Reviews (1-25 of 44)
- Facilitate the performance management documentation process, making it easy/friendly for the end users. It generates email alerts to help with follow up; the user interface is simple and clean, so the overall experience is very good.
- When managing processes like succession management, it allows admins to collect all the performance and potential evaluations and quickly combine to come up with a talent matrix at team, department or organization level as needed. We used this feature to guide talent meetings with senior leadership and it was easy to interpret, analyze and make changes as needed while stakeholders were making decisions.
- The system is very stable and so trusted by admins and end users as well. In addition, the reporting piece is super helpful; it makes our jobs so much easier. We can filter information as needed, by org units, locations, areas etc., and then export to spreadsheet to later build graphics or any other output as needed. There is also a great feature as an admin where you can login as a user. So this is super helpful when troubleshooting or guiding someone, especially if you aren't physically located in the same site or even country.
- So one thing I would like to suggest, is adding a catalog or competency dictionary where it can serve as reference when setting up development plans. It can have a competency behavioral description depending on the level that the end user has within the organization, and that can be a great guide for all when documenting plans.
- I suggest enabling the option of pulling some work experience, professional background and even things like a picture from networks like LinkedIn.
- Another suggestion may be to integrate some sort of chat that is built-in so that when managers and direct reports have their 1:1 conversations given the fact that some people now work remotely or from home, those chat conversations can serve as documentation of coaching or performance management overall.
- Video play is reliable.
- It could be easier to approve your learnings.
- It could be more intuitive about how to find and print your learning certificates.
- The pin being different than you password for Success Factors is a pain.
- To consolidate many LMS applications to a single LMS on SAP platform, so that it can be integrated with other SAP applications within the organization.
- To centralize all HCM applications.
- To transform e-learning technology solutions to align with the organization's business strategies and employees' personal learning goals.
- To engage users with various gamification and collaborative tools and techniques.
- Assignment Profile: This is an automated way of assigning courses and activities to users (through user interface configuration or through data feed synchronization).
- Plateau Reports Designer: A client tool to customize the reports in SAP SuccessFactors Learning, widely used by most of the large organizations.
- BizX integration: It's a SuccessFactors Business Execution (BizX) platform to connect the talent management and human resource management. It has a comprehensive view of the organization's resources skills, expertise, experience, and competency, etc.
- Domain, Domain Restrictions and Roles: This is mainly to create an organizational structure and to provide the needed security permissions.
- Integration with Jam, Skype and WebEx, etc.
- Reports (inbuilt) have to be improved. While comparing with other LMS applications like CSOD, SAP SuccessFactors Learning has limited reports. In order to customize, we have to depend on the Plateau Report Designer (PRD) tool.
- It's expensive.
- It is always preferable to already have SAP applications (other applications within the organization) to buy SAP SuccessFactors Learning. It has a dependency.
- Organizations already having other SAP applications.
- Large scale organizations as the investment are high.
- Industries having compliance example: Life Sciences.
- Organizations prefer to buy the entire HCM Suite to centralize the administration, integration, etc.
- Organizations prefer to integrate with social collaboration tools such as Skype, Jam and WebEx.
- Learning Management - SuccessFactors enables me to see where my employees are with conforming to their mandated training.
- Learning Plans - SuccessFactors makes it easy to push out required training plans and assignments to my reports with minimal effort on my part.
- Performance Reviews - SuccessFactors makes it relatively easy to write performance reviews within the application by adhering to an HR established template for our performance reviews.
- SuccessFactors execution on Objectives leaves me wanting. It is challenging to cascade objectives and have the end result be what you intended.
- SuccessFactors does not offer a robust solution for saving your work. At times, the web app will crash, and you'll lose data if you haven't recently saved.
- SuccessFactors navigation of its reporting options is rarely clear. I often find myself needing to run a report just to see what the expected output is.
- Excellent ATS features!
- Benefit selection for oncoming employees is a breeze. Our HR Specialists are able to make selections with them during the on boarding process.
- Very programmable! We were able to customize the software to make it easy to use. We also were able to import so many templates and send them out automatically by simply clicking and dragging a candidate into a new status.
- The over sized quarterly updates when releasing new products can inundate the mornings as we begin booting up the program.
- The workflow and reporting pieces could be better. I don't think they are as easy to navigate as they should be.
- Initially the software is not easy to navigate when integrating and implementing. If you don't have a 3rd party vendor or a very experienced in house team you will most likely not get the best result out of the product.
- Data management. All data is in the same system.
- Reporting. Can extract Excel reports.
- Fast system. Instant data.
- Can't open two windows at the same time.
- Data changes are not instantly modified.
- Technical support needs to be faster when answering clients.
- Multiple Modules help to use only one system for all functions.
- Easy to train cross-functional users.
- Industry-wide recognized and excellent support team to help.
- Constant updates make it hard to stay updated with the new system.
- Expensive compared to other options available.
- Customer service is great. Based on changes, updates, revisions and improvements, we have never had a difficult time communicating with our service reps and getting the help that we need.
- Many modules are available and depending on the project scope and timeline to implement, you are able to add modules on afterwards.
- Compatibility with other systems can sometimes be an issue. If there are existing systems and/or processes in place, SuccessFactors Workforce Analytics is not highly customizable and can be difficult to configure when attempting to build certain configurations.
- The technology and appearance is a bit outdated. Visually, I've seen other programs that are much more user-friendly looking and easy to use. Visually, the program looks very much as if it was developed by software developers without the end-user in mind.
- It has good user experience
- It has workflows and features that can be used by certain groups which are controlled by permissions
- The org chart feature is great
- Data flows from other systems like recruiting into Employee Central
- At times, I have found some data to be missing from the system
- Uploading data from the back end can be a tedious process. It's not a disadvantage, but its tedious
- The "Cascading" feature is nice because a leader has the ability to create their own goals and cascade them down to subordinates for goal alignment.
- SuccessFactors Perform and Reward has a very intuitive interface and provides personal touch features such as the ability to upload a profile photo. This is extremely helpful when a leader has employees all over the world.
- SuccessFactors Perform and Reward interfaces with our Human Resources SAP database to provide pre-populated employee data.
- The SuccessFactors Perform and Reward screens have many layers to navigate. Unless you use the tool constantly, a refresher and catch up is needed.
- SuccessFactors Perform and Reward could be better with providing tutorials and best practices for companies.
- The Recruiting module is one of the best tools on SuccessFactors. This has so many capabilities and has truly helped managing all the positions and candidates that have applied to our requisitions.
- The Learning module is a great asset to provide and push out required training for all employees. Tracking and reporting is seamless and easy to execute. Easy to manage, update and provide to all or a few employees.
- Performance and Goals module is a great way to track and maintain professional and personal goals. This process is easy to track, update when needed, and beneficial for manager and direct reports. Powerful and accurate goal management for all levels.
- Reporting module is easy to create own customized reports as needed that may not be standard out of the box. Ability to share those reports across groups/employees is extremely beneficial.
- The org chart functiality is really impressive. You can make edits/changes within the org chart that have real time effects. The ease to view divisions and company org charts is so simple. One of the best features of any HRIS I have ever experienced.
- The app for ios and android have room for improvement. They are aware of the limitations but amount of access and functionality is not where it needs to be.
- The homepage of SuccessFactors takes longer to load and refresh itself. Especially true when viewing employee files. That is partially due to how much information is having to show on the page but it still seems to take more time than usual to show each screen.
- You can't change the amount of time the homepage will lock you out from inactivity. This might seem minuscule but it causes so many painful re-logins and time wasting effort to login again. There currently isn't an option to change the time before lockout.
Less Appropriate: The app is currently not up to par and would be a great asset once they update and release more features.
- Comprehensive coverage of the topics.
- Integrates with SAP HR platform.
- Easy to administer and generate reports.
- If Leaning Management System seamlessly integrated to SAP HRIS, we would have purchased this module.
- Workflow can be set up so that approval runs smoothly.
- Rating reports and anonymity for the 360 review are great.
- There is absolutely no customer service. Trying to get a hold of someone is nearly impossible and trying to get the right answer is like pulling teeth.
- The Admin Center is not very intuitive.
- As an admin I could not easily access all employee performance reviews. I had to go in and proxy as a manager or as the employee.
- When someone changed managers, the review would forward along, but the dates would become confusing and it would appear that a new review was necessary.
- Proxying feature is fantastic especially when you are trying to troubleshoot an issue for a manager/employee.
- Making corrections - love how you do not need to insert a new record if there is an error in an employee's record. "Correcting History" - is a strong feature that is used a lot.
- Country specific fields - Employee Central has country specific fields that work for each individual country. It's great when you have so many different countries for using the product. You can almost "customize" it for your country needs.
- The support for Success Factors in general, is not at the best.
- Often when there is a quarterly enhancement, the system will be brought down or something doesn't work the way it should. Maybe better "testing" prior to new releases.
- 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!
- Very user friendly - easy to navigate the different platforms.
- LMS platform offers a vast amount of options and and capabilities that tailor to our specific business needs.
- The recruitment platform offers a way to track and report on several different areas needed for recruiting and candidate selection statistics.
- There are multiple ways to access the same function or multiple ways of doing the same thing in the system which can get tricky.
- The dialog box windows are very small especially in the LMS platform when you open a separate window you cannot change the box size.
- SuccessFactors designs their system around best practices.
- SuccessFactors has quarterly upgrades and added features for their modules that help to improve the system, which helps to improve processes for the organization.
- SuccessFactors system is cloud based, so employees can log on from anywhere to access the system.
- Now that SuccessFactors is part of SAP, Data integration between the two systems is very important. There needs to be a an automatic update between the two instead of having to create a bunch of flat files that need to be imported manually. I know there are tools out there, but if your company is not on the latest version of SAP, you don't have a lot of options.
- SuccessFactors Support is not the best. They are responsive, but most of the time there is a language barrier with their staff and you end up answering the same questions in 5 different ways. It takes too long to get resolution.
- SuccessFactors is constantly updating and improving their system, there is a huge community that is actually listened to. If the product doesn't do what you want today, it most likely will in the near future.
- SuccessFactors is simple, users do not need a huge manual to navigate, it is intuitive and user friendly.
- Streamlined, being able to do HR transactions at the touch of a mouse and having the system work for you is a huge advantage.
- Down time, although this has drastically improved in the last 6 months. SuccessFactors is still a cloud service, and when the cloud goes down, everyone goes down.
- Inconsistent feel. SuccessFactors was built on acquistions of other successful products. In some cases the different modules still feel like their old roots. Some items do not intermingle and that is a huge disconnect.
- Teachings and How To. In both companies I have worked for with SuccessFactors, it seems that after Go Live there is a lot of learning left to do. I feel that there should be more formal training offered on the various products, and many more resources available.
- Visual organization chart and directory. This helps people connect easier and faster and provide a quick snapshot of the entire organization. Any headcount discrepancies are seen immediately and it allows business owners to inform HR and adjust/discuss as appropriate. We have many remote based employees and the org chart helps drive better connectedness.
- Workflows. Workflows for approving changes and goals are very helpful in monitoring and auditing key business decisions. The workflows are easily customizable and gives employees a clear path of where a decision like promotion, job change, etc is in the approval chain. This reduces the need to send emails around for approvals - now everything is captured in one place and pulling reports provides an easy audit that all updates have been made.
- Customizable performance forms. For our business, we did not want a overly complex process to enter goals, provide performance feedback, etc. The PM module was flexible in the changes we could make to capture the core info we wanted and not be stuck with a forced form structure that would include elements we did not want.
- 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.
In terms of selection, be very clear about your strategy and what you want to achieve especially if you have an existing system you are looking to replace or one that you want to integrate with. When you construct a Statement of Work (SOW) of requirements start with the ideal state and work back into the capabilities. Easier if you have nothing in place and start with SuccessFactors but more complex when other system and process dependencies are involved.
- 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.
Main modules used:
- SAP Jam for communication with participants
- Employee profile for management and enumeration
- Performance for appraise and evaluate projects and participants according to competency model
- Learning for develop participants and manage education events
Short period to go.
Lack of expertise in technical qualification (HW, SW etc).
Access to best practices
- It´s a very complete talent management suite, provides complete offers across all talent processes, recruiting, learning, performance, social. SuccessFactors has a high level of functionality.
- It´s fully configurable application. This allows a rapid implementation and goes live in a short time.
- It´s easy to use and a very intuitive application.
- The integration between the different modules is not well resolved. In some cases it´s necessary to duplicate information or a complex configuration.
- The SAP integration is already poor. SuccessFatcors supports a standard integration but the space it´s very limited.
- The post sales service and support has room for improvement.
I think it´s very appropriate for a medium company with a very standard talent management process. In particular for LMS or Performance management solutions, they are the most complete solutions. It´s a very flexible solution that can easily adapt to the company needs. The integration between modules is the weakest point. It´s also not an organic application, it´s really the result of multiple acquisitions.
Perhaps the most important question during the selection process: What is the functionality of the different modules and technical integrations?
SAP SuccessFactors Scorecard Summary
Feature Scorecard Summary
About SAP SuccessFactors
SAP SuccessFactors Technical Details