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SAP SuccessFactors

SAP SuccessFactors

Overview

What is SAP SuccessFactors?

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.

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Recent Reviews
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Awards

Products that are considered exceptional by their customers based on a variety of criteria win TrustRadius awards. Learn more about the types of TrustRadius awards to make the best purchase decision. More about TrustRadius Awards

Popular Features

View all 48 features
  • Employee demographic data (454)
    8.1
    81%
  • Employment history (461)
    7.9
    79%
  • Organizational charting (474)
    7.7
    77%
  • Job profiles and administration (440)
    7.3
    73%

Reviewer Pros & Cons

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Pricing

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Entry-level set up fee?

  • No setup fee
For the latest information on pricing, visithttps://www.pcmag.com/reviews/sap…

Offerings

  • Free Trial
  • Free/Freemium Version
  • Premium Consulting/Integration Services

Starting price (does not include set up fee)

  • $85 per year Up to 100 Employees
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Product Demos

SAP SuccessFactors Solutions for Core HR, Time, and Payroll Product Tour

www.sap.com

Joule Product Tour

www.sap.com
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Features

Human Resource Management

Organizing, tracking and providing instant access to critical employee data, job profiles, transfers, promotions, and benefits information.

7.6
Avg 7.9

Payroll Management

Provides for pay calculation and benefit plan administration, in addition to managing direct deposit, salary revisions and payroll tracking.

7.7
Avg 8.0

Leave and Attendance Management

Streamlines communication between HR and employees and facilitates efficient management of employee leave including requisitions, approvals, balance calculation, and annual carry-forward.

8.2
Avg 8.1

Employee Self Service

Employee portal allowing employees to view and update their personal information.

7.9
Avg 8.1

Asset Management

Maintaining a record of assets such as laptops, pagers, cell phones, etc. issued to employees. Record typically includes asset type, number, serial number and date of issuance.

8.4
Avg 7.8

HR Reporting

Pre-built and custom reports, and integration with external data.

6.3
Avg 7.6

Onboarding

Employee onboarding is the process of orienting new hires to the social and performance aspects of their jobs so that they are able to function in their new roles as quickly as possible.

7.7
Avg 8.0

Performance and Goals

Goal alignment is the practice of ensuring that all employees have clearly defined goals in support of the overall corporate strategy.

8.2
Avg 8.2

Performance Management

Performance management is the process of ensuring employees meet pre-determined objectives and goals through regular check-ins and appraisals.

8.1
Avg 8.0

Succession Planning

Succession planning is the identification and development of internal employees with the potential to fill key business leadership positions in the company.

7.8
Avg 8.0

Recruiting / ATS

Recruiting or Applicant Tracking Software is software used to manage the recruitment process electronically by handling job postings, applicant status, resume management, etc.

4.1
Avg 7.8
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Product Details

What is SAP SuccessFactors?

SAP SuccessFactors HCM provides cloud-based solutions that connect core HR and payroll, talent management, sales performance management, people analytics, and workforce planning. The SAP SuccessFactors HCM enables users to put an organization's people at the center of everything – with solutions designed to meet their individual needs.

The SAP SuccessFactors Human Capital Management (HCM) covers:
  • Employee Experience Management
  • Core HR and Payroll
  • Talent Management
  • HR Analytics and Workforce Planning
  • Sales Performance Management

SAP SuccessFactors Features

Human Resource Management Features

  • Supported: Employee demographic data
  • Supported: Employment history
  • Supported: Job profiles and administration
  • Supported: Workflow for transfers, promotions, pay raises, etc.
  • Supported: Benefits information
  • Supported: Organizational charting
  • Supported: Organization and location management
  • Supported: Compliance data (COBRA, OSHA, etc.)

Payroll Management Features

  • Supported: Pay calculation
  • Supported: Support for external payroll vendors
  • Supported: Off-cycle/On-Demand payment
  • Supported: Payroll history for each employee
  • Supported: Benefit plan administration
  • Supported: Direct deposit files
  • Supported: Payroll tracking and auditing
  • Supported: Salary revision and increment management
  • Supported: Reimbursement management
  • Supported: Statutory form management

Leave and Attendance Management Features

  • Supported: Approval workflow
  • Supported: Email notifications
  • Supported: Balance details
  • Supported: Travel absence management
  • Supported: Annual carry-forward and encashment

Employee Self Service Features

  • Supported: Employee login
  • Supported: View and generate pay and benefit information
  • Supported: Update personal information
  • Supported: Request time off
  • Supported: View job history
  • Supported: View company policy documentation
  • Supported: View company news and information
  • Supported: Employee recognition

HR Reporting Features

  • Supported: Report builder
  • Supported: Pre-built reports
  • Supported: Ability to combine HR data with external data

Integration with other HR capabilities Features

  • Supported: Additional HR capabilities (talent management, LMS, etc.) supplied by same vendor
  • Supported: Additional HR capabilities (talent management, LMS, etc.) supplied by different vendor

Performance Management Features

  • Supported: Performance plans
  • Supported: Performance improvement plans
  • Supported: Review status tracking
  • Supported: Review reminders
  • Supported: Multiple review frequency

Succession Planning Features

  • Supported: Create succession plans/pools
  • Supported: Candidate ranking
  • Supported: Candidate search
  • Supported: Candidate development

Onboarding Features

  • Supported: New hire portal
  • Supported: Manager tracking tools

Performance and Goals Features

  • Supported: Corporate goal setting
  • Supported: Individual goal setting
  • Supported: Line-of sight-visibility
  • Supported: Performance tracking

Recruiting / ATS Features

  • Supported: Job Requisition Management
  • Supported: Company Website Posting
  • Supported: Publish to Social Media
  • Supported: Job Search Site Posting
  • Supported: Duplicate Candidate Prevention
  • Supported: Applicant Tracking
  • Supported: Notifications and Alerts

SAP SuccessFactors Screenshots

Screenshot of SAP SuccessFactors Learning, which supports informal and collaborative learningScreenshot of the SuccessFactors LMS experience that puts learning opportunities at the center of business operations and goals.Screenshot of the learning dashboard and metrics in SAP SuccessFactors Learning.Screenshot of the SAP SuccessFactors Opportunity Marketplace.Screenshot of information on employee requests, evaluations, and performance in SAP SuccessFactors Employee Central.

SAP SuccessFactors Video

SAP SuccessFactors 1H 2024 Release Highlights

SAP SuccessFactors Technical Details

Deployment TypesSoftware as a Service (SaaS), Cloud, or Web-Based
Operating SystemsUnspecified
Mobile ApplicationApple iOS, Android

SAP SuccessFactors Downloadables

Frequently Asked Questions

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.

SAP SuccessFactors starts at $85.

Workday Human Capital Management, Oracle Fusion Cloud HCM, and Cornerstone OnDemand are common alternatives for SAP SuccessFactors.

Reviewers rate Approval workflow and Tracking of all physical assets highest, with a score of 8.4.

The most common users of SAP SuccessFactors are from Enterprises (1,001+ employees).
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Comparisons

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Reviews and Ratings

(1124)

Attribute Ratings

Reviews

(1-25 of 582)
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July 23, 2024

excellent work tool

Dylan Carter | TrustRadius Reviewer
Score 9 out of 10
Vetted Review
Verified User
It makes it easier for me to connect with Human Resources for any management I need from them. It is a very useful tool within the company to maintain more effective communication and carry out processes with better monitoring. I can also better manage data and processes, being more fluid. and better organization.
  • better communication with human resources
  • better organized and detailed processes
  • there is improved monitoring of employee performance
  • Application loading time is slow
  • Its use is not easy to learn to use at first.
  • Its use is not easy to learn to use at first.
Daily communication with human resources is easier and less appropriate is having more extensive training by customer service where they explain it to you in a better way and for more hours.
Score 8 out of 10
Vetted Review
Verified User
Incentivized
We are a full suite organization. We are currently experiencing problems with onboarding rehires and converting contingent workers over to regular employees. Currently, the system will not allow for rehire with old employment history. Also, the system will not allow for you to keep the contingent worker employee number, you have to generate a new one then merge the training records.
  • Full Suite
  • Customer Support
  • Know what is needed from customers
SAP SuccessFactors offers a full suite and allows for employee self service and manager self service. A lot of companies are moving in that direction and SAP SuccessFactors seems to be ahead of the technology curve compared to other HR Systems.
Score 7 out of 10
Vetted Review
Verified User
Incentivized
We use SAP SuccessFactorss as our Colleague Self Service Platform. SAP SuccessFactors allows MAG to hold a single version of the truth for core people data. SAP SuccessFactors enables MAG to have a holistic view of its people and organisational data. Through SAP SuccessFactors Work Force Analytics we are able to create insightful visualisations on a high number of people data measures which allows business leaders to make key decisions more efficiently.
  • Communication with Customers
  • Half Yearly Release Updates
  • Work Force Analytics
  • Learning Management
  • Successfactors Support Offering
  • Improved Performance in Report Stories
  • Difficult to extract data into other systems
Sometimes it is difficult to build custom tables to extract data out of SuccessFactors in a format to be able to build custom dashboards in Power BI for example. I believe that to improve the customer experience a range of pre built standardised reports could me made available for customers to use.
Chris Salles | TrustRadius Reviewer
Score 8 out of 10
Vetted Review
Verified User
Incentivized
As a large partner of SAP, our organization relies on SuccessFactors to support many aspects of the employee needs: recruiting, learning, performance, time & attendance, etc. across our NA region. Having a suite of products and modules from one vendor makes the experience seamless for employees and administrators. A suite of products from a single vendor is advantageous in large organizations.
  • Seamless workflow from module to module for easy navigation and ease of understanding
  • The Learning module can handle complex learning events as well as simple web-based standalone training
  • Performance and Learning are natively linked to ensure flow
  • While the CSS can be manipulated, the overall white labeling abilities are limited along with the ability to truly customize the experience easily.
  • Reporting functionality is outdated and any attempt to create customized dashboards requires SQL programming knowledge -- not a typical skillset found on most L&D or HR teams.
  • In my experience, search functionality is frustrating for end-users even with full, clean data on the learning objects.
SuccessFactors is well suited for organizations looking to host a myriad of their people-related services under one service umbrella. But, as the old adage goes, "jack of all trades, master of none." In my opinion, SAP SuccessFactors is not outstanding in any particular area. Its competence in a great number of areas/modules is worth noting and its ability to handle complex scenarios, use cases, and requirements is important to organizations with equally high complexity; however, this isn't the technology Millennials, Gen Z, and younger employees are going to be impressed by.
Score 10 out of 10
Vetted Review
Verified User
Incentivized
We use SAP SuccessFactors to assist our customers, fulfilling their talent acquisition, and talent management needs.
  • Applicant tracking
  • Talent development
  • HR Management
  • The ability to find and recover previous applicants is complex
  • It’s a very manual process to get employees to update, maintain their internal records
We’ve had a really good experience and helping our customers with SAP SuccessFactors.
Score 9 out of 10
Vetted Review
Verified User
Incentivized
We use this product for a wide variety of tasks from applicant tracking, obviously recruiting, and onboarding all the way to performance, and managing the performance management system in our organization. Also, the succession planning process in our organization and the training and development programs in our organization. We are also getting ready to launch EC, which means it also manages the whole HR record-keeping system for our company and payroll.
  • I think this product, once you have multiple modules, what we're learning is (and one of the reasons why we're expanding our use of SAP SuccessFactors) its connectivity in the way it speaks and shares information in itself in the system. That allows us to share information easily across our organization with our business partners, with our other HR professionals, and with our employees.
  • I think it's a very user-friendly product as well.
  • I think because this is such a robust and powerful product that it is quite intricate and it is quite sophisticated, so you do have to stop and take time to learn it. I don't think you can go in with any assumptions that it's like anything else you've used. It's quite intricate and involved and complex. So I think sometimes you need to take a step back and be intentional in taking time to learn it properly because in doing that you'll be able to leverage it to its fullest capacity. That's been a lesson we've learned throughout time that we really do have to slow down and take time to learn it as users and as people that support users.
It's well suited. I could think of a number of things, I guess for the way that I use it most. It's really well-suited as an applicant tracking system. The way you can track activity of applicants and communicate with them is really seamless. I don't know that it's less appropriate in any regard.
Score 8 out of 10
Vetted Review
Verified User
Incentivized
We are currently using SAP SuccessFactors Learning to address the learning needs of our employees in order for them to develop soft skills aside from fulling compliance based training requirements. SAP SuccessFactors Learning works well with our external vendors making the integrations of content to come into the LMS automatically. This helps to eliminate a lot of manual work.
  • Integrates well with active directory
  • Integrates well with external vendor APIs
  • Improve reporting capabilities
  • Better explanation of error messages when uploads fail
SAP SuccessFactors integrates with active directory and other external vendors in a simple and standard approach. This level of detail from the active directory helps us to build proper assignments profiles to target our training to certain groups. It has much of the information needed. If there are issues in integration, the support team has been great to help troubleshoot.
Score 10 out of 10
Vetted Review
Verified User
Incentivized
We use SuccessFactors for our core HR as well as learning, performance, and goals, as well as our recruiting, onboarding, anything from an employee front. It is really the core of our HR processes and where employees go to utilize their actionable strategies.
  • I think the integration between the various modules is what it does best. So we use recruiting, onboarding and employee central, so that makes the process seamless from beginning to end when we're bringing new employees on and they're seeing the product in the onboarding phase as well as in the employee stage when they're hired.
  • I think just overall the configuration can be a little bit hard on the backend user, like myself, knowing which screens to go to. Better documentation on how we configure things would be a great resource for employees in the HR field that are making those backend changes.
This product is well suited for our performance and employee management space, so just being able to quickly enter and manage employee data is useful for us. It's efficient, it's easy to make changes for employees. That's the biggest feedback I've gotten.
Score 10 out of 10
Vetted Review
Verified User
Incentivized
Due to the size of our company and the complexity of us being a global company, this system helps us keep track of our people, keep all the pertinent information that we need for our people, and also helps us manage growth and development.
  • Analytics and the tracking of the people and the ease to put information into the system for us to do our reporting, demographics, everything that we need.
  • It also helps us with all of our government required regulations in all the countries that we do business.
  • We just recently took on onboarding 2.0. There are a lot of enhancements and features that the module needs in order to be as streamlined as the original product was. We have room for improvement in analytics, making it easier for us to run report stories and gather the data that we need to know which schemas and databases to use. And we're just now working on employee recognition and we're finding some things in there that we feel could be working a little bit better.
Where it's well suited for our organization, since we are global and have so many different employees in different areas, it is well suited for us because we have a centrally located HR department in the US that helps manage global, so it works really well for us. The structure and the ability that we have to get the data and analytics in there for our employees. Where we're struggling a little bit is with translations, so if we had a better way to translate some of the content for the learning system, we can get the pages translated. A lot of stuff is simplified through SuccessFactors, but it'd be better if there was some Google Translate or something on there that if you created a custom field, it would translate in the languages you select.
Score 9 out of 10
Vetted Review
Verified User
Incentivized
I use this product to support talent development in both performance management and goal setting. I also use it for succession planning and learning and development. So I will take my e-learnings on it, show other users how to use LinkedIn Learning (that's an add-on to it) as well as taking any yearly e-learnings that we have to take. I also show people how to use it to set up their goals for the year, how to make sure your quarterly goals are inputted into it as well as we use it for our performance management. We use it for annual calibration. It's a resource for leaders as well as team members. It's also a resource for me when I am entering information for succession planning. We are now starting on a company-wide succession planning for each leader in our company.
  • Ease of use. There's been some changes in the past year or two, which I really like the way the platform is now. More the icons, it's much more easy to find. Users are able to use it more effectively by themselves and they don't need me to actually handhold them anymore. Used to be where I'd have to really walk through the steps with them. Now with the new icons and the new drill downs, they can use it by themselves.
  • I guess it's just when I'm doing succession planning now, it's a new trial program for us. There are different parts of the succession planning when we're using it for reporting and drilling down in the succession planning reports. Right now I put it into a PowerPoint presentation and I prefer to have a report that just spits out right from the system.
When we're doing goal setting with our organization, it's very easy to pick a library from the library to pick our goals and to have people pre-select what goals are there and if there's a pre-selected goal, as well as add their own goals. I also like when the performance management system, they have a new tool now that is the AI generator for when you're doing performance management and giving somebody their evaluation. Everything doesn't have to come from you. They have specific areas now where it's written out, I forget what it's called, but it's a script that's pretty you can select.
Score 7 out of 10
Vetted Review
Verified User
Incentivized
SAP Success Factors is the foundational human capital management system that we use. So pretty much everything that is HR function related, that has to be an outcome or from the HR function is managed through SuccessFactors. Of course, we have a lot of other HR technologies, but they are all stacked on this foundational at CM. So SuccessFactors pretty much is the foundation for the house that we built for the HR technologies tech stack.
  • I think performance goals is a very strong module that they have. The core EC module is great.
  • I would say optimal employee experience with SuccessFactors as an HCM. It is one of the top three HCM providers, so the roadmaps are pretty strong. If you think about the kind of engagement we have with SuccessFactors, I think we are leveraging a lot of the offerings that SuccessFactors has through the preferred success engagement that we have with them. So a lot of consultants, the solution adoption success checks, we are using a lot of those things that SuccessFactors offers. And I think, like I said, it's a foundational HR technology. One of the key things I think is important for us to have strong integrations with our broader ERP solution, which is SAP. So I think that's one of the big reasons why SAP SuccessFactor fits so well in the tech stack that can invest.
  • I think the features, the modules that we have licensed but not adopted because of employee and user experience feedback. We haven't used mentoring. It's a bolt-on for something with development and performance and goals modules. We have not used mentoring.
  • I think the EC service center needs a facelift. It's the case management system that we have invested in, but I don't think we are able to use it to the potential that we wanted to deliver on.
  • I also think workforce analytics and stories, I mean stories is a great addition, but I think just getting started with it and building the initial few reports is kind of getting us becoming a struggle for us. So I think these are some of the things that I could think of at the top of my head.
I think if the broader ERP of an organization is SAP, SuccessFactors definitely is the way to go. If you're a global organization with multiple requirements, I think the agility of the core ECS is kind of good. So I think it has to be a broader tech strategy based on which you make the decision about whether this product is a fit for an organization. The recent investments in AI enablement would be something to watch out for. I think all the other more nimble, agile organizations are doing it much faster and better. So I think there is opportunity for more rollouts and more support for the customers to have that trust in the new technology and then continue to build that capability.
Score 4 out of 10
Vetted Review
Verified User
Incentivized
We use SAP SuccessFactors for recruiting, talent management, and HRIS.
  • Recruiting module role control
  • Recruiting careers page features
  • Performance management
  • Support team with timely responses to tickets
  • Offer letter approvals
  • Clunky career page edit widgets
We are still on prem and not on EC so lots of issues between systems and approval processes and data transfers.
Score 7 out of 10
Vetted Review
Verified User
Incentivized
We use SAP SuccessFactors in our organization in many different ways. For example, we have the PM/GM, LMS, Succession, Mentoring, etc modules. We are an organization of 35k+ and SAP SuccessFactors helps keep everything organized in one system whether it is evaluation or keep track of E-Learnings. It helps in many different ways.
  • Ratings
  • User friendly
  • Configurations
  • Being more Admin friendly
It is great for performance evaluations but not as good for different areas such as the mentoring module. It is not very configurable. Additionally, the system cannot handle unique leadership roles. However, It provides a simple end user experience which is what matters the most. It is just a bit hard from an admin standpoint to maneuver and find shortcuts.
Score 7 out of 10
Vetted Review
Verified User
Incentivized
Provide a comphreensive and a seamless user experience, responding to employee needs, improving engagement and HR processes efficiency. Our scope is the typical Hire to retire and Train and Develop. Having a single system covering the most important HR processes is very important for us as it reduces our TCO and lowers complexity in our Technical landscape.
  • Worflows and approvals
  • Self-service capabilities
  • easy to use
  • Attractive user interface
  • Many out of the box integration options to SAP and non-SAP systems
  • Event based integrations
  • Lower OData API complexity
  • keeping up with constant changes and new releases
Successfactors is more user-friendly and intuitive than its legacy on-prem SAP HCM.
Less complexity to manage as the infrastructure is not manage internally but by SAP instead.
Consistent performance and stability when comparing to on-prem.
On the other hand the customization capabilities are limited and not all countries have payroll support
Kevin Patel | TrustRadius Reviewer
Score 8 out of 10
Vetted Review
Verified User
Incentivized
I use SAP SuccessFactors as an HCM and leveraged for use in terms of workforce reporting onboarding offboarding and general employee use through time off time management etc. Among primary use its for HR to manage their population of employees and additionally send employees to downstream systems, vendors who leverage our employee data (internal and external)
  • Position Management
  • Mass system action
  • ease of use from an employee perspective (time off, updating personal information)
  • Internal document management tool outside of use of vendor
  • ability to perform mass changes without the use of an import from employees with higher level of access
From personal work perspective SAP SuccessFactors looks like a great tool and functions well I think our internal processes and political nature of our org holds us back. SAP is built for large corporate organisations from our use but there tends to be a gap for our retail/ops employees where there is a lot of turnover. ease of management for these HVH populations would be a big benefit
Score 7 out of 10
Vetted Review
Verified User
Incentivized
We have various uses of SAP SuccessFactors, a big one is recruiting. Some problems we face primarily are in the reporting department or being able to enter data for past dates without having to delete later data.
  • They treat their customers extremely well
  • There is a diverse offering of products
  • There is a great amount of work being completed in the AI space
  • Conferences give a “model home” view of product(s) without specifications on which individual products you would need to actually successfully make the product work.
Well Suited: when looking to have multiple modules run under one banner less appropriate: looking for one module or to complete one specific function.
Score 9 out of 10
Vetted Review
Verified User
Incentivized
We are a full suite customer, so we use SAP SuccessFactors from hire to retire. Solving our talent problems and moving the organization forward.
  • Payroll
  • Performance and Goals
  • Better User experience
Talent and love their teams integration
Score 8 out of 10
Vetted Review
Verified User
Incentivized
We use SAP SuccessFactors's Employee Central (most of its products) stemming from Onboarding 1.0, Recruiting, Employee Time and Attendance, Payroll,
  • Centralized space for employee information
  • Good source of truth
  • Functions pretty well (very few bugs)
  • Some of the functions aren't super intuitive (Onboarding employee, pay structures, etc)
  • UI can appear cluttered at times
Great "source" of truth and central hub of knowledge. Sometimes the features can appear to not be so intuitive as a result, due to it holding so much knowledge
Score 8 out of 10
Vetted Review
Verified User
Incentivized
We use many of SAP SuccessFactors's modules including but not limited to Recruiting, Onboarding, Compensation Planning and Learning. With a org that is looking to continue to grow and learn SAP helps us continue to explore new opportunities to engage our employees and improve their experiences.
  • Account Management/Relationship
  • Platforms for customers to reach each other about progress or obstacles
  • Deploy continuous improvements
  • expert chat abilities
  • more room for feedback from employees and turnaround time for those suggestions with these enhancements
We are satisfied with SAP SuccessFactors's delivery and look forward to the continued enhancements that SAP has to offer including AI with Joule
Score 8 out of 10
Vetted Review
Verified User
Incentivized
We use SAP SuccessFactors to manage our talent management suite from recruiting, onboarding, performance, compensation, and development.
  • account management relationship
  • user group connections
  • The customer sight can be difficult to manage
  • Clearer guidelines on what compliance forms in onboarding are SAP supported
The performance management module is easy to use and flexible. I like that I am able to configure and adjust based on business needs with SAP SuccessFactors.
Score 7 out of 10
Vetted Review
Verified User
Incentivized
As the HR tech intern at my company I used SAP SuccessFactors to be onboarded and to complete my required learnings. In addition, as part of my scope I use educate HR professionals on SAP SuccessFactorsr's functions and the importance of utilizing the job architecture and position management features.
  • profile navigation
  • company organization chart
  • reporting function
  • I found some of the onboarding features could be improved as an employee who was recently onboarded
SAP SuccessFactors is great for organizing HR data and serving as a centralized space for company organization information, job architecture and position management
Score 9 out of 10
Vetted Review
Verified User
Incentivized
SAP SuccessFactors is used at Tapestry to function our employee dashboard page and manage the workforce.
  • Approval requests
  • Onboarding
  • User experience with dashboard
  • Managing notifications
SAP SuccessFactors is most suited to business needs with large workforces that undergo lots of changes and are very dynamic
Score 8 out of 10
Vetted Review
Verified User
Incentivized
I use SAP SuccessFactors for Performance, Comp, Learning
  • User interface
  • Good support
  • Reliable
  • Learning module is wonky
SAP SuccessFactors's Learning module is the only issue. We dont have EC so that is a challenge as well.
Score 10 out of 10
Vetted Review
Verified User
Incentivized
SAP SuccessFactors is a HXM platform that helps to upskill and reskill work forces globally.
  • LMS with a deep integration into the talent intelligence hub.
  • Partnering with Skillsoft SAP can upskill and reskill employees.
  • Enhance the employee experience.
  • Bi-directional integration with Skillsoft.
  • Ability to sell Code Academy through Solex.
SAP SuccessFactors is the gold standard for all HR Applications.
July 10, 2024

SF review

Score 7 out of 10
Vetted Review
Verified User
Incentivized
We use it as our core HRIS tool - using position management, EC, onboarding, Compensation, reporting, learning, goals, etc. we use it to provide a consistent global employee experience by having the same technology worldwide
  • goals
  • employee profile
  • ability for mass approvals for just time off
  • better reporting capabilities - managing bigger sets of data
SuccessFactors is great to have for a consistent global experience. its mobile function allows for ease
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