SAP SuccessFactors business software provides organizations with an integrated suite of features to manage their workforce. The solution offers tools for both enterprise organizations and small businesses. It's cloud-based, so the product is mobile, giving users access to their account to view recruiting data, project updates and more.
Core HR, payroll, applicant tracking, on-boarding, learning management, performance review, goal management, and compensation management are all available in the SAP SuccessFactors suite.
SAP SuccessFactors Learning, combines social learning, learning analysis and content management as part of the learning management module. One feature, SAP SuccessFactors iContent, or “content-as-a-service," allows companies to manage digital learning materials, including course materials, training videos and presentations. It also comes with the Jam social collaboration tool built in. With Jam, employees can create training materials, record videos, and share content, ideas, or discussion topics throughout the organization.
SAP SuccessFactors can be implemented in a number of industries - healthcare, retail, manufacturing, nonprofits and more.
Mohammad K. Specializzazione: Moda e articoli di abbigliamento Numero di dipendenti: 1.001-5.000 dipendenti
The main focus of SAP HCM is employee administration: which gives basic, personnel-related data, and leverages a centralized database that enables employees and management to access up-to-date, consistent information that supports HR- and business-related decisions.
Global employee management allows to supports processes involved in international employee relocation, including planning and preparation of global assignments to personnel administration and payroll for global employees managements.
Perfect Payroll and legal reporting which allows for large multi-regional countries payroll handling and support for legal regulations compliance with regulatory and reporting requirements.
Manager Self-Service (MSS) which provides managers with the information and application access for employee development, compensation planning (and approval), and budgeting.
Employee Self-Service (ESS) which provides employees (even if deployed globally) with the information, access, and tools to autonomously manage their own important life and work events.
Shared-Service Framework which is a multifunctional framework that allows for the same architecture to be deployed in support of HR, finance, IT, service center operations, and other business functions.
Talent management analytics: which allows for employee skill/qualification analysis; recruiting process evaluation; learning program effectiveness measures; succession program assessment; cost-benefit analyses of employee compensation programs.
Training and SOX deployment is bit difficult
Omar M. Specializzazione: Amministrazione pubblica Numero di dipendenti: 10.001+ dipendenti
Its been difficult implementing the system. Lots of challenges. However, the product is in the beginning stages and has lots of room to grow. I see the potential.
I like that it is a applicant tracking system that can pull various reports. If you ask it, it will deliver an excel report.
For larger companies, it is quite difficult to maintain the permissions list of who has acces to what. There are some users that have special roles and you need to maintain that user list everytime someone leaves or comes new to the org.
The system is locked down. you only have a set amount of user fields (I beleive 7 slots), to populate user names on job requisitions.
Rynardt N. Specializzazione: Servizi e tecnologie dell'informazione Numero di dipendenti: 201-500 dipendenti
Overall usability and end user experience makes this a great solution. Because it's a Cloud based solution it also allows end users to transact anytime and everywhere.
The ease of change management to move over from legacy solutions to a Cloud Based solution that SuccessFactors provides end users.
The lack of a robust payroll solution. Currently end users decides to rather keep their payroll solution in SAP ECC or other software.
Kornelia G. Specializzazione: Produzione di alimenti Numero di dipendenti: 10.001+ dipendenti
We implemented this software 2 years ago and I cannot imagine working with sap on premise any more. It"s fun!
The Software is very easy to use. You can customize it to your intern HR prozesses. It make HR administration so much more fun - its modern, uncomplicated and user friedly.
The design of the perfomance form could be better.
Inayat M. Specializzazione: Industria alberghiera
Plan, develop and implement strategy for HR management and development (including recruitment and selection policy/practices, discipline, grievance, counseling, pay and conditions, contracts, training and development, moral and motivation, culture and attitude development, performance appraisal and quality management issues)
? Ensuring compliance of SOPs and company policies.
? Responsible to introduce new HR initiatives viz. linking pay to performance, reward and recognition policy etc.
? Maintain awareness and knowledge of latest HR development theory and methods and provide suitable interpretation to Management.
? Contribute to the evaluation and development of HR strategy and performance in co-operation with the executive team.
? Ensure activities meet with and integrate with organizational requirement for quality management, health and safety, legal requirement, environmental policies and general duty of care.
? Develop and Maintain healthy relation with Govt. and Non Govt. Organizations for better and fast functioning of organization.
? Plan for employee's performance appraisal; develop tools for appraisal, job evaluation and development.
? Be a point of contact for all Line Manager/Candidate Queries.
? Maintaining the entire MIS of the employees engaged at resort