A funny thing happened when I was hosting an HR event a couple of weeks ago. A man came to our booth asking for more information about our services. I told him about our business and explained the benefits and added value of SuccessFactors. SuccessFactors had absolutely no chance within his company, he told me, because they are too big. His organization had defined its own processes which definitely would not comply with a SaaS solution. After lunch, another person joined our booth. This lady was convinced that SuccessFactors was not a valid solution, because her organization was too small. The cost would be too high and she would never have her bosses convinced of the business case.
Studies show that HR departments will face many challenges in the coming years. Here is your (not exhaustive!) checklist to get you started.
An application can help you to prepare for these challenges. An IT solution like SuccessFactors can optimize and support your core and talent HR processes, engage your workforce and provide in-depth analytics that serve your HR department, the managers, and the decision makers within your organization.
Now, what about our initial question? Big or small? Let’s focus on the question of cost and flexibility.
So in conclusion, there is no yes or no answer, but I am convinced that SuccessFactors can meet the requirements and standards within every organization, taking into account possible budget restrictions. But keep in mind that if every SuccessFactors project has an impact on the entire organization as HR, managers and employees are all users of the new solution. Like the saying goes, take it one step at a time. So if you are an HR believer and you want a state-of-the-art solution, SuccessFactors will definitely help you to achieve your goals.
Inspired for more? Drop me an email, and let’s have a chat!
Author: Johan De Laet. You can connect with Johan on LinkedIn.