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Superior's Review
Updated October 25, 2023

Superior's Review

Anonymous | TrustRadius Reviewer
Score 8 out of 10
Vetted Review
Verified User

Modules Used

  • Employee Central
  • Recruiting
  • Onboarding
  • Performance Management
  • Compensation Management

Overall Satisfaction with SAP SuccessFactors

We are currently using EC and as a new addition to our HR processes recruiting and onboarding. We are in the process of stabilization now; the whole HR team is leveling up the learning curve now, as well as addressing multiple issues that come up due to the novelty of the system, finishing up adapting SuccessFactors to the company necessities and the company adapting to the system capabilities. The module that has brought up the most difficulties is onboarding. We have to keep working under our support consultants guidance for making it work correctly, this has been the most challenging module.
  • Performance Review
  • More intuitive to use for final users, hence they need less support
  • Recruiting
  • Onboarding (as whole)
  • Reporting
  • mass changes
  • search engine
  • Knowledge Base Articles or Community
  • Concentrate all the settings in one one hub
  • Performance Evaluation
  • Standardize procedures and reports
  • HR flexibility
  • Potential to interconnect with other SAP tools (looking forward to it)
  • Employee self service
Haven't had major troubles in this area.
By partnering with our implementation consultants, the project turned out as expected, with also a huge effort by the internal HR team.
Haven't evaluated it yet

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

Yes

Are you happy with SAP SuccessFactors's feature set?

Yes

Did SAP SuccessFactors live up to sales and marketing promises?

I wasn't involved with the selection/purchase process

Did implementation of SAP SuccessFactors go as expected?

Yes

Would you buy SAP SuccessFactors again?

Yes

I think SAP SuccessFactors is well suited for launching global tasks as compensation bonuses, performance reviews, etc, and as a plus it is much more intuitive than other systems. Scenarios where is less appropriate, I cannot think of a specific scenario, but I can say as a comment that as downside to SuccessFactors I find many things that are not well designed or at least, not "just yet there", like, for instance, position management, I find a huge opportunity for improvement.

SAP SuccessFactors Feature Ratings

8.9
Employee demographic data
10
Employment history
10
Job profiles and administration
8
Workflow for transfers, promotions, pay raises, etc.
9
Organizational charting
8
Organization and location management
8
Compliance data (COBRA, OSHA, etc.)
9
Payroll Management ()
Not Rated
Leave and Attendance Management ()
Not Rated
9.0
View job history
9
View company policy documentation
9
Asset Management ()
Not Rated
6.0
Report builder
6
Pre-built reports
6
Ability to combine HR data with external data
6
Integration with other HR capabilities ()
Not Rated
9.0
Performance plans
9
Performance improvement plans
9
Review status tracking
9
Review reminders
9
Multiple review frequency
9
9.0
Create succession plans/pools
9
Candidate ranking
9
Candidate search
9
Candidate development
9
9.5
New hire portal
10
Manager tracking tools
9
9.0
Corporate goal setting
9
Individual goal setting
9
Line-of sight-visibility
9
Performance tracking
9
7.3
Job Requisition Management
9
Company Website Posting
9
Publish to Social Media
9
Job Search Site Posting
9
Duplicate Candidate Prevention
1
Applicant Tracking
9
Notifications and Alerts
5

Using SAP SuccessFactors

800 - SuccessFactors accounts are granted for our salaried employees only, and among other company-specific business functions, I can mention the following as some of the most representative ones. Finance & Accounting HR IT Logistics Purchasing Internal Audit Legal Traffic and Customs Training Sales Quality Systems Engineering Operations EH & S Continuous Improvement Administration.
3 - We are a small team supporting a large international organization, so for us, it has been important to rely on any resource available out there that can help us lead our HRIS team to keep up with the company's needs efficiently. The use of a ticketing system and working closely with our support provider have been key tools.
  • Employee Performance Reviews. This task has never been easier, and the module offers many interesting and useful features.
  • Recruiting and onboarding. Simplification of the whole process, although the learning curve if you don't have previous experience can be challenging at first.
  • Reporting. Grants a reporting standard throughout the global organization.
  • Global HR Compliance- SF helps ensure that HR practices align with global company standards.
  • Onboarding and offboarding automation. Streamlines the onboarding and offboarding processes, while ensuring consistent experience for new hires.
  • Integration with third-party apps. An integration with a company that provides SMS/WhatsApp communication with candidates and employees takes communications to another level while providing a personalized experience for candidates and employees.
  • Measure and improve employee engagement and well-being, by analyzing data and performance reviews, surveys, and other HR processes, we can identify trends and take proactive measures.
  • Succession Planning and Talent Mobility. By Identifying high potential employees and create development plans for them.
  • Learning and development. Hopefully in the near future.
A correctly implemented HRIS requires a huge effort from the company, but once the system is stable and the learning curve is flattened, the benefits are noticeable. We still are in the middle of our learning curve and the system stabilization, but we now are starting to see the benefits that SuccessFactors can provide. I don't give 10 just because I don't know how the future is going to be unfolded, and how many other challenges we are going to be facing before we achieve stabilization. But so far, so good.