Dayforce is a strong product
Updated August 23, 2019
Dayforce is a strong product
Score 8 out of 10
Overall Satisfaction with Ceridian Dayforce
We use Dayforce to pay hourly and salaried employees (both overtime-eligible and non-overtime eligible) at our 7 locations across Canada. Benefits and retirement savings are also managed in Dayforce. We are able to make common documents available to our employees with this system. As an HRIS, Dayforce is a superior product. We executed a vanilla implementation of our paper-based system to the Performance Management module for the 2018 review cycle in January 2019. For the users, it was intuitive and user-friendly. For upper management, it provided transparency. We are currently preparing to launch the Compensation Management module; transferring our solid comp practices to the module is a breeze, and we are looking forward to further transparency with the reporting capabilities of Dayforce. Two additional Dayforce projects are upcoming for us in 2020: Recruitment and Onboarding. I find having a fully integrated system that synthesizes information to employees, managers, executives, and HR provides a springboard for us to move on other value-added activities.
- The concentrated attention given by implementation specialists for individual modules is superior, and is very helpful in ensuring that the end result is a success.
- The annual INSIGHTS conference is well organized and informative. I've found tips and tricks at those conferences that have been particularly helpful.
- The AHA board is a great place to make suggestions for improvement and it gets particularly active when there is a new release.
- The post-implementation support for pay, benefits, and HRIS, when our consultant left and we needed to get into the weeds, was poor.
- It's a good thing that 7000 things were done right and only 100 were left outstanding - but those 100 things gave us whopping headaches.
- When pay is changed retroactively Dayforce does not report hours in the correct week, which erroneously evaluates average earnings for EI purposes,
- and causes our employees some heartache. Previous Ceridian pay systems did not have this problem.
- Reduced reliance on paper.
- Ability to schedule reports and download to use in Power BI applications for keeping HR metrics.
- Coordinating some HRIS information with IT information to better manage the employee experience with our systems.
We are in compliance because we configure our system to be so—pay, taxes, retirement savings caps, benefits - what's taxable and what isn't, overtime, eligibility rules, scheduled meal breaks, and regulatory hours of work—to name a few.
Our hiring decisions are still made largely outside Dayforce, but compensation, performance management, scheduling, and HR metrics reporting are some areas where the one-user experience is great.
If you are considering moving your payroll from your current system to Dayforce, make sure you have one or two dedicated employees to shepherd the process and who will stay with the company once implementation is complete. It's easier to hire someone to temporarily fill in for you than to replace the consultant who leaves once implementation is deemed complete—and implementation is never deemed complete until you have gone through one whole cycle (usually one year).