Along with many other kinds of new enterprise software tools, human resource software is catching on (and go by a variety of names). These can be effective solutions for companies that are growing and trying to keep track of who’s on staff, or trying to attract the best talent, or that can benefit from more organized and centrally stored “people and finances” information.
Here we compare Workday vs. SAP SuccessFactors, two of the most well-known human resource management (HCM) software. Each is a HR technology that brings a higher level of functionality and insight to the human resource department, helping with anything from applicant tracking, talent acquisition, compensation management, employee self-service tools and more.
Here’s a synopsis of each HR platform along with a comparison report:
The Workday finance and HR software suite is a comprehensive workforce management tool that helps planners to stay on top of both people and finances. It has the pedigree of being designed by PeopleSoft founder BB and long-term staffer Bibi, which suggests that Workday brings PeopleSoft’s legacy into the 21st century.
As a suite of applications, Workday does many things for businesses. Capabilities include building dashboards from big data analytics. There’s also a set of functional tools, for example, for financial reporting and making payments. Other features include reports for “revenue by region”, “time off” and “spend management.”
Workday allows companies to digitize and automate things like pay slips and the submitting of expenses by employees. Users can delegate management tasks, or browse org charts with head shots that shows who’s working where and in what role. Managers can give feedback directly into the system, look through staff directories, or monitor goals and performance management data.
When it comes to talent retention, Workday takes the particular approach of analyzing some metrics that have traditionally been “off the books.” A Retention Risk tool gives managers a peek at who has the longest commutes, who has had a pay cut, and who has waited longest for a promotion. All of this, plus performance ratings and other factors, is meant to create a snapshot that helps users to make decisions about the long-term management of employees. All of this is brought to the executive’s fingertips through visual dashboards that are easily formed into chart and graph views to show details about management chains, team histories and more.
All of this is presented on a cloud-based solution accessible from any device, with multi-language support and the ability to generate a wide range of reports on the fly.
SAP SuccessFactors provides HR and workplace analytics solutions in five distinct segments — Core HR, Talent Management Software, Analytics, Social Collaboration, and Small Business Solutions.
The Core HR element (Employee Central) provides a central resource for employee control, as well as payroll. The Analytics component provides workforce planning tools that help decision makers work on long-term planning.
The Talent Solutions module helps provide dashboards for things like recruitment, on-boarding and incentives, with the key goal of helping to hire and retain talented people.
SAP’s Social Collaboration component involves a tool called SAP Jam that’s meant to enhance collaboration between people within a company. SAP promotes this tool as leading to shorter sales cycles, more customer engagement, and more efficient training, as people work together on a shared platform. Demos and descriptions of SAP Jam show how the platform helps multiple staffers to work together on customer contact points, crafting a collaborative process for sales.
In addition, SAP Jam provides training assistance. Here, the company takes a page from the world of education, with functionality that SAP describes as “blended learning” – replacing or supplementing formal training and instructional modules with a mix of videos, wikis, polls and other resources.
SAP SuccessFactors also offers a small business toolset called Perform and Reward for companies with under 500 employees. This resource allows users to look at org charts, employee profiles, goals and incentives and other metrics, in order to make decisions at a more granular level.
With so much at the user’s fingertips, SAP promises to drive efficient and effective corporations. A video promoted on the SAP site shows how Brooks Brothers company was able to profit from the components and dashboards offered by the SuccessFactors package, which is offered in the context of a greater set of SAP tools. For example, SAP Business Objects is a leading business intelligence suite.