SAP HCM Reviews

SAP HCM is used by our clients for all their business processes, such as HR, finance, procurement, and supply chains.

SAP HCM has a good performance.

SAP HCM could improve by having more resources and making it more user-friendly. It is complex.

I have been using SAP HCM for approximately 20 years.

The stability of SAP HCM is good.

SAP HCM is a scalable solution.

We have over 20 clients using this solution.

The support services are not good for SAP HCM. It could be faster.

I have previously used other solutions, such as Oracle.

The initial implementation of SAP HCM is complicated. It's complicated for users and for implementers. It took a lot of time to do the implementation. For example, to do the complete UK payroll implementation, can take approximately nine months.

The amount of people we need to support the solution depends on the project, but per client support, you need approximately 10 people to support one client.

The cost of SAP HCM is high, the license should be reduced. SAP HCM has a lot of hidden costs.

There are two people have to do before implementing SAP HCM. One is the license cost. SAP HCM has a lot of hidden costs. They charge per module, they should be aware of what exactly they are going to use. They have to be clear about whether SAP HCM is a good solution for them or possibly another one, such as Oracle.

I rate SAP HCM a seven out of ten.

We basically use the solution to do all our HR management processes. That includes our payroll processes and our personal administration. We use time management as well as recruitment processes on the system.

The solution is deployed on-premises.

HCM is actually moving over to the cloud, which is Success Factors or S/4HANA.  It's a better solution than the current platform because the current platform is quite rigid and not as flexible and end-user friendly as other HR solutions. 

This is a transaction driven type of system, whereby a user actually has to know or understand a certain transaction code.

If they have no idea, they will not be able to do anything. From that perspective, there are a couple of drawbacks. The solution is of course not as flexible. It's more than an application. It was the best back then, but things have evolved and technology has evolved significantly. People want easier to work with applications.

The graphic user interface could be improved. It's not for a use of 20. I think the most improvement will be on the front-end than the back-end.

I have been using this solution for over 12 years. I am using version ECC 6.0.

SAP HCM is stable.

It is scalable. We have approximately 1,300 employees in our organization. They are using the system either directly or indirectly. Indirectly in the sense that we have the employee portal, where the employees actually use the self-service portal and can do their own things, like leave applications. Almost everyone in the organization uses the system, but of course in a different way.

Right now, we don't have any plans to increase usage in the future.

Technical support is excellent.

Initial setup was complex. On a scale of one to five, I would give it a four.

It normally takes over a year to implement these types of solutions. 

We used the SAP partner for deployment. Our experience was quite good.

I would rate this solution 8 out of 10.

The current solution is phasing out. If you are purchasing it, then it shouldn't be for long-term usage. I think SAP has customers' usage up to 20 or 25 for the current platform, by which everyone needs to upgrade to their newer versions or newer applications. Otherwise, if you are planning to implement HCM in the current type of module and version, then you actually are not doing justice to yourself. I would advise that you go for Success Factors, which has a fresher look and maybe some other tools that are available.

Currently, we use it for payroll and to maintain our master data. As I explained earlier, the retail portion is still on SAP, and then we have the administration staff, like HR, finance, etcetera, which are on SuccessFactors and EC. Plus, we use HCM because payroll is on-prem. So, we operate on an on-prem and hybrid cloud model.

I think that with the cloud's introduction and because of the new changes, SAP HCM will become dormant. The talent components in SAP HCM are not really viable anymore. One thing that I know is that SAP HCM has no workforce planning. But in the olden days, we had personnel planning, which worked very well for finance or budgeting. So if there was something similar to it in the solution, I'm not too sure about it since I haven't had all the exposure to workforce planning to see how different it works from personnel planning.

I have experience with SAP HCM since 2012. I am a customer of SAP HCM.

I think HCM was the most stable for me, but it's because I had experience with it. If I do two or three more implementations and you have to ask me the same question regarding its stability, I would give a different answer.

It is a very scalable product.

In all honesty, I must admit that I haven't had any direct interaction with SAP's technical team. The credit for the successful implementation of upgrades, notes, and overall planning goes to the data teams I worked with since the collaboration with these teams and the individuals involved was always very good.

We completed the planning, blueprint planning, config addition, and testing for the initial setup. We also incorporated the USB and provided support. Throughout the process, we focused on various areas of HCM, such as personnel administration, org management, personnel planning, qualification catalog, and skills catalog. We developed different views using third-party products for the old structure view, which worked across all platforms and publishers. As we progressed into TalentHR, SuccessFactors acquired that component, leading to its discontinuation in SAP development.

While "onboarding" typically refers to straightforward hiring, SuccessFactors introduced a distinct definition for it. Consequently, a considerable amount of customization development was involved in personnel management and administration. Additionally, I created a solution for employee wellness, an area where SuccessFactors is not particularly strong. When it comes to disability management and health and safety, SuccessFactors lacks the necessary features. In certain cases, government regulations in South Africa require the employment of disabled individuals. However, the onboarding process may not adequately cater to disabled individuals, such as those who use wheelchairs. Addressing disabilities is a significant aspect, and SAP would greatly benefit from creating a dedicated module for it.

Managing changes in applications can be challenging since it complicates testing and unit testing, resulting in longer testing phases. This time-consuming process often leaves little room for actual work. These are crucial factors that SAP should consider when evaluating their product, including upgrade releases. While providing updates to clients is essential, SAP should take additional steps to ensure a smoother process, potentially by creating a dedicated partner to handle these tasks instead of relying solely on implementing partners. SAP should also focus on delivering more presentations and sharing valuable content directly rather than leaving it solely to implementing partners.

I recently attended a presentation that impressed me, and I would appreciate receiving a copy as promised. During the session, I asked if the presentation would be made available, and the speaker confirmed it would be accessible afterward. However, I have not received anything yet. This is an area where SAP needs to improve by taking ownership and not relying solely on implementing partners to fulfill such commitments. SAP should have a dedicated partner responsible for managing and delivering content, focusing on forthcoming changes. This could include webinars where participants worldwide can access different speakers discussing specific localizations. For instance, if I want to listen to a presentation about localization in South Africa, I should be able to select the corresponding audio and video content. The presentations could be pre-recorded for ease of access, and having an individual available to answer questions during the session would be beneficial.

HCM is cheaper than SuccessFactors. The only thing is that SAP is now threatened and has to stop doing the development. I can tell you this since if I didn't, a lot of people would stay on-prem, as we call it.

It is a different story regarding the implementing partners because one has to differentiate between them and the product. A lot of times, the product gets a bad reputation because of the implementation partners and the knowledge that they bring to the table. I rate the overall solution a ten out of ten.

We use it for accounting, billing, purchase requisitions, and raising purchase orders. It manages accounts, tracks attendance, and handles auditing and reconciliation. It also generates reports, manages pricing, creates invoices, and processes POs. I am assigned to the accounts division and use SAP HCM for my tasks. SAP HCM also has modules for HR tasks, such as documentation and onboarding.

The feature I like most in SAP HCM is its effectiveness for talent management. I'm comfortable with the complete accounting module, using transaction codes and generating invoices. The process is easy, and using entry sheets is flexible. I find the accounts module very good.     

When performing reconciliation, manual entry is sometimes required, and barcode scanning isn't always available. Integration with barcodes would make reconciliation smoother and track every product. If I enter data for many products and need to go back, I want the process saved so I can resume without starting over. Integration would help.

For HR processes, SAP HCM is very effective. It handles large employee data sets, making onboarding, paperwork, and document storage easy. It also manages tickets and other HR tasks efficiently. Overall, I find it excellent for HR.

I have been using SAP HCM for the past year and will continue to use it. 

SAP HCM is stable. If there is a technical glitch, raising a ticket can resolve it.

In our organization, more than thirty users use the HR module, and over four hundred use the accounting module.

The technical support is excellent. Any escalations are usually resolved within one or two days. Escalations are usually resolved within one or two days.

For installation, the technical team is always available. Since we purchased SAP HCM, the SAP technical team handles all installations and support. They are available 24/7, so there are no issues with installation. It's good.

The benefits of using SAP HCM are significant. It saves a lot of time by automating processes and centralizing tasks in one system. This eliminates the need to connect multiple people via phone or manually track orders and attendance. With SAP HCM, even hundreds of branches can be coordinated efficiently. It provides ease of access, quick response times, and overall time savings. 

I would rate SAP HCM ten out of ten because I haven't experienced any issues. It's a good product. For those starting to use SAP HCM, I recommend it if the company has the budget and strong employees. SAP HCM requires substantial resources, so it's ideal for large organizations, especially those with multiple branches, supply chains, logistics, and active accounting departments. For smaller organizations, ranging from one to fifty employees, it may not be as suitable. For larger organizations, I highly recommend it.

Payroll is always the central area the tool focuses on. It needs to ensure things are flowing, employees are paid on time, and there are no issues related to location, pay, or hiring. SAP HCM helps observe all the work, from hiring to paying paychecks every month. It's a system that depends on the data you input. You don't want to work with bad data and expect miracles. If the data isn't clean, it's more work.

What can be improved in SAP HCM depends on the industry it serves. The system's navigation could be simplified for users. The flow and integration between parts, like core HR, payroll, and recruiting, must be communicated properly. Users should focus on how doing things correctly from the start will improve things in the long run rather than feeling overwhelmed by tasks.

About stability, if companies think about the things I mentioned from the start, it'll be better. It's much better to have SAP help than to manipulate the data themselves. You can't put bad data in and expect the vendor to fix it. They might say it's too bad and you'll need more steps to fix it. Some organizations don't take these decisions seriously because they think vendors want to sell products. They might use one or two modules and expect others to work fine, too, depending on the correct data in the modules they already use.

I think this solution's scalability is good, but it depends on the organization. Scalability depends on what the company wants and what it's working with.

The tool's deployment depends on the type of data, where the source data is, how accurate it is, and whether there are any duplications to eliminate. This process requires data mapping and cleanup ahead of time.

The setup process usually takes about six weeks to six months, sometimes up to nine months, depending on the size of the project. It might take four months for one or two modules. However, you should plan for nine months because of potential resource constraints, budget issues, hiring consultants, and considering how many on-site resources the company has to support the project while doing their daily work.

Maintenance can be complicated. It depends on whether the company wants to do it themselves or have the vendor (like SAP) handle it. If SAP handles it, they support working with clients to ensure everything flows properly. If the company does it themselves, they might make manipulations that aren't right and make things worse. This often happens because they don't understand the delivered functionality within the system.

It all depends on how stable and standardized the company's processes are. If they make the workflow work properly, things can be easier. But if they manipulate data and expect things to work out on their own, they'll see a lot of issues. It's even more complicated when two people are doing one job, and security issues can occur.

If you do things the right way, you'll see results in six to seven months. If not, it could take a year or two, and things still won't be right.

The cost depends on the size of the organization. Compared to others, I'd say Oracle is number one, followed by Workday and SAP HCM.

I've only done one or two projects lately with SAP HCM. The use cases depend on the company, what it's implementing, and what issues it deals with daily. They also vary based on the modules it's working with. There's no generic situation.

How SAP HCM supports an organization's HR needs depends on where they want to go with the information, how they want to grow, and their budget requirements. I usually use a specific version within the core HR space. The impact depends on the project and the organization's size. The impact isn't big for small companies with few employees because they can use the standard functionality. However, the impact is huge for organizations with over 5,000 employees.

People often worry about the learning curve when switching from a system they're used to. They get curious about how much improvement they'll see rather than focusing on learning and seeing the results.

You need to be prepared to use the solution. You don't need to be a professional, but you shouldn't overthink it or worry that you won't be able to do it just because it's new. Many people get carried away in that process and lose track.

People often hesitate to learn and worry about different tasks. Instead of going from A to Z, they look for shortcuts, which don't work in all environments. You must go through the learning process to understand the system properly and get the necessary information. People often look for shortcuts, which isn't the right way.

I rate the overall solution a seven out of ten. 

With SAP HCM, I can handle HR administration and management tasks for both employees and HR. Additionally, SAP offers a specific module for human resource planning and management.

The valuable features of SAP HCM include managing employee data from hiring to retirement. It handles settings for new hires and stores employee information. 

HCM could improve compatibility, making it more accessible via web applications and graphical interfaces. Additionally, pricing could be more competitive compared to SuccessFactors.

I have been using SAP HCM for a couple of years.

The number of end users of HCM varies based on the size of the company. Companies with thousands of employees, like some big names, use HCM. Over the past few years, there has been a trend of companies transitioning from the SCM module to also using the HCM module.

SAP support for answering questions is generally fast, knowledgeable, and customer-friendly. They cover all modules and aspects of businesses, providing end-to-end solutions and addressing basic organizational needs effectively. I would rate the support as an eight out of ten.

Positive

Licensing with SAP involves negotiation to determine costs and benefits. Return on investment depends on how effectively the company negotiates with SAP for reasonable pricing.

People often face challenges when starting with SAP due to a lack of understanding of how it works. However, with time, they realize its benefits and find it to be a good fit for their business needs.

SAP supports organizations in complying with global chart regulations, but some users find their support lacking in reliability. When encountering issues, users may experience delays and difficulty finding solutions through the SAP support portal.

SAP HCM brings value through new innovations like SuccessFactors. Consultants emphasize transitioning from on-premises to cloud-based applications.

Overall, I would rate SAP HCM as an eight out of ten.

We have different structures dealing with the enterprise, starting with enterprise structure, employee structure, payroll structure, and other structures in SAP Human Capital Management. We make these structures in SAP HCM and deal with organizational management and other information related to personnel administration, management, payroll, and personal actions. HR deals with different master and permanent data aspects. The administration aspects, the different functionalities, and the processing features in the personnel administration are necessary to define default values and business authorizations like decision-making. Other use cases include personnel calculation rules and different schemas, sub-schemas, rules, recruitment, e-recruitment, and time management, including positive and negative time management. SAP HCM is also important for payroll processes, including country-specific payroll. Training for event management is also a sub-module to prepare candidates for training events and event management, booking events at the company's internal cost. SAP HCM also covers employee and manager services. Along with that, integration interfaces, and human resources are reporting.

We have features such as ABKRS based on the client's requirement, tariff and TMSTA, and so on.

What cannot be facilitated through the product's standard functions can be done through development. Success factors also come into the picture in the new cloud management aspect and integrations. For instance, S/4HANA. The two aspects are development, with reports, interfaces, conversion, enhancement, prompts, and smart forms. The reporting aspect covers employee and manager self-service, anything the employee can do. Then there are already success factors for the cloud solution which cannot be integrated into S/4 HANA.

I have worked with SAP HCM for about ten years.

The solution is stable.

The solution has chain management, so it is scalable and climbing up. Some of my clients are smaller and medium-sized businesses, while others are enterprises.

The initial setup is not difficult. The time we take to deploy the solution depends purely on the project's scope, size, and budget. On average, it could take one to two years, but sometimes it can take longer or less time.

I have seen a return on investment. In the long run, I need to check the depreciation. After calculating the depreciation on the cost of this solution, I can count the return on investment. Based on what the client invested in the project, SAP HCM is stretching as per their business process while minimizing their wastage. And as per the decision-making, clients can save a lot of revenue.

The solution is cheap. Suppose a client can afford to purchase their software and hardware on-premises, even if it's expensive. In that case, that's okay because they can afford their agenda, which is an on-premises installation for security. And some clients who cannot afford the same, but allocate it to a business expansion, can choose either a private cloud or public cloud, sometimes operating in a hybrid mode. Some clients can pay a subscription if they want to go for a certain route.

Now and then, SAP changes as per the requirement. Earlier, it was ECC, and some clients still run on databases with limited aspect software. In 2012, they came up with S/4HANA. I'm comfortable with the previous one and the new one, S/4HANA, including on-prem and on the cloud.

I rate the solution a ten out of ten because clients have received a return on investment.

My primary use case for the solution was managing employee data and handling all payroll-related operations. It included managing employees from their entry into the company until their exit and resolving any errors within the system.

The product significantly improved our organization by automating many processes, which reduced paperwork and provided clearer, more accurate goals and competencies. 

The most valuable feature of the SAP HCM solution was its integration with SuccessFactors, particularly the Performance Management feature. This integration allowed for effective employee performance and payroll data management.

The product could be improved in terms of cost. Additionally, having a reliable support partner who thoroughly understands our needs and can promptly address issues would enhance the overall user experience.

I have worked with the SAP HCM solution for five years.

The product is stable. 

The solution is scalable. 

Our experience with customer service and support was moderate. While the support provided by the vendor was helpful to some extent, some areas required improvement in terms of understanding our specific needs and providing timely solutions.

Neutral

We are planning to switch to a local program due to financial constraints.

The initial setup was straightforward. We followed the guide and translated our company's needs into the system, making the process smooth and manageable.

We implemented the solution with the assistance of a vendor team.

The product is expensive. 

SAP HCM is a powerful program that can greatly benefit organizations with its comprehensive features and integrations. However, companies should be mindful of the costs and ensure they have the necessary support infrastructure.

I rate it a nine.