A good employer in the market, but needs to do more to make SAP competitive enough for the future!
A good employer in the market, but needs to do more to make SAP competitive enough for the future!
Many employee-focused initiatives are valued.
We are a leader in the ERP market.
Respect, truth, and humility are valued.
Not all the talks (i.e., new initiatives) at the board level percolate down to the employee level as realistic and actionable items, as it is too large a company.
One's day job appears to remain the same forever, gradually becoming dull and boring, and at times frustrating that you cannot get involved in other things that you would really want to get involved in.
Getting its hands into too many things and losing focus on its core strengths.
Encourage honest feedback from employees (without having to fear management) and make sure they are given realistic opportunities to achieve their goals and dreams. Otherwise, SAP will soon lose its competitive edge, which is its talent pool.
Cut down bureaucracy, non-value-adding admin work, and an unending and way-too-repetitive list of trainings on Bribery/Corruption/Anti-Trust/Competition/Data-Protection/Privacy/Data-Processing/Security/Info-Security/Discrimination/5-4-3-2-1 Pillar series/Interest Conflict/Business Conduct. Phew! Instead, provide mandatory and structured trainings to improve the technical skills and competitiveness of SAP resources and also opportunities to apply those skills in internal or external work.
Focus more rather than increasing the spread. Use the funds where the funds are needed; improve the existing products!
Shatter the glass ceilings that do exist (Oh yes!) in the company and then see employees of diverse backgrounds prosper and take SAP to the next level and ready for the future!
Provide opportunities for employees in all geographies to get involved in any type of work, rather than reserving certain types of work mainly for Germany (e.g., Product Development).
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SAP Interview Experiences
Solutions Architect
First was a phone screen. Then I had a series of interviews with colleagues, managers, and our VP. It was a slow process, as it took almost 4 months from the initial phone screen to my start day, but it was very worth it!
Solutions Architect
3 Rounds. Manager, Topic, and HR. Basic, not complex, hence can be managed. Knowledge of the interviewer is basic; not aware of the market and other technologies. More like only knowing a very limited understanding of how to create and maintain a
Solutions Architect
1st interview: Interview with line manager to introduce myself and share working experience. 2nd interview: Prepare a presentation to deliver a professional topic and demonstrate my strengths.
Solutions Architect
Newtown Square, Pennsylvania, United StatesOctober 11, 2019First was a phone screen. Then I had a series of interviews with colleagues, managers, and our VP. It was a slow process, as it took almost 4 months from the initial phone screen to my start day, but it was very worth it!
Solutions Architect
Gurgaon, Haryana, IndiaJanuary 1, 20193 Rounds. Manager, Topic, and HR. Basic, not complex, hence can be managed. Knowledge of the interviewer is basic; not aware of the market and other technologies. More like only knowing a very limited understanding of how to create and maintain a
Solutions Architect
Taipei, TaiwanJanuary 1, 20081st interview: Interview with line manager to introduce myself and share working experience. 2nd interview: Prepare a presentation to deliver a professional topic and demonstrate my strengths.
