- 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.
- The integration of many aspects into one software.
- Easy to use and easy to train on how to use with new employees or hires.
- The performance learning management modules are excellent for performance time each year which can be hard.
- More customizable interface. Very simple which is great but maybe some additional changes to the interface or tabs and easier to navigate.
- The recruitment tabs sometimes have a lag and with such a large scale software it can prove frustrating at times to click so much.
- You must hit search on the site to look for a candidate where as for speed I would prefer to click the enter button quickly on my keyboard.
- 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 uses email to prompt user actions.
- Single sign-on integrated very well with SuccessFactors Talent Solutions.
- Very intuitive interface and easy to navigate.
- Manager reports are only available if you pay for them
- Best practices for using SuccessFactors Talent Solutions needs to be shared
- 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!
- SuccessFactors is on the cutting edge of technology and up and coming. This for me is exciting and to be fluent in the system, is a big plus.
- In Recruiting - the system works real well. It's one of the best.
- For Performance Management - being able to move forms and delete forms, for an Admin. is a great plus. We receive alot of positive responses on the PM module in SF.
- There are MULTIPLE ways to do one thing. That is hard when you are training users.
- Support is not very good. Sometimes tickets take weeks to get answered.
- Performance of the system doesn't work too well at our company. It takes a long time for it to come up and then is sometimes very slow. Not sure if this is a SF issue however
- 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 Talent Solutions Review: "SuccessFactors Platform: Move beyond a system of record to a system of Engagement"
- 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?
- From an end user perspective, the experience is intuitive and easy to navigate.
- Dashboard functionality is a great "see at a glance" reporting tool.
- The employee profile is easy to augment and report on.
- Ad hoc reporting is a bit cumbersome.
- Being able to reorder display columns for standard reports would really enhance the system.
- Bring back SuccessFactory so I can continue to configure the system without having to engage SuccessFactors' help desk.
- Add "importance" rating to 360 feedback process.
SuccessFactors Talent Solutions: "Integration, Holistic, Leverage, Strategic: What other words could possibly make this title catchier?"
The roll-out was meant to help address several business problems, some of which included (a) having no centralized repository of the multiple talent data-points that could be easily leveraged at the enterprise level; (b) silo-ed or disjointed approaches to evaluating talent; (c) disconnected talent data, elements of which were captured in time-intensive sessions only to be used episodically or seasonally; and (d) prima facie decision-making that lacked strong correlation or even predictive strength.
We currently use the tool to help us dive into a more frequent cadence of feedback sessions that utilize a holistic viewpoint of talent, from performance, to potential, to development and succession, to the rewards associated with success.
- The system leverages best practices to make it easy for first time users to begin applying the concepts immediately.
- The interface is fairly intuitive, enables some customization, and brings together key elements to make them easily accessible.
- The integration of modules makes it easy to quickly form a holistic view of talent.
- The system doesn't make the use of the Analytics component easy on the end user. It takes data-savvy, tech-oriented individuals time enough to find and manipulate the data, let alone the overwhelmed manager in the business.
- The back-end environment makes it tough to do some innovative things sometimes. For example, though Talent Pools are a great concept, the way in which SuccessFactors envisions their use and display compared to the way some of us at Allstate envision their use and display, limits the way we can leverage this feature in the tool.
1. Do we have robust processes already that SuccessFactors can enhance? SuccesFactors is an enabler, so if the answer is no to the first part of the question, then I'd say "no" to acquiring SuccessFactors...at least, until one can say yes to the first part.
2. What will happen with our current talent data, our current platform? Will SuccessFactors replace it? Will it overlay and integrate with it? Make sure there's a clear understanding of the pros and cons of the approach you want to take.
3. Are we committed to innovation and change? Not only does this related to the first implementation of the system and its impacted to culture from the get-go; it also relates to the ongoing commitment to keep up with the advances in the talent space. SF commits to do this and updates its systems regularly.
4. Are we ready to expect and enable our end users to be owners of the tool too? SF places a lot of power in the users' hands. Will our organization empower and expect the end users to become proficient and fully leverage it?
- Base Compensation Module runs smoothly and is efficient.
- The Platinum Support Reps are invaluable. Expensive but worth every penny. They work with you on a daily basis to support your individual company needs and keep you abreast of the updates and changes that will help you use SF to its fullest potential.
- It is a powerful suite of modules that has the potential to provide an integrated soup to nuts HR solution.
- The bonus planning module is cumbersome and overly complex to administer and program each year. It is not intuitive - for example, the administrator must manually calculate the bonus targets outside of the system and input them manually because SF is not intuitive enough to do the calculations on its own.
- The talent management suite was in its infancy when I started using it. It has had been developed and fine tuned quite a bit since then but is still not as intuitive and easy to administer as other talent management tools available in the market place.
- SF is a hierarchical based system, like others on the market. This presents difficulties when dealing with a matrixed organization. The person who is planning the compensation or performance mgmt is not always the one doing the review or familiar with the employee. There are work arounds but they are manual and are affected by any changes made to the data system that is used to feed SF.
- The LMS is very user friendly for general users. The user interface is very straight forward and easy to understand. We don't even need to do user training when we implement the LMS.
- The career portal is very well designed. It allows the internal and external candidates to maintain their profile and keep abreast with our company's open positions worldwide. This is important for a global company like us.
- The succession planning and performance management dashboard is great.
- Though the user interface is easy and simple, the system admin side of the LMS is way too complicated. The architecture is complex, it takes too many steps to set up a learning item. Plus the windows in which the admin role needs to edit the content, are often very small.
- The approval chain of the recruitment module has very limited number of roles (approval steps). For a matrix type of organization, this is difficult to cater day-to-day needs.
- In general, the report function of the recruitment module and performance management module is poor. Maybe our corporate system admin has granted us limited access right, but from our experience of managing 1800 users in USA, the built-in report function is not to our satisfactory.
- Till today we still can't run candidate report that we need for AAP reporting purpose.
- It is easy to track applicants for jobs and see where they are within the candidate pipeline
- Creating and modifying goals is easy to do and it's nice that you can see others' goals easily and link them to yours
- Overall I think SuccessFactors is easy to navigate as a user
- The LMS/learning system is very hard to use from an administrator standpoint, and the support from SuccessFactors in figuring out how to use it is poor.
- My experiences working with SuccessFactors to resolve issues or answer questions are mostly poor. They do not provide the support and guidance I would expect and it's often difficult to get a timely answer or for someone on their end to take responsibility for fixing an issue
- It seems to be difficult to make changes to the system after we've gone "live" with a module. It would be nice to have more flexibility
- Streamlines process - all the information is in one place
- Allows for communication between reviewers as well as candidate
- Research is simplified
- Housing all of that data can make it cumbersome. More drop-down lists could help
- Performance appraisals are fairly simple. When we implemented, we had to create a form for each variation of content and language combination which made it a maintenance issue. The product now offers the ability to have a single form which can be translated into multiple languages. The process has been fairly intuitive for our managers who appreciate the continuity more than anything.
- Appraisals can be conducted offline and then uploaded back into the system which is convenient for our traveling Sales staff. The process itself is either easy to grasp or our users can't track with it, so the results are a bit mixed but the opportunity is solid.
- SMART goals are easy to maintain. There are areas that you should consider before establishing your goal foundation. If you want your goals to be private, this has impact to the goal content being visible on the dashboards. Only those with admin reporting privileges can truly report out private goal content.
- Your core data restricts you to a handful of custom fields/filters that are used for areas such as security, reporting privileges, etc. You must have strong forward thinking to consider which filters you will require and still have flexibility built in as your needs will certainly change over time.
- Support is a constant area of improvement. When SuccessFactors moved to a tiered model, it grew difficult to ever have our issues resolved at the lowest tier. They didn't understand the issue, were slow to respond and it took forever to escalate. SuccessFactors now markets a Platinum Support option which comes at a price, though we've had mixed results. Their AZ data center seems to have frequent issues which impact your ability to login, run reports, etc. If you purchase Platinum Support, you will be on the 'good' data center and should have limited issues.
- Reporting is still a bit clunky and can be an issue, though SuccessFactors has provided more options in recent years including Ad hoc Reporting, Dashboards 2.0, etc.
- From a Talent Acquisition perspective SuccessFactors does nothing well compared to its competitors.
- Technical Support
- Technical Architecture
- GUI-Graphical User Interface
- Work flow
- Limit the nimber of clicks...very clunky
SuccessFactors Talent Solutions Scorecard Summary
Feature Scorecard Summary
About SuccessFactors Talent Solutions
SuccessFactors Talent Solutions Competitors
SuccessFactors Talent Solutions Technical Details