GNC Ceridian Dayforce Review
MariBeth Theusch profile photo
October 29, 2019

GNC Ceridian Dayforce Review

Score 6 out of 10
Vetted Review
Verified User
Review Source

Overall Satisfaction with Ceridian Dayforce

We are using Dayforce for Timekeeping, HR, Payroll, Benefits, Recruiting, Onboarding and we're about to implement the Compensation Module. We implemented Dayforce so that we had a complete HCM solution. We also wanted to eliminate paperwork and tedious tasks for our managers and HR Administrators. We also wanted to create a better experience for employees, potential employees and onboarding employees.
  • TAFW requests work very well. It has done away with paper and saved time for both the employee and manager when requesting time off.
  • Open Enrollment works very well. Last year was our first OE and our employees loved it! Doing away with the paperwork was a big timesaver.
  • Payroll processing is extremely efficient. The PR Admins love the preview features that help them ensure that payroll is correct each and every time.
  • We are still unable to use Attendance Management after being live on Dayforce for over a year. We have been told that one of our attendance policies can't be done in the system even though we were promised it could be done at the time we were choosing Dayforce. For our other policies, they are not working properly and no one we've worked with at Ceridian seems to understand Attendance. Our policies are very simple so this has been extremely disappointing.
  • Dayforce Support is a crapshoot. When submitting a ticket you can never be sure if you will receive a Support Rep who is knowledgeable and committed to resolving your issue or a Rep who is just trying to get that ticket closed and out of their queue. We receive inconsistent and incorrect responses fairly frequently. I've had to rely on a User Group for more accurate solutions.
  • Although we like the Recruiting feature, we would like to see more flexibility in that module. More tokens for the Offer Letter, more flexibility in the application questionnaire, etc.
  • Reporting is not intuitive and it seems to be becoming less so as new releases come out. It seems Ceridian is moving towards wanting clients to have Professional Services create all of their reports.
  • We would like to see better audits between WFM and Payroll. It is still too easy to miss hours in WFM that aren't picked up in Payroll.
  • Ceridian Tax Service has been extremely slow in handling questions. The Source Tax Online tool is clunky and difficult to extract information if you have a tax issue.
  • We have definitely seen the benefit of reduced paper - especially during open enrollment. We are now seeing it since we've rolled out Recruiting and Onboarding.
  • We purchased Document Management but still haven't been able to use it. We would like to be able to have all of our documents stored in one place but we weren't able to make that work when we implemented recruiting and onboarding. We also need a solution to move all of our stored documents in SmartSearch to this tool.
  • Employees like the mobile app and the ability to look at their schedules from the app. That has saved time for the managers.
I don't think we are seeing any real compliance difference from ADP. We did appreciate the ease of PPACA and the Component-1 reporting.
We are not using Ceridian Dayforce to its full potential, yet, to take advantage of all of its capabilities. Scheduling has been made easier by generating schedules from rotations but our managers don't like to go back in and change schedules when necessary which has hindered the effectiveness of the data. We are looking forward to rolling out compensation for this upcoming cycle and believe that will be a huge timesaver and less work than the cumbersome spreadsheets that have been used to date.

We've just rolled out recruiting but we are hoping to see great benefits from having the Talent Pool and Talent Community.
Since we just implemented Dayforce HCM a little over a year ago, we are just beginning to see the benefits. Having Benefits and Payroll in a single application has been a great time saver after Open Enrollment and after a new hire. The coordination between WFM and Payroll has gotten better. At first, we had issues with hours between the two modules not tying out but our PR Admins like having access to the timesheet data right from the Payroll screens.

Ceridian Dayforce HCM Feature Ratings

Employee demographic data
9
Employment history
8
Job profiles and administration
7
Workflow for transfers, promotions, pay raises, etc.
7
Organizational charting
5
Organization and location management
5
Compliance data (COBRA, OSHA, etc.)
7
Pay calculation
8
Support for external payroll vendors
Not Rated
Benefit plan administration
7
Direct deposit files
8
Salary revision and increment management
7
Reimbursement management
Not Rated
Approval workflow
Not Rated
Balance details
Not Rated
Annual carry-forward and encashment
Not Rated
View and generate pay and benefit information
9
Update personal information
9
View job history
Not Rated
View company policy documentation
Not Rated
Employee recognition
Not Rated
Tracking of all physical assets
Not Rated
Report builder
6
Pre-built reports
7
Ability to combine HR data with external data
Not Rated
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
New hire portal
8
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
7
Company Website Posting
6
Publish to Social Media
Not Rated
Job Search Site Posting
6
Duplicate Candidate Prevention
Not Rated
Applicant Tracking
7
Notifications and Alerts
Not Rated

Using Ceridian Dayforce

1400 - All employees use the Mobile App. The managers use timesheets and schedules. Our PR/HR Admins use the payroll and HR screens - they have different accesses to these screens. We have three employees who have administrative roles that take care of the back end set up. We would like our PR/HR Admins to utilize reporting but the administrative roles handle any more complex reporting requests.
3 - The person needs to be detail-oriented, analytical and patient. As I am learning, it is extremely helpful to have XML and SQL experience.
  • We aren't at the "innovative" stage, yet. We are still just trying to get all of the modules we purchased to function effectively and efficiently for our employees and our managers.
  • There are some functional workflows that would be helpful to communicate information to the necessary people.
  • Dashboards would be helpful to management if we can create views that are meaningful.
  • O-Data would be helpful if we could figure out how to make it work. Getting information to the executive team without them having access to the specific data would be extremely useful.
We just implemented the software a little over a year ago. We are not ready to scrap all of that work and go through another implementation.

Evaluating Ceridian Dayforce and Competitors

Yes - ADP. Because we wanted a complete HCM solution.
  • Product Features
  • Product Usability
  • Third-party Reviews
The product features were definitely the most important factor. We would have preferred UltiPro but price was the inhibitor.
I am not sure how we could have done any more research or changed the process for selection. We went through a very thorough RFP process and asked very specific questions to ensure our needs would be met by Ceridian Dayforce. Unfortunately, not all of the answers we were promised appear to have been true.

Ceridian Dayforce Implementation

We had several changes in our project lead over the course of the implementation. That wasted time and we feel it may have resulted in things falling through the cracks.
Yes - First WFM, HR, Payroll and Benefits. Then we implemented Recruiting and Onboarding. We are currently implementing Compensation and will be moving to Performance.
Change management was a minor issue with the implementation - We didn't make a lot of changes when implementing Ceridian Dayforce. We just made the software fit our current processes and policies.
  • Getting Ceridian to understand how decentralized we are and how different the payroll policies are for each of our locations.
  • We have very specific Attendance rules for our Union Employees. Our Ceridian salesperson promised that Ceridian could handle those rules but we found out as we implemented that it couldn't and the product team doesn't foresee doing the necessary programming in the near future.

Ceridian Dayforce Support

We have found that the quality of the service we receive from support is completely dependent on the support person who receives the case. Some of the support reps are exceptional and others seem to want to get the case out of their queue as quickly as possible with little regard to whether they have resolved the issue to our satisfaction. In addition, we have had many cases where one person is working the case and after not hearing from anyone for several days, we hear that a new person is put on the case because the original person is out. A lot of time is lost and we often have to re-explain the whole situation. Very frustrating.

We also get a lot of "we couldn't replicate the situation" so the case just gets marked closed.
ProsCons
Kept well informed
Less knowledgeable
Problems left unsolved
Escalation required
Difficult to get immediate help
Need to explain problems multiple times
Yes - We don't realize it's a "bug" until Support has had the case for quite some time and they can't get it resolved. Then they mark the case in "defect" status and it falls into a black hole. When the bug is fixed, I find out about it in the Hotfix notes. Support doesn't notify us that the bug has been fixed.
Teeraj Keerpal has been the true exception to the comments I mentioned previously. He sticks with a case until he gets it resolved and he keeps me updated, regularly, as to his progress and when we will speak again. He is amazing!

Using Ceridian Dayforce

I think it's very usable for the employee. I don't think it is as easy for the HR/PR admins - especially if there is an issue. There are so many setup screens that need to be looked at to try to figure out why payroll isn't calculating properly, hours aren't feeding over correctly, or benefits are not calculating properly. For the most part, they can't do their own troubleshooting. The same is true for the managers. Our managers find it cumbersome to go into make any schedule changes after the schedules have been generated.
ProsCons
Technical support not required
Unnecessarily complex
Inconsistent
Slow to learn
Feel nervous using
Lots to learn
  • Employee Self-Service is very user friendly
  • Reporting is very complex and difficult for the average user
  • Dashboards are not intuitive at all
  • Benefits setup is difficult and cumbersome