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SAP Core HR and Payroll

SAP Core HR and Payroll

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Product Details

What is SAP Core HR and Payroll?

SAP Core HR and Payroll Video

SAP Core HR and Payroll Technical Details

Operating SystemsUnspecified
Mobile ApplicationNo
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Reviews and Ratings

(30)

Reviews

(1-4 of 4)
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Score 7 out of 10
Vetted Review
Verified User
Incentivized
It is used across the entire company for common HR access like viewing paychecks, entering and viewing PTO accrual, etc. The system handles any changes to paychecks which can include things like retirement accruals and any reimbursements. We also use this to get tax information, such as W-2 forms.
  • It’s easy to use
  • The layout is organized
  • It is reliable
  • The design looks outdated
  • Could add more functions like PTO tracking
  • The help sections aren’t very helpful
Overall it does a good job of getting done the bare necessities of what is needed. It is easy to navigate and things are well organized. I think there could be more functions added to make things more clear. The design could use some improvement to give it a more current look.
Human Resource Management (7)
55.71428571428571%
5.6
Employee demographic data
20%
2.0
Employment history
70%
7.0
Job profiles and administration
40%
4.0
Workflow for transfers, promotions, pay raises, etc.
70%
7.0
Organizational charting
60%
6.0
Organization and location management
70%
7.0
Compliance data (COBRA, OSHA, etc.)
60%
6.0
Payroll Management (7)
60%
6.0
Pay calculation
90%
9.0
Support for external payroll vendors
50%
5.0
Off-cycle/On-Demand payment
40%
4.0
Benefit plan administration
60%
6.0
Direct deposit files
80%
8.0
Salary revision and increment management
40%
4.0
Reimbursement management
60%
6.0
Leave and Attendance Management (3)
46.66666666666667%
4.7
Approval workflow
50%
5.0
Balance details
50%
5.0
Annual carry-forward and encashment
40%
4.0
Employee Self Service (5)
58%
5.8
View and generate pay and benefit information
60%
6.0
Update personal information
70%
7.0
View job history
50%
5.0
View company policy documentation
40%
4.0
Employee recognition
70%
7.0
Asset Management (1)
30%
3.0
Tracking of all physical assets
30%
3.0
HR Reporting (3)
50%
5.0
Report builder
50%
5.0
Pre-built reports
40%
4.0
Ability to combine HR data with external data
60%
6.0
Integration with other HR capabilities
N/A
N/A
Performance Management (5)
74%
7.4
Performance plans
80%
8.0
Performance improvement plans
80%
8.0
Review status tracking
90%
9.0
Review reminders
70%
7.0
Multiple review frequency
50%
5.0
Succession Planning (4)
57.5%
5.8
Create succession plans/pools
60%
6.0
Candidate ranking
80%
8.0
Candidate search
40%
4.0
Candidate development
50%
5.0
Onboarding (2)
65%
6.5
New hire portal
70%
7.0
Manager tracking tools
60%
6.0
Performance and Goals (4)
70%
7.0
Corporate goal setting
70%
7.0
Individual goal setting
90%
9.0
Line-of sight-visibility
40%
4.0
Performance tracking
80%
8.0
Recruiting / ATS (7)
61.42857142857143%
6.1
Job Requisition Management
50%
5.0
Company Website Posting
70%
7.0
Publish to Social Media
70%
7.0
Job Search Site Posting
60%
6.0
Duplicate Candidate Prevention
40%
4.0
Applicant Tracking
70%
7.0
Notifications and Alerts
70%
7.0
  • I think this has saved time as it’s easy to use and navigate
  • It helps with setting performance goals and tracking them which improves employee development
I can’t remember the name of previously used HR systems, as it has been a long time since I have used a different one. I’m not the decider of the system we use in our company so I can’t speak to why this was chosen over other options, but it has been in place for the majority of my time.
May 01, 2019

Easy and Intuitive

Score 10 out of 10
Vetted Review
Verified User
Incentivized
SAP is being used across the whole organization. SAP is our system of record for all things financial and all of our employees.
  • Record Keeping of financial data.
  • Record keeping of personnel data.
  • Reports are very easily attainable.
  • Design improvement.
SAP works very well for all of the things it is currently being used for. It's an easy way to track all our financial data and activity as well as all personal data and activities.
Human Resource Management (7)
57.142857142857146%
5.7
Employee demographic data
N/A
N/A
Employment history
100%
10.0
Job profiles and administration
N/A
N/A
Workflow for transfers, promotions, pay raises, etc.
100%
10.0
Organizational charting
100%
10.0
Organization and location management
100%
10.0
Compliance data (COBRA, OSHA, etc.)
N/A
N/A
Payroll Management (6)
50%
5.0
Pay calculation
100%
10.0
Support for external payroll vendors
N/A
N/A
Benefit plan administration
N/A
N/A
Direct deposit files
100%
10.0
Salary revision and increment management
100%
10.0
Reimbursement management
N/A
N/A
Leave and Attendance Management (3)
N/A
N/A
Approval workflow
N/A
N/A
Balance details
N/A
N/A
Annual carry-forward and encashment
N/A
N/A
Employee Self Service (5)
60%
6.0
View and generate pay and benefit information
100%
10.0
Update personal information
100%
10.0
View job history
100%
10.0
View company policy documentation
N/A
N/A
Employee recognition
N/A
N/A
Asset Management (1)
N/A
N/A
Tracking of all physical assets
N/A
N/A
HR Reporting (3)
66.66666666666667%
6.7
Report builder
100%
10.0
Pre-built reports
100%
10.0
Ability to combine HR data with external data
N/A
N/A
Integration with other HR capabilities
N/A
N/A
Performance Management (5)
N/A
N/A
Performance plans
N/A
N/A
Performance improvement plans
N/A
N/A
Review status tracking
N/A
N/A
Review reminders
N/A
N/A
Multiple review frequency
N/A
N/A
Succession Planning (4)
N/A
N/A
Create succession plans/pools
N/A
N/A
Candidate ranking
N/A
N/A
Candidate search
N/A
N/A
Candidate development
N/A
N/A
Onboarding (2)
N/A
N/A
New hire portal
N/A
N/A
Manager tracking tools
N/A
N/A
Performance and Goals (4)
N/A
N/A
Corporate goal setting
N/A
N/A
Individual goal setting
N/A
N/A
Line-of sight-visibility
N/A
N/A
Performance tracking
N/A
N/A
Recruiting / ATS (7)
N/A
N/A
Job Requisition Management
N/A
N/A
Company Website Posting
N/A
N/A
Publish to Social Media
N/A
N/A
Job Search Site Posting
N/A
N/A
Duplicate Candidate Prevention
N/A
N/A
Applicant Tracking
N/A
N/A
Notifications and Alerts
N/A
N/A
  • SAP is a very intuitive platform to use.
  • Saves money and time in record keeping.
SAP is very intuitive to use and allows us to achieve our goals.
Score 5 out of 10
Vetted Review
Verified User
Incentivized
[It's] used by the whole organization. It provides a source of record for managers to view and monitor employee records.
  • Very accurate data and reporting of time - vacation, out of office, time exceptions.
  • Personnel data and records are easily accessible.
  • System down time is rarely an issue.
  • The interface and graphic look and feel are not very modern.
  • Provide more intuitive and easier screens and functionality - Too many scroll bars.
  • Make messages back to users more descriptive.
Well suited for large organizations. Not very well suited for small organizations.
Human Resource Management (7)
30%
3.0
Employee demographic data
N/A
N/A
Employment history
70%
7.0
Job profiles and administration
50%
5.0
Workflow for transfers, promotions, pay raises, etc.
30%
3.0
Organizational charting
30%
3.0
Organization and location management
30%
3.0
Compliance data (COBRA, OSHA, etc.)
N/A
N/A
Payroll Management (6)
25%
2.5
Pay calculation
50%
5.0
Support for external payroll vendors
N/A
N/A
Benefit plan administration
50%
5.0
Direct deposit files
N/A
N/A
Salary revision and increment management
50%
5.0
Reimbursement management
N/A
N/A
Leave and Attendance Management (3)
73.33333333333333%
7.3
Approval workflow
60%
6.0
Balance details
80%
8.0
Annual carry-forward and encashment
80%
8.0
Employee Self Service (5)
28%
2.8
View and generate pay and benefit information
30%
3.0
Update personal information
60%
6.0
View job history
30%
3.0
View company policy documentation
N/A
N/A
Employee recognition
20%
2.0
Asset Management (1)
N/A
N/A
Tracking of all physical assets
N/A
N/A
HR Reporting (3)
40%
4.0
Report builder
40%
4.0
Pre-built reports
40%
4.0
Ability to combine HR data with external data
40%
4.0
Integration with other HR capabilities
N/A
N/A
Performance Management (5)
N/A
N/A
Performance plans
N/A
N/A
Performance improvement plans
N/A
N/A
Review status tracking
N/A
N/A
Review reminders
N/A
N/A
Multiple review frequency
N/A
N/A
Succession Planning (4)
N/A
N/A
Create succession plans/pools
N/A
N/A
Candidate ranking
N/A
N/A
Candidate search
N/A
N/A
Candidate development
N/A
N/A
Onboarding (2)
N/A
N/A
New hire portal
N/A
N/A
Manager tracking tools
N/A
N/A
Performance and Goals (4)
N/A
N/A
Corporate goal setting
N/A
N/A
Individual goal setting
N/A
N/A
Line-of sight-visibility
N/A
N/A
Performance tracking
N/A
N/A
Recruiting / ATS (7)
N/A
N/A
Job Requisition Management
N/A
N/A
Company Website Posting
N/A
N/A
Publish to Social Media
N/A
N/A
Job Search Site Posting
N/A
N/A
Duplicate Candidate Prevention
N/A
N/A
Applicant Tracking
N/A
N/A
Notifications and Alerts
N/A
N/A
I can only explain that my experience with other tools' interfaces is better than SAP. SAP seems to be on its own not following the common conventions and standards.
Score 5 out of 10
Vetted Review
Verified User
Incentivized
SAP HR is our core system of HR records, used globally by our organization in more than 50 countries. Along with this, we make employee self-service and manager self-service available, mainly for information display and some limited update capabilities.
The Payroll module is used in the main countries. In the Americas we pay over 5,000 employees and track key demographic information for HR (i.e. for benefit and compensation administration) through SAP.
  • SAP HR is a mature system that provides robust support to global companies, with employees in multiple countries.
  • Because SAP HR is used by many global companies and has a large market share, developers and consultants are usually available.
  • Also, because SAP HR and Payroll have been used for long time, many vendors and providers will be familiar with the system and have pre-defined system interfaces to exchange information.
  • The SAP HR unser interface is not intuitive and requires significant training and experience to master. A web-based, simple and intuitive UI will mitigate this issue.
  • In general running reports and extracting information from SAP HR and Payroll is complex and time consuming. Since the reporting tools are limited and very basic, one ends up extracting raw data to be manipulated in standard tools like MS Excel.
  • The standard SAP HR and Payroll system integration tools are inefficient and ineffective; very often they fail to transfer small amounts of data requiring constant verification and rework of data transfers.
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.
Human Resource Management (7)
42.857142857142854%
4.3
Employee demographic data
60%
6.0
Employment history
50%
5.0
Job profiles and administration
50%
5.0
Workflow for transfers, promotions, pay raises, etc.
40%
4.0
Organizational charting
10%
1.0
Organization and location management
30%
3.0
Compliance data (COBRA, OSHA, etc.)
60%
6.0
Payroll Management (6)
51.66666666666667%
5.2
Pay calculation
60%
6.0
Support for external payroll vendors
60%
6.0
Benefit plan administration
30%
3.0
Direct deposit files
60%
6.0
Salary revision and increment management
50%
5.0
Reimbursement management
50%
5.0
Leave and Attendance Management (3)
40%
4.0
Approval workflow
40%
4.0
Balance details
40%
4.0
Annual carry-forward and encashment
40%
4.0
Employee Self Service (5)
30%
3.0
View and generate pay and benefit information
40%
4.0
Update personal information
40%
4.0
View job history
40%
4.0
View company policy documentation
20%
2.0
Employee recognition
10%
1.0
Asset Management
N/A
N/A
HR Reporting (3)
23.333333333333336%
2.3
Report builder
30%
3.0
Pre-built reports
30%
3.0
Ability to combine HR data with external data
10%
1.0
Integration with other HR capabilities
N/A
N/A
Performance Management (5)
32%
3.2
Performance plans
30%
3.0
Performance improvement plans
30%
3.0
Review status tracking
40%
4.0
Review reminders
30%
3.0
Multiple review frequency
30%
3.0
Succession Planning (4)
27.5%
2.8
Create succession plans/pools
20%
2.0
Candidate ranking
20%
2.0
Candidate search
40%
4.0
Candidate development
30%
3.0
Onboarding (2)
10%
1.0
New hire portal
10%
1.0
Manager tracking tools
10%
1.0
Performance and Goals (4)
32.5%
3.3
Corporate goal setting
40%
4.0
Individual goal setting
40%
4.0
Line-of sight-visibility
20%
2.0
Performance tracking
30%
3.0
Recruiting / ATS (7)
31.428571428571427%
3.1
Job Requisition Management
40%
4.0
Company Website Posting
40%
4.0
Publish to Social Media
20%
2.0
Job Search Site Posting
40%
4.0
Duplicate Candidate Prevention
10%
1.0
Applicant Tracking
40%
4.0
Notifications and Alerts
30%
3.0
  • 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.
We use SAP HR and Payroll because in our company it is the corporate mandate. However, based on our regional/business unit requirements and strategic plans other system would provide a better fit. However, just like in many large global corporations these type of decisions are made at the corporate level, many times giving priority to technology standardization instead of business priorities.
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