UKG Workforce Central (discontinued)

Formerly Kronos Workforce Central

I feel as if UKG Workforce Central is best suited for organizations with thousands of employees not a couple of hundred. The implementation was so bad that it left us scarred for months. I do find the Community somewhat useful and the support is decent.

As a manager who utilizes UKG Workforce Central to do the daily and weekly payroll tasks required by Human Resources, I believe that this is well suited for us to keep track of hours for our hourly associates, and also well suited for us to keep track of benefits being paid and earned by our hourly and salary associates.

I recommend the software to you all as with the usage of Workforce Management it has become very easy to analyze the output of our employees. Our company has found the application to be extremely useful since we use it to log the time spent by employees and calculate payroll more accurately.

Well suited for companies with 50-500 employees. Even though I don’t have experience with it for more than 200 employees, it seems like it would be less appropriate for very large employers. Great for organizations that have all different payroll types (non-exempt, exempt, contracted, full time, part-time).

UKG has been a major part of our company implementing self-service in 2020. Before 2020 we were still printing pay stubs, and due to the pandemic, we were able to stop this and allow employees to access pay stubs online with notification and some training. More opportunities will be available to our employees when ready because UKG already has these capabilities installed, link address changes, and tax updates.

This product was marketed to us as a school and several schools in our area use the program. However, the implementation team we were set-up with had limited school experience and we are still working on the best way to do some of the timekeeping issues where I know that could have been handled better. That being said from a payroll and reporting side it has been great to capture so much data (at times almost too much) and have the system do automatic allocations of salaries and general ledger reports. The reporting takes some getting used to, but overall I've been able to run reports to see and track just about anything I want. Our employees also love the self service compared to our previous products where they can make W4, direct deposit and other updates on their own without having to get HR involved.

Powerful software if you can afford it.

Just too many pain points to contend with all alternative competitors.

Kronos Workforce Central is very customizable, and it is very compliant with the various time and attendance laws out there. However, the set up is not always easy/user-friendly.

Kronos Workforce Central is well suited for the organization of keeping time as well as letting you know how much PTO you have stored up and is available to use. This program would not be appropriate for very few companies. I highly recommend its use in every company.

Kronos would be suited to a company that has an HRIS team. Difficult to maintain without HRIS expertise. In these cases, you will be relying on a consultant to do simple quarterly updates.

We were able to create a custom process that will look at our different divisions and, depending on the division, modify the number of hours that something like holiday pay is granted for. We also pay based on a 13 week average to hourly paid employees, and we were able to create a custom process to build this procedure.

Kronos Workforce Central is well-suited for large organizations seeking a simplified time-recording system or are trying to get away from manual timesheets being submitted. Larger organizations would see a greater return on investment while using this system. It is less appropriate for smaller organizations with fewer employees, as the cost of the system likely would be greater than the investment of the system.

We use Kronos Workforce Central only for it's timekeeping and scheduling/forecasting capabilities. It absolutely meets our needs for these areas. The reporting functionality also serves us well; exporting reports in excel covers the needs for most teams that use the system. Finally, business leaders and local HR crews are able to run reports on the teams they support.

I think Kronos is great for any type of company looking to record their employees time! It’s a fast and easy way for each employee to log in and enter their time. Someone who is a supervisor goes in and approves everyone’s time card and that is how we get paid!

Kronos seems to be well suited to a large company with large administrative staff. For a smaller company, you are better off getting a payroll company that handles things instead of being expected to maintain certain systems yourself.

As someone managing staff I am extremely happy with Kronos as the primary timekeeping system for my organization. As an employee myself, I too utilize Kronos for vacation requests, and this is painless and easy for both myself and my own manager to approve paid leave. As a clinical entity, there is a huge variation in schedules among teams, and Kronos has the ability to capture and accommodate all of them. The numerous pay codes that can be set up and easily selected is wonderful for our financial leaders to review productivity, overtime, and patient/non-patient time on clinical units. As with many of the tools I use, Kronos would be overkill for even a small organization that can easily bill or manually track hours.

Kronos is well suited for businesses of all sizes. Kronos Global Support has been excellent in troubleshooting issues and concerns. Businesses should thoroughly review their maintenance contract to understand what type of support will be provided and what hours it will be provided.

Best suited for 100 employees or more. I didn't see the cost benefit of using it for 40 employees at my current workplace.

Kronos is great for recording time and for reporting, when used effectively. What I like about Kronos is that their Customer Support team is always very knowledgeable and helpful in a bind. Which means that when I don't necessarily know where to access a particular set of tools, I can call a Solutions rep and they know exactly where to point me to achieve the results that I need. Like most software, it is not recommended for very basic users; users should be comfortable accessing a computer or smart phone to use the suite. Kronos is well suited for those businesses have hourly employees that are required to swipe in and out to record their time. Swiping in can be done at a physical kiosk/timeclock, or from a computer. If a location is equipped with a physical kiosk/timeclock, a good support technician that knows how to resolve random errors should be present to assist when needed.

I would not suggest Workforce Central for small organizations with fairly simply pay rules. The system is so complex that you will be purchasing capabilities that you will likely never use. However, if you are a large, complex organization with complex pay rules (such as a union shop) and difficult tracking requirements, then I would highly suggest looking into the system. Because the system supports virtualization and use of SQL versus more expensive Oracle, mid-sized organizations may find Workforce Central very appealing.

I think the ability to setup rules and such for lunches and breaks is a great tool to keep employees from abusing these. The use of accruals is great to keep better track of sick and vacation time. We have found less errors in paychecks by going to this software.

Strongly recommend understanding your current state, future state business requirements, industry best practices, and the ability to optimize the application prior to implementing the product. Such strategic work has proven to be both very beneficial with all parties but also reduced the 'second guessing' during implementation when deadlines and targets are needing to be met.

Biometric verification and supervisor access to prevent overtime has helped to pay for this application. The new healthcare requirements are prompting us to consider bringing more staff into the program. Maintenance fees, Manager's licenses and device costs are expensive. Devices are proprietary.