Bambu is a social media marketing tool from Sprout Social that leverages employee advocacy. It allows users to organize and encourage distribution of company blog posts, press releases, news and articles, thought leadership, and customer case studies through employees' personal social networks on Facebook, Twitter, and LinkedIn. There are three main use cases for Bambu: Marketing, HR, and Sales. In terms of Marketing, Bambu aims to leverage employee advocacy to increase brand awareness…
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Dayforce
Score 7.9 out of 10
Enterprise companies (1,001+ employees)
Dayforce HCM is a cloud-based platform encompassing HR, payroll, benefits, and talent and workforce management. It provides companies with a scalable framework and real-time data, such as continual pay calculations, to enable efficient decision-making.
Routinely sharing job postings from Bambu by Sprout Social to LinkedIn, using the canned content our Marketing team provides and revising so that it "sounds like me" prior to sharing on LI. Cadencing my content shares for the week in the "Scheduling" option Creating a new link to share content via Bambu by Sprout Social to LI, to position myself as a thought leader in my space
Ceridian is well suited for transferring time data between systems to ensure employees are accurately compensated based on their time. Ceridian is not ideal when an employee has transferred to a different country. (As previously mentioned, we are required to create a new user record which with our setup requires the existing employee to be hired in the new location).
We are highly invested in Ceridian's Dayforce product. It give us the flexibility and scaling that our growing company needs. Its potential reaches beyond the basic HR functions to the decision making that our Management Team needs. Ceridian is always innovating the employee and employee experiences to offer cutting edge options.
I think it's very usable for the employee. I don't think it is as easy for the HR/PR admins - especially if there is an issue. There are so many setup screens that need to be looked at to try to figure out why payroll isn't calculating properly, hours aren't feeding over correctly, or benefits are not calculating properly. For the most part, they can't do their own troubleshooting. The same is true for the managers. Our managers find it cumbersome to go into make any schedule changes after the schedules have been generated.
We have never experienced a total/unplanned outages that effected our ability to process payroll. However, there are times when the application's speed is significantly effected - and processing a payroll may take up to twice as long as normal.
We haven't noticed any slow-down due to the integration of Dayforce WFM with our Ceridian HPL products (HRIS and Payroll). The new HTML view of the timesheets don't load as quickly as the old Silverlight view - however, we have gotten used to the change.
Most of the time the support is great; it's not always super efficient but I always get the help I need. Occasionally it takes a lot longer than we had hoped or get conflicting responses. We had one ticket recently where we were told we would have to pay the service team to support us on the project and then another person called the next day with the solution to our query and was able to find a solution easily. Generally, though, the response is great and they either walk me though how to do something via a Zoom Meeting or they email step-by-step instructions on how to do it and say if I have questions we can set up a meeting to discuss further.
The online training is very good, there is a wide variety of topics offered and several dates and times. The instructors are very knowledgeable about the subjects they are teaching. There are so many ways to program Dayforce that just the basics seem to be covered in the class.
Have a strong internal team. Communicate with your implementation team - they are there to make it work for you. Take the time to really think about how you want the system to work for you - in some cases, you may need to rethink your own business practices to see if you are working harder when the system could do it for you
It was similar in that it helped us push prewritten messages out to our team, but the UX/UI was far more dated and not as intuitive. It's mobile app also wasn't very useful; made it difficult to edit messages and would constantly need you to log back in. The two things GaggleAMP had over Bambu however was more comprehensive analytics and the ability to automatically push out social posts
All of the info for Payroll, HR updates, employee updates, Time worked and PTO are in a single application, with a single login, updated in every screen or module in real time. There is no lag in data from screen to screen or from user to user, its almost instant.
Overall, we are extremely happy with the Dayforce WFM module. Our biggest pain point is concerning the twice annual software upgrades - which is the only reason I haven't rated them as a '10'. Because every customer is configured differently, the upgrades can sometimes have adverse effects on our current configured policies/rules. And although they roll-out the upgraded version in a test environment several weeks before go-live, not all testing is accurate in that environment. Some issues do not present themselves until you are working with live punches.
The social amplification effects of our employees sharing brand content helped us achieve a 400% increase in website visits following our re-brand.
With some "Executive nudging" when we announced that Bambu would be used as our internal comms tool, and that we would only be sharing real-time updates via the mobile apps push notifications, we were able to double the # of employees who use the App in addition to the desktop application. Mobile users aside, another positive side effect of using Bambu as an internal comms tool is that it exposes users (the non-social butterflies who don't like to share) to all other content that has been curated into the system and has helped garner more social impressions.
The majority of our employees come from the BabyBoom/Gen X generation and didn't come of age in the world of social media, which has presented some challenges in user adoption rates.
Performance Reviews/Comp used to be handled via paper and tracking/reporting was a nightmare - having all of that in the system is so much more efficient and provides huge ROI
Our organization used to have big problems with hiring managers going rogue and hiring positions that aren't approved by Finance - we built an approval workflow in the system that triggers before any req is approved which has completely solved this problem
Dayforce Wallet has been a huge perk for our employees - it's heavily used and our crew love it
