Enhancing your Talent Performance and Development Journey!
October 31, 2019
Enhancing your Talent Performance and Development Journey!
Score 9 out of 10
Vetted Review
Verified User
Modules Used
- Succession & Development
- Performance & Goals
Overall Satisfaction with SAP SuccessFactors
SAP SuccessFactors is used by our organization across the globe, it's the tool utilized to manage employee performance, from defining objectives and having those reviewed by the respective managers to closing the performance review process at the end of each semester. It's a tool used to document and facilitate the entire process.
Pros
- 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.
Cons
- 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.
- It has helped to maintain the performance management and succession management processes under good control and meeting deadlines as needed.
- It became a single point of information to document and consult, so it reduced the cost of other solutions being used as isolated pieces.
- Removing subjectivity for variable compensation qualification, since performance review results are used as a decision making point when analyzing the C&B structure for collaborators.
For the performance management piece based on end-user feedback, on ease of use and GUI and how friendly it is, the balance moves to SAP in this case. There isn't a huge difference between these though, it's a matter of cost-benefit relation, all can do great things, coming from what I have heard and seen on end users.
Do you think SAP SuccessFactors HCM delivers good value for the price?
Yes
Are you happy with SAP SuccessFactors HCM's feature set?
Yes
Did SAP SuccessFactors HCM live up to sales and marketing promises?
Yes
Did implementation of SAP SuccessFactors HCM go as expected?
Yes
Would you buy SAP SuccessFactors HCM again?
Yes
Comments
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