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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.

I was in charge of HR operations at the time; I did operational things like approving documents, issuing them in the system, and also trying to recruit nicely. 

Sometimes, I also handle some pre-onboarding tasks, like collecting data or documents and approving parts of the onboarding process.

It really helped our team. Especially for me, I could feel that my workload as an HR operation manager was cut by 50%.

Since the data was very organized in Workday, it was convenient for me to see specific employee datasets. The advanced analytics features have become better over time.

Workday's integration capabilities with other systems benefited our work. We combined Workday with LinkedIn Learning. It worked well for the learning management part.

I like its UI and UX. When we were using Oracle or SAP, the UI/UX wasn't very user-friendly for my employees. Workday has a much better interface. Users can directly see the menu, click on what they need, and know what to do. I think that really helps my job as an HR operation manager.

So it's very user-friendly. That aligns with its focus on UX.

Workday does not support many Korean language features. So, it will be great if they have some development on the Korean language side – then it will be really powerful in our market.

So there should be development in the Korean language features.

I used it when I participated in the implementation projects. So, I have been using it for two years. 

Stability was better than other systems I've used. I would rate Workday's stability an eight out of ten. 

It is a very scalable product. For my branch, there are around 20 end users. They are HR specialists. 

In Korea, we didn't have dedicated IT personnel for HRIS [Human Resources Information System]. Support resources were in the headquarters or through a shared service located in China.

There aren't many Korean language features. Korean market was not a significant focus for Workday. So, the support wasn't as strong as it could be.

There is room for improvement in customer service and support. 

In Korea, we have more complexities in labor law, so the system logic is very different from the US or European countries. Workday needs more Korean experts who understand the kinds of things that are needed, specifically in Korea. That would be helpful.

Neutral

Every system was really hard to set up initially, but I think Workday was okay because it had a really user-friendly UI and UX. When we were implementing the system, we could directly see what we were doing with each feature. So, it was better than others.

I would rate my experience with the initial setup an eight out of ten, with ten being easy and one being difficult. 

The deployment took one and a half years but that was just the first phase. We needed to keep upgrading the system. So, the first phase established a good foundation, and almost everything was in place. So,  it was one and a half years.

It's very, very expensive. When I was in a startup company, we tried to adopt Workday. We called them and asked how much it would cost for our company. And the first answer from the salesperson was, "It's really expensive."

If you have enough money for the digital transformation of your HR system, Workday is one of the best ways to go. You don't need to do as much customization during implementation as other systems.

Workday is experienced and mature product. It is probably the number one company for HRIS [Human Resource Information System] right now. The experience is really helpful for a company's first HR transformation. And also, most of Workday's features are not just okay, but more than good.

Overall, I would rate the solution an eight out of ten.