SAP HCM Reviews

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.

It didn't go live with it.

Sap HCM is not a flexible solution to meet our requirements.

There are several issues with GuI, and it's not easy to use. Additionally, it requires a significant amount of configuration, and we haven't been able to find anyone who can meet our specific data configuration needs. But the major issue it's a really old fashion app. We are in 2023, there is no need to use an app that looks like this.

It's been around two years now. We already had SAP in our company, and we already were working with a partner to finalize all the configurations, but it didn't succeed. So it's not working yet.

It is a pretty stable solution.

It is a scalable solution. For other modules, it's around 100 to 200 users in my company. We had 12 administrators.

The customer service and support team is okay for all modules. But for HCM, we couldn't find a dedicated consultant to assist us.

Negative

It was difficult to deploy. However, it has already been deployed, but there were challenges regarding configurations and implementation. So, we had a lot of issues.

The setup took around one year. Because configuration included our requirements and making the rules, ensuring compliance with insurance rules and governance tools. It's like insurance policies in Egypt or something similar that may affect the SAP HCM system.

The pricing is really high. Compared to Odoo, it's very high. However, if you already have the other modules, it's okay. But SAP will cost you a lot of money.

We are looking to switch to Odoo. It seems easy to use. It is very, very easy to use and configure according to our requirements.

I don't recommend implementing SAP HCM. It's not good at all. Overall, I would rate the solution a three out of ten. It is primarily due to complexity, configuration, and pricing. 

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. 

I used it for learning and talent management, employee self-service, and the n2n process for HRIS.

It simplifies everything for human capital management, and all users can do self-enrollment for leaves and those kinds of things. The employee self-service feature is quite a powerful feature for me.

You can install it on your mobile phone or iPad and do your employee service activity there.

I'm currently working for a state-owned government company, and we need to follow some standards and regulations. We also have a strategy to be followed. Sometimes the template and the format are not available in the SAP HCM, so we have to work around this limitation. The tax also sometimes changes in my country, and we have to redo everything to change the payroll calculations, benefits, and things like that.

The talent management feature can be improved. It is currently very simple in SAP HCM. 
SAP is also very hard to integrate. In terms of monitoring, there are no monitoring tools, but as long as we take care of the disk capacity, there is no problem. 

I have been using this solution since 2014. 

It is quite stable because we run it on the IBM AIX platform, which is quite powerful. The CPU allocation is maintained by us. We use the DB2 database. In terms of power, machine performance, and availability, it is quite stable.

It is definitely scalable because we have an on-premises solution. It is very simple to add memory, processor, or disk capacity.

We got the principal support from SAP. We also have support from a business partner to do all the implementation and maintenance. We don't have any issues related to support.

I am also using SuccessFactors. SAP HCM has got talent management, but it is not as detailed as in SuccessFactors. In terms of HR management, SAP HCM has got more features and more details than SuccessFactors.

It is totally customized. The full deployment or rolling it out fully takes one to two years.

SAP is expensive, but if you're using the product, then the expensive product becomes inexpensive. Considering its performance and features, I find it quite reasonable.

The best thing to do is to identify whether you will need integration with other applications or solutions. If you don't look at this aspect in terms of future implementation, it will give you a hard time later on while doing the integration.

I would rate SAP HCM an eight out of ten.

I have used SAP HCM with Oracle Database for about 13 years and SAP HCM with HANA database for about a year.

We have managed to consolidate our payroll for all India operations on this platform.

• Core HR data management for employee and organizational data is very stable and flexible. 
• Customers can create custom infotypes to store any custom data points.
• Time/payroll management is a very stable, sturdy product.

• System usability is a challenge.
• It needs a lot of end user training as it is not intuitive at all.

No stability issues.

No scalability issues.

SAP technical support is good. However, for HANA, they still have to go a long way to go.

We did not use a previous solution.

For implementation, SAP offers little support unless you buy SAP Safeguarding from SAP Consulting.

Licensing is pretty complex. SAP does not have a straight forward way of licensing, and it differs from client to client.

The terms on which you buy licenses might change due to the way they license in a particular product.

Be careful and guard against future changes in licensing.

We evaluated PeopleSoft.

Choose a good implementation partner. 80% of the project's success depends on the skill level of the implementation partner.

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. 

The core modules of this solution are for personnel and payroll, which is the basic setup for any HRIS system.

SAP needs a total upgrade to the user interface. I've worked with the performance module and the objectives and goals module in HCM and they're far from being satisfying to any customer compared to what exists now with SuccessFactors. 

SAP also needs to apply better practices to the talent management modules. There needs to be a renovation of the interface and functionalities of the talent management modules.

I have been working with this product since 2010, so about 12 years. 

The solution is stable. Recently, the localization versions for different countries were increased, and that added value to the solution. We work in Egypt and we spent a lot of time working with the international version until the localized version was released, so it's a plus to have increased localization of the product.

Scaling is just a matter of changing the license and there aren't any problems with that. My current customer using this solution has about 5,000 employees. SAP HCM is suitable for enterprise companies. 

Sometimes the tech support is good and they have quick responses, and sometimes we face delays in the response. I don't know what it depends on, but each case is different. I'm not always satisfied and I'm not always dissatisfied.

I haven't faced any problems when implementing HCM. Usually, we don't implement the entire package. The personnel administration and payroll modules take two to three months to install and implement. 

The pricing is not reasonable at all. That's why the product needs to be used by an enterprise, because the pricing is not okay for medium or small companies.

SuccessFactors is trending now because it's more user-friendly and more rapid for all the advanced modules, such as the recruiting performance, and SAP HCM is not satisfying to customers anymore.

My advice would be to stick to the core modules on SAP HCM, because it is not the best choice for talent management modules. 

I would rate the product as an eight out of ten. 

I am an HR Solutions Provider from SAP. My customers use the solution for many other domains such as sales and distribution, finance, material management, and plan management and maintenance.

SAP sHCM helps with the solutions my customer look for in the HR domain.

The payroll and time management features are useful.

Some reports need to be added on the time management side.

I have been using HCM for the past 15 years.

I rate the solution a nine out of ten.