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SAP SuccessFactors: Better than nothing but very expensive for a low ROI for small entities
October 20, 2021

SAP SuccessFactors: Better than nothing but very expensive for a low ROI for small entities

Anonymous | TrustRadius Reviewer
Score 5 out of 10
Vetted Review
Verified User

Modules Used

  • Employee Central
  • Recruiting
  • Learning
  • Succession & Development
  • Performance & Goals

Overall Satisfaction with SAP SuccessFactors

It is used across the whole organization. It enables to follow global processes for Talent Management and have one single point of truth around HR data globally.
  • user friendly homepage
  • recruiting process
  • good cloud solution
  • poor learning module, not state of the art
  • not enough room for flexible solution
  • to have a good experience, it is necessary to have all modules which is too expensive for small subsidiaries
  • long reaction time to ticket
  • Prices are prohibitive, especially licenses strategy for companies under 1000 employees
  • Opportunity marketplace is nice but payroll solution/time management could get more priority - Not state of an art solution.
  • Comp & Ben module is not state of the art
  • SF mobile is not state of the art
  • Standard report is really poor
  • Recruiting approval process
  • Negative impact for small subsidiairies
  • Even weak ROI for overall company

Do you think SAP SuccessFactors delivers good value for the price?

No

Are you happy with SAP SuccessFactors's feature set?

No

Did SAP SuccessFactors live up to sales and marketing promises?

No

Did implementation of SAP SuccessFactors go as expected?

No

Would you buy SAP SuccessFactors again?

Yes

Concur Travel and Expense, Ingentis org.manager, Google Workspace (formerly G Suite)
I will not recommend it to a small company (less than 1000 people). It is useful for a large company.

SAP SuccessFactors Feature Ratings

5.0
Employee demographic data
5
Employment history
7
Organizational charting
5
Compliance data (COBRA, OSHA, etc.)
3
Payroll Management ()
Not Rated
Leave and Attendance Management ()
Not Rated
5.5
Update personal information
7
View job history
4
Asset Management ()
Not Rated
1.0
Report builder
1
Pre-built reports
1
Ability to combine HR data with external data
1
Integration with other HR capabilities ()
Not Rated
4.7
Performance plans
6
Review status tracking
5
Review reminders
3
2.5
Create succession plans/pools
4
Candidate ranking
4
Candidate search
1
Candidate development
1
Onboarding ()
Not Rated
4.7
Corporate goal setting
2
Individual goal setting
8
Performance tracking
4
1.8
Job Requisition Management
6
Company Website Posting
1
Publish to Social Media
1
Job Search Site Posting
1
Applicant Tracking
1
Notifications and Alerts
1

Using SAP SuccessFactors

10000 - All - They use it for Talent Management mainly (recruiting, Performance and learning mainly)
8 - IT: 2: third level support HR IT Consultant: Business consultant; rollout responsible; second-level tickets + development of each module (new features or business requirements)
  • Recruiting (application to enrollment)
  • Performance review
  • Learning administration
  • Employees and Managers self services
It makes sense to have an integrated solution with other IT systems within the company. But in itself, SF is not state-of-the-art and really expensive for what it delivers.

Evaluating SAP SuccessFactors and Competitors

Yes - SAP HCM partially
  • Product Features
Integrated solution for different IT systems within the company. (Finance;Production are using SAP too)
We thought that it would be easy to interface SF with current SAP solutions but it is not the case. So, we would give a higher rating to alternatives to SF which are offering better features (like Workday) and would create an interface. At least the product would be sometimes better.

SAP SuccessFactors Implementation

We had to delay go live of EC due to bad councelling of our implementation partner.
  • Third-party professional services
PwC
Yes - The first rollout of talent modules in different phases. The implementation partner helped for the pilot and then, further rollouts are done internally. For employee central, big bang in all countries at the same time with the support of implementation partner.
Change management was a major issue with the implementation - Change management for the Talent Modules was a major issue for the end users.

For EC, change management was an issue for the HR users.
  • lack of knowledge of implementation partner across SF modules
  • changes of consultant within the project
  • lack of knowledge of implementation partner for some modules

SAP SuccessFactors Support

Lack of knowledge of SAP-certified implementation partner. SFX Accreditation is basically a pdf. Much better expected from SAP. Deep dive training is not recommended by SAP itself because too expensive. Customers are not considered if they are not big.
ProsCons
Knowledgeable team
Problems get solved
Kept well informed
Immediate help available
Support understands my problem
Support cares about my success
Slow Resolution
Poor followup
Escalation required
Slow Initial Response
Yes because we felt it was the only chance to get attention...
Customer Engagement Responsible is always willing to try finding contact or answer to our questions.

Using SAP SuccessFactors

For Key users, it is not really friendly. There are lot of hidden buttons which makes the experience difficult.
For end user, it is quite easy.
ProsCons
Easy to use
Technical support not required
Quick to learn
Unnecessarily complex
Not well integrated
Inconsistent
Cumbersome
Feel nervous using
Lots to learn
  • none
  • Role based permissions
  • DRTM
  • Mass changes
  • Reporting
Yes - It is there but not really useful. Not state of the art.