201-500 employees

It is not that user-friendly. It can be made more user-friendly.

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NQ
General Manager at a recruiting/HR firm with 1-10 employees

The initial setup could be simplified.

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SS
IT System Analyst at a tech services company with 11-50 employees

Analytics could use some work.

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KK
Manager Finance at a tech services company with 1,001-5,000 employees

The reporting and cloud integration could be done better in this solution.

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RR
HR Manager at a manufacturing company with 51-200 employees

I think there is room for improvement in user friendliness. In my experience, users are sometimes confused about how to use the solution. 

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JD
Sr. Director, HR Solutions & Analytics at Micron Technology, Inc.

The Reporting/Analytics and User Interface need improvement.

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Learn what your peers think about SAP SuccessFactors. Get advice and tips from experienced pros sharing their opinions. Updated: May 2021.
513,091 professionals have used our research since 2012.