We performed a comparison between SAP HCM and Workday based on our users’ reviews in four categories. After reading the collected data, you can find our conclusion below.
Comparison Results: Workday comes out on top in this comparison. Users say it offers robust security features, is very easy to use, and has excellent compliance features. The tool enables companies to save time and help with financials, payroll, and even recruiting. Many users feel SAP HCM can be a bit bulky and slow, and there can also be a steep learning curve to getting the solution up to speed.
"Recently, the localization versions for different countries were increased, and that added value to the solution."
"They have some interesting features in the learning space."
"The user interface is the solution's most valuable feature. It makes it easy for us to use."
"Payroll processing is my favorite HCM feature, and I like all the SuccessFactors talent modules also. SAP is making good progress on enhancements to the features in the SF modules."
"I like the talent, recruitment, and learning features the most."
"The platform is simple to use and has a user-friendly dashboard and integration features."
"All of the core processes are very valuable aspects of the solution. These include personnel, administration, organizational structure, and payroll."
"SAP HCM can handle a large number of employees. We can easily process payrolls and check the arrangements, and the client can also check the performance of the employees. Additionally, it has some advanced features."
"It is quite user-friendly."
"There is a lot to like about it. I really enjoy the business process framework. It's something that's really seamless. It allows you to have people within the flow. They get assigned a task to complete something to approve, etc. That's a really good piece of functionality that Workday offers. Their out-of-the-box reporting framework is also really powerful in terms of what it provides. These would be two things that I would highlight."
"It helps the users to enroll for the benefits automatically and update their life events without the involvement of HR individuals or back-office staff. It enables a person to take action on their own. It reduces the administrative burden on HR and puts the ownership on the person that is going through the life event, whether it is having a child, taking a leave of absence, or something else. There are easy ways to integrate Workday with your common benefits. At least in the USA, it can be integrated with common benefits providers such as Fidelity, Blue Cross Blue Shield, Aetna, etc. It has got a connector that is able to connect with the vendor or the third party to which you are trying to send the eligibility file. It basically allows us to automate or set up the tool, and the integration with the provider is a lot quicker than competing tools. When it comes to reporting on just eligibility and SLSA, it is a lot more user-intuitive. Depending on the purpose of what you are doing, you can grant security rights or roles, for example, you can control whether someone is a benefits administrator doing an independent audit. Workday makes it very easy to do that. It significantly simplifies the reporting process."
"The platform itself is very robust and I generally like the reporting and analytics capability."
"It's intuitive, a very usable tool and it's easy to find the data you're looking for."
"It was more efficient for the agents for their performance reviews, but when it came to HR and the recruitment team, it sometimes worked, and sometimes, it didn't work."
"Workday's best features are planning and finance."
"The payroll and benefits engine is the most valuable Workday solution in my opinion. It is also easy to access."
"System usability is a challenge."
"It would be very helpful for our company if a new version was released with the ability to contain all of the things that we have newly introduced in our company."
"A better user interface and greater AI integration are crucial."
"Reports need to be added on the time management side."
"The speed of technical support can be improved."
"SAP HCM needs to improve its UI."
"It takes a long time to apply an update patch to the system."
"We find some challenges in the integration between SAP HCM and SAP SuccessFactors."
"The security console should be made less complex."
"This solution could be made easier to use by continuing to release new improvements."
"Workday would be improved with more API connectors."
"It is good that much of the development is based on community input but often that can lead to details being ignored and small, nagging issues are ignored."
"I'm not sure they have added this feature yet, but there should be a cellphone version, so we do not need to do it on a laptop. I'd like to log in on a cellphone and have the same features. I'm not sure if that is already available or if it's on the roadmap, but that would be a great feature."
"We would like to see improvement in the mobile app variant of this solution. The time sheet entry and approval, and the geo-tagging features all need to have their functionality updated, in order to be comparable with other products on the market."
"Setting up reports can be a bit tricky."
"The price could be lower."
SAP HCM is ranked 4th in Benefits Administration with 45 reviews while Workday is ranked 1st in Benefits Administration with 49 reviews. SAP HCM is rated 7.6, while Workday is rated 8.2. The top reviewer of SAP HCM writes "Efficiently handles the entire hire-to-retire cycle management within an organization and the ability to scale is outstanding". On the other hand, the top reviewer of Workday writes "The solution's interface is clean, organized, and easy to use ". SAP HCM is most compared with SAP SuccessFactors, Oracle HCM Cloud, ADP GlobalView Payroll, PeopleSoft and UKG, whereas Workday is most compared with SAP SuccessFactors, Oracle HCM Cloud, PeopleSoft, UKG and Cornerstone Learning. See our SAP HCM vs. Workday report.
See our list of best Benefits Administration vendors, best Talent Management vendors, and best Cloud HCM vendors.
We monitor all Benefits Administration reviews to prevent fraudulent reviews and keep review quality high. We do not post reviews by company employees or direct competitors. We validate each review for authenticity via cross-reference with LinkedIn, and personal follow-up with the reviewer when necessary.
Hi, is HCM the only requirement with the organization, or are other solutions also required? As far as HCM is concerned, SAP is comprehensive and can be tailored as per requirements. Thanks - Ashwin