Dayforce HCM Review
Updated March 26, 2018

Dayforce HCM Review

Cheryl Wampler, SHRM-SCP, SPHR | TrustRadius Reviewer
Score 9 out of 10
Vetted Review
Verified User

Overall Satisfaction with Ceridian Dayforce

Dayforce HCM was implemented as of 1/1/2016. We have implemented electronic timekeeping, employee self-service, electronic pay statements, total compensation statements to our employees in the US. We are currently making plans to implement the recruiting, documentation and performance management modules.

To date, the implementation of Dayforce has improved the accuracy and has saved time on our payroll processing. In addition the attendance calendar is a great tool to use for any patterns in time away. The use of the Dayforce system provides our supervisors and managers with the tools necessary for them to retrieve data on their direct reports when they need it. No calling to HR to have information retrieved. The data is at their fingertips when they need it.

We are looking forward to the implementation of the other modules to provide enhance the tools for both managers/supervisors and employees.

  • I think the Dayforce HCM product is easy and straight forward for my employees to be self sufficient in areas of their responsibility. My employees like to utilize the phone app.
  • Dayforce provides wonderful web training so the users can become familiar with the modules.
  • We are looking forward to utilizing the ACA Compliance for our 1094/1095 reporting.
  • We recently implemented the Performance Management module. Both our employees and managers like the easy of the product and the ability to converse.
  • A webinar training is wonderful, however, when your implementation team customizes the product it would be nice to have training on what and how things were programmed to meet our needs.
  • We would like to see the OSHA Recordable/ Workers Compensation in My HR become more robust.
  • Would like to see faster response to open ticket items.
  • Savings in labor as we are letting the system streamline the work.
  • We are looking forward to the recruiting being done in Dayforce and onboarding right into the system.
  • We recently implemented the Performance Management module and it has streamlined our review process.
Dayforce has been instrumental in giving us assurance in ACA compliance. We also utilize it for our time and attendance and overtime pay. Our managers, supervisor's can all see the timesheet prior to payroll running the pay check. This has allowed us to make any necessary changes prior to the payroll run.
Having one platform for all aspects of HR, payroll and talent management was one of the reasons we decided to go with Ceridian's DayforceHCM. We are excited about rollout out other modules in the near future.
It is so nice to have just one platform to use. We really love having one data base for all records. This has really made our work life much easier.
Every week we continue to think of more data, tracking, etc., we can utilize with Dayforce HCM. It will be interesting to see what additional "power" we tap into in the next 12 months!

Ceridian Dayforce HCM 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
Not Rated
Reimbursement management
Not Rated
Approval workflow
Balance details
Annual carry-forward and encashment
Not Rated
View and generate pay and benefit information
Update personal information
View job history
Tracking of all physical assets
Report builder
Pre-built reports
Performance plans
Performance improvement plans
Review status tracking
Review reminders
Multiple review frequency
Not Rated
New hire portal
Manager tracking tools
Not Rated
Corporate goal setting
Individual goal setting
Line-of sight-visibility
Not Rated
Performance tracking
Job Requisition Management
Company Website Posting
Publish to Social Media
Job Search Site Posting
Duplicate Candidate Prevention
Not Rated
Applicant Tracking
Notifications and Alerts

Using Ceridian Dayforce

Our accounting/payroll department

Manufacturing department





Property Management

2 - We currently have two employees to support Dayforce. One who is more specialized in payroll and accounting mapping and one who handles the HR tasks.
  • ACA Compliance
  • Electronic time and attendance and pay.
  • HR system including document control, performance management, etc.
  • Prior to Dayforce we used a web-based program for payroll and basic HR data. Dayforce has completely allowed us to update our processes. We have file feeds for benefits. In the past HR would be tasked with multiple vendor systems to enroll employees into benefits.
  • We have just recently implemented the performance management module for annual reviews. We have also designed a review for our 30 and 90 day "Stay Reviews".
  • We need to spend more time looking at the data we have collected in Dayforce to see what other areas of the business can benefit from the information we have captured.
The Dayforce product is very robust and our organization can continue to improve on our processes by continuing to use Dayforce. Ceridian continues to make enhancements to this product a few times a year.

Evaluating Dayforce HCM and Competitors

Yes - We replaced a Ceridian web-based product.
  • Price
  • Product Features
  • Product Usability
  • Existing Relationship with the Vendor
  • Positive Sales Experience with the Vendor
As we looked at other systems we felt Dayforce offered a very robust product. Ceridian already housed our data and Dayforce offered everything and more than what we were looking for. The Dayforce product did as much or more than the competitors we looked at.
I think as an organization we evaluated and selected appropriately for our organization.

Dayforce HCM Implementation

There are so many ways you can program with software. Take the time to think about not only how you currently perform the tasks you do in other software or by paper and think through how you might improve upon your processes in the future and what things you may want to do differently in the future.
Yes - We first went live with the Core HR/Payroll sections of Dayforce. Our entitlements, time away, benefits, employee self-service, payroll, PPACA were the first areas of Dayforce we implemented. We later moved on to other areas such as recruiting and performance management. We are currently working on On-Boarding to enhance our internal transfers and new hire experience.
Change management was a big part of the implementation and was well-handled - Many of our manufacturing employees were not use to technology in the workplace. It took awhile for them to get use to the idea that timecards would be done electronically and that they would need to login into a system to make their own changes in employee information, and to view their pay stubs. Our employees were trained on the software and the large majority were successful within the first couple of weeks. We had just a few who at six months were still very nervous about using the program.
  • Finding time to do our day to day work and find the time to test and learn the product.
  • It was hard to wrap our head around how everything would come together and how parts of the system interacts with each other.
  • File feeds can be a bear. It often takes more than one try to get them correct.

Dayforce HCM Training

The online training is very good, there is a wide variety of topics offered and several dates and times. The instructors are very knowledgeable about the subjects they are teaching. There are so many ways to program Dayforce that just the basics seem to be covered in the class.

Configuring Dayforce HCM

I think the configurability for someone new to Dayforce is too extensive and you would be better served by using either a vendor implantation team or a third party to help with the layout. Most HR people are not computer experts and this product is not for just anyone to initially setup. Over time I do believe HR people could become comfortable and be able to make some changes on their own.
For best practices for configuring Ceridian Dayforce I would strongly suggest that you utilize either a vendor provided implementation team and/or your own third party, You need someone who is familiar with the Dayforce software program to help you utilize the program to help you get the most of the program.
No - we have not done any customization to the interface
No - we have not done any custom code

Dayforce HCM Support

Questions which would effect payroll are either answered or a solution is given so payroll can be ran. Most questions I asked are answered timely there are a few questions which take longer to get answered. Typically my experience in this area has been as it relates to "How to do something".
Quick Resolution
Knowledgeable team
Problems get solved
Kept well informed
No escalation required
Immediate help available
Support cares about my success
Quick Initial Response
Yes - I have reported three. One was solved with a new release and I know the other two are being researched.
Yes, the implementation teams are usually great! They have a wealth of knowledge, there is usually more than one way to program for the result you want. You should talk where you currently are with the product/module and your future plans for use as they can help provide logical next steps.

Using Dayforce HCM

Some modules are very easy to learn and others are more time consuming. From and employee standpoint it is very easy for them to use.
Like to use
Relatively simple
Easy to use
Well integrated
Feel confident using
  • Performance Management module.
  • ACA Reporting
  • Payroll processing
  • Entitlements can be a little more complex (not too difficult)

Relationship with Ceridian

We went live on Dayforce on 1/1/2016 and since going live we have implemented addition modules. Recruiting, Document Explorer, and Performance Management. We have plans to get On-Boarding up and running next. We really like the single platform for HR and payroll. This feature alone has saved us considerable time from how we previously tracked and processed payroll.

As the administrator of our benefits, the responsibility of the ACA reporting falls on me. The ACA feature in Dayforce makes this so much easier that it is no longer the dreaded task it was prior to Dayforce.

Our sales rep is awesome. She partnered with us as we discussed what our needs and our vision for processes. She was able to have us speak with other customers to gain their perspective of the product and service. She stays in contact with us to ensure are needs continually being met.
We were told by our sales rep we would have kick-off in the June/July time period. That was delayed until late September as Ceridian was short on resources. The good news is, we did make our January 1 implementation date! We have since implemented other modules in Dayforce such as recruiting and performance management.
We negotiate in November 2014 that we would have a kickoff meeting in June/July 2015 with a go live date of January 2016. Although we did not have our kickoff until Sept/Oct of 2015 we were live as of January 1, 2016!
If you have a firm go live date, be sure to communicate that date often with your account rep. Also, if they decided they want to push out your implementation and you are not able to live with a delayed date, be sure to push back. We pushed back and Ceridian came through as the partner we were anticipating.