SAP HCM Reviews

I used it for learning and talent management, employee self-service, and the n2n process for HRIS.

It simplifies everything for human capital management, and all users can do self-enrollment for leaves and those kinds of things. The employee self-service feature is quite a powerful feature for me.

You can install it on your mobile phone or iPad and do your employee service activity there.

I'm currently working for a state-owned government company, and we need to follow some standards and regulations. We also have a strategy to be followed. Sometimes the template and the format are not available in the SAP HCM, so we have to work around this limitation. The tax also sometimes changes in my country, and we have to redo everything to change the payroll calculations, benefits, and things like that.

The talent management feature can be improved. It is currently very simple in SAP HCM. 
SAP is also very hard to integrate. In terms of monitoring, there are no monitoring tools, but as long as we take care of the disk capacity, there is no problem. 

I have been using this solution since 2014. 

It is quite stable because we run it on the IBM AIX platform, which is quite powerful. The CPU allocation is maintained by us. We use the DB2 database. In terms of power, machine performance, and availability, it is quite stable.

It is definitely scalable because we have an on-premises solution. It is very simple to add memory, processor, or disk capacity.

We got the principal support from SAP. We also have support from a business partner to do all the implementation and maintenance. We don't have any issues related to support.

I am also using SuccessFactors. SAP HCM has got talent management, but it is not as detailed as in SuccessFactors. In terms of HR management, SAP HCM has got more features and more details than SuccessFactors.

It is totally customized. The full deployment or rolling it out fully takes one to two years.

SAP is expensive, but if you're using the product, then the expensive product becomes inexpensive. Considering its performance and features, I find it quite reasonable.

The best thing to do is to identify whether you will need integration with other applications or solutions. If you don't look at this aspect in terms of future implementation, it will give you a hard time later on while doing the integration.

I would rate SAP HCM an eight out of ten.

We begin using this solution when we hire an employee. We input all of their family details, bank details, and the wage we decide on during the interview. We enter all of their initial information in SAP, then we generate their new employee number. 

I think that it's a very powerful tool for maintaining your company data. When you maintain your data in SAP, you can generate any kind of HR report with one click.

We input all of our workflows into SAP to make our work environment better. All of our new projects and new policies will be implemented in SAP. 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.

I have been using this solution for 12-13 years. 

This solution is stable. 

600-700 people use this solution in our company. The supply chain management department, internal audit department, IT, and the administration department use SAP HCM. 

I would rate the technical support as a five out of five. With the support team, you can easily satisfy your clients.

We have an annual license for this solution, and the price depends on the number of users. 

My company chose this solution because it is very important and famous all over the world, and its reporting tool is very good. I would recommend it, and my advice to someone considering this solution is that it is a very user-friendly software. I would rate it as a ten out of ten. 

SAP HCM has totally integrated our work. We left a manual environment, and much of our work is now automated with this solution. 

Our primary need is for payroll processing, which is why we rely heavily on SAP HCM.

One area that could be improved is the time-tracking and attendance system. We currently have an external system that uploads the data into SAP HCM.

We recently launched the system on a mobile app, and people have become accustomed to it. It's been easy for them, so we don't want to ask them to change to something else. We don't want to make too many changes too often.

Other than that, I find SAP HCM quite convenient and easy to use. The only issue so far is with the pricing.

I have been using this solution for ten years. I am currently using the Hana version and HCM module. 

It is a stable solution. I would rate it a nine out of ten.

It is a scalable solution. There are three administrators maintaining the solution: an HR person, a payroll person, and one backup.

The customer service and support was good. There were very helpful.

We were thinking of switching to a SuccessFactors solution. Due to some cloud issues there, we are sticking to the on-premise model for HCM

The initial setup for SAP HCM was straightforward for the most part. The entire deployment process took more than six months. The payroll setup was done quite well.

We took help from an IBM consultant for the HCM module, they were quite helpful. The deployment process had a blueprint that we followed. We checked the blueprint against some scenarios. Once everything looked good, we went ahead and launched the deployment.

The price of SAP HCM is really high, which is why many people choose not to use it. The licensing cost and other associated expenses can be a deterrent. It is an area that needs to be looked at.

We have been interested in using SAP HCM from the beginning because they have their own software. Currently, we have a separate appraisal system and recruitment system. We are exploring how we can integrate them with the SAP HCM platform.

However, we have encountered issues with cost and cloud compatibility. We might just use it for payroll and continue using different modules for other HR functions.

My advice for those looking to implement SAP HCM is to create a detailed blueprint beforehand, and this will make the process much smoother. It's critical to communicate clearly with your consultant and provide specific details about your required reports and outputs.

Overall, I would rate SAP HCM an eight out of ten. However, it would be even better if the solution were more cost-effective so people could also test other modules. Users should be allowed more uploads and ease of use, and users should be able to adapt to SAP HCM quickly.

We use the solution for organizational management, personal administration, time tracking, etc. It helps us integrate file management with payrolls and the payroll cycle. 

The solution has powerful capabilities for managing small, medium, and large businesses. They provide the most stable and powerful technology in the areas of human resources, information systems, and ERP. 

We aim to keep business and business scenarios updated and customized within the system. Thus, we want to receive frequent updates.

We have been using the solution since 2013.

A survey within our corporation describes HCM as a stable solution.

It is a scalable solution. 

The solution's support team always addresses our problems very well. 

We know that HCM serves a specific field of business and a specific corporation with particular needs. It comes with a set of challenges as well. The biggest challenge for us was re-engineering our business processes to match the standards of HCM in best practice. We eventually implemented most of our processes successfully.

I rate the solution as a seven.

I learned SAP through a structured program, which laid the foundation for deeper engagement with Android development. SAP HCM is a vast platform offering ample opportunities for exploration and learning. It is easy to use and easy to learn.

Sometimes, employees may have pending requests that need approval, so you should check those and clear any errors to ensure smooth processing.

It's highly flexible, allowing you to understand the employee processes from hiring to departure. Additionally, you can access comprehensive information. It essentially structures the employees and their data to achieve organizational goals efficiently.

If SAP could streamline the onboarding process directly, it would be more efficient.

I have been using SAP HCM for three years. I'm working under the HR system checking employee and personal data for employees.

I rate the solution’s stability a ten out of ten.

200 people are using this solution.

I rate the solution’s scalability a ten out of ten.

SAP HCM isn't always a standalone solution for recruitment. I also utilize Workday, which serves us well. When we hire someone using a platform different from ours, it integrates into SAP HCM. Then, we manage the data and verify if the employee was hired correctly, including personal data, background checks, and bank details. It doesn't facilitate much employee engagement. We are assigned to manage the data equipment via FedEx.

The initial setup is easy and takes a day to complete. It was done in-house.

The solution is expensive.

You can use SAP HCM to streamline your organization's payroll processes. Integration is complicated if you want to integrate it with different teams.

I recommend the solution.
Overall, I rate the solution a ten out of ten.

We use the solution as an ERP system for enterprise business.

The solution has the best customization features. It provides good data management features and integration with enterprise resource management platforms.

The solution's reporting feature could have customization options. Also, its dashboard features need to be better compared to Oracle.

We have been using the solution for seven years.

The solution is stable.

The solution is challenging to scale compared to Oracle, which is easier to understand. Our organization has over 100 solutions users from the material management, finance, and networking departments.

We have our IT support department for technical queries. So, we never directly contact the solution's technical support team.

The solution's initial setup process is time-consuming. Also, we need to hire resources for customized reports apart from maintenance.

The solution is more expensive than Oracle. 

In comparison with the solution, Oracle is more cost-effective. Also, it has a more straightforward process for customizing reports based on our requirements. We can create reports with customized designs using it.

I recommend the solution to others and rate it an eight out of ten. It provides a complete ERP system.

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.

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.