Full-featured solution with a bit of a learning curve
Overall Satisfaction with Ceridian Dayforce HCM
Dayforce HCM is being used across the organization in all departments. It is used by staff from entry level up to executive level. We use Dayforce HCM as our HRIS system and payroll software. One of the main solutions it provides is allowing a more fully featured and automated onboarding process for incoming employees. While we continue to emphasize in-person onboarding, we have simplified the documentation and policy work to leverage Dayforce's functionality to keep track of the onboarding process, acknowledgement of documents and any other employee files that are needed, by keeping them conveniently located and easily accessible. With a large staff, Dayforce also provides a time clock for our employees to punch in and out (for work and lunch) which makes tracking hours for our team much easier across multiple locations.
While Dayforce HCM also offers options for recruitment, training, and performance management, we do not currently use those to their full ability. At this time, we are looking to integrate Dayforce into those activities more regularly, but we are taking our time to evaluate how to best utilize its capabilities to enhance the process.
- One stop shop for all of your HRIS needs. Employee files are easily accessible to anyone with the access privileges and it allows employees to review their files/agreements and any other documents with ease.
- Dayforce HCM provides a great deal of options. By integrating options into a single solution, it allows for the streamlining of HRIS, payroll, performance management and recruiting processes once you're used to the system.
- Employee experience - while the admin aspects of Dayforce can be complicated, the end-user experience for the employee is incredibly straightforward, largely intuitive, and provides ease of access to anything an employee would need without the requirement of requesting the assistance of a supervisor/manager.
- From an administrative standpoint, the system, while full-featured, can be overly complicated and cumbersome to use at times. This is definitely a system where you will need to spend some time becoming a master of its many options, and not something you can just pick up with little effort.
- For Managers, the process of verifying time clock punches can be time-consuming as there are few options to make changes to how the system processes punches and determines whether it is something that warrants attention or not. As it is, our team spends more time than with our previous system verifying time clock punches.
- File associations can be somewhat hit-or-miss when you are updating or adding a new policy or file document that is intended to be visible to all employees. Dayforce will often accept everything required for this process, but then fail to display the associated file. This has and can be fixed with the assistance of support, but the occurrence of this issue is far too frequent.
- We have definitely seen increased productivity by saving time on some processes that were previously managed outside of Dayforce, such as onboarding employees. By taking the majority of the documentation online to Dayforce, we have been able to start the process sooner and eliminate the need to have it all done on the first day. It also presents employees with the opportunity to complete elements of their onboarding at their leisure.
- We have also seen a reduced reliance on paper, as we have shifted all documents to electronic via Dayforce. A strong example is the employee file, which no longer requires copious amounts of office space to store as it can be stored in Dayforce's HRIS while providing easy access to anyone who needs it.
- The main negative impact on our team has been the excess time that managers have to spend verifying time clock punches so that there are no errors and they won't negatively impact payroll processing. This has become a bit of a "thorn in the side" at times as managers are already busy enough.
The most effective ways that Dayforce HCM enables compliance is through the automatic processing of payroll deductions, tax withholdings, benefit/insurance deductions/payments, vacation policies and overall Human Resource policies for the organization.
Payroll processing takes much of the busywork out of the hands of an accounting team and requires verification and confirmation instead of time-consuming calculations. Moreover, as Dayforce utilizes up to date tax information, we can rest easy knowing that any errors will be minimized, if not eliminated entirely. It allows for the confidence to complete the payroll process without second guessing and being able to focus on what's next.
As for HR/Organizational policies, the ability to quickly provide updates to employees, allow for new acknowledgements and tracking employee acceptance of policies ensures that we have a verifiable record for our employees and any future need to demonstrate compliance with regulations such as WHMIS or the AODA.
Previously, we would have to bring all of this data together to successfully make these informed decisions. By employing Dayforce, we are able to use the detailed and robust record generated to make better informed decisions about hiring, scheduling and compensation. We can review an employee's attendance with ease and make changes based on what trends are occurring. When we hire someone, we can utilize current employees in the same or similar role as a sort of benchmark for performance and expectations.
When it comes to compensation, we can leverage the full picture of the employee and understand the value that they add to the organization to make a decision that is fully informed and data-driven.