SAP HCM Room for Improvement

Consultant at a consultancy
The interface is data-based and outdated, without many features, so it could be modernized. This solution is sufficiently complex that many end-users do not know how to operate it. It takes a long time to apply an update patch to the system. It is a headache for any functional users because it requires a lot of IT involvement. This is unlike other solutions where either I can do it, or for cloud-based deployments, the vendor can do it online. With the time required for patching and testing, the internal IT teams sometimes try to avoid it and then perform patching only once or twice a year. In the meantime, the business is doing things manually. I recall that SAP was not that flexible when it came to creating the interface, or new tables, because there were limitations when we were developing one of the new pension schemes. I remember that they were struggling to get things done. Also, when you do this, the internal business has to manually connect and configure whatever they've developed. This is a very costly solution. View full review »
Porsche D'Oliveira
Specialist SAP Division at a tech services company with 1,001-5,000 employees
The management side needs improvement. To me, I think people have underestimated this solution because we know what consists of all the objects in regards to the organizational structures, positions, departments, training, there could be better improvement on that. On the personnel administration side, it's very difficult to do custom development. You're always dependent on your editors to do that. And now again, I'm comparing it to SuccessFactors because on SuccessFactors it's very easy to do. Any additional fields or stuff you want, they have the ability to apply all those changes. I would say that's where this solution really falls short. It makes the maintenance and the support of the system very complicated as well. There needs to be more support for the HCM solution. View full review »
Owner at Simply HR
It is a bit tedious and manual to work with. At first, it was impossible for us to pull up a report of employees by status and region, though this was eventually fixed. Going forward, they should fix more things in the reports. E.g., I want to see on the reports the age of the employees, their position, their salary with their salary scales, and any promotions that they have had. People want to see these reports. View full review »
Find out what your peers are saying about SAP, Workday, Oracle and others in Benefits Administration. Updated: November 2019.
383,981 professionals have used our research since 2012.
SAP HCM/FICO Team lead at a transportation company with 1,001-5,000 employees
The organizational structure visualization could be improved in future releases. The solution has a very poor interface. View full review »
Head HRM Technology at a manufacturing company with 10,001+ employees
* System usability is a challenge. * It needs a lot of end user training as it is not intuitive at all. View full review »
Consultant Application Manager at a energy/utilities company with 5,001-10,000 employees
SAP is not ready to sell any licenses in the Middle East. SAP is not ready to sell the license on time and delays the progress of projects. It's better to work with a competitor like Oracle. Those that are selling the product just go through powerpoints and don't have the knowledge necessary to sell. They can't answer any questions. View full review »
SAP Consultant at a university with 201-500 employees
The implementation of the solution can be a bit difficult. They should make it easier. If it could be as simple as the SuccessFactors implementation that would be ideal. There should be integration with iOS products. It would be nice if we could integrate it into the field currently, but it's not active. View full review »
Find out what your peers are saying about SAP, Workday, Oracle and others in Benefits Administration. Updated: November 2019.
383,981 professionals have used our research since 2012.
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