SAP SuccessFactors HCM

What I appreciate most about SuccessFactors is the exceptional support provided by our Customer Success Partner. She is outstanding in her role, consistently working closely with our team to educate us on best practices, guide us to valuable resources, and connect us with subject matter experts whenever we face challenges or knowledge gaps. Her proactive and collaborative approach has been instrumental in maximizing the value we get from the product.

The flexibility to be able to program to our business needs.

Integration capabilities - this product makes a lot of sense if your ERP is SAP and you previously used SAP HCM. Ease of use - Minimal training requirements / Modern User Interface / Intuitive standard capabilities. Partner selection - As an enterprise solution you will find hundreds of potential implementation partners across all regions. Product roadmap looks promising.

One area of concern is the freedom to make decisions that have long-term negative impacts. Additional guardrails to limit potential issues could be beneficial. In our case, Employee Central was not the first (or second) module implemented which resulted in some suboptimal configuration decisions that were made for the early modules that continue to pose challenges. Additionally, we made some decisions because our legacy SAP system remains in place for the broader company, which creates ongoing difficulties and limits full alignment within the ecosystem.

Technical support seems to focus more on KPI's time to close tickets versus helping the customer resolve their issue.

Employee Central Module: - Cross-portlet information transfer does not exist out of the box (e.g. If I need certain data for personal and compensation information, it needs to be maintained twice). This can result in data inconsistencies. - While Custom MDFs allow you to add your own processes such as grievance and disciplinary, there is a limit to what you can do, especially in regard to workflows. - If you do not plan to implement all SAP SF modules at once, you will face a number of limitations, especially in areas of Comp & Ben and Time Management. Onboarding Module: - Onboarding 2.0 is not recommended at all. While the limitations on the onboarding side are manageable, the offboarding part has gaps in basic requirements (e.g. there are no workflow capabilities at all). If you have a comprehensive End of Employment process where clearance is required from different departments, you will face significant challenges. - As a learning: Do not implement Onboarding without Recruiting. Be aware of your Recruiting solution. Best Recruiting Solutions have Onboarding capabilities which can be (if required) directly integrated into Employee Central.