SAP HCM Reviews

We primarily use the solution for automating HR processes.

The product has been very stable overall.

We've found that the solution has the capability to scale. 

The solution is rather expensive.

I'd like to see the solution offer even more stability in future releases.

We have been on the solution for many years. We started using it originally in 2013. 

The stability of the solution is pretty good overall. It's reliable and the performance is good. It doesn't crash or freeze. There are no bugs or glitches. It's good.

That said, stability is an area that can be constantly improved upon.

The scalability of the solution is okay. It's possible to expand it. that's not a problem.

We have about 20 to 30 people using the product within our organization.

We do not plan to increase usage. We are not planning to continue to use it at all. We are moving away from it entirely.

I've never been in touch with technical support at all. I have no idea if they respond quickly or if they are knowledgeable enough about the product. I can't give any insights due to my lack of experience dealing with them directly.

While we are currently using SAP HCM, we are in the process of scrapping it and moving over to SAP SuccessFactors.

I do not have very good knowledge of the pricing itself. It's not an aspect of the solution I directly deal with. However, it's my understanding that the cost is quite high.

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

The most valuable feature is the Personnel Administration.

The Time Management feature is not very user-friendly.

The speed of technical support can be improved.

The configuration requires somebody with technical know-how, and it would be better if it were easier to do.

We have been using SAP HCM for two years, since 2018.

This is a stable product.

SAP HCM is scalable.

I wouldn't say that the technical support is the greatest. They take quite a long time to respond to issues.

The initial setup is complex. The deployment took between six and eight months. It is not an instant process.

We used consultants to assist with the deployment.

This is a product that I can recommend. 

I would rate this solution a seven out of ten.

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.

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.  

The most valuable features have to do with finance and payroll. Some organizations — like banking, insurance, and the government — are regulated and can not or do not want to host their critical financial data and employee data on the cloud. What we are doing right now for clients of this sort is we split the implementation to their advantage. We put financial and personal information management on-premises and the other information which is not critical — like learning, performance and setting goals — goes on cloud and we integrate those solutions. We use the cloud when data is not critical for security purposes and when it is not confidential. This can save the client money.  

This product has a lot of features that are much improved and more advanced than other solutions. In our area of the Gulf region and the Middle East, a lot of organizations depend on it because it meets with regulation compliance and security concerns. So government and banking depend on the SAP HCM solution for administration on-premises.  

SAP had developed new screens for the latest release of SAP HANA for HR on the cloud. They are doing the most innovation for HR on the cloud. So, there are some screens right now for both on-premises and cloud but the company is focused mostly on cloud development. A lot of the clients who deal with regulations must currently stay with on-premises solutions for critical data. SAP needs to continue trying from time-to-time to develop and release some new screens and new tools for HR on-premise that facilitate the working and interaction with the interface. They should do this in parallel with the cloud. Instead, they are leaving the on-premises customers behind.  

For the next release of HCM, I would like to see more interactive screens and parallel development for on-prem and cloud. SAP now does the most innovation for the cloud solution and less innovation for the on-premises client. In our experience and with our clients almost all customers depend on the on-premises solution for sensitive data — either by choice or regulation. It would be nice to see a mobile interface as well.  

We have been using the solution collectively since before we opened our HR company in 2015. One of my partners started working in HR in 2003 and the other one started in 2006. We are all experienced in SAP HCM.  

We have never had any issues with the stability. We have no complaints as users and I have never heard any complaints from my customers.  

It seems to me that it should be obvious that this product is very scalable just because it is made by SAP.  

It is easy to contact technical support and get help. Within the license model, you are paying 22% of your license fees per year to SAP for their support. There is a marketplace for SAP that you will have access to. You will go to that marketplace with any issue to open your tickets. You can set the severity and urgency of the issue by selecting it on the form. Then you submit the ticket to SAP and according to the severity, SAP will contact you and try to solve the issue with you.  

The initial setup is not just the installation. It is also the business process configuration. This is what will take more time. An expert is required to set up many things properly. Someone who expert in HR and knows the business of HR and the business processes, but also has to know the region. If the person doing the configuration knows the laws and how to perfect configuration for the user group, it will be easy for him and better for the company after implementation. But if the person doing the configuration is not an expert, does not know the laws and how the HR process works, it will be difficult for him, it will take longer, and the customer will not be happy with the results.  

To deploy HCM, getting the setup right depends on the organization and attention to detail. If it is an organization with 500 employees and the solution will be used for payroll, personal administration and organization management, it could take something like four months to install this and configure it properly. This is if the guys doing the installation are experts in HR and the configuration of SAP.  

We are the people who do the implementation and consultation and that is because we have worked a long time in the field and have become experts. Almost every customer who is coming to this product without knowing it well and what the capabilities are needs to seek the help of an integrator or consultant.  

The cost may differ from region to region, but here in the Middle East, you pay per license. There not any costs in addition to the standard licensing fees. 

SAP HCM is on-prem. SAP has another solution which is called SuccessFactors. It is on the cloud and by subscription only. So SAP has two solutions, the one on cloud is SuccessFactors and HCM on-prem. SAP is pushing for clients to go to SuccessFactors right now. The cloud solution may save some people money.  

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

The user interface is the solution's most valuable feature. It makes it easy for us to use.

The implementation of the solution can be a bit difficult. They should make it easier. If it could be as simple as the SuccessFactors implementation that would be ideal.

There should be integration with iOS products. It would be nice if we could integrate it into the field currently, but it's not active.

I've been using the solution for about 2.5 years.

The solution isn't too stable.

We have about 300 people on the solution currently.

Technical support could be more helpful.

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.

The product overall is very good.

SAP is not ready to sell any licenses in the Middle East.

SAP is not ready to sell the license on time and delays the progress of projects. It's better to work with a competitor like Oracle. Those that are selling the product just go through powerpoints and don't have the knowledge necessary to sell. They can't answer any questions.

I've been using the solution since 2013.

The stability of the solution is good.

The scalability of the solution is good.

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.

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 was using it mostly to keep the employee data and employee qualifications.

We were using the on-premise version.

We were able to pull a report this year that included region and status. We were able to give that report to the head of our HR.

The master data where most of the reports were run from was the most valuable. We were quite satisfied with this module.

It is a bit tedious and manual to work with.

At first, it was impossible for us to pull up a report of employees by status and region, though this was eventually fixed. Going forward, they should fix more things in the reports. E.g., I want to see on the reports the age of the employees, their position, their salary with their salary scales, and any promotions that they have had. People want to see these reports.

The stability was nice.

It was easy to scale out to three different regions.

There were about 50 users, but about 10 to 15 users were executives approving the subworkflow in the system.

The support wasn't that good. The implementation team didn't want to respond to issues. It took about three days to come and help us understand the system. 

I think they used the SAP acceleration methodology for setup, but I joined the organization after the setup.

The deployment took a year to make it fully work.

Go for SuccessFactors. It is the easiest to run, quite flexible, and user friendly.

By the time I was leaving the company, they were planning on buying new equipment (probably SuccessFactors). This depends on government budget though.

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.