SuccessFactors - 2017 Experts Review

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SuccessFactors

80 reviews

Start up, Small business, Medium business, Large business

SuccessFactors provides a human capital management solution that includes applicant tracking and recruitment, onboarding and learning management, talent management, succession planning, and performance manageme

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Overview of SuccessFactors Updated: Sep 15, 2017

SuccessFactors Overview
SuccessFactors provides a human capital management solution that includes applicant tracking and recruitment, onboarding and learning management, talent management, succession planning, and performance management.

SuccessFactors is a SAP Company focused on providing software that delivers business strategy alignment, improves resource productivity and optimizes workforces for revenue enhancement. The company provides its solutions globally and it has a partner network that supports product implementation and support to customers.

SuccessFactors Average Rating -
The average rating of SuccessFactors is 4 stars. The rating is based on 80 aggregated online reviews.

SuccessFactors Typical Customers
SuccessFactors is a cross industry system which supports scalability for all business sizes by offering three different software suits: Small Business for less than 200 employees, SMEs with 200-1500 employees, and Enterprise companies with larger employee bases. Additionally, a trial version is offered for small businesses for minimizing investment risk by ensuring that the solution meets their requirements befor ecommitting to it.

SuccessFactors is offered as a cloud based solution with a SaaS delivery model, which means minimal technology investment and no software maintenance. This is beneficial for companies looking for a cost effective solution with investment tied to utilization, rapid deployment, and third party software integration through its SuccessCloud module.

Finally, SuccessFactors is a division of SAP which offers customers access to the market leader in enterprise application software as well as its end-to-end business integration suite of tools.

Customers of Successfactors include AMD, ATOS, NASA, Amway, Kawasaki, Hilton Worldwide, Mandarin Oriental Hotel Group and New York Life.

SuccessFactors Features
SuccessFactors includes an Employee Central module that incorporates all key employee, organizational and talent information into one central repository with integration to a fully fledged Payroll module. There is also a Talent Management module that covers recruitment, onboarding, performance management, compensation, succession and development planning, and learning for skill and competency training. The Workforce Planning module allows employee readiness reviews, resource forecasting, risk management, and benchmarking for optimizing resource utilization.

Successfactors allows social collaboration, content and knowledge sharing with video support through the SAP Jam platform. There are also built-in Data Analytics that support strategic HR policy development and provide the HR department with key insights regarding employee productivity, compensation requirements, and competency deficiencies. Successfactors is mobile access ready for easy remote review and update.

Another key area that SuccessFactors helps companies with is with its focus on Return on Execution which is concerned with Business alignment and People performance. In this way the product is designed to help companies achieve tangible measures of success that include improved cost savings from decreased turnover & increased recruitment, better strategic alignment by clearer focus on strategic priorities & communications, increased productivity & higher project completion rates, and finally better business results through higher profits.

SuccessFactors 5 Pros
  • SuccessFactors helps customers focus on Return on Execution (ROX) rather than Return on Investment (ROI)
  • SuccessFactors offers three versions scaled for the requirements of small, mid range and enterprise customers
  • A cloud based solution with minimal technology investment and no software maintenance
  • Social collaboration features are included
  • Easy integration with third party applications

SuccessFactors 2 Cons
  • SuccessFactors offers a free trial only for its small business product which caters to less than 200 employees
  • On-premise deployment is not available

SuccessFactors Alternatives
The main competitors for Successfactors are Nortek Solutions and Kronos Workforce Ready.

Nortek Solutions supports core HR requirements which include governance & compliance with policies that include risk management for employees. There is a talent management module that handles recruitment, training, performance management and career growth along with workforce management to handle time & attendance as well as leave & expense management. The product also supports payroll, benefits, labor agreements, grievance forums as well as comprehensive health & safety programs for employees.

Successfactors in comparison is another HR solution that is part of the SAP application portfolio and is focused on SMBs. It includes employee management & payroll, recruitment & onboarding, as well as talent management. Additionally the product is built on the SAP JAM social collaboration platform to improve employee engagement, and includes both workforce planning and analytics to manage a variety of HR indicators & reporting requirements.

Kronos Workforce Ready on the other hand is a cloud based SMB solution. Its features include human resources & payroll, time & leave management as well as tax compliance integration. Additionally the product is accessible via mobile devices, includes business analytic tools, and has a marketplace wherein third party solutions are available which can be integrated with the product. Finally it is modular so companies can choose the functionality they require to meet their business needs.

Successfactors however is more focused on achievement of strategic objectives and workforce optimization through its return on execution indicators. This is focused on ensuring cost savings & improved productivity through better alignment of employees with business goals.

SuccessFactors Pricing Information
The price is available by request, based on the deployment option

25 MUST Ask Questions Before Selecting Human Resources Software

The prime purpose behind investing in the software solution is to boost efficiency and growth. Ask the software vendor (SuccessFactors Ltd.) how their business app would improve efficiency of your enterprise.
Software vendors have tremendous exposure to different companies. They offer the same type of software to different industries, so they are better aware of who is doing what with their technological product. This also helps them understand and foresee what’s really working. Allow them to share their observations so that you get an ideas about their experience, expertise, and intelligence. This will also be an opportunity to identify the service providers who come up with the most insightful suggestions.
Perhaps your business is growing and will expand in the future. So you would be interested to know if the software is scalable and can grow with you. It’s no use investing in a solution that can be scaled.
Each business has different needs. Yours is no different. When it comes to selecting a software solution, you are looking for a tool that can be easily customized and configured to cater to your specific business needs. So you want to understand if the software you want to buy is easy to customize.
Such a community forum is the best way to engage users. Getting access to software forums can help new or proposed users connect with product experts through peer-to-peer discussions.
The software vendor should answer how their business software will improve your bottom line and ROI.Most service providers make tall claims, so you want to make sure you get your hands on the best solution.
Before choosing a business app, you want to understand that the implementation would be smooth. So you should be interested to find out about the person responsible for handling the implementation process. Do not hesitate to ask about their qualifications..
A good software vendor should be able to show you a positive track record with their implementation strategy.Try to find out if their method is structured. Your purpose should be to look for one that is structured and flexible to adapt to unexpected situations
The software vendor should give you a structured data conversion methodology that will enable smooth migration of your information to the new system.
A growing business is always in need for expansion and integration with thrid-party apps is a part of the growth model. When it comes to choosing software, make sure the business app provides an application programming interface for easy integration.
Ask the software product vendor if the tool will allow you to export data to an external file or import data from external sources.
Ask the software vendor (SuccessFactors Ltd.) if the software package includes consulting hours. Do not hesitate to ask if there are any hidden charges involved.
You do not want to be caught unawares when a software vendor sends a technician to resolve an issue that may crop up due to varied reasons. You want to make sure the charges are reasonable. Better still, you should be aware of what needs to be paid to the technician sent by the vendor to fix a problem.
You do not want to fall in love with the front end unless you are 100% sure that the software is compatible with your existing system. Ask the software vendor is you need any specific hardware to install the software. Will the business application run on your existing workstations. How much space will the software take on the disk drive? Is there a need for RAM upgrade to successfully run the software for optimum performance?
You should enquire about the cost of having more than one terminal in your store. While some software vendors charge on the basis of the number of store locations, others charge per terminal.
When you are looking for a software solution, make sure you know if the vendor charges any fee to get you started. You should also be interested to know if there are any software maintenance charges for you to pay.
Your business is accountable to customers, regulators, employees, and partners. So you should look for one software vendor who has adopted a comprehensive, technically sound security and compliance program. Does the vendor map your needs for security controls?
Data loss can prove extremely risky for any business. So you should always ask the vendor about their backup policy. How often is data backed up and what is the cost for the same?
What is the software vendor's policy on disaster recovery? Are any charges involved for disaster recovery support if a catastrophic hardware failure affects your system?
How easy is the software to work on? Is it user friendly for your end users? Does it involve any complexities that are difficult to understand for the team? Even a feature-rich solution is of no use if end users find it difficult to use.
The software provider should clearly mention whether the solution is complex or simple to use. If it is not an easy-to-use software solution, then do they provide training? What is the level of training your team requires to make the most of the solution?
You will be interested to know about the software updates. When is it updated? Does the service provider notify customers when the upgrades are scheduled? Does the software work when the upgrades are under way? How long does the process take?
You should be interested to enquire about how an issue is handled at the side of the software vendor. Do not hesitate to question about who will respond to your emergency calls. What is their experience in software industry?
If the software vendor is widely popular, chances are that they have a good product. So always check their client base to measure their product's competence in the market.
Testing is crucial to ensuring that the software runs as promised. So you should try to find out if the vendor offers any free trial runs or try before you buy the product. By testing the concept first, it gets easier to understand the software product's functionality and allay fears before signing a contract.

SuccessFactors Pricing


SuccessFactors Categories


Specifications

Company:
Address: USA
Customers: Start up, Small business, Medium business, Large business
Business Area: Cross Business Areas
Platforms: Desktop
Operating Systems: Mac OS, Windows, Linux

Video


SuccessFactors Features

SuccessFactors - 10 Alternatives

The main competitors for Successfactors are Nortek Solutions and Kronos Workforce Ready.

Nortek Solutions supports core HR requirements which include governance & compliance with policies that include risk management for employees. There is a talent management module that handles recruitment, training, performance management and career growth along with workforce management to handle time & attendance as well as leave & expense management. The product also supports payroll, benefits, labor agreements, grievance forums as well as comprehensive health & safety programs for employees.

Successfactors in comparison is another HR solution that is part of the SAP application portfolio and is focused on SMBs. It includes employee management & payroll, recruitment & onboarding, as well as talent management. Additionally the product is built on the SAP JAM social collaboration platform to improve employee engagement, and includes both workforce planning and analytics to manage a variety of HR indicators & reporting requirements.

Kronos Workforce Ready on the other hand is a cloud based SMB solution. Its features include human resources & payroll, time & leave management as well as tax compliance integration. Additionally the product is accessible via mobile devices, includes business analytic tools, and has a marketplace wherein third party solutions are available which can be integrated with the product. Finally it is modular so companies can choose the functionality they require to meet their business needs.

Successfactors however is more focused on achievement of strategic objectives and workforce optimization through its return on execution indicators. This is focused on ensuring cost savings & improved productivity through better alignment of employees with business goals.

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SuccessFactors User Reviews


SuccessFactors News (2016)


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A buyer's Guide to Human Resources Solutions

HR Software Buyer’s Guide
 
People, human capital, human resource, workforce, manpower, employee, and so on and so forth; these terms are not new to you and you also know that managing them is every business owner’s priority. It’s maybe not the top priority but with the growing demand for reliable, efficient, and “humane” systems that could unify and strengthen people in every business organization, business owners should move one step forward in caring more about them (us). It is called Human Resources Management System (HRMS). It’s been there for more than a decade and its role is to merge human resource activities and processes with information technology. This computing machine was not developed to replace our HR department. Instead, it helps our HR people to value more “human capital” by bringing a higher standard of accuracy in recording the every data they contribute for the betterment of business.
 
Software as a Service (SaaS), client-server, system in the cloud; these are your choices when it comes to running your HRMS. Invite your HR managers for a strategic planning session and help them understand more HRMS. Share with them this Buyer’s Guide which we from ITQlick.com have prepared for you. It’s definitely worth it to buy a HR software solution where every single employee inside your company can benefit from.
 
Types
If you’re in a large enterprise, with branches operating local and international, you probably know what these below groupings mean.
 
Core HR
Benefits and Administration
Personnel Tracking
Payroll
Document Management
 
Workforce Management
Time and Attendance
Employee Scheduling
 
Strategic HR
Applicant Recruitment and Tracking
Performance Review
Learning Management
 
HR software applications are based on these functional areas of the department. These are also the types of solutions that your HR team should carefully review on the HRMS that you are about to invest on. HRMS has all the equivalent modules for these functional areas in place. In addition, higher level of integration and synchronization of data makes this system a lot easier to administer.
 
 
Features
Knowing the available types of HR management solutions also serves as an assessment of where your business is and how it performs in regard to human capital aspect. As an investor of human resources, you want an HRMS that is fool-proof, easy to use, and of course, has the ability to bring your company to success – taking into account of course the contributions of your highly productive people. In light of this, HRMS should have the following features that you and your HR team should carefully verify.
 
Fundamental Features
  • Tracks employee attendance
  • Makes the payroll process easier
  • Manages scheduling process
  • Does comparative performance reviews
  • Implements and manages training programs
 
High Level/Specific Features
  • Offers greater total business value by streamlining the entire employee life-cycle
  • Manages recruitment and resourcing, training administration, benefits programs, and performance management
  • Provides a wealth of information and advice to employees and candidates via direct access
  • Promotes operational efficiency by allowing the entire workforce to focus on key company objectives
  • Flexibility to deploy or connect to third party payroll solutions
  • Delivers powerful business intelligence to enable strategic analysis of key business trends for better planning and informed decision-making
 
Solutions per Business Size, per Vendor
There are two ways to look into your business in lieu of the HR software solution that you are going buy and deploy. They are the size of your workforce and the current requirement of your HR team. Deriving from these two business aspects the right planning ideas or strategies to work on will lead your team in accurately identifying the potential providers of your software solution.
 
Ideally, a small business has 10 to 50 employees. Growing mid-size businesses have 50 to 1,000 employees. Large enterprises such as multinational companies and corporation have 1,000 up to 10,000 employees (or could be more). Upon knowing the size category of your business, you have to identify the solutions that are really needed.
 
Solutions can be purchased under different package options. Enterprise package usually contains not only HRMS but also other core business modules (accounting, supply chain, manufacturing, etc.) and they are collectively refereed to as the Enterprise Resource Planning (ERP) package. Industry-specific package offers stand-alone solutions. That is, if you only need a system for payroll, a solution package for payroll is what you can get. Online solutions, more commonly known as cloud-based or SaaS, are more flexible HR management solution packages. You can start with basic software solution and then upgrade it as soon as you feel the need.
 


Pricing Considerations
Although the pricing model varies from vendor-to-vendor, let us present to you these estimations.
 
On-premise HRMS, which is usually recommended for mid-size to large enterprises, requires significant investment. Mid-size business solution costs from around $30 up to $60 per employee. Still not included here are the costs of training and implementation. Cost of implementation ranges from $2,000 up to $20,000 while cost of training is from $1,000 to $3,000 per admin user. For large businesses, per employee cost can range from $1,000 up to a five digit figure.
 
SaaS solutions are ideal for small businesses. These solutions are usually subscription-based or what the call as “pay as you go” scheme. You can start from as low as $2 per month. But solutions with greater functionalities and features range from $10 to $30.
 
There are hybrid solutions too. These are client-servers with cloud-based extensions. And although not advisable to acquire, but at least for your information, open source solutions that are totally free are also available.
 
If it’s about HRMS, going with the experts is always a winning option. We at ITQlick.com encourage you to visit our website and try to get to know our recommended smart business solutions. We will start with assessing your business size and needs and then recommend the right software solution for your business.
 
Market Trends
HR software solution is a $14 billion market today and keeps on growing. Many business owners and CEOs are being challenged with the fact that talents are somewhat difficult to be found nowadays. But the good news is that they also believe that right HR management solutions can help them face this challenge of times. Cloud technology is on the rise and cloud-based HR solutions are what most companies are deploying. These trends will continue over the next five years.
 
Looking on the positive side, many HR management systems are becoming old and the wake-call for upgrading these systems is already there. This means that better HRMS is the focus today not only of thousands of business owners but also of the hundreds of competing vendors in the market. Being in the buyers’ side, you should also be on the same positive direction. Find the right HR software solution both for your people and your business in order to become a more competitive organization.
Finding the right Human Resources software for your business
Proper Human Resources software selections are the precursor to successful deployment and business growth. Finding the right Applicant Tracking solutions doesn’t have to be complicated, and it doesn’t have to take days or weeks of your time.

After researching over 2,000 systems, we can identify the best solution for companies of all shapes and sizes. ITQlick.com is 100% free for software buyers.

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