Great can always get better. And it is.
Updated February 05, 2015
Great can always get better. And it is.
Score 10 out of 10
Vetted Review
Verified User
Software Version
Version 10, Revolution
Modules Used
- Performance
- Goals
- Development
- Succession
- Recruiting
- Learning
Overall Satisfaction with SAP SuccessFactors Learning
- Overall good product. They have a myriad of options, the modules are highly customizable, and it's not buggy.
- SuccessFactors is always working to provide ways for admins to do more - even those of us that don't write code. The SuccessFactory was a great innovation that allowed us to make adjustments to our modules without having to engage a professional services company or one of their implementation teams.
- Innovation - the company really is interested in making a better product and making the experience of their users better. There are constantly new upgrades (that are actually good!) coming out, and they often poll their user base for interest on new features.
- Occasionally you'll see some inconsistencies. For instance, on our review form (Revolution interface) all of the ratings are provided on a sleek, graphical 5-star rating. You click on the star that corresponds to the rating that you want to give to the employee. This is true for Goals and Competencies, yet for someone reason the Overall Form rating at the bottom is a picklist from a dropdown menu, not the same graphical stars. The scale is the same, it just makes you scratch your head a little bit as to why they didn't make them all the same. Works perfectly fine, just a little odd. This sort of thing isn't unusual.
- The SuccessFactors implementation team is typically not as good as some of their more pricey outside vendors, especially if you get an engineer that does not speak English as a native language. We did our first implementation with a SuccessFactors guide and he was much better at telling us everything that we could do, not necessarily what we wanted to do. We ended up with a highly customized (really more like re-purposed/rigged) system that wasn't very intuitive. It did everything that we had asked for, just not very well and had we known that we wouldn't have asked! We did several other implementations with Aasonn that went fabulously. They were much better at saying, "yes, you could configure it that way...but this will be how it looks and it will have ____ negative effect." For our last change to the Revolution UI we went back in-house thinking our experience would help the process. I'm sure it did, but it was still a struggle for things that Aasonn would have handled much more easily.
- It's difficult to tie performance reviews to ROI, especially at my company because our talent initiative is only one of 8 things going right now. The biggest positive impact though has just been the changing expectations. We went from a company that did not conduct performance reviews, to rolling out a program to every salaried employee (executive management included) in about four years. There is a genuine mindset change that has occurred. Performance reviews are now a part of the normal, year-end process and people think about their goals throughout the year. Teams conduct strategic goal planning sessions, individuals are engaged in employee develop opportunities. What percentage has that contributed to our EBIT for 2013? I don't know. But I certainly believe it's had a huge positive effect. Overall our company's stock is up 50% from when I started here five years ago, and last year was our highest year of EBIT ever (and we've been around for 130 years).