Dayforce is a people platform that simplifies HR operations. As a unified HCMS, it delivers HR, payroll, benefits, workforce management, talent, and analytics—helping organizations boost productivity, stay compliant, and make smarter decisions with embedded intelligence and personalized experiences.
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Epicor HCM (discontinued)
Score 9.6 out of 10
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Epicor HCM supplied human resource management system (HRMS) capabilities, but Epicor has stopped offering this functionality and company's HR applications are no longer available.
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Pricing
Dayforce
Epicor HCM (discontinued)
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Pricing Offerings
Dayforce
Epicor HCM (discontinued)
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Free/Freemium Version
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Premium Consulting/Integration Services
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Entry-level Setup Fee
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No setup fee
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Community Pulse
Dayforce
Epicor HCM (discontinued)
Considered Both Products
Dayforce
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Anonymous
Chose Dayforce
We selected it because it is great to have a single software that centralizes everything. Efficiency was increased from not having to go into different software and screens. This software allows our HR and Payroll department to works more closely.
Dayforce has great customer support, and you can always count on them to get you the professional help you need. It is a great place to store all your personal data in a very secure manner by assigning different user roles. The only thing where I wouldn't see it appropriate is for very small-scale companies, less than 50 people.
I could not recommend this system to anyone. If you do decide to go with this system, depending on organization size, you'll need at least one dedicated IT person with SQL/Report-builder experience to manage the system and reporting, as well as another full-time HR member to manage other administrative set-up and deal with the many, many, user support issues that will crop up. I'm shocked at the number of positive reviews for this product. A couple of them reiterate the same thing such as each of use (which is completely untrue) and many fields/tables for data storage, which leads me to believe that they're from Epicor or Epicor consultants
Timesheets show everything that time has been charged to in a quick glance. There is a lot of information displayed onscreen and is very easy to decipher.
Employees charge their time on a well-designed front end program, and data is gleaned from that and dispersed into the various timekeeping and expense tracking modules.
The abilities to charge time to direct, indirect and downtime are all valuable- see where time is being spent and use it as a coaching tool.
Compliance is one area that needs further attention. For example in candidate self-service, the admin and managers can see the candidate's demographic information as part of their application, which shouldn't happen. If an internal candidate applies for a job, the hiring manager automatically gets access to that employee's record just like their regular manager.
On the timesheets module, there are issues with CA specific OT calculation rules on a bi-weekly payroll, where it does not calculate OT for time worked in excess of 5 consecutive days. Also, the application has random (but rare) occurrences where it resets the time zone to the server time zone for users that clock-in/ out.
Customizations that require professional services contracts can be somewhat difficult in terms of getting resources assigned. When upgrading the system to a new version, the admin has to conduct its own testing, including all and any customizations made to the system and then work with Epicor on resolving any issues.
Customer Support structure could be better. Currently there is no official filtering of issues and expected response time for different kinds of issues, except for system access. When offering payroll and time keeping, the customer support should reflect reduced time for resolution of issues in these time sensitive areas.
User training. Epicor HCM offers no free training, aside from webinars on new version releases. While they do offer training sessions, users have to pay for it. From a customer perspective this is difficult to accept. You pay to purchase the system/ module, but if you want to learn how to use it, you have to pay again.
We are highly invested in Ceridian's Dayforce product. It give us the flexibility and scaling that our growing company needs. Its potential reaches beyond the basic HR functions to the decision making that our Management Team needs. Ceridian is always innovating the employee and employee experiences to offer cutting edge options.
I just recently lost my job after 16 years, and purposely sought out a position where I could continue to work with HCM. I am now in a similar role to what I was in before, and can continue the same type of work and enhancements that I did at my other company.
I give Dayforce a 10 because it was easy to integrate into our network since it was cloud-based. It is also user friendly and easy to maneuver around the web site. We were able to integrate three separate applications into just one site which made it easier for employees to access the tools they need
Where it's good: Epicor HCM at a high level has a straight-forward interface for navigating to the main content sections at either the employee or HR administrator level. The interfaces are consistent throughout the application, and after a brief learning curve, one can navigate through the remainder of the interface pages in any content area without too much difficulty. HCM also has great tools for making sure the analysis of data is available and accessible to non-programmer personnel. Where it struggles: One thing working against the usability of the HCM product is the overuse of the row-selection scheme for all many to many relationships. HCM uses a "select the row from the left frame" and then "enter data corresponding to this row in the right frame" scheme for most of its data entry components. One example of overuse is the employee address entry. During the first setup of an employee or during a candidate's application, HCM allows the user to specify multiple addresses. While this functionality is desired for long-term storage, an option doesn't exist to forgo this interface type for quick initial entry for the primary use case (one address per employee). This is one example, but is particularly visible when a candidate must also bridge the learning curve.
Dayforce's high availability ensures that our HR processes are supported around the clock, which is critical for a global organization like ours. The platform is cloud-based, offering reliable access from any location at any time, allowing our employees, managers, and HR teams to stay connected regardless of time zones or geographic locations. This level of availability ensures that payroll processing, employee self-service, and real-time data access continue uninterrupted, even during peak periods or unforeseen disruptions. The system’s robust infrastructure minimizes downtime, which is vital for operations that span multiple regions. Additionally, having a centralized platform that’s always available helps keep our teams aligned, ensures compliance, and facilitates timely decision-making across all our locations.
We haven't noticed any slow-down due to the integration of Dayforce WFM with our Ceridian HPL products (HRIS and Payroll). The new HTML view of the timesheets don't load as quickly as the old Silverlight view - however, we have gotten used to the change.
The product performs well. As with any software there are bugs and system enhancements needed, but there are channels in place to let Epicor know what they are so they can add to future versions. Open Enrollment and Salary Planning can be a bit slow at times.
This is dependent on what type of support that is needed. Ceridian has opportunities to make improvements relating to support on the global/UK side. I find it challenging to get problems solved quickly with our UK Native payroll. The US side is different. We tend to get our issues resolved quickly when we encouter issues on the US side.
The customer support is terrible. When we open cases, it takes weeks to get the development team to have the first look at the case. If development is required, their team commits on a delivery date and up to now—those dates were never respected. They don't do any follow up. Customer service is very bad. When we request an update on the development progress, nobody answers!
We had someone from Epicor come on site to do training, and we "shared" our trainer with another company who was also doing the same major upgrade. It was nice to have another company there so we could ask each other (and the trainer) questions. This allowed for more meaningful discussions during training.
The courses are very interactive and informative. There are classes for every topic, which allows you to make the most of the system. There are also some "go at your own pace" course which is a great option for a busy schedule.
Have a strong internal team. Communicate with your implementation team - they are there to make it work for you. Take the time to really think about how you want the system to work for you - in some cases, you may need to rethink your own business practices to see if you are working harder when the system could do it for you
As stated earlier, you won't find all of the problems and things that you would like to improve on until you implement. After go-live, you then will have a long period of adjustment as you get the data and processes to work the way that you really want them to.
Having Payroll, HR, Time, and Benefits all in a single application with Dayforce has significantly improved efficiency and accuracy. Unlike other solutions with third-party integrations, Dayforce eliminates data silos, reduces errors, and saves time by streamlining processes, providing a more cohesive and user-friendly experience. Dayforce also had a competitive price point versus competitors
After a failed implementation with Open4, we needed a solution that was more usable with our end-users. The outdated system provided by one of ADP's products needed to be replaced. We chose Epicor HCM because we were enticed by the functionality it provided and ease of use, as well as its ability to be integrated with Epicor ERP, a product which we had owned and used for several years.
Overall, we are extremely happy with the Dayforce WFM module. Our biggest pain point is concerning the twice annual software upgrades - which is the only reason I haven't rated them as a '10'. Because every customer is configured differently, the upgrades can sometimes have adverse effects on our current configured policies/rules. And although they roll-out the upgraded version in a test environment several weeks before go-live, not all testing is accurate in that environment. Some issues do not present themselves until you are working with live punches.
Performance is not noticeably impacted by adding more users. Microsoft IIS and SQL are Epicor HCM's underlying technology and have proven reliability. In addition, IS staff are easy to find that know these technologies.
The efficiency within Ceridian DayForce has allowed our payroll department of only 2.5 FTE handle paying ~3,000 employees.
Easily handles the differences and nuances in our multiple bargaining agreements. Everything from different pay schedules and unique rates/bonuses for some of the most detailed/granular CBA details.
Report deadlines must always be extended as my organization's HR team must manually comb through the data for inaccuracies.
Reports generated lack integrity. For example, I sent a report to a large donor and the report eliminated nearly 100 employees unbeknownst to my department.
My organization is still waiting to see the ROI on Epicor. It hasn't been able to meet our basic needs.
