SAP SuccessFactors HXM Suite vs Asana: Which is a better fit?

Justin: Hi, my name's Justin. I'm a Senior Manager II of talent acquisition for Capgemini Engineering, and I would rate SAP SuccessFactors HXM as a four out of five. So previous to SAP SuccessFactors, we were using a number of different applications. And that was the main issue and pain point, was that they didn't hand off to one another or talk to one another. So that was ADP Workforce Now, Taleo Oracle edition, and then also two homegrown proprietary systems that we were using for onboarding as well as workforce management. So the reason that we chose SAP SuccessFactors was, in a post-COVID world, you really have to have the ability to, in a remote manner, engineer and manage the whole employee lifecycle. And we thought that SAP SuccessFactors certainly allowed us to do that and configure the system to our needs and specs. So configuring SAP SuccessFactors was pretty painless. We had the help of both our internal team as well as our client success and implementation teams at SAP. The pain point that we had was the user adoption. It is something that allows you to have the full lifecycle view, so getting the team acclimated to being able to find what they needed at any given time, as well as make it muscle memory to really utilize it to all of its capacity was our main pain point. We've overcome that now. We just finished our first annual performance management lifecycle. And it went very smoothly, so it was a win in the end. The recommendation I would have for anyone considering SAP SuccessFactors for their business is to certainly put the due diligence and time in upfront, have an idea of what you want it to look and feel like, so that the usability is something that doesn't get in the way of what it's meant for, which is to have that full lifecycle view, and truly utilize it as a payroll performance management and applicant tracking system. If you think about that all upfront and you're prepared to do the due diligence and put some time in to configure the system, it really is a value add for your organization and, most importantly, for your employees.

Ellenore K.: My name is Ellenore. I'm an administrative assistant at Equipter, which is a manufacturing company with about 70 employees, and I would give Asana five stars. Well, we are mostly an in-person company, but we have three separate buildings that people are working in. It's a fairly large campus, and people are working in many different departments, and we needed a way to bring everybody's work together so we could all see what we're working on, be able to assign things to other people, and mostly just keep everyone on the same page, because without some kind of system like this, it's chaos. I think the biggest thing that I appreciate about Asana is the visibility that it gives me for other teams and for my team. I think without this, it's just me running around to people's desks, asking questions in different buildings, making sure that we're all understanding things. With Asana, it means that I sort of have eyes on what everyone is doing and can keep track of how I need to fit into that. We have had some limited issues with our dependencies on recurring tasks. We have a fairly substantial, a large task that happens about once a week, and for a while we had dependencies set up so that we couldn't move ahead too quickly in the process before the earlier tasks were done. After a couple of months of that working with one of the more recent updates, we lost the ability to do that. That's a little unfortunate. It's not a huge deal because the people who were involved know what has to happen first, but that was a nice feature that we liked that hasn't been working so well for us recently.