APS vs. SAP Workforce Analytics

APS Payroll is an easy to use payroll system, and integrates well with some things such as the APS Hire feature, which handles onboarding, and the eSelfServe timeclock feature. It exports well to Quickbooks, but is only ok with NetSuite. (It works but is a completely manual process and takes a lot of setup.) Our tax registration and filing has been fine and we're always apprised of any tax discrepancies such as small Unemployment overages/underages when filed compared to what was withheld.

Incentivized

SAP Workforce Analytics is well suited for analyzing employees' performance and providing accurate data. It helps us to monitor how our employees are performing their daily duties. Therefore, SAP Workforce Analytics has been a reliable and easy to manage software for our business. The insights provided by this tool allow us to create predictive models for future behaviors.

Incentivized

• It's fast and intuitive. Our previous contractors were ADP and Paychex and neither were intuitive. Our payroll runs have less errors now than with previous vendors. Payroll prep time is down from 5 hours with ADP to 2 hours with APS for the HR Manager.
• The limiters are great. I'm always afraid of that error that no one caught. Let's assume that you add a $200 limiter to overtime. Any time that a staff member is about to receive more than $200 in overtime for that pay period, a red flag goes up for the HR manager to double check.
• We have 3 programs in public schools that block certain ports. APS has a 2nd feature using GPS so that staff can only check in for their shift while they are in the designated GPS range. Great for someone who has to report to a remote location. Just add the GPS coordinates and they can't check until they get to the project.

• Runs smoothly.
• Haven't had any issues with it.
• Has not ever crashed.

Incentivized

• More robust HR reporting options and better customized report building.
• Be able to have multiple recruiting pipelines that are tracked.
• Less glitches in APS Hire. Especially with sending onboarding emails and applicants not being able to open them.
• Better file feed communications and auto-updating to save time and add efficiency to processes.

Incentivized

• One of the key areas of improvement, is not in the software itself, but the implementation process into organizations. Sometimes the lack of knowledge of an organization's key driven factors, causes SAP products to not be customized properly for the organization, or the organization's lack of knowledge of all SAP products hinders a produced and effective implementation strategy.
• Ad-hoc reporting lags sometimes, and whether it's server response times or the organization's slow connections, it tends to slow the processes at points.
• The move to V12 for PM forms leaves the customer with limited configuration choices and the administration tools are not yet up to the functionality that customers get using SuccessFactory and the v11 forms.

Incentivized

I have been using the system for over a year now and feel more comfortable with the functionality of it. I have just recently implemented the benefit administration portion.

Incentivized

The APS Payroll software is very easy to use, and it is easy to train new employees on it. The APS Payroll support team is very helpful and response time is quick. It is easy to enter/change employee information, adjust salaries and benefits, etc. New features have also been added that makes it even better, such as being able to set up your own income/deduction items.

Incentivized

I haven't had any outages

Incentivized

Very quick

Incentivized

I had to learn APS on my own, and the support team held my hand. They are still there when I have an occasional question. Anytime I need support, I can call my rep or send an email and help is on the way, without failure. The support team is awesome

Incentivized

Even if it wasn't in-person on location, we felt like we had our trainer in the room with us.

Incentivized

We had great webinars.

Incentivized

It would have been helpful to understand the phases of the implementation up front so I could have prepared differently for enrollments, billing, and transfer of information to payroll. At the end of the day, I'm happy with the selection and the system and anticipate I will like it better as we go along. We have done a number of other system implementations in the past few years, and this has been pretty painless, however, I've had a few surprises.

Incentivized

We had used ADP for years and had always struggled with their customer service. With over 20 locations (20+ W2s, quarterly filings, etc) we had a lot of questions. We would have to call and sit on hold for long periods of time to talk to someone who couldn't always answer our questions. Then we would get different answers from different people or have to re-explain our issue. It was a major time suck for my employees and they dreaded having to call all of the time. For us - the final straws for us to switch providers were: +Numerous year end filings with incorrect names and addresses (they couldn't keep our 20+ locations separate even though our paperwork was completed correctly) +Incorrect SUI rates for several locations that resulted in tens of thousands of dollars in overpayments which was a lot of money for small hotels. We had sent in numerous requests for them to fix this but it never happened +Lack of care - even though we were having all of these issues, nobody would work with us to get them all resolved and make sure to remedy the situation. We had to seek out a manager to get them resolved but even after this, we still had more issues. Overall - DON'T stick with ADP or even think about switching to them. They might be able to slash prices but their poor customer service and lack of care will cost you in the end. It's not worth it. APS does everything ADP had the capability of but we don't have the errors or headaches we did before. I am really looking forward to this year end!

Incentivized

One of the biggest challenges Oracle HCM Cloud has is that Oracle is still in the development stage, or acquisitions phase, where they are attempting to buy other solutions/companies to better their cloud solution. The product just before Taleo, Fusion, lacked the ability to have all of the necessary apps within the solution. Having said that, SAP Workforce Analytics, has all of what a corporation needs, even though, it is not an organic solution, the overall solution provides all of what its customers had asked for and then some.

Incentivized

I've never had a problem with the system nor in finding the right information.

Incentivized

• We were able to transition quickly and continue to successfully hire and onboard new hires for several Clubs that opened within weeks of moving to APS.
• We do struggle a bit with the ease of reporting simply because our locations are all under separate EIN and that can make it difficult to easily combine data queried under custom reports, so the volume of reporting that I might wish to be able to push through weekly in order to help address 'real time' trends is not always available.
• The lack of effective dating for position and wage changes does mean that HR and available APS data is not 'real time' accurate and that HR does need to return to the system to update changes well after-the-fact, which is not ideal.

Incentivized

• Positive effect on ROI as we were able to quickly retrieve useful data on expenses, etc.
• Being able to use the tool across the organisation saved money compared to each department using their own tool
• Little to no downtime improved ROI

Incentivized