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.

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.

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.

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 integration provided by SAP between different modules is very good.

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.

For payroll management, we have the flexibility to define wage types, which allows us to effectively define different pay scales and allowances. 

Additionally, we can merge rules to accommodate leaves and policies, like determining holiday entitlements versus leaves taken, and whether it's within the limit. 

If it's within the limit, the full salary is allowed. Otherwise, based on the rule, the amount is deducted before releasing the final amount. This is done through Infotypes. By defining these details, we can accurately calculate summaries and other relevant information.

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%.

SAP HCM has valuable features for analytics data management. The employee experience feature is another good functionality that allows us to note down feedback. It provides ease of utilization and efficient integration with stand-alone products and works well in delivering reports. It has a better mobile application compared to others.

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!

Payroll is always the central area the tool focuses on. It needs to ensure things are flowing, employees are paid on time, and there are no issues related to location, pay, or hiring. SAP HCM helps observe all the work, from hiring to paying paychecks every month. It's a system that depends on the data you input. You don't want to work with bad data and expect miracles. If the data isn't clean, it's more work.

The valuable features of SAP HCM include managing employee data from hiring to retirement. It handles settings for new hires and stores employee information. 

The feature I like most in SAP HCM is its effectiveness for talent management. I'm comfortable with the complete accounting module, using transaction codes and generating invoices. The process is easy, and using entry sheets is flexible. I find the accounts module very good.     

The tool's most valuable features for our HR operations include easy reporting capabilities, which allow us to generate reports for management meetings and auditing purposes. Additionally, it supports appointment preparation and processing benefits. 

Payroll processing is my favorite HCM feature, and I like all the SuccessFactors talent modules also. SAP is making good progress on enhancements to the features in the SF modules.

The most valuable feature of the SAP HCM solution was its integration with SuccessFactors, particularly the Performance Management feature. This integration allowed for effective employee performance and payroll data management.

The platform is simple to use and has a user-friendly dashboard and integration features.

All our employee data, like performance and payroll, is managed through SAP HCM.

We have features such as ABKRS based on the client's requirement, tariff and TMSTA, and so on.

The solution has powerful capabilities for managing small, medium, and large businesses. They provide the most stable and powerful technology in the areas of human resources, information systems, and ERP. 

SAP HCM has a good performance.

The tool's best feature is SAP SuccessFactors. 

The payroll and time management features are useful.

The core modules of this solution are for personnel and payroll, which is the basic setup for any HRIS system.

The solution has the best customization features. It provides good data management features and integration with enterprise resource management platforms.

I think that it's a very powerful tool for maintaining your company data. When you maintain your data in SAP, you can generate any kind of HR report with one click.

Most of it is similar to Oracle HCM. 

They have some interesting features in the learning space.

It simplifies everything for human capital management, and all users can do self-enrollment for leaves and those kinds of things. The employee self-service feature is quite a powerful feature for me.

You can install it on your mobile phone or iPad and do your employee service activity there.

The most valuable feature is Organizational Management (OM).

It's highly flexible, allowing you to understand the employee processes from hiring to departure. Additionally, you can access comprehensive information. It essentially structures the employees and their data to achieve organizational goals efficiently.

We are satisfied with the reporting by SAP HCM.

SAP HCM can handle a large number of employees. We can easily process payrolls and check the arrangements, and the client can also check the performance of the employees. Additionally, it has some advanced features. 

It can be integrated into any platform and is very secure. It's very difficult to access SAP's database, and if anyone tries to log in, his computer's name and password amongst other information will be saved in the system. We can integrate your fingerprint in the system to automatically log in to the system. The integration is very good with other applications.

We find all the features to suit our needs. 

The product has been very stable overall.

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

The most valuable feature is the Personnel Administration.

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

The most valuable features have to do with finance and payroll. Some organizations — like banking, insurance, and the government — are regulated and can not or do not want to host their critical financial data and employee data on the cloud. What we are doing right now for clients of this sort is we split the implementation to their advantage. We put financial and personal information management on-premises and the other information which is not critical — like learning, performance and setting goals — goes on cloud and we integrate those solutions. We use the cloud when data is not critical for security purposes and when it is not confidential. This can save the client money.  

The user interface is the solution's most valuable feature. It makes it easy for us to use.

The product overall is very good.

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

The master data where most of the reports were run from was the most valuable. We were quite satisfied with this module.

The most valuable feature, in my view, is the level of exceptions or error messages that come back when something goes wrong. 

One of the valuable features is that it is integrated with a finance system, with journal and ledger integration. When you process, for example, payroll or costing then it can be posted directed into the finance system.

There are lots of good features, including the reporting, as long as you know what to look for.

The integration between the different models like personnel administration, work management, payroll, and time management are the most valuable and key features. It's also very important to make sure that the data is correct as well, to make sure that you get the best out of the solution. 

The interface is simple to use. It is quite easy. The dashboards are also user-friendly. 

• Core HR data management for employee and organizational data is very stable and flexible. 
• Customers can create custom infotypes to store any custom data points.
• Time/payroll management is a very stable, sturdy product.

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

• Breadth of services
• Ties to enterprise Finance and Supply Chain

• Ease of use
• Improved productivity of personnel, because we use SAP for our inventory

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

Integration with all business processes, standard features, flexibility in configuration, full scalability.

Integrating Information systems between different business processes allows in my opinion the increase of efficiency in the organization. This is because data coming from HR is directly available to other processes. Extra HR (imagine Posting of Travel Expenses, Reports on Subordinates, Hours posting to WBS Elements or different Cost Centers, Employee's Master Data as Vendors or Customers of the Company etc.)

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.

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.

SAP gives the best automation solution, which not only reduces paperwork but also with minimal manpower we can obtain maximum results. Senior management can view the current status of the organization, financial status, stock condition, sales status, etc. from one place, and can even check these things from their smart phones from anywhere in the world. This helps management take result-oriented decisions that will result in higher expected revenue, which in turn provides the best ROI from this application.