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ADP Workforce Now is an cloud-based HR platform for mid-sized businesses.ADP WFN - Making life easier!We use ADP WFN for all of our HR and Payroll needs for the entire organization. We are able to track, update and process all of our HR and Payroll day to day functions with it. It is simple enough to use and when we do have issues their customer service is available to help us. We use specifically to enter new employees into our system, process payroll and all of our reporting.,We are able to update all employee information including I9's which keeps us compliant We are able to process payroll in a timely matter We are able to use the HR module as our company HRIS system and we are very satisfied with that For Payroll reporting with Accounting and Finance, we are able to produce reports that satisfies our needs.,I would say their customer service via phone needs to improve by a lot. A call to them could take up to an hour sometimes and that has to change. WFN should have more options to choose from on just about every module that they serve. It seems their modules address the most popular issues but many times you are limited. I think they should mend their 401K module into WFN, instead of keeping it a separate entity. It is basically taken twice the time to do repetitive work for employers like us that use ADP 401K The reporting that we use WFN for works ok, but requires some time on the phone, a simpler format with more to choose from would be helpful.,9,For our uses, it has all been positive. We need just an HR program that transitions into payroll. This is excellent for us The payroll reporting is fantastic. I can always request or create something that doesn't exist, but ADP seems to have covered the major ones. It is extremely useful Tracking and moving funds with WFN is easy to record and keep track of. We are quickly able to send and post funds for payroll.,Our HR team has saved 1-25 hours per month.,Paychex Flex,Google Maps API, Salesforce App Cloud,2,2,Payroll HR Reporting Time tracking,Birthdays/Anniversarys Review time,we are looking to use WFN for our 1099 Employees Track Sick Days,9,Yes,Price Product Features Product Usability Product Reputation Prior Experience with the Product Vendor Reputation,Interesting question. I am not sure if we would have. We met with Sales Reps from ADP , Paychex and a start up company that was going to give a lot of exclusive products designed for us. It was more than we needed at the time and with a start up , many other problems can occur on their side that we did not want to be apart of at the time.,Implemented in-house,No,Change management was minimal,Not all employee information was transferred Some important information had to be reset for staff, such as Direct Deposit,8,Online training In-person training Self-taught,9,9,The payroll module was very easy for me, Most of it was common sense , it just involved learning the way it is done by WFN. The HR module was a little trickier , only because of my lack of familiarity with some of the stages and procedures. Actually , once I understood the steps, the flow in the HR module was fine.,8,Specifically, no. If there is some set up that has to be done, all it takes is a call to customer service and they will walk me through everything. Once we are good to go, I can adjust around the settings of the module to make it work best for us.,No - we have not done any customization to the interface,No - we have not done any custom code,We have not. The format works fine for our company.,No,9,No,Yes!- Last Christmas on December 22 or so after our final payroll was run, Our President decided to give out bonuses and we had to run a special payroll and have the funds in the employee accounts before the holiday. Basically it took one call, We process the extra payroll over the phone , transferred funds and produced our reports in a matter of hours and every was paid promptly. I always thank my Rep about this.,Payroll File Hire/Rehire/Terminate Batches,Time & Attendance Reporting,Yes, but I don't use it,9,9,9,9,40i K provider Transit provider,Health insurance,File import/export,9,I think selecting a vendor that allows integration is very key. You should choose one that allows for this to happen and make the most use of this with as many vendors as possible. After awhile, they become simple tasks that can save time for everyone. With all this, support should be reviewed and check before submitting.,8,8,More or less a specific fee for specific services. I'd rather not get into any more detail than that.,We are very happy with ADP as our payroll vendor. Their service has been above satisfactory. I'd suggest that you stay in contact with your Sales Rep from start to finish. You may be direct to someone else but your Sales Rep is your point of contact and I find that to be key, should there be a new issue.,Yes,Time & Attendance Pay File Upgrade,simplified the batch process even more simplifying reporting,No,NoADP is truely my right hand!Workforce Now is being used through our entire company. Currently used for payroll, timekeeping, time management, and benefits. We are currently looking to expand with ADP by implementing additional modules.,User-Friendly; easy to navigate and provides training online via learning bytes or a full training course. Training or learning can be for the smallest task to larger complex instruction. When calling in either to general customer service or an account manager, the ADP team truly makes an effort to help resolve the concern or question in a timely manner. The ADP Team are good listeners before responding on the phone or via email.,Benefit enrollments have a glitch for one-off enrollments 'life events'; the practitioner cannot change the default enrollment date without rejecting the enrollment and manually re-entering. Note: This is not an issue for annual open enrollments. Workflow messaging has some room for improvement.,9,Time management has gone from a manual process to complete 100% managed in ADP. From initial time-off request, approval, and peer or management team overview, this has saved about 2 hours bi-weekly from a payroll standpoint. Branch Managers also save valuable hours managing time off for their teams.,Our HR team has saved 1-25 hours per month.,Paychex Accounting Online,Cisco Communications Outsourcing,600,2,Payroll Paid leave accrual management and workflows Benefit self service, carrier to carrier agreements/management, open enrollments Customer support! Reporting and analytics,Policy notification management, e-signatures, reminders and reporting of policies completed. New Paid Family Leave tax credits - Managing tracking of this via our time off features coordinated with payroll.,Document Clouds for employee record keeping Recruitment and onboarding and integration to employee self-service set-up and required new hire documentation. Become eligible for additional Tax Credits,10,Yes,Price Product Features Product Usability Product Reputation Vendor Reputation,We would not change based on our own roll out timelines.,Implemented in-house,Yes,Change management was minimal,Ensuring accrued paid leave was properly transferred, accounted. No 'issues' come to mind otherwise, well planned steps for implementation were handled directly with a dedicated ADP account specialist.,9,No,10,Yes,Open Enrollment was probably the biggest project that ADP helped me through our first year working with self-service in ADP.They via virtual connection walked me through what I was doing right and what I needed to change. They are not judgmental when I make mistakes, they kindly walk me through the corrections and explain why the change should be what it is.,Payroll Paid leave requests and approval benefit self service functions profile updates,first time set up of benefit self service as an administrator took a bit of learning, however, not cumbersome.,Yes,10,10,10,10ADP Workforce now is seamless for payroll and benefits!ADP Workforce Now is used by our entire organization. Our employees use it to report their time so we can process our weekly payroll and to request time off. We use the HR and Benefits package for our annual benefits open enrollment process and the benefits changes flow into payroll so there is no extra processing involved. ADP also sends the benefit info to our insurance third party administrator for enrollments. Love that employees can update any changes to their demographics, direct deposit info, and federal/state tax exemptions. Performance reviews are online so managers and employees can view historical reviews without me having to make copies from their personnel file.,Benefits enrollment - saves so much time by having the benefits enrollment online. The benefits cost flow directly to payroll so there is no [chance] for error by entering an incorrect amount. Carrier connections flow the info to our insurance company - no paper forms Keeps us informed on any changes involving ACA, taxes or other federal regulations. Subscribe to Eye on Washington and you are always up to date on current happenings in Washington. Ability to handle all of our state and local taxes. We have 9 states and many locals.,Managers would like a link to their Outlook calendar for all of their reports' vacation time. Currently, the employee will get a link to add to their personal Outlook just not the managers. Would like to see real time changes when updating any of the configurations pages. It is a pain to have to log off and log back on to see how the changes look.,10,I handle all payroll aspects and the administration of our benefits, ESOP and 401k. Before ADP, I had an assistance who would key hours into our old system. Had so many key errors and we no longer have that since the employees clock in and out on their computer. Payroll is completed so quickly that I have more time to focus on other issues.,,,Yes,Price Product Features Product Reputation,Implemented in-house,Yes,9,Online training In-person training Self-taught,9,9,No,10,No,Yes,10,No,NoADP WorkForce Now - I Love It!We use ADP Workforce Now for the largest sector of our company which totals about 300 employees. We have 6 subsidiaries with 6 different EIN's. We use it for payroll and time and attendance. It allowed our time and attendance to flow easily into the payroll. We still use Business Portal for 2 of our companies, and there is a huge difference in the time to get the time from ADP vs Business Portal. One click with ADP versus a spreadsheet import. Also makes running the payroll very easy and efficient.,The reporting is very good. It is easy to use, and the Excel output is formatted nicely - with bold headers, and columns and rows that are formatted to fit the output. No need to adjust the height or width. There are many canned reports, but the ability to do ad hoc reports is great. The Self-Service portal that allows employees to make changes to their W-4's and their direct deposit saves time for payroll and HR. The option to approve or just notify HR and/or Payroll is a nice option as well. The fact that managers can see their employees PTO balances is a plus - employees can see their own balances as well. Managers have the ability to run time & attendance reports such as when an employee is approaching overtime as well as the ability to see the real-time entries of their employees. I hear of people who have issues with ADP's customer service, but I am not one. I get excellent service 99% of the time. Of course there are times when i have to call back to have them fix a mistake, but the majority of my experiences are of excellent customer service. We have a dedicated team for customer service, so I speak to the same group of people all the time. I have a profile of their experience with ADP (provided by ADP), which is great!,Customizing the portal could be easier. It is difficult to understand the instructions that are there. Since the support center was upgraded, it is a little less user friendly, but still has excellent information. Logs you out of the support center too quickly. The tech support for EZlabor and the portal administration is shaky. ADP needs to seriously look at this issue because I can call twice in the same day and get totally different information for the same issue, but the issue is not fixed. This is for tech support, not to be confused with the payroll customer service - they are excellent. Does not work well at all with Internet Explorer, but it does work well with Google Chrome.,7,It has reduced the time for me to process the payroll by half. Reporting and any post audits can be done easily and early enough to catch any errors before the pay day which is definitely good for employee morale. The ability for employees to make some changes to their payroll is a great time saver for Payroll and HR as well as for the employee. Having all of our subs on ADP makes training the employee on the self service portal more efficient.,Microsoft Dynamics SL,,3,Efficient Payroll processing Reporting for management Tax Service Garnishment Service Time and Attendance Employee Self Service,Linking to our HR self service from the portal. Ability for employees to access PTO balances while entering time Recurring Schedules in Time and Attendance Accessing tax reports such as the 941 and Statements of Deposit to the various agencies Online Stop payments and direct deposit cancellations,GL interface Using the portal to put out company announcements. We don't use the complete functionality of the portal.,10,Yes,Product Features Product Usability Product Reputation Prior Experience with the Product Existing Relationship with the Vendor Positive Sales Experience with the Vendor,We had a very quick turn around, so we were not able to really evaluate any comparable vendors.,Vendor implemented,Yes,Change management was a minor issue with the implementation,Not enough lead time for the implementation, so unable to double check some of the imports. Even though we moved quickly, there was still enough time to get everything done in an efficient and accurate manner. ADP dropped the ball a lot in that I was not able to reach the Implementation Specialist a lot of the time. Implementation Specialist was hard to reach - this became a major issue on the second implementation, but not so much on the first and third ones. I think, the issue was that the Specialist had too many clients at once. I found that when I was able to get in touch with her, she was very effective, helpful and knowledgeable.,6,8,8,Yes,There was a time when I was panicked about finishing a payroll after hours. I sent an email to customer support that night, and the issue was resolved that night. I did a preview that had an error, so it was stuck. This requires a manual correction. I was not expecting a result that night, but lo and behold, the issue was fixed, and I was able to finish the payroll. I still don't know which support member handled the issue, but I was Very Happy!!,Time and Attendance import into payroll Running a preview Running ad hoc reports,Customizing the portal to our company particulars Mobile app - I need to get more info on this one, but it is not as easy as downloading the app for all of the functions that are supposed to be available, Not being able to import position and title information if you don't have the HR module. You have to manually enter job titles/positions. You should absolutely be able to import this information with or without the HR module.,Yes,9Workforce Now = Workplace Improvements and Conveniences!Our company utilizes Workforce Now for HR, Benefits, Payroll, and Time and Attendance. It is used across the entire organization. The biggest issue it addresses is time and attendance currently. We have implemented online time card usage in lieu of paper time sheets. This procedure has been used for 2 years by 70% of the staff and is now being implemented for usage by 100% of the staff.,I love the tracking feature for PTO. With my previous company this was an invaluable tool that saved staff and managers a lot of time and calculations for vacation, sick, and personal hours. Using time and attendance with online time cards is another great feature and I'm surprised not every company uses it. In my previous position as an HR Administrator, I utilized all three modules. I loved the HR/B module with the self-service feature. As long as staff entered info correctly it was a great tool. Being able to print pay stubs and W2s online is another feature we love. Going paperless is important. In my previous position I utilized the company portal almost daily. It was a great way to get communications out to management and staff, not to mention uploading forms (such as direct deposit, enrollment forms, annual 401k communications, etc.).,Definitely customer service. Not every person you connect with has the adequate knowledge to help with issues. Reporting module could be more user friendly.,9,Time management has definitely improved. Greater accuracy has been established in time keeping and payroll in general,BenefitMall PayFocus,Sage One Accounting,500,7,Time and attendance Self-service PTO Tracking Benefits enrollment,On-line time cards (to facilitate time and attendance as opposed to paper time sheets) PTO tracking making balances available to managers and staff Cross checking time worked.,PTO balance tracking is currently being looked at and hopefully implemented in the near future Giving managers access to reports Utilizing reporting to make managers aware of time and attendance errors,10,Yes,Product Features Product Usability,I don't think I would change anything.,Vendor implemented,Yes,Change management was a small part of the implementation and was well-handled,Accuracy of data transfer. Learning curve. Extensive amount of training for staff and management.,8,7,Yes,I was working for Total Practice Mangement and we were having serious issues with the payroll uploading. I had a support person who was working from home (in Georgia) who actually worked beyond their regular shift to work out the problem, get my payroll uploaded, and my staff paid on time.,Creating and using paydata batches, easy. Creating and running custom reports, once created, easy to use. Entering data, easy to use.,Creating reports I find difficult at times.,Yes,8ADP is Another Dang Problem Look Elsewhere!We use ADP WFN to store our HR data, track time and attendance (E-Time) and it also processes our payroll. If ADP ceased to exist we couldn't track employees or pay them -- it would be bad news.The business "problems" it addresses are problems as much as they are the day-to-day requirements of a large employer in today's world. Unfortunately, ADP themselves have proven difficult to work with (customer service is poor), the product does weird things (some days it will crash a dozen times and then work fine for weeks), and the ability to integrate with other products is really low. We are currently looking at a different HRIS system since ADP does the "day-to-day" but not well and not much more.,Everyone gets paid. HRB reporting is really easy to use (as long as you just want HR point-in-time data). Their hold music is wonderfully calming.,We have to use different Internet browsers to do different things (IE, Chrome and Firefox all give a different user experience). E-Time is the absolutely worst time and attendance system I've ever seen or used. Way too complicated where Kronos (the benchmark) is simple and reliable. Customer service is poor. It's hard to get ADP to resolve issues. We had an issue take over 6 months to resolve and, in retrospect, the fix was simple and should have been identified and resolved that same day. It seems like ADP employees are stretched too thin, not trained well enough or both. Custom reporting is difficult to use and you cannot build the reports you want in one report. Usually have to build two or more reports. Technology is so 1989. Single sign-on? Doesn't support it. Simple integrations? Nope, can't.,1,Now that we are bigger and want to do more ADP is the chokepoint on updating our IT resources. They do the basics but the ROI and improving things is completely absent.,Workday Human Capital Management, Oracle HCM Cloud and Oracle PeopleSoft HCM,ADP eTime, Google Analytics,20,2,Payroll HRIS Time and Attendance Data,We send daily reports to our Data Warehouse to pull data. We merge reports together to make cool spreadsheets (but an internal ADP dashboard would be better).,We might (and hopefully will) replace it with a better HRIS in the future.,5,No,Price Product Features Product Usability Product Reputation Prior Experience with the Product Vendor Reputation Existing Relationship with the Vendor,Talk to more companies and be able to demo a real life version of the product before buying. It's crazy you don't get a free trial period for something so big and expensive.,Implemented in-house,No,Change management was minimal,We didn't pay people. Spent a LONG time cleaning up data. Horrific customer service experience - we felt abandoned.,1,1,Yes,I wish I could but I cannot describe something that hasn't happened. ADP support is retroactive and not proactive and too difficult to work with. I shouldn't need to call a number and go through a phone tree and explain so much every time. The person who I talk to should know my company and me and work with others behind the scenes to fix it. Not pass me around all the time.,HRB Reporting. Looking at someone's demographic information is right there and easy to see. I can see something that looks like a paycheck too (but not the actually paycheck that's a PDF somewhere else).,Custom reporting Imports YTD payroll data Data over a period of time (historical info),No,3ADP, the right HRIS application to automate your manual or paper processesADP Workforce Now was implemented about 2 years ago in this organization - the strategy was to have one integrated system for everything HR. The first items to go live were the payroll and time and attendance systems. This was a much better arrangement than the previous system, Paychex, because it was the first time managers were provided visibility at their desktops to employee data (as well as their own data). It also integrated the time and attendance system with the payroll systems so as HR, we didn't have to upload files between the two systems. We were then able to implement self-service to get rid of the paper forms and HR data entry tasks for direct deposit, address updates, W-4 tax forms, and benefits open enrollment. Next to go live was the "talent" performance review system. This is not a "best in class" system but it gets the job done. Our managers were using Halogen which had much more functionality except it was universally despised by the organization because of how it had been implemented. Following that we elevated the policy acknowledgements - which is great to get the signatures and saved us a ton of paperwork, with follow up being quite automated. We gave functionality to our Help Desk to update and maintain the company property data functions. This year we have elevated the online files to the documents section (which took a long time to scan in but is great to have online rather than paper files).,Policy acknowledgements work very well. We update them annually and can send them out quickly, send notes just to the employees that haven't acknowledged them and it really replaced work done by multiple internal departments -- making it quick and easy. AND no paper. The employee self-service functions (direct deposit, W-4, address changes) are easy to use for employees and can be set up to send notes to the processing area so that we can do any follow up needed. It's an easy way for employees to take charge of their own information. ADP has a system feedback button, which I use quite frequently AND when elevations occur, I often find some of these feedback requests addressed. ADP is continually elevating additional or modified functionality and our company is automatically updated for each elevation. They also really listen to their clients through the ADP Bridge - which is the online system and we can talk to other users too.,One of our biggest issues right now is the security and audit functions within the system itself. One of the reports hasn't worked for a while and of course it was one requested by our auditors. We are also quite frustrated that there isn't a data entry date right on the screen for researching when a transaction - particularly a late one was entered- We should have effective date as well as data entry date and you have to print out the audit report to see who actually did the data entry. The organizational charts. The way ADP sets up organizational charts is that you can only see two levels of management and then you have to click to get the next group down. So unfortunately managers with small departments can't see their people on a single chart if they have three levels of management (head, manager, supervisor). In that example, they can't view anyone reporting to the supervisor without clicking through the supervisor icon to get to the second level chart. We have to still keep a separate org chart in Visio for all the audits, etc, rather than being able to use the system org charts even though we have made them available to all employees. This is particularly problematic since this function is used to set up approvals and other views into the system. The underlying validation tables and set ups need work. For example certain tables like the job title table, and the department table are not effective dated. So what that means is that if you update something in there, you have to go over and update it in the individual records too. And they don't provide you with the information of which items update automatically and which do not. (we found this out the hard way). We are often duplicating information in the set up and until recently, they didn't provide us with a way to download the validation tables. Let me give you an example. The competencies are set up in the job title table. But they also require you to set them up in the performance review templates but when you generate a review for an employee it auto populates the competencies from the job title table, not from the review template that you are using. Sometimes the system sends out notes - and we as system administrators, can't control them. Or conversely we would want the system to send out a note but we can't because it doesn't allow us to set it up, e.g. we have to do separate reports on the terms in the week to send to other areas within the company but it would be great if when we termed someone we could set up a group and send out a note with just a few fields, like name, department, title and last day worked or term date. Alas no such functionality exists. No address history -- this is a problem with the taxes, etc. since it only provides the current address. It has no LMS system. We evaluated that functionality and it came up short.,9,Better access by employees and managers to their data Improved productivity of the HR Operations team (with the intro of self service). Elimination of file room and paper files,Oracle PeopleSoft and Halogen Software,Kenexa,700,3,Self service for employees to update their direct deposit information Annual Policy Acknowledgements for employees Updating timesheets for hourly employees (every day).,Put files in the cloud Had IT update and maintain company property section Updated the I-9 section,manage pay increases (self service managers) add in competitive market data so managers can see info right online with other employee data Message center needs some work. We would like to have it be more of a mailbox like other mailboxes, to forward items, put items in folders,,10,Yes,Price Product Features Product Usability,We liked our process. We needed to do it fast and ADP offered a good price (we implemented in October so off-cycle and we agreed to keep the system updated at each elevation so that we wouldn't fall behind with access to their new functionality. I would have liked to start with a new year rather than having two payrolls in a single year. But otherwise it works as it was presented.,Vendor implemented Implemented in-house,Yes,Change management was minimal,No test area. Just live in production which is an issue when it doesn't work. We had to be persistent in getting the PTO accruals to work right. This took MONTHS. We just kept on going even though some of our team just wanted to quit -- but this was a key feature that we wanted to implement. Carrier feeds. It took a really long time and a whole separate team to get some of the benefits carrier feeds to work properly so we no longer had to send out reports. I don't really understand why since they use the same feeds with the same carriers for other clients but each one is like a new beginning and again it took much longer than the 6 - 8 week service level agreement.,3,5,Yes,We had a wonderful support person, Jane D. who spearheaded a team to help us with a multitude of issues from implementation. It was great to get this service, as she was able to direct us to multiple people to handle the different issues from the ADP support team. We worked with Jane for several months to get all the issues ironed out - weekly calls and follow up. Just recently I had a person (Arlene. G.) help with an automated report feed. She had to work through about 5 different issues until we got it working right over the course of about 2 weeks. She persisted until it worked again.,Completing the time sheets Policy Acknowledgements employee self-service,setting up an activity (activity configuration) pen enrollment always needs a support person to help Performance management set up is not easy. The compensation side needs a bit of work -- from the job title table (why would that have the WC vendor as a field?) to the pay and salary table set up. They have no place to house the competitive market information either.,Yes,7New UserUsed to process biweekly payroll by exempt and non-exempt hourly employees using timecard submission. The program is used by both Payroll and Human Resources.,The timecard application is user friendly and employees are able to use the system fairly easily. The reports setup is very helpful and easy to use once you follow the procedure. Processing of payroll is much more efficient than in previous programs.,The system can be terribly slow at times when accessing different screens. Support for the system by ADP is lacking. Sometimes takes days or even weeks to have an issue resolved.,7,Increased employee efficiency with timecard submission. Previously using paper timesheets.,ADP eTime,ADP Enterprise V4 & V45,5,4,0,Payroll Benefits Human Resources,No examples,Continued timecard submission versus paper timecards,Not Sure,Price Product Features Product Usability Product Reputation Prior Experience with the Product Vendor Reputation,Checking reviews for product support experience.,Don't know,Setting up new information,5,1,No,I have no instances of this to date.,Creating reports Payroll processing,Locating and identifying key areas,8
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ADP Workforce Now
539 Ratings
Score 7.3 out of 101
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ADP Workforce Now
539 Ratings
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Score 7.3 out of 101
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September 28, 2018

User Review: "ADP WFN - Making life easier!"

Score 9 out of 10
Vetted Review
Verified User
Review Source

Implementation

8
I would say most importantly the thing to do is to back up all important information or be rpepared to update everything into WFN once you are ready to go. Not everything is perfect, and mistakes can happen. We were lucky to have the support of ADP ' customer service and a Rep who really seemed to care. It made the entire transaction much easier for our company
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Caroline Dula, CPP profile photo
July 14, 2016

User Review: "ADP WorkForce Now - I Love It!"

Score 7 out of 10
Vetted Review
Verified User
Review Source

Implementation

6
Either assign more than one specialist to the implementation process, or assign less clients to the implementation specialist. The process requires attention to detail and the ability to test and re-test as well as verify the information. It also requires a lot of back and forth between the client ant the implementation specialist, so they need to be readily available during the whole implementation process.
Read Caroline Dula, CPP's full review
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November 23, 2015

ADP Workforce Now Review: "ADP, the right HRIS application to automate your manual or paper processes"

Score 9 out of 10
Vetted Review
Verified User
Review Source

Implementation

3
Make sure you have a knowledgeable person on the business (HR) side during the set up. ADP only answers the questions you ask - so if you don't ask for something, you won't get it. We had people who hadn't worked with other systems on our team which was problematic. We had to get a whole separate team to fix the implementation problems resulting from our initial set up. (or lack of set-up).
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Feature Scorecard Summary

Employee demographic data (187)
8.2
Employment history (192)
8.3
Job profiles and administration (172)
7.9
Workflow for transfers, promotions, pay raises, etc. (179)
7.5
Organizational charting (108)
6.9
Organization and location management (131)
7.8
Compliance data (COBRA, OSHA, etc.) (130)
8.5
Pay calculation (214)
8.9
Support for external payroll vendors (67)
7.7
Benefit plan administration (166)
8.4
Direct deposit files (211)
8.9
Salary revision and increment management (157)
8.1
Reimbursement management (80)
8.4
Approval workflow (140)
8.0
Balance details (158)
8.7
Annual carry-forward and encashment (130)
8.5
View and generate pay and benefit information (199)
8.8
Update personal information (190)
8.8
View company policy documentation (158)
8.7
Employee recognition (74)
7.7
View job history (32)
7.7
Tracking of all physical assets (12)
6.0
Report builder (184)
7.4
Pre-built reports (181)
7.4
Ability to combine HR data with external data (114)
7.3
New hire portal (21)
6.1
Manager tracking tools (14)
4.8
Corporate goal setting (42)
7.6
Individual goal setting (57)
8.0
Line-of sight-visibility (43)
7.5
Performance tracking (51)
8.0
Performance plans (70)
7.2
Performance improvement plans (60)
7.1
Review status tracking (71)
7.1
Review reminders (76)
6.9
Multiple review frequency (59)
6.8
Create succession plans/pools (6)
5.8
Candidate ranking (6)
5.8
Candidate search (7)
6.3
Candidate development (6)
6.2
Job Requisition Management (57)
7.9
Company Website Posting (59)
8.0
Publish to Social Media (44)
7.8
Job Search Site Posting (50)
6.8
Duplicate Candidate Prevention (8)
2.3
Applicant Tracking (58)
7.3
Notifications and Alerts (68)
7.9

About ADP Workforce Now

ADP Workforce Now is an easy-to-use human capital management solution for companies with more than 50 employees.

Built on a single database, the fully integrated ADP Workforce Now suite includes Human Resources, Payroll, Benefits, Talent Management, Time & Labor Management and HR Analytics capabilities. From payroll to proactive compliance to managing employees across borders, the vendor says the goal of ADP Workforce Now is to free users from administrative tasks so they can focus on their people and their business. Workforce Now integrates simply and securely with other business applications through APIs and the ADP Marketplace. Users can add more functionality as their business grows.

The vendor's value proposition is that users can save time and money through:

  • Fewer employee questions – easy self-service tools like the WFN top-rated mobile app provide access to pay info, timecards and more.
  • Less data entry – updates sync automatically to payroll, benefits and other systems.
  • Competitive pricing – options designed to meet users' specific needs.

The vendor also says users can gain peace of mind due to:

  • Expertise – vendor has over 65 years of experience, and is used across industries.
  • Automated alerts – to help prevent costly errors.
  • Compliance – over 2,500 specialists actively monitor regulatory changes and focus on users' compliance needs.

ADP Workforce Now Features

Human Resource Management Features
Has featureEmployee demographic data
Has featureEmployment history
Has featureJob profiles and administration
Has featureWorkflow for transfers, promotions, pay raises, etc.
Has featureBenefits information
Has featureOrganizational charting
Has featureOrganization and location management
Has featureCompliance data (COBRA, OSHA, etc.)
Payroll Management Features
Has featurePay calculation
Has featureSupport for external payroll vendors
Has featureOff-cycle checks
Has featurePayroll history for each employee
Has featureBenefit plan administration
Has featureDirect deposit files
Has featurePayroll tracking and auditing
Has featureSalary revision and increment management
Has featureReimbursement management
Has featureStatutory form management
Leave and Attendance Management Features
Has featureApproval workflow
Has featureEmail notifications
Has featureBalance details
Has featureTravel absence management
Has featureAnnual carry-forward and encashment
Employee Self Service Features
Has featureEmployee login
Has featureView and generate pay and benefit information
Has featureUpdate personal information
Has featureRequest time off
Does not have featureView job history
Has featureView company policy documentation
Has featureView company news and information
Has featureEmployee recognition
Asset Management Features
Does not have featureTracking of all physical assets
Does not have featureAsset issue and transfer management
Does not have featureAsset return
Does not have featureWarranty and after-sales status maintenance contract tracking
HR Reporting Features
Has featureReport builder
Has featurePre-built reports
Has featureAbility to combine HR data with external data
Integration with other HR capabilities Features
Has featureAdditional HR capabilities (talent management, LMS, etc.) supplied by same vendor
Has featureAdditional HR capabilities (talent management, LMS, etc.) supplied by different vendor
Performance Management Features
Has featurePerformance plans
Has featurePerformance improvement plans
Has featureReview status tracking
Has featureReview reminders
Has featureMultiple review frequency
Succession Planning Features
Does not have featureCreate succession plans/pools
Does not have featureCandidate ranking
Does not have featureCandidate search
Does not have featureCandidate development
Onboarding Features
Does not have featureNew hire portal
Does not have featureManager tracking tools
Performance and Goals Features
Has featureCorporate goal setting
Has featureIndividual goal setting
Has featureLine-of sight-visibility
Has featurePerformance tracking
Recruiting / ATS Features
Has featureJob Requisition Management
Has featureCompany Website Posting
Has featurePublish to Social Media
Has featureJob Search Site Posting
Does not have featureDuplicate Candidate Prevention
Has featureApplicant Tracking
Has featureNotifications and Alerts
Additional Features
Has featureTime and Labor Management
Has featureHR Analytics
Has featureHR Data Benchmarking
Has featureCompliance Management
Has featureBenefits: Open Enrollment
Has featureMobile Application for Employee Self-Service

ADP Workforce Now Screenshots

ADP Workforce Now Integrations

Oracle HCM Cloud, Concur Travel and Expense, Sage Intacct, QuickBooks Desktop Enterprise, 100+ integrations via marketplace.adp.com and APIs

ADP Workforce Now Competitors

Pricing

Does not have featureFree Trial Available?No
Does not have featureFree or Freemium Version Available?No
Has featurePremium Consulting/Integration Services Available?Yes
Entry-level set up fee?Required

Please contact ADP for a product demo and ask about a hands-on "test drive" of Workforce Now.

ADP Workforce Now Customer Size Distribution

Consumers
0%
Small Businesses (1-50 employees)
20%
Mid-Size Companies (51-500 employees)
70%
Enterprises (> 500 employees)
10%

ADP Workforce Now Support Options

 Free VersionPaid Version
Phone
Email
Forum/Community
FAQ/Knowledgebase
Social Media
Video Tutorials / Webinar

ADP Workforce Now Technical Details

Deployment Types:SaaS
Operating Systems: Unspecified
Mobile Application:Apple iOS, Android
Supported Countries:more than 50 countries currently supported
Supported Languages: English, Spanish, Canadian French