SAP HCM Reviews

We are using SAP HCM only for the HR SPOC, as HR will be the main point of contact for this because we'll be using it for CAPEX and Forex kinds of things, expense part. Currently, we are in the implementation stage, and it would be very helpful if you ask me about my experience with the tool after six or seven months because we have not fully used the software or dealt with live data yet. I do not use SAP HCM's payroll processing feature currently. I have not utilized SAP HCM's talent management tools. As I've mentioned before, employee data will be largely used by us as we were going for OM and PA. Personnel Administration and Organization Management is the main module that we are using for HCM. We are going to deal with a lot of employee data and implement it when the implementation stage starts, mostly by next month. I use SAP HCM on-premises.

The features of SAP HCM are valued by me as it had a clear idea about what was expected from the user point. The person or the application has a lot of features and it had actually all the information needed from our part. That aspect is nice. Apart from that, the T-codes are really helpful to understand which particular option we need when we put the T-code in the search box.

The stability and reliability of SAP HCM product are really nice, very helpful, and secured. It has no point of leakage and is mostly reliable, as most companies and organizations prefer SAP over many tools. As for security, it's already secured from the beginning itself, and that is the only reason our organization relies on it. Since it's very useful at a global scale, it is a very useful tool and is very easy to access and handle.

I would say the speed of SAP HCM tool might need some optimization. Rather than focusing on other modules such as QMS and material management and FICO, they can also focus more on HR. I feel there may be some minor improvements or optimizations in the user interface that could be more intuitive or modern for when employees come into the picture. SuccessFactors, a globally recognized and more easy-to-use tool, serves as a great substitute for some SAP HCM needs. Overall, improvements could be made in the HR modules.

How long have I used the solution?

I have faced no issues with the stability and reliability of SAP HCM.

SAP HCM is good in the scalable aspect. The scalability is quite moderate.

My impression of SAP HCM's technical support is great, as we get a lot of help and good feedback from them. The technical support team has been very supportive. I would rate the technical support of SAP HCM from 1 to 10, where 10 would be the best support, a nine.

Positive

Before choosing SAP, we did not evaluate other options or other vendors.

We are currently reviewing other vendors for payroll. The manual solution for SAP HCM is available, and I am satisfied with the amount of materials provided.

I rate SAP HCM overall from 1 to 10, where 10 would be the best solution and 1 would be the worst, a nine.

I think it's a bit on the lower side when it comes to pricing compared to SuccessFactors because being a cloud-based software, SuccessFactors will be costly compared to HCM.

We're using SAP for expense parts of our global operations; it effectively supports our organization's global operations with its multilingual and multi-currency capabilities. The main purpose will be that the global system will come into one particular platform. It is integrated globally and based on cost centers, identifying departments or organizations will be easily mapped into the system. SAP HCM allows dealing with a lot of data.

As for the materials available for SAP HCM, we have documents, guides, and manuals for the users. No such requirements are there to expand the library they offer. I want to know if this feedback is collected from everyone who uses SAP or just a select few. I rate SAP HCM overall as a nine out of ten.

I have approximately 2.5 years of experience in OpenShift. Currently, I am working with OpenShift, specifically Red Hat OpenShift, and upgrading my skills in this platform.

I work with Red Hat Fuse and EAP with integration to the application team. I am currently working with OpenShift in an air gap environment, which is a totally disconnected environment. I was directly placed at the client site and working with the existing OpenShift project.

In OpenShift, I don't have experience with integration, which is something I need to learn with the help of developers.

Our day-to-day use case involves providing rollback access to users. We are part of the OpenShift upgradation activity. We work together with development, and we sometimes face issues with deployment and code-related matters. We raise tickets with Red Hat, implement their solutions, and achieve satisfactory results.

The valuable aspects of OpenShift include its Enterprise edition status. The OpenShift user interface is user-friendly, making it easier for anyone to perform tasks compared to Kubernetes. In OpenShift, we have operators that help us rectify issues easily and identify which APIs or Pods are experiencing problems.

It deserves a rating of 10 because working with OpenShift is enjoyable compared to other middleware projects. When we face challenges and raise tickets, Red Hat provides support within an hour, fixes bugs, and allows us to move to production after resolving issues.

For improvement, we sometimes face issues in the minor version, requiring us to upgrade to the major version. The bug fixes should be released as early as possible to address these issues.

I have approximately 2.5 years of experience in OpenShift.

This solution deserves a 10 because we can easily scale and upgrade to new versions. Many APIs work efficiently after upgradation. Currently, we are upgrading from 4.12 to 4.18, and after migrating the DC, our applications run smoothly without any challenges or slowness.

Scalability can be challenging from a cost perspective. If a company has the budget, they opt for the enterprise level. Enterprise requires storage and OpenShift licenses based on the number of running servers. Many companies decline enterprise adoption because OpenShift costs are high, preferring Kubernetes instead. The installation decision is based on vendor or client demand.

We don't currently need third-party solutions because Red Hat provides security through RH-ACM. This Red Hat product helps us identify vulnerabilities in Pods, YAML files, and other components. When we encounter vulnerability issues, we raise tickets, implement Red Hat's solutions, and close the tickets.

OpenShift is predominantly implemented in banking sectors. Banking sectors require Enterprise edition platforms due to RBI guidelines. While small-scale industries might use Kubernetes on AWS platform, major banks such as SBI and Central Bank of India prefer OpenShift for its Enterprise edition status and comprehensive support from Red Hat.

IPI setup is straightforward, but air gap environment setup is more challenging as it requires configuring HAProxy, DNS, manual DNS server, creating ignition files, downloading images, and creating separate repositories.

Regarding competition, based on my knowledge, OpenShift has limited competitors apart from Red Hat. IBM has acquired Red Hat for OpenShift, and they run OpenShift on their Linux platform, making IBM the primary competitor.

This product deserves a rating of 10 out of 10.

I am working as a technical lead for development with SAP.

In S/4HANA, we are working with solutions such as SAP HANA and SAP HCM.

We have just started with SAP HCM, rolling out the product in our environment, so it is not in production yet.

It is mainly for our resource management. We have SuccessFactors, which is our HR system where we maintain all the employees, org structure and everything, and that is integrated with SAP HCM.

The functions in SAP HCM that I have found most valuable include a bundle of resource management as well as capital management, which is also integrated with payroll and other systems.

I also use a payroll processing feature in SAP HCM.

The talent management tool in SAP HCM is useful, though it does not provide everything; it is not at the level of some other third-party tools for talent management, but we can still use it.

SAP HCM supports our organization's global operations with multi-currency capabilities.

The main benefit SAP HCM provides is that we have all the information in one place; it is basically one centralized system with all the information rather than having multiple systems across the organization.

Customization is a valid point; I think SAP should provide more customization options.

It has been almost a couple of months now that I have been working with it.

Technical support from SAP is really good; if I have to rate them out of ten, I would give them 8.5 or nine.

I am totally satisfied with the response time and quality of support.

Positive

Currently, we have moved from Freshservice to ServiceNow.

I am not handling ServiceNow, I used to handle Freshservice earlier, managing that tool, but it is now being maintained by some other person.

The setup process for SAP HCM is a bit complex; it is not simple.

I would rate pricing for SAP as one because the price is high.

I am not sure about the main competitor for SAP HCM; I have not explored that part.

I am mostly with SAP.

I would recommend SAP HCM for enterprise-level companies.

It is mainly for enterprise.

I am not using any AI technology with SAP yet.

For stability, I would rate the product as nine out of ten.

For scalability, I would rate it as eight.

So far, I think it is all good; I do not see any improvement points.

Most of my clients are working with the cloud.

I am a partner with SAP.

On a scale of 1-10, I rate SAP HCM an 8.

I am currently heading the payroll benefits and HRIS team here in Manila. We are using SAP HCM on-premises, and we implemented SuccessFactors focusing on Employee Central and GMPM.

SAP HCM has helped a lot due to the always changing government regulations pertaining to taxation, social security service, and local regulations that change frequently. Automation is beneficial, although we have internal systems outside of SAP for timekeeping, which captures absences and attendances.

The payroll suite is very valuable. The calculation and the schema help a lot. Capturing all the attendances and absences is a huge task that must be completed before running payroll. We also see that the results that go to S/4 HANA for booking are very good.

The organizational management (OM) side needs improvement due to frequent reorganization which makes it tedious to make all the movement changes and combinations.

We have been using SAP HCM since 2009, which is more than 15 years.

In my opinion, SAP HCM is quite stable. I would rate its stability as nine out of ten.

SAP HCM is quite scalable. I would rate its scalability as eight out of ten.

We have internal IT technical support, and while good, both internal and external support should attend to requests more expediently. Not all requests are attended to promptly.

Neutral

Usually, our team consists of one consultant, one database administrator, a basis and an OS person, which makes it three or four people maximum. We also have separate teams for unit testing and UAT before going into production.

SAP HCM is quite expensive, but considering solutions like Oracle, they are similar. Based on prior knowledge, I think the pricing is about seven in terms of cost-effectiveness.

We evaluated Darwinbox and considered its promises as appealing.

I am a fan of SAP HCM and would recommend it, despite the on-premise solution only being available until 2027. We are looking for new solutions to replace HCM, but SAP still compares well to those presented.

I'd rate the solution nine out of ten.

We use SAP HCM for all employee management data. It is implemented for our HR operations, covering all aspects except performance and goal management.

It integrates well between modules, such as HCM and FICO, where processing salaries automatically reflects transactions in FICO.

The integration provided by SAP between different modules is very good.

SAP HCM needs to be more customizable to fit unique organizational processes. The UI could be more user-friendly, and documentation should be more readily accessible.

We have been working with SAP HCM for the last few years, having deployed it in 2020.

I would rate the stability of SAP HCM as seven out of ten. So far, the setup has been good across various modules.

Scalability is excellent, and I would rate it ten out of ten.

Technical support from SAP is very good, and I would rate it nine out of ten.

Positive

We have little experience with Oracle PeopleSoft, which is also a good product, especially for small and medium industries.

The setup process is reasonably straightforward and not user-friendly. It's manageable with the proper documentation.

I am involved as an implementer from the IT department; I am not an end-user but rather part of the team implementing the solution.

SAP HCM is costly compared to other ERPs like Microsoft Dynamics or Oracle, and I would rate the cost as one out of ten.

Oracle PeopleSoft is a recognized competitor.

For small industries, it may not be suitable due to its high cost and complexity. Small and medium enterprises may benefit from other flexible, user-friendly solutions like Oracle PeopleSoft.

I'd rate the solution eight out of ten.

I work with SuccessFactors as well as SAP SC. I am good in employee control, ECP, and also support with a lot of support teams. Employee sector and payroll are my specific areas, and I am good at country-specific elements. My partners are HRBP and CHRO, which I cater to for my organization. I support more than thirty applications, and we are now doing analytics and human experience, which we were not getting earlier. Therefore, after implementing the mechanism of applications, we are getting a lot of additional time, which we can give as value to the organization.

By implementing this tool, we now have a twenty-five percent utilization time in India, which we did not have before. We are doing analytics and micro-level analysis on performance, providing significant support from knowledge management, and decreasing our attrition rate. This allows us to add a lot of value to the organization.

SAP HCM is a competitive and comprehensive tool that covers major programs in the enterprise and supports the global process. It's a well-integrated model.

We are able to optimize a lot of processes but there is always room for improvement. Optimizing some processes was challenging, and initially, some change management needed to be included.

I have been working with HCM for more than thirteen years.

The customer support from SAP is reasonable, yet I would rate it five out of ten. We have our own internal team that supports the deployment process, and major support is provided by SAP itself.

Positive

I did not use another solution previously.

The implementation depends on the complexity of the project and generally takes six to eight months. Some initial change management is needed, however, I didn't find many challenges apart from that.

Pricing depends on various factors. I didn't provide specific information about the costs.

There are many tools on the market, such as SmartRecruit, PeopleSoft, Workday, and SuccessFactors. These are all competitors.

I feel SAP HCM is very competitive and worth the investment given its capability to integrate modules and provide comprehensive value.

I'd rate the solution ten out of ten.

We're implementing SAP SuccessFactors to streamline our HR operations. Before, we only did payroll in SAP HCM. Now, we're bringing in personal and recruiter information to make the workflow easier and less time-consuming.

The payroll function in SAP HCM has been most beneficial for managing global workforces. We plan to use goal management and KPI features to link to payroll through the SAP SuccessFactors module.

The payroll functionalities have greatly enhanced our efficiency. Previously, we did payroll manually in Excel, which was time-consuming and error-prone. Now, there's a single source of truth in the system, drastically reducing human errors - I'd say by about 60-65%.

There's still room for improvement. We need end-to-end systems. Only the HR team uses HCM, but employees don't have access to their data. With Employee Central, employees can see their ratings, increment cycles, and other details, making things more transparent.

SAP's technical support is okay. In my last job, when we had a P1 issue, just raising a ticket wasn't enough. You need to follow up every ten minutes and call them for updates. It depends on the person handling it. I don't just rely on SAP's support system. Even though it's automated, it's about the people who want to solve the problem quickly. I don't think the support team understands how serious production downtime is.

I want SAP HCM to adopt new changes faster, like AI and analytics, for future releases. SAP HCM is slow compared to Tableau or Power BI. In Fiori, we faced challenges creating dashboards. It should work fast to compete with startups in areas like AI-powered queries and instant dashboards.

I have been using the product for five years. 

Before the tool, our processes were entirely manual. We didn't use any similar system. Many competitors like Workday, Darwinbox, and others prefer SAP HCM because we're primarily an SAP shop, using many of their modules across our organization.

Regarding compliance, we haven't fully utilized the tool's capabilities. We mainly use it for payroll and attendance. Leave management and other compliance-related functions are still handled outside of it. We upload this external data for payroll processing. Full integration of these features would allow us to leverage the tool to its maximum extent.

We're not currently using AI in our HR management with SAP HCM. Humans still make all decisions. We have plans to implement analytics after SAP SuccessFactors implementation, but that's part of our future roadmap.

Most industries have been using SAP HCM for decades. In my industry, feed manufacturing, we have many versions. But I believe the pharmaceutical industry has even more versions. I'm not totally sure, but I feel this system might not handle pharma's needs well. This is just my guess based on the problems I face with version control. When R&D changes two or three versions, they don't get updated regularly, messing up the whole value chain.

I rate the overall product an eight out of ten. 

It is for internal database and there are no concerns about it.

The functions are really important in the product in ReadyNodes. Based on experience with vSAN ReadyNodes, potential room for improvement could be identified for the product.

Functions are critically important in the product ReadyNodes. Regarding vSAN ReadyNodes, there needs to be a clear assessment of areas that require improvement from the product perspective.

When it comes to vSAN ReadyNodes, my last interaction with that product was approximately a year ago while providing support.

I am working as a technician specialist for technical support. I work with Dell PowerStore, PowerMax, PowerEdge, and PowerVault ME5000 series.

Regarding storage from Dell, I am exclusively working with PowerVault. For daily operations, I work with solutions from Microsoft, AWS Office 365, and remote desktop services.

Regarding infrastructure solutions, we are mostly focused on servers, server storage clusters, and we were trying HCI from Dell before Broadcom acquired VMware.

I used Firebox two years ago, though I am not current with it now. Data World Computer Center is a partner with Dell.

The payroll operations under my management in both this and other companies have handled significant volumes, showcasing the stability of SAP HCM. In terms of talent management, we've engaged consulting services and complemented them with internal innovations. Additionally, we're actively exploring cutting-edge AI applications such as chatbots and AI-driven scenarios.

Based on my experience, SAP HCM and analogous solutions are robust, yet the current emphasis should lie in fostering employee engagement through enhanced features. Employee adoption thrives when tools are easily accessible. Implementing features like actionable notifications for pending tasks such as learning recommendations, initiating subordinate reviews, and reminders to approve crucial travel requests can significantly bolster adoption rates. Such proactive prompts and recommendations naturally encourage task completion. Leveraging AI tools to deliver timely prompts with pertinent data insights further enhances this process."

Adapting to new platforms often presents challenges. Consider a scenario where a company has a portal that its employees rely on daily; persuading them to transition to a new system, regardless of its superiority, proves to be a daunting task. This challenge extends beyond older employees; younger generations may also resist change if information isn't readily accessible at their fingertips.

To improve SAP HCM, the focus should be on enhancing user experience. While many products offer various features, the key lies in user-friendliness and speed. It's essential to balance providing necessary notifications and insights without overwhelming users with too much information, screens and clicks. Ease of use is crucial. Additionally, incorporating AI-driven recommendations can enhance user experience. While I haven't explored the latest versions of SAP's cloud products, prioritizing user experience will improve the overall solution. Currently, users don't want to do too many clicks or move between too many screens. 

When meeting with customers, we mainly receive feedback about the high cost of user training. Despite the balance between stability, scalability, and resource allocation, the primary concern remains the expense of training.

I have been using the product for more than 20 years. 

SAP HCM is a stable solution. 

I rate the tool's scalability a five out of ten. 

I rate the tool's ease of deployment a five out of ten. One thing we need to discuss is infrastructure setup. It's crucial because it affects automation time. Once the physical infrastructure is secure, automation becomes smoother. However, the duration depends on the number of instances and companies involved.

As part of our business strategy, I keep exploring various products in the market across multiple technologies. I recognize that each product has unique strengths, with at least one or two modules or features that stand out. However, the real challenge over the past ten years has been implementing any of these modules and ensuring widespread adoption among the workforces. When I speak of adoption, I’m referring to a significant scale, such as managing the integration and usage for a workforce of 100,000 or even 150,000 employees.

As previously discussed, traditional SAP modules such as e-recruitment offer extensive features, albeit necessitating the development of a Fiori-based front end. Turning to the more recent Talent Management modules of SuccessFactors, they have evolved into impressive choices boasting robust features.

In light of my product experience, I advocate for the utilization of SCP HCM, particularly for larger organizations. Nonetheless, the expansive scale of SAP HCM might prove excessive for smaller organizations with fewer than 5,000 to 10,000 employees

I rate the overall product a nine out of ten. 

I'm an SAP reseller and an implementation partner and provide Application Management Support Partner. Earlier, I was an HR Leader and  CHRO for nearly 18 years of mt 33 years in HR. I left my CHRO role to start this company and offer a superior and unique experience  and level of implementation.

We offer a superior and intuitive understanding of SAP SuccessFactors and bring our functional and mulcticultural experience to bear on each implementation. 

SAP SuccessFactors' Human Capital Management module is now referred to as HXM – Human Experience Management, is all about enhancing the employee experience. So, SAP SuccessFactors, HCM, and HXM can be used interchangeably.

We primarily work with SAP SuccessFactors. The use cases include the entire hire-to-retire cycle management within an organization.

Imagine SAP SuccessFactors (HXM), the human experience management software, as the equivalent of the business ERP for employees and HR. It's an ERP for managing your most valuable asset – People, which is why effective talent management is crucial!

A better user interface and greater AI integration are crucial. Which is now a part of the road map ahead.

Integration isn't an issue anymore; they've solved that. The current integration is fairly seamless. 

I have used this solution since 2014, first as a user and then as an integrator and implementation partner. 

The stability is the same for any number of users, from one to a hundred thousand. It's a cloud product, so it doesn't differentiate.

Once configured, the processes simply work.

The ability to scale is outstanding, easily a nine out of ten. It's very suitable for large, multi-geography companies but also very suitable for medium companies with multi-geography operations. 

For smaller companies, it depends on their size and ambition. Now, SAP has various solutions that can work even for smaller organizations. So, the size limitation isn't a factor anymore. It's more about your organization's complexity and geographic spread. 

Even a small company with, say, 1,000-2,000 employees operating in Europe, the US, and Southeast Asia or Middle East and Africa needs globally compliant software. In such a case, you require software that is compliant globally. So, the old factor of size is irrelevant. 

The geographic spread and complexity of the organization determine usability.

SAP engineering support is top notch. However, client support for maintenance is though the SAP partner ecosystem which, over the years have enormously increased their capabilities. So, the customer experience depends on the partner's capabilities.

Positive

The deployment and set up is  a very structured process. The complexity depends on the organization's processes, not the SAP SuccessFactors Platform.

SAP HCM, was on-premise, but SAP SuccessFactors are cloud-based. Legacy systems can still be used, but all new deployments will happen in the cloud.

I have done both as a CHRO working with the implementation partner teams and now as a SAP Partner we do the implementation viz., BluTech Talent Plus LLP for other organisations.

The pricing is around the middle, at a five out of ten. But it depends on the number of licenses. More licenses mean lower per-user costs.

There are many other options to consider, such as Oracle Fusion Cloud HCM and Workday among others.

SAP is No.1 at the global level. I remember reading that it has even been adopted by Microsoft and Google suggesting greater deployment of SAP in the future and perhaps greater integration(?).

SAP has room for improvement, so a 7 out of 10 seems fair at this stage with the revolutionary aspects and expectations that use of Generative AI will bring. SAP needs to improve UI/UX and integrate more (G) AI.