SAP HCM Reviews

Integration with FI and MM are the best features. The localization packages and, of late, the Rapid Deployment Solutions have proved to be immensely time saving and thus have made SAP implementations monetarily viable for the SME sector. The cloud-based package extension for SAP HCM, which is named SucessFactors, has added a new dimension to the ERP functions. Features such as SAP JAM and Apps have made SAP ERP HCM social media- and mobile-friendly.

In the process of implementing SAP HCM, the ASAP roadmaps guide the client to streamline the various processes associated with HR. As a result, every area within the scope of HR comes under the scanner. Hence, from the hierarchical framework to grouping employees as per shifts or paydays and pay frequencies, everything gets streamlined.

Processing large volumes of data during processes such as payroll is time consuming, which could be an area to work on.

I have been working with the SAP HCM module for over nine years.

I have not encountered any stability issues so far.

I have not encountered any scalability issues so far.

The support that we have been getting has been great.

I did not previously use a different solution; I have always been associated with SAP.

I work on a contract basis as an SAP Consultant, and clients contact me only after SAP has been chosen.

Select the solutions carefully. SAP has a lot to offer, but which solutions are required for your company and what is financial viable for your company can be a tricky decision to make. So, first have insight into what every solution and module has to offer. Finally, every step of ASAP should be followed religiously. I have seen companies losing their focus while implementing, just because the TO BE Document should have been more comprehensive.

• OOB integration between different modules. 
• SAP Payroll module is one of the best in the market and is integrated with benefits, time, etc.

Integration is challenging and companies are struggling when it comes to integration between HCM and other systems.

• SAP HCM: More than 10 years.
• SAP HCM Integration with SharePoint: More than 10 years.

Previously, SAP HCM On-Premise was more scalable.

SAP does its technical support very well.

Not a different solution, but previously HCM was all decentralized and in some countries, manual. The goal was to bring all the countries/employees into one system.

The initial setup was straightforward.

Workday was evaluated with SuccessFactors. 

I would recommend to put more thoughts and efforts into integration and make intelligent decisions.

We primarily use the solution for automating HR processes.

The product has been very stable overall.

We've found that the solution has the capability to scale. 

The solution is rather expensive.

I'd like to see the solution offer even more stability in future releases.

We have been on the solution for many years. We started using it originally in 2013. 

The stability of the solution is pretty good overall. It's reliable and the performance is good. It doesn't crash or freeze. There are no bugs or glitches. It's good.

That said, stability is an area that can be constantly improved upon.

The scalability of the solution is okay. It's possible to expand it. that's not a problem.

We have about 20 to 30 people using the product within our organization.

We do not plan to increase usage. We are not planning to continue to use it at all. We are moving away from it entirely.

I've never been in touch with technical support at all. I have no idea if they respond quickly or if they are knowledgeable enough about the product. I can't give any insights due to my lack of experience dealing with them directly.

While we are currently using SAP HCM, we are in the process of scrapping it and moving over to SAP SuccessFactors.

I do not have very good knowledge of the pricing itself. It's not an aspect of the solution I directly deal with. However, it's my understanding that the cost is quite high.

I would rate the solution at a six out of ten. 

We're actually moving away from it currently, and are in the process of doing so right now.

I would not necessarily recommend the solution to other users or organizations. There are other options on the market that may be more suitable.

I like the talent, recruitment, and learning features the most.

I would like it to move more towards a single data space or a single data source. SAP as a platform relies on multiple data sources because traditionally, it has been bolted together by the acquisition of other products rather than a single database. That's why there are a lot of points of failure and a lot of required points of integration. They need a single integration point.

We are using SAP SuccessFactors. I know of and have been exposed to SAP for about 10 years.

I work with companies to determine whether SAP needs to be replaced or not. I do transformation programs. These transformation programs determine whether the existing system is SAP, whether it's fit for the purpose, and whether it should be changed to something like Workday because of the features Workday has. I don't physically use the product.

I wouldn't say so. We, as a company, experience regular problems with it.

It is scalable.

I have not personally dealt with them.

SAP is extremely expensive. The integration costs and customization costs are also a lot.

I would recommend a more modern version of it. My experience of SAP is with earlier versions. SAP is an aging system, so it doesn't stack up against tools like Workday.

I would rate SAP HCM a seven out of ten, but it really depends on the use cases. It depends on why and for what a company is implementing SAP. There are many elements of SAP.

I don't think it would ever get to a ten in my view because there are other products that are better than this and work in a much easier, simpler fashion. As a product, SAP is very complicated and complex to use. The only thing to do is to move towards a more modern architecture for SAP. I don't think that's ever going to happen, so I wouldn't ever give it a 10.

The product is flexible and has periodic updates. It is supports several different functional areas in the company, such as financial, controlling, logistics, and human resources.

In my work, it enables me to work remotely because I can connect to our customer’s site using a VPN.

The payroll area for managing employee salaries has room for improvement;

Payroll area for managing employee salary, regarding SAP HCM system, is an area with complex issues because Italian tax and labor legislation and regulations are often changed; so several implementations of this module need custom integration from a consultant.

It would be better if SAP HCM could manage several topics, like absence protected like sickness, maternity.

In the last years, several implementations/developments on the SAP HCM system were done concerning several topics, but above all, integration with other module sof SAP HCM, like Time Management, for example.

I have been working with SAP Human Capital Management since I started my work in 1998, so for about 18 years.

I did have some issues with stability, especially at the beginning. I had several issues regarding the Time Management and Payroll modules.

I did not have any problems with scalability.

The level of technical support was good. They were always quick to solve problems with a high level of impact on our customers.

In the beginning, it was very difficult to set up because we lacked the support and experience to implement the product. After that, we arranged for support to work out a more correct and easier process.

It is very expensive for a small company. Only large companies can afford it.

I have never used a different solution. I have always worked with SAP Human Capital Management.

I suggest working with a partner company who is already using SAP Human Capital Management to help you implement it at your own company.

In Italy, the implementation is difficult because the Italian tax and labor legislation and regulations are often changed; so several implementations of this module are required. This can be changes in absence quotas and protections for sickness, maternity leave, and so on. This really requires custom integration with the help of a consultant.

The solution is primarily used for managing all the HR related processes including personnel, administration, employees, master data, organizational structure, and payroll.

All of the core processes are very valuable aspects of the solution. These include personnel, administration, organizational structure, and payroll.

The organizational structure visualization could be improved in future releases. The solution has a very poor interface.

The solution is very stable. I've never faced any issues in unpredictability.

The scalability of the solution is similar to other SAP products. It's okay. You can expand a license to include more customers, even if you've started with only a few users. 

The solution is stable, so I didn't need to reach out to technical support very often. When I did, they were helpful.

In the normal process, you need to open a ticket with SAP and view a response or search on the marketplace for any SAP notes for fixing certain problems. That's normal process for all SAP modules; it's not HCM specific.

I typically come into the picture after the solution has been implemented, so I can't speak to how straightforward or complex the setup is. How long deployment takes depends on customer requirements. For us, I believe it took about two months. I believe you'd need a team of three for the initial deployment of the solution and two people to handle the maintenance if you are a medium-sized company.

I used to be an HCM consultant.

In terms of advice I would give to others considering the product, I'd say that implementation needs dedication from the customers. They need to share their requirements from the beginning. Key requirements shared at the beginning will ensure a smooth implementation. 

I would rate the solution eight out of ten. With better visualization and a better interface, I would rate the solution higher.

It provides payroll solutions across the world; there is no other solution that can provide payroll calculation for more 50 countries.

There has been a significant productivity increase in HR due to reduction of manual work and data consistency improvement.

Talent management: SAP has acquired SuccessFactors and does not invest in the SAP HCM Talent Management module any more.

I have used it for 15 years.

Yes, finding good consultants.

No.

I have not encountered any stability issues.

Medium.

I rate the level of technical support as high.

We previously used a different solution; we switched due to potential Y2K risks.

Initial setup was complex due to system requirements.

Both.

• More transparency

Before choosing this product, I evaluated PeopleSoft.

Find good consultants.

The primary use case is as an HR and payroll system that is used to manage our organization.

The most valuable feature is the Personnel Administration.

The Time Management feature is not very user-friendly.

The speed of technical support can be improved.

The configuration requires somebody with technical know-how, and it would be better if it were easier to do.

We have been using SAP HCM for two years, since 2018.

This is a stable product.

SAP HCM is scalable.

I wouldn't say that the technical support is the greatest. They take quite a long time to respond to issues.

The initial setup is complex. The deployment took between six and eight months. It is not an instant process.

We used consultants to assist with the deployment.

This is a product that I can recommend. 

I would rate this solution a seven out of ten.