What users are saying about
18 Ratings
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Score 8.2 out of 100
48 Ratings
<a href='https://www.trustradius.com/static/about-trustradius-scoring' target='_blank' rel='nofollow noopener'>trScore algorithm: Learn more.</a>
Score 8.8 out of 100

Feature Set Ratings

  • SAP Workforce Analytics ranks higher in 1 feature set: Workforce Analytics

Workforce Analytics

7.1

ChartHop

71%
9.8

SAP Workforce Analytics

98%
SAP Workforce Analytics ranks higher in 9/9 features

Automated data collection

8.1
81%
5 Ratings
10.0
100%
4 Ratings

Data analysis

7.6
76%
5 Ratings
10.0
100%
4 Ratings

Data integration

5.6
56%
4 Ratings
9.1
91%
4 Ratings

Predictive analytics

6.7
67%
3 Ratings
9.7
97%
4 Ratings

Benchmarking

7.0
70%
3 Ratings
10.0
100%
3 Ratings

Report designer

7.9
79%
5 Ratings
9.7
97%
4 Ratings

Pre-built content

6.6
66%
5 Ratings
10.0
100%
4 Ratings

Data management

7.0
70%
4 Ratings
10.0
100%
4 Ratings

Self-service insights

7.3
73%
5 Ratings
10.0
100%
4 Ratings

Attribute Ratings

  • SAP Workforce Analytics is rated higher in 1 area: Likelihood to Recommend

Likelihood to Recommend

7.9

ChartHop

79%
6 Ratings
9.4

SAP Workforce Analytics

94%
4 Ratings

Likelihood to Recommend

ChartHop

Not Suited - The tool is suited for organizations with an employee count of more than >500. There are much cheaper tools out there for a company size of below 500 employees. Integration with other tools can be improved. Suited - From an admin POV who sometimes works closely with HRs, customization and storing information is great.
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SAP

I have solved numerous business process problems by automating with SAP Workforce Analytics (WF). I have also used the PM module and routemap functionality to automate other general HR processes not tied to performance or compensation planning. For example, I created electronic versions of an employee change form and used the system to route it to approvers.
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Pros

ChartHop

  • The org chart is very easy to use
  • It can be integrated into other things like internal company websites
  • The UI looks nice
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SAP

  • Performance analysis
  • Provides data-driven insights
  • Enables [us] to learn about our employees' improvements.
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Cons

ChartHop

  • It took us a lot of time to implement and onboard this tool. Though we love the tool now, the onboarding could have been smoother.
  • UI looks outdated, room for improvement. Difficult to navigate.
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SAP

  • Expensive compared to other analytics tools
  • Can be slow to access and refresh often
  • Big learning curve for new/junior HR specialists
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Pricing Details

ChartHop

Starting Price

Editions & Modules

ChartHop editions and modules pricing
EditionModules

Footnotes

    Offerings

    Free Trial
    Free/Freemium Version
    Premium Consulting/Integration Services

    Entry-level set up fee?

    No setup fee

    Additional Details

    SAP Workforce Analytics

    Starting Price

    Editions & Modules

    SAP Workforce Analytics editions and modules pricing
    EditionModules

    Footnotes

      Offerings

      Free Trial
      Free/Freemium Version
      Premium Consulting/Integration Services

      Entry-level set up fee?

      No setup fee

      Additional Details

      Alternatives Considered

      ChartHop

      This is a whole new ball game with Charthop, there was not the options we have on charthop on adp
      Read full review

      SAP

      Read full review

      Return on Investment

      ChartHop

      • Positively helps understanding the whole company structure
      • Positive impact on effectively announcing employee changes to the entire company
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      SAP

      • Having a single enterprise-wide HR system has proven to be more effective and more strategically focused than what we had offered to organizations before with a fragmented systems landscape. This allows the organizations to have lower staffing requirements, and to use higher level practices on our transactional environments.
      • One of the best ROI points for SAP WF is that you can measure and compare business processes against comparable processes in leading organizations and industry best practices to help identify and implement improvements.
      • Finally, some of the individual key factors that helps determine the ROI and TCO are: reduction in cost due to elimination of payroll outsourcing providers, fewer development and test staff needed for application customization and integration, lower annual maintenance and support fees for application software and databases, and reduction or elimination of support fees or mission-critical consulting and professional services.
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