Review.
November 29, 2025

Review.

Prasenjit Roy Ghatak | TrustRadius Reviewer
Score 9 out of 10
Vetted Review
Verified User

Modules Used

  • SAP Agent Performance and Management
  • Employee Central
  • Employee Central Service Center
  • Time Tracking
  • Recruiting
  • Onboarding
  • Compensation Management
  • Workforce Analytics
  • SAP Commissions
  • SAP Analytics Cloud
  • Succession and Development
  • Learning

Overall Satisfaction with SAP SuccessFactors HCM

SAP SuccessFactors has provided tools for recruiting, onboarding, performance, learning, compensation, and workforce analytics, using AI to create personalized experiences and streamline processes. This platform helped us to attract, develop, and retain talent to meet business objectives.

Pros

  • Core HR and payroll.
  • Talent Management.
  • Learning and development.
  • Workforce analytics.

Cons

  • Login problems.
  • System availability and performance issues.
  • Data replication and integration issues.
  • Core HR and payroll.
  • Talent Management.
  • Learning and development.
It combines different HR functions into a single, cloud-based suite. Uses artificial intelligence to personalize experiences and automate manual tasks, and streamlines workflows across the entire HR lifecycle. Provides intuitive, self-service tools and personalized recommendations (via the AI-powered Talent Intelligence Hub) for career growth, learning, and day-to-day HR tasks.
Transitioning from a legacy system to a cloud-based solution involved mapping and migrating HR data, followed by re-evaluating and optimizing HR processes to leverage the software's capabilities for talent management, payroll, and analytics. Although the process was not easy, the migration was made smoother and less error-prone with the use of migration tools.
Incorporating SAP Business AI into your HR processes, primarily through the SAP SuccessFactors suite, will enhance efficiency, improve decision-making, and create a more personalized employee experience. We will plan to incorporate the capabilities in the near future.
SAP SuccessFactors is a cloud-based, SaaS solution with advanced talent management features, while legacy SAP HCM is an on-premises software focused on traditional HR functions. Key differences are deployment (cloud vs. on-premise), customization (configurability vs. deep customization), integration (easier with cloud apps vs. better with other SAP modules), and maintenance (simpler via cloud vs. resource-intensive for on-premise), etc.

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?

I wasn't involved with the selection/purchase process

Did implementation of SAP SuccessFactors HCM go as expected?

Yes

Would you buy SAP SuccessFactors HCM again?

Yes

SAP SuccessFactors a cloud-based human capital management (HCM) tool, helped us to manage core HR, talent management, and employee experience across the entire employee lifecycle. It also provides tools for recruiting, onboarding, performance, learning, compensation, and workforce analytics, using AI to create personalized experiences and streamline processes.

SAP SuccessFactors HCM Feature Ratings

9.4
Employee demographic data
10
Employment history
9
Job profiles and administration
10
Workflow for transfers, promotions, pay raises, etc.
9
Organizational charting
10
Organization and location management
9
Compliance data (COBRA, OSHA, etc.)
9
8.9
Pay calculation
8
Support for external payroll vendors
8
Off-cycle/On-Demand payment
9
Benefit plan administration
9
Direct deposit files
9
Salary revision and increment management
9
Reimbursement management
10
9.7
Approval workflow
10
Balance details
9
Annual carry-forward and encashment
10
9.0
View and generate pay and benefit information
9
Update personal information
9
View job history
9
View company policy documentation
9
Employee recognition
9
Asset Management ()
Not Rated
9.7
Report builder
9
Pre-built reports
10
Ability to combine HR data with external data
10
Integration with other HR capabilities ()
Not Rated
8.6
Performance plans
8
Performance improvement plans
9
Review status tracking
8
Review reminders
9
Multiple review frequency
9
9.3
Create succession plans/pools
9
Candidate ranking
9
Candidate search
9
Candidate development
10
10.0
New hire portal
10
Manager tracking tools
10
9.0
Corporate goal setting
10
Individual goal setting
9
Line-of sight-visibility
8
Performance tracking
9
9.1
Job Requisition Management
10
Company Website Posting
10
Publish to Social Media
9
Job Search Site Posting
9
Duplicate Candidate Prevention
9
Applicant Tracking
8
Notifications and Alerts
9

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