SAP HCM Reviews

Our primary use case of SAP HCM is for administration benefits and talent management.

The integration between the different models like personnel administration, work management, payroll, and time management are the most valuable and key features. It's also very important to make sure that the data is correct as well, to make sure that you get the best out of the solution. 

The interface is simple to use. It is quite easy. The dashboards are also user-friendly. 

The management side needs improvement. To me, I think people have underestimated this solution because we know what consists of all the objects in regards to the organizational structures, positions, departments, training, there could be better improvement on that. 

On the personnel administration side, it's very difficult to do custom development. You're always dependent on your editors to do that. And now again, I'm comparing it to SuccessFactors because on SuccessFactors it's very easy to do. Any additional fields or stuff you want, they have the ability to apply all those changes. I would say that's where this solution really falls short. It makes the maintenance and the support of the system very complicated as well. There needs to be more support for the HCM solution. 

The current on-prem solution is not that stable anymore because there is so much more work that the cloud offering has and you cannot do that with an on-prem solution. Very soon everybody is going to have to move to the cloud. 

I believe that the on-prem solution is going to have to phase out. SAP is focusing now on the cloud solution. And that's the reason why I feel obscure on Employee Central.

Technical support needs improvement. 

The initial setup is not complex. It will mostly depend on your consultant. I wouldn't say it's that difficult. I probably also would give it a six out of a 10. It's not as easy as SuccessFactors. 

I would rate it a seven out of ten. 

The biggest lesson I have learned from using this solution is that integration is so important. You must understand integration, even within HCM between the different module.

• Breadth of services
• Ties to enterprise Finance and Supply Chain

Ensures a single source of data for downstream systems use.

Service support.

15 years.

It is used globally for more than 80 countries.

Responses for enhancements can be slow.

PeopleSoft. We switched due to a move to global single instance across HR, Finance, Supply Chain and Project Management.

The initial setup was complex due to the ties across the enterprise and a global implementation.

Be careful to not overly customize, because this drives a high cost of ownership to maintain.

Integration with FI and MM are the best features. The localization packages and, of late, the Rapid Deployment Solutions have proved to be immensely time saving and thus have made SAP implementations monetarily viable for the SME sector. The cloud-based package extension for SAP HCM, which is named SucessFactors, has added a new dimension to the ERP functions. Features such as SAP JAM and Apps have made SAP ERP HCM social media- and mobile-friendly.

In the process of implementing SAP HCM, the ASAP roadmaps guide the client to streamline the various processes associated with HR. As a result, every area within the scope of HR comes under the scanner. Hence, from the hierarchical framework to grouping employees as per shifts or paydays and pay frequencies, everything gets streamlined.

Processing large volumes of data during processes such as payroll is time consuming, which could be an area to work on.

I have been working with the SAP HCM module for over nine years.

I have not encountered any stability issues so far.

I have not encountered any scalability issues so far.

The support that we have been getting has been great.

I did not previously use a different solution; I have always been associated with SAP.

I work on a contract basis as an SAP Consultant, and clients contact me only after SAP has been chosen.

Select the solutions carefully. SAP has a lot to offer, but which solutions are required for your company and what is financial viable for your company can be a tricky decision to make. So, first have insight into what every solution and module has to offer. Finally, every step of ASAP should be followed religiously. I have seen companies losing their focus while implementing, just because the TO BE Document should have been more comprehensive.

• OOB integration between different modules. 
• SAP Payroll module is one of the best in the market and is integrated with benefits, time, etc.

Integration is challenging and companies are struggling when it comes to integration between HCM and other systems.

• SAP HCM: More than 10 years.
• SAP HCM Integration with SharePoint: More than 10 years.

Previously, SAP HCM On-Premise was more scalable.

SAP does its technical support very well.

Not a different solution, but previously HCM was all decentralized and in some countries, manual. The goal was to bring all the countries/employees into one system.

The initial setup was straightforward.

Workday was evaluated with SuccessFactors. 

I would recommend to put more thoughts and efforts into integration and make intelligent decisions.

The solution is primarily used for managing all the HR related processes including personnel, administration, employees, master data, organizational structure, and payroll.

All of the core processes are very valuable aspects of the solution. These include personnel, administration, organizational structure, and payroll.

The organizational structure visualization could be improved in future releases. The solution has a very poor interface.

The solution is very stable. I've never faced any issues in unpredictability.

The scalability of the solution is similar to other SAP products. It's okay. You can expand a license to include more customers, even if you've started with only a few users. 

The solution is stable, so I didn't need to reach out to technical support very often. When I did, they were helpful.

In the normal process, you need to open a ticket with SAP and view a response or search on the marketplace for any SAP notes for fixing certain problems. That's normal process for all SAP modules; it's not HCM specific.

I typically come into the picture after the solution has been implemented, so I can't speak to how straightforward or complex the setup is. How long deployment takes depends on customer requirements. For us, I believe it took about two months. I believe you'd need a team of three for the initial deployment of the solution and two people to handle the maintenance if you are a medium-sized company.

I used to be an HCM consultant.

In terms of advice I would give to others considering the product, I'd say that implementation needs dedication from the customers. They need to share their requirements from the beginning. Key requirements shared at the beginning will ensure a smooth implementation. 

I would rate the solution eight out of ten. With better visualization and a better interface, I would rate the solution higher.

I like the talent, recruitment, and learning features the most.

I would like it to move more towards a single data space or a single data source. SAP as a platform relies on multiple data sources because traditionally, it has been bolted together by the acquisition of other products rather than a single database. That's why there are a lot of points of failure and a lot of required points of integration. They need a single integration point.

We are using SAP SuccessFactors. I know of and have been exposed to SAP for about 10 years.

I work with companies to determine whether SAP needs to be replaced or not. I do transformation programs. These transformation programs determine whether the existing system is SAP, whether it's fit for the purpose, and whether it should be changed to something like Workday because of the features Workday has. I don't physically use the product.

I wouldn't say so. We, as a company, experience regular problems with it.

It is scalable.

I have not personally dealt with them.

SAP is extremely expensive. The integration costs and customization costs are also a lot.

I would recommend a more modern version of it. My experience of SAP is with earlier versions. SAP is an aging system, so it doesn't stack up against tools like Workday.

I would rate SAP HCM a seven out of ten, but it really depends on the use cases. It depends on why and for what a company is implementing SAP. There are many elements of SAP.

I don't think it would ever get to a ten in my view because there are other products that are better than this and work in a much easier, simpler fashion. As a product, SAP is very complicated and complex to use. The only thing to do is to move towards a more modern architecture for SAP. I don't think that's ever going to happen, so I wouldn't ever give it a 10.

The product is flexible and has periodic updates. It is supports several different functional areas in the company, such as financial, controlling, logistics, and human resources.

In my work, it enables me to work remotely because I can connect to our customer’s site using a VPN.

The payroll area for managing employee salaries has room for improvement;

Payroll area for managing employee salary, regarding SAP HCM system, is an area with complex issues because Italian tax and labor legislation and regulations are often changed; so several implementations of this module need custom integration from a consultant.

It would be better if SAP HCM could manage several topics, like absence protected like sickness, maternity.

In the last years, several implementations/developments on the SAP HCM system were done concerning several topics, but above all, integration with other module sof SAP HCM, like Time Management, for example.

I have been working with SAP Human Capital Management since I started my work in 1998, so for about 18 years.

I did have some issues with stability, especially at the beginning. I had several issues regarding the Time Management and Payroll modules.

I did not have any problems with scalability.

The level of technical support was good. They were always quick to solve problems with a high level of impact on our customers.

In the beginning, it was very difficult to set up because we lacked the support and experience to implement the product. After that, we arranged for support to work out a more correct and easier process.

It is very expensive for a small company. Only large companies can afford it.

I have never used a different solution. I have always worked with SAP Human Capital Management.

I suggest working with a partner company who is already using SAP Human Capital Management to help you implement it at your own company.

In Italy, the implementation is difficult because the Italian tax and labor legislation and regulations are often changed; so several implementations of this module are required. This can be changes in absence quotas and protections for sickness, maternity leave, and so on. This really requires custom integration with the help of a consultant.

It provides payroll solutions across the world; there is no other solution that can provide payroll calculation for more 50 countries.

There has been a significant productivity increase in HR due to reduction of manual work and data consistency improvement.

Talent management: SAP has acquired SuccessFactors and does not invest in the SAP HCM Talent Management module any more.

I have used it for 15 years.

Yes, finding good consultants.

No.

I have not encountered any stability issues.

Medium.

I rate the level of technical support as high.

We previously used a different solution; we switched due to potential Y2K risks.

Initial setup was complex due to system requirements.

Both.

• More transparency

Before choosing this product, I evaluated PeopleSoft.

Find good consultants.