SuccessFactors HCM Review
Updated July 25, 2025

SuccessFactors HCM Review

Andrew Smith | TrustRadius Reviewer
Score 9 out of 10
Vetted Review
Verified User

Modules Used

  • Employee Central
  • Employee Central Service Center
  • Document Management by OpenText
  • Recruiting
  • Onboarding
  • Compensation Management
  • Learning
  • Succession and Development
  • Performance Management

Overall Satisfaction with SAP SuccessFactors HCM

SuccessFactors is used as our core Global HR system which encompasses Employee Central and Talent Modules. It is used in the end to end employee management including recruitment, onboarding, learning, performance etc SuccessFactors with EC has addressed our global management of employee data that then links to multiple external systems that the business uses to operate. The scope of it us particularly with EC was that it was part of JLR future SAP landscape with S4Hana and the other SAP based products used.

Pros

  • Employee Data Management and Control
  • HR processes Automation
  • Employee User Experience
  • Global HR approach

Cons

  • Centralise configuration management
  • Test Simulation Analysis
  • HRIS Sync
  • Employee End to End modelling
  • Global centralised HR platform improving consistency
  • Data Controls and Security
  • Ess and Mss capabilities is super
  • Flexibility to our Processes and future direction we take this technology
Overall simple to navigate and conduct actions. Some of the form are clunky and don’t feel modern both from desktop and mobile.
From an admin perspective, it’s frustrating there are 2 different ways to manage the solution due to FO’s. The talent modules are great but more guidance and support need to be presented to users.
We used Epiuse who guided us through the implementation and dealt with the complex nature of our processes and systems. Reverse bib still gives us issues and interfaces are still challenging on a day to day basis but this is largely down to our design and configuration. The migration went well and the tools to do it worked but this was largely due to the data management teams approach. SAP throughout supported us and knew the timeframes for our delivery which was achieved.
Consistent, simplified and audit is easier at a global level. I think see things from a global level for JLR and driving countries into principally using the same approach will in time be beneficial to our teams at various levels within the business. We are still working through return on investment opportunities.
Important for employee support and guidance. Front end AI support for users in terms of HR processes and policies. We want it to both provide accurate information to the Employee but assist the employee transact on specific transaction types. For example, we use ECSC and this type of integration with AI would be massively beneficial for us. Performance forms, Succession, and Skills and Talent Management would be key areas we would be considering. I would like it usage in Position Management which can be challenging at times both in term of data management, transactions and overall the HR Processes that it supports. In addition, its use in error detection both in Data and Configuration tasks for SF admins would be of significant use.

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

Suited for centralised global operations to provide a consistent process framework. User experience support with the integration of AI, Assisted Learning and embedded Service Centre. It more suited for a larger business with people with the necessary technical skills to administer it. It has some great integration capabilities and new enhancements taking place on a regular basis. Initial setup is significant and may be a challenge without the resources in skills, time and cost to put in place.

SAP SuccessFactors HCM Feature Ratings

7.0
Employee demographic data
7
Employment history
7
Job profiles and administration
6
Workflow for transfers, promotions, pay raises, etc.
8
Organizational charting
6
Organization and location management
7
Compliance data (COBRA, OSHA, etc.)
8
6.1
Pay calculation
5
Support for external payroll vendors
7
Off-cycle/On-Demand payment
8
Benefit plan administration
7
Direct deposit files
6
Salary revision and increment management
4
Reimbursement management
6
7.7
Approval workflow
7
Balance details
7
Annual carry-forward and encashment
9
7.4
View and generate pay and benefit information
7
Update personal information
9
View job history
8
View company policy documentation
5
Employee recognition
8
Asset Management ()
Not Rated
6.7
Report builder
9
Pre-built reports
7
Ability to combine HR data with external data
4
Integration with other HR capabilities ()
Not Rated
6.8
Performance plans
8
Performance improvement plans
5
Review status tracking
7
Review reminders
6
Multiple review frequency
8
7.0
Create succession plans/pools
8
Candidate ranking
7
Candidate search
8
Candidate development
5
6.5
New hire portal
7
Manager tracking tools
6
8.3
Corporate goal setting
8
Individual goal setting
9
Line-of sight-visibility
7
Performance tracking
9
7.0
Job Requisition Management
8
Company Website Posting
7
Publish to Social Media
6
Job Search Site Posting
7
Duplicate Candidate Prevention
6
Applicant Tracking
7
Notifications and Alerts
8

Using SAP SuccessFactors HCM

30000 - HR are the primary users of the system however with Employee Self Support (ESS) and Manager Self Support (MSS) this does encompass the whole employee base at a global level. Certain Functions have a degree of additional access due to their responsibilities in approval processes and the need to see specific data resident in SuccessFactors HCM. Finance Business Partners, Payroll and Security are examples of other Functions that use the solution within a specific capacity.
15 - Functional Architects with a clear understanding of HR processes, SuccessFactors functionality and the Integration scenarios that are in place.
Data Architects to co-ordinate data capture, management, integration, data security and governance and resolve data issues.
Talent Module experts in RCM and Onboarding, Performance Management and Compensation, Learning and Skills Management. They must be certified and possess the necessary experience to administer the modules and be capable of modifying them in line with business processes.
Employee Central experts that are focused on data management and security, functionality and aligning business processes to EC operations.
All these roles must have be able to coordinate their efforts in a structured way in operating and managing change. They must be problem solvers and understand how to adapt SuccessFactors HCM in line with business processes and wants.
  • Employee Lifecycle Management
  • Employee Data Management
  • Functionality to aid HR Processes
  • Integration with 3rd Party Products
  • ESS and MSS capabililities
  • Integration with OpenText for Employee document retention and document generation.
  • Extending the product to handle additional data required by the business.
  • Becoming a focal point for Employee engagement and self-service.
  • AI with Joule
  • SAP Enterprise Service Management
  • Implement more functionality based on unique HR processes within the business
  • Mobile access
  • Employee Self Service
It is the product that the Business is fully committed to for co-ordinately HR processes. Employee and Manage Self-Service has allow our business to reduce the overheads in our HR operating mode. The integration with 3rd party products is now in place and further developments will only increase its importance. SuccessFactors provide regular enhancements and has a support model in line with our business requirements.

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