Best HR System
Updated October 22, 2025

Best HR System

Juan Felipe Alvarez Moreno | TrustRadius Reviewer
Score 10 out of 10
Vetted Review
Verified User

Modules Used

  • Employee Central
  • Recruiting
  • Onboarding
  • Performance Management
  • Compensation Management
  • Learning
  • Succession and Development

Overall Satisfaction with SAP SuccessFactors HCM

SAP SuccessFactors Is a principal platform for HR in company, where we can flow all process. We have been able to implement facilities to improve the operation of human resources teams. With the modules that we have implemented, we have contributed to the growth of the teams and facilitated management with collaborators and candidates.

Pros

  • Data
  • Hiring
  • Struture

Cons

  • Learning
  • Performance
  • Skills
  • Self service
  • Hiring time
SuccessFactors HCM is a powerful and user-friendly human capital management solution. It offers a comprehensive suite of tools for talent management, employee engagement, and workforce analytics. The cloud-based platform is highly customizable and integrates well with other systems, making HR processes more efficient and strategic. Its intuitive interface and robust reporting capabilities make it a valuable asset for any organization looking to optimize its HR operations
The impact has been medium-to-high. Primarily, the migration to the cloud with SAP SuccessFactors HCM has greatly facilitated accessibility to HR data for users and managers, improving decision-making. Furthermore, it has been crucial for the homologation and standardization of human resources processes at a global/organizational level, which has led to greater efficiency and operational coherence.
We envision AI capabilities within SAP SuccessFactors HCM significantly enhancing the efficiency, effectiveness, and agility of our workforce management. By leveraging AI-driven insights, we aim to streamline talent acquisition, personalize learning and development paths, and improve employee engagement through predictive analytics and intelligent recommendations.We plan to incorporate SAP Business AI into key HR processes such as recruitment, performance management, and workforce planning. For example, AI can help us identify the best-fit candidates faster, detect potential attrition risks, and optimize succession planning. Ultimately, integrating AI into our HR strategy will empower data-driven decision-making and foster a more agile and responsive HR function.
SAP SuccessFactors HCM stands out among other human capital management solutions due to its comprehensive suite of cloud-based tools, strong global compliance capabilities, and seamless integration with other SAP systems. Compared to competitors, it offers a more unified experience across core HR, talent management, and workforce analytics, which is essential for organizations looking to scale and adapt quickly.We chose SAP SuccessFactors HCM for its robust functionality, user-friendly interface, and its ability to adapt to our evolving needs. Its flexibility and scalability make it an ideal solution to support our HR strategy and drive digital transformation across the organization.

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

Performance evaluation and goal setting have been centralized. There is a single source of human resources information for analytics and legal surveys. there are opportunities in the generation of content for learning

SAP SuccessFactors HCM Feature Ratings

7.7
Employee demographic data
10
Employment history
7
Job profiles and administration
4
Workflow for transfers, promotions, pay raises, etc.
7
Organizational charting
8
Organization and location management
10
Payroll Management ()
Not Rated
9.3
Approval workflow
10
Balance details
8
Annual carry-forward and encashment
10
7.3
View and generate pay and benefit information
8
Update personal information
8
View job history
8
Employee recognition
5
Asset Management ()
Not Rated
4.7
Report builder
7
Pre-built reports
2
Ability to combine HR data with external data
5
Integration with other HR capabilities ()
Not Rated
7.6
Performance plans
9
Performance improvement plans
8
Review status tracking
8
Review reminders
8
Multiple review frequency
5
8.0
Create succession plans/pools
7
Candidate ranking
9
Candidate search
8
Candidate development
8
8.0
New hire portal
8
Manager tracking tools
8
8.0
Corporate goal setting
8
Individual goal setting
8
Line-of sight-visibility
8
Performance tracking
8
8.0
Job Requisition Management
8
Company Website Posting
8
Publish to Social Media
5
Job Search Site Posting
7
Duplicate Candidate Prevention
10
Applicant Tracking
8
Notifications and Alerts
10

Evaluating SAP SuccessFactors HCM and Competitors

Key insights for a successful SAP SuccessFactors implementation center on Change Management, ensuring user adoption through early stakeholder engagement and robust training; Business Process Design, which requires defining clear strategic objectives, leveraging best practices, and meticulous integration planning with existing systems; and Strong Project Execution, which involves securing leadership buy-in, allocating the right resources, defining measurable success metrics, and carefully managing the complex task of data migration and quality.
  • Cloud Solutions
  • Scalability
  • Integration with Other Systems
The single most important factor in our decision was the need for data homogenization and process standardization. Moving to SAP SuccessFactors allowed us to establish a single source of truth for HR data across the organization and enforce consistent HR processes globally. This was critical for improving reporting accuracy, compliance, and overall operational efficiency.
If we had to do it again, we would definitely place a much stronger emphasis on evaluating and projecting long-term and recurring costs. While our initial evaluation focused heavily on implementation, we'd spend more time understanding and negotiating the total cost of ownership (TCO), including subscription fees, maintenance, and potential integration costs for future phases, to avoid unexpected expenses down the line.
  • Adaptation
  • Change Management
  • Integration
The knowledge delivered to the client for management is highly valued. However, they take very long implementation and processing times.

SAP SuccessFactors HCM Implementation

  • Third-party professional services
Seidor
Yes - Prepare, Explore, Realize, and Deploy (sometimes preceded by Discover and followed by Run).
Change management was a major issue with the implementation - The implementation of SAP SuccessFactors, while a technological project, intrinsically depends on the Human Talent (HR) team, as true success lies in organizational change management. It is crucial for HR leaders to take on a leadership role in this transformation, moving beyond system configuration to become the chief communicators, facilitators of the new processes, and promoters of the platform's 'why,' thereby ensuring adoption by all employees and managers and guaranteeing that the technology fulfills its promise of optimizing talent management.
  • Adaptation
  • Change Management
  • Integration
The knowledge delivered to the client for management is highly valued. However, they take very long implementation and processing times.

Integrating SAP SuccessFactors HCM

It is easy to integrate, however, it represents very specific knowledge to track.

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