4 out of 5.0, Reviewed Sep 18, 2016
We should have spent more time during implementation to test our configuration. However, now that we have been live for over 2 years, we are confident we have partnered with an excellent company. They listen to our needs as a customer and develop future roadmaps to incorporate those features. We have seen positive growth over the past two years and are excited about their vision and future roadmap of the company.
Be actively involved and spend the time you need during your implementation to make sure you understand your configuration. This way as your business changes (or policy), you will have the knowledge needed to make changes within your configuration yourself. Be open to looking at your existing policy and processes. You may be able to fine tune and eliminate some steps by using Dayforce HCM.
The SaaS aspect and the fact that in all of our 35 locations the information was "real time". The product has helped save time and efficiencies in many areas (Payroll, HR, Benefits specifically).
The support system for issues (which you log as a ticket) sometimes is very effective and sometimes it takes forever to get something resolved. Over the past two years, we have seen an aggressive effort by the company to work on this area. They are aware of the issue and actively addressing it.
During implementation, the implementation team set up the configuration in a test environment. I wish there would have been more guidance on how to test. Dayforce HCM was new to us and we developed our own test scenarios but really were just guessing. I also wish the implementation team would have advised us on ways that Dayforce HCM could help us with some of our processes. A lot of those changes we figured out on our own.
We definitely would spend more time during implementation. We also tried to match processes that we had in place prior to Ceridian Dayforce HCM instead of reevaluating why the process was in place. After going live, and learning how Dayforce HCM could help us, we made policy/configuration changes which simplified many of our processes.
Overall support has been very good for general questions however continue to have a few things that remain unresolved.
We should have spent more time with understanding our configuration with the implementation team.
5 out of 5.0, Reviewed Sep 12, 2016
Very proactive in recommending this solution. Understood our needs, and the need for our company to expand its capabilities regarding a North American product.
Assemble a complete team. If you can't answer a question in the initial survey, make sure the person who can is part of implementation.
It is hard to pick one thing. Most important to us was to have a system that was North American since we had employees in Canada. For the first 10 years on having a Canadian distributor we were not able to create reports in one system. It is very valuable to have this capability. Along with that goes reportwriting. Very easy to use.
While improving, in some instances it is difficult to get all fields needed into one report. Sometimes you need to create two reports and combine them. This may be handled in a feature that we did not purchase.
Ask about a process instead of providing a yes/no answer. For example, in the old system, payroll used batches to send information. Dayforce does not use batches. However, templates accomplish the same type of task. It would have been helpful to understand from the onset that batches and templates in our case were the same/similar. Since we did not have this understanding, we went into a bit of a panic trying to figure out how we were going to accomplish the task.
Initially, I felt like we were speaking different languages between the product we were currently using vs. Dayforce. The company's implementation initially started with administrators, or power users from the current system. However, we quickly learned that we needed all major users - payroll processors, manufacturing schedule managers, time clock experts, etc. - involved in the implementation because the power users did not have all the answers. We were able to segment into subject matter experts who could focuse on learning a particular skill, enabling implementation to move at a faster pace.
Dayforce continues to evolve. We continue to find new ways to use information in other facets of the business. We are able to quickly respond to data requests and our managers and employees are beginning to increase usage of the product. For the most part, use is intuitive. Ceridian also has excellent classes to enhance knowledge.
I would never rate implementation as perfect. We had quite a bit to learn. However, I need to add additional information. We went live in 2013 and were sold to private equity in 2014. At the sale, we were split into two separate corporation (and 1 Dayforce). Both companies had new EINs, and we had an incredibly short window to create two separate corporations within Dayforce. We could not have done this without Ceridian's flexibility and support.
Implementation is never easy and it is a full-time job while you are trying to do your regular full-time job. Ceridian's implementation team constantly pushed us to ensure that the results we expected to find were what the product was delivering. We needed quite a bit of customization and they were able to deliver it. They were onsite during go-live at the facility where we expected to have the most problems.
4 out of 5.0, Reviewed Sep 9, 2016
We are overall extremely pleased with Ceridian and our vendor partnership with them. They truly take the time to get to know your business and your needs and help decide what the best solutions are for your business - which may not by the newest product they are selling. We have a very complex payroll, and we have the right solution for us at the present time. A few years ago we went through about a year of several changes in account managers. That was less than desirable. But that has since been resolved and everything has been moving smoothly ever since.
You can't be prepared enough. You need to understand your own policies and procedures like the back of your hand as well as have the ability to explain the same to the implementation team. They will do their best with the information you provide, but it is up to you to ensure they understand and to test everything multiple times to make sure it is what you need.
It is highly configurable. As mentioned earlier, we have a rather complex payroll. We have six separate payrolls that combine hourly, salary, weekly, biweekly, union, non-union, etc. A little of everything. The policies for each payroll are entirely different, and both Ceridian HPL and Dayforce handle it without any problems. Here and there we have had to be creative - but it was still able to be accomplished.
My only true dislike, as mentioned earlier, is how the Que for customer support is set up.
Customer support is set up so that when a customer calls, you automatically go to 1st level support. For some of us that have been with Ceridian a long time, and are our company's system administrators, if we are calling support we don't need 1st level support. It is a waste of their time that could go to customers that need that level of support. It would be great if they could figure out a way to allow those of us with more in-depth experience to go straight to 2nd level with our questions.
We would have utilized the 'department' fields with more detail, to help us create sub-totals in our payroll registers.
Dayforce WFM is not set up for 'tracking' FMLA per se. You can track it as attendance, see it on the calendar, etc. But I had this idea in my head that it could do more, and found a project specialist willing to work on the project with me. The end result may not look like it did in my head, but it does provide the needed information. We created two fantastic reports that provide me, 1) an employee's eligible work hours, if they have used any FMLA in previous 12 months and their current available balance; and 2)
As mentioned earlier, our implementation took close to a year. However, Ceridian really partnered with us. They didn't rush us away from our implementation specialist to customer support until we were ready. They even participated in our in-house weekly HR/Payroll meetings, so everyone felt their needs and concerns were heard and resolved.
The initial implementation went rather slow. However, I should clarify that at the time Dayforce (then called InView) was brand new and we were one of the first customers to purchase it. It was a big learning curve on both sides of the vendor/business partnership.
4 out of 5.0, Reviewed Sep 6, 2016
Being an early adopter, we experienced some lag in the deployment of new features, as the initial focus was on getting a core platform ready. But the roadmap, vision, and transparency of the future product is refreshing and coming to light.
Single user experience.
Use the opportunity to re-evaluate existing platform and processes to ensure that we implemented for the future and not just the same old.
great portal to capture client ideas, recommendations, and/or deficencies.
3 out of 5.0, Reviewed Sep 6, 2016
In the beginning starting to work with Ceridian they had just acquired Dayforce and were experiencing growing pains. We were caught up in some of the internal drama within Ceridian between the old company and the newly acquired company. But in our few short years with them, things have truly turned around for the better. We see new and innovative enhancements to the system. We truly feel that we are part of the decision-making structure and direction the company is going. Ceridian staff makes this company unique as they do care about their companies they are bringing online and it appears they are learning from each start-up and then bringing this experience to the next start-up.
Take a breath and RELAX, it will all be OK in the end but you should know there will be some stressful moments ahead of you.
I love that it is all in one package and has many pieces like recruitment, time management, performance management etc.
Sometimes calling into first level support can be a bit frustrating as they are triaging your call. We always get to an answer, but when you have a problem and you are under a time constraint to get an answer, sometimes that first level call initiation can be frustrating.
I can't think of anything right now, Ceridian is really taking steps in the right directions to help people with their start-ups with the Ceridian products.
We are currently looking at migrating from Dayforce HCM to Dayforce WFM and to stop using HPL, CESA, and Self Service and using it all within the Dayforce WFM product. We will do better data clean up, data gathering and better definition of our direction with this migration. We will also, utilize the online training and online help for migrating clients.
As I stated before, when using support and explaining the issue to first level support sometimes is a bit
4 out of 5.0, Reviewed Aug 29, 2016
Very user friendly
take your time
don't always listen to customers
I would implement more slowly to understand the business needs
the product constantly evolves
5 out of 5.0, Reviewed Aug 29, 2016
The Ceridian Dayforce team was great. They walked us through each area of the process with patience and expertise.
Use XOXO. Get to know other customers. Learn everything you can about each piece you are implementing. If you are a benefits person, learn payroll. It's important that all implementation members are present during all pieces of the product.
That it has a solution for all of our needs.
The help desk/ticketing process. It isn't easy to call and get immediate answers. There is an escalation process and a ticketing allocation process.
Not outsource carrier feeds. The time change and language barrier has resulted in many issues.
We would have had more cross training within our own implementation team. We had a lead team member leave the company in the middle of implementation and many of us didn't have access to what she was working on.
The ticketing process and issues are a challenge.
2 out of 5.0, Reviewed Aug 23, 2016
Is not a complete HCM - customer service and reports are not user-friendly. Non-compliant
Excellent customer service and could provide a full package system.
Talk to as many users as possible.
2 out of 5.0, Reviewed Jun 6, 2016
It is not the most effective tool now that we need to roll it out on a global basis. At this time, we are only using it for Canada. We are in the process of selecting a global solution as our HRIS system.
Ensure that you know the roadmap from your HR group.
proper RFP that includes the future roadmap for HR needs.