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Dayforce pulls all the HR functions together in one place
October 30, 2019

Dayforce pulls all the HR functions together in one place

Dana Lyons | TrustRadius Reviewer
Score 9 out of 10
Vetted Review
Verified User

Overall Satisfaction with Ceridian Dayforce

We started implementation in February, 2019 and first used Payroll and Benefits in July and will also be using Recruiting, Onboarding, Performance, Compensation, Dashboards and learning Management. We had a patchwork of systems we were using for all those things and this will combine most everything for us making us all more efficient.
  • Benefits and Payroll Integration - changes happen in real time.
  • Workflows - still working on creating some but we created some so that when employees make changes, we are notified and that's great so nothing goes unnoticed.
  • Site is easy for employees to navigate and has a 'clean' presentation.
  • Recruiting - seems like it could use some enhancements based on feedback from our recruiters. It doesn't have the same functionality as our stand alone system did but hopefully there are some updates coming to fix some gaps.
  • Compensation - seems a little clunky but could be just because we haven't used for a cycle yet.
  • Implementation - seems like some time spent up front understanding our organization set-up and needs could have saved some time and angst in the long run.
  • Once we are 100% up and running we anticipate a lot of efficiencies in the HR department but hard to quantify at this point.
  • Giving employees the ability to update addresses and direct deposit will result in less errors on the HR department.
  • Org charts will help everyone see where they fit into the organization and cut the learning curve for new hires trying to learn who is who and where they fit in.
We are pleased with benefits and healthcare reporting in regards to ACA and tracking eligibility for part-time employees. Compliance with State Tax withholding will help prevent mishaps from occurring.
Still implementing but should help with compensation particularly since we are using the Performance modules and learning management. A manager will have access to all those things and the pay equity graphs in compensation will help enormously as well.
I can't really respond to this - we use a different system for time keeping and import to Dayforce. Previously, we did the same but with a separate payroll vendor. Overall, combining everything but the time and attendance will be a tremendous help to the organization.
We are still in implementation but we have the idea and vision that Dayforce will work well for us overall. We know that any system is going to have some limitations and may require some adjustments to current processes on our part but we are happy with the aesthetics of the software and our employees are finding it easy to use as well. I have a family member also in HR and she has used Dayforce at a prior employer and had a very positive experience with the software as well.

Dayforce Feature Ratings

6.9
Employee demographic data
8
Employment history
1
Job profiles and administration
7
Workflow for transfers, promotions, pay raises, etc.
7
Organizational charting
9
Organization and location management
9
Compliance data (COBRA, OSHA, etc.)
7
8.0
Pay calculation
8
Support for external payroll vendors
Not Rated
Benefit plan administration
8
Direct deposit files
9
Salary revision and increment management
8
Reimbursement management
7
6.0
Approval workflow
6
Balance details
Not Rated
Annual carry-forward and encashment
Not Rated
8.7
View and generate pay and benefit information
9
Update personal information
9
View job history
Not Rated
View company policy documentation
8
Employee recognition
Not Rated
8.0
Tracking of all physical assets
8
7.5
Report builder
7
Pre-built reports
8
Ability to combine HR data with external data
Not Rated
Integration with other HR capabilities ()
Not Rated
8.0
Performance plans
7
Performance improvement plans
7
Review status tracking
9
Review reminders
9
Multiple review frequency
8
Not Rated
Create succession plans/pools
Not Rated
Candidate ranking
Not Rated
Candidate search
Not Rated
Candidate development
Not Rated
8.5
New hire portal
9
Manager tracking tools
8
8.0
Corporate goal setting
Not Rated
Individual goal setting
8
Line-of sight-visibility
8
Performance tracking
8
6.3
Job Requisition Management
6
Company Website Posting
6
Publish to Social Media
5
Job Search Site Posting
7
Duplicate Candidate Prevention
7
Applicant Tracking
7
Notifications and Alerts
6

Evaluating Ceridian Dayforce and Competitors

Yes - We had separate systems for Recruiting, Performance, Payroll and Benefits. We tracked learning on a spreadsheet. We wanted software that could combine most, if not all of these things together and Dayforce fit the bill.
  • Price
  • Product Features
  • Product Usability
  • Product Reputation
  • Positive Sales Experience with the Vendor
  • Analyst Reports
  • Third-party Reviews
We did a lot of research and consulted with HRIS professionals to make sure we were on the right track with a product that could combine most of our HRIS needs. Other than great reviews, the one prevailing factor was the single database of employee information. Too many other systems are patched together and seem to pull from difference places based on feedback I heard from other people.
I don't think I would do much more up front except make sure that we had a good process in place to review our needs with the vendor and ensure we had a strong implementation team.