We changed our name from IT Central Station: Here's why

SAP SuccessFactors OverviewUNIXBusinessApplication

SAP SuccessFactors is #1 ranked solution in top Talent Management tools, top Cloud HCM tools, and top Talent Acquisition tools. PeerSpot users give SAP SuccessFactors an average rating of 8 out of 10. SAP SuccessFactors is most commonly compared to SAP HCM: SAP SuccessFactors vs SAP HCM. SAP SuccessFactors is popular among the large enterprise segment, accounting for 69% of users researching this solution on PeerSpot. The top industry researching this solution are professionals from a computer software company, accounting for 35% of all views.
What is SAP SuccessFactors?
SuccessFactors helps organizations align strategy with objectives & manage people performance to ensure execution & results. Execution is the difference.

SAP SuccessFactors was previously known as SuccessFactors.

SAP SuccessFactors Buyer's Guide

Download the SAP SuccessFactors Buyer's Guide including reviews and more. Updated: January 2022

SAP SuccessFactors Customers
City of Cape Town, ADAMA Agricultural Solutions Ltd., TransAlta Corporation, Keolis, PT XL Axiata Tbk, National Football League (NFL), Plan International, Yoh, A Day & Zimmermann Company, China Talent Group (CTG TMO), Umicore S.A., Butterfield Bank, Skril
SAP SuccessFactors Video

SAP SuccessFactors Pricing Advice

What users are saying about SAP SuccessFactors pricing:
  • "If you go by best practices and do it right from the outset, the setup won't be a costly endeavor. In terms of setup, there is a lot of flexibility compared to three years ago."
  • "I don't want to comment on the license cost, to be honest. It could be about $1,000 approximately per customer. However, it's very flexible in terms of the licensing costs depending on the volume and depending on the deal of installation."
  • SAP SuccessFactors Reviews

    Filter by:
    Filter Reviews
    Industry
    Loading...
    Filter Unavailable
    Company Size
    Loading...
    Filter Unavailable
    Job Level
    Loading...
    Filter Unavailable
    Rating
    Loading...
    Filter Unavailable
    Considered
    Loading...
    Filter Unavailable
    Order by:
    Loading...
    • Date
    • Highest Rating
    • Lowest Rating
    • Review Length
    Search:
    Showingreviews based on the current filters. Reset all filters
    Rania Khoury
    HRIS Manager at a engineering company with 5,001-10,000 employees
    Real User
    Top 5
    Stable solution with automatic interlinking and reporting features
    Pros and Cons
    • "This solution has automatic linking and reporting features. Upgrades are hassle-free because you don't need to change everything from scratch, when compared to Meta4."
    • "The process for long modules needs to be improved, because compared to how it's done with a competitor (Meta4), the competitor's process was simpler."

    What is our primary use case?

    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.

    What is most valuable?

    From the HR side on which features were most valuable in this solution because I was responsible for the HR and payroll modules. During the payroll in Meta4, I used to write an outside API to read the result of the payroll and dump it to another software: the accounting software. There is a GL posting that hits from GL after each payroll.

    Now, in SAP, which is connected to SuccessFactors, this interlinking and posting is automatic. I don't have to follow up with each branch on the rules and variables to do it. It's embedded. We defined it once and once the payroll cycle is finished, it hits the final module on the corresponding GL that we defined and mapped. This is the first feature I found valuable.

    Another feature I found valuable was in the project module system because we also bought and utilized the project modules in SAP. It read from the HR side all the components that can constitute the cost of an employee. It means we used to calculate the dry cost manually based on some data that existed inside Meta4 and I used to prepare it for Meta4, but when we shifted to SAP, we required that all data should go out of SAP only, so no more Excel and other files.

    We set up this solution to automatically calculate the dry cost based on the employee's salary, the cost of the employee's and his family's visas, the medical insurance, life insurance, etc. We calculate the dry cost by discipline and by employee category or job level so that the calculations reflect on the project module. When the employee fills in the timesheet, his hourly rate reflects immediately from this intermediate calculation.

    These two features are automatic.

    What needs improvement?

    The process for long modules needs to be improved, because compared to how it's done with a competitor (Meta4), the competitor's process was simpler.

    I am satisfied with SuccessFactors, at least 85% satisfied. As for additional features that could be included in the next release, I developed a portal for life insurance. I asked for the medical insurance, but they did it for me in the HCM side, from the payroll side. It would be nice to have it in SuccessFactors because some branches, countries, or companies may need this info in case they want to go up to the cost of the employee, and usually any insurance cost is part of your employee cost as well.

    Another feature I was asking for which they asked me to develop outside as they can only extract the data for me, is the CV builder: the CV for mass builder, not the CV content because they have the data and I added two screens only. I asked to have a CV like the World Bank format which has a columnar way, but they weren't able to achieve it.

    I don't know if it's because we didn't buy the business intelligence module, or because the reporting tool in SuccessFactors is cloud-based, it's always limited and you need to build your own sophisticated report layout outside.

    For how long have I used the solution?

    I used it with IBM and we tested it in each branch, with all the HR users and payroll users, but effectively it was used from August 2021.

    What do I think about the stability of the solution?

    In the HR module, yes this solution is stable. It has been three months since we ran the payroll from SuccessFactors. We are not facing any software issues. We are facing issues with a change mind of our users in some branches, but not in all the branches.

    For payroll in terms of stability, I built the payroll engine for the Gulf area so when you're the developer, you're able to help the end user and you keep on developing the solution the way they want it.

    Now we deployed it the standard way and we just added some small configurations for the countries in scope, except for Iran and Lebanon.

    What do I think about the scalability of the solution?

    We stuck to the standard as much as possible so if any new version comes, or if there's any new enhancement to the software, we won't need to change much during upgrades. To be frank, in Meta4, when I used to develop based on our end user requirements and when the service pack used to come with each upgrade, it took me multiple months to analyze what I've changed and what objects I've touched. Here, we apply around 85% on that, so I think we will not face this issue.

    For the configurable countries like Lebanon and Iraq which we built from scratch, the system will not be scalable because any change will need to be done inside the development. I think IBM did it in a modular way, to only add the new changes, not to change everything from scratch.

    How are customer service and support?

    Generally the IBM team's technical support was very friendly. Even after they left and went on to other projects, they still answered me in a friendly way. They are no longer on contract with us, but whenever I face any issues, they're still helping me. They are friendly. Now, if they want to take it up to SAP, it's very typical that we have to escalate by priority. It can be low, medium, etc., but similarly, we didn't face issues with their technical support.

    Which solution did I use previously and why did I switch?

    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.

    How was the initial setup?

    The initial setup of this solution is hybrid. I don't know if it's complex because I'm not a technical person to judge, but I can tell it's hybrid. We have a cloud solution which is SuccessFactors, and we have an on-premise payroll.

    SAP has an integration module called HCI that IBM helped build between these two separate solutions, one being on cloud and one being on-premises.

    What about the implementation team?

    We implemented it through IBM. I like the team. They are very professional, and I feel that they're number one, to be frank. I used to work with seven consultants on the HR module and their leader on the HR module, even the project manager, all of them are very lovely. We had to make changes many times, but they accepted it with a lovely attitude. They have a high level of professionalism. I don't know if it is just my luck, or if they are really up to this level.

    Which other solutions did I evaluate?

    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.

    What other advice do I have?

    I was in the blueprint phase since 2019, then during 2020, we did the implementation with IBM systems integrator. I was the lead on the HR modules but as functional lead, not as technical, because I played double roles. The role from my company's side is to give all the business requirements and do the testing with the IBM team. Being in the subleader role, I need to give them the requirements in their terminology because I didn't work before on SuccessFactors. I wasn't a user. I was learning while providing all the requirements, and testing.

    During 2020 up to mid 2021, in August, we went live. Allow me to highlight that we went live for eight countries in scope for the Payroll HCM, and also went live for more than 12 countries in terms of SuccessFactors employee data. I am now supporting our company's HR users.

    It's on cloud and I don't have access to the cloud to know which version. I need to go back to shared document. I don't have it in front of me. I think it was the most recent version because to be frank, even during the UAT (user acceptance testing), they stopped us for a couple of days to upgrade. I think they installed the latest version on cloud.

    We have defined four or five roles as the users of this solution. The HR manager who has access to everything and all the modules. The recruiter who only has access to the recruitment module. In terms of the employee data, we defined four roles. We defined the time administrator role who's responsible for checking the leaves and following up with the leaves. The line manager is the one who approves the leave for his employee, not HR, because he is the one who knows his team more and we have people onsite for the engineering company.

    We also created the HR officer role who can help in filling information related to the new hires, or the visas, or the CVs, but he doesn't have access to the salary data. Then, we created the HR admin, who can access the salary data on top of the previous role that I listed. The last role is the payroll manager who has access to a specific screen in SuccessFactors called One Time Payment, which usually hits the payroll in the other side. For this we planned it only for the top layer, or top role, which is the HR payroll manager. This is how we manage it.

    Deployment and maintenance of this solution is handled by me and two colleagues. They help me with the data migration for all the countries and we distributed the countries for payroll testing. Our contract was eight countries in scope. I took four countries and they took four countries. For the recruitment module, performance appraisal, and succession plan, I was handling it in parallel to the follow-up on data migration and on the payroll configuration.

    As for plans to increase usage of this solution in the future, it has only been three months from the time we went live. We are still focusing mainly on what is related to payroll, especially because we are approaching the end of this year and some branches have annual taxation e.g. India, Lebanon, and Egypt. We first need them to practice the payroll side very well, plus, they've still been committing some errors not because of the system, but because of their old ways. They're used to recalculating and deleting the result in the payroll archive. Now it's forbidden, so we are facing the issue mainly in Saudi Arabia and Iraq to change the end users' ways.

    Some other branches, they are understanding. They are on track and they now ask for reports e.g. headcount reports. They are on track from month two. The next stage, maybe next year, my plan is to increase the level, particularly the HR user level to start to be responsible for their tasks, plus, to start to prepare for the performance appraisal, which mainly is not handled by the regular HR user. It will be handled just by HR managers and directors.

    We need to prepare the KPIs with these HR directors. This will be the plan for next year because the top management asked for it.

    Everything related to contract terms or money, it's our IT director who deals with it. My section is under IT corporate services. I'm aware from the communication that we have professional licenses for some, while for some, we have the regular licenses. I know this because they keep on asking me to reduce my HR users who have professional licenses, while other users will have a different license. In terms of licensing costs, I don't have that info.

    I will tell anyone who needs to implement SuccessFactors that they first need to be familiar with the terminology used in SuccessFactors. Our company helped us by sending us to a training that served as our introduction to SuccessFactors before we started the implementation, so when we started the implementation, I was already familiar with the terminology used by IBM. People looking into implementing this solution should at least receive preliminary training.

    Another advice I'd like to give is for them to really be ready for the blueprinting when preparing the solution document and the design document, because what happened to us was we went for five months during this phase parallel to the training so everything came in a rush e.g. information overload. I was the only one who attended the training for three months and in the end, I had to ask for help. That's why I asked for two people to help me because I cannot handle it all the time and I cannot attend two classes at the same time. This is my recommendation: to really have their team ready and to be familiar with all of the HR modules.

    I am familiar with Meta4 and what I've been asked, so I am familiar with the business processes, but I only need the technical terminology and the screen names in the new software like SuccessFactors. I know what my company needs and I want to replicate it in SuccessFactors in case it was not clear, so let them be ready in terms of processes and be very detailed during the preparation of the solution documents.

    You'll discover during the implementation, during the explore phase or the document preparation, that usually an implementer can only go by the book. He doesn't accept change, even when you are not sure about the explanation.

    We worked with SAP India. SAP prepared the document for the solution while the implementer was IBM. Because the IBM team was very friendly, we were analyzing again that maybe we committed a mistake because there was a misunderstanding with SAP India and we want this requirement. They were open to revalidating the requirement. This is a very critical stage.

    The last point which I faced in my country is that it's important to have mature HR users. What made this project hectic for me was that the HR users themselves weren't matured enough to do the testing themselves in their branches. You need to be present in each session. My recommendation for any other country or any other company is to have mature HR end users in case of multiple branches.

    I'm rating this solution an eight. It's used worldwide and meets all our requirements.

    If public cloud, private cloud, or hybrid cloud, which cloud provider do you use?

    Other
    Disclosure: I am a real user, and this review is based on my own experience and opinions.
    Flag as inappropriate
    Managing Director at a computer software company with 11-50 employees
    Real User
    Top 20
    Highly flexible and gives full visibility into our workforce management processes
    Pros and Cons
    • "I think it's perfect that every requirement has flexibility in how it is handled, and that there are several workarounds for any problem we are looking to solve. Each problem has multiple solutions, so it gives us a lot of flexibility in terms of processes."
    • "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."

    What is our primary use case?

    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).

    How has it helped my organization?

    The conceptual structure of Core HR enables us to build whatever we need when it comes to the data that we need to collect from our employees. Overall, SuccessFactors allows us to monitor the progress of our objectives throughout the year, and gives us good visibility into the performance of the company and the different departments.

    What is most valuable?

    First of all, I must mention that SuccessFactors has many modules. The main modules are the Core HR and Payroll modules. Payroll is based on the concept that you can create whatever you need in terms of fields, or the characteristics of a field. You can change field types and the names of every field. And with Core HR, the structure of the software allows us the flexibility to build whatever we need in terms of the data we need to collect from our employees.

    The second part of this is the integration points between the Core HR module and all the task management areas. This integration is very good and it gives management full visibility regarding performance and performance management. It's built on financial scorecards, so managers can assign the objectives of the company and they can cascade these objectives down from companies to departments, and then to individuals. It lets you monitor the progress of objectives all the way until the end of the year.

    I think it's perfect that every requirement has flexibility in how it is handled, and that there are several workarounds for any problem we are looking to solve. Each problem has multiple solutions, so it gives us a lot of flexibility in terms of processes.

    Given these features, SuccessFactors is suitable for medium-sized companies as well as larger companies, assuming that the larger companies have simple enough enough processes in terms of workforce management. For very comprehensive processes, SuccessFactors might not be appropriate.

    There is now also an overnight shift option. So it can work for blue collar workers, for manufacturing, or for any kind of industry that requires people to stay overnight till the second day. Users of SuccessFactors can manage all of this in terms of attendance or absence.

    Beyond that, I think the recruitment features are good. In fact, more than good. And in the latest version there has been great improvements in the time management side of things. There is now a new module called Time Tracking, and this was something we sorely missed from the beginning of SuccessFactors. Now we can integrate SuccessFactors with a time attendance machine or biometric machine and I can assign clock-in and clock-out schedules to the GUI. Meanwhile, the databases that link to the biometric machine for time valuations connect with the data in the Payroll module. This is a great feature that has always been missing and now it's included.

    What needs improvement?

    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.

    For how long have I used the solution?

    I have been using SAP SuccessFactors for more than three years.

    What do I think about the stability of the solution?

    It is stable. 

    What do I think about the scalability of the solution?

    It's scalable and very easy to do so.

    How are customer service and technical support?

    My experience with the technical support has been good. There's something new with their support called Wizard Guide which is a type of knowledge base where you can search for a specific issue and it will give you some notes about it. If the notes aren't enough, you can then simply open an incident.

    There are several tools for opening an incident. You can have a quick chat with a technical person directly, who you can exchange ideas with. This is usually for how-to questions.

    Then, there's the ability to schedule meetings with the technical support. In a meeting, you can explain the problem you are facing, and they will either support you on the spot or you will have to open an additional incident ticket. For the new incident process, you need to classify which area of which module you're having a problem with and then wait for a response.

    Within a maximum of three days, they will have an answer for you. If you need faster support, there's high priority support which is able to respond in one to two hours, but this isn't something we have used yet. High priority support is more for situations where a system cannot be reached at all, or where something has been greatly affected in the production system and you don't have any workarounds at hand.

    They offer their support 24/7, answer very quickly, and they even call you to make sure that you are doing well. Sometimes, when you are enabling new features or facing issues, and you haven't even opened a ticket or anything, they will detect the issue and send an email to you directly to make sure you that you are coming along. For example, they'll tell you, "Please go to steps 1 to 3 to fix your issue." So they are very good and cooperative when it comes to technical support.

    Which solution did I use previously and why did I switch?

    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.

    How was the initial setup?

    The initial setup can be easy or hard, depending on how you go about it. If you go with the best practices, then you hardly need any setup. You simply adopt the existing processes and this is very easy and straightforward.

    If you go without the best practices, such as when the company asks for new processes that are not included, or if you have to do a complex setup right from the beginning, then it will take some effort. But overall, the setup is still very easy.

    It all starts with the data model, and obviously this requires someone experienced in Excel, etc., but once it is up and running, you will have screens that can be managed through the SuccessFactors' system without using any XML process. This makes things much more flexible in terms of setup compared to before. For any new processes you'd like to add, you can go directly to the upgrade center and select whichever optional upgrades you want. Thus, enhancing the software is very easy and doesn't take much time.

    What's my experience with pricing, setup cost, and licensing?

    If you go by best practices and do it right from the outset, the setup won't be a costly endeavor. In terms of setup, there is a lot of flexibility compared to three years ago.

    For any new process or for something already added to the SuccessFactors or SAP library, you can just go directly to the upgrade center, see the optional upgrade, and select it. Once you upgrade it, you have your setup, and you can work right away.

    What other advice do I have?

    They say nothing is perfect, but honestly, the SuccessFactors product is essentially perfect in my eyes. It fits all the requirements we have and solves every problem we encounter. Whenever there is a problem we need to overcome, we can easily find a similar solution and adapt it to our situation. It's rare finding software that gives you lots of solutions for any particular problem you are thinking about.

    The only reason I would not rate SuccessFactors a perfect ten is because if you do find yourself missing some feature that is relevant for your organization, you will have to go develop it yourself.

    I would rate SAP SuccessFactors a nine out of ten. 

    Disclosure: I am a real user, and this review is based on my own experience and opinions.
    Learn what your peers think about SAP SuccessFactors. Get advice and tips from experienced pros sharing their opinions. Updated: January 2022.
    563,148 professionals have used our research since 2012.
    YamenZarnaji
    SAP Project Manager at a manufacturing company with 10,001+ employees
    Real User
    Top 5Leaderboard
    Solid processes for talent Management, in General, supported with good analytics reports but needs more Localization when it's come to Master Data and Time Management
    Pros and Cons
    • "The performance goals and learning management solutions are the product's most valuable features."
    • "The solution needs more localization, especially for the Middle East and Russia."

    What is our primary use case?

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

    How has it helped my organization?

    SuccessFactors has a really solid process for talent management, starting with Goal Management which helps managers and employees build smart goals aligned with business goals. Unique Continues performance management provides another tool for managers to facilitate communication between employees and managers and ensure having high alignment between employees and managers. This helps to have effective performance and better optimize performance process. CPM helps managers to have an accurate picture of their employee's performance to evaluate employee performance all year daily.

    From the moment you are evaluating the candidate through recruitment, the process related to review employee performance using Job profile builder will help to have a connecting process between Recruitment and performance.

    Having an LMS and Compensation module helps you to have the complete process, where you can use LMS learning to improve weaknesses and reward top performers using compensation.

    What is most valuable?

    The performance management and learning management solutions are the product's most valuable features.

    There are updates and new tools for measuring employees all the time. There's also a mobile application that can be used by anyone within the process.

    Analytic reports are also provided, so you don't need another tool to handle reporting. It has its own dashboard and reporting tools that give you a good overview of everything.

    What needs improvement?

    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.

    For how long have I used the solution?

    I've been using the solution since 2012.

    What do I think about the stability of the solution?

    The stability of the solution is good, but I would not say it's perfect. Sometimes it's not 100%. There are occasions when you want to do some technical updates and it will shut down the server for eight to ten hours. Usually, there will be an agreement between SAP and the customer and we try to shut down the server during off-hours. This means, however, that the availability is not 100%. Still, it is, on average, quite stable.  

    What do I think about the scalability of the solution?

    The scalability of the solution is good but not perfect. In our company, we have around 200 users and we use it for 16,000 employees. We plan to increase usage to cover 20,000 employees and have plans to roll out the solution to some of our countries in Europe.

    How are customer service and technical support?

    The solution's technical support is weak. 

    They have not taken care to put in place any certified consultants that understand the system very well to support you when there are incidents. They seem to just add people that are new, fresh, and don't have a lot of information about the system. They don't have the real capability to solve technical issues. It makes the customers suffer.

    Which solution did I use previously and why did I switch?

    We previously used Microsoft Dynamics.

    How was the initial setup?

    The initial setup was straightforward. Deployment times will vary from country to country according to the numbers, but most companies can implement it within three to six months.

    You need to have some technical people on your team with you. You need one or two just to hand you each module and to help you understand the standard process so you can deploy and not forget any important features. From the business side, you also need from one to two people to be available during the implementation just to ensure that the user acceptance testing is done very well. It's a good idea to have a consultant visit with your team during implementation to check what was implemented inside of the business processes. They will help you understand the limitation of the space.

    What about the implementation team?

    You need to have a consultant for deployment. Maybe later on in the process, if you are expanding, you don't need help, but you certainly need a consultant at the beginning.

    Without having consultants and partners you will not be able to implement it. There is special access required to get to the backend of the system. We call it the low vision indexes. It's only provided to select consultants. Some features that you want to update also may require access to the provisioning. 

    What was our ROI?

    You will probably see an ROI after a year or two. It's great for auditing and there's a lot of reporting built-in so that you can really focus on processes. It will help you reduce manpower which saves money. And, because it can cover and support many companies and countries, it's perfect for multinationals that can now have one overarching system that covers basically everything.

    What's my experience with pricing, setup cost, and licensing?

    The solution is subscription-based but companies do need to consider other ancillary costs, including upgrades, training, and general implementation costs.

    Which other solutions did I evaluate?

    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.

    What other advice do I have?

    We use the public cloud deployment model with SAP as the provider.

    I'd advise others to schedule training for the team that will be handling implementation. It's important to have a reference case and go to other companies familiar with your business to check how it was implemented for them and to see how successful they have been overall. They may have good best practices you can learn from. 

    Look for a good implementation partner who can take the time to work with you and choose wisely. Some may charge a lot of money and provide low-quality assistance.

    You have to know the process before implementation. 

    It's important to not purchase the license until you decide what you will use the system for and when you will implement it. It will help you avoid paying for a subscription without yet being able to use it or purchasing too large of a license.

    I'd rate the solution seven out of ten.

    Which deployment model are you using for this solution?

    Public Cloud

    If public cloud, private cloud, or hybrid cloud, which cloud provider do you use?

    Other
    Disclosure: I am a real user, and this review is based on my own experience and opinions.
    Uma Das
    AVP - HR IT at a consumer goods company with 10,001+ employees
    Real User
    Offers flexibility and easy configuration; can handle different types of performance management
    Pros and Cons
    • "This solution offers good flexibility and configurability. It can handle different types of performance management."
    • "User experience for this solution needs to be improved."

    What is our primary use case?

    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.

    What is most valuable?

    It's the performance management feature that I find most valuable in this product. As for the product itself, I like its flexibility and configurability. It can handle different types of performance management from one organization to another, and this is one of its best features.

    What needs improvement?

    What needs to be improved in this product is the user experience. In general, for SAP products including SuccessFactors, the user experience is not so great, particularly the whole user interface. A lot of new age products beat them on that.

    While SAP products are great from functionality and feature standpoints, the whole user experience element is always lacking. That's one area SAP should focus on.

    There are other areas where we have not liked SuccessFactors. For example, as a recruitment solution, it's not great for onboarding and exit. Two years ago, we decided to use a different product for recruitment, onboarding, and exit. We're no longer using SAP SuccessFactors for those activities.

    For how long have I used the solution?

    I've been using this solution for 10 years.

    What do I think about the stability of the solution?

    This solution is extremely stable.

    What do I think about the scalability of the solution?

    I found this solution absolutely scalable.

    How are customer service and support?

    SAP has implementation partners, so the technical support is given by the implementation partner. We have not contacted SAP for support, but as far as SuccessFactors is concerned, any product level support and response is very good. It's very well-structured and well-governed. They have a knowledge-rich library that you could always go to. There's also some forums where you can go and ask questions and get answers to your problems. The ecosystem itself is quite strong, including their responses as far as support is concerned.

    Which solution did I use previously and why did I switch?

    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?

    How was the initial setup?

    I wasn't there during the setup, but I don't think the setup was complex because there were a few things we've implemented and implementation of those weren't complex.

    What's my experience with pricing, setup cost, and licensing?

    We have a yearly license for this solution. Any additional costs we pay to the implementation partner, to the support partner, but not to SAP.

    What other advice do I have?

    This solution is a SaaS. It is deployed on the cloud.

    I might have gone to your site out of curiosity, but we already have SAP SuccessFactors. We are using SAP SuccessFactors.

    We have 7,500 users for this solution in our organization. We don't need much staff for its maintenance. We are using SAP SuccessFactors extensively. As for plans for increasing its usage, we definitely want to if the business and our headcount grows: We will use it for more users. As of now, no plans of increasing usage of this solution.

    My advice to anybody implementing this product is to first have a SaaS mindset. It's a SaaS product, so you can't have an on-premise mindset of "I'll give whatever requirements and the product should do it." Having a SaaS mindset is my first advice.

    My second advice is to keep in mind that these products give recommended practices based on which the product is built. If you could tweak your processes to embrace the recommended practices by SuccessFactors, then your chances of becoming successful, or embracing the product is going to be much higher.

    My third advice is to stay with SAP SuccessFactors and use all the modules together. For example, there are modules for recruitment or onboarding where you may have certain functionalities missing, but if you could keep as many HR processes on the same product integrated, then the employee experience is going to be much better, compared to trying to use SuccessFactors for a particular purpose, then another product for performance, another product for learning, etc. It's better if you could be on an integrated solution, so your user experience and your adoption at the end of the day will be much better.

    I would give this product an eight out of ten rating.

    Which deployment model are you using for this solution?

    Public Cloud
    Disclosure: I am a real user, and this review is based on my own experience and opinions.
    Flag as inappropriate
    Country Expert Total Workforce Managemnet/ Learning & Development at a manufacturing company with 10,001+ employees
    Real User
    Stable and globally accessible, but needs more features and better user experience, flexibility, and integrations
    Pros and Cons
    • "It has a global database, and it is globally accessible. By using this solution, we have moved away from paper, which is a big step for us."
    • "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."

    What is our primary use case?

    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.

    What is most valuable?

    It has a global database, and it is globally accessible. By using this solution, we have moved away from paper, which is a big step for us.

    What needs improvement?

    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.

    For how long have I used the solution?

    I have been using this solution for four years.

    What do I think about the stability of the solution?

    It is stable enough. It has around 98% stability. There are accessibility issues, but they could be because of any reason, such as our network.

    What do I think about the scalability of the solution?

    If you count associates, we are a 450,000 associate company. About one-third of them are not active users. We have roughly 300,000 users in all kinds of roles, such as managers, FMs, and associates.

    Our company doesn't want to spend any more money on SuccessFactors. We are not really extending the solution. It would be wise if we could use it better. We don't do any strategic personnel planning.

    How are customer service and technical support?

    I can't really evaluate SAP's technical support because there is so much bureaucracy in our support model. Support is not necessarily done in our country, and there is a really bureaucratic ticketing system behind it. We have national application specialists in every country. They are the guys who think about the right and proper text for the support tickets and how can a group in India or Stuttgart solve the problem. 

    From another perspective, because I am also in a group of global specialists, I know that SuccessFactors or SAP does not necessarily react quickly to the issues of their customers, which is logical because they need to scale as well.

    Which solution did I use previously and why did I switch?

    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.

    How was the initial setup?

    We didn't have a good data set, so the personal master data was a mess. It was a lot of work, especially on the data side. After one or two years, we kind of fixed it. 

    It took about nine months to roll it out. We rolled it out in parts because we are a company that is active in 38 countries, with 450,000 associates. On our site, we had around 5,000 associates at that time. Currently, we have 4,000 associates because we are shrinking. 

    In terms of the implementation strategy, we are tech equipped company. It was designed without any negotiation or input from the end-user. It was a technology push if you want to see it like that.

    What about the implementation team?

    We have our own SAP Competence center for its implementation. Its maintenance is handled by SAP. 

    Our release notes are every three months, but from a central department, we only implement them once a year. So, everything is collected somewhere in June or July. There is a big update instead of different small updates. The global application specialists are responsible for updates.

    What other advice do I have?

    I won't recommend this solution. I would say, "Don't do it." Cornerstone or Workday is way better.

    I would rate SAP SuccessFactors a five out of ten. 

    Disclosure: My company has a business relationship with this vendor other than being a customer: Partner
    ChristopherOrilogbon
    Solution Consultant SAP MM/QM & HCM SuccessFactors at C2G
    Consultant
    Enabled us to efficiently manage our personnel and has the ability to set and review goals
    Pros and Cons
    • "It has improved my organization by enabling us to efficiently manage our personnel."
    • "Also, it would be helpful if they could improve its ability to localize the product to Nigeria."

    What is our primary use case?

    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.

    How has it helped my organization?

    It has improved my organization by enabling us to efficiently manage our personnel.

    What is most valuable?

    The features that I have found most valuable are the ability to set and review goals, and the ability to manage performance in general.

    What needs improvement?

    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.

    For how long have I used the solution?

    I have been using this solution since early 2017.

    What do I think about the stability of the solution?

    I think it's a stable solution. We have not had any issues with its deployment or use. It's been stable, so I don't know if there are any issues because we haven't had any challenges around it. 

    What do I think about the scalability of the solution?

    My impression of SuccessFactors is that it is quite scalable. For example, we have clients who have slightly above 800 employees who are using it. We have clients that have over 1000 users using this. I also read online a few months back about a Russian bank that uses SuccessFactors with about 75,000 employees. It's the same product. All you need to do is to get different licenses.

    How are customer service and technical support?

    If we had any issues that we were unable to resolve, we can always receive support from SAP. We raise an incident with them, and they respond depending on your priority. If you put priority one, it's almost an instant response. They reach out to you within an hour. On that call they asses the true priority level. If it's something we have to resolve as soon as possible, they will. While if it's something that is less of a priority, they will change the priority to something lower. But what I find is that at the end of the day, you always get a very good response from SAP.

    Which solution did I use previously and why did I switch?

    Actually I haven't used a different solution.

    How was the initial setup?

    The initial setup is straightforward because there are templates and best practices. We can just click on the button from the online center, deploy it into the system, and it sets it up for us.

    The time it takes to deploy depends on the requirements and it depends on the number of modes that you deploy. As long as you have clear requirements from the client, it can take between three and four months. It doesn’t take too much time to deploy as long as you have clear requirements.

    What about the implementation team?

    I work for a partner. I did the deployment with some of my team members.  

    Which other solutions did I evaluate?

    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.

    What other advice do I have?

    I think the advice I'd give is that it's a nice solution. It's easy to deploy. It's so easy to use. You really don't need to know much about coding or be a highly technical team to be able to use it. It’s very easy to use. For example, for the traditional ERP that SAP had before, you had to be instructed to work with it. This one is really straightforward.

    Which deployment model are you using for this solution?

    Public Cloud

    If public cloud, private cloud, or hybrid cloud, which cloud provider do you use?

    Other
    Disclosure: I am a real user, and this review is based on my own experience and opinions.
    Flag as inappropriate
    SAP Offering Solution Architect at a computer software company with 10,001+ employees
    Real User
    Top 20
    Good integrations and a great user experience, but missing a few features
    Pros and Cons
    • "In terms of user experience, it is quite good."
    • "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."

    What is our primary use case?

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

    What is most valuable?

    Generally, it is quite an integrated product.  

    In terms of user experience, it is quite good. 

    There are quite a few features, such as AI, machine learning, et cetera, which are embedded right in the solution. The solution can interact with the cloud and you can do app development and tasks like that with it. 

    It's pretty good for reporting. It's done pretty easily. 

    I really like the integrity of the solution.

    What needs improvement?

    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.

    For how long have I used the solution?

    We haven't used the solution for too long. We've only really used it for about a year or so now.

    What do I think about the stability of the solution?

    The solution is very stable. We haven't faced any issues in regards to bugs, glitches or crashes. We find it reliable.

    What do I think about the scalability of the solution?

    We haven't heard anything about problems related to the scalability of the solution. It is quite scalable, in fact. Being on the cloud, the solution is definitely scalable. I believe Success Factors are implemented in many multi-national companies with large numbers of users. It's know to be a scalable solution.

    How are customer service and technical support?

    Since it is on the cloud, the technical support required is pretty minimum for us. The technical support is provided by SAP and SAP Solutions it is generally okay. 

    They don't need any technical people from their partners or the implementation company, due to the fact that it is provided by the product, which is the vendor who supplies the product.

    Companies may need them near the beginning of the implementation, for setup purposes to discuss items with the client. However, once it's established, the need for technical support of any kind drops off.

    How was the initial setup?

    The initial setup is quite straight forward. It's not complex due to the fact that it deploys to the cloud.

    For us, it was what they expected, and it was very straight forward. 

    We have our own team that manages the solution in house. For Success Factors, generally, if we use the standard solution, and there are not too many customizations, then it requires maybe a maximum of five people to maintain everything. Generally, maybe more in the beginning, it may be a few more people. However, as the system stabilizes, it's probably five maximum. Five to ten people, maximum, are needed.  That's quite a large acknowledgement, I would say, if I'm honest.

    What about the implementation team?

    We are using a cloud service that has been assisting us. In our case, we just asked for the system and they deployed it for us.

    What's my experience with pricing, setup cost, and licensing?

    I don't want to comment on the license cost, to be honest. It could be about $1,000 approximately per customer. However, it's very flexible in terms of the licensing costs depending on the volume and depending on the deal of installation. 

    If people don't really accept the discount, they've always got other businesses that will discount, so pricing is very fluid and flexible for companies.

    What other advice do I have?

    We are a platinum partner with the company.

    The solution is a very good product. It's very stable. It has lots of great features and lots of support available from SAP. The product vendor has a great system connected to a lot of SAP systems overall. It's open to connectivity with other systems. 

    I would recommend Success Factors any day.

    I'd rate the solution seven out of ten. There are a few features missing overall. If they had a few more, I'd rate them higher.

    Which deployment model are you using for this solution?

    Public Cloud
    Disclosure: My company has a business relationship with this vendor other than being a customer: Partner
    Rahasia Rommel
    Country Human Resource Manager at a manufacturing company with 51-200 employees
    Real User
    Top 5Leaderboard
    Good performance management and business processes with an easy deployment process
    Pros and Cons
    • "Overall, it's excellent performance management."
    • "The pricing of SAP is quite high."

    What is our primary use case?

    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.

    What is most valuable?

    The performance management system of SuccessFactors is very valuable. We can set the goals and then the business process flow.

    We can have goals reviewed and approved and then we can submit them to the system. We can review things and get self-assessments. Managers can add comments.

    We can track and measure our goals from mid-year reviews to progress. We can calculate excess money in relation to goals and can self-calibrate. Overall, it's excellent performance management. 

    The deployment process is easy.

    The business processes on offer are excellent.

    What needs improvement?

    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.

    For how long have I used the solution?

    I've been using the solution for around two years or so.

    What do I think about the stability of the solution?

    The stability of the solution is very good. I don't have any downtime and the solution offers very good availability. It doesn't crash or freeze. It's very reliable. 

    What do I think about the scalability of the solution?

    The scalability of the solution is quite good. It can provide services to many companies and many business units.

    In Indonesia, we have 250 employees that are on SuccessFactors. Globally we have about 4,000 users, however, I can't speak to how or if it is used elsewhere.

    Currently, the solution is only for the supervisor, manager, and the head of business. However, we are considering expanding to more staff in the future.  

    How are customer service and technical support?

    In Indonesia, we mostly deal with Hong Kong. There's a team member in Hong Kong that works closely with our SAP consultant. I'm not sure of how responsive the consultant is as I don't deal with them directly. However, our project manager is quite good and understands this product well. When there are issues, he usually can handle them.

    Which solution did I use previously and why did I switch?

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

    How was the initial setup?

    The initial setup is easy, however, we need to explain to the employee about the process of the performance system due to the fact that, for the most part, they don't know how much is processed in their performance management system. We'll give direction and then it's easy for them to handle. We'll also follow up to make sure they understand and everything makes sense. 

    What's my experience with pricing, setup cost, and licensing?

    It's my understanding that the licensing is paid on a yearly basis, however, I cannot speak to the cost. The project manager handles that aspect of the product.

    It's my understanding that SAP as a solution is quite expensive.

    Which other solutions did I evaluate?

    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. 

    What other advice do I have?

    We are using the latest version of the solution. 

    I would recommend the solution to other users.

    The main pain point, however, is the price. It may be why not all employees in Indonesia end up using it. However, the business processes are very good.

    I'd rate the solution at a nine out of ten. We're mostly quite satisfied with the solution and its capabilities. 

    Which deployment model are you using for this solution?

    Public Cloud
    Disclosure: I am a real user, and this review is based on my own experience and opinions.
    Flag as inappropriate