Dayforce HCM Advocate
Updated October 16, 2018

Dayforce HCM Advocate

jennifer soccio | TrustRadius Reviewer
Score 10 out of 10
Vetted Review
Verified User

Overall Satisfaction with Ceridian Dayforce

Our company uses the Dayforce system for the day-to-day payroll and HRIS duties. It aides us in management of our greatest expense, employee compensation and benefits. With this program we can have a singular view or an enterprise view of any aspect within the system. From onboarding to offboarding, we have connected the system as our system of record, time management and compensation for the employees. It is the operations resource for daily management of the employees.
  • Many of our employees are shared between locations, and several with multiple jobs as well. The one system record prevents us from having confusion on employee data, benefits or compensation. The one system record aides in compliance with labor law.
  • The self-service function for the individual employees provides an opportunity for change, viewing or printing of their data without having to make an appointment with Human Resources. The self-service function cuts down on the HR department having to reprint check stubs or write income validations for employees. The employee can print it for themselves or view it on their data phone at their leisure.
  • Our regional managers can report findings that are company specific, based on the information we built during implementation. Our ability to customize fields and flow of employee data allows us to manage it the way we work/run the company.
  • The customer support portal is the most problematic area. There have been great improvements from the beginning to now, but with customer support - there is always room for improvement.
  • The system is costly, but it is a very robust system that is worth the cost if you work the entire system correctly.
  • It was hard to truly give a ROI for our change. We moved from a watered-down payroll software that we knew was not doing everything for us that it needed to do. What we anticipated was met and exceeded less than two years after our conversion. We had a better view and understanding of the holistic level of information, we had amazing control over the data and what to do with it - we leveled up our management capabilities under the new system.
  • Our regional managers now have the ability to review their locations on a peer level or slice down into an individual location. In the previous software we only had the option of looking at one dedicated location at a time. The system would not allow us to share data from one location to another, and was problematic since we share LOTS of employees between locations.
  • The capability to view and understand the company level information without having to pull dozens of reports to merge together. The reporting will let us pull as much or as little together in the scope to view.
Our organization lives in a per-patient-day (PPD) existence. If we admit or discharge multiple residents, it changes the need that we have on staffing levels. With our ability to dive directly into the daily, shift-level or week-level of time - then we can better forecast staffing change needs. With schedules, we can anticipate on measurable PPD data what needs we will most likely have in the next month and adjust our recruiting efforts on the same data. From the employee perspective, they like being able to view what their work yields to them in gross wages. Win-win for us.
Being in healthcare, compliance sets many rules and expectations for us. Adding in Payroll Based Journal (PBJ) reporting this year added another layer of compliance requirement. ACA, PBJ, DOL, Wage and Hour...there are so many agencies that rely on our accurate reporting capabilities, and our liability relies on it as well. The employees don't question the reliability of the software as it pertains to their payroll check. We have undergone several DOL routine audits and because of the good record-keeping and ability to export the data from the system - we have had minimal problems. We are required to report up several buildings payroll specific numbers for the DOL random auditing program. The system has been easy to configure data that aides in submitting these reports timely.
Dayforce has demonstrated a strong capability in tying the multiple systems together. Most of the other applications we looked at were either very clunky in application, reporting or processing. Most of the systems do not have a single-port of access, but rather have at least two systems that speak with one another. Others had issues with having a single profile for employees that work in multiple sites.
It seems to me that Dayforce HCM is geared more to a larger company or a company with multiple sites. For a small company, this system may be too robust for their use.

Dayforce Feature Ratings

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

Using Ceridian Dayforce

We try to use every bit of input capability and knowledge output with our system. Some of our departments are managing the employee time, while others focus solely on employee pay. Others are managing the O-data to operational view capabilities that report off and do our predictive analytics. Some are running reports and trying to meet the demands of knowledge and education based on the findings.
3 - IT support the time keeping systems, the data lines and the accessibility factors - this is two employees at max times. Our HRIS Director is involved daily with monitoring, reporting, updating, creating education points and running interference with updates and modifications to the system. The skills required are a robust knowledge base of the general working system, and the overtime of getting into the system and learning the lesser know trick areas and how to manage potential issues.
  • Predictive analytics
  • ACCURATE time
  • ACCURATE pay
  • management of the employee data, using the full HRIS capabilities
  • PBJ
  • Keeping up with licensure and certification renewals
  • keeping up with immunizations and health card double checks
  • transparent data access to upper management for items that formerly had to be scanned/emailed for information access
  • Not sure, will talk more about this with our team
They meet and exceed our needs for the system. They have been a good partner in managing all our employee data. The larger our company grows, the more important it is to all of our operations and finance teams to have robust data at our fingertips to use every single day.

Evaluating Ceridian Dayforce HCM and Competitors

Yes - We replaced Paycom with Dayforce HCM. This was an apples to oranges switch because the Paycom product was the base product without any bells and whistles. We needed a program that would better meet our enterprise needs without having to log in and out of the program dozens of times to pull enough data to make educated decisions from a high level view. We could not merge our various accounts (each of our locations is a stand-alone EIN) for regional view from the system. This was a growing problem for our organization and with ACA looming in the future for us (at that time) it was even more important to make a change.
  • Product Features
  • Product Usability
  • Vendor Reputation
  • Positive Sales Experience with the Vendor
  • Third-party Reviews
Consolidated view capabilities of our multiple EIN sites. As a management group you need to be able to make educated decisions on how information will impact multiple layers of both the business and the people involved. We share so many employees from site to site, we needed to see them as a singular company employee and provide their compensation and benefits on the same premise, while still making labor management decisions that make sense to the company as a whole.
Not sure I would go a different route. I am satisfied with the Dayforce HCM product that we use. The only thing I may have changed would be to dive better into what the Operations team needed for individualized reports. These were easier to develop in the implementation period rather than later in the live environment.

Ceridian Dayforce HCM Implementation

Allow yourself a sufficient period, and if you hit snags TALK with your implementation team. Do not try and figure it out on your own. The team is great to help you out and keep you from getting too frustrated with the process. We gave ourselves a short window to work in and it challenged us very, very much.
  • Vendor implemented
  • Professional services company
We used a combination of Dayforce/Ceridian employees and two representatives from Wise Consulting. They helped us with all levels from configuration to getting us through the first year-end process. I am still thankful, three years later, that we had such an amazing implementation team.
Yes - That was 3 1/2 years ago, I don't really remember strong details. i remember weekly meetings with specific goals set by the team as a whole. We seldom crossed from one aspect to another without first completing the previous task to a workable stop. Ceridian team-led this process with weekly teleconferences, and documented take-away plans for all sides of the table.
Change management was a major issue with the implementation - We implemented MULTIPLE levels of change with our conversion. Many of the levels were internal processes that did not have anything to do with Dayforce, but they aided us with their experience and expertise in payroll processing so that our end product would be what was needed by our organization. The implementation team showed us alternate ways of planning that could impact differently from what we brought to the table. In the discussions and meetings we came up with a plan that met the most important needs of our organization.
  • As we brought on new locations in our ever-growing company, we would assume their pay periods and pay dates. Ceridian helped us to streamline this to a bi-weekly plan with two separate pay groups to better organize and economically forecast payroll costs.
  • Training. They provided us with a great trainer to train our mid-level Human Resources team (that was responsible for training the locations), the payroll team and selected field representatives that acted as our guinea pigs for how to train the field as a whole. Ernesto came to our location for a week and was patient and thorough with the education. This was essential since we were still running another program for payroll output. (learning and working on separate programs can be very confusing!)

Using Ceridian Dayforce HCM

I enjoy and use the system daily with limited problems.
Like to use
Relatively simple
Easy to use
Technical support not required
Well integrated
Quick to learn
Feel confident using
  • Time Away
  • Timesheets
  • My HR
  • Employee Detail