SAP SuccessFactors Reviews & Product Details


What is SAP SuccessFactors?

SAP SuccessFactors innovates everyday to help your people and your organization perform at their best. By connecting your people to your organization's purpose, we help transform the employee experience.

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SAP SuccessFactors Profile Details

SAP SuccessFactors Profile Details

Vendor
SAP
Description
Our business analytics solutions close the gap between transactions, data preparation, analysis, and action, so you can make more informed decisions.
Company Website
Year Founded
1972
Total Revenue (USD mm)
23,461
HQ Location
Walldorf, Germany
Phone
+1 (800) 872-1727
Ownership
NYSE: SAP SE
LinkedIn® Page
www.linkedin.com
Employees on LinkedIn®
126,920
Twitter
@SAP
Twitter Followers
260,312
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Companies Using SAP SuccessFactors

IBM
VMware
Xerox
Accenture
Bank of America
CenturyLink
Siemens
EMC
SAP
Yahoo!
T-Mobile
BNY Mellon

SAP SuccessFactors Reviews

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1-50 of 293 total SAP SuccessFactors reviews
Operational Excellence, Quality Assurance & Health, Safety & Environmental Manager
Machinery
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Most Recent SAP SuccessFactors Video Review
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Senior HR Systems Analyst / Michigan Successfactors Customer Network Chairman & Founder
Enterprise
(1001-5000 employees)
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"Overall Successfactors Experience"

What do you like best?

I have been using SF for five plus years at two different companies as the core cloud administrator and find that the integrated modules and simplicity of the program holistically is truly fantastic. I love the compensation module and all of the talent suite. Performance Management can range from more traditional to more innovative allowing for continuous performance management and or development sessions along with Talent reviews and calibration. All critical data points from the Talent suite feed into Compensation and core. This allows for seamless process management and live reporting/analytics. Onboarding is a very sound program along with the ATS. The ATS is split into two modules, Recruiting Management (Core ATS) and Recruiting Marketing (Career site, Job posting aggregator and AAP/additional reporting capabilities). As an administrator, I like that a lot of the configuration is available for me. Some is still with Provisioning/SF/Third party but each year Sf is moving more and more to the admin side. I also love that this can be fully managed by an HRIS team vs. having to involve IT. HR data needs to be secure and kept within HR. When all the puzzle pieces are in play the program is a well-oiled machine allowing for easy navigation, seamless data flow and an engaging HRM for employees. I would consider this one of the top three programs in the market today. I feel the price point and full suite offering makes Sf a very solid option for any size org.

What do you dislike?

There are a few things that should be noted. If you are a company with a great deal of complexity, you may want to look at programs that can be fully customize-able or on prem. Cloud based solutions, like Sf, are more out of the box. The talent suite excluding the LMS and EC/ECP is a bit limited on how much you can customize. ECP (Employee Central plus payroll) is a mirror image of SAP Payroll but customized for cloud with a better UI. So obviously it can handle a lot of complexity but with that said, do you need to customize everything? Simplicity and streamlining is often the reason companies are looking at solutions like SF or Workday. The final item that is both a Con and Pro is the release schedule. Sf has quarterly releases that often bring decent size updates to the program. This means resources need to be assigned to support these. Sf releases are often universal and pushed/required. Finally the need for third parties or working with SF support for provisioning is needed which might be a strain on cost/budget. local IT cannot get access to Sf provisioning.

Recommendations to others considering the product:

Do it! You will enjoy the program and innovation that the program brings. From Mobile, live and SSO to fully integrated modules/data. Its worth it!

What problems are you solving with the product? What benefits have you realized?

Sf has greatly improved our work and end user experience. One stop shop for all things related to you as the employee. Easy navigation, simple workflows and good reporting has made this a fantastic tool for managers, employees and administrators/HR alike. We have streamlined HR processes, greatly improved onboarding and learning and started to create a performance minded culture that is now facilitated by Sf tools.

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Regional Training Manager
Outsourcing/Offshoring
Enterprise
(10,001+ employees)
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"It works but is not great"

What do you like best?

I like that with the software we can manage multiple Human Resource related processes like performance Management and use as a Learning Management System

What do you dislike?

It is not at the level of other Graphical user interfaces, I constantly heard feedback from our employees stating that the workflows were confusing or too much info to complete so as a result many times some processes ended up not being closed or completed on time or at all. The reporting piece was not as useful because to get to what you need there needs to be lots of click here and there and the reports end up giving you a lot of information that is not necessarily what you are looking for.

Recommendations to others considering the product:

Overall their Software is good but I think there are better suites out there

What problems are you solving with the product? What benefits have you realized?

Basically for now we complete various Human Resource related tasks like performance management, so from setting performance objectives, follow up and closing the performance evaluations, managing succession management processes and using LMS

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Sales Engineer
Information Technology and Services
Enterprise
(1001-5000 employees)
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"Absolute garbage software"

What do you like best?

Friendships have been made at work simply by bonding over how much we all hate SAP SuccessFactors.

What do you dislike?

Everything. The product makes very little sense, poorly designed, and horrid user interface, reminiscent of websites from the 2005 -- I think they borrowed heavily from Hotmail's design. We had to use this at work for our performance review, an already dreadful ordeal, and this system made it magnitudes worse. The un-intuitive design makes it difficult for both the manager and employee to complete, which makes it even less likely for either party to complete it in time -- everyone just tries to put this off as long as possible, especially when it's so difficult to figure out.

Recommendations to others considering the product:

You're probably way better off with everyone using email for performance review. Hell, just send out Google Forms to managers and employees and you'll save a significant amount of time and money.

What problems are you solving with the product? What benefits have you realized?

I think SAP SuccessFactor is a great way for the company to weed out the least devout -- this product makes everyone want to quit yesterday.

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Enterprise
(5001-10,000 employees)
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"SAP SuccessFactors - Hubbell Incorporated"

What do you like best?

I like that the system is multifunctional. You can have multiple different areas of the business involved in certain processes, and you can share things, and be interactive. You can track functions, approvals, sharing, job postings and candidate applications.

What do you dislike?

I don't like that the system has some gaps in it's functions. It's not ALL-INCLUSIVE. It doesn't allow sync with Outlook, it limits access to those associated to the account. It assigns certain steps to only certain people. There are some things that disappear when you move steps (when you submit offer, and move to pre-employment/hired the approvals disappear).

Recommendations to others considering the product:

Be sure to inquire about all the uses of the product before you implement it or change from a different product. It is a great system for companies who have certain needs. The way it syncs with some systems is not always conducive for some processes. We implemented then hit some road blocks that we have not been able to come back from or fix the process so have had to improvise.

What problems are you solving with the product? What benefits have you realized?

Multiple levels of approvals allowed for tracking. Many ways to keep ahead of audits (notes, comments, including emails, etc.). Alerts to let people know that they have approvals, a to-do list, assigned courses, reviews and tracking.

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Small-Business
(2-10 employees)
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"Needless software"

What do you like best?

I like that there's an online platform where you as they employee can paint a fuller picture into who you are. Questions include: What have you done with us?

What do you dislike?

Program could be more comprehensive and higher-tech.

Recommendations to others considering the product:

Sure, use it, but make sure that your staff truly fills it out and puts it into practice. Make goals with your staff using this program and create some fun around it. Sure, use it, but make sure that your staff truly fills it out and puts it into practice. Make goals with your staff using this program and create some fun around it. Sure, use it, but make sure that your staff truly fills it out and puts it into practice. Make goals with your staff using this program and create some fun around it. Sure, use it, but make sure that your staff truly fills it out and puts it into practice. Make goals with your staff using this program and create some fun around it. Sure, use it, but make sure that your staff truly fills it out and puts it into practice. Make goals with your staff using this program and create some fun around it. Sure, use it, but make sure that your staff truly fills it out and puts it into practice. Make goals with your staff using this program and create some fun around it.

What problems are you solving with the product? What benefits have you realized?

Getting to know employees a bit better, more detail into their aspirations.

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Senior SQA
Enterprise
(1001-5000 employees)
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"All-in-one HRMS tool"

What do you like best?

SAP SuccessFactors is good tool to have for all HRMS processes. The best part about the tool is its integration capabilities with the organisation internal tools and site. Here at ours tool is integrated with our time management tools, jobvite, leave tools etc.

From user point of view tool is very simple to use. everything is available on home screen. Employee connect, Performance Management - Goal Management, Time Management all can be accessed with one click on a tile.

What do you dislike?

From HR point of view, generating reports are bit tricky, which sometimes leads to incorrect reports generated. Also creating forms for Goal and Performance management is also very complicated. Even post successful creation they do not appear in the respective screens.

Recommendations to others considering the product:

I would recommend that before selecting the implementation vendor do check the delivery history of the vendor as in our case we faces a lot of issue with our vendor. Also all the requirement needs to properly communicated to the vendor otherwise it will become so troublesome to get it resolved or implemented later.

What problems are you solving with the product? What benefits have you realized?

The major benefit that we have got post implementation is that everything is available on single screen for Employees to HR to Senior organisation management.

Employee can manage his profile, manage his yearly goals and performances, leaves, time management, exit procedures.

Managers can review all the subordinates leave, time, work related requests. Manage his yearly performance forms. Manage compensation section of the employees.

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Emerging Leader - Merchandising
Retail
Enterprise
(1001-5000 employees)
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"SuccessFactors User"

What do you like best?

I like how I am able to see who all works within the company and organize my goals and successes within it. I like how this is easy for HR to review and see what is going on in the company including new hires and open areas.

What do you dislike?

I don't think the user interface is very friendly, then again, this might be due to personalization for Belk. It's is confusing and very basic. I feel like the tiles and organization could be better to make the transfer to different services in the program easier to work through.

What problems are you solving with the product? What benefits have you realized?

This helps to keep track of goals within the company and how they align with the overall business goals. It's easy to see how people move and work. It allows HR to see who is meeting their goals and who may need more support which allows HR to move people across the company accordingly.

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Senior Quality Assurance Engineer
Computer Software
Enterprise
(1001-5000 employees)
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"Perfect workforce management software"

What do you like best?

1. It is highly customizable.

2. Serves as a perfect human capital management tool for large companies.

3. It completes the requirement of KRA/ KPI management .

4. Learning and development of an employee can be tracked and measured by setting certain norms.

5. It is very useful to assign learning, schedule training's to specific group, team, department.

6. I love the "My tile" feature which summarizes and makes easy to supervisors to track training and run reports.

What do you dislike?

1. It is not very easy to use.

2. Need a hands on training on hpw to load trainings and courses.

3. Customer service is not the best.

4. Loading exams, live events is cumbersome.

5. Pricing is high which can be afforded by high end companies.

Recommendations to others considering the product:

It needs training to handle and use this software. But once you know how to deal with, it is a great tool for human resource management.

What problems are you solving with the product? What benefits have you realized?

It has become easy to manage and measure goals, performance, talent and learning curve of an employee which was a big deal before.

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SAP Software Engineer
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"Analysis, reports and versatility"

What do you like best?

Several branches can be connected to the same program and solve all my problems ONLINE with the benefits that implies, so anyone can see at any time the data you need from transactions made, sales, purchases of merchandise movements and many other things just by connecting to his computer.

Moreover, in the latest version you can make certain events are sent directly to mobiles and even connect from a palm and modify what you think is necessary.

What do you dislike?

Always depend on having a consultant to support the different modules, because being so large, there is no person who knows the entire system, therefore they specialize in something specific.

Recommendations to others considering the product:

Sap product with a large professional staff that has the experience that gives them the monopoly of business applications almost exclusively. Good performance, good management and acceptable cost for what it can offer.

What problems are you solving with the product? What benefits have you realized?

Experience in handling and use for many years, has helped me to make my certifications as I had prior knowledge and to better execute the company's programs in the sales department.

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Seasoned Professional, MBA - Retired Consultant
Enterprise
(10,001+ employees)
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"Success Factors - PM Review "

What do you like best?

In my experience working as a SuccessFactors PM, I found the vendor expertise and product support to be superior. Our project team worked with a team of consultants on a new, centralized, global version of SuccessFactors LMS. The project was relatively streamlined, much in part due to strong vendor engagement.

What do you dislike?

During deployment, there were delays loading the course content into the software. Ultimately the course upload process had to extend well into the first week of the initial launch. One of the lessons learned was to do more due diligence earlier in the project timeline (or for new content uploads in the future) to ensure formatting consistency/opportunities for file size compression, etc. were addressed prior to upload.

Recommendations to others considering the product:

Make sure the team of integrated stakeholders are engaged on the front end of the project, and most especially ensure that a HEALTHY estimate of required weekly resource allocation for all team members (vendors/FTE's etc.) are quantified and socialized across the organization early on. Consistent engagement for all stakeholders is critical for a successful implementation of this product, so there needs to be early buy-in on behalf of the team and stakeholders to minimize disruptions to the team rhythm if there are gaps in the resource allocation (impacting team collaboration).

What problems are you solving with the product? What benefits have you realized?

SuccessFactors LMS solved the core business challenge of needing a centralized Learning Management & Course Completion tracking system for several position types across the ecosystem (this particular client held hundreds of properties globally). Prior to the Success Factors LMS implementation, the training management, delivery, tracking and compliance elements of organizational training were segmented, inefficient, and very inconsistent due to the lack of a centralized system.

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U
Mid-Market
(201-500 employees)
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Verified Current User
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Business partner of the vendor or vendor's competitor, not included in G2 scores.

"Business Sap"

What do you like best?

It is a multifunctional work tool, from the point of view of human capital allows you to train the staff, evaluate it, qualify it, quantify it, it gives you statistics that allow you to make a valuation of each of them. It is also an application where they can choose what they want to do, from professional training to sharing with their peers or supervisors. This creates an environment of healthy competition and allows them to define aspects of their career and apply for other positions.

What do you dislike?

Although you can use it as an internal social network, it is not so accessible. That is, for not being a popular application to qualify as a social network, it could be internally among the people who use it. Sometimes companies hold back their employees from this and only use these tools for training. I'd say it's just a matter of focus.

Recommendations to others considering the product:

I would invite you to use this tool to optimize your processes, provide support to your employees, provide them with knowledge and learnings in a different way.

What problems are you solving with the product? What benefits have you realized?

I would not say what problems but the lack of knowledge of some, in this new era where everything is about innovation and every day there are more and more programs, tools and applications to manage our duties at work or the university we need to adapt quickly. For this reason I would say that this tool has allowed us to adapt, it has become much easier to learn, more didactic and much more effective since it can be perceived in the recipient of the information.

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Retail MerchandiseTrainer
Human Resources
Mid-Market
(201-500 employees)
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"The platform is ok"

What do you like best?

I like the SAP SuccessFactor because it not hard to enter associates information into the different areas. I also like it because I can retrieve it while am in another store to approve associate requests off. It was simple to train other managers on how to on board associates.

What do you dislike?

From the associate side, it not users friendly. It takes to long to get associate password change retrieved. The platform is confusing when you want to requesting certain things from your profile as associate. The moving from section to the next section can be hard to navigate. If associate s need to change email or personal information , it would be difficult to do so,

Recommendations to others considering the product:

As a USer this is great begining platform.

What problems are you solving with the product? What benefits have you realized?

A business problem solved is you have get to SAP from any computer when you go to other stores.

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Consultant
Management Consulting
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Business partner of the vendor or vendor's competitor, not included in G2 scores.

"SuccessFactors LMS - A Perfect Talent Management suit for complex business processes"

What do you like best?

Tile based learning for employees

Learning needs for job specific compliances

Centralized competencies library

Easy Integration with BizX suite

Better visibility over learner's compliance through Curricula (retraining)

Better flexibility of cross training using Programs

Great Adaptive learning features using Objective based pre-test and online training

Data Migration using Connectors

Online report designer

Classes

Costing and pricing

Assignment Profile

Approval process

domains and restriction

What do you dislike?

plateau report designer tool that is offline.

Recommendations to others considering the product:

My recommendation to others considering SAP SuccessFactors is to go for Hybrid Implementation before full cloud suite to understand its behavior better, than going for full cloud suite implementation with no prior idea.

What problems are you solving with the product? What benefits have you realized?

1. Competency based learning using Curriculum

2. Cross training for career development using Programs for National graduates who are new to operations unit

3. Visibility of entire divisions' compliance using curriculum dashboard

4. Retraining etc

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CM
Enterprise
(10,001+ employees)
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Business partner of the vendor or vendor's competitor, not included in G2 scores.

"Complete HR Suite"

What do you like best?

It comes with a package to satisfy all the business requirement, it comes with a standard set of a package. The software act as a method of integration to extract and incorporate the data with the different third-party system in the market. The integration is one of the interesting facts to consume SAP SuccessFactors

What do you dislike?

Super expensive on the licensing side, there is certain limitation around the system. Since SAP took over, customer service is weak. Often they are not very responsive. Price is on the higher side.

Recommendations to others considering the product:

Ease of use and configuration. Flexible option to perform upgrade in the system

What problems are you solving with the product? What benefits have you realized?

I was using the learning suite to satisfy the business needs and also work with a business with streamlining their requirement. The LMS comes out with a wide variety of options to handle the training needs and consider the employee growth.

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Associate Consultant - SAP HCM
Information Technology and Services
Mid-Market
(501-1000 employees)
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Verified Current User
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Business partner of the vendor or vendor's competitor, not included in G2 scores.

"One of the best cloud-based HR solution"

What do you like best?

SAP has always focused on coupling all different modules into a single suite and that is why they are popular. It is the same with SuccessFactors - a suite capable of handling all the major HR solutions starting from management of employee master data to performance reviews. SuccessFactors is huge with so many things combined to one single suite. The best thing would obviously be the integration of so many different things in a single suite.

What do you dislike?

Often the best part about a suite looks bad at times. Although it is vital, the suite is huge (as I said earlier) making it a bit complex at times. So it will take some time to understand all things which is carefully displayed based on role based permissions. Other than that, some custom developments are hard to beautify which I think SAP will take care in the upcomimg releases.

Recommendations to others considering the product:

There are a very few suites in the market for an overall integrated HR solutions. SuccessFactors by SAP is no doubt the best among them as it is very tightly coupled with all the necessary functionalities and many more to come.

What problems are you solving with the product? What benefits have you realized?

At present, I'm taking care of the Performance and Goals Management (PM GM). There are plenty of benefits to say the least. In PM GM, there is a lot of scope which includes streamlining the entire appraisal process. Custom categories, goal definition, group goals, cascading the employee goals to achieve the manager's goal, ratings, automated 360 reviews are some of the benefits that I can point out. There are a lot more though.

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U
Small-Business
(11-50 employees)
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"Using Successfactors allow our team to profile the main competencies of different teams."

What do you like best?

Implementing Successfactors and asking all employees to complete their profiles has allowed our team to create profiles of competencies of the teams around the world. By creating this, we are now able to understand what competencies are missing in some specific areas.

What do you dislike?

For all new employees we are demanding the completion of the full employee´s profile, however for old employees we are having some trouble making them to complete their profiles.

Recommendations to others considering the product:

To create a feature where we can delegate the completion of the profile to old employees.

What problems are you solving with the product? What benefits have you realized?

The recent use of SuccessFactors by SAP in our company has helped to understand and map lots of personnel information across different teams and countries. Using Successfactors allow our team to profile the main competencies of the teams.

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Project Analyst
Hospital & Health Care
Enterprise
(10,001+ employees)
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"Excellent Potential"

What do you like best?

We are still in the early adoption stage of this program. I believe my frustration is likely at the internal powers that be vs the program. I am anxiously awaiting the reporting functionality to be fully released by my organization. I believe that is where I will see the most useful change specific to my job role.

What do you dislike?

Ugggg, the job requisitions dashboard is great....... until you try to quickly see where the candidate is in the process. That is many clicks of frustration, but the reward is great and useful information. Nice on a small scale, terrible on a large scale.

Recommendations to others considering the product:

I'm still evaluating.

What problems are you solving with the product? What benefits have you realized?

This remains to be see as we are in the early adoption faze.

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A
Mid-Market
(51-200 employees)
Validated Reviewer
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"Expensive but extensive program"

What do you like best?

The program has a lot of features and capabilities that gives you a lot of information. It had platforms that can make your job in the HR department so much easier. We currently use the Recruiting and Learning Management System modules. And recently the Performance Management module.

What do you dislike?

So far everything is ok and running smoothly, the only drawback is the pricing. Since it is such a sophisticated system, it can be pricey.

Recommendations to others considering the product:

Costly but worth it if you have a high volume of positions to fill and you need help in manging all the candidates applying to those vacancies.

What problems are you solving with the product? What benefits have you realized?

We currently use SuccessFactors for recruiting and training. The recruiting platform is great. Simple and smooth flow with the applicants and interview process. The Learning Management System is complicated in the creating of the training material (creating the training video and tests or at least the uploading). The administration, assigning of trainings, and reports are quite simple.

Our company is currently starting to utilize the Performance Management platform.

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UC
Enterprise
(10,001+ employees)
Validated Reviewer
Verified Current User
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"Not the best, but not the worst"

What do you like best?

I like that SuccessFactors is fairly simple to use. It is an online platform that allows multiple users to control requisitions and get updates on the process.

What do you dislike?

It is not very intuitive. For example, if you are searching for a candidate, you cannot hit enter you must click search. If you hit the back button, it makes you start all over again. I wish we could've chosen a different platform. It is terrible that a manager cannot move the candidate forward in the process. There is no integrated CRM tool that makes tracking the status easy. It is clunky and not very user friendly.

Recommendations to others considering the product:

Don't do it. The price is great, but remember that you get what you pay for.

What problems are you solving with the product? What benefits have you realized?

We were trying to upgrade from an outdated system. It is nice to be able to have all of our requisitions in one place and it makes it easier to see what is going on.

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UE
Enterprise
(5001-10,000 employees)
Validated Reviewer
Verified Current User
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"Great Experience with SAP SuccessFactors"

What do you like best?

Ease of use. Single sign-on for our organization. Lots of options and integration. I also like the ability to view jobs easily. As employees, we can log in at any time and view all of the available hourly and salaried positions throughout the entire company. There are many features involved in the employee experience. I can view reports that are specific to my position, apply for other jobs and even express interest in new opportunities. One thing that is really neat with the way our company uses SAP SuccessFactors is the ability to use one's profile to gain access to new teams or opportunities to work on special projects. By entering our specific skills and providing information about things in which we're interested, some leaders may use the information to contact us about these opportunities.

What do you dislike?

To be honest, I really don't like the LMS. Compared to other learning tools, it can seem outdated or stilted at times. I do, however, like the notifications that I receive when a new learning assignment is available for completion. This allows me to log in and take the course without much delay.

What problems are you solving with the product? What benefits have you realized?

Employee learning through LMS. Employee profiles to list experience and career goals. In my role, I find that it makes me more connected to others in the company. I can see other employees' profiles, and I use the built-in company directory quite often. I know that we have also used this software solve a number of other issues related to employee on-boarding, job postings, succession planning, training, compensation tracking and more.

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Account Manager
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"SAP user"

What do you like best?

Compatible with several platforms I used internally and easy to connect them. Also liked that my team was able to share a master login which reduced the cost of membership. Also used the analytics feature, which contained every metric I needed.

What do you dislike?

UI seems outdated. Would like for UI to be more user friendly, less redundant features and cleaner. Would like for more tutorials to be available for internal and independent training. Would be useful to be able to create running reports that can be used by several subscribes.

Recommendations to others considering the product:

Works well for small to large companies

What problems are you solving with the product? What benefits have you realized?

Verifying client payment, Verifying invoice dates, Assigning tasks to team members, Creating reminders for tasks. Tracking internal OKRs. Mobile App is a big plus as well.

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UH
Enterprise
(10,001+ employees)
Validated Reviewer
Verified Current User
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"SuccessFactors review"

What do you like best?

Easy to use, easy to submit applications, but difficult to see applied jobs easily

What do you dislike?

-When you apply for a job, you cannot go back and see that job description for some reason

-Very sensitive search fields

-I wish I could see new jobs only (excluding any I have already applied for)

-Employee review feature sometimes has issues where manager thinks they sent the review to the employee or visa versa and no one has it in their queue

-wish I could search within "applied jobs" to see status on my applications more easily than just going through the list alphabetically (chronologically would be better)

What problems are you solving with the product? What benefits have you realized?

Helps for applying to jobs and completing annual reviews for employees

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UI
Enterprise
(10,001+ employees)
Validated Reviewer
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"SAP SuccessFactors Review"

What do you like best?

I like that I'm able to track my performance reviews as they are being completed and compare how I am performing to my peers. I also love that I'm able to create goals and checkpoints for myself and my career trajectory.

What do you dislike?

I don't like that it is often very convoluted to get the page that displays all unanswered performance reviews. There are many steps to get there that are not super clear.

Recommendations to others considering the product:

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What problems are you solving with the product? What benefits have you realized?

I use SAP SucessFactors to send performance review requests, review myself, and set goals for myself. I have realized that I can use the tool to help myself become a more forward thinker in terms of advocating for my career.

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Recruiting Senior Consultant- Corporate Hiring
Insurance
Enterprise
(10,001+ employees)
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"Very Slow "

What do you like best?

Honestly, this is the worst ATS u have ever used.

What do you dislike?

We have had Success Factors for 2 years and they still haven't fixed the many issues- where to begin? EXTREME latency when loading pages, resume viewer only supports certain formats of resumes so a large portion of resumes come up in symbols that are not legible. Application time out errors often. The landing page for recruiters is customizable but is lacking a lot of relevant categorizes (such as pay band). You cannot sort candidates by location or highest level of completed education. The list goes on.

Recommendations to others considering the product:

Do not use

What problems are you solving with the product? What benefits have you realized?

NA

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"Great learning tool "

What do you like best?

I like the organized tables and charts which allows you to quickly see what is outstanding. It contains a resourceful search engine feature. You can customize the home page. I like the complete work report available to view.

What do you dislike?

Assignments that do not have a due date do not generate any reminders

Recommendations to others considering the product:

Great tool for onboarding ! It sends constant gentle reminders of pending training and It alerts you when you have expired trainings. Homepage consist of to do list along with an easy to under stand pie graph. Easy to assign trainings and add due dates. Search engine contains sufficient feedback when searching a term.

What problems are you solving with the product? What benefits have you realized?

Trainings , some benefits is that it lets you ensure that you are up to speed with proper training needed by your position. I like the benefit that it lets you self assign courses as well.

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UH
Enterprise
(1001-5000 employees)
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"Easy Use - Friendly Interface"

What do you like best?

I like that its a center among all HR questions, and benefit options. In some cases, it's more focused per department. Currently the main reason to use Success Factors is to guide us (as employees) through our goals processes per year. It's easy to find, and somewhat easy to use.

What do you dislike?

I dislike that no edits can be made using any of the 'to do' options, or any online course system/program. It's a juggle of impatience and slow performance.

Recommendations to others considering the product:

I think the site/program is pretty self explanatory. Depending on the type of access you have, the ability to use and have any saved training to be able to complete at your own leisure time is really really the best part. Otherwise, usability is simple and to the point.

What problems are you solving with the product? What benefits have you realized?

HR issues/questions. The current platform I use this for is to manage my incentive goals per my department requests. It's also nice, to be able to watch the company's mandated training and videos. I like the fact that its easy to be able to call in/take a test from a different place. The convenience of having a system like this integrated for employees is just so easy.

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Enterprise
(5001-10,000 employees)
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"It could be better"

What do you like best?

Success Factors is very helpful at organizing training requirements at work. It allows users to easily remain up to date with training and observe achievements and goals. We are also able to look up employees in any department, which is helpful at such a large organization.

What do you dislike?

Lately, due to programming issues, there have been reoccurring issues with listed training that will not show as completed when our HR department marks it as completed. It creates confusion for many employees because these training listings will then become late when they have already been completed. It red flags employees when it is not necessary.

Recommendations to others considering the product:

Keep an eye on recurring issues that may be caused by programming errors. Call customer support when there are issues. They do a great job of resolving issues.

What problems are you solving with the product? What benefits have you realized?

Success Factors is really great at performance management. It allows performance stats for each employee to be completed electronically, reducing paper waste and allowing managers and HR to view everything conveniently.

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AA
Enterprise
(10,001+ employees)
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"The 21st Century of Talent Management "

What do you like best?

Ease of creating profiles and reviewing the organization chart. I love that I can look anyone in my organization and we have over 50k employees!

What do you dislike?

The reporting feature could use some work. When trying to run reports you cannot go in and select what data you would like to see, if you can it gives you a million fields to sort. For example, when trying to run a report to make sure employee profiles were populated 100% there was no easy way to find this information.

Recommendations to others considering the product:

You won’t regret it!

What problems are you solving with the product? What benefits have you realized?

We had no visibility to other talent outside of our location. This has helped us review other prospect candidates regionally for open positions.

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Procurment Specialist
Hospital & Health Care
Mid-Market
(51-200 employees)
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"A better way to get management involved with their staff. And to help better position employees"

What do you like best?

we are able to hold management countable for their employees needs. this allows them to better understand what training and extra help can be provided to their employees.

What do you dislike?

there needs to be a better automatic notification system to alert management of tasks due. There also need to be a better way of presenting management from giving everyone the same score, and moving on

Recommendations to others considering the product:

Its a great way to get your institution in line or on the same page. I was never able to use my managers inability to manage in my favor. Unti success factors it has always been their word against mine, with no true directional path.

What problems are you solving with the product? What benefits have you realized?

We are working to solve turn over rates, as well as issues with not just employees but management as well. We are also keeping dates and timelines accountable for both staff and management.