SAP HCM Reviews

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.

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 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.

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. 

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.

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 learned SAP through a structured program, which laid the foundation for deeper engagement with Android development. SAP HCM is a vast platform offering ample opportunities for exploration and learning. It is easy to use and easy to learn.

Sometimes, employees may have pending requests that need approval, so you should check those and clear any errors to ensure smooth processing.

It's highly flexible, allowing you to understand the employee processes from hiring to departure. Additionally, you can access comprehensive information. It essentially structures the employees and their data to achieve organizational goals efficiently.

If SAP could streamline the onboarding process directly, it would be more efficient.

I have been using SAP HCM for three years. I'm working under the HR system checking employee and personal data for employees.

I rate the solution’s stability a ten out of ten.

200 people are using this solution.

I rate the solution’s scalability a ten out of ten.

SAP HCM isn't always a standalone solution for recruitment. I also utilize Workday, which serves us well. When we hire someone using a platform different from ours, it integrates into SAP HCM. Then, we manage the data and verify if the employee was hired correctly, including personal data, background checks, and bank details. It doesn't facilitate much employee engagement. We are assigned to manage the data equipment via FedEx.

The initial setup is easy and takes a day to complete. It was done in-house.

The solution is expensive.

You can use SAP HCM to streamline your organization's payroll processes. Integration is complicated if you want to integrate it with different teams.

I recommend the solution.
Overall, I rate the solution a ten out of ten.

With SAP HCM, decision-making is very helpful. Every data that's related to our employees is stored in the solution. We are an organization of over 2,000 employees, and the solution has helped to maintain a database for everyone.

All our employee data, like performance and payroll, is managed through SAP HCM.

SAP HCM's long and tedious transactions can be improved.

We have been working with SAP HCM since 2004.

We have never faced any stability issues with SAP HCM. We have an on-premises system and never faced any server issues or technical glitches.

SAP HCM is a scalable solution.

SAP HCM's technical support was on point. I appreciate that every data we wanted, every help, reconfiguration, or customization we wanted in the system, happened as soon as the request was made.

Positive

The system is now becoming outdated because it involves all the transactions and is very detail-oriented. We want to move towards the cloud solution they're offering.

The solution's maintenance happens weekly for us because we have a lot of customizations done in the system. We're directly in contact with the SAP facilitation team, and they do it for us, the local partners in Pakistan.

Before choosing SAP HCM, users should consider the transaction time, how the data is being configured, and how the data or report generation comes out for them.

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