Dayforce is effective in basic payroll and benefits, but won't work for complex organizations
October 23, 2018

Dayforce is effective in basic payroll and benefits, but won't work for complex organizations

Anonymous | TrustRadius Reviewer
Score 5 out of 10
Vetted Review
Verified User

Overall Satisfaction with Ceridian Dayforce

Dayforce is currently being used as a shared service platform for HR, payroll, and benefits, for my company, as well as, 20+ subsidiary companies under our service umbrella. It allows us to handle our payroll and workforce management needs, including time away from work, timesheets/timeclocks, time-off requests. Also, we use Dayforce for our benefits enrollments, and life event changes. Basic HR information is also stored.

Pros

  • Payroll - We have many different pay groups and pay frequencies across the many different companies in which we provide service to. The pay process is generally reliable, and consistent across many different variables.
  • Benefits - Dayforce has been able to successfully accommodate the many different plans, options, and rates. The straight-forward Open Enrollment process allows employees to easily input any benefit changes on an annual basis.
  • Support Team - Over the last 12 months the quality of the Support team has greatly improved. With a unique company, we tend to have a lot or unique situations, so we end up turning to support to get advice or clarification on many items. They are generally quick, efficient, and follow up to make sure the answer is satisfactory.

Cons

  • System Administration - The organizational setup including the Jobs/Positions table, and the department tables are universal for the entire platform. I wish we had the ability to separate these out by legal entity to help delegate some of the responsibility within a complex organization.
  • HR Admin - The Employee Data Mapping Rules generally end up causing more problems, than the time and effort it is supposed to save. They provide only a limited number of fields to help generate other data of, it becomes nearly impossible to truly expedite the hiring process.
  • Silverlight vs. HTML - I know this is an issue that they are gradually solving, but it is still a critical issue that was not solved soon enough. Especially from an administrator's point of view, I hate having to toggle between IE and Chrome. Chrome is faster and much more reliable; however, not all screens are compatible.
  • Dayforce has limited our ability to provide effective support to our subsidiary companies within our service umbrella. Due to the org structure/setup, we are unable to delegate many of the desired responsibilities to the subsidiary HR personnel, which results in additional manual effort on our end.
  • The whole idea of "One Set of Records in One System" is something that Dayforce over-inflates the idea of. Their are still many difficulties with having each of the different modules, "talk" to each other, whether it is Benefits and Payroll, Payroll and HR, etc
  • Many of the ancillary modules that Dayforce releases are not fully thought out and developed at the time of release, which furthers the negative view of Dayforce that many our of Admins and Employee have of the system. We have tried to utilize Dayforce for their Performance Management, Recruiting, and Compensation at various points over the last three years, and all have failed us in basic ways.
Dayforce does do an effective job at enforcing payroll compliance. One of the unique aspects of our organizations, is that we operate in nearly every state in the USA. Keeping track of state and local tax laws, Overtime requirements, etc, is burdensome. Dayforce helped us setup this up correctly he first go around, and now we rarely have to worry.
I completely disagree with the way Dayforce portrays they single application and/or single record model. Their are too many aspects of the system that do not allow us to operate under this guise. Perhaps it is our multi-legal entity model, that becomes a problem for Dayforce, but we truly lack the ability to handle our workforce from multiple locations/people.
Although, I don't feel that it is effectively "one model", at least it allows us to not worry about importing/exporting data between systems on a regular basis. It is always easier to be able to jump back and forth between different modules to check on an issues, than to have to look in a completely different system.
Dayforce seems particularly good for companies in a retail or manufacturing environment, due to its extensive history and reliability in the areas of time collection, flexible scheduling, and payroll rules for non-exempt employees. Dayforce is not very well suited for companies that are complex in their structure, are more "flat" in structure (smaller hierarchy from top to bottom). The lack of flexibility to accommodate multi-entity organizations, really makes Dayforce a struggle to use.

Dayforce Feature Ratings

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

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