SAP HCM Reviews

We use the product for analytics, employee experience, and talent management.

The platform is beneficial in terms of managing data points. Additionally, it gives a lot of insights, helping us with people analytics. The employee experience features allowed us to derive new inputs for management.

SAP HCM has valuable features for analytics data management. The employee experience feature is another good functionality that allows us to note down feedback. It provides ease of utilization and efficient integration with stand-alone products and works well in delivering reports. It has a better mobile application compared to others.

The product's learning and development features could be better, including new exclusive LMS tools. Additionally, the data analytics feature could have more depth, similar to Workday.

I have been using SAP HCM for about eight to ten years.

Stability-wise, the platform works well.

It is a scalable product. The number of users varies for different organizations. I have been a part of a company with over 20,000 users. On the other hand, there was a company with only 200 users. I have worked with a different range of employees.

We are using Workday. It works better regarding certain analytics features in integral databases than SAP HCM.

We took assistance from consultants to implement the product in a few companies. At the same time, we implemented it ourselves in one of the companies.

In my earlier organization, we comprehensively analyzed the ROI after implementing SAP HCM. The results showcased substantial progress and benefits over the years. We were able to bring a lot of insights to business leaders through efficient reports and dashboard functionalities.

We purchase the product's yearly license.

SAP HCM's personal administration feature greatly impacts the organization's record-keeping process. It eliminated a lot of unnecessary manual work effectively. It is a good product; advise others to go for it if they have an essential budget.

I rate it an eight out of ten.

We use SAP HCM for recruitment and payment modeling features.

It is a valuable product that helps our company organize payment structure, recruitment, and talent management.

The platform is simple to use and has a user-friendly dashboard and integration features.

The product's license is very expensive.

I have been working with SAP HCM for seven years.

It is a stable platform. I rate the stability an eight.

Our organization has 300 SAP HCM users working from the finance, administration, HR, and engineering departments. I rate the scalability a seven or eight. It is a scalable product.

The technical support team is responsive.

Neutral

We also use SAP S/4HANA, a business suite product from SAP. It enables financial, controlling, and material management.

I am a technical expert, and thus, it is very simple to install for me. They have documentation to refer to. However, configuring HR processes, including reporting and workflow features, can be challenging. The deployment depends on the number of employees. It takes around three to six months to complete the process. We have a team of three technical executives. One resource can maintain the product. SAP also provides support to each customer for maintaining the application. They release updates every year.

The product generates a return on investment with the capability to develop and manage the talent in the company. It helps with detecting talent, employee rotation, and managing resources. We can make a decision on employee retention using SAP HCM.

It is an expensive platform. The pricing depends upon the specific model and number of user accounts included in a bundle. The licenses for 1000 users might be less expensive than licenses for 100 users. We have to pay around 20% of the license cost for maintenance and support services for two years.

I recommend SAP HCM to others. It is a very useful application that can centralize the management system. We can integrate it with S/4HANA for financial features.

I rate it an eight out of ten. I would not rate it a nine as it requires specific change management and deployment training. It is a new application, and users need to familiarize themselves with the functionality.

We use SAP HCM for all employee management data. It is implemented for our HR operations, covering all aspects except performance and goal management.

It integrates well between modules, such as HCM and FICO, where processing salaries automatically reflects transactions in FICO.

The integration provided by SAP between different modules is very good.

SAP HCM needs to be more customizable to fit unique organizational processes. The UI could be more user-friendly, and documentation should be more readily accessible.

We have been working with SAP HCM for the last few years, having deployed it in 2020.

I would rate the stability of SAP HCM as seven out of ten. So far, the setup has been good across various modules.

Scalability is excellent, and I would rate it ten out of ten.

Technical support from SAP is very good, and I would rate it nine out of ten.

Positive

We have little experience with Oracle PeopleSoft, which is also a good product, especially for small and medium industries.

The setup process is reasonably straightforward and not user-friendly. It's manageable with the proper documentation.

I am involved as an implementer from the IT department; I am not an end-user but rather part of the team implementing the solution.

SAP HCM is costly compared to other ERPs like Microsoft Dynamics or Oracle, and I would rate the cost as one out of ten.

Oracle PeopleSoft is a recognized competitor.

For small industries, it may not be suitable due to its high cost and complexity. Small and medium enterprises may benefit from other flexible, user-friendly solutions like Oracle PeopleSoft.

I'd rate the solution eight 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.

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.

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. 

We use the product for benefits and payroll. 

The tool's most valuable features for our HR operations include easy reporting capabilities, which allow us to generate reports for management meetings and auditing purposes. Additionally, it supports appointment preparation and processing benefits. 

SAP HCM cannot integrate with other third-party applications. One of the drawbacks we encounter with SAP HCM, specifically in payroll management, is the limitation regarding changing payroll areas within the same month. For instance, if an employee transitions from staff to non-staff status during the month, we face difficulties because the system doesn't allow us to change the payroll. 

We encounter issues related to employee repatriation, especially when individuals return within a two-year timeframe. The system sometimes picks up previously processed data, complicating the repatriation process. As a result, we often have to find workarounds to address these issues. These challenges may stem from our system configuration, but we're still investigating to determine the exact cause.

I have been using the product since 2014. 

I don't always find SAP HCM to be stable. Sometimes we encounter issues that we thought were resolved, but they resurface. It may be due to our configuration, but we do experience these issues from time to time.

We use SAP SuccessFactors for recruitment and performance marketing. 

The tool's deployment and installation can be complex because numerous adjustments are required to tailor it to our needs. For instance, when processing education grants, it takes considerable time to customize SAP to suit our purposes due to our various requirements.

Maintaining SAP is generally manageable, but we sometimes need assistance from external contractors to handle tasks that we cannot manage internally.

I find the reporting satisfactory. The quality of reports depends on the data input, particularly the master data. However, I am optimistic about transitioning to newer tools like SuccessFactors, which can integrate with other systems outside SAP. I rate the tool a seven out of ten. 

This is an ERP product organizations use for running their HR. I'm an SAP consultant for the HCM module implementing the product for multiple organizations. We use SAP SF modules for talent management, and I am currently using SuccessFactors for work performance and goal management.

Payroll processing is my favorite HCM feature, and I like all the SuccessFactors talent modules also. SAP is making good progress on enhancements to the features in the SF modules.

The talent modules are lacking in HCM, so I would recommend switching to SuccessFactors for talent management, but HCM excels at time management and payroll. 

I've been using for I think four years.

I rate SAP HCM 10 out of 10. 

I rate SAP technical support nine out of 10. They're always available via live expert chats whenever we get stuck.

Positive

I rate SAP HCM eight out of 10 for ease of setup. Deploying SAP HCM is easy for us, and we have experience implementing it for multiple organizations. When we first implemented HCM, we needed to spend some time studying tutorials, manuals, and knowledge bases. Now we are experienced, and we can implement any SAP process an organization needs. It's easy to adjust the configurations as needed.

I believe HCM is a little expensive, but I don't know the exact price because I'm involved with the sales team. However, I think the price must be reasonable because many organizations are migrating their current ERPs to SAP. It's excellent software, and the price is competitive.

I rate SAP HCM 10 out of 10 for the current processes we are using. It's a complete module, and we have already migrated the talent management functions to SuccessFactors.