SAP HCM Reviews

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.

We evaluated PeopleSoft.

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

• OOB integration between different modules. 
• SAP Payroll module is one of the best in the market and is integrated with benefits, time, etc.

Integration is challenging and companies are struggling when it comes to integration between HCM and other systems.

• SAP HCM: More than 10 years.
• SAP HCM Integration with SharePoint: More than 10 years.

Previously, SAP HCM On-Premise was more scalable.

SAP does its technical support very well.

Not a different solution, but previously HCM was all decentralized and in some countries, manual. The goal was to bring all the countries/employees into one system.

The initial setup was straightforward.

Workday was evaluated with SuccessFactors. 

I would recommend to put more thoughts and efforts into integration and make intelligent decisions.

• Breadth of services
• Ties to enterprise Finance and Supply Chain

Ensures a single source of data for downstream systems use.

Service support.

15 years.

It is used globally for more than 80 countries.

Responses for enhancements can be slow.

PeopleSoft. We switched due to a move to global single instance across HR, Finance, Supply Chain and Project Management.

The initial setup was complex due to the ties across the enterprise and a global implementation.

Be careful to not overly customize, because this drives a high cost of ownership to maintain.

• Ease of use
• Improved productivity of personnel, because we use SAP for our inventory

It's intuitive, but not as intuitive or user-friendly as it should be. It's 2017, and I should be able to click once and just breeze through it. It's far more complicated than it should be.

I was not involved in the deployment of the product.

I think it's extremely stable. That's one of the reasons why we like it so much. I've had some problems, as it has jammed up on me before.

Generally speaking, I think it's exceptionally reliable. The glitches that I've encountered may have been due to a user error, because it's not so user-friendly and it's not so intuitive.

As far as I know, there is limitless scalability.

The technical support is a little slow, like 24 hours. I feel since it is 2017, if I have a problem, I should be able to make a phone call or send an email and get a response within minutes, an hour at the most. When things take a day, it slows me down. The problem resolution itself is OK.

I was not involved in the evaluation of any other products.

• Take your time.
• Learn it as well as you can so that you don't encounter problems.
• Try to learn as much as you can prior to jumping into it.
• Have contact information for when you have a problem.
• Just know what you're doing because it's good. It's just not so user-friendly and the response time on a problem is slow.

It provides payroll solutions across the world; there is no other solution that can provide payroll calculation for more 50 countries.

There has been a significant productivity increase in HR due to reduction of manual work and data consistency improvement.

Talent management: SAP has acquired SuccessFactors and does not invest in the SAP HCM Talent Management module any more.

I have used it for 15 years.

Yes, finding good consultants.

No.

I have not encountered any stability issues.

Medium.

I rate the level of technical support as high.

We previously used a different solution; we switched due to potential Y2K risks.

Initial setup was complex due to system requirements.

Both.

• More transparency

Before choosing this product, I evaluated PeopleSoft.

Find good consultants.

Integration with all business processes, standard features, flexibility in configuration, full scalability.

Integrating Information systems between different business processes allows in my opinion the increase of efficiency in the organization. This is because data coming from HR is directly available to other processes. Extra HR (imagine Posting of Travel Expenses, Reports on Subordinates, Hours posting to WBS Elements or different Cost Centers, Employee's Master Data as Vendors or Customers of the Company etc.)

Graphic interface and usability for end users.

SAP is not a last generation system. Users experience the use of the system as it was in 1998. I started working then and nothing has changed until now. Nowadays, people are used to web interfaces, user-friendly screens and rapid deployment functionalities. A different way of using the system in my opinion could avoid the thought that this system is not up-to-date.

18 years

Some during the first years, but nothing blocking.

There could be cases where the first configuration is not done in the most perfect way, in these cases some issues arise.

7.5/10

I managed very different kinds of projects. The product can be configured in lots of ways, everything depends on the customer and their desired processes to be designed.

Don't think it will be costless or effortless.

The product is flexible and has periodic updates. It is supports several different functional areas in the company, such as financial, controlling, logistics, and human resources.

In my work, it enables me to work remotely because I can connect to our customer’s site using a VPN.

The payroll area for managing employee salaries has room for improvement;

Payroll area for managing employee salary, regarding SAP HCM system, is an area with complex issues because Italian tax and labor legislation and regulations are often changed; so several implementations of this module need custom integration from a consultant.

It would be better if SAP HCM could manage several topics, like absence protected like sickness, maternity.

In the last years, several implementations/developments on the SAP HCM system were done concerning several topics, but above all, integration with other module sof SAP HCM, like Time Management, for example.

I have been working with SAP Human Capital Management since I started my work in 1998, so for about 18 years.

I did have some issues with stability, especially at the beginning. I had several issues regarding the Time Management and Payroll modules.

I did not have any problems with scalability.

The level of technical support was good. They were always quick to solve problems with a high level of impact on our customers.

In the beginning, it was very difficult to set up because we lacked the support and experience to implement the product. After that, we arranged for support to work out a more correct and easier process.

It is very expensive for a small company. Only large companies can afford it.

I have never used a different solution. I have always worked with SAP Human Capital Management.

I suggest working with a partner company who is already using SAP Human Capital Management to help you implement it at your own company.

In Italy, the implementation is difficult because the Italian tax and labor legislation and regulations are often changed; so several implementations of this module are required. This can be changes in absence quotas and protections for sickness, maternity leave, and so on. This really requires custom integration with the help of a consultant.

Integration with FI and MM are the best features. The localization packages and, of late, the Rapid Deployment Solutions have proved to be immensely time saving and thus have made SAP implementations monetarily viable for the SME sector. The cloud-based package extension for SAP HCM, which is named SucessFactors, has added a new dimension to the ERP functions. Features such as SAP JAM and Apps have made SAP ERP HCM social media- and mobile-friendly.

In the process of implementing SAP HCM, the ASAP roadmaps guide the client to streamline the various processes associated with HR. As a result, every area within the scope of HR comes under the scanner. Hence, from the hierarchical framework to grouping employees as per shifts or paydays and pay frequencies, everything gets streamlined.

Processing large volumes of data during processes such as payroll is time consuming, which could be an area to work on.

I have been working with the SAP HCM module for over nine years.

I have not encountered any stability issues so far.

I have not encountered any scalability issues so far.

The support that we have been getting has been great.

I did not previously use a different solution; I have always been associated with SAP.

I work on a contract basis as an SAP Consultant, and clients contact me only after SAP has been chosen.

Select the solutions carefully. SAP has a lot to offer, but which solutions are required for your company and what is financial viable for your company can be a tricky decision to make. So, first have insight into what every solution and module has to offer. Finally, every step of ASAP should be followed religiously. I have seen companies losing their focus while implementing, just because the TO BE Document should have been more comprehensive.