Dayforce HCM: High potential to make your work life truly easy
October 23, 2018

Dayforce HCM: High potential to make your work life truly easy

Anonymous | TrustRadius Reviewer
Score 8 out of 10
Vetted Review
Verified User

Overall Satisfaction with Ceridian Dayforce

Ceridian Dayforce is being used for general employee timekeeping/WFM across the entire organization. But it is heavily used by our HR department. Dayforce addresses our business needs for an integrated benefits/HR/payroll platform to run our internal business operations.

Pros

  • Highly customizeable via multiple features that have high level of detailed setup configurations. For example, the Entitlement feature allows you to set up very granular rules and timing recurrences for when/how employees should accrue sick/vacation/floating holiday time.
  • Continuous calculation of payroll. All changes made in the system can be brought up to current for payroll with the click of a button.
  • Automation of HR related Dayforce functions. Using the Data Mapping rules, you can configure Dayforce to automatically populate data into employee profiles, cutting down on manual administration.

Cons

  • Reporting. Dayforce's reporting tool is rather basic in what is readily available and understandable by customers without Support intervention. To really get the most out of the reporting tool, you need to have a good understanding of writing SQL queries and how Ceridian's database is constructed, which is not readily disclosed.
  • Upgrade releases. There are constant system upgrades and hotfixes being applied in the system. They come constantly and it can be hard to keep up with the constant changes and new features, but there are also the bugs that arise with each new release or hotfix that can interrupt daily operations.
  • Platform stability and speed. Because Dayforce is currently being migrated away from Silverlight and to HTML, the platform is unstable and prone to freeze or crash after prolonged usage.
  • The amount of bugs and issues have arisen as a result of the most recent release has slowed down our ability to manage our daily workflows, there have been at least 1-2 minor to moderately impactful issues that we need to take time out of the day to immediately address.
  • Dayforce's robust employee profiles and HR tools have allowed us to move completely away from any physical employee files since all legally relevant and essential data is safely and clearly stored in the platform.
  • The reporting tool while a bit intimidating initially, has proven to be flexible enough to give us the data we need for compliance, business, and daily operation needs.
Dayforce HCM is the first multi feature platform I've used. My experience with iCIMS was limited to just the ATS functions. Having payroll, HR, and benefits all rolled into one system has proven to be invaluable in assisting with managing an organization and its daily operations.
Dayforce would be well suited to a company with a good HRIS team that is ready to study up on the system prior to implementation. Dayforce's high degree of customization makes it a powerful tool with great potential but requires great care in configuration and a solid grasp of all of the various features and tools packed within the software.

Using Dayforce would most likely be overkill and less desirable for smaller companies, as it can be difficult to constantly update and change the configuration of the company as company size and business complexity scale.

Dayforce Feature Ratings

7.9
Employee demographic data
8
Employment history
9
Job profiles and administration
10
Workflow for transfers, promotions, pay raises, etc.
8
Organizational charting
5
Organization and location management
10
Compliance data (COBRA, OSHA, etc.)
5
8.8
Pay calculation
10
Support for external payroll vendors
8
Benefit plan administration
5
Direct deposit files
10
Salary revision and increment management
10
Reimbursement management
10
6.7
Approval workflow
8
Balance details
7
Annual carry-forward and encashment
5
8.6
View and generate pay and benefit information
10
Update personal information
7
View job history
6
View company policy documentation
10
Employee recognition
10
Asset Management ()
Not Rated
5.7
Report builder
7
Pre-built reports
6
Ability to combine HR data with external data
4
Integration with other HR capabilities ()
Not Rated
8.0
Performance plans
8
Performance improvement plans
8
Review status tracking
8
Review reminders
7
Multiple review frequency
9
8.3
Create succession plans/pools
8
Candidate ranking
8
Candidate search
9
Candidate development
8
8.5
New hire portal
10
Manager tracking tools
7
7.5
Corporate goal setting
7
Individual goal setting
7
Line-of sight-visibility
8
Performance tracking
8
7.0
Job Requisition Management
7
Company Website Posting
6
Publish to Social Media
9
Job Search Site Posting
7
Duplicate Candidate Prevention
7
Applicant Tracking
7
Notifications and Alerts
6

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