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June 6, 2024
XX min read

SuccessFactors vs Rippling

Introduction

When it comes to managing human resources information systems (HRIS), choosing the right tool can significantly impact a company's efficiency and employee satisfaction. SAP SuccessFactors and Rippling are two prominent HRIS tools that offer comprehensive solutions for HR management. 

SAP SuccessFactors is a part of the Human Experience Management (HXM) suite, providing core HR/payroll, talent management, HR analytics/workforce planning, and individualized employee experiences to help both employees and companies perform at their best.

Rippling stands out by combining HR, IT, and Finance systems into one cohesive platform. It manages payroll, expenses, benefits, and even IT equipment, offering a unified system to automate every part of the employee lifecycle.

Comparing these tools is crucial to finding the best fit for a company's unique needs, as these platforms provide different functionalities and benefits.

SAP SuccessFactors Overview

Key Features

Core HR and Payroll: SuccessFactors supports global payroll processes and core HR functions, ensuring compliance with local regulations.

Talent Management: The platform includes modules for recruiting, onboarding, performance management, compensation, and succession planning.

HR Analytics and Workforce Planning: Provides valuable insights through HR analytics, helping companies forecast workforce needs and make data-driven decisions.

Employee Experience Management: Customizable to deliver individualized employee experiences, improving engagement and satisfaction.

Continuous Learning and Development: SuccessFactors offers a robust LMS (Learning Management System) for continuous employee development and training.

Mobile Accessibility: Employees can access important HR functions via mobile applications, improving accessibility and ease of use.

Rippling Overview 

Key Features

Unified HR, IT, and Finance Management: Rippling integrates HR functions with IT and Finance, creating a comprehensive management platform.

Payroll: Manages global payroll with automation, ensuring timely and accurate payments.

Employee Onboarding and Offboarding: Automates the entire onboarding and offboarding processes, including provisioning of IT equipment and access rights.

Benefits Administration: Simplifies the management of employee benefits, including health insurance and retirement plans.

Time and Attendance: Features built-in time tracking and attendance management.

Device Management: Unique feature allowing the management and automation of IT hardware and software, syncing with employee status changes.

App Integrations: Rippling supports integrations with various third-party apps such as Slack, Microsoft Teams, and Salesforce.

Similarities

Both SAP SuccessFactors and Rippling are robust HRIS tools designed to streamline HR processes and improve overall efficiency within organizations. Key similarities include:

  • Core HR Functions: Both systems handle essential HR tasks such as employee records, payroll, and benefits management.
  • Talent Management: Both platforms offer modules for recruiting, onboarding, performance management, and employee development.
  • Analytics and Reporting: Each tool provides analytics and reporting functionalities to help make data-driven decisions.
  • Customizable Workflows: They allow for customizable workflows to meet the specific needs of different businesses.
  • Mobile Accessibility: Both tools offer mobile applications for on-the-go access to HR functionalities.

Differences

The differences between SAP SuccessFactors and Rippling are primarily rooted in their focus areas and additional functionalities:

  • HR Scope vs. Integrated Management: SuccessFactors concentrates on providing a comprehensive HR experience with a deep focus on talent management and employee engagement. In contrast, Rippling integrates HR with IT and Finance management.
  • IT and Device Management: Rippling’s integration of IT, including device management and software access, sets it apart from SuccessFactors, which does not cover these areas.
  • Employee Lifecycles: Rippling automates a broader spectrum of the employee lifecycle, including device provisioning and de-provisioning, whereas SuccessFactors focuses more on HR-related lifecycle stages like recruiting and talent development.
  • Market Focus: SuccessFactors is traditionally aimed at larger enterprises with complex HR needs, while Rippling offers a more streamlined solution that appeals to small and mid-sized businesses.

Pros and Cons

SAP SuccessFactors

Pros:

  • Comprehensive HR solution with extensive talent management capabilities.
  • Advanced analytics and reporting tools provide data-driven insights.
  • Customizable to fit various business needs and workflows.
  • Enhances employee experience with individualized configurations.
  • Strong global payroll support ensuring compliance with local regulations.

Cons:

  • Can be overwhelming due to its extensive feature set, requiring a learning curve.
  • Higher cost may not be ideal for smaller organizations.
  • Integration with other non-HR systems may require additional customization.

Rippling

Pros:

  • Unified platform for HR, IT, and Finance, reducing the need for multiple systems.
  • Automation of IT processes such as device and software management.
  • Simplified onboarding and offboarding processes.
  • Flexible app integrations with third-party tools.
  • Competitive pricing, attractive for small to mid-sized businesses.

Cons:

  • May lack the depth in specialized HR functions that large enterprises require.
  • Limited focus on advanced talent management compared to SuccessFactors.
  • Newer to the market, means potentially less mature compared to established competitors.

Use Cases

SAP SuccessFactors

  • Ideal for large enterprises with complex HR needs, requiring advanced talent management.
  • Companies needing comprehensive payroll support across multiple countries.
  • Organizations looking for detailed analytics and data-driven HR strategies.
  • Businesses focused on improving individualized employee experiences.

Rippling

  • Best for small to mid-sized businesses looking for a unified HR, IT, and Finance solution.
  • Companies aiming to automate and simplify employee lifecycle management, including IT provisioning.
  • Businesses seeking a cost-effective solution with extensive integration capabilities.
  • Startups and growing companies benefiting from a platform that scales with their expanding needs.

Conclusion

When comparing SAP SuccessFactors and Rippling, it is evident that both tools offer robust HRIS functionalities tailored to different business needs. 

SAP SuccessFactors excels in comprehensive HR and talent management, making it ideal for larger enterprises with complex requirements and a need for extensive HR analytics. Its strong focus on improving employee experiences through customizable workflows and global payroll support makes it a powerful tool for organizations with a significant international presence.

Rippling, on the other hand, provides a unified solution that bridges HR, IT, and Finance, making it perfect for small to mid-sized businesses. Its automation of the entire employee lifecycle, including device management and software provisioning, offers a unique advantage. Rippling's competitive pricing and flexible app integrations are also attractive features for growing businesses and startups.

Choosing between the two depends on your company's specific needs and size. For enterprises with deep HR management needs and a global workforce, SAP SuccessFactors is likely the better fit. Conversely, for small to mid-sized businesses seeking an integrated solution that encompasses IT and Finance management as well as HR, Rippling provides an innovative and scalable option.

Key takeaways 🔑🥡🍕

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