When using the talent hybrid model, a company benefits from parts of the classical SAP HCM as well as from individual and innovative cloud processes that are important for the company. The HCM Suite, for instance, is used for core processes, such as time management and payroll, whereas further training and recruiting are processed in SuccessFactors. In this way, you can benefit from the strengths of either HR solution and correspond to the high innovation speed in talent management.
Here, you use the cloud (SuccessFactors) or a server-based application (SAP HCM) as basis software. However, both applications are very closely connected so that all employees worldwide have access to the same data basis. This simplifies global networking and subsidiaries, which are often smaller than their parent companies, are more flexible since they do not need to implement SAP HCM.
Here, all HR tasks and data are processed in the cloud solution except for payroll and time management. In this way, a company benefits from full cloud computing flexibility and worldwide data availability. Nevertheless, the payroll and time management strengths of SAP HCM are also used and, for instance, sensitive salary data protected by mapping it in the server-based solution.