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Score 7.6 out of 101
109 Ratings
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Score 7.2 out of 101

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Likelihood to Recommend

Adobe Presenter

As I mentioned earlier, it's best used for "presentations," rather than bona fide "training." That's why we tend to use it when the information is relatively simple and/or doesn't need to be fully internalized or mastered (which would require providing opportunities for practice and feedback and a more engaging, interactive learning experience). However, it can be used as part of a blended-learning solution, with some information provided via an Adobe Presenter module first, and then some kind of instructor-led session as a follow-up, which would include more role-specific info, as well as practice and feedback opportunities.Also, as I mentioned earlier, Adobe Presenter Video Express is great for creating quick overview demos about a new system -- more of a "see what it can do" type thing than a "here's how you do it" thing (unless the "it" is very simple and the video is used more as a microlearning/performance support type of offering).
Laura Gillenwater profile photo

SuccessFactors Talent Solutions

One of the big considerations is how your process can be supported by the software. You should clearly map out what you want to do and how you'd like the software to support it. That way, you can identify potential issues or software deficiencies up front.
No photo available

Feature Rating Comparison

Learning Management

Adobe Presenter
6.9
SuccessFactors Talent Solutions
Course authoring
Adobe Presenter
7.0
SuccessFactors Talent Solutions
Course catalog or library
Adobe Presenter
6.0
SuccessFactors Talent Solutions
Player/Portal
Adobe Presenter
7.0
SuccessFactors Talent Solutions
Learning content
Adobe Presenter
8.0
SuccessFactors Talent Solutions
Progress tracking & certifications
Adobe Presenter
5.0
SuccessFactors Talent Solutions
Learning administration
Adobe Presenter
6.0
SuccessFactors Talent Solutions
Learning reporting & analytics
Adobe Presenter
9.0
SuccessFactors Talent Solutions

Onboarding

Adobe Presenter
SuccessFactors Talent Solutions
8.1
New hire portal
Adobe Presenter
SuccessFactors Talent Solutions
9.0
Manager tracking tools
Adobe Presenter
SuccessFactors Talent Solutions
8.0
Compliance tracking and reporting
Adobe Presenter
SuccessFactors Talent Solutions
7.2

Performance and Goals

Adobe Presenter
SuccessFactors Talent Solutions
8.9
Corporate goal setting
Adobe Presenter
SuccessFactors Talent Solutions
9.0
Subordinate goal setting
Adobe Presenter
SuccessFactors Talent Solutions
9.4
Individual goal setting
Adobe Presenter
SuccessFactors Talent Solutions
9.0
Line-of sight-visibility
Adobe Presenter
SuccessFactors Talent Solutions
8.3
Performance tracking
Adobe Presenter
SuccessFactors Talent Solutions
9.1

Performance Management

Adobe Presenter
SuccessFactors Talent Solutions
7.8
Performance plans
Adobe Presenter
SuccessFactors Talent Solutions
9.0
Plan weighting
Adobe Presenter
SuccessFactors Talent Solutions
8.5
Manager note taking
Adobe Presenter
SuccessFactors Talent Solutions
7.0
Performance improvement plans
Adobe Presenter
SuccessFactors Talent Solutions
7.9
Review status tracking
Adobe Presenter
SuccessFactors Talent Solutions
8.6
Rater nomination workflow
Adobe Presenter
SuccessFactors Talent Solutions
8.0
Review reminders
Adobe Presenter
SuccessFactors Talent Solutions
8.7
Workflow restrictions
Adobe Presenter
SuccessFactors Talent Solutions
6.9
Multiple review frequency
Adobe Presenter
SuccessFactors Talent Solutions
6.5
Reporting
Adobe Presenter
SuccessFactors Talent Solutions
7.5

Succession Planning

Adobe Presenter
SuccessFactors Talent Solutions
8.3
Create succession plans/pools
Adobe Presenter
SuccessFactors Talent Solutions
9.0
Candidate ranking
Adobe Presenter
SuccessFactors Talent Solutions
8.4
Candidate search
Adobe Presenter
SuccessFactors Talent Solutions
7.0
Candidate development
Adobe Presenter
SuccessFactors Talent Solutions
9.0

Recruiting / ATS

Adobe Presenter
SuccessFactors Talent Solutions
8.3
Job Requisition Management
Adobe Presenter
SuccessFactors Talent Solutions
8.1
Company Website Posting
Adobe Presenter
SuccessFactors Talent Solutions
8.0
Publish to Social Media
Adobe Presenter
SuccessFactors Talent Solutions
8.0
Job Search Site Posting
Adobe Presenter
SuccessFactors Talent Solutions
8.0
Customized Application Form
Adobe Presenter
SuccessFactors Talent Solutions
8.0
Resume Management
Adobe Presenter
SuccessFactors Talent Solutions
9.3
Duplicate Candidate Prevention
Adobe Presenter
SuccessFactors Talent Solutions
7.9
Candidate Search
Adobe Presenter
SuccessFactors Talent Solutions
6.5
Applicant Tracking
Adobe Presenter
SuccessFactors Talent Solutions
9.3
Collaboration
Adobe Presenter
SuccessFactors Talent Solutions
9.5
Task Creation and Delegation
Adobe Presenter
SuccessFactors Talent Solutions
8.9
Email Templates
Adobe Presenter
SuccessFactors Talent Solutions
7.4
User Permissions
Adobe Presenter
SuccessFactors Talent Solutions
9.2
Notifications and Alerts
Adobe Presenter
SuccessFactors Talent Solutions
7.9
Reporting
Adobe Presenter
SuccessFactors Talent Solutions
8.4

Pros

  • A pro user can definitely generate an impressive presentation for exhibitions and other networking events.
  • Converts Powerpoints into learning courses effectively.
  • The option provided to chat during the presentation is quite useful, especially for trainees.
No photo available
  • SuccessFactors has a variety of products covering the entire human capital suite. Their core strength lies in the consolidation of these into a single system which simplifies the experience for users.
  • The software is highly configurable for a SaaS product. While it varies between the modules, there is typically a lot room to configure both functionality and aesthetics.
  • Success Factors provides a great support system. We receive a lot of help from their support team, engineers, and sales reps. SF has also gone out of its way to create a robust customer community, resource guides, and in-depth trainings for administrators.
No photo available

Cons

  • Sometimes I feel like Presenter feels too much like Power Point. This may make some users not want to use the software.
  • I have a hard time when saving presentations and then pulling them up in other locations- it often takes longer than I want to wait, but I am a millennial (I think?).
Vicky Creasy, EdD profile photo
  • Module connectivity. The first thing to understand with SF is the difference between a core platform and forms. This means each of the modules has a different look and feel. As a result there is a fair amount of time that must be spent on configuration. For instance, Employee Central looks like a standard SaaS cloud application in terms of input fields, buttons, the homepage, etc. PM module is a form which means its not a static input page - its similar to taking an MS document and saving it as a web/HTML interface with buttons and functionality. PM has always been the lifeblood of SF and as a result it has a high degree of flexibility even though its a form. Compensation was disappointing. While it serves the purpose of collecting compensation info be it comp ranges, range penetration, and other key features, the look and feel is that of an Excel sheet in web/HTML view. It is the least flexible of the modules we configured and if used with EC, you need to be very strategic about what fields it pulls from that in turns impacts the way you make changes in EC, etc.
  • Analytics view. Reporting especially for Ad Hoc is very confusing. You can certainly see opportunities to gather great data but the dashboard, options selection, and other steps needed to get to a report is task intensive. You have to spend some time up front understanding the logic of reporting before you can really capture all the capability it can provide.
  • Admin dashboard. Regardless of the module you purchase, the admin dashboard will show you everything and grays out the modules you did not purchase. Within each of the choices and admin and setting choices, there is a bit of an overload of information to take in. It is highlighly recommended that training is purchased for the team that will ultimately own this system to detail each and every feature in admin panel.
Tony Deblauwe profile photo

Likelihood to Renew

Adobe Presenter8.2
Based on 1 answer
My company is pretty invested in the Adobe ecosystem and is unlikely to change that in the foreseeable future. Also, Adobe Presenter is a very valuable tool and, with the new subscription model and the pricing we have, a relatively modest expense now. It's also fairly easy to learn and use, so it is starting to spread beyond the sphere of the various Learning & Development departments.
Laura Gillenwater profile photo
SuccessFactors Talent Solutions7.0
Based on 15 answers
Our company has invested a significant amount of time and capital in the configuration, implementation, communication and on-going maintenance of our set of SuccessFactors modules. The system is a good investment for the value it brings to a company of our size in terms of functionality and user friendliness. There is a lot of untapped potential that our company could realize and increase the ROI. Ironically, in order to realize the untapped potential of the system, we would need to work with external consultants, not SuccessFactors themselves, to identify such opportunities and solutions
No photo available

Usability

Adobe Presenter7.3
Based on 1 answer
For all of the reasons I mentioned earlier. Overall, it's quite easy to create basic presentations with and to publish output with, either to an Adobe server, an LMS, or, I think, as stand-alone module. But there are some areas for improvement and better in-product help and explanations would be helpful, as well.
Laura Gillenwater profile photo
SuccessFactors Talent Solutions8.0
Based on 4 answers
For what it’s supposed to do is intuitive. It didn’t take a roll out of corporate wide training – an average individual can figure it out. We came from iVantage which had no spell check, very poor word processing capabilities - most people wrote in Word) - and had a time out feature which meant you could lose everything if you hadn’t saved.

They have thought through the performance management process very well.

It has a legal scan on language
No photo available

Reliability and Availability

No score
No answers yet
No answers on this topic
SuccessFactors Talent Solutions8.9
Based on 2 answers
If you had asked me before the summer, I would have rated them 10/10 for up time. I am not sure if it was due to the SAP acquisition or not, but we had quite a few significant issues over the summer. Their servers have been bombarded. I know they are setting up new data centers, so some of these issues are supposed to go away. We have had more downtime than I think is acceptable, especially based on past performance.
No photo available

Performance

No score
No answers yet
No answers on this topic
SuccessFactors Talent Solutions6.2
Based on 2 answers
We had some slow downs in last 6 months because of the server issues. They were experiencing load balancing issues. In previous years we have not had problems. We do batch our appraisals into one time at the end of our fiscal year which is June.
No photo available

Support

Adobe Presenter3.6
Based on 1 answer
I think I pretty much answered this earlier....premium support is extremely expensive and online support can be difficult to navigate. Although, to be fair, when it comes to Presenter (compared to, say, Captivate), there isn't too frequent a need for support, since Presenter is a rather simple tool to use
Laura Gillenwater profile photo
SuccessFactors Talent Solutions6.9
Based on 2 answers
I would rate the support for Employee Central much higher - 9/10. It is a new product and they want people to be successful. For other modules, tech support is abysmal. They made some changes over the summer and last fall and it was really challenging. Their people did not understand the product and they would take an eternity to get back to you. They would make changes that effected other areas of product and they were not aware of it
No photo available

In-Person Training

No score
No answers yet
No answers on this topic
SuccessFactors Talent Solutions9.0
Based on 1 answer
It's great. Whenever we've asked for in person training, it's been very tailored to our needs. There's a lot of good discussion before hand in preparation.
No photo available

Online Training

No score
No answers yet
No answers on this topic
SuccessFactors Talent Solutions8.0
Based on 2 answers
When available it is good, for new products. It has been slow to get up and running and should be more expansive.
No photo available

Implementation

No score
No answers yet
No answers on this topic
SuccessFactors Talent Solutions7.5
Based on 2 answers
In reference to the implementation of Employee Central, the consultants were less familiar with certain aspects of product as it's new. I would have liked them to have better handle on all aspects of product as there were some things we had to go back and change. They were however helpful and open to discussion all the time. They were very accessible to us.
No photo available

Alternatives Considered

Adobe Presenter was the first product we started using. We were lacking something in our system and someone recommended Adobe Presenter to us. After carefully reviewing aspects of Adobe Presenter, we figured it will be best for our needs. Although the transition period was a little tough for us, in a couple of weeks time we were very comfortable with it.
No photo available
We looked at Oracle/PeopleSoft, iVantage, SAP and Workday.
Success Factors was only one we looked at for both performance and compensation management.

We felt Workday was very good for HRIS, but that iVantage (our current system) was adequate in that area and Workday would have been cost prohibitive. We felt that the compensation and performance management capabilities of Workday don’t hold a candle to Success Factors.
No photo available

Return on Investment

  • I feel like we have increased productivity of educators and learners. If you've already invested in the Office suite, there isn't a large learning curve for educators, so that is a huge positive when it comes to the lack of training required for the software.
Vicky Creasy, EdD profile photo
  • We didn’t do an ROI projection on it when we bought it. We typically do not do broad ROIs on investments like this.
  • In this case, we were looking at cost avoidance - we had one person doing compensation in the company - and employee satisfaction. The head of HR was saying that we need to hire an additional person or put in place tools. We have avoided the need to hire another person and employee satisfaction is good.
  • The issue is with managers with large bodies of employees, the focus is compensation management primarily, more than performance management.
  • It is an expensive application.
No photo available

Pricing Details

Adobe Presenter

General
Free Trial
Free/Freemium Version
Premium Consulting/Integration Services
Entry-level set up fee?
No
Additional Pricing Details

SuccessFactors Talent Solutions

General
Free Trial
Free/Freemium Version
Premium Consulting/Integration Services
Entry-level set up fee?
No
Additional Pricing Details