SAP HCM Reviews

The core modules of this solution are for personnel and payroll, which is the basic setup for any HRIS system.

SAP needs a total upgrade to the user interface. I've worked with the performance module and the objectives and goals module in HCM and they're far from being satisfying to any customer compared to what exists now with SuccessFactors. 

SAP also needs to apply better practices to the talent management modules. There needs to be a renovation of the interface and functionalities of the talent management modules.

I have been working with this product since 2010, so about 12 years. 

The solution is stable. Recently, the localization versions for different countries were increased, and that added value to the solution. We work in Egypt and we spent a lot of time working with the international version until the localized version was released, so it's a plus to have increased localization of the product.

Scaling is just a matter of changing the license and there aren't any problems with that. My current customer using this solution has about 5,000 employees. SAP HCM is suitable for enterprise companies. 

Sometimes the tech support is good and they have quick responses, and sometimes we face delays in the response. I don't know what it depends on, but each case is different. I'm not always satisfied and I'm not always dissatisfied.

I haven't faced any problems when implementing HCM. Usually, we don't implement the entire package. The personnel administration and payroll modules take two to three months to install and implement. 

The pricing is not reasonable at all. That's why the product needs to be used by an enterprise, because the pricing is not okay for medium or small companies.

SuccessFactors is trending now because it's more user-friendly and more rapid for all the advanced modules, such as the recruiting performance, and SAP HCM is not satisfying to customers anymore.

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. 

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.

The product significantly improved our organization by automating many processes, which reduced paperwork and provided clearer, more accurate goals and competencies. 

The most valuable feature of the SAP HCM solution was its integration with SuccessFactors, particularly the Performance Management feature. This integration allowed for effective employee performance and payroll data management.

The product could be improved in terms of cost. Additionally, having a reliable support partner who thoroughly understands our needs and can promptly address issues would enhance the overall user experience.

I have worked with the SAP HCM solution for five years.

The product is stable. 

The solution is scalable. 

Our experience with customer service and support was moderate. While the support provided by the vendor was helpful to some extent, some areas required improvement in terms of understanding our specific needs and providing timely solutions.

Neutral

We are planning to switch to a local program due to financial constraints.

The initial setup was straightforward. We followed the guide and translated our company's needs into the system, making the process smooth and manageable.

We implemented the solution with the assistance of a vendor team.

The product is expensive. 

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. 

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 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.

We have features such as ABKRS based on the client's requirement, tariff and TMSTA, and so on.

What cannot be facilitated through the product's standard functions can be done through development. Success factors also come into the picture in the new cloud management aspect and integrations. For instance, S/4HANA. The two aspects are development, with reports, interfaces, conversion, enhancement, prompts, and smart forms. The reporting aspect covers employee and manager self-service, anything the employee can do. Then there are already success factors for the cloud solution which cannot be integrated into S/4 HANA.

I have worked with SAP HCM for about ten years.

The solution is stable.

The solution has chain management, so it is scalable and climbing up. Some of my clients are smaller and medium-sized businesses, while others are enterprises.

The initial setup is not difficult. The time we take to deploy the solution depends purely on the project's scope, size, and budget. On average, it could take one to two years, but sometimes it can take longer or less time.

I have seen a return on investment. In the long run, I need to check the depreciation. After calculating the depreciation on the cost of this solution, I can count the return on investment. Based on what the client invested in the project, SAP HCM is stretching as per their business process while minimizing their wastage. And as per the decision-making, clients can save a lot of revenue.

The solution is cheap. Suppose a client can afford to purchase their software and hardware on-premises, even if it's expensive. In that case, that's okay because they can afford their agenda, which is an on-premises installation for security. And some clients who cannot afford the same, but allocate it to a business expansion, can choose either a private cloud or public cloud, sometimes operating in a hybrid mode. Some clients can pay a subscription if they want to go for a certain route.

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.

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.

I think that with the cloud's introduction and because of the new changes, SAP HCM will become dormant. The talent components in SAP HCM are not really viable anymore. One thing that I know is that SAP HCM has no workforce planning. But in the olden days, we had personnel planning, which worked very well for finance or budgeting. So if there was something similar to it in the solution, I'm not too sure about it since I haven't had all the exposure to workforce planning to see how different it works from personnel planning.

I have experience with SAP HCM since 2012. I am a customer of SAP HCM.

I think HCM was the most stable for me, but it's because I had experience with it. If I do two or three more implementations and you have to ask me the same question regarding its stability, I would give a different answer.

It is a very scalable product.

In all honesty, I must admit that I haven't had any direct interaction with SAP's technical team. The credit for the successful implementation of upgrades, notes, and overall planning goes to the data teams I worked with since the collaboration with these teams and the individuals involved was always very good.

We completed the planning, blueprint planning, config addition, and testing for the initial setup. We also incorporated the USB and provided support. Throughout the process, we focused on various areas of HCM, such as personnel administration, org management, personnel planning, qualification catalog, and skills catalog. We developed different views using third-party products for the old structure view, which worked across all platforms and publishers. As we progressed into TalentHR, SuccessFactors acquired that component, leading to its discontinuation in SAP development.

While "onboarding" typically refers to straightforward hiring, SuccessFactors introduced a distinct definition for it. Consequently, a considerable amount of customization development was involved in personnel management and administration. Additionally, I created a solution for employee wellness, an area where SuccessFactors is not particularly strong. When it comes to disability management and health and safety, SuccessFactors lacks the necessary features. In certain cases, government regulations in South Africa require the employment of disabled individuals. However, the onboarding process may not adequately cater to disabled individuals, such as those who use wheelchairs. Addressing disabilities is a significant aspect, and SAP would greatly benefit from creating a dedicated module for it.

Managing changes in applications can be challenging since it complicates testing and unit testing, resulting in longer testing phases. This time-consuming process often leaves little room for actual work. These are crucial factors that SAP should consider when evaluating their product, including upgrade releases. While providing updates to clients is essential, SAP should take additional steps to ensure a smoother process, potentially by creating a dedicated partner to handle these tasks instead of relying solely on implementing partners. SAP should also focus on delivering more presentations and sharing valuable content directly rather than leaving it solely to implementing partners.

I recently attended a presentation that impressed me, and I would appreciate receiving a copy as promised. During the session, I asked if the presentation would be made available, and the speaker confirmed it would be accessible afterward. However, I have not received anything yet. This is an area where SAP needs to improve by taking ownership and not relying solely on implementing partners to fulfill such commitments. SAP should have a dedicated partner responsible for managing and delivering content, focusing on forthcoming changes. This could include webinars where participants worldwide can access different speakers discussing specific localizations. For instance, if I want to listen to a presentation about localization in South Africa, I should be able to select the corresponding audio and video content. The presentations could be pre-recorded for ease of access, and having an individual available to answer questions during the session would be beneficial.

HCM is cheaper than SuccessFactors. The only thing is that SAP is now threatened and has to stop doing the development. I can tell you this since if I didn't, a lot of people would stay on-prem, as we call it.

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

It simplifies everything for human capital management, and all users can do self-enrollment for leaves and those kinds of things. The employee self-service feature is quite a powerful feature for me.

You can install it on your mobile phone or iPad and do your employee service activity there.

I'm currently working for a state-owned government company, and we need to follow some standards and regulations. We also have a strategy to be followed. Sometimes the template and the format are not available in the SAP HCM, so we have to work around this limitation. The tax also sometimes changes in my country, and we have to redo everything to change the payroll calculations, benefits, and things like that.

The talent management feature can be improved. It is currently very simple in SAP HCM. 
SAP is also very hard to integrate. In terms of monitoring, there are no monitoring tools, but as long as we take care of the disk capacity, there is no problem. 

I have been using this solution since 2014. 

It is quite stable because we run it on the IBM AIX platform, which is quite powerful. The CPU allocation is maintained by us. We use the DB2 database. In terms of power, machine performance, and availability, it is quite stable.

It is definitely scalable because we have an on-premises solution. It is very simple to add memory, processor, or disk capacity.

We got the principal support from SAP. We also have support from a business partner to do all the implementation and maintenance. We don't have any issues related to support.

I am also using SuccessFactors. SAP HCM has got talent management, but it is not as detailed as in SuccessFactors. In terms of HR management, SAP HCM has got more features and more details than SuccessFactors.

It is totally customized. The full deployment or rolling it out fully takes one to two years.

SAP is expensive, but if you're using the product, then the expensive product becomes inexpensive. Considering its performance and features, I find it quite reasonable.

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.

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.

The valuable features of SAP HCM include managing employee data from hiring to retirement. It handles settings for new hires and stores employee information. 

HCM could improve compatibility, making it more accessible via web applications and graphical interfaces. Additionally, pricing could be more competitive compared to SuccessFactors.

I have been using SAP HCM for a couple of years.

The number of end users of HCM varies based on the size of the company. Companies with thousands of employees, like some big names, use HCM. Over the past few years, there has been a trend of companies transitioning from the SCM module to also using the HCM module.

SAP support for answering questions is generally fast, knowledgeable, and customer-friendly. They cover all modules and aspects of businesses, providing end-to-end solutions and addressing basic organizational needs effectively. I would rate the support as an eight out of ten.

Positive

Licensing with SAP involves negotiation to determine costs and benefits. Return on investment depends on how effectively the company negotiates with SAP for reasonable pricing.

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 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.

SAP sHCM helps with the solutions my customer look for in the HR domain.

The payroll and time management features are useful.

Some reports need to be added on the time management side.

I have been using HCM for the past 15 years.

I rate the solution a nine out of ten.