Sympa

What do you like most?

We are very happy with Sympa as an HR platform. The system is flexible and can be configured and customised on an ongoing basis, which means that we can quickly adjust our approach and working methods as our business changes. It's also clear that Sympa is actively working to develop new functions and features. For us, it's a great strength to be able to have a comprehensive overview of all our companies - over 35 companies spread across large parts of Europe - in a single system.

What do you like least?

Our experience of Sympa is that building new features and making major changes on your own can be complex, sometimes leading to longer lead times and more administration than expected. The reporting part also leaves something to be desired, especially as it is not possible to include history in the same report in a smooth way. Instead, you often need to generate several reports and then spend time on manual post-processing to get a complete picture. We also see challenges linked to the way certain functions are structured: Sympa bases parts of its functionality on a specific set of basic data that is not mandatory to use. This means that, for example, the organisation chart and FTE reporting do not work as intended. For user managers, the system can be perceived as complicated to manoeuvre. The Actions function helps, but it is not always obvious what to do at different stages. For an organisation with 35+ companies in large parts of Europe, we would have liked clearer overviews and more intuitive flows.

What business-critical problems do you feel Sympa solves?

Single source of truth / master system for HR data: Sympa acts as our master system for employment data, providing a centralised, single source of accurate HR information. This reduces the risk of duplicates, errors and different 'truths' in different systems. Hiring and onboarding starting point: Sympa is the starting point for new hires and drives key onboarding chains. This means that hiring can initiate provisioning of e.g. licences, email address and other access/IT resources, which is business critical for new employees to be productive from day 1. Overview and governance in a complex organisational structure: For an organisation with 35+ companies across much of Europe, Sympa enables a single overview of the companies and a common approach to HR data and processes. This creates better control, transparency and the possibility of centralised follow-up. Standardisation of HR processes across multiple companies: By consolidating management in one system, we can establish more uniform procedures (e.g. around hiring and basic data), which reduces dependency on individuals and simplifies collaboration between countries/companies.

What do you like most?

Sympa is a versatile HR system that works very well for us. It is constantly evolving and the events are a good way to learn more and network with other Sympa users.

What do you like least?

Sometimes there have been challenges in introducing new features.

What business-critical problems do you feel Sympa solves?

At the very least, you can be confident that your staff's data will be treated in accordance with data protection.

What do you like most?

The flexibility of the system

What do you like least?

Lack of automations

What business-critical problems do you feel Sympa solves?

Master data and HR processes under control