- Bethann D.Payroll Manager
Using Dayforce WFM has dramatically increased the accuracy of our payroll. We rarely need to issue off-cycle manual checks any more. Manual payroll entries have been reduced by 67% and off-cycle paychecks to correct payroll errors have been reduced by 75%. This goes a long way toward building a good rapport and trust between HR, Payroll and the employees. We are a union manufacturing environment, with 4 different bargaining agreements. Needless to say, our pay policies are rather complex and Dayforce handles them all brilliantly. And where there are more overlapping rules than the system itself can determine what the 'right choice' should be - we have been able to build-in manual overrides that the supervisor can use to let us know exactly how someone should be paid. The Attendance and Time Away From Work features have also been amazing for us. We have been able to go from what was an entirely manual system of tracking points and using paper time-off requests to everything being submitted, approved and tracked in Dayforce. It has definitely increased the productivity of the HR Staff as it eliminated a lot of redundant date entry. It has also given the employees and their supervisors real-time access to this information - yet another item in the 'plus' column for improving our department's rapport with our employees. As each customer has their own unique configuration, the twice annual upgrades can sometimes lead to issues. Dayforce does its best to help customer mitigate any issues by providing early access to the upgrade in a test environment. However, we have found that some issues do not present themselves until you are working with live punches on the timesheets. To help avoid this situation, we now participate in the User Acceptance Testing (UAT). By doing this, we are helping Dayforce find any potential glitches in the upgrade before it is rolled out to any customers' production sites, and we are testing in a copy of our own database so get a first-hand look at how it might impact our own configuration. It's a win-win! Know what your company's payroll policies are before starting implementation, and ask lots of questions. And test, test, and test more!! Over the last three (3) years we have been working toward streamlining our internal systems and procedures and establishing best practices. Dayforce has been instrumental for the HR and Payroll departments in getting this accomplished. Additionally, it provided us the ability to fully automate payment of our separate vacation and alternate job rates, reducing the administration time by 100%.
- Austin O.R
Ceridian Dayforce is a cloud-based Human Capital Management (HCM) software that facilitates several HR functions such as payroll, earnings, and benefits management. Dayforce is the platform by which employees at Indoff, Inc. clock in and out of work each shift, as well as the system by which our HR officer coordinates salary, benefits packages, and sick/vacation time requests with the corporate staff. Dayforce has a snappy, user-friendly interface that makes navigating HR-related programs a breeze for all corporate staff members. I have never encountered a piece of HCM software as straightforward and easy to use as Ceridian Dayforce. As Ceridian Dayforce is cloud-based, performance is usually responsive 99% of the time. However, during the rare occasion when it is not functioning, it can be somewhat frustrating to wait for it to become responsive again, as there is virtually nothing users can do on their end beyond reporting the complaint. This can be especially bothersome relating to time-sensitive Ceridian Dayforce functions, such as clocking in and out of break or lunchtimes. Overall, though, Ceridian Dayforce is fully operational far more often than not. Make sure to have Ceridian Dayforce's contact information handy in case of service outages. Ceridian Dayforce is simply the most effective and affordable Human Capital Management software that provides the services that Indoff, Inc.'s corporate staff need to operate day in and day out. Innumerable benefits are provided to both users and managers at Indoff, Inc., with the most notable being robust options for utilizing corporate benefits and putting in requests for sick and vacation time off.
- Jennifer P.Director of Data Administration
I like how they are always improving and adding features. As time has gone on, there has been a big improvement in the way the modules communicate with each other. The user interface is excellent and creates an engaging space for staff. The implementation of the new 'Hub' has been a big success and is very customizable. For end users, it is very easy to navigate. Support can use somee improvement. There are often very long wait times for a response, a rush to close tickets without actual solutions, and a lot of time wasted going back and forth. Not having an assigned account rep to assist with support, and having to work with random support staff that are assigned causes issues. One support person will set something up one way, and another will say that it is incorrect. The gender field also needs to include X-non-binary as this is a legal gender in many areas. There is also a big disconnect between sales and implementation- the sales team makes promises that the system cannot accommodate, which is a big issue. We implemented Dayforce to be an all-in-one solution: HR records, recruiting, benefits, and payroll are all in one place, and for the most part, communicate almost seamlessly. With the implementation of Recruiting and Benefits/Open Enrollment specifically, we have saved so much time- previously these were done manually on paper.
- Verified User in Oil & EnergyEnterprise(> 1000 emp.)
The talent modules (Recruiting, Onboarding, Performance, Compensation) are very easy to use and have the functions to meet our business needs. Overall, the tool works well. However, there are some areas for improvement: Security Design: Location Access is set at the user level instead of the role level, so that limits the control you have over what is displayed. The tool is setup with a retail-like setting in mind, so if you have multiple departments at one location, the Location Access approach does not really work. Reporting: The Reporting tool is good, but we frequently have to go to Dayforce Support for help to get the coding just right. There is not a good delivered employee data change report, so this was a big issue for us. Additionally, report distribution is not very robust. For example, you can't send a report to a distribution group or email or shared drive. All of these would be very helpful improvements. Workflows: These are surprisingly challenging to setup correctly, and many forms you would expect are not available or need customization. For example, the delivered bonus form will not route to the manager for approval and it displays the bonus on on the timesheet - not an ideal way for an employee to find out that they are getting a bonus. Getting a bonus form that routes for manager approval costs $2800 and even then it will not route directly to the payroll module for pay. It has to be manually entered by a payroll admin. Similarly, there can only be one workflow attached to an Internal Candidate Hire workflow so if you have a complex business approval process, you have a problem. Finally, you cannot add ad hoc approvers on a one off basis. We had this functionality in our old system and miss it. Oddly, the workflow in Recruiting is much better, so hopefully the people that designed that will fix HR. We have logged lots of product enhancement suggestions, so hopefully over the next few years we will see improvements. Be sure to compare all of your requirements with the demonstrated functionality. Make sure that the sales team demonstrates that they can do what you need, particularly the hard scenarios. Record the meetings so that you have backup if the implementation team finds that they cannot meet the requirements. We purchased the Pre-Project Transition Consulting, the Training Consultant and the Client-Side Project Management Consultant. In retrospect, we did not see value in any of these. I would instead recommend hiring a third party consulting firm to assist you and to be your advocate during the project. We did this half way through, and it was worth every penny, Dayforce allowed us to bring our 2 main business units into the same HR and Payroll system. We now have better reporting and can standardize processes. Hi There, Thanks for sharing your Dayforce experience. Im sorry to hear about your experience to date. We greatly appreciate your feedback. Please feel free to email me directly (email@example.com) so that we can look into this further for you. Very Best, Victoria
- Verified User in Human ResourcesEnterprise(> 1000 emp.)
A lot of features that we didn't have with our old system. Specifically the ability to implement really complicated pay policies. Unlike other vendors, Dayforce is open to listen to your suggestions and ideas for new features. Its very nicely designed on a way that you can easily find what you need. Through the security roles setup you can easily hide the pages that your company doesn't use. The pages that you do use can be renamed to the way you like. The reporting module needs improvement. Support needs serious improvement. Currently it can take them weeks and even months to resolve issues. Needless to say that you want to make sure it has all the new features that your old system didn't have, which obviously made look out for a new software. But you also need to make sure that it has all the features that you use to have in your old system, so you dont step back. This is often being missed when clients are only having in mind the new features that they've been looking for, but assume that it will for sure have at least the features that their old system had. This is not always the case, so you need to carefully review and analyze the new software. Seeing the time-sheets for all employees, for the whole week on one screen makes it very easy to modify and fix punches. Specifically the fact that you dont have to click the save button for each modification, instead you can click save every once in a while. Creating additional checks or adding to the regular check is very easy. There is also a lot of Mass imports available which makes thinks a lot easier. Thank you for the honest feedback of Dayforce HCM you left in 2015. We would like your Customer Success Manager or a Service Rep to follow up with you personally ASAP to address any issues you may still be facing and to make sure your customer experience has improved. In order to do so, we would need your contact information. As such, please feel free to contact me directly at Joe.Maggisano@Ceridian.com . Thank you, Joe
- Erica T.Senior Manager, Demand Generation & Field Marketing
I really don't have any positive comments. We switched from BambooHR to Dayforce due to an acquisition, and it's been a huge disappointment for the regular user. We have almost no visibility into the company calendar. (BambooHR shows coworkers' PTO, birthdays, work anniversaries, company holidays, etc.). The UI is far less user friendly than BambooHR, as well. It's not always easy to find what you need. In fact, we were given a 22-page user guide for Dayforce when we initially set up our accounts, and that wasn't always correct. Little things make Dayforce a pain when it really doesn't have to be. For example, requesting PTO that spans a weekend will charge hours for the weekend even though our company is closed Sat-Sun. And if you cancel approved PTO, it doesn't just disappear from your calendar. There's some second layer of approval (of a cancellation?!) before you can get your hours back. Check out some of the new solution providers instead of defaulting to the status quo in HR software. It's HR software, so it's necessary for timesheets, PTO, tax withholding, pay info, etc. But Dayforce itself is a step back compared to newer tech solutions. Hi Erica, Dayforce was created to make work-life better for everyone in a company; so it is very configurable by the companies that run it. Because Dayforce is both configurable and such a detailed solution, there are instructions to make sure everyone (from Administrator, through manager, through user) has a good understanding of the capabilities and how to use them. Were confident that once the learning curve is over, you'll love using it as much as our other 4 million users do. There may be a reason why your company shows the weekend days/hours, or they may not realize it is happening; have you mentioned it to your HR person? Please reach out if you have questions, we're here to help. With thanks, Victoria
- JadeLeigh J.Hospital & Health Care
- Don D.Broadcast Media
I am just a part-time freelance user of the software, and it seems to get the job done, but my schedule is all over the place and constant changes need to be made to my Timecard (not the same thing every day), and that makes entry more of a chore than should be necessary. That said, it seems that the software is very flexible in terms that it can be used over many departments with different needs, but like other software solutions, the more flexible a product is, the less user-friendly it often is.
- Hailey G.Health, Wellness and Fitness
Ultimately I like this product and would recommend to anyone who has to have there employees clock in and out.
- Bryan W.Construction
Horrific. They are just awful to work with. Wasted six months of my payroll team's time, getting nowhere.
- Lisa H.Financial Services
Implementation and functionality is awful
- Ayla A.Food & Beverages
- Bethann DuBoisPayroll Manager
Prior to using Ceridian Dayforce WFM we were using Kronos as our main timekeeping system. It was not able to be configured with the amount of different pay policies that we need (due to multiple bargaining agreements), so there was much more manual work involved when processing payroll. That also led to more errors, more off-cycle manual checks, etc. Less errors and less manual checks has gone a long way in rebuilding the trust the employees have in our HR/Payroll department.
I would not recommend Ceridian Dayforce to small business or to anyone that does not have a real payroll professional on their HR team. While not the most user-friendly application available, it is definitely the most powerful and the most well equipped to handle more complicated payroll situations such as unions, rotating shifts, etc. Prospective customers should know exactly what they need to get out of their payroll system (such as history and reporting), as well as knowing all the payroll policies and practices that are unique to their industry and/or company. For example, one of our unions has a requirement that if an employee comes in early and works before their scheduled shift they should be paid overtime. We have a separate policy that says anything over 8 hours in a work day should be overtime. In this example, the hours worked before the scheduled shift (and any accompanying premium pay or shift differential) is paid at overtime - and the scheduled shift (which is being worked after already working 8 hours) is paid at straight time. This happens a lot. If the system could not handle this calculation, we would not have gone with the Ceridian Dayforce product.
The Time Off Request system is fantastic! It has done away with all the old paper submission forms and employee calendars. It also streamlines the process. It is submitted, reviewed, approved all in the system and then automatically updates the employees' timesheets and attendance calendars. The Attendance Module has reduced the amount of additional manual record keeping such as spreadsheets, and also given the supervisors a tool to see the accumulation of points in real-time, versus waiting for a weekly or monthly report to be completed and distributed. We have six different payrolls, each with varying pay period end dates and pay frequencies. Dayforce is able to handle the variety without any issues. I attended the new Dayforce FIT session for WFM at this year's Insights conference. It has greatly increased my ability to make configuration changes to my product without having to open as many support tickets as in the past, which also translates into big savings. I attended a different Dayforce FIT session at Insights 2019 for Payroll. It was a great in-depth overview of how the payroll module works, and greatly enhanced our readiness for implementation of the payroll module later this year.
I would love it if Dayforce included an FMLA module. So much of the information needed for accurate tracking already exists right in the system. We are left with the decision to either continue our in-house manual process or to find a stand-alone software to assist us with the cumbersome administration. The TAFW module does not yet provide the ability to limit security access of non-exempt employees to be able to run reports for their own information. We are a union work environment, and as such have employees with multiple rates of pay for different jobs. Currently, premium pay such as "Team Lead" can only be calculated by the system when they work their primary job assignment. It does not automatically get picked up and included on the timesheet when the employee works an alternate job.
- Mike KellyCorporate Payroll Manager
We currently have 2,000 employees across the United States and Puerto Rico. The entire company will be using the HCM software for their Payroll and HR data. All salaried employees will be using the electronic timecards (Workforce Management as Dayforce calls it) but in a very basic capacity. The hourly employees at each location will continue to use their own systems for timekeeping which will be setup to feed data into Dayforce.
In other Ceridian software, the user has free reign to customize information how they need it. In Dayforce, the user is limited --but for good reason...CONTROLS! Companies really need to be willing to change some of their ways for the better, but some companies arent willing to do that. Before making a decision, companies really need to look at all of their processes and understand how they will work in Dayforce. Most important part to review would be setup of their Jobs and Positions...very different from old software to new.
Give ability to the user to pull up data quickly and report on it in various ways (standard text or nice charts or graphs) Allow Payroll to see REAL TIME transactions so they know what their numbers look like before they send for processing. Gives employees a means of communication with their managers if they are not on the company email. Vacation requests are now electronic. Everything is paperless. We set up workflows to go from one person to the next, and we can always track where a transaction is at in the process (to help push it along if need be)
Although its portrayed that Dayforce and other Ceridian software is "all Ceridian" they are really very different. Ceridian can improve their "know how" to help customers make the right decisions when going from their current software to Dayforce. Many times we are unsure how Dayforce works compared to how our current software works and the staff also doesnt know since all is very new. Online training is all instructor led and 3-4 hours in duration. Dayforce really needs to improve their catalog of training to include short pre-recorded webinars for users. they do have some options for an extra cost to the users...but I feel this should be standard with signing on to a new service Dayforce is a company in Canada. Would like to have the ability to get rid of all Canadian info in Dayforce if its not needed.
- Lynn FugittPayroll Supervisor
I personally prefer to have the time keeping piece separate because if it were separate we could allow for time sheet viewing and editing without the possibility of HR data being available to those that do not need it. Our location has many centers that share staff not only physically but also electronically. Separate time keeping would accomplish this.
For processing it is wonderful from an ability to calculate at any time and see how any feature added to the profile affects the payroll. From a time import when an employee is termed hours that are marked as paid by the system still import to be paid and this can cause overpaid wages if you are not aware of the issue and don't check for "terminated" hours.
Real time calculations when needed and the ability to test any new feature when they are rolled out in the Test Environment. The ability to calculate and run any number of payrolls and not be charged for each run. You pay only a monthly fee and can run any number you want to when you need to. Reporting has greatly improved and almost every item can be reported on. Training is provided for all levels of employee. Manager to clerk. It is available and it is comprehensive but very user friendly. Support is now greatly improved and you can reach your support team at all times You have an assigned Tax Consultant who can be reached and works on your issues when necessary
Even though reporting is good it still needs a little more functionality. The training is good but it could be better The "AH HA" portal where ideas are shared and suggestions are made by clients could be acted upon sooner than they are. I have a suggestion that is coming up on it's 2nd birthday and has been marked that it will be considered for implementation. This area needs more resources applied here. They need to make the termination process work a bit more streamlined in that the time sheet should not be available to edit once the employee is marked terminated in the Dayforce profile.
- Verified User
I've used ADP Workforce Now in the past and as far as approving timesheets, assigning tasks to managers, etc., it was a much more sophisticated system. Their standard reporting lagged, but the custom reports were much easier to build out and understand the functionality of.
Again, I truly don't think there are a lot of areas where Ceridian Dayforce is "well suited" most areas could use VAST improvements. I would say our implementation went well, but thinking back we had numerous issues with members of the implementation team, and suffered issues for months after our go-live. We requested to have the lead on our implementation on-site for our first payroll (a cost we were willing to pay ourselves) and were told no by her supervisor. I felt like after our go-live we were left in the dust. Our only priority during implementation was to get the payroll part up and running correctly (which we still faced issues with), but no one ever took the time to show us the intricacies of the site - what reports to run for varying purposes; how to create a custom report; how to add positions/locations/etc (all things figured out after implementation on our own). I think there is a lot of room for improvement in the functionality of the system and overall sophistication of some of the different intricacies of the overall site.
The implementation team was good.
Most areas could use improvement; however one of the biggest issues (recently) is pro-rating deduction rates for employees who get termed in the middle of a pay period. For example, our pay periods run the 1st of the month through the 15th and then the 16th through the last day of the month, if an employee is termed on the 6th of the month, they should only be charged for their benefits through their last date of employment, not for the entirety of the pay period. At this point in time I've had open cases regarding this, talked to support staff and have been told the system does not have the sophistication to do this on its own so I have to manually calculate and override the rates on payroll - VERY annoying and such a hassle. When handling payroll for 600+ employees, the last thing I need is a manual process thrown into the mix. I've heard from our managers across the field concerns with a lot of issues (and I agree) regarding time approvals. The fact that there is no email alert that can be setup for when an employee completes their timesheet is very annoying and requires, yet again, a manual step on my end to create an email to send to all hourly employees and their managers prior to each payroll run to ensure their timesheets are completed with accuracy and on time. I've also had quite a few managers complain about how the timesheets look and the overall approval system. It's not as user-friendly as it seems from the surface. Support is not the best. I've had to wait for over a week on a response to a case that it flagged as high priority. The people I've talked to when I call in sound like they're looking up my described issue in a manual trying to find the possible problem and spit-balling what the solution may or may not be. I don't feel like anyone truly understands the ins and outs of the system in a sophisticated way so that they can truly speak to how things work and how to work on a solution.
- Julin GonzlezProduction and Operation Manager
At my branch we used Time Pilot Central v4.0 which is a simple time clock software with all what you need to manage the employee's hours. It works perfectly fine but it is limited as it was not linked to payroll, so all the calculations for holidays, payroll, overtime rules, etc., had to be done manually.
As a new user it is hard for me to have a full perspective of the overall solution. I am sure it works great for other organizations but I don't really know what their implementation process was. Ours has been painful especially because of the lack of service from Ceridian giving a solution to our support tickets.
Keeping a digital file for our employees is certainly an advantage that will eventually help our organization reduce the paper files to a minimum and facilitate access to the employee's information from anywhere at anytime.
The biggest problem I have been facing as a user in my organization is that the application has problems saving changes that are input on the online interface. It is surprisingly frequent the times that I need to save a change in an employee's time sheet and it freezes and doesn't save a thing. For example, approving a late out could take two or three tries or even a log out - log in to get it done. Implementation service. I report all my concerns to our HR manager and she deals with the support team from Ceridian. From my perspective as a user within my organization, I can tell that weeks pass by without a solution for any of my concerns. Holiday pay was calculated wrong by the system on November, the grace period is not working properly since day one, discrepancies between what I see on my screen and what HR sees on her screen of the same employee at the exact same time, etc. Service tickets have been submitted numerous times and I don't have a solution yet.
- Verified User
Dayforce is slower with more errors and the workflows freeze. Forms are an outdated technology as they can't be edited, and are very frustrating to use. Dayforce is less adaptable to change in WCM and to the original HCM configuration. As an example, outdated time-offs can't be archived or hidden from users. Instead, we have to add "zzz" to the front of outdated items so they drop to the bottom of the list which looks terrible and doesn't stop employees from making those selections.
Multiple legal entities can be set up with different pay policies for each. Also, the organizational structure can be updated very quickly. Dayforce is American based, with American terminology, system labels and processes (FMLA, etc.), which is challenging for my Canadian company. The system uses American date standards and, depending on legacy systems and partner systems, it can cause alignment issues.
The Dayforce app is simple and the layout is very beginner friendly for general employees.
The system crashes multiple times a day for those with complex roles. It also freezes often. The user interface is very outdated. Users have to switch between different roles (manager, recruiter, employee) to complete processes. The different modules are isolated from each other. For example, if a manager with an open job requisitions takes a leave of absence there is no way to notify the recruiter within the system. Forms can't be edited by the initiator. They have to be declined by the recipient. The initiator can then start over.
- Joanne K.Manager, Human Resources
Pros - Our previous system basically operated on a "point in time" basis; historical information was kept in hard copy in employee files. Reporting from the payroll system was difficult and in many cases required expensive custom reports to be written by the service provider. Approximately 65% of our employees do not have access to the company email account, consequently requests for vacation payments, time off requests, address changes, tax changes, bank account changes were sent to HR by the employee's manager. Employees monitor their own personal information in Dayforce such as salary, job title, etc. ; they have access to forms; managers have access to a multitude of reports to help them manage their workforce. The HR/Payroll team have the ability to provide executive reports almost instantaneously - time spent producing management reports has been significantly reduced. Company policies and agreements have been uploaded into Dayforce eliminating the need to produce hard copy documents - this includes handbooks, links to benefit websites, corporate forms (eg. Code of Conduct) which saves time and money - no hard copies required. Time spent in payroll has not reduced, however, quality has increased significantly - more time is spent in value added auditing rather than paper processing. Compliance with legislation is much easier to manage. Immeasurable ROI on employee satisfaction - we spend more time talking to our employees; Dayforce has facilitated a closer relationship between HR and employees - they feel like they are part of something big, because they can see it! HR and Payroll is no longer a mysterious machine somewhere in corporate office. The Ceridian learning tools are awesome - although we do not have all of the modules, providing access to the Ceridian University gives us opportunities to attend sessions and experience other activities that our organization may want to consider. Con: We do not have enough time to explore/implement the many features available. Overall Satusfaction: Dayforce provides everything we need! Recommendation to Other Buyers - Dayforce HCM is powerful and I highly recommend it for human resource management.
- Verified Reviewer
HR efficiencies, ROI by 60% over our other provider in the first month and a support team that truly supports their clients efforts. I feel like we have gained a partner not a vendor.
We love that we have been able to go paperless in all of our HR processes from application to termination. We no longer use paper apps, compensation change forms, benefits apps, or onboarding documents. Everything is paperless. We can look in the system and see where approvals are sitting. This has made our HR flows and processes so much easier and efficient. We also love the one employee record. From application to hire we only have to enter their information once. We have significantly cut down on our errors and the spreadsheets we used to keep to follow all of our processes. Our Onboarding is streamlined and professional. New hires can fill out all of their documents prior to the first day of work, so that we can maximize our first day with them. And finally Support. The Support Team is world class. I can't speak highly enough about the responsiveness, expertise and efficient way the support team works with their clients! Ceridian gets an A+ for their support.
Prior to the newest upgrade to 53, Reporting was a bit clunky and difficult to understand. As a busy HR Leader, I don't have extensive time to take a bunch of classes to learn how to run reports. They need to be easy, user friendly and intuitive. Prior to the upgrade they were not. The new Reports module has come a LONG way in improving this. The reporting module is now in HTML and much easier to understand and use. Other than that, I cannot think of one other Con to the Dayforce system. I came from a very different provider that I was extremely displeased with, so it makes it a little more challenging to find Cons. I am very happy with the decision to move to Ceridian.
- MariBeth T.Accounting/HR System Analyst
We have been able to become more paperless with Dayforce. For the most part, payroll processes correctly each pay period. Open Enrollment saved lots of time and paper and the employees seemed to really like the process. I think as we learn to use all of the functionality of the system, we will find more benefits and cost-savings. We are just disappointed that we did not get this information/recommendations from our implementation team. And the fact that modules that should have been live and working properly at the time of implementation are still not functional has been extremely frustrating. Our HR Admins are doing more work now, than they did before implementing Dayforce , where Attendance Management is concerned.
Poor Customer Service. We don't feel like we traded up in that department. We also wanted a complete HCM system so that was another reason we switched to Dayforce.
The system has lots of flexibility and functionality - unfortunately our implementation did not go very well (we are still working on it over a year after going live) so I don't believe we are using the system to its full capacity. The user experience is really friendly. Our current employees and onboarding employees like the system.
It seems that the implementation team wants to cut you off long before the system is running as expected. It's wonderful that Ceridian is working on so many great, new, cutting-edge options but our users (PR/HRAdmins, Managers) just want the current functionality to work properly. We are still submitting lots of tickets to support on a weekly basis and we have found the quality of support to be herky-jerky. Some of the reps are really good and others seem to just want to get the case off their plate without full resolution of the issue.
- Diane R.Payroll Manager
Before Dayfore, we were using three different systems. One for payroll, one for time and attendance, and another for HR. We had to import data from one system to another so there was the potential of data dropping off. We were able to combine three systems into one with Dayforce. Since Ceridian uses one solution, once an employee is hired they are visible in all parts of the system immediately. No more waiting for overnight updates. Ceridian cut my payroll processing time by 40%, which allows me more time to audit my work. There are some great audit reports built into the system, which I run every payroll. They point to problems with can be corrected before we finalize for the week. The ability to run wage and tax registers, and W2's anytime of the year, allows me to fix any potential problems, which in turn make year end a breeze. My employees now are able to manage some of their own data, which alleviates the burden off HR and Payroll and allows the employee to update their records when it is convenient for them.
I love that it is one solution. No more imports, no more worries about data dropping off. The test portal allows us to set up new deductions and earnings, and test them before putting them into production. The future dating feature works really well. It allows us to enter increase early and test them in a future payroll to see how the employees pay check will look, and gives us more time to audit our changes thus relieving some of the stress that comes with year end. The education portal is a big plus. It allows us to learn at our own pace, and to schedule that classes that are helpful for each administrative role.
- Randy R.Payroll/HRIS Manager
Dayforce works great under the right circumstances, but they still have some work to do to gain a bigger market share.
Dayforce HCM (DF) is a great product for payroll, which is the company's core offering. They have incorporated other HRIS modules into DF, some of which work extremely well. Dayforce does a great job of using only one employee record for everything, so there are no internal interfaces, and all changes are made real time. The company keeps up to date on all regulatory changes, and is quick to roll out updates and fixes to the software, which are seamless because they happen in the cloud. Works great for both our US and Canadian populations.
Dayforce does not process payroll in Mexico, so we cannot use it for the sole solution in North America. The reporting on data is sometimes difficult; the tool is pretty robust, but some common-sense reports are almost impossible to build, due to the cumbersome process of linking data fields together. This is getting better, but still lacking. Support response times are usually timely, but support personnel are not always knowledgeable enough to fix the issue right away. Any extra work on the product is always billable, and never cheap. Due to the design of the product, any changes to the company's organizational structure will almost certainly result in a long, expensive project to update the product.
- Angie P.HR Manager
Our company launched Dayforce HCM in May of 2015. We went from an entirely manual process to a sleek HRIS. This was a large challenge due to the significant amount of change for our managers and employees. Luckily, Dayforce was easy to use so it reduced the amount of training our employees needed. Now that we are fully functional on the program, we are seeing huge productivity gains from our admin, payroll, HR and management teams. We have also increased our ability to effectively manage our business by increasing our visibility and access to employees. I would highly recommend this product to others looking to invest in an HRIS or considering changing providers.
The ability to customize the product to fit our unique business challenges. This was very important to us given we work in a very complex environment. Ceridian was able to make software changes that allowed us to accomplish the specific tasks we needed in order to effectively manage our business.
The thing I like least about the software are some of the compatibility issues. The recruitment module is unable to accept formatting from Microsoft word which means we need to change the format of job descriptions before they can be posted.