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Ramco HCM vs SAP SuccessFactors comparison

 

Comparison Buyer's Guide

Executive SummaryUpdated on Nov 3, 2024

Review summaries and opinions

We asked business professionals to review the solutions they use. Here are some excerpts of what they said:
 

Categories and Ranking

Ramco HCM
Ranking in Talent Management
28th
Ranking in Cloud HCM
21st
Average Rating
7.0
Reviews Sentiment
6.8
Number of Reviews
12
Ranking in other categories
Benefits Administration (18th), Applicant Tracking and Recruiting Software (9th)
SAP SuccessFactors
Ranking in Talent Management
1st
Ranking in Cloud HCM
1st
Average Rating
7.8
Reviews Sentiment
6.7
Number of Reviews
93
Ranking in other categories
Talent Acquisition (1st), Global Payroll (2nd)
 

Mindshare comparison

As of February 2025, in the Cloud HCM category, the mindshare of Ramco HCM is 0.7%, up from 0.7% compared to the previous year. The mindshare of SAP SuccessFactors is 22.4%, up from 22.1% compared to the previous year. It is calculated based on PeerSpot user engagement data.
Cloud HCM
 

Featured Reviews

Sudarsan Santhosh Kumar S. - PeerSpot reviewer
It's so easy to use that a customer can easily understand the process with zero knowledge of the system
Ramco is user-friendly. The UA is excellent and so easy to use that a customer can easily understand the process with zero knowledge of the system. We can easily walk a new user through the user guide. For each ESS MSS, I can log in to the ESS access. And documentation is available. Ramco doesn't charge much when customers request custom KPI calculations and other custom features. Workday and SAP impose a high charge. Ramco's bots are excellent, whereas Workday doesn't have an automated system and is only now developing a mobile app.
Marissa Schwan - PeerSpot reviewer
Easy to deploy, stable, and scalable
SuccessFactors has a best practices model for HR across the board, but there are multiple industries. For example, the pharmaceutical, engineering, and professional services industries may have different processes based on their business requirements and operations. SAP and Workday have one approach across industries. As employee experience becomes increasingly important, the kind of employees appointed in an engineering environment, a pharmaceutical environment, and a professional service environment are very different, meaning their experience touchpoints may differ and require adjustments. SuccessFactors should consider building their best practices around critical industries to help companies become more differentiated in the markets they operate in. As a company, we have 118,000 followers on LinkedIn, and the unemployment rate in South Africa is quite high, at more than 30 percent. When we advertise a job, the number of CVs and applications we receive from people who want to work for us is overwhelming, we can get up to 600 CVs for a single vacancy. To make the process more efficient, we need to use artificial intelligence to identify the key elements of the job profile and match them to the CVs of the applicants. The pre-selection questions are helpful in reducing the number of applicants, but they don't measure the suitability of the CVs and profiles. This is something that needs to be built into the system, but it doesn't currently exist in the market. We have a good pre-selection program, but it doesn't take into account experience, qualifications, professional memberships, work experience, or critical performance indicators. We have enough information from CVs and LinkedIn profiles for the system to match the vacancy profile with the applicant's information and rank them from most suitable to least suitable.

Quotes from Members

We asked business professionals to review the solutions they use. Here are some excerpts of what they said:
 

Pros

"The performance management system is really good."
"Once we implemented this solution, it was customizable for our needs and this has been the most valuable aspect of this solution."
"Ramco HCM stands out due to its reliability and up-to-date compliance with legal, statutory, and regulatory requirements."
"Ramco HCM is a stable system that doesn't have downtime or fluctuation issues. It can also take large volumes and scale up very fast."
"It is a good product, and it is suitable for different client requirements. It has customization options and flexibility. You can customize a report or configure the workflow based on your requirements. Everything is there in the product, and you can customize it as per your requirement. Our clients found the automation of the payroll, leave attendance, and onboarding modules the most valuable. The Time and Attendance module is fully integrated with this solution and supports multiple data entry modes, such as barcode, biometric device, fingerprints, and face reading. Its core HR module includes features like movement, expense management, exit, and separation. The compensation and benefits module includes features like welfare, retirement, and superannuation. It also has analytical tools. You can create a real-time report based on your requirements. You can also publish that report in different formats, such as Excel, PDF, HTML, etc. It has a chatbot feature, which is using machine learning and natural language. You can ask questions about your leave balance, attendance, or things like that, and you will get an immediate reply from the chatbot. It also supports approval through email."
"In general, the solution is very flexible and can be configured in multiple ways."
"Payroll processing is very easy. SQL rules can be attached to any pay elements."
"Ramco is user-friendly. The UA is excellent and so easy to use that a customer can easily understand the process with zero knowledge of the system. We can easily walk a new user through the user guide. For each ESS MSS, I can log in to the ESS access. and documentation is available."
"The functionality and user friendliness are constantly improving."
"All of SuccessFactors' features are useful, but there are several modules within SuccessFactors that I find handy. You have Employee Central, which manages employee records within the system. It manages all the information about an employee, including names, addresses, account numbers, positions, org charts, etc. It also handles performance reviews and KPIs for employees within an organization. Then you have succession planning and development as well."
"It is a scalable solution."
"The solution is scalable. We have about 1,300 people using the solution."
"This solution offers good flexibility and configurability. It can handle different types of performance management."
"This solution has always been stable for me."
"It's brought to our organization a big big improvement. We would give it a good rating."
"The tool's most valuable feature is its integration capabilities with on-premise ERPs and other systems."
 

Cons

"The mobile app and web page user experience could be more user friendly."
"Ramco could be a bit faster and offer more use cases. A prime aim is to get analytics and this is lacking in Ramco. This lack of reporting is one of the reasons we are moving away from using Ramco."
"The entire UI/UX of the solution can be improved drastically."
"They can improve the configuration time because it takes more time than other products to configure the system. It could be because they are managing this single product for all countries, but it would be good if they improve the implementation time because we need to implement the solutions within a timeline. They should provide some kind of auto-configuration so that the system can be configured and implemented within a certain timeline. Implementors should have a provision to configure the system in a short time. There should also be an option to move the setup or configuration from staging to production to save time. These types of automation should be there."
"The talent management and performance appraisal modules could use some improvement."
"The product itself sometimes feels inconsistent because it comes with bugs."
"One area for improvement in Ramco HCM is its UI, which could be more intuitive. Another area for improvement in the system is that it can be challenging to make some modular-based changes to it."
"The mobile app for this solution could be improved as it lacks many features."
"We would like to see improvement in the initial launch of the product, as it is currently quite slow."
"They should be more user friendly and give us more tools to make it more flexible."
"The back end for the administration and the front end is too overtly complex and it's not aligned with our operations and learning needs."
"The SAP SuccessFactors updates need to be more industry-specific because every industry has specific modules. What I want to be added to SAP SuccessFactors is a chat box where SAP staff can give support to users."
"SuccessFactors feels rigid. It should be more streamlined. Also, the interface design is outdated and needs an upgrade."
"They should improve the reports."
"Some of the screens aren't that user-friendly, older employees especially have a hard time with it. They have some problems with it."
"The integration between the recruitment module and employee central is a big problem."
 

Pricing and Cost Advice

"This solution is priced in the middle compared to other solutions on the market."
"I am not aware of the price because I was working in the implementation team, but pricing is generally based on the requirement, modules, headcount, and country."
"Their customized solution is pretty expensive but much cheaper than its competitors."
"The licensing fees are based on the number of modules that are being used, and the number of users."
"The product is expensive. The product is worth the money you pay for it."
"Our costs for the solution are subsidized by our parent company, I am not aware of the exact cost because of this. However, we pay $50,000 annually. If we move to another solution it will be more expensive."
"We are on an annual subscription to use SAP SuccessFactors. The pricing model is something that they could restructure a bit better. If it was based differently on the type of usage it would help."
"We don't utilize even half of the licenses because not everyone uses them. With SAP SuccessFactors, though, we're now conducting all our performance evaluations within the system, so I suppose we're making better use of those licenses. As for SAP for employee services and internal benefits processing, we do have licenses for those but don't utilize them."
"It is not expensive because it is a complete suite with a module-based cost."
"The price of the solution is highly expensive."
"The solution is on the expensive side but is definitely worth the money."
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Top Industries

By visitors reading reviews
Computer Software Company
19%
Financial Services Firm
9%
Government
9%
Comms Service Provider
7%
Educational Organization
52%
Computer Software Company
5%
Manufacturing Company
5%
Financial Services Firm
5%
 

Company Size

By reviewers
Large Enterprise
Midsize Enterprise
Small Business
 

Questions from the Community

What needs improvement with Ramco HCM?
Ramco is a complex system that does not come with GPS tracking functionality. Customization of Ramco is a big problem and can be costly. When you open Ramco, you should see a dashboard that gives y...
What is your primary use case for Ramco HCM?
We use Ramco for finance and CRM, but it's not fully utilized for HRMS. We're currently updating our HRMS processes, and I'm exploring how to use Ramco for employee self-service, performance manage...
What are the biggest differences between Workday, Oracle Cloud and SAP SuccessFactors?
Differences between Workday, Oracle Cloud,w and SAP SuccessFactors:w Oracle: "simple interface and deep customization to suit the purpose." SAP: Multiple functionalities that increase process effi...
What is better, SAP HCM or SAP SuccessFactors?
When it comes to user experience, SuccessFactors is unquestionably superior, as it provides end users with a new experience and an advanced user interface. Additionally, the entire concept of SF is...
What do you like most about SAP SuccessFactors?
The tool is easy to use for performance management. We haven't experienced any issues with SAP SuccessFactors for performance management, which is great. However, since we're still learning to use ...
 

Also Known As

No data available
SuccessFactors
 

Overview

 

Sample Customers

Lifestyle, Bata, Dabur
City of Cape Town, ADAMA Agricultural Solutions Ltd., TransAlta Corporation, Keolis, PT XL Axiata Tbk, National Football League (NFL), Plan International, Yoh, A Day & Zimmermann Company, China Talent Group (CTG TMO), Umicore S.A., Butterfield Bank, Skril
Find out what your peers are saying about Ramco HCM vs. SAP SuccessFactors and other solutions. Updated: February 2025.
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