SAP SuccessFactors Room for Improvement

Head of SAP HCM Practice at Al Fanar
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. View full review »
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. View full review »
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. View full review »
Learn what your peers think about SAP SuccessFactors. Get advice and tips from experienced pros sharing their opinions. Updated: April 2020.
437,208 professionals have used our research since 2012.
Darien Khairy
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. View full review »
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. View full review »
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. View full review »
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. View full review »
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. View full review »
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. View full review »
Diaa Hussein
Information System Manager at a non-tech company with 11-50 employees
LMS, Learning Management Systems, needs improvement because there were some stability problems. View full review »
IT System Analyst at a tech services company with 11-50 employees
Analytics could use some work. View full review »
Joe DeWitt
Sr. Director, HR Solutions & Analytics at Micron Technology, Inc.
The Reporting/Analytics and User Interface need improvement. View full review »
Learn what your peers think about SAP SuccessFactors. Get advice and tips from experienced pros sharing their opinions. Updated: April 2020.
437,208 professionals have used our research since 2012.