What advice do you have for others considering SAP HCM?

I am a fan of SAP HCM and would recommend it, despite the on-premise solution only being available until 2027. We are looking for new solutions to replace HCM, but SAP still compares well to those presented. I'd rate the solution nine out of ten.

Regarding compliance, we haven't fully utilized the tool's capabilities. We mainly use it for payroll and attendance. Leave management and other compliance-related functions are still handled outside of it. We upload this external data for payroll processing. Full integration of these features would allow us to leverage the tool to its maximum extent. We're not currently using AI in our HR management with SAP HCM. Humans still make all decisions. We have plans to implement analytics after SAP SuccessFactors implementation, but that's part of our future roadmap. Most industries have been using SAP HCM for decades. In my industry, feed manufacturing, we have many versions. But I believe the pharmaceutical industry has even more versions. I'm not totally sure, but I feel this system might not handle pharma's needs well. This is just my guess based on the problems I face with version control. When R&D changes two or three versions, they don't get updated regularly, messing up the whole value chain. I rate the overall product an eight out of ten.

SAP HCM is a powerful program that can greatly benefit organizations with its comprehensive features and integrations. However, companies should be mindful of the costs and ensure they have the necessary support infrastructure. I rate it a nine.

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.

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.

People often face challenges when starting with SAP due to a lack of understanding of how it works. However, with time, they realize its benefits and find it to be a good fit for their business needs. SAP supports organizations in complying with global chart regulations, but some users find their support lacking in reliability. When encountering issues, users may experience delays and difficulty finding solutions through the SAP support portal. SAP HCM brings value through new innovations like SuccessFactors. Consultants emphasize transitioning from on-premises to cloud-based applications. Overall, I would rate SAP HCM as an eight out of ten.

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.

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.

SAP has room for improvement, so a 7 out of 10 seems fair at this stage with the revolutionary aspects and expectations that use of Generative AI will bring. SAP needs to improve UI/UX and integrate more (G) AI.

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

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.

I rate the solution a nine out of ten.

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.

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.

I rate the solution as a seven.

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.

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.

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.

There are two people have to do before implementing SAP HCM. One is the license cost. SAP HCM has a lot of hidden costs. They charge per module, they should be aware of what exactly they are going to use. They have to be clear about whether SAP HCM is a good solution for them or possibly another one, such as Oracle. I rate SAP HCM a seven out of ten.

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 rate SAP HCM a seven out of ten.

I would rate SAP HCM an eight out of ten.

The solution is quite good as a business product, useful. We are satisfied with the solution. There are 300 people utilizing the solution in our company. We are talking about a very friendly product, which sets an industry standard. The interface with biometrics is good. It works well. I rate SAP HCM as a seven or eight out of ten.

I would rate the solution at a six out of ten. We're actually moving away from it currently, and are in the process of doing so right now. I would not necessarily recommend the solution to other users or organizations. There are other options on the market that may be more suitable.

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.

This is a product that I can recommend. I would rate this solution a seven out of ten.

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.

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.

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.

We use the on-premises deployment model. We will switch to SuccessFactors and it should be on the cloud. I'm a certified SAP consultant. I'd recommend the product. It's a good solution. If I was comparing it to SuccessFactors, I'd rate it seven out of ten.

We use the on-premises deployment model. We don't extensively use the solution in our organization. It's not a core module for us. I'd rate the solution one out of ten. It doesn't allow licensing in our region, and they need people on the ground here. Product-wise, I'd rate it good, but in general, SAP needs to work with the customers to sell licenses and sell according to the customer's requirements. I wouldn't recommend anyone implement SAP at this time.

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.

It can be used for personnel demonstration, time management, and business development. Without systems nowadays, especially in HR, I've a problem because most decisions in HR are made based on data. If you don't have data to report on, that means the business' success will not be supported by data.

The performance is based on the user's knowledge of the system. It has to do with making sure that all of the features are enabled and all of the patches are there. There were quite a few defects that were patched by the IT team, and it was a lengthy process. This solution is for an enterprise-level business, and I would never recommend SAP for SMB. SAP ByDesign, which is a different product, is better for small business. Suitability of this system depends on a lot of variables. You would have to ask about ten thousand questions to consider the entire system and what is required. It comes down to whether the system is capable of adapting to the latest changes with legislation to do various things. Also, it depends on how many skilled employees you need to have. There are business analysists, for example, and others who spend hours, and years, learning the system and understanding all of the settings and permissions. There are profiles, wage types, and info types, that decide who can access work and workflows, batches, and stuff like this. It's like driving a ship, where there are lot of things to do and lots of details. On top of this, you will need a development person who can do some coding. It all depends, really, on what the business is trying to achieve. It is for these reasons that I say it is not for the small business. If they can afford it then fair enough, but it will cost them a lot, and it is not cost-effective. The biggest lesson that I have learned from using this solution is that you can trust no one. You can't trust the business, and you can't trust the people who support the system. I had to read a lot to prove that the system is capable of delivering certain functionality. People were objecting to this because they didn't want to get involved themselves. This is a huge product and you have to always be up to date. It requires a lot of time in learning the system and doing the testing of new developments. I would rate this solution a seven out of ten.

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.

Choose a good implementation partner. 80% of the project's success depends on the skill level of the implementation partner.