• Write a Review
  • I use this
  • Claim this Page
SuccessFactors

SuccessFactors

86 ratings
3.4 out of 5 stars
606.810
Request a Demo
SuccessFactors helps organizations align strategy with objectives & manage people performance to ensure execution & results. Execution is the difference.
Write a Review

SuccessFactors Reviews (60 reviews)

  • The compensation module is excellent. Employee Central is also quite good.Read More
    0 fl6whr67t78bgzoo7pcvhm97tulo0zxodz 9hz5oyoavhpee b95q4ar7t5zyxy6atxbf0ro85ab
    James M.
    Administrator in Pharmaceuticals
  • Our HR systems person referred to this tool as "SucksFactors" during onboarding. I think that says it all...frequent crashes, poor purposeless UI, and very difficult...Read More
    0  pfwv1v52kl377lp 4cba3i52nl3edvrbocfyq7kdcy8fgcrupzdtnrke80ydgqarpuht3zxh1mhdwsku7ov fmh51mtdwppu7oej6ulm udixe8coyxmtcqlqnl8wxd 2m5y4vl77q
    Mark M.
    User in Information Technology and Services
G2 Crowd User: Jim S.
0
Helpful
0 of 0 found this helpful.
Reviewed On
Validated Review
Verified Current User

Solid performance with a variety of customization options.

What do you like best?

It's tough to narrow this down... As simple as it sounds, Single Sign On was a huge thing for achieving adoption at our company because it made it easy for our users and less like some special chore. They could just click the link on our company intranet page and they were there - no different than if they were checking the food option in the cafeteria that day. So that was huge.

But other things I like is the a la carte, modular nature of the product. We begin our implementation with Goals, Performance, and Recruiting. We've both grown our platform and continued to tweak the design of each of those modules as we've learned more about our processes and the software. The ability for admins to make changes through the SuccessFactory tool is great as well.

What do you dislike?

The project implementers aren't always great at telling you what you shouldn't do. You can customize and jury rig lots of elements of the software to make it do almost anything or fit any process flow that you might want. But sometimes that makes it clunky, unwieldy, and really just difficult for your users. You'd be much better off altering your process to conform to the standard SuccessFactors setup in these cases than trying really hard to make the software fit your process. We had several cases where our person implementing our new module would say "sure we can do that" when they should have said "we can do that....but we should probably do this instead."

Recommendations to others considering the product

It's a really good product. Get advice on best practices for both your process flow and SuccessFactors implementation. Learn from other users. Get executive support. Make really good training. Do these things and you'll have a successful launch.

What business problems are you solving? What benefits have you realized?

When our company engaged with SuccessFactors we didn't even have performance reviews, let alone a system for capturing them. We've totally changed the culture in terms of encouraging discussions about performance, setting goals, and pursuing personal learning and development.

Was this helpful?
G2 Crowd User: Justin K.
0
Helpful
0 of 0 found this helpful.
Updated On
Validated Review
Verified Current User

Solid software that continues to improve each year.

What do you like best?

SuccessFactors offers a wide variety of products covering the entire full talent suite including L&D, succession, recruiting, and performance management software. Having a "one-stop-shop" for all of our talent management needs was a major factor in our software choice. This not only provides a better user experience for our employees, but consolidates our data into one place.

Also, the software is highly configurable. While this varies by module, there is typically a lot room to configure both the functionality and aesthetics of the software.

What do you dislike?

Some of the products were purchased later on and "bolted" to the existing software. Unfortunately, these pieces can end up not meshing well with the existing system. They sometimes require separate log-ins, additional uploads/permission/management, and separate reporting. There hasn't been much of an effort by SuccessFactors to better align these products so that there is a fluid transition between modules.

Parts of the software are dated. They either lack functionality that most systems have today or simply look like older technology. The v12 update was a huge improvement but is only available for some modules.

Much of the software feels like it was "designed" by programmers. The user interface is not the most intuitive and can be confusing for non tech-savvy users. Even more astute users struggle with over-complicated processes and layouts.

Recommendations to others considering the product

Try to map out exactly what you'd like to accomplish with the software. This will identify potential issues or software deficiencies early on in your evaluation. While SuccessFactors will help guide your process creation during scoping and implementation, you need to know up front if key elements can be included in the process or that specific results can be achieved.

Also, talk to other customers with similar needs/processes to see how well the system supports them. That way, you get more of an apples to apples comparison.

What business problems are you solving? What benefits have you realized?

We were able to implement formalized recruiting, performance management, and succession programs for the first time in our company's history.

Was this helpful?
G2 Crowd User: Suzann B.
0
Helpful
0 of 0 found this helpful.
Reviewed On
Validated Review
Verified Current User

SuccessFactors BizX - Moderate Fan

What do you like best?

- The implementation consultants are top-notch.

- Ease of use for both administrators and users.

- Clean, professional look and feel (you can tell it is not lipstick on a pig).

- Language Pack - we purchased the Russian Language Pack since 75% of our employee population is in the Russian Federation.

What do you dislike?

- The handoff from implementation to support is terrible. The support team has no access to the implementation consultants, resulting in excessive amount of time to resolve simple support issues. Routine, recurring requests take up to three (3) weeks to resolve. Rarely do I work with the same support resource, which means I have to start at Square One every time I submit a support case.

- Not all modules are fully integrated with the BizX suite, although we were led to believe all modules are fully integrated. While the Compensation module is robust and feature-rich, it is a challenge to integrate with the Employee Central module. Same goes with the Recruiting Module.

- SuccessFactors does not provide a fully functioning TEST instance. The TEST instance was used to implement the modules. However, the TEST instance is not refreshed on a regular basis. Each time we need our TEST instance refreshed, it costs $5,000. When creating new permission roles in our TEST instance,...

What business problems are you solving? What benefits have you realized?

- The company has over 1,000 employees worldwide. Before SuccessFactors was implemented, weekly headcount reporting was done using five (5) Excel spreadsheets, prepared by an HR user in each of our five (5) regions around the world. The weekly headcount report took 1 ½ days to prepare and validate.

- With SuccessFactors, the weekly headcount report takes less than 1 hour to prepare and validate.

- Global employee data is up to date and accurate.

- Employees worldwide now use one system for Performance Review, Annual and Quarterly Goal setting, viewing organization charts and their own personal and employment information.

- SuccessFactors is our single version of truth related to global employee information. It is a valuable tool for both HR and Finance.

Was this helpful?
G2 Crowd User: James M.
0
Helpful
0 of 0 found this helpful.
Reviewed On
Validated Review
Verified Current User

6 years of experience working with SuccessFactors

What do you like best?

The compensation module is excellent. Employee Central is also quite good.

What do you dislike?

The move to V12 for PM forms leaves the customer with limited configuration choices and the administration tools are not yet up to the functionality that customers get using SuccessFactory and the v11 forms. Also when running Employee Central, the integration with Compensation is not as good as it should be. Customers using data files for uploading the Comp forms have more configuration choices.

Recommendations to others considering the product

Be very critical if the reporting solutions offered. Even with advanced reporting and Boomi, the here are significant limitations.

What business problems are you solving? What benefits have you realized?

I have solved numerous business process problems by automating with SuccessFactors. I have also used the PM module and routemap functionality to automate other general HR process not tied to Performance or Compensation planning. Ex: Created electronic versions of an Employee Change Form and used the system to route them to approvers.

Was this helpful?
G2 Crowd User: Susan Z.
0
Helpful
0 of 0 found this helpful.
Reviewed On
Validated Review

Intuitive user interface but admin side and implementation need a lot of improvement

What do you like best?

In general the user interface of Success Factor systems are very intuitive and user friendly. Especially the performance management, succession planning, and talent calibration modules. Their LMS is the pearl on the crown, it is a great platform to host all types of trainings and makes training management a lot more efficient and effective.

What do you dislike?

The admin side of the system is often cumbersome. Unless you are processing the system on a daily basis, you will have to have the admin workbook or admin manual right next to you and follow it step by step in order to get something done, because the process procedures are often not as friendly as the user interface.

I completed the LMS implementation one year ago, and now I am taking the lead to implement their onboarding module. I have to say that the implementation is a painful process. SF always ask us to use other implementation consultant to help with the implementation, however partly because the onboarding module is not 100% ready yet (in my view), and partly because the communication gap between the consultant and SF, the integration of onboarding with recruiting and the core system, has not been successful after 3 months.

Recommendations to others considering the product

I want to use this metaphor: the baby is beautiful, however the delivery of the baby is super painful and needs a lot of skills to take care of the baby.

What business problems are you solving? What benefits have you realized?

Busienss objective - an integral HRIS to host all human capital management elements and HR service activities.

Benefits - HR process efficiency and effectiveness

Was this helpful?

Tags

* We monitor all SuccessFactors reviews to prevent fraudulent reviews and keep review quality high. We do not post reviews by company employees or direct competitors. Validated reviews require the user to submit a screenshot of the product containing their user ID, in order to verify a user is an actual user of the product.
Would you like to receive more information about SuccessFactors?