What is your primary use case for SAP HCM?

I am currently heading the payroll benefits and HRIS team here in Manila. We are using SAP HCM on-premises, and we implemented SuccessFactors focusing on Employee Central and GMPM.

My primary use case for the solution was managing employee data and handling all payroll-related operations. It included managing employees from their entry into the company until their exit and resolving any errors within the system.

We use it for accounting, billing, purchase requisitions, and raising purchase orders. It manages accounts, tracks attendance, and handles auditing and reconciliation. It also generates reports, manages pricing, creates invoices, and processes POs. I am assigned to the accounts division and use SAP HCM for my tasks. SAP HCM also has modules for HR tasks, such as documentation and onboarding.

With SAP HCM, I can handle HR administration and management tasks for both employees and HR. Additionally, SAP offers a specific module for human resource planning and management.

We use the product for benefits and payroll.

SAP HCM is used for payroll and core HR.

I'm an SAP reseller and an implementation partner and provide Application Management Support Partner. Earlier, I was an HR Leader and CHRO for nearly 18 years of mt 33 years in HR. I left my CHRO role to start this company and offer a superior and unique experience and level of implementation. We offer a superior and intuitive understanding of SAP SuccessFactors and bring our functional and mulcticultural experience to bear on each implementation. SAP SuccessFactors' Human Capital Management module is now referred to as HXM – Human Experience Management, is all about enhancing the employee experience. So, SAP SuccessFactors, HCM, and HXM can be used interchangeably. We primarily work with SAP SuccessFactors. The use cases include the entire hire-to-retire cycle management within an organization.

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

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.

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.

Currently, we use it for payroll and to maintain our master data. As I explained earlier, the retail portion is still on SAP, and then we have the administration staff, like HR, finance, etcetera, which are on SuccessFactors and EC. Plus, we use HCM because payroll is on-prem. So, we operate on an on-prem and hybrid cloud model.

We use the solution for organizational management, personal administration, time tracking, etc. It helps us integrate file management with payrolls and the payroll cycle.

This is an ERP product organizations use for running their HR. I'm an SAP consultant for the HCM module implementing the product for multiple organizations. We use SAP SF modules for talent management, and I am currently using SuccessFactors for work performance and goal management.

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.

SAP HCM is used by our clients for all their business processes, such as HR, finance, procurement, and supply chains.

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.

We use SAP HCM as a human resources management system for tasks, such as payroll and attendance.

We use this solution for all of the organization's HR needs.

We primarily use the solution for automating HR processes.

I used it for learning and talent management, employee self-service, and the n2n process for HRIS.

The primary use case is as an HR and payroll system that is used to manage our organization.

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.

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.

We primarily use the solution for company payroll, evaluations, and assessments.

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

I was using it mostly to keep the employee data and employee qualifications. We were using the on-premise version.

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

We have an on-premises deployment.

I have used SAP HCM with Oracle Database for about 13 years and SAP HCM with HANA database for about a year.