SAP HCM Reviews

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The system is now becoming outdated because it involves all the transactions and is very detail-oriented.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.

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.

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 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. 

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.

We use SAP HCM to store and manage organizational data such as OM data, job profile data, solution data, HC data, and call center data.

Currently, we are in the process of migrating our SAP HR system to Workday. This is the process that I am involved in at the moment.

The most valuable feature is Organizational Management (OM).

This solution needs to be more configurable and user-friendly.

People who work with HCM need to have the proper knowledge of coding.

I have been using SAP HCM for more than two years.

The scalability is good. We have between 1,000 and 3,000 users.

I have been in touch with technical support once or twice. Our problems were resolved very fast so I would say that the support is good.

We are currently in the process of migrating to Workday, which is more user-friendly.

The two solutions are similar; Workday has improved on some of the things that SAP can do, whereas SAP can do some things more efficiently. Also, SAP can do some things that Workday cannot. One example is the address formatting. For example, in India, the format of addresses is different than in the US and some other countries. We have had challenges mapping the addresses to Workday from SAP.

With Workday, you do not need to be a program developer.

SAP HCM is a solution that I recommend. It is a good product, but if it were more configurable and you did not need to develop as much code then it would be better.

I would rate this solution an eight 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.

I'm an SAP consultant and I have companies in Egypt and France that do SAP consultancy. We are specialists in SAP activities, SAP implementation, network building for HCM finance controlling, warehouse management, SAP retail plus migration of projects, BI, and strategic management. We have all these capabilities in our company and use them to help clients make the most of their SAP HCM implementations.  

Human Capital Management is a powerful tool for organization management. It helps to define the organizational structure and support the company. It helps with the administration of things like maintaining employee information, tracking education and learning, administering insurance and healthcare, and all other facets of human resources. It helps monitor a lot of things that would otherwise take a lot of time and effort to make them not just easier, but automated.  

One of the most powerful tools in SAP is its integration with finance and other modules. Some of the capabilities are self-service for the employees which cut down on administrative time. For example, scheduling vacation leaves is done by the employee directly and the notification process and approval are all automated.  

The most interesting change to SAP is that it is now all available on the cloud. Before it was only on-premises. Cloud offers a lot more opportunity as well as potential cost reduction.  

My partners in the company were already leading HR consultants in the market in the Middle East when we formed our company. They were working with HCM locally in the Gulf and the Middle East. Our company has around six to seven permanently employed HR consultants. We sometimes use freelancers depending on the volume of our work and commitments.  

The most valuable features have to do with finance and payroll. Some organizations — like banking, insurance, and the government — are regulated and can not or do not want to host their critical financial data and employee data on the cloud. What we are doing right now for clients of this sort is we split the implementation to their advantage. We put financial and personal information management on-premises and the other information which is not critical — like learning, performance and setting goals — goes on cloud and we integrate those solutions. We use the cloud when data is not critical for security purposes and when it is not confidential. This can save the client money.  

This product has a lot of features that are much improved and more advanced than other solutions. In our area of the Gulf region and the Middle East, a lot of organizations depend on it because it meets with regulation compliance and security concerns. So government and banking depend on the SAP HCM solution for administration on-premises.  

SAP had developed new screens for the latest release of SAP HANA for HR on the cloud. They are doing the most innovation for HR on the cloud. So, there are some screens right now for both on-premises and cloud but the company is focused mostly on cloud development. A lot of the clients who deal with regulations must currently stay with on-premises solutions for critical data. SAP needs to continue trying from time-to-time to develop and release some new screens and new tools for HR on-premise that facilitate the working and interaction with the interface. They should do this in parallel with the cloud. Instead, they are leaving the on-premises customers behind.  

For the next release of HCM, I would like to see more interactive screens and parallel development for on-prem and cloud. SAP now does the most innovation for the cloud solution and less innovation for the on-premises client. In our experience and with our clients almost all customers depend on the on-premises solution for sensitive data — either by choice or regulation. It would be nice to see a mobile interface as well.  

We have been using the solution collectively since before we opened our HR company in 2015. One of my partners started working in HR in 2003 and the other one started in 2006. We are all experienced in SAP HCM.  

We have never had any issues with the stability. We have no complaints as users and I have never heard any complaints from my customers.  

It seems to me that it should be obvious that this product is very scalable just because it is made by SAP.  

It is easy to contact technical support and get help. Within the license model, you are paying 22% of your license fees per year to SAP for their support. There is a marketplace for SAP that you will have access to. You will go to that marketplace with any issue to open your tickets. You can set the severity and urgency of the issue by selecting it on the form. Then you submit the ticket to SAP and according to the severity, SAP will contact you and try to solve the issue with you.  

The initial setup is not just the installation. It is also the business process configuration. This is what will take more time. An expert is required to set up many things properly. Someone who expert in HR and knows the business of HR and the business processes, but also has to know the region. If the person doing the configuration knows the laws and how to perfect configuration for the user group, it will be easy for him and better for the company after implementation. But if the person doing the configuration is not an expert, does not know the laws and how the HR process works, it will be difficult for him, it will take longer, and the customer will not be happy with the results.  

To deploy HCM, getting the setup right depends on the organization and attention to detail. If it is an organization with 500 employees and the solution will be used for payroll, personal administration and organization management, it could take something like four months to install this and configure it properly. This is if the guys doing the installation are experts in HR and the configuration of SAP.  

We are the people who do the implementation and consultation and that is because we have worked a long time in the field and have become experts. Almost every customer who is coming to this product without knowing it well and what the capabilities are needs to seek the help of an integrator or consultant.  

The cost may differ from region to region, but here in the Middle East, you pay per license. There not any costs in addition to the standard licensing fees. 

SAP HCM is on-prem. SAP has another solution which is called SuccessFactors. It is on the cloud and by subscription only. So SAP has two solutions, the one on cloud is SuccessFactors and HCM on-prem. SAP is pushing for clients to go to SuccessFactors right now. The cloud solution may save some people money.  

At this time in the competitive business world, HCM is a very important module that each organization should want to use. It will help any organization to calculate and control the cost of their human resources. Human capital management allows control of when you want employees to work when you don't want them to work and keeps you aware of when they will be on leave so that their responsibilities will be covered by someone else. Businesses have to plan for things like this. A lot of things affect human capital and that can affect the course of an organization.  

On a scale from one to ten where one is the worst and ten is the best, I would rate HCM around nine out of ten. It is not a ten because of the issues with the interface development.