TrustRadius
https://dudodiprj2sv7.cloudfront.net/product-logos/28/zA/GRRFZG7EG952.PNGCeridianDayforce has given me work life balance2018-10-19T22:46:43.543ZWe use Ceridian Dayforce through out the company. We use it for all of our HR, Benefits, Payroll, and Talent. We purchased all modules.,It's all one platform.
It's configurable to your company needs.
The system follows the employee from hire to termination. All HR functions are done in Dayforce. No need to use another system it's all in one.,The implementation is very time-consuming. The way the data needs to be given to Ceridian needs to be more user-friendly.,9,Our overall monthly price had decreased using Ceridian Dayforce. We are saving 100K a year with Dayforce and it's a way better product.,Dayforce keeps us compliant with our overtime rules because being in California overtime is very specific and complicated to calculate. The FLSA OT rule has many facets and Dayforce does a great job in these calculations.,The scheduling for my organization has been a great asset. We have 24 hour residential programs and the scheduling was a nightmare. We used Excel spreadsheets. Now we are saving time in creating the schedules and it's more up to date information for the employees since it's real time and all the employee information is readily available.,,Concur Expense, Microsoft 365 Business,1500,6,Payroll
Benefits
Talent,Talent is now recruiting, hiring, and onboarding employees.,We have purchased most of the modules. I am hoping on implementing LMS and session planning.,10,Yes,Price
Product Features
Product Usability
Product Reputation
Positive Sales Experience with the Vendor
Analyst Reports,I wouldn't have changed a thing.Nivea FernandezDayforce Customer - 3 Years2018-10-19T15:52:40.245ZDayforce is our HCM system. We use it for HR, benefits, and payroll. Dayforce has allowed us to deploy self-service to our employees and managers. The employees love the self-service features. They can view their current and past pay statements, view their schedules using the mobile app, make changes to their deposit accounts, change tax withholding, and view company sent messages. Managers love the ease of scheduling and submitting position and pay changes through self service forms. We recently rolled out Performance and Compensation.,I especially like the Payroll module in Dayforce. For the first time in my 20+ year career I am able to combine multiple FEINs in a single pay group. This is a huge step forward, allowing us to consolidate our pay groups for more efficient processing. Overall, the payroll module is great. I love being able to add my own pay definitions, create my own deduction codes, and run off cycle payrolls without having to call support.
I have been a Ceridian Tax Service customer longer than I have been a Dayforce customer. CTS is the best in the business. The year end reports in Dayforce make it easy to identify exceptions that need to be corrected now, making year end easier. Also, the tax functionality in Dayforce makes local tax compliance relatively easy.
I really appreciate having the test environment. This is a huge help! We use the test environment to build out new functionality, test the new releases, and for training and troubleshooting.,There is no way to confirm that New Hire Reporting was done properly. In other systems I have used I could refer to reports to verify the NHR was compete and accurate. Dayforce has no such reports. Also, I've been contacted a couple of times from states where the NHR was not complete. The state compared the SUI quarterly filing to NHR and fined me for omissions that they claimed had not been reported by Dayforce/Ceridian.
As much as I like the payroll module, it needs to move faster. We have a LOT of extra incentive payments that are calculated outside DF. This means we have to import into Quick Entry in Payroll. It can take up to 17 minutes sometimes to recalc payroll. That really slows us down at the end of our processing because we are reconciling and balancing every hour and dollar. If Dayforce would just MOVE and load faster and calculate faster we could reduce the time spent on payroll processing. Also, a common complaint overall is getting kicked out of the system, often multiple times a day, or even within the hour.
The salary proration for mid pay period new hires and terms and rate changes is based on a Monday through Friday workweek. That is not accurate in our case. I'd like to be able to have it prorate over 7 days in a work week or choose a different work week.,8,We would have had to add more FTEs to our team had we not been able to leverage the self service functionality within Dayforce.,We have pay policies built to help us with CA overtime and meal break compliance. This is a big plus for us! Also we love the embedded payroll tax calculations. As a Pennsylvania employer, this was a huge time saver!,Before we used Dayforce, we were doing all the scheduling manually. Now we have a way to easily modify schedules and communicate schedules and changes to our employees. Having that functionality within our HCM system, makes it easier for everyone. Managers can use one system (Dayforce) to schedule, approve time off requests, process position and comp changes, and view reports.,,talentReefMary SheeleyThe Cadillac of all HRIS2018-10-18T19:20:43.723ZDayforce is being used by everyone within the organization. However, the principal client administrators are in HR and Payroll. The university has an HR team of two, so it is essential that they be able to complete their tasks quickly and efficiently to support 500 employees. However, the paper-based manual system they were using wasn’t conducive to meeting this goal.
Despite its relatively small workforce, the university deals with three bargaining units, as well as non-union employees. The inherent complexities of this environment, combined with legacy systems and procedures in a growing institution, continued to challenge the payroll function and staff. In addition, USB was struggling to secure an HCM system that provided excellent customer service, ideally in French.,The university is using a number of modules, including Payroll, Time and Attendance, Workforce Management, and Recruiting, Onboarding and employees are actively engaging with the mobile application. All of these modules are user friendly and very effective.
One of the strengths of Ceridian Dayforce for us is that it is the only HRIS that is bilingual.
On top of that, customer service is their biggest strength. The testing environment helps clients to get familiar with all the changes within the system (technology evolves rapidly therefore it is key to stay up to date and they do this very well). If you need help, at any time, someone will genuinely help you.,Our biggest headache is employees that have more than one assignment. We have many within our workforce (i.e. a salaried employee who also has an hourly job within USB).
Customized reporting is difficult to use. However, there are hundreds of reports already set up for clients and as mentioned previously, support is always there.,10,Having only migrated from a manual HR system in the past year and a half, USB staffers value Dayforce’s professional and present customer service. In addition, having access to tools, services and support in French facilitates and expedites tasks.
We know that we have saved 1 hour 1/2 every pay period off the payroll admin now that timesheets are submitted and processed by a click.,It’s simple. One stop shop per say!Julie BelleyDayforce HCM Advocate2016-04-21T15:03:05.691ZOur company uses the Dayforce system for the day-to-day payroll and HRIS duties. It aides us in management of our greatest expense, employee compensation and benefits. With this program we can have a singular view or an enterprise view of any aspect within the system. From onboarding to offboarding, we have connected the system as our system of record, time management and compensation for the employees. It is the operations resource for daily management of the employees.,Many of our employees are shared between locations, and several with multiple jobs as well. The one system record prevents us from having confusion on employee data, benefits or compensation. The one system record aides in compliance with labor law.
The self-service function for the individual employees provides an opportunity for change, viewing or printing of their data without having to make an appointment with Human Resources. The self-service function cuts down on the HR department having to reprint check stubs or write income validations for employees. The employee can print it for themselves or view it on their data phone at their leisure.
Our regional managers can report findings that are company specific, based on the information we built during implementation. Our ability to customize fields and flow of employee data allows us to manage it the way we work/run the company.,The customer support portal is the most problematic area. There have been great improvements from the beginning to now, but with customer support - there is always room for improvement.
The system is costly, but it is a very robust system that is worth the cost if you work the entire system correctly.,10,It was hard to truly give a ROI for our change. We moved from a watered-down payroll software that we knew was not doing everything for us that it needed to do. What we anticipated was met and exceeded less than two years after our conversion. We had a better view and understanding of the holistic level of information, we had amazing control over the data and what to do with it - we leveled up our management capabilities under the new system.
Our regional managers now have the ability to review their locations on a peer level or slice down into an individual location. In the previous software we only had the option of looking at one dedicated location at a time. The system would not allow us to share data from one location to another, and was problematic since we share LOTS of employees between locations.
The capability to view and understand the company level information without having to pull dozens of reports to merge together. The reporting will let us pull as much or as little together in the scope to view.,Our organization lives in a per-patient-day (PPD) existence. If we admit or discharge multiple residents, it changes the need that we have on staffing levels. With our ability to dive directly into the daily, shift-level or week-level of time - then we can better forecast staffing change needs. With schedules, we can anticipate on measurable PPD data what needs we will most likely have in the next month and adjust our recruiting efforts on the same data. From the employee perspective, they like being able to view what their work yields to them in gross wages. Win-win for us.,Being in healthcare, compliance sets many rules and expectations for us. Adding in Payroll Based Journal (PBJ) reporting this year added another layer of compliance requirement. ACA, PBJ, DOL, Wage and Hour...there are so many agencies that rely on our accurate reporting capabilities, and our liability relies on it as well. The employees don't question the reliability of the software as it pertains to their payroll check. We have undergone several DOL routine audits and because of the good record-keeping and ability to export the data from the system - we have had minimal problems. We are required to report up several buildings payroll specific numbers for the DOL random auditing program. The system has been easy to configure data that aides in submitting these reports timely.,,,3,Predictive analytics
ACCURATE time
ACCURATE pay
management of the employee data, using the full HRIS capabilities,PBJ
Keeping up with licensure and certification renewals
keeping up with immunizations and health card double checks
transparent data access to upper management for items that formerly had to be scanned/emailed for information access,Not sure, will talk more about this with our team,10,Yes,Product Features
Product Usability
Vendor Reputation
Positive Sales Experience with the Vendor
Third-party Reviews,Not sure I would go a different route. I am satisfied with the Dayforce HCM product that we use. The only thing I may have changed would be to dive better into what the Operations team needed for individualized reports. These were easier to develop in the implementation period rather than later in the live environment.,Third-party professional services,Yes,Change management was a major issue with the implementation,As we brought on new locations in our ever-growing company, we would assume their pay periods and pay dates. Ceridian helped us to streamline this to a bi-weekly plan with two separate pay groups to better organize and economically forecast payroll costs.
Training. They provided us with a great trainer to train our mid-level Human Resources team (that was responsible for training the locations), the payroll team and selected field representatives that acted as our guinea pigs for how to train the field as a whole. Ernesto came to our location for a week and was patient and thorough with the education. This was essential since we were still running another program for payroll output. (learning and working on separate programs can be very confusing!),9,Time Away
Timesheets
My HR
Employee Detail,Schedules,Yes,10jennifer soccioDayforce is the one truly integrated, real-time system for all your needs2018-10-16T15:16:31.572ZCeridian Dayforce is used as our main HRIS throughout the whole organization. We use payroll, recruiting, timesheets, benefits, performance management and are in the process of setting up onboarding. The total integrations of Dayforce has created efficiencies for the Human Resources department as well as the bank as a whole.,Dayforce is in real time, which is a huge benefit with payroll and benefits processing.
The integration of all modules allows you to avoid repetitive data entry and and cuts down on the chances of errors.
Ceridian stays on top of all the latest needs and is continually upgrading the system. It is very user friendly and is geared towards the generations that are entering today's workforce.,Recruiting should be set up to allow edits when job descriptions, qualifications, etc. change. You currently have to build a new template and keep the outdated ones as well.
I would like to see the ability to upload our current forms in the system. You have to be an XML expert to accomplish this now. There should be an easier option. This would add a huge efficiency to our organization.
I would like to see a feature where our managers could make approvals through an email without logging into Dayforce. Many top level managers do not like taking this extra step and therefore are not a fan of the system. Making their life easier would increase top level buy-in.,10,We have accomplished a paperless environment for the Human Resources department which is a very positive impact.
Once the Onboarding module is configured, we will be able to distribute duties differently, allowing for improved processes across the company.
Dayforce keeps our company in line the with technology that today's workforce expects.,Ceridian Dayforce has allowed us to better monitor overtime across the company and report those that are not in compliance. We are also going to be able to add all our compliance-related annual forms in the near future, creating a better flow and tracking than the current process.,The single application was the major selling point for our company. We went from a Frankenstein version of five different systems to one application with Dayforce. Having all the data in one application helps managers with hiring and compensation decisions within their departments. The managers like being able to process time and all other HR related tasks from one system.,,Adobe Acrobat DC, Skillsoft AcademyDeann Sowels, SPHR, SHRM-SCP
Unspecified
Ceridian Dayforce
272 Ratings
