SAP HCM Reviews

We use the product for analytics, employee experience, and talent management.

The platform is beneficial in terms of managing data points. Additionally, it gives a lot of insights, helping us with people analytics. The employee experience features allowed us to derive new inputs for management.

SAP HCM has valuable features for analytics data management. The employee experience feature is another good functionality that allows us to note down feedback. It provides ease of utilization and efficient integration with stand-alone products and works well in delivering reports. It has a better mobile application compared to others.

The product's learning and development features could be better, including new exclusive LMS tools. Additionally, the data analytics feature could have more depth, similar to Workday.

I have been using SAP HCM for about eight to ten years.

Stability-wise, the platform works well.

It is a scalable product. The number of users varies for different organizations. I have been a part of a company with over 20,000 users. On the other hand, there was a company with only 200 users. I have worked with a different range of employees.

We are using Workday. It works better regarding certain analytics features in integral databases than SAP HCM.

We took assistance from consultants to implement the product in a few companies. At the same time, we implemented it ourselves in one of the companies.

In my earlier organization, we comprehensively analyzed the ROI after implementing SAP HCM. The results showcased substantial progress and benefits over the years. We were able to bring a lot of insights to business leaders through efficient reports and dashboard functionalities.

We purchase the product's yearly license.

SAP HCM's personal administration feature greatly impacts the organization's record-keeping process. It eliminated a lot of unnecessary manual work effectively. It is a good product; advise others to go for it if they have an essential budget.

I rate it an eight out of ten.

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

SAP HCM has a good performance.

SAP HCM could improve by having more resources and making it more user-friendly. It is complex.

I have been using SAP HCM for approximately 20 years.

The stability of SAP HCM is good.

SAP HCM is a scalable solution.

We have over 20 clients using this solution.

The support services are not good for SAP HCM. It could be faster.

I have previously used other solutions, such as Oracle.

The initial implementation of SAP HCM is complicated. It's complicated for users and for implementers. It took a lot of time to do the implementation. For example, to do the complete UK payroll implementation, can take approximately nine months.

The amount of people we need to support the solution depends on the project, but per client support, you need approximately 10 people to support one client.

The cost of SAP HCM is high, the license should be reduced. SAP HCM has a lot of hidden costs.

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.

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.

HCM is actually moving over to the cloud, which is Success Factors or S/4HANA.  It's a better solution than the current platform because the current platform is quite rigid and not as flexible and end-user friendly as other HR solutions. 

This is a transaction driven type of system, whereby a user actually has to know or understand a certain transaction code.

If they have no idea, they will not be able to do anything. From that perspective, there are a couple of drawbacks. The solution is of course not as flexible. It's more than an application. It was the best back then, but things have evolved and technology has evolved significantly. People want easier to work with applications.

The graphic user interface could be improved. It's not for a use of 20. I think the most improvement will be on the front-end than the back-end.

I have been using this solution for over 12 years. I am using version ECC 6.0.

SAP HCM is stable.

It is scalable. We have approximately 1,300 employees in our organization. They are using the system either directly or indirectly. Indirectly in the sense that we have the employee portal, where the employees actually use the self-service portal and can do their own things, like leave applications. Almost everyone in the organization uses the system, but of course in a different way.

Right now, we don't have any plans to increase usage in the future.

Technical support is excellent.

Initial setup was complex. On a scale of one to five, I would give it a four.

It normally takes over a year to implement these types of solutions. 

We used the SAP partner for deployment. Our experience was quite good.

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.

Payroll is always the central area the tool focuses on. It needs to ensure things are flowing, employees are paid on time, and there are no issues related to location, pay, or hiring. SAP HCM helps observe all the work, from hiring to paying paychecks every month. It's a system that depends on the data you input. You don't want to work with bad data and expect miracles. If the data isn't clean, it's more work.

What can be improved in SAP HCM depends on the industry it serves. The system's navigation could be simplified for users. The flow and integration between parts, like core HR, payroll, and recruiting, must be communicated properly. Users should focus on how doing things correctly from the start will improve things in the long run rather than feeling overwhelmed by tasks.

About stability, if companies think about the things I mentioned from the start, it'll be better. It's much better to have SAP help than to manipulate the data themselves. You can't put bad data in and expect the vendor to fix it. They might say it's too bad and you'll need more steps to fix it. Some organizations don't take these decisions seriously because they think vendors want to sell products. They might use one or two modules and expect others to work fine, too, depending on the correct data in the modules they already use.

I think this solution's scalability is good, but it depends on the organization. Scalability depends on what the company wants and what it's working with.

The tool's deployment depends on the type of data, where the source data is, how accurate it is, and whether there are any duplications to eliminate. This process requires data mapping and cleanup ahead of time.

The setup process usually takes about six weeks to six months, sometimes up to nine months, depending on the size of the project. It might take four months for one or two modules. However, you should plan for nine months because of potential resource constraints, budget issues, hiring consultants, and considering how many on-site resources the company has to support the project while doing their daily work.

Maintenance can be complicated. It depends on whether the company wants to do it themselves or have the vendor (like SAP) handle it. If SAP handles it, they support working with clients to ensure everything flows properly. If the company does it themselves, they might make manipulations that aren't right and make things worse. This often happens because they don't understand the delivered functionality within the system.

It all depends on how stable and standardized the company's processes are. If they make the workflow work properly, things can be easier. But if they manipulate data and expect things to work out on their own, they'll see a lot of issues. It's even more complicated when two people are doing one job, and security issues can occur.

If you do things the right way, you'll see results in six to seven months. If not, it could take a year or two, and things still won't be right.

The cost depends on the size of the organization. Compared to others, I'd say Oracle is number one, followed by Workday and SAP HCM.

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. 

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 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.

The feature I like most in SAP HCM is its effectiveness for talent management. I'm comfortable with the complete accounting module, using transaction codes and generating invoices. The process is easy, and using entry sheets is flexible. I find the accounts module very good.     

When performing reconciliation, manual entry is sometimes required, and barcode scanning isn't always available. Integration with barcodes would make reconciliation smoother and track every product. If I enter data for many products and need to go back, I want the process saved so I can resume without starting over. Integration would help.

For HR processes, SAP HCM is very effective. It handles large employee data sets, making onboarding, paperwork, and document storage easy. It also manages tickets and other HR tasks efficiently. Overall, I find it excellent for HR.

I have been using SAP HCM for the past year and will continue to use it. 

SAP HCM is stable. If there is a technical glitch, raising a ticket can resolve it.

In our organization, more than thirty users use the HR module, and over four hundred use the accounting module.

The technical support is excellent. Any escalations are usually resolved within one or two days. Escalations are usually resolved within one or two days.

For installation, the technical team is always available. Since we purchased SAP HCM, the SAP technical team handles all installations and support. They are available 24/7, so there are no issues with installation. It's good.

The benefits of using SAP HCM are significant. It saves a lot of time by automating processes and centralizing tasks in one system. This eliminates the need to connect multiple people via phone or manually track orders and attendance. With SAP HCM, even hundreds of branches can be coordinated efficiently. It provides ease of access, quick response times, and overall time savings. 

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.

We use SAP HCM for recruitment and payment modeling features.

It is a valuable product that helps our company organize payment structure, recruitment, and talent management.

The platform is simple to use and has a user-friendly dashboard and integration features.

The product's license is very expensive.

I have been working with SAP HCM for seven years.

It is a stable platform. I rate the stability an eight.

Our organization has 300 SAP HCM users working from the finance, administration, HR, and engineering departments. I rate the scalability a seven or eight. It is a scalable product.

The technical support team is responsive.

Neutral

We also use SAP S/4HANA, a business suite product from SAP. It enables financial, controlling, and material management.

I am a technical expert, and thus, it is very simple to install for me. They have documentation to refer to. However, configuring HR processes, including reporting and workflow features, can be challenging. The deployment depends on the number of employees. It takes around three to six months to complete the process. We have a team of three technical executives. One resource can maintain the product. SAP also provides support to each customer for maintaining the application. They release updates every year.

The product generates a return on investment with the capability to develop and manage the talent in the company. It helps with detecting talent, employee rotation, and managing resources. We can make a decision on employee retention using SAP HCM.

It is an expensive platform. The pricing depends upon the specific model and number of user accounts included in a bundle. The licenses for 1000 users might be less expensive than licenses for 100 users. We have to pay around 20% of the license cost for maintenance and support services for two years.

I recommend SAP HCM to others. It is a very useful application that can centralize the management system. We can integrate it with S/4HANA for financial features.

I rate it an eight out of ten. I would not rate it a nine as it requires specific change management and deployment training. It is a new application, and users need to familiarize themselves with the functionality.

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.

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