Ceridian Dayforce -- A User's Perspective
August 15, 2019

Ceridian Dayforce -- A User's Perspective

Anonymous | TrustRadius Reviewer
Score 3 out of 10
Vetted Review
Verified User

Overall Satisfaction with Ceridian Dayforce

We use it for HRIS and payroll, including recruitment, benefits administration, payroll taxes, onboarding, timekeeping, Obamacare compliance, EEO compliance, document management, management reporting in regards to labor, W-2's, I-9's, exporting labor dollars to the general ledger, MBO tracking, bonus payments, hourly incentive pay tracking, and union issues regarding pay & dues, 401k interface & reporting, etc.

Pros

  • Payroll: because Ceridian Dayforce is able to customize its configuration to math both Union & Non-union work rules & pay practices.
  • Benefits Administration: again because of the configuration flexibility available from a stellar team.
  • Time & attendance tracking: it is an integrated solution.

Cons

  • It takes way too much time in adding new functionality and not making the current functionality work smoothly.
  • Nearly every release 'blows-up' some element of our instance, and we only discover it after some employee's pay or benefits are impacted.
  • Support is not staffed adequately to handle the issues that arise -- they often are forced to hand off issues to the developers or professional services, just so we can be charged 'big bucks' to fix their issues.
  • The benefits module costs more to maintain each year for open enrollment than it cost to set it up in the first place. A total 'bait & switch' blindsiding we never saw coming.
  • Virtually none. It's a huge cost with little to no ROI.
  • If anything, it makes our life more complicated and expensive.
  • At the risk of sounding like a 'Luddite,' I'd go back to paper if I could.
We really don't see much difference. Again, all the modules need to be 'uniquely configured,' so what is the advantage?
It's well-suited if you have a team of in-house developers in your IT department. It's not appropriate for mid-sized (i.e. 1,000 to 5,000 employee) sized companies with a limited in-house IT Staff. There are far too many issues sent to professional services where we get charged exorbitant fees to address. If switching to a new vendor was not such a hassle, I'd switch tomorrow.

Dayforce Feature Ratings

3.7
Employee demographic data
6
Employment history
2
Job profiles and administration
5
Workflow for transfers, promotions, pay raises, etc.
4
Organizational charting
1
Organization and location management
2
Compliance data (COBRA, OSHA, etc.)
6
5.5
Pay calculation
6
Support for external payroll vendors
6
Benefit plan administration
5
Direct deposit files
6
Salary revision and increment management
5
Reimbursement management
5
7.0
Approval workflow
7
Balance details
7
Annual carry-forward and encashment
7
5.5
View and generate pay and benefit information
6
Update personal information
6
View job history
5
View company policy documentation
5
Employee recognition
Not Rated
Not Rated
Tracking of all physical assets
Not Rated
1.7
Report builder
2
Pre-built reports
1
Ability to combine HR data with external data
2
Integration with other HR capabilities ()
Not Rated
Performance Management ()
Not Rated
Not Rated
Create succession plans/pools
Not Rated
Candidate ranking
Not Rated
Candidate search
Not Rated
Candidate development
Not Rated
4.0
New hire portal
4
Manager tracking tools
4
Performance and Goals ()
Not Rated
3.9
Job Requisition Management
5
Company Website Posting
5
Publish to Social Media
5
Job Search Site Posting
5
Duplicate Candidate Prevention
2
Applicant Tracking
2
Notifications and Alerts
3

Comments

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