SAP HCM Room for Improvement

Executive Manager & CO. Founder at Phoenix Consulting
This product has a lot of features that are much improved and more advanced than other solutions. In our area of the Gulf region and the Middle East, a lot of organizations depend on it because it meets with regulation compliance and security concerns. So government and banking depend on the SAP HCM solution for administration on-premises. SAP had developed new screens for the latest release of SAP HANA for HR on the cloud. They are doing the most innovation for HR on the cloud. So, there are some screens right now for both on-premises and cloud but the company is focused mostly on cloud development. A lot of the clients who deal with regulations must currently stay with on-premises solutions for critical data. SAP needs to continue trying from time-to-time to develop and release some new screens and new tools for HR on-premise that facilitate the working and interaction with the interface. They should do this in parallel with the cloud. Instead, they are leaving the on-premises customers behind. For the next release of HCM, I would like to see more interactive screens and parallel development for on-prem and cloud. SAP now does the most innovation for the cloud solution and less innovation for the on-premises client. In our experience and with our clients almost all customers depend on the on-premises solution for sensitive data — either by choice or regulation. It would be nice to see a mobile interface as well. View full review »
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The interface is data-based and outdated, without many features, so it could be modernized.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 »
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Owner & Founder at a tech services company with 1-10 employees
I would like it to move more towards a single data space or a single data source. SAP as a platform relies on multiple data sources because traditionally, it has been bolted together by the acquisition of other products rather than a single database. That's why there are a lot of points of failure and a lot of required points of integration. They need a single integration point. 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 »
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 »
Interface Developer at a energy/utilities company with 10,001+ employees
This solution needs to be more configurable and user-friendly. People who work with HCM need to have the proper knowledge of coding. 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: August 2020.
437,557 professionals have used our research since 2012.