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Dayforce is a strong product
https://www.trustradius.com/hr-managementCeridian DayforceUnspecified8.1645101
Lynn Marie Caissie, CHRL profile photo
Updated August 23, 2019

Dayforce is a strong product

Score 8 out of 101
Vetted Review
Verified User
Review Source

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.
It is so easy to use one platform to deal with all things HR/PY! And no errors through duplicate entries.
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).

Ceridian Dayforce HCM Feature Ratings

Employee demographic data
10
Employment history
9
Job profiles and administration
10
Workflow for transfers, promotions, pay raises, etc.
10
Organizational charting
5
Organization and location management
8
Compliance data (COBRA, OSHA, etc.)
Not Rated
Pay calculation
8
Support for external payroll vendors
Not Rated
Benefit plan administration
8
Direct deposit files
9
Salary revision and increment management
10
Reimbursement management
10
Approval workflow
10
Balance details
10
Annual carry-forward and encashment
10
View and generate pay and benefit information
10
Update personal information
10
View job history
10
View company policy documentation
10
Employee recognition
Not Rated
Tracking of all physical assets
Not Rated
Report builder
10
Pre-built reports
10
Ability to combine HR data with external data
5
Performance plans
10
Performance improvement plans
10
Review status tracking
10
Review reminders
10
Multiple review frequency
10
Create succession plans/pools
Not Rated
Candidate ranking
Not Rated
Candidate search
Not Rated
Candidate development
Not Rated
New hire portal
Not Rated
Manager tracking tools
Not Rated
Corporate goal setting
Not Rated
Individual goal setting
10
Line-of sight-visibility
10
Performance tracking
10
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