SAP FAQ

Facilities and policies on par with Google / Facebook. Very much employee friendly organization Good job security

You might feel little bored if you are in a team with less work. Company makes you feel very much comfortable, unless you challenge yourself and have enthusiasm to learn, you might become lazy in terms of learning.

Policies can be extended to help customers with work station setup at home. Legal and other support can be extended to employees like other MNCs . Intel has such policies.

No layoffs planned Collaborative culture Job security

No clear roles and responsibilities. Everyone trying to do everyone else's job. Starts at board level - zero alignment. Result is no work life balance since everyone spending so much time communicating to figure out what's going on.

Board needs to immediately determine priorities, and high level process for orgs to work together and get things done. Stop piloting and just do it. Stop pretending we can do way more with way less while the plane is being overhauled mid-flight.

- Fair wage - Nice benefits - Nice building - Picks me up at home with SAP Bus - Allows home office - I can have a long career with a solid plan to be growing - Solid company where you can have an stable job without worry being fired out of nowhere

- Hard to change mindset when things clearly does not work - Bureaucracy for some things that should be simple

Diversity should not only be related to sexual orientation, but also to be open minded to accept new ideas, new ways of work, to accept opinions from people that had lessons from other companies that could be applied to SAP, accept other people's work culture (or even any other culture). Team in São Leopoldo is pretty uniform to be called a place that embraces the difference.

Fexi Time, Working from home, good people and culture. As I said in the title SAP is great, the Successfactors product is it's problem child

I was a member of the Successfactors support team. A job which is known throughout SAP to be a nightmare and high stress . There is a Top down management model where there is no thought as to how the decisions they make will impact the work force add. They are so focused on stats and spreadsheets they are disconnected for the common work force. I was there for a few years and every year the workers survey results had no faith in management, extremely high stress which resulted in burnout's. No progression at all through the position. There is a very high turn over rate because of the issues above They lack experience due to the fact that they do not want to promote their employees for the work they do and people eventually leave...these people (if replaced )are replaced but college graduates which starts the cycle. They come in, train up, get good at the job and are doing the job of a senior engineer and don't get paid fairly, get burned out due to stress and workload, they leave. They leave for a better opportunity, better pay, and better work conditions elsewhere....then the cycle starts again. So if you value being included in management decisions, the chance to progress within a role getting compensated fairly for the work you do, and having an acceptable level of stress in your day to day job.... Successfactors isn't for you. Also if you want a good sports and social Club.. avoid the galway office. You really get nothing out of it for the amount you pay in.

Plenty of advice has been given to Successfactors management but it falls on deaf ears at the higher management levels. It really needs to look at the way the other SAP products are being run and take their example. Top management and GFMs need to listen to the team managers more. They are getting the feedback from the ground. Right now they are just a figure head position and used as a buffer between the workforce levels.

international culture, job security and a good place to grow

innovation rate not so high