IBM Planning Analytics vs. SAP Workforce Analytics

Very powerful modeling capabilities. It has a really good OLAP engine memory. Strong scenario planning for what if analysis. Flexibility of integration with ERPs or WM systems for both cloud and on premises. Centralized planning and alignment of governance is also a plus. Having one single system for many different functions.

Incentivized

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.

Incentivized

• Handle very large data volumes.
• Scale to a large number of users.
• Not having to compromise on business complexity.
• It can be run by business users.
• Availability of highly qualified consultants to support businesses.
• REST API allows for an open eco system and a variety of solutions to extend the product.
• Vast integration possibilities.
• AI-infused engine with IBM Watson.

Incentivized

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

Incentivized

• sometimes it is hard to produce pixel perfect reports from the Web UI. I know it is not made for this, but still, it'll be great
• getting in e.g. an Excel file just by drag and drop, and the AI should "understand" what the data is all around

Incentivized

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

Incentivized

Since IBM Cognos Express is suitable only for medium data warehouse environment, we are not sure if this tool solves the long term need as the business keeps growing rapidly. So its a 50/50 ratio to renew Express license. But having said that, the components of IBM Cognos Express are also available in other Cognos BI suites like Cognos 10.x version. So we will probably upgrade our environment to IBM Cognos 10.x which comes with more new features.

IBM Planning Analytics is generally good in terms of functionalities. It can be used reduce time for budget planning, resource planning, demand forecasting, etc. The performance of IBM Planning Analytics is acceptable, but user interface can be improved. It would be good to see new features that allow users to customise the dashboard.

Incentivized

IBM support has been very quick to respond and handle the very few issues we've had. We've had a third-party who partners with IBM to be our consulting team which has helped greatly reduce the need for us to contact IBM directly. I highly recommend researching and selecting a well-respected partner to help with an implementation as well as ongoing support as needed.

Incentivized

As it is related to MS Excel, IBM Planning Analytics is a much more robust and complete solution for the CFO or COO in mind. Oracle Hyperion stacks up nicely against IBM Planning Analytics. However, IBM's investment in AI allows Planning Analytics users more options and speed.

Incentivized

• Automate direct data connections to multiple data sources
• One secured version of the the truth (for data and formulas)
• Ability to scale to much more detailed planning with option to create predictive forecasts at detail
• Business user friendly with powerful Excel integration
• Very flexible and powerful modeling, can handle custom modeling needs at scale
• Can make the same data available across finance and ops, but at the level of details and timeline that makes sense for them

Incentivized

• 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.

Incentivized