- Babu S.Senior Quality Consultant
Easily customizable. Visibility on Updation of Employee data compared to other WFM tools. UI for time off management is pretty neat compared to other tools available in the market. Performance and goal Management and LKM modules are the most likable feature. We purchased the tool for ADP integration for roll-out, and the product eased the integration of Employee data along with SAP CPI. System crashes while importing bulk user information. Integrating with 3rd party tools especially handling time off from Kronos had some issues. Importing of data while migrating is not flexible, manipulation of source data was mandated to accommodate SF. Strong user community Overall cost Breadth of services Product functionality and performance Product roadmap and future vision Financial/organizational viability The above points are the best consideration if you want to choose SAP SF System crashes while importing bulk user information. While adding more data points to our database, the tools crash instantly. Integrating with 3rd party tools especially handling time off from Kronos had issues. Importing of data while migrating is not flexible, manipulation of source data was mandated to accommodate SF. To undo a change we need to roll back to the entire fields and as a result, it takes too much time to complete an activity.
- Verified User in AutomotiveEnterprise(> 1000 emp.)
Easy to use, user friendly tool, not required technical expertise while maintaining the system. The below modules are most powerful to HR activities and Talent Management. 1. Goal Management 2. Performance management 3. Continue performance management 4. Learning and development 5. Career development 6. Calibration module 7. Employee Central 8. Succession planning Payroll, time management, compensation, Onboarding, off boarding modules needs to improve. UI needs to be improve of learning page, SF user home page and all modules SAP SF is powerful tool for talent management and development specifically learning and development, Performance management system, career development, succession planning, HRIS etc User interface (UI) look and feel specific Home page and L&D Learning page so employees experience will improve and system useges will increase.
- Josh G.Applications Engineer
I like the all-in-one capability. My company uses SuccessFactors for training, performance review, goalsetting, time-off requests, and organization charting. Other competitors only offer one or a few of these, but success factors makes it easy. I have had just a few bugs and inefficiencies when trying to use the software. Luckily, Successfactors support was quick and capable and fixed our problem, but nonetheless, it would have been preferable to avoid the issue altogether. SAP Successfactors is allowing for HR management, which on a day-to-day level means facilitating and optimizing human-to-human interactions. Where normally, this sort of task is often left undone due to the hassle and complications of it, Successfactors makes it easy and facilitates these important HR activities well.
- Verified User in Information Technology and ServicesEnterprise(> 1000 emp.)
You can move the "blocks" by drag-n-drop, but that's probably the only feature that I like, and it was using Flash (which will be dead soon). I can only comment on the LMS, as I do not use the HCI suite. Long list. The UI is just not straight-forward when compared to other LMS systems. It's using very dated technology (Flash), and the Ad-Hoc reports require an external "report builder" called Plateau Report Designer (PRD) which is difficult to use (see this for your self: https://blogs.sap.com/2018/08/24/developing-basic-lms-custom-reports-through-plateau-report-designer-for-beginners/). The quarterly released update would require a lot of maintenance work (for UAT, etc.). The standard reports are limited, and it does not run fast (the reports). It still runs on old tech (still rely on Flash as of 10/1/19), and the support still have a lot of room for improvement. The documentation system is difficult to search and navigate. They didn't even have a complete technical documentation about their "permissions" with different roles. No "standard" report for basic user login/logout information (require a "custom" report which may need to involve their professional service team). Make sure that you really have a complete use cases and really compare with other LMS solutions out there. There are at least 600 LMS vendors out there now We are using the SAP for the Foundation layer (as a learning portal) and the LMS (for compliance training tracking, etc). The only benefit that we realized is probably the email notification feature
- Natercia N.G
I like that there's an online platform where you as they employee can paint a fuller picture into who you are. Questions include: What have you done with us? Program could be more comprehensive and higher-tech. Sure, use it, but make sure that your staff truly fills it out and puts it into practice. Make goals with your staff using this program and create some fun around it. Sure, use it, but make sure that your staff truly fills it out and puts it into practice. Make goals with your staff using this program and create some fun around it. Sure, use it, but make sure that your staff truly fills it out and puts it into practice. Make goals with your staff using this program and create some fun around it. Sure, use it, but make sure that your staff truly fills it out and puts it into practice. Make goals with your staff using this program and create some fun around it. Sure, use it, but make sure that your staff truly fills it out and puts it into practice. Make goals with your staff using this program and create some fun around it. Sure, use it, but make sure that your staff truly fills it out and puts it into practice. Make goals with your staff using this program and create some fun around it. Getting to know employees a bit better, more detail into their aspirations.
- Verified User in Computer SoftwareEnterprise(> 1000 emp.)
It's better to have an applicant tracking system than to use emails. The reporting is abysmal, if not useless. Half of the features do not work as promised during the sales cycle. If you submit a ticket about basic bugs that are clearly the fault of the product (example: "Nothing in the Advanced Analytics platform is correct. Here's all the examples and the proof that it is not accurate.), they will claim it requires professional services fees ON TOP of the hundreds of thousands of dollars you've already spent on implementing a product that doesn't even perform its most basic functions (like in the example above, "Advanced Analytics" does not even analyze any data correctly, much less in an "advanced" fashion). On top of that, you'd better hope you don't have any integration needs. It will take them over a year and more huge chunks of your budget to figure out the most simple XML APIs. Successfactors and the modules we use are an add-on to the SAP HRIS. Having an ATS keeps us audit-able in our hiring processes. The RMK and Advanced Analytics modules are supposed to help with recruitment marketing, but are practically useless with all the bugs and inaccuracy.
- Parul A.Computer Software
- Kayla H.Food Production
I have been using SAP SuccessFactors for compensation management and it meets my expectations. There are a lot of features and opportunities for customization.
- Johnson S.Media Production
- Anonymous ReviewerUtilities
No benefits that I've realized. It may be easier for a supervisor to read through, but I'm not sure.
- Michael D.Information Technology and Services
The base its there, but unless you are running SAP everywhere it does not scale well.
- Anonymous ReviewerMedical Devices
- Lloyd Baker, MBA, SPHRHR Manager
Allstate made a deliberate decision to implement across the enterprise at staggered roll-out of various SuccessFactors (SF) modules within the last few years. At first, we stood up the Goals, Performance, Calibration (or Talent Assessment/9-box), Succession, and Analytics modules. We wanted to focus on beginning the change-journey toward a different performance management mindset. We're now implementing the Recruiting model. In the last year, we've also moved our global workforce to the platform. The roll-out was meant to help address several business problems, some of which included (a) having no centralized repository of the multiple talent data-points that could be easily leveraged at the enterprise level; (b) silo-ed or disjointed approaches to evaluating talent; (c) disconnected talent data, elements of which were captured in time-intensive sessions only to be used episodically or seasonally; and (d) prima facie decision-making that lacked strong correlation or even predictive strength. We currently use the tool to help us dive into a more frequent cadence of feedback sessions that utilize a holistic viewpoint of talent, from performance, to potential, to development and succession, to the rewards associated with success.
I suggest spending a good amount of time reflecting and directing questions internally. 1. Do we have robust processes already that SuccessFactors can enhance? SuccesFactors is an enabler, so if the answer is no to the first part of the question, then I'd say "no" to acquiring SuccessFactors...at least, until one can say yes to the first part. 2. What will happen with our current talent data, our current platform? Will SuccessFactors replace it? Will it overlay and integrate with it? Make sure there's a clear understanding of the pros and cons of the approach you want to take. 3. Are we committed to innovation and change? Not only does this related to the first implementation of the system and its impacted to culture from the get-go; it also relates to the ongoing commitment to keep up with the advances in the talent space. SF commits to do this and updates its systems regularly. 4. Are we ready to expect and enable our end users to be owners of the tool too? SF places a lot of power in the users' hands. Will our organization empower and expect the end users to become proficient and fully leverage it?
The system leverages best practices to make it easy for first time users to begin applying the concepts immediately. The interface is fairly intuitive, enables some customization, and brings together key elements to make them easily accessible. The integration of modules makes it easy to quickly form a holistic view of talent.
The system doesn't make the use of the Analytics component easy on the end user. It takes data-savvy, tech-oriented individuals time enough to find and manipulate the data, let alone the overwhelmed manager in the business. The back-end environment makes it tough to do some innovative things sometimes. For example, though Talent Pools are a great concept, the way in which SuccessFactors envisions their use and display compared to the way some of us at Allstate envision their use and display, limits the way we can leverage this feature in the tool.
- Jim SpenaTalent Specialist
The product is good and it's constantly getting better. If you're starting from scratch, ask them for process advice as well as system implementation advice. There are many things that they can do that you really don't want them to do. Take the best practice approach for your review process, go for the most sleek, most streamlined process so that your reviews are about the employee not about navigating through the software that you've set up. The interface (especially the new Revolution UI) is beautiful, the product features are rich, the new product pipeline is deep, and they provide good self help and engineering support. Highly recommend!
Overall good product. They have a myriad of options, the modules are highly customizable, and it's not buggy. SuccessFactors is always working to provide ways for admins to do more - even those of us that don't write code. The SuccessFactory was a great innovation that allowed us to make adjustments to our modules without having to engage a professional services company or one of their implementation teams. Innovation - the company really is interested in making a better product and making the experience of their users better. There are constantly new upgrades (that are actually good!) coming out, and they often poll their user base for interest on new features.
Occasionally you'll see some inconsistencies. For instance, on our review form (Revolution interface) all of the ratings are provided on a sleek, graphical 5-star rating. You click on the star that corresponds to the rating that you want to give to the employee. This is true for Goals and Competencies, yet for someone reason the Overall Form rating at the bottom is a picklist from a dropdown menu, not the same graphical stars. The scale is the same, it just makes you scratch your head a little bit as to why they didn't make them all the same. Works perfectly fine, just a little odd. This sort of thing isn't unusual. The SuccessFactors implementation team is typically not as good as some of their more pricey outside vendors, especially if you get an engineer that does not speak English as a native language. We did our first implementation with a SuccessFactors guide and he was much better at telling us everything that we could do, not necessarily what we wanted to do. We ended up with a highly customized (really more like re-purposed/rigged) system that wasn't very intuitive. It did everything that we had asked for, just not very well and had we known that we wouldn't have asked! We did several other implementations with Aasonn that went fabulously. They were much better at saying, "yes, you could configure it that way...but this will be how it looks and it will have ____ negative effect." For our last change to the Revolution UI we went back in-house thinking our experience would help the process. I'm sure it did, but it was still a struggle for things that Aasonn would have handled much more easily.
- Shreyash PanchalSenior Software Engineer
SAP is slowly removing standard content available in SAP Business Warehouse (SAP BW) and moving its major HCM modules and reports to SuccessFactors natively. In a new GreenField implentation, SAP recommends clients to implement HCM using SuccessFactors and then connect it to SAP BW and SAP Analytics Clouds for complex analytics.
While taking my project implementation as an example: It is necessary to compare the compatibility with the existing solution and to make sure that the integration comply with Organization. Companies should introduce big picture changes well in advance of a new implementation. The organization should also define key performance indicators that will help measure performance. How will we know if the new model is providing a good ROI? Are there metrics that can help us compare performance ratings against merit increases? All of these need to be considered in the very beginning of defining the strategy. SuccessFactors is a comprehensive HCM solution it offers both core HCM functionality and talent management functionality. Organizations can opt to only use the talent management functionality and connect SuccessFactors to their core HCM system, or manage all of their HCM system needs in SuccessFactors Employee Central. Thus, the first step is to define how the organization will use the available functionality, or we can say define the functional scope of the implementation. For those companies ready for talent management functionality, it is recommended scoping the project into phases, pairing a couple of talent management modules together for the implementation.
Its a SAAS model. The licensing cost of Success Factors is very reasonable compared to the on-premise SAP systems. So any customer who wants to come out of Success Factors can easily do it. This attracts customer to easily go for the new implementation. The web portal of Success Factors applications is very user friendly. It has seamless integration with all the mobile/PDA devises. This gives easy access to the business applications of it. The JAM feature allows easy collaboration internally. Also it has seamless integration with Social networking sites. It can be used by multiple tenants (customers). Best part of using SuccessFactors is its connection to SAP Analytics Cloud (SAP) for detailed visualizations of all modules used using Ember Analytics.
Like many SAAS solutions, SuccessFactors sometimes loads very slowly, crashes, hangs Sometimes it Takes Long Time to Create Forms/Records ('Forms' could be anything you are creating) Although we can connect SuccessFactors to SAP Analytics Cloud, the standard content from SAP is very basic and not much useful, we have to develop more useful custom Dashboards that visualize the true essence of Analytics.
- Verified User
We originally implemented appraisals in Oracle eBusiness Suite to disastrous results. We selected SuccessFactors because they had a strong talent management solution, the workflow challenges we previously had appeared to be more easily managed in SuccessFactors, the product could be accessed from home and seemed fairly intuitive. When we initially purchased SuccessFactors, all of the solutions we've recently evaluated were either not available at that time or were cost-prohibitive.
SuccessFactors' original offering focused on Talent Management is fairly strong. They have not yet gained a robust total HCM solution. When evaluating their total solution, it was presented as a single solution yet they have partners/purchased systems that will facilitate areas such as benefits and time & labor. The system has some flexibility, yet in other basic areas they fall down. For example, if you set your appraisal route map to go from a self-appraisal to the manager's assessment, you have the ability to enforce deadlines in your process and have the system 'auto route' the appraisal to the manager. If the employee hasn't completed his self-assessment, you can send the appraisal back however if the manager has entered any ratings or comments, whether approved or not they become visible to the employee. New features are added, yet many of these are fee-based and not included in the existing licensing agreement. For example, if you want to take advantage of role-based security outside of your initial implementation, that's a fee. It becomes hard to budget for and justify some of the upgrades and new functionality when you're constantly being nickel-and-dimed.
Performance appraisals are fairly simple. When we implemented, we had to create a form for each variation of content and language combination which made it a maintenance issue. The product now offers the ability to have a single form which can be translated into multiple languages. The process has been fairly intuitive for our managers who appreciate the continuity more than anything. Appraisals can be conducted offline and then uploaded back into the system which is convenient for our traveling Sales staff. The process itself is either easy to grasp or our users can't track with it, so the results are a bit mixed but the opportunity is solid. SMART goals are easy to maintain. There are areas that you should consider before establishing your goal foundation. If you want your goals to be private, this has impact to the goal content being visible on the dashboards. Only those with admin reporting privileges can truly report out private goal content.
Your core data restricts you to a handful of custom fields/filters that are used for areas such as security, reporting privileges, etc. You must have strong forward thinking to consider which filters you will require and still have flexibility built in as your needs will certainly change over time. Support is a constant area of improvement. When SuccessFactors moved to a tiered model, it grew difficult to ever have our issues resolved at the lowest tier. They didn't understand the issue, were slow to respond and it took forever to escalate. SuccessFactors now markets a Platinum Support option which comes at a price, though we've had mixed results. Their AZ data center seems to have frequent issues which impact your ability to login, run reports, etc. If you purchase Platinum Support, you will be on the 'good' data center and should have limited issues. Reporting is still a bit clunky and can be an issue, though SuccessFactors has provided more options in recent years including Ad hoc Reporting, Dashboards 2.0, etc.
- Sierra HirschiHR Administrator
We currently are looking for a new Performance plan software. We are looking into using UltiPro which so far looks like it is going to be a lot more effective and user friendly. SuccessFactors was put in place when I joined the company. As far as I can tell the reason why it was chosen is because at the time it was one of the only performance tracking software.
I would not recommend SuccessFactors to any colleague because it was the most frustrating software to use. Out of all the software I use in my line of work, SuccessFactors is my least favorite. When I was hired at my company they were already using SuccessFactors, the person before me was already gone so she could not train me. After several weeks of trying to get a hold of SuccessFactors they final told me that I could go on webinars. These webinars were not helpful because I had no idea what they were talking about in the first place. On top of that they have several different functions and a lot of the functions they were explaining were not included in the package our company purchased. Their onsite training was way expensive, so not a option for my company. I could never get a hold of customer service, I would stay on hold until the line disconnected for a hour or so. When getting a hold of someone they transferred me from department to department until eventually the line disconnected. I had to self teach myself on pretty much everything we used in SuccessFactors.
They are organized in their set up on their user interface. Generating a Performance review to be sent out is a fairly simple/easy task to do. Generating Reports on who has completed or not completed performance reviews is a simple/quick task.
Their customer service is non existent. When calling into their customer service you can never get a hold of anyone. You will stay on hold for 30 minutes and then the line will hang up on you. If you ever do get a hold of customer service they forward you all over the place til eventually the line gets disconnected and you are at the same place you were when you tried to call in the first place. They do not offer any onsite training without paying a arm and a leg to have them come in. They offer only web seminars but you can go through a hour of seminar without getting an answer to the question you have. Getting a password reset is a joke. Its a very hard task to do. They are constantly having problems with their software sending emails telling the user they are working on fixing it. They send these 1-3 times a week!
- Jennifer MurilloDirector, Compensation & Benefits
It would depend on what the company's needs and size are. As I mentioned earlier, I don't believe that a small company would recognize an ROI on a full suite of SF modules as it isn't cheap and there are other products on the market that would be better suited and priced for a small company. But a midsized company could potentially benefit from SF. I would recommend it as a contender when looking at any module but don't expect every module to function as well as the other. For example, the Talent Management module still needs more development to become the robust tool that can compete with others in the marketplace. But other modules, like base compensation planning, are a more mature and developed SF module and if that's what a company needs then defintiely take a look at SF. I would caution, as with purchasing any other large system, to ask questions about the customization of the product and the on going maintentance and customization needs for your business. The base implementation is expensive already but with the additional customization and training and support and maintenance costs . . . . . your ROI will be shrinking quickly.
Base Compensation Module runs smoothly and is efficient. The Platinum Support Reps are invaluable. Expensive but worth every penny. They work with you on a daily basis to support your individual company needs and keep you abreast of the updates and changes that will help you use SF to its fullest potential. It is a powerful suite of modules that has the potential to provide an integrated soup to nuts HR solution.
The bonus planning module is cumbersome and overly complex to administer and program each year. It is not intuitive - for example, the administrator must manually calculate the bonus targets outside of the system and input them manually because SF is not intuitive enough to do the calculations on its own. The talent management suite was in its infancy when I started using it. It has had been developed and fine tuned quite a bit since then but is still not as intuitive and easy to administer as other talent management tools available in the market place. SF is a hierarchical based system, like others on the market. This presents difficulties when dealing with a matrixed organization. The person who is planning the compensation or performance mgmt is not always the one doing the review or familiar with the employee. There are work arounds but they are manual and are affected by any changes made to the data system that is used to feed SF.
- Verified Reviewer
would not recommend to any person or business. not user friendly, not intuitive, and as previously mentioned I am constantly troubleshooting this software with my team and our administrator. on more than one occasion, people's time off has not accrued properly resulting in them either having a surplus or less vacation days than they're supposed to. any time i need to do anything in this software it is overly complicated. i miss our old vacation time software, and so does our team.
I like that there is an app, however i've never used it and i'm not sure how many of our staff use it either.
The main reason we use SF is time off requests/vacation management. After almost 2yrs of use, I still get emails from multiple team members that are struggling to: - see their total accrued vacation time - enter in their own vacation time (Aka they email asking me to do it for them) - cancel their own days off (they email me asking me to do it for them) - edit requests on their own (ex: changing from 3 days of vacation to 2 etc) without cancelling and re-entering the whole thing My biggest frustration with SF is that it doesn't show team members their total time off, it only shows what they've accrued as of the day they are looking at their profile. in order to see how many days they have left to book they have to adjust the calendar. I get the most emails about this issue, and my team struggles with this the most. You can't tell if a person has requested a 1/2 or full day w/o going "all the way" into the request - i should be able to look at either the homepage or Workflow Requests and tell if the person needs one day or just a 1/2. Instead you have to go into their profile, look at the request and THEN you can find out how much time they're requesting. I also get email notifs every time i cancel someone else's vacation time and yet they won't get an email. i've reached out to our system admin about this more than once and they can't seem to come up with a resolution. This software looks and feels old school - very windows 95.
- Justin K.
SuccessFactors offers a wide variety of products covering the entire full talent suite including L&D, succession, recruiting, and performance management software. Having a "one-stop-shop" for all of our talent management needs was a major factor in our software choice. This not only provides a better user experience for our employees, but consolidates our data into one place. Also, the software is highly configurable. While this varies by module, there is typically a lot room to configure both the functionality and aesthetics of the software.
Some of the products were purchased later on and "bolted" to the existing software. Unfortunately, these pieces can end up not meshing well with the existing system. They sometimes require separate log-ins, additional uploads/permission/management, and separate reporting. There hasn't been much of an effort by SuccessFactors to better align these products so that there is a fluid transition between modules. Parts of the software are dated. They either lack functionality that most systems have today or simply look like older technology. The v12 update was a huge improvement but is only available for some modules. Much of the software feels like it was "designed" by programmers. The user interface is not the most intuitive and can be confusing for non tech-savvy users. Even more astute users struggle with over-complicated processes and layouts.
- Inayat M.Executive-HR
Plan, develop and implement strategy for HR management and development (including recruitment and selection policy/practices, discipline, grievance, counseling, pay and conditions, contracts, training and development, moral and motivation, culture and attitude development, performance appraisal and quality management issues) ? Ensuring compliance of SOPs and company policies. ? Responsible to introduce new HR initiatives viz. linking pay to performance, reward and recognition policy etc. ? Maintain awareness and knowledge of latest HR development theory and methods and provide suitable interpretation to Management. ? Contribute to the evaluation and development of HR strategy and performance in co-operation with the executive team. ? Ensure activities meet with and integrate with organizational requirement for quality management, health and safety, legal requirement, environmental policies and general duty of care. ? Develop and Maintain healthy relation with Govt. and Non Govt. Organizations for better and fast functioning of organization. ? Plan for employee's performance appraisal; develop tools for appraisal, job evaluation and development. ? Be a point of contact for all Line Manager/Candidate Queries. ? Maintaining the entire MIS of the employees engaged at resort
- Kavindu Githsara K.System Specialist
Overall, SAP SuccessFactors HXM Suite is a powerful software solution that can help businesses of all sizes manage and optimize their HR processes. Its wide range of features and customizable options make it a valuable tool for improving HR efficiency and employee engagement. However, its cost and complexity may be drawbacks for some users.
SAP SuccessFactors HXM Suite is a comprehensive software solution that helps businesses manage and optimize their human resources processes. Here are some pros and cons that we see in this software solution after using it for few years. SAP SuccessFactors HXM Suite offers a wide range of HR features, including performance management, succession planning, and learning and development. It has customizable options that allow our businesses to tailor the solution to our specific needs. Also It can helped us to streamline our HR processes and improve efficiency, leading to increased productivity and cost savings. Not only that but also this solution includes features that help businesses improve employee engagement, such as employee feedback and recognition programs.
SAP SuccessFactors HXM Suite can be expensive, especially for smaller businesses with limited budgets.
- Sandy K.Senior Manager
If you think you need a single HRIS and Talent Management System, there aren't that many options, so SuccessFactors will likely be on your shortlist. My recommendation would be to really consider whether you "need" that, or whether you would be better off with SuccessFactors as your HRIS and opt instead for niche applications for your various talent management needs that can integrate with each other and SuccessFactors.
SuccessFactors offers an HRIS with modules to cover many aspects of Talent Management, including Recruiting, Onboarding, LMS, Goals, Performance, Succession Planning, Compensation, and Workforce Analytics.
Several of the modules have been bolted on over the years and are still not fully integrated like you might expect them to be. The look and feel of the modules are dated and there has been very little in the way of enhancements to the talent modules in the 6 years I have been using it. Built-in reports are limited. SAP Support has been poor. There are still many aspects of the configuration that can only be done in the back-end provisioning client by a configuration partner (not by the client), so the client can never truly be self-sufficient.
- smit s.Owner
Overall good software with in depth details and management highly suitable for large enterprises.
Success factors is US based company which provides solution for Human Capital management, now this company is acquired by SAP AG. 1. Success factors provides human capital management solutions for large enterprises 2. It provides complete solutions starting from KRA/ KPI management, Learning and Development, Talent acquisition etc which cater most HR department requirement. 3. It has complete customization available which can be changed according to need of the organization. 4. In depth analysis of data/ details can be done from administrator account which gives complete overview.
1. Pricing for software is on higher side which mostly large enterprises can only afford. 2. User interface needs improvement, it is not much user friendly and hence proper awareness is to be imparted to users who are going to use it. 3. It lakes seamless integration with various SAP modules. 4. Sometime its complexity is such that excel based HCM seems like more suitable