SAP SuccessFactors Learning Management: Training Guide for HR Teams

SAP SuccessFactors Learning is the default LMS for SuccessFactors HR customers. Here's how to get real value from it, what it doesn't do well, and which complementary tools fill the gaps.

What SuccessFactors Learning is and isn't

SAP SuccessFactors Learning (SFLM) is the learning management module inside the SuccessFactors HCM suite. For SuccessFactors customers, it's the native option for tracking compliance training, certifications, and learning paths. It integrates cleanly with the rest of the HR stack: employee records, performance, succession. For HR teams that want learning data flowing into HR processes, that integration is genuinely valuable. SFLM is less strong as a content creation tool and as a learner experience. The authoring UX shows its age, the learner UI feels dated, and the gap between "compliance tracking" and "learning experience" is wider than modern enterprises expect.

The pragmatic approach: use SFLM for what it does well (tracking, integration with HR data, certifications) and pair with modern content tools (AI video generation, searchable documentation) for the learner experience. By combining these tools, organizations can ensure that their learning management system is both effective and user-friendly, meeting the needs of today's diverse workforce.

What SFLM handles well

• Compliance tracking and audit-ready reporting: SFLM excels at ensuring that compliance training is tracked accurately and consistently. The platform provides detailed audit trails, which can be invaluable for organizations that need to demonstrate regulatory compliance. This feature is particularly beneficial for industries with strict compliance requirements, such as healthcare and finance.

• Certification and recertification workflows: SFLM automates the process of managing certifications, ensuring that employees remain compliant with industry standards. The system can automatically notify employees of upcoming certification expirations, reducing administrative overhead and ensuring that recertification is completed on time.

• Learning paths tied to roles in SuccessFactors: By linking learning paths to specific job roles, SFLM ensures that employees receive the training they need to succeed in their positions. This targeted approach to learning helps to maximize the effectiveness of training programs and improve employee performance.

• Integration with HR data (performance, succession, compensation): SFLM's integration with other SuccessFactors modules allows organizations to use learning data to inform HR decisions. By connecting learning outcomes with performance data, organizations can gain insights into the effectiveness of their training programs and make informed decisions about employee development and succession planning.

• Required training assignment and monitoring: SFLM simplifies the process of assigning and tracking required training, ensuring that all employees complete mandatory courses. This feature helps organizations maintain compliance and reduce the risk of non-compliance fines.

• Scalable delivery across large global workforces: SFLM is designed to handle the training needs of large, geographically dispersed organizations. Its solid infrastructure supports the delivery of training content to employees around the world, ensuring that all employees receive the same high-quality training experience, regardless of their location.

Where SFLM falls short

• Content authoring UX is dated: The user interface for content creation in SFLM feels outdated, making it challenging for users to create engaging and interactive training materials. Modern training programs require intuitive and flexible authoring tools, which SFLM currently lacks.

• Learner experience feels like 2015: The overall user experience for learners using SFLM is not up to the standards of today's digital platforms. The interface lacks the interactivity and personalization that modern learners expect, leading to lower engagement and satisfaction.

• No AI-driven content generation: Without AI-driven content creation capabilities, SFLM users must rely on traditional methods for developing training materials. This limitation can slow down content production and hinder the ability to quickly adapt to changing training needs.

• Weak search and discovery: Employees often struggle to find the content they need within SFLM, due to its limited search functionality. Inadequate search capabilities can lead to frustration and decreased productivity, as employees spend more time searching for resources instead of learning.

• Mobile experience is limited: The mobile version of SFLM does not offer the same level of functionality as the desktop version, making it difficult for employees to access training materials on-the-go. With the increasing demand for mobile learning, this limitation can be a significant drawback for organizations with a mobile workforce.

• Informal / social learning features are thin: SFLM lacks solid features for informal and social learning, which are essential for fostering collaboration and knowledge sharing among employees. Integrating social learning tools into the platform could enhance employee engagement and facilitate peer-to-peer learning.

Feature comparison: SFLM and complementary tools

Incorporating complementary tools into your SFLM stack can address many of the platform's shortcomings. For instance, Trupeer can accelerate content production through AI-generated videos and standard operating procedures, making it easier to keep training materials up-to-date. Rise 360 or Articulate offers powerful course-building capabilities that enhance the structure and engagement of training programs. Degreed provides an LXP overlay that focuses on skills development and career pathing, allowing organizations to align learning with business objectives. External content providers like LinkedIn Learning and Pluralsight offer a wealth of professional and technical skills training that can supplement internal learning programs.

The modern SFLM stack

Layer 1: Content creation (fast and cheap)

Use Trupeer for procedural training (how to do X in system Y), which is 70% of corporate training. Trupeer's AI-driven capabilities allow for swift production of video content, making it ideal for delivering quick, easily digestible training modules. Use Rise 360 or Articulate for structured courses with quizzes and branching. These tools provide the flexibility and interactivity needed to build comprehensive training programs that engage learners. Don't use SFLM's native authoring for anything you care about learner experience on; it's simply not up to par with current industry standards.

Layer 2: Content delivery and tracking

SFLM handles delivery and tracking efficiently. SCORM and xAPI packages from your authoring tools import cleanly, allowing for smooth integration of content across platforms. Certifications and required training flow through SFLM, ensuring that all necessary training is completed and documented. This layer ensures that all training activities are tracked accurately, providing valuable data for assessing the effectiveness of training programs and making data-driven decisions about future training initiatives.

Layer 3: Learner experience overlay

For skills and career pathing, consider Degreed or a similar LXP. These platforms offer a personalized learning experience that aligns with employees' career goals and skill development needs. For day-to-day reference, point employees at searchable content hubs rather than SFLM alone. A searchable hub allows employees to find the information they need quickly and efficiently, enhancing their ability to apply learning on the job.

Layer 4: External content

LinkedIn Learning, Coursera, or Pluralsight for general professional and technical skills. These platforms provide a vast array of courses and resources that can be integrated with SFLM via standard connectors. By incorporating external content into your learning stack, you can offer employees a more diverse range of learning opportunities, catering to different learning preferences and requirements.

In-depth analysis: how to get real value from SFLM

Stop treating it as the learner-facing surface

SFLM is best as the system of record, not the daily learner experience. The learners who have to use SFLM for everything come to dread it. The learners who use SFLM only to track completions and a modern content hub for day-to-day learning have a better experience. This structural choice changes which complaints you get from employees. Successful HR teams separate "compliance tracking" from "learning" and use tools appropriate to each. By doing so, they can ensure that employees have a positive learning experience while still maintaining accurate records of training activities.

Invest in content velocity

SFLM's weakness is content creation speed. Teams relying on SAP Enable Now or SFLM's native authoring produce modules slowly. Teams using modern AI content tools produce 5-10x faster. The content velocity gap determines whether your training library stays current. Keeping training materials up-to-date is crucial for ensuring that employees are equipped with the latest knowledge and skills. SFLM imports whatever you build; don't let SFLM dictate the creation workflow.

Global scale and localization

SFLM's strength for global customers is its ability to handle scale, multiple languages, and localized compliance requirements. Pair it with content tools that support multi-language video generation and you can cover a global workforce with consistent, localized training. This capability is essential for multinational organizations that need to deliver training to employees in different regions and languages. By localizing training content, organizations can ensure that all employees receive relevant and culturally appropriate training, enhancing their engagement and understanding.

Challenges SFLM teams face

Native authoring frustration. Build elsewhere, import to SFLM. The native authoring tools in SFLM are not intuitive and can slow down content creation. By using modern authoring tools and importing content into SFLM, teams can improve the quality and speed of content production.

Learner engagement. SFLM alone feels like compliance. Add a modern content experience. To enhance learner engagement, consider integrating interactive and personalized content experiences from third-party tools. This approach can help transform the perception of learning from a compliance task to an exciting development opportunity.

Search weakness. Employees can't find content. Complement with a searchable hub. Without strong search functionality, employees may struggle to find the information they need. Implementing a searchable content hub can alleviate this issue, improving the accessibility and usability of training materials.

Mobile limitations. If you have field workers, add a mobile-friendly content layer. SFLM's mobile capabilities are limited, which can be a significant barrier for employees who need to access training on the go. By adding a mobile-friendly content layer, organizations can ensure that all employees, including field workers, have access to the training they need, regardless of their location.

Integration with non-SAP systems. SFLM integrates best with the SuccessFactors suite; other integrations require more work. For organizations using non-SAP systems, additional integration efforts may be necessary. By investing in integration solutions, organizations can ensure that all systems work smoothly together, providing a cohesive learning experience.

Must-have features in your SFLM stack

• SFLM for tracking and HR integration: Ensures compliance and provides valuable insights into employee learning and development.

• Modern content tool for video + SOP production: Speeds up content creation, ensuring training materials are up-to-date and engaging.

• Structured authoring tool for courses: Provides the flexibility and interactivity needed for comprehensive training programs.

• LXP or skills overlay for career development: Aligns learning with employees' career goals and skill development needs.

• External content subscriptions for breadth: Offers a diverse range of learning opportunities, catering to different learning preferences and requirements.

• Searchable content hub for day-to-day reference: Improves accessibility and usability of training materials, enhancing employees' ability to apply learning on the job.

• Mobile-friendly layer for non-desk workers: Ensures that all employees have access to training, regardless of their location or device.

Use cases and personas

Global compliance: Siobhan, Global Head of Learning, 22,000-employee consumer goods company

Siobhan used SFLM for global compliance tracking across 12 countries. The integration allowed for smooth compliance management and reporting. She added Trupeer for procedural training in 8 languages, which enabled rapid content creation and localization. As a result, compliance completion rates hit 98%, a significant improvement that minimized the risk of regulatory penalties. Additionally, ancillary training engagement improved 3x, demonstrating the effectiveness of the combined approach.

Technical training: Luca, L&D Director, 6,000-employee engineering firm

Luca paired SFLM with Pluralsight for external tech skills and Trupeer for internal tools training. This combination provided a comprehensive learning experience, covering both external and internal skill development. With this approach, skills development progressed 2x faster, as measured by internal certifications. The enhanced training program enabled employees to quickly acquire and apply new technical skills, contributing to the company's overall success.

Retail and field workforce: Emma, VP of Learning, 14,000-employee retailer

Emma used SFLM for compliance and Trupeer-generated mobile-friendly video for day-to-day task training. This dual approach ensured that all employees, including those in the field, had access to the necessary training materials. Completion rates for optional training rose from 14% to 47%, indicating a substantial increase in employee engagement and participation. The improved training program helped to enhance overall employee performance, ultimately benefiting the company's bottom line. For more insights, check out our corporate learning software guide for stack fit.

Best practices

Use SFLM as the system of record, not the learner experience. Focus on using SFLM's strengths in tracking and integration with HR data while offering a modern and engaging learner experience through complementary tools. By doing so, you can ensure that employees have a positive learning experience while maintaining accurate records of training activities.

Build content in modern tools, import to SFLM. use advanced content creation tools to develop engaging and interactive training materials, then import them into SFLM for tracking and delivery. This approach can significantly improve the quality and speed of content production, ensuring that your training library remains current.

Add a searchable content hub for day-to-day reference. Implement a searchable content hub to improve accessibility and usability of training materials, allowing employees to quickly find the information they need. This enhancement can lead to increased productivity and better application of learning on the job.

Localize for global workforces. Ensure that training materials are available in multiple languages and culturally appropriate for employees in different regions. By localizing content, you can enhance employee engagement and understanding, contributing to the success of your global training programs.

Separate compliance from development. Distinguish between compliance training and professional development to provide employees with targeted and relevant learning experiences. This separation allows for more effective use of resources and ensures that employees receive the training they need to succeed in their roles.

Frequently asked questions

Is SFLM a good LMS?

For SuccessFactors customers needing tight HR integration, yes. The platform excels at tracking and integrating learning data with HR processes, making it a valuable tool for organizations using the SuccessFactors suite. However, as a standalone LMS, SFLM isn't considered top-tier due to its dated learner experience and limited content creation capabilities. Organizations may need to supplement SFLM with additional tools to meet their comprehensive learning needs.

Should I replace SFLM?

Usually no, if you're on SuccessFactors HCM. The tight integration with HR processes makes SFLM a valuable asset for SuccessFactors customers. Rather than replacing it, consider complementing it with additional tools that enhance content creation and learner engagement. This approach allows you to use SFLM's strengths while addressing its shortcomings, resulting in a more effective and comprehensive learning solution.

Can I author in SFLM?

Technically yes. In practice, use better tools and import. SFLM's native authoring capabilities are limited and may not meet the needs of modern training programs. By using advanced content creation tools and importing the content into SFLM, you can ensure that your training materials are engaging and effective, while still benefiting from SFLM's tracking and integration features.

Does SFLM support xAPI?

Yes, though SCORM remains more widely used. SFLM supports both SCORM and xAPI, allowing organizations to choose the format that best suits their needs. While SCORM is the more traditional and widely used format, xAPI offers additional capabilities for tracking informal and experiential learning activities, making it a valuable option for organizations seeking to expand their learning analytics.

Is SFLM worth the SuccessFactors premium?

For global compliance tracking tied to HR data, yes. The integration with SuccessFactors HR processes provides significant value for organizations with complex compliance requirements. However, for broader learning needs, you may need to supplement SFLM with additional tools to provide a more comprehensive and engaging learning experience. By carefully evaluating your organization's specific needs, you can determine whether the SuccessFactors premium is justified for your learning objectives.

Final word

SFLM is an LMS of record that benefits from a modern content stack layered on top. Use it for what it does well: tracking, compliance, and HR integration. Complement it with advanced content creation tools and learner experience platforms to address its shortcomings. HR teams that take this approach get the integration value of SuccessFactors and the learner experience modern employees expect, creating a comprehensive and effective learning solution that meets the diverse needs of today's workforce.