Predictive Index Behavioral Assessment vs SAP SuccessFactors

• Create job targets using behaviors which would enable someone to be successful.
• Helps recruit the right fit by asking the right questions.
• Helps increase communication across an organization within teams and across departments.
• Helps provide managers with support on how to best communicate and help develop their direct reports.

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• It has a global database, and it is globally accessible. By using this solution, we have moved away from paper.
• It has improved my organization by enabling us to efficiently manage our personnel.
• SAP SuccessFactors' most valuable feature is performance management.

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• In Beta -> Hire -> New Candidates - > I would like to see the ability to create 1 or 2 additional "Type" folders that can be customized for my company. By being able to do this, I can more efficiently manage my potential candidates, rather that every time I go to review a position, having to make these individual selections each time. I would like the favorite icon and the pass icon to remain; however find it extraneous to have to sort through these candidates each time.

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• Getting employees trained on the product is an essential part of process change management. With SuccessFactors, there are so many possibilities, it is imperative that all employees are trained. Untrained users may not be able to use the tool to its fullest potential and may encounter difficulties as they attempt to use it.
• To create reports that can use data from multiple modules, reporting tools must be easier to use and have more controls over date ranges and capabilities. - Make the Position Management equal to or better than SAP R/3 Organization Management.
• After changing to a twice-yearly release schedule, I have noticed that the releases have become somewhat unstable in terms of testing all the pieces in a timely manner.

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• The PI has been very helpful when analyzing employees. You cannot go wrong when you are able to see a candidate or employees work style.
• The ROI is very positive. A lot of companies have a specific culture that they are trying to create or adhere to. This software helps you see if an employee would be a good fit for your company or not.

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• We are just now getting the reports out to locations to better provide the ROI. One big area I am already seeing is in the recruiting portal in which you can pull "time to fill" and "diversity" candidates in which in previous HRIS it was harder to view and pull that data.
• Negative impact is having to train 30000+ employees to learn a new system and processes. That has impacted the ROI but will eventually require less HR support as greater access/ease of use for employees will limit HR administrative tasks. This will allow more time to perform other functions.
• The real time updates has provided less wait time for employees to see critical changes as it relates to payroll. The positive review and engagement from employees has been tremendous.

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