SAP HCM Reviews

• 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.

SAP gives the best automation solution, which not only reduces paperwork but also with minimal manpower we can obtain maximum results. Senior management can view the current status of the organization, financial status, stock condition, sales status, etc. from one place, and can even check these things from their smart phones from anywhere in the world. This helps management take result-oriented decisions that will result in higher expected revenue, which in turn provides the best ROI from this application.

It provides a transparent look for the entire organization and with zero issues in payroll and finance posting. Also the reporting that SAP provides helps any organization see the required information.

The Core Talent Modules should have been improved, but SAP has introduced SuccessFactors, which has the best solution for Talent Management. I think SAP has covered the earlier gaps in the latest version, but it’s still too early to say.

I have been using this solution for the past 11 years.

I have never encountered any stability issues.

Technical support is 8/10.

I have always worked with only SAP from the beginning.

Initial setup was straightforward.

SAP comes up with its own price, hence licensing will be at its mark.

Before choosing this product, I did not evaluate other options.

If your company needs a stable solution, go for SAP.

The system has demonstrated high stability over the years, with no significant downsizing periods.

The cost is contingent on scalability. If you're seeking consultant-level insight, it involves a comprehensive HCM package rather than just managing at the employee level. Scalability is crucial, with consultants providing the necessary resources, expertise, and training to elevate teams efficiently—at a lower or higher level. In my company, which uses SAP HCL, maintenance involves overseeing four users at my level, including three team members, one of whom is a two-year female employee. Additionally, there's one consultant and two employees at the certificate level. Looking at the entire organization, I manage maintenance for sixteen thousand users.

Technical support through Telstra is available for SAP ERP, particularly for creating custom objects in SAP HCM when standard functionality falls short. The responsiveness of technical support depends on the complexity of the task. Simple workflows may have a quick resolution, while intricate processes, like complex triangular workflows, may take longer. The resolution time is influenced by both task complexity and technical team availability. In SAP implementation, a well-defined process can result in swift technical support integration, but more complex processes, such as those in SAP SCM, SAP M, and SAP Finance, may require more extensive collaboration with the technical team.

Positive

Our organization transitioned from Oracle TIN to SAP HCM due to SAP's superiority in providing comprehensive business solutions. While I focused on web development using Java and C++, the comparison revealed that Oracle lacked integration with our department. SAP's ERP system, serving as the main system for the entire organization, offered superior integration across departments compared to Oracle. 

The decision to switch was driven by SAP's cohesive solutions, superior functionalities, and overall package, addressing the limitations we faced with Oracle's inability to seamlessly connect different facets of our operations. The move to SAP HCM aligned better with our organization's objectives for an integrated and comprehensive ERP system.

The deployment time for SAP largely relies on your preferences. If you aim for a quick deployment, that's achievable, but if you prefer a more gradual approach, that's also possible. Typically, it depends on four to five people and the number of modules in use within the organization, usually ranging from five modules. In such cases, a minimum of eight to nine people may be involved in the deployment pro

The cost varies depending on the specific requirements. It is adaptable to the needs of the user – a higher package for extensive requirements and a lower package for more modest needs.

Overall, I would rate it seven out of ten.

In general, we use SAP HCM for career management models. For example, appraisals, training, courses, planning, plan courses in the system. It is an integration between SAP compliance and the federal government.

I worked with other systems and other solutions that can be integrated with SAP. For example, I worked in SuccessFactors in a company that has other systems integrated with SAP On-premise. I know the KPI without the integration tools with these other systems.

I have been using SAP HCM for approximately 14 years.

SAP HCM is stable.

I have found SAP HCM to be scalable.

SAP HCM has many different channels for communication with the consultants which makes it complex. There are delays when there is a problem.

I have previously used Workday, Oracle AME, and SuccessFactors.

SuccessFactors was very complex to use for the public sector.

The setup was straightforward.

It is important to understand the process, the project, and the architecture before getting involved in these types of solutions.

I would recommend this solution to others. The solution has improved over the years. For global industries, I recommend companies implement SuccessFactors or Workday.

I rate SAP HCM a four out of ten.