SAP HR can be well suited for global companies with operations in multiple countries. The Payroll module needs to be limited to one instance per country, otherwise trying to maintain multiple countries on the same instance is too complicated. I would not recommend using SAP HR and Payroll for smaller companies because the total cost of ownership and the lack of flexibility will make it unfeasible. There are many cloud-based options now a days available that would fit better for this type of scenario.
A de minimis incentive was given to thank the reviewer for their time. The incentive was not used to bias or drive a particular response, nor was the incentive contingent on a positive endorsement. More Info
syncHR is designed for mid to large size companies, typically 200-2000 employees. Any organization that has a strong reporting need and/or a complicated payroll process could benefit from the unique features built into the platform
Automated retroactive change processing and mid-period rate changes – completely automated with no manual intervention needed - If you ever need to give someone a merit increase and make it retroactive or if an employee is entitled to enroll in health benefits on their first day employment but has 30 days to enroll, syncHR will automatically handles these retro changes.
A single application designed from the ground up that gives equal weight to HR, payroll, and benefit functions - syncHR is designed as a true unified solution with no back-end mainframes or separate front-ends vs backends. Everything is processed real-time in the cloud which has eliminated all discrepancies.
Customer Service - syncHR provides a designated account manager as your single point of contact. Since the The StaffWell Group is a 24/7 business, I needed a company that was available when I needed them. syncHR delivered with 24/7 emergency support.
Event-driven employee self service - Other systems we have used rely on employees to make the correct choices as to what is required when completing an employee initiated transaction. With syncHR, the system always directs the employee to the next step reducing both errors and calls to our support staff. I believe this is also the reason why we had a 40% increase in the adoption of ESS.
Dynamic Security & Workflows - syncHR has no static pages which allows security and workflows to be updated automatically whenever a change is made. This has virtually eliminated the time and effort required from HR to manually update workflows to the correct personnel.
A de minimis incentive was given to thank the reviewer for their time. The incentive was not used to bias or drive a particular response, nor was the incentive contingent on a positive endorsement. More Info
Learning Management System- syncHR currently does not offer an LMS system. They only track and report training dates, licenses and certifications.
Although syncHR is a global solution it is somewhat limited to tracking employee headcount, HR documents, paperless on boarding and benefit information. There is no international payroll option like the one they provide for domestic employees. Although the system can handle multiple languages and currencies, I would like to see a global payroll option.
Succession Planning - syncHR provides little functionality for succession planning. The system can track budgets vs actuals, goals and ratings but does not offer a true succession planning module
I live to mention this rating due the SAP core HR very user frndly and providing and multi HR module under single umbrella. there are multi reasons for this rating we have
Overall the system is very easy to navigate but more importantly my employees find it so easy to use. The percentage of employees who now use ESS went up by 40%
Whenever we need support our designated account manager is there to provide answers for us. If she doesn't have or know the answer, additional support is provided via a service matter expert in that field. Support hours are 24/7
During the first few weeks of implementation it is important to have all key members participate in meetings. Finance, HR, Payroll and Benefits should be involved from the early stages to ensure that the solution is designed to meet your specific requirements. Since syncHR personalizes their solution for each company a few wrong steps early on regarding the design we wanted caused us to spend extra time later. The more info you provide syncHR upfront the better they can take all of your rules and needs into account from day one. In our case, finance did not get involved right away and therefore some of the items that we needed for our GL needed to be re-done. SyncHR was very accommodating though as they spent extra time with us to update some of the allocations so that finance got what they needed
A de minimis incentive was given to thank the reviewer for their time. The incentive was not used to bias or drive a particular response, nor was the incentive contingent on a positive endorsement. More Info
As I mentioned I have used UltiPro, ADP, Ceridian as well as several others and none of them seem to offer half of the functionality and service that syncHR provides. Although we had some problems from time to time, I hold companies in high regard by how they resolve these problems. It's a comfort knowing that my HCM provider truly cares about me and my business so if for no other reason than this, I feel syncHR is far and away the best system I have used. The system works as advertised which is all I could ask for
SAP HR is suited for large companies with a sufficient budget. Small budgets will not be able to cover the expensive licensing, technical personnel and consultants required of an SAP installation.
In regards to the total cost of ownership, my ROI experience has been that by replacing SAP HR modules with cloud solutions we have been able to reduce the cost up to 60% while modernizing our systems and improving the employee experience.
I would encourage decision makers to look for cloud-based alternatives with a robust system integration, before believing that supporting every area of HR with a single SAP installation is a good long-term strategy. Having SAP HR as the core integrated to best-in-class cloud-based systems is a very valid and effective system strategy.
A de minimis incentive was given to thank the reviewer for their time. The incentive was not used to bias or drive a particular response, nor was the incentive contingent on a positive endorsement. More Info
Due to complexity of our payroll, it would typically take us almost 3 full days to verify hours and perform retro changes before actually running payroll. With so many retroactive changes and manual calculations it was a time consuming and error prone process. With syncHR, the accuracy of payroll has increased tremendously and the amount of time we now spend preparing to process payroll decreased to less than 4 hours per week. All approved time seamlessly moves from the T&A module into payroll and all retro transactions are automatically processed.
When I initially selected syncHR I was a little hesitant because I never heard of them before and was concerned about their viability as a company and customer service. Several years later I'm happy to say that syncHR has provided better support than any of the better know competitors ever did.
Although no system is ever perfect, overall syncHR has exceeded most of my expectations. The sales and implementation process was wonderful, the salesperson was responsive and did not oversell what the system could do.
Training & Implementation - syncHR spent a considerable amount of time learning my business rules in order to build the system to meet my requirements. Training was provided on all aspects of the system until my team felt comfortable enough to handle things on their own. I never felt as though we had a set number of hours of training or that our questions, no matter how redundant or simple were a bother to them.
