When replacing an HR system, many companies first ask “which one do you recommend?” But core HR, payroll and time systems are evaluated differently. Look at them separately to decide between one integrated suite or best-of-breed with integration. NexFactors is vendor-neutral and advises based on your size, locations and budget.
The master source for employee data, org structure and HR changes — the foundation for payroll, time, performance and reporting.
Accuracy is the baseline; being able to explain every line and its legal basis reduces employee queries and audit risk.
Scheduling, clock-in, leave and overtime rules vary most by industry; shifts and variable hours are the key test.
HR, time, payroll and performance each run on a different system, and the same employee looks different in each.
Every management request means exporting from several systems and stitching data together by hand.
Every change to social insurance, pension or tax rules needs custom development.
After expanding overseas, the system can’t handle multiple countries, languages and currencies.
Years of customisation make every change risky; vendor upgrades or end of support become a threat.
Leave, payslips and approvals still need a desktop login or paper — no mobile or self-service.
Look beyond feature lists. These eight criteria decide whether a system lasts and works well.
Are HR, time, payroll, recruiting, performance and learning integrated, or do they need several systems?
Are local labour law, social insurance, pension and tax withholding built in?
Can it integrate reliably with ERP, finance, access control and single sign-on?
SaaS, on-premise or hybrid — and the cost and support responsibility of each
Where data is stored, access control, audit trails and security certifications
Five-year cost of licences, implementation, customisation, support and internal staff
Will new sites, modules or AI use cases require a rebuild?
Industry experience, a clear methodology and long-term support after go-live
There is no single best option — only the one that fits your situation and direction.
| Criteria | Cloud HCM suite | On-premise HCM | Local system + integration |
|---|---|---|---|
| Example | SAP SuccessFactors | SAP HCM | Local HR, time and payroll platform |
| Best for | Mid-to-large, multinational or fast-growing | Existing SAP ERP, strong on-premise needs | Mainly one country, limited budget |
| Releases | Vendor updates twice a year | Upgrades planned by the company | Depends on the vendor |
| Flexibility | Configuration and extension platform | High, but costly to upgrade | Moderate |
| AI & analytics | Vendor AI and ecosystem keep evolving | Must be built separately | Depends on the product |
Scroll sideways to see the full table
Typical timelines for reference; actual duration depends on scope, headcount and number of sites.
Assess processes, systems, data quality and pain points
Requirements, option comparison and hands-on validation
Finalise processes, organisation, permissions and integration
Configuration, data migration, integration and user testing
Compare time and payroll person by person, old vs. new
Hypercare, training and AMS
No single system fits every company. Headcount, overseas sites, the complexity of payroll and time rules, existing ERP and budget all matter. Start with the evaluation checklist, then compare cloud HCM, on-premise and local-system-plus-integration options.
Beyond licences or subscriptions, include implementation, data migration, customisation and integration, training, and post-go-live support and internal staff. Compare options on five-year total cost of ownership, not the first-year quote.
It depends on scope and headcount. Core HR plus performance typically takes 4–6 months; with payroll and time, allow an extra 1–2 payroll cycles for parallel runs.
Not necessarily. We first assess your size, locations, budget and existing systems. Our core expertise is SAP SuccessFactors and SAP HCM, and we also offer local HR, time and payroll platforms and integration.
Yes. We inventory and quality-check the data, map fields and run several mock loads with reconciliation so employee history migrates correctly.
Before go-live we compare the new and old systems person by person and line by line, and only switch over once every difference is explained.
Yes. Start with core HR or a single module, prove the value with a small pilot, then expand.
Tell us about your SAP SuccessFactors, HR system replacement or HRIS AI needs — a consultant will reply within two business days.
