SAP HCM and Workday HCM compete in the human capital management sector. Workday appears to have the upper hand due to its user-friendly design and ease of navigation, which are generally preferred over SAP's offerings.
Features: SAP HCM's integration capabilities, particularly with payroll and SuccessFactors, are beneficial for global process support and automation. It offers strong payroll and talent management features, making it effective in managing complex HR scenarios. Conversely, Workday HCM is known for its user-friendly design, real-time data handling, and comprehensive centralization of HR functions. Its automation features and seamless integration give an edge in intuitive HR operations.
Room for Improvement: SAP HCM needs improvements in flexibility and user-friendliness, with issues in relying on multiple data sources and complex integrations. Enhancing its cloud transition solutions and talent management features is vital. Workday HCM faces challenges with customization, pricing, and integration complexity. Improving reporting and analytics flexibility, workflow customization, and support for financial integrations are areas to focus on enhancing Workday's functionality.
Ease of Deployment and Customer Service: SAP HCM offers varied deployment options with a focus on on-premises solutions, which are often complex and time-consuming. While its technical support is reliable, it can be slow. Workday HCM, a primarily cloud-based solution, is credited for straightforward deployment, although it can be expensive and may pose customization challenges. Despite these issues, it receives better feedback on customer interactions due to its cloud-native structure.
Pricing and ROI: Both SAP HCM and Workday HCM are costly, with SAP often having higher initial costs for on-premises setups. Workday's cloud-first model can result in high recurring expenses depending on selected modules. SAP may involve longer ROI timeframes but offers efficiencies in payroll and talent management over time. Workday generally provides quicker operational efficiencies and easier HR complexity management, although its pricing structure can be expensive with additional modules.
Not all requests are attended to promptly.
I am totally satisfied with the response time and quality of support.
My impression of SAP HCM's technical support is great, as we get a lot of help and good feedback from them.
With Workday, I can pick up the phone, call them on Teams, and they answer immediately.
Making tech support more accessible could help with customization needs.
You typically get a response the same day.
This solution deserves a 10 because we can easily scale and upgrade to new versions.
SAP HCM is quite scalable.
We have moved from 800 to 1,600 headcount, and I have found it to be very scalable.
Workday Human Capital Management is very much scalable; all you need is a browser to work or access your data, even for implementation purposes.
I would rate its stability as nine out of ten.
I would rate the stability of SAP HCM as seven out of ten.
I have never seen a breakdown of the software or any late response.
SAP HCM needs to be more customizable to fit unique organizational processes.
SuccessFactors, a globally recognized and more easy-to-use tool, serves as a great substitute for some SAP HCM needs.
The organizational management (OM) side needs improvement due to frequent reorganization.
While there is mass upload functionality where we can load shifts for all people or specific groups, we need to select multiple people and assign them to a schedule from the interface itself.
The compensation module is not dynamic enough or flexible enough to accommodate the complexities in our salary structure.
Creating complex reports has a steep learning curve and often requires specified training.
SAP HCM is quite expensive, but considering solutions like Oracle, they are similar.
SAP HCM is costly compared to other ERPs like Microsoft Dynamics or Oracle, and I would rate the cost as one out of ten.
I would rate pricing for SAP as one because the price is high.
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.
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.
Capturing all the attendances and absences is a huge task that must be completed before running payroll.
We now have real-time visibility into our global headcount and labor costs, which allows our leadership to make faster data-driven decisions.
What I appreciate best about Workday is the recruiting component.
The interface of Workday is superior.
| Product | Mindshare (%) |
|---|---|
| Workday | 8.7% |
| SAP HCM | 3.6% |
| Other | 87.7% |
| Company Size | Count |
|---|---|
| Small Business | 19 |
| Midsize Enterprise | 6 |
| Large Enterprise | 40 |
| Company Size | Count |
|---|---|
| Small Business | 18 |
| Midsize Enterprise | 7 |
| Large Enterprise | 50 |
SAP HCM brings together payroll, time management, personnel administration, and integration capabilities, enhancing HR management and operational workflows with user-friendly, stable, and scalable solutions.
SAP HCM is integral for HR departments seeking efficient management of employee lifecycles, from hiring to retirement. It provides comprehensive analytics and reporting tools and integrates smoothly with SuccessFactors. Customization and enterprise resource management integration extend its global appeal. However, users highlight the need for a unified data integration point, interface improvements, and modernization. Challenges include complexity, integration costs, and limited customization. Though cloud innovation is prioritized, on-premises options require attention to prevent obsolescence.
What are SAP HCM's key features?SAP HCM is widely used across industries for managing payroll, employee data, and HR processes. Its deployment in hybrid cloud and on-premises models allows businesses to optimize human resources while integrating with SuccessFactors. Organizations benefit from enhanced payroll functions, employee self-service features, and comprehensive integration with other enterprise systems.
Workday provides a cloud-based platform offering robust human capital management features, emphasizing security, user-friendliness, and operational efficiency through workflow automation.
Workday is utilized by organizations for human capital management, supporting everything from employee recruitment to retirement, payroll processing, and performance tracking. It centralizes HR operations to increase efficiency and manage employee data effectively. Its business process framework allows for drag-and-drop functionality, which along with real-time reporting, enriches the user experience. Workday's modules cover talent, compensation, benefits, and learning, enhancing the workforce management approach. Though integration with external systems can be complex, its usability and flexible configuration support adaptability. Users seek enhancements in customization, reporting, interface usability, and speed, particularly in financial, timekeeping, and payroll modules. Expanding automation, API connectors, language support, and introducing country and industry-specific modules would significantly boost its capabilities. Pricing remains a concern among users.
What are Workday's most important features?
What benefits should be evaluated when considering Workday?
Workday is implemented in a range of industries, including finance, healthcare, and technology, offering specialized HR management solutions tailored to each sector's unique requirements. These implementations improve workforce management and align HR strategies with organizational goals, showcasing its adaptability across different business landscapes.
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