SAP HCM Reviews

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.

SAP HCM helps maintain employee records, payroll, timesheet management, etc. 

The tool's best feature is SAP SuccessFactors. 

SAP HCM needs to improve its UI. 

I have been working with the product for seven to eight years. 

Oracle HCM is stable; I rate it a seven out of ten. 

The solution is scalable, and my company has more than 40,000 users for it. 

We inform our in-house technical team about the issues. 

Positive

SAP HCM is easy to maintain, and I rate it a nine 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.

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. 

We begin using this solution when we hire an employee. We input all of their family details, bank details, and the wage we decide on during the interview. We enter all of their initial information in SAP, then we generate their new employee number. 

I think that it's a very powerful tool for maintaining your company data. When you maintain your data in SAP, you can generate any kind of HR report with one click.

We input all of our workflows into SAP to make our work environment better. All of our new projects and new policies will be implemented in SAP. It would be very helpful for our company if a new version was released with the ability to contain all of the things that we have newly introduced in our company.

I have been using this solution for 12-13 years. 

This solution is stable. 

600-700 people use this solution in our company. The supply chain management department, internal audit department, IT, and the administration department use SAP HCM. 

I would rate the technical support as a five out of five. With the support team, you can easily satisfy your clients.

We have an annual license for this solution, and the price depends on the number of users. 

My company chose this solution because it is very important and famous all over the world, and its reporting tool is very good. I would recommend it, and my advice to someone considering this solution is that it is a very user-friendly software. I would rate it as a ten out of ten. 

SAP HCM has totally integrated our work. We left a manual environment, and much of our work is now automated with this solution. 

The system has demonstrated high stability over the years, with no significant downsizing periods.

The cost is contingent on scalability. If you're seeking consultant-level insight, it involves a comprehensive HCM package rather than just managing at the employee level. Scalability is crucial, with consultants providing the necessary resources, expertise, and training to elevate teams efficiently—at a lower or higher level. In my company, which uses SAP HCL, maintenance involves overseeing four users at my level, including three team members, one of whom is a two-year female employee. Additionally, there's one consultant and two employees at the certificate level. Looking at the entire organization, I manage maintenance for sixteen thousand users.

Technical support through Telstra is available for SAP ERP, particularly for creating custom objects in SAP HCM when standard functionality falls short. The responsiveness of technical support depends on the complexity of the task. Simple workflows may have a quick resolution, while intricate processes, like complex triangular workflows, may take longer. The resolution time is influenced by both task complexity and technical team availability. In SAP implementation, a well-defined process can result in swift technical support integration, but more complex processes, such as those in SAP SCM, SAP M, and SAP Finance, may require more extensive collaboration with the technical team.

Positive

Our organization transitioned from Oracle TIN to SAP HCM due to SAP's superiority in providing comprehensive business solutions. While I focused on web development using Java and C++, the comparison revealed that Oracle lacked integration with our department. SAP's ERP system, serving as the main system for the entire organization, offered superior integration across departments compared to Oracle. 

The decision to switch was driven by SAP's cohesive solutions, superior functionalities, and overall package, addressing the limitations we faced with Oracle's inability to seamlessly connect different facets of our operations. The move to SAP HCM aligned better with our organization's objectives for an integrated and comprehensive ERP system.

The deployment time for SAP largely relies on your preferences. If you aim for a quick deployment, that's achievable, but if you prefer a more gradual approach, that's also possible. Typically, it depends on four to five people and the number of modules in use within the organization, usually ranging from five modules. In such cases, a minimum of eight to nine people may be involved in the deployment pro

The cost varies depending on the specific requirements. It is adaptable to the needs of the user – a higher package for extensive requirements and a lower package for more modest needs.

Overall, I would rate it seven out of ten.

We use the solution as an ERP system for enterprise business.

The solution has the best customization features. It provides good data management features and integration with enterprise resource management platforms.

The solution's reporting feature could have customization options. Also, its dashboard features need to be better compared to Oracle.

We have been using the solution for seven years.

The solution is stable.

The solution is challenging to scale compared to Oracle, which is easier to understand. Our organization has over 100 solutions users from the material management, finance, and networking departments.

We have our IT support department for technical queries. So, we never directly contact the solution's technical support team.

The solution's initial setup process is time-consuming. Also, we need to hire resources for customized reports apart from maintenance.

The solution is more expensive than Oracle. 

In comparison with the solution, Oracle is more cost-effective. Also, it has a more straightforward process for customizing reports based on our requirements. We can create reports with customized designs using it.

I recommend the solution to others and rate it an eight out of ten. It provides a complete ERP system.

SAP HCM is used for payroll and core HR.

We are satisfied with the reporting by SAP HCM.

We find some challenges in the integration between SAP HCM and SAP SuccessFactors.

I have been using SAP HCM for nine years.

SAP HCM is a stable solution.

SAP HCM has very good scalability. Our clients for SAP HCM are enterprise businesses.

I rate the solution an eight out of ten for scalability.

Sometimes, we get fast responses from the solution's technical support. However, the technical support team's response time is sometimes very slow.

Neutral

Implementing the solution in core HR and payroll for managed services and employee-managed services is not straightforward.

On a scale from one to ten, where one is difficult and ten is easy, I rate the solution's initial setup a four out of ten.

I rate SAP HCM an eight to nine out of ten for its user experience and ease of use when navigating HCM modules.

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