SAP HCM Reviews

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.

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. 

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. 

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.

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. 

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. 

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.

We use the solution for organizational management, personal administration, time tracking, etc. It helps us integrate file management with payrolls and the payroll cycle. 

The solution has powerful capabilities for managing small, medium, and large businesses. They provide the most stable and powerful technology in the areas of human resources, information systems, and ERP. 

We aim to keep business and business scenarios updated and customized within the system. Thus, we want to receive frequent updates.

We have been using the solution since 2013.

A survey within our corporation describes HCM as a stable solution.

It is a scalable solution. 

The solution's support team always addresses our problems very well. 

We know that HCM serves a specific field of business and a specific corporation with particular needs. It comes with a set of challenges as well. The biggest challenge for us was re-engineering our business processes to match the standards of HCM in best practice. We eventually implemented most of our processes successfully.

I rate the solution as a seven.