I started with S/4HANA with a utilities company at British Gas. It was focused on service contracts and billing domain. After that, I have used S/4HANA in order to cash, record to report processes, and procure to pay processes. SAP HANA is a database while SAP S/4HANA is an ERP. Before 2019, HANA was considered just as a database way of operating. Since 2019, they have introduced an ERP which is replacing SAP ECC. We generally use SAP SuccessFactors HCM for payroll management and payroll expense. We have connected it with SAP Concur to process expenses. We use HCM and Employee Central to capture talent and skill set as our primary use case.
My main use case for the SAP SuccessFactors HCM is primarily ensuring anytime, anywhere availability of the HCM platform to employees, managers, employee self-service, manager self-service, leadership dashboards, and similar features, including availability on mobile. This makes life easier and facilitates decision-making. At a high level, there are multiple use cases module-by-module for performance, compensation, and other functionalities.
Cloud HCM solutions offer integrated software applications to streamline human capital management. These systems improve employee engagement and automate HR processes, supporting businesses in managing their workforce more efficiently.Cloud HCM centralizes various HR functions like payroll, benefits management, recruitment, and talent management. It enables organizations to enhance their decision-making process by providing real-time data and analytics. Solutions are highly scalable, catering...
I started with S/4HANA with a utilities company at British Gas. It was focused on service contracts and billing domain. After that, I have used S/4HANA in order to cash, record to report processes, and procure to pay processes. SAP HANA is a database while SAP S/4HANA is an ERP. Before 2019, HANA was considered just as a database way of operating. Since 2019, they have introduced an ERP which is replacing SAP ECC. We generally use SAP SuccessFactors HCM for payroll management and payroll expense. We have connected it with SAP Concur to process expenses. We use HCM and Employee Central to capture talent and skill set as our primary use case.
My main use case for the SAP SuccessFactors HCM is primarily ensuring anytime, anywhere availability of the HCM platform to employees, managers, employee self-service, manager self-service, leadership dashboards, and similar features, including availability on mobile. This makes life easier and facilitates decision-making. At a high level, there are multiple use cases module-by-module for performance, compensation, and other functionalities.