We performed a comparison between Dayforce HCM and SAP SuccessFactors based on real PeerSpot user reviews.
Find out in this report how the two Talent Management solutions compare in terms of features, pricing, service and support, easy of deployment, and ROI."The fact that the time and attendance system is built into the HRIS is very valuable because, in the past, we had to use two different systems."
"We used the solution to do a lot of performance management during the review cycle and it helped us alleviate the administrative burden."
"The integrated time clock has provided efficiencies in payroll, as we no longer have to decipher handwritten time sheets and input them into the system."
"We have been able to automate many of our manual processes."
"It provides real-time information with great reports."
"Ceridian Dayforce HCM is a stable product."
"It has created efficiencies in HR and Payroll by eliminating double entry into two systems, implementing a time clock feature for hourly employees, and by having a downloadable general ledger (G/L) constructing journal entering for payroll."
"The implementation was through a team assigned to us by Ceridian. They were extremely knowledgeable and it made the implementation go very smoothly."
"This solution can be used for reporting related to employee information and contacts"
"One of the most wonderful features is the ability to customize the modules and workflows. So far, we've done a fair bit of customization and it is helping us a lot and really adds to the value we already get from SuccessFactors."
"In terms of user experience, it is quite good."
"The initial setup was pretty simple."
"This solution offers good flexibility and configurability. It can handle different types of performance management."
"SAP SuccessFactors is a very reliable and stable solution."
"The tool's most valuable feature is document generation."
"The self-service part is most valuable. Employees and managers can do a lot of things on their own, and they are not dependent on the HR organization."
"The solution's initial setup was difficult. Also, the solution's initial deployment took around six months."
"I would also like to see some improvement in standard reports. A standard report should be available to pull the required information for Affirmative Action Plans. I do not think I should have to build or create one."
"An area for improvement could be a little more testing before implementing hotfixes to make sure they do not interfere with any active customized products."
"Our current software program offers a home page with important company documents and a place for company announcements. Unfortunately, Ceridian Dayfoce does not offer this."
"Management and reporting of the GL costing could be improved."
"Dayforce has its gaps like every HR system, but nothing comes to mind at the moment."
"The solution's dashboards and geofencing could be improved."
"It would be nice if retro pay calculations were made automatically for salaried payroll, so a calculation and manual entry do not have to be done."
"SuccessFactors feels rigid. It should be more streamlined. Also, the interface design is outdated and needs an upgrade."
"I think there is room for improvement in user friendliness. In my experience, users are sometimes confused about how to use the solution."
"The initial setup could be simplified."
"SAP SuccessFactors could improve learning management. The module is desperate and should be included in the primary solution. Additionally, it is missing some business use cases."
"Language settings in the solution need to be improved."
"Its overall integration and user experience can be improved. SuccessFactors is a system that is built out of three different systems. The elements part was bought from Plateau, and the original performance dialogue was built by SuccessFactors itself. After that, SAP bought it, and it hasn't improved in the last few years. SuccessFactors is a perfect tool if you use it the way it is meant to be, but if you start building custom sessions and try to use it differently, then it is a total mess. It is not agile. It is like an old Mastodon truck or whatever. We don't have the Employee Central and Competence Management modules. Our company made the choice to not implement the Employee Central module. We also didn't implement the Competence Management module. We use the learning module to do some competence management, but I am not that fond of it. It would have been best to have the whole suite. SAP should never sell this without selling the whole suite because it just doesn't work. The biggest gain for me would be having the possibility of doing strategic personnel planning and managing internal mobility. If it could be used for social purposes, such as creating communities and connecting with media channels, that would be perfect. It should also have the possibilities for local admin and agile product development."
"The price of the solution could improve, it is too high."
"The reporting and cloud integration could be done better in this solution."
Dayforce HCM is ranked 10th in Talent Management with 14 reviews while SAP SuccessFactors is ranked 1st in Talent Management with 90 reviews. Dayforce HCM is rated 8.6, while SAP SuccessFactors is rated 7.8. The top reviewer of Dayforce HCM writes "Greatly improved our efficiency with its integrated time and attendance module". On the other hand, the top reviewer of SAP SuccessFactors writes "Offers many useful modules and integrations, and helps companies adhere to best practices". Dayforce HCM is most compared with Workday, UKG, Oracle HCM Cloud, Alight and Netsuite SuitePeople, whereas SAP SuccessFactors is most compared with SAP HCM, Workday, Oracle HCM Cloud, PeopleSoft and Microsoft Viva Insights. See our Dayforce HCM vs. SAP SuccessFactors report.
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