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I researched SAP SuccessFactors HCM products on your website. I was the project manager for the implementation of SAP SuccessFactors HCM in my university. The implementation partner was Telemarks. I was involved in the deployment of SAP SuccessFactors HCM as the PM.

In assessing the impact of SAP SuccessFactors HCM on the recruitment processes, the recruitment module is very good and does not require any changes or anything new.

Speaking about the performance and functionality of SAP SuccessFactors HCM, it is very effective.

Using SAP SuccessFactors HCM analytics and insights helps my customers in data-driven decision-making.

Pakistani policies need most of the customizations for SAP SuccessFactors HCM. I don't think Pakistanis should improve; our systems are not right. We should improve, not SAP.

There should be some amendments in the regulatory environment that have to be changed for SAP SuccessFactors HCM.

The price of SAP SuccessFactors HCM could be lower.

I have been working with this tool for around six years, or five years.

Deploying SAP SuccessFactors HCM was not difficult.

It is very difficult to purchase SAP SuccessFactors HCM over here for smaller or medium-sized organizations, mainly because of the price.

Regarding technical support for SAP SuccessFactors HCM, we normally don't require any technical support; Telemarks, the technology partner here, helps a lot. We have also hired a few consultants, so we don't need support much.

Neutral

I am not a partner or reseller of SAP; I was the end user, and my university was the end user while I was the PM from my university side.

It took around five months for our case to deploy SAP SuccessFactors HCM.

For the deployment of SAP SuccessFactors HCM, we had the technology partner implementing it, and they had consultants for each module, at least one or two consultants for each module including HCM, Student Life Cycle, CA, FICO, and we had implemented FICO, MM, CA, and SLCM.

The pricing of SAP SuccessFactors HCM is a bit expensive; its HCM without SuccessFactors was reasonable when it was on-site, but SuccessFactors is very expensive. On-premise HCM was good regarding expenses.

Instead of SAP SuccessFactors HCM, ERPNext is good; it is open source and works very well in Pakistan.

I don't think any new features are required for SAP SuccessFactors HCM; as far as the Pakistani environment is considered, they are very good, and we don't need more features.

I would recommend SAP SuccessFactors HCM to bigger companies, especially enterprise ones.

I rate SAP SuccessFactors HCM eight out of ten.

My usual use cases for Workday Human Capital Management are that I am part of the total rewards team. My work cases involve viewing different employees' salary splits, compensation changes, when compensation changes happened, and what events triggered those compensation changes. I have to download reports from the repository containing salary details of all employees, including different components. Additionally, I record future bonus amounts and deferred cash bonuses for employees. These tasks are easily captured and recorded in the system.

The reports I can download with compensation details come in a very organized manner. I can record any future payments through the software, such as deferred cash bonuses that need to be paid one year later. These features are saved easily and my team can complete tasks in a hassle-free manner.

Workday Human Capital Management has reduced administrative burdens and smoothed the process. I would rate it nine out of 10. You can easily record future payments or compensation changes that need to be made effective. The information about employee codes, variable compensation plans, and which variable compensation the employee receives gets captured in a very intuitive manner.

I have not directly encountered issues in Workday Human Capital Management, but my manager mentioned that the compensation module is not dynamic enough or flexible enough to accommodate the complexities in our salary structure. The compensation module could be improved for annual increments, promotional increments, and variable payouts. We find it better to handle these tasks through Excel rather than automate them through the Workday module.

I have been working with Workday Human Capital Management for seven to eight months.

The stability and reliability of Workday Human Capital Management is good. I have never seen a breakdown of the software or any late response. It has performed consistently.

Workday Human Capital Management has been scalable. We have moved from 800 to 1,600 headcount, and I have found it to be very scalable.

I have not communicated with the technical support of Workday for this product, but that area can be improved. We were trying to roll out the performance management process in Workday and were unable to customize it as per requirement. The person who manages the technical aspects was unable to customize the performance management system to our PMS requirements. Making tech support more accessible could help with customization needs.

Neutral

I have been part of this organization for a relatively short time, so I am not aware of which software was used previously. Before this role, I have not worked extensively with any HCM tool.

I find this tool to be very effective, but I have not calculated the return on investment for the tool.

The software is from CaptivateIQ, not Adobe. I have not used the global compliance feature or advanced analytics. From an end-user perspective, I found the talent management tools effective, rating them nine out of 10. Workday Human Capital Management is considered a relatively costly module in the market. I am not sure about the cloud provider, and we do not have documentation, guides, or manuals. I have rated Workday Human Capital Management nine out of 10 overall.