We use the tool for resourcing, recruitment, employee attendance, payroll, and performance evaluation.
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We use the tool for resourcing, recruitment, employee attendance, payroll, and performance evaluation.
The interface is good. The features and performance are also good. I rate the performance an eight out of ten. It is user-friendly and easy to use. It is a secure product.
The solution must provide project or task management features. It would be good if it could be integrated with Zoho Projects or GitLab. If Keka provides project management features, we need not use Zoho Projects. The solution can add AI features in future releases.
We implemented the solution in our organization six to eight months ago.
I rate the product’s stability a seven out of ten. The stability could be improved.
We have 300 users. The usage increases every year.
The support is good.
The deployment takes ten days. It is a SaaS application. We have to register ourselves and put in our master data. We did not face any issues while setting up the product.
Our employees can use the product daily without confusion. They like to use it to log their attendance. They do not avoid it. We can track the employees’ attendance and productivity. It provides analytics on the productivity and availability of the employees. The usage is smooth.
We pay a yearly license fee. It would be good if the product were cheaper.
We also use Zoho, but Zoho is not as good as Keka. Keka’s navigation, user interface, and configuration process are better than Zoho’s.
I will recommend the product to others. The user interface and navigation are good. Overall, I rate the solution a seven out of ten.
With SAP HCM, I can handle HR administration and management tasks for both employees and HR. Additionally, SAP offers a specific module for human resource planning and management.
The valuable features of SAP HCM include managing employee data from hiring to retirement. It handles settings for new hires and stores employee information.
HCM could improve compatibility, making it more accessible via web applications and graphical interfaces. Additionally, pricing could be more competitive compared to SuccessFactors.
I have been using SAP HCM for a couple of years.
The number of end users of HCM varies based on the size of the company. Companies with thousands of employees, like some big names, use HCM. Over the past few years, there has been a trend of companies transitioning from the SCM module to also using the HCM module.
SAP support for answering questions is generally fast, knowledgeable, and customer-friendly. They cover all modules and aspects of businesses, providing end-to-end solutions and addressing basic organizational needs effectively. I would rate the support as an eight out of ten.
Positive
Licensing with SAP involves negotiation to determine costs and benefits. Return on investment depends on how effectively the company negotiates with SAP for reasonable pricing.
People often face challenges when starting with SAP due to a lack of understanding of how it works. However, with time, they realize its benefits and find it to be a good fit for their business needs.
SAP supports organizations in complying with global chart regulations, but some users find their support lacking in reliability. When encountering issues, users may experience delays and difficulty finding solutions through the SAP support portal.
SAP HCM brings value through new innovations like SuccessFactors. Consultants emphasize transitioning from on-premises to cloud-based applications.
Overall, I would rate SAP HCM as an eight out of ten.
