SAP SuccessFactors HCM

Score8.3 out of 10

1,703 Reviews and Ratings

What is SAP SuccessFactors HCM?

SAP SuccessFactors is a suite of HR/HCM products covering these capability areas: core HR and payroll, recruiting and onboarding, learning and development, performance and compensation management, workforce analytics and planning, and employee experience management.

Categories & Use Cases

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Screenshot of how to navigate to all SAP SuccessFactors solution modules and complete tasks using natural language—thanks to Joule, the AI copilot with generative AI.

Screenshot of where to acquire future-ready skills by sourcing, engaging, and hiring top talent, as well as save time evaluating candidates and match skills to roles more efficiently with AI-powered applicant screening.

Screenshot of some of the metrics that empower HR professionals, analysts, and business partners to answer questions about a workforce, or that influence business decisions with data-driven insights and an evidence-based approach to HR.

Screenshot of the mobile interface, which also helps automate processes to improve employee and manager self-service, and strengthen compliance.

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Screenshot of how to navigate to all SAP SuccessFactors solution modules and complete tasks using natural language—thanks to Joule, the AI copilot with generative AI.

Update personal information
Employees can update personal profile with change of address, dependents, or other personal data.
Category average: 8.7
Approval workflow
Approval workflow is the process for approving employee paid time-off requests.
Category average: 8.4
View and generate pay and benefit information
Employees can view pay and benefit data and print pay stubs.
Category average: 8.6

Report builder
Report builder allows custom reports to be created using a GUI.
Category average: 7.5
Pre-built reports
Pre-built reports is the provision of a variety of canned reports on employee retention, and other key metrics.
Category average: 7.5
Ability to combine HR data with external data
Ability to bring data from external systems like CRM and combine with HR data.
Category average: 6.8

Most Frequent Users

Top 3 industries using SAP SuccessFactors HCM.

Based on HG Insights installation data

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#1 most frequent

Manufacturing

22.2%

2,694 installations of 12,113

“We use EC, EC Payroll, Performance and Goals, Recruitment, Onboarding, Learning and Compensation.”
— SAP SuccessFactors Support Analyst, ABF Grocery

#2 most frequent

Professional, Scientific, and Technical Services

15.9%

1,922 installations of 12,113

“SAP SuccessFactors HCM is solving the major HR problems and giving one roof to do and track all such activities”
— Product support engineer, Sprinklr

#3 most frequent

Finance and Insurance

6.9%

840 installations of 12,113

“The experience itself was a mix of heavy lifting and rewarding outcomes.”
— HRIS Manager, Cera Mortgage

Pros

Intuitive user interface and navigation
Streamlined recruitment and onboarding processes
Robust employee data management and centralization

Cons

Complex and inflexible reporting capabilities
Inconsistent user interface and navigation issues
Challenges with integration, both internal and external

Abdellah Kagera

HR Assistant in Human Resources at RED 360 - Agence de communication Digitale (51-200 employees)

Use Cases and Deployment Scope

We have SAP SuccessFactors HCM deployed in our HR department, which has helped streamline our core HR processes. It has helped us boost employee engagement and productivity thanks to the AI-driven insights it offers. With its key features, including payroll, workforce planning, talent management, and core HR, it helps us make strategic business decisions that foster productivity.

Pros

It greatly enhances employee experience.
It provides AI enabled insights.
It streamlines HR processes, including payroll, recruitment, workforce planning, and talent management.
It greatly enhances efficiency in our HR processes thanks to its automation capabilities.
With proper employee engagement, we have realized a high employee retention rate.

Cons

The tool is somewhat complex, from the UI to the positioning of its features. The UI needs refinement to be user-friendly.

Return on Investment

With the tool in place, we have effortlessly boosted employee engagement and experience, which leads to high employee retention.
With its many automation capabilities, we have realized increased efficiency in our HR department.
The tool provides is with AI powered insights that helps us make strategic decisions.

Usability

Other Software Used

Clockify, Google Workspace

Vaibhav Srivastava

Team Lead for SAP SuccessFactors and Payroll in Information Technology at Ryanair (10,001+ employees)

Use Cases and Deployment Scope

We use end-to-end employee experience using SAP SuccessFactors HCM. The entire employee life cycle is managed using employees with SAP SuccessFactors HCM, starting with talent and using our recruitment modules and the onboarding module for a good onboarding experience, and all employee lifecycle events happen within SuccessFactors Employee Central. We use crossboarding as well for the payment. We use employee central payroll. So it's end to end employee cycle experience within SAP SuccessFactors HCM.

Pros

It's a well integrated tool and the synchronization between the modules is seamless.
We have a good experience with the onboarding.
We have a good experience with employee cycle management.
There is no match for the SAP payroll system. It takes care of all the legislation, it takes care of all the payroll related activities. So altogether it's a very good tool to work with.

Cons

There are a lot of opportunities, not with SAP SuccessFactors HCM, but every product has been evolving. We have seen a paradigm shift in last few years when the AI has the ChatGPT has been introduced. So we are hoping that a lot of improvement will come with SAP when it comes to AI engagement.
Within the tool, we have seen some good enhancements by SAP, by adding a dual AI agent, and adding a few more features. We are hoping that this journey will continue and we will see a lot of improvements, a lot of things will come up when it comes to AI in the future.

Return on Investment

Well, there are not many positive impacts. The first one is that it's decentralized. So you can do your own task. So you have those self-service applications where things can move faster. It is compliant. When it comes to payroll, it's huge; your payroll should be legalized and should be compliant. All those things will be taken care of by SAP SuccessFactors HCM automatically. Faster decisions, different recording options, pull up quick reports, make faster decisions, and have seamless integration. You have VP now; you can build your own add-ons, and you have integrations to it where you can integrate your safety success factor with non- SAP products seamlessly. So there are a lot of things.

Usability

Przemysław Żyła View profile

IT Business Architect in Information Technology at Merck kGA (10,001+ employees)

Use Cases and Deployment Scope

Our organization use the full suite of SuccessFactors with most modules rolled out globally for approx 60k employees. The platform is the core HR systems providing employees data to approx. to 200 systems. The main processes supported are onboarding, learning, recruitment, performance management and employee administration. We use employee data for workforce analytics.

Pros

allow standardization of global processes
bring innovation to HR community
HR data administration core system in cloud
learning

Cons

Recruitment and onboarding module
Employee and candidate end user experience
More support for HR business processes transformation might be helpful

Return on Investment

global HR insight
core HR data in one place

Usability

Alternatives Considered

SAP Concur, Phenom Talent Experience Management (TXM) Platform and ServiceNow HR Service Delivery

Other Software Used

Phenom Talent Experience Management (TXM) Platform

Alex Polyakov View profile

P&C head of data, reporting, ai and automation in Human Resources at Scania (10,001+ employees)

Use Cases and Deployment Scope

global P&C solution witu most of the modules implemented. excluding time and payroll.

Pros

structure diverse business units
operational reporting
integration

Cons

api to trigger all workflows (including personal data changes etc. it should be configurable)
api to send deletions, those currently are not captured (downstream systems are strugling with custom logic)
inproce reporting tool, remove legacy solutions (improve performance)

Return on Investment

standartized single domain globally for more than 60 countries

Usability

Alternatives Considered

Workday Workforce Management

Other Software Used

Degreed, LinkedIn Learning (Lynda.com)

David Baldwin

Manager, ERP Platform Operations in Information Technology at Teck Resources (10,001+ employees)

Use Cases and Deployment Scope

I am a manager in the IT department and use SAP SuccessFactors HCM to manage the HR aspects of my team. I use it to manage development plan, annual goals, compensations plans. I personally use it for the above as well as to manage my profile and benefits that my company assigns to me. My rating is related to the poor user interface, the complexity of attempting to find key features and the slowness of the application.

Pros

Displays org structures
Compensation screens are good as well
the level of detail in personnel profiles is good.

Cons

The constantly changing UI needs to be stabilized.
Having a more consistent user experience across the screens would be nice as well.
When doing approvals, I find it very slow to respond to commands.

Usability

Other Software Used

Microsoft Teams, Dynatrace

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UKG Pro

Oracle Fusion Cloud HCM

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Dayforce

SAP SuccessFactors HCM

What is SAP SuccessFactors HCM?

Categories & Use Cases

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