ADP Workforce Now Reviews

The talent management function of ADP enhanced the recruitment and retention strategies. There are easy modules when it comes to recruitment on ADP. It makes sure that the parties involved are aware of what's going on. 

The talent management recruitment lacks the ability to filter down candidates by job posting, which seems a little odd for a system so capable. Let's say you have five different job postings up, and you are the hiring manager; you'll see all of the applicants listed in the same pool. You are able to sort it out, but not filter it by job posting.

The most interesting feature for me on ADP is the custom reporting tool. It's got something called a field grabber, which makes it so much easier to generate your own custom reports simply by pulling tabs from any feature. 

Plus, ADP's Marketplace allows you to integrate other features onto it. There are a lot of options, as opposed to BambooHR, which has a few, but not as many.

The complexity is the key challenge with a tool like ADP because it has all the bells and whistles and all the key features you can possibly think of. 

If it isn't there, there's always a third-party vendor you can integrate that way. But the only issue is that because it's complex, there needs to be some sort of system, at least on the back end, for the admins to understand what leads to what.

We expect AI to improve multiple things with HR processes. The most obvious and common one would be the self-service function for employees, like a chatbot to help with FAQs. We are also building an AI tool that can possibly help managers make better talent management decisions. 

This tool will pull from the performance management tool, the talent profile, and the reports that we generally have to score employees across all different dimensions.

I used it for two and a half years.  

The company has around 6,000 employees.

It's low. None of it is good. I understand ADP is big and has lots of clients, so when I call in for a fix, it takes quite a bit of time. There is no chat function, so I'm stuck on the call for, like, half an hour, 45 minutes, easy.

Neutral

The cost savings with ADP came from not having to deal with the issues between BambooHR and Payworks, where we needed to spend time and effort synchronizing data. This allowed our HR team to be available for other tasks. 

From a more operational business side, ADP gives the organization more visibility into what's happening in HR. For example, if we're recruiting for a position, we can easily and quickly see how many applicants we have. The flexibility in reporting is something BambooHR didn't have in terms of customized reports. You could ask and create custom reports with just a reason.

The licensing is on the pricer side, given that there aren't a lot of other tools out there that are applicable, we just decided to go ahead with ADP anyway. I would definitely recommend ADP to other users.

I would rate the pricing a nine out of ten, with ten being expensive. 

I've looked into a major competitor in the area, Dayforce. The biggest difference for me was the user interface. It just looked and seemed so much easier and simpler with ADP in terms of the self-service aspect and how the information is laid out on each page.

Overall, I would rate the solution an eight out of ten. It's got a lot of features. The reason I'm not giving it a full score is largely due to the complexity and the customer service.

Our company implemented the solution 13 years ago. We use SAP SuccessFactors as our main HRS system and the solution as our full process for payroll. We do not use the entire ecosystem or functionalities such as recruiting. 

Our team includes ten administrators who seem to want to use the solution more like a SAP product. Overall, we have 700 employees who use the system to some extent such as for accessing paychecks. 

I use the solution to run reports, define integrations, and help with benefits administration. I support the team with everything but payroll. 

The total rewards or total cash compensation dashboard is valuable. It includes standard metrics within the platform and that is a nice feature. 

The platform is on a private cloud that is fully secure with no way for hacker penetration.

The report functionality is not as good as competitive products. 

Customer support needs improvement. 

I have been using the solution for three years. 

The solution is scalable and works great in the United States. Internationally, the solution purchased its own payroll partner so it operates differently. 

Scalability is rated a seven out of ten depending on the circumstances.  

Customer support needs improvement because their response time is low and there is always confusion. There are certain things they should do as part of their job and they need to recognize that. 

Customer support is critical for all solutions. You can't build something if people have a hard time using it. Support needs to clearly explain use of the solution so that it can be effective. 

As a super admin, we use many different systems so vendors need to provide clarity and direction or it is very hard to scale. You can't grow your business if your service is not on par. When you have problems, you need them solved. 

We recently moved to comprehensive, VIP-level service because the solution runs our payroll. This provides us with dedicated project and account manager. The team is constantly in the background to help us when needed.

I previously used UKG and UltiPro. 

The complexity of setup depends on your requirements but the vendor does provide support.

The vendor is one of the few companies that provides a team to help with full implementation. 

As the client, you need to take responsibility for staying engaged, running tests, and ensuring things are implemented correctly or per requirements. 

Implementation takes three to four months depending on the complexity of requirements. For example, a company that is non-union is less complex. A company with a union might need up to five months for implementation. 

I'm focused more on SuccessFactors than the solution. For me, the solution is just a payroll system that someone else runs. If the ROI was high, I don't think the company would be getting off the solution. 

The solution is expensive and everyone complains about the price. 

Other solutions are also expensive but they have better customer support or a better reporting tool. So when you think about their prices, you see the value in what you get back. With the solution, it seemed that we were paying a lot but not receiving good customer support. We had to move to VIP-level support to get the balance we needed. 

The solution also has an unusual pricing model that is based on the number of active users in the system. The more active users you have, the more money you pay. This is a challenge because the solution requires you to archive terminated employees otherwise you get charged for them. But if you do that, you cannot access their data unless you unarchive and pay for them again. 

The solution is very big in the market and has a huge customer base. The vendor has operational stability so they will be in business for the long run. 

Legacy customers stay with the solution because they have been using it a long time. They are used to what they have and prefer to keep it just for the convenience.  

Companies that are big or have complex needs often move completely from the solution to Workday, SuccessFactors, or Oracle because their vast systems can scale to any size. Others just keep the solution for payroll. 

Our company is thinking about moving payroll to SuccessFactors in the future. 

During integrations, it is always important to check progress and ensure the vendor's work aligns with your expectations. 

The solution is trying hard to be better. They have to go back to basics in order for them to be successful. Customer support is a basic need so you have to provide good support along with a great product. 

I rate the solution a six out of ten. 

We use ADP Workforce Now for payroll, and for applicant tracking. The solution is our human resources information system.

We used to do payroll in a system called GCS and we had to upload it into ADP so that the payroll checks could be printed from ADP. It was just crazy. ADP Workforce Now has made everything so much easier, especially having just one source, and one place for information. The solution is easy to use and it's easy to train new people on, and our employees have full access to the information. They can change and update their information, in real-time.

The most valuable feature to me is performance management because we just started using that.

The ease of developing and creating reports could definitely use some improvement. It is difficult to find the information we need through the reports. I've had to experiment to find what I'm looking for. I tried ReportsNow, but it doesn't have everything I need. I have to run different reports and remember the names of the reports so I can find what I need. 

I would love to see a small business's additional offerings for employees, such as bulk buying health benefits.

I have been using the solution for eight years.

I give the stability of the solution a nine out of ten.

I give the scalability of the solution a ten out of ten.

We previously used UKG UltiPro and we switched to ADP Workforce Now because of the ability to house everything we required under one system.

The initial setup is straightforward.

The implementation was completed in-house.

We have absolutely seen a return on investment with ADP Workforce Now.

I give the pricing a seven out of ten.

I give the solution an eight out of ten.

We currently have 320 people using the solution.

I don't just recommend the solution because we're looking to see if there's something better out there, but because ADP Workforce Now is definitely one of the top HR solutions.

Our primary use case is payroll processing. We have it regulated to process remuneration, salaries, bonuses, and things like that. As a tool, it can also be used to track other benefits like paid time off, sick pay, shift differentials, and similar actions.

The way that ADP helped us improve our organization is by making the payroll process clean and efficient because if you make a mistake there, you're in big trouble.

I really love the report writer capability. It's easy to use, user-centric, and you do not have to involve IT support in writing reports. You can write the reports yourself. As long as you know the data layouts and what you're looking for, it's very, very straightforward. It is so much simpler than any of the other payroll processing software packages. With respect to doing customized reporting, this is a top-notch product.

I believe that the international payroll aspect needs to be improved. ADP has very limited ability in other countries. For example, they do the United States and Canada, but not most of Europe. ADP won't go to that market because of all the different rules and laws. It's just too complicated. 

In the next release, I would like to see the interface become much more seamless. Right now, you have to extract data and make a payroll JE. If they could automate that process to where the data would automatically extract and then integrate itself into a GL in whatever platform that may be, for example Oracle or NetSuite, that would be a great benefit to the company.

I have been using the ADP Workforce solution for about 10 years.

I would rate the stability of ADP Workforce Now a 10, on a scale from one to 10, with one being the worst and 10 being the best.

It's quite scalable. The only inputs that ADP really needs are your master data and your regular time. But other than that, it's just processing the data, the payroll data to the extracts. It's not scalable for a multinational company. As I said, they don't do the international community very well. I know that they work through third parties to do that. So there's nothing within the Workforce Now product that will accommodate, like say doing business in the Netherlands versus doing business in Japan versus doing business in Taiwan. It just does not have that capability.

Currently, there are about 530 employees in our organization using this solution.

I found their technical support to be highly responsive and very helpful.

Previously, we had a different version of ADP that we were using, so the upgrade was to Workforce Now. But I have worked in environments where we would say went from Ceridian to our TriNet. Both were very incompatible in terms of reporting capability, in terms of support. Not at all on par with ADP Workforce Now.

In terms of how difficult it is to implement ADP Workforce, I would rate this process a 10, on a scale from one to 10, with one being the most difficult and 10 being the easiest.

It depends on how you approach the implementation. You want to have a clean cutoff from your old system. Ideally, you'd want to do it so it cuts off and over into the new calendar year or a fiscal year. So you have a clean cutoff of reporting, but as long as you plan the implementation right, it is really literally one of the easiest software implementations I've ever done.

There's absolutely no reason to use a third-party integrator for ADP products. They have a very dedicated staff that will help during the implementation with the integration of the baseline data, like your HRS master data. But, once you get the master data in, it's just making sure that you run your test cases and you come out with the same answer as your old system. I wouldn't even recommend running old and new and parallel.

For organizations of medium size and up to $100 million, I would say you'd need one or two people doing the implementation easily.

As long as you have a good cutoff, as long as you have full integration of your master data and it's correct, and as long as you're running your test cases verified through examining your payroll extracts, then it can't go wrong.

I can definitely see the ROI and can say that it's worth the money. Enhanced reporting is a very user-centric product. With it, you don't have to involve your IT team. This means that you do not have to put in the time and money to educate them or worry about what they are doing as part of the implementation. It could be handled by the users. So that makes it very easy to use.

They're definitely not the cheapest and they adjust their pricing based on the number of employees and the size of your company. It is very much a product that is titrated to the company environment itself.

I would rate their pricing plan a nine, on a scale from one to 10, with one being the worst and 10 being the best.

It's a usage-based license, so the more employees you have, the more functionality you enable. It's kind of a multi-variable approach. It is employee-, usage- and capability-focused and very centric to those two things. If you have a very low employee base and very simple reporting, you're not going to spend a lot. But if you have a lot of employees and a more complex environment, you're going to pay more.

They have a great all-over HR tool, their HRIS module. It integrates really well with other systems, other ERP systems, making it very much like a hub and bespoke kind of application. By that, I mean data integrates very easily from ADP into your ERP system, like your general ledger for reporting capability.

ADP Workforce Now is a cloud product and the deployment took around two and a half months.

The advice I can give to others when it comes to this product is just to make sure that you approach your implementation carefully. You should involve the ADP technical team that helps you with the implementation. You should raise issues when they come up immediately. You should have a good test case environment and make sure you test it before you do a full deployment and have a good cutoff between your old system and your new system to avoid any reporting irregularities.

Overall, I would rate the ADP Workforce Now solution a 10, on a scale from one to 10, with one being the worst and 10 being the best.

We're using it for payroll and for tracking time and attendance. We're also using it for employee personal addresses, emergency contacts, etc.

It's deployed in the cloud.

In my day-to-day work, attendance tracking would be most important. That's because I have a really diverse group of employees, and I have a subset of younger folks who are struggling with their attendance. So, that's the thing that I'm most involved with currently.

One of the challenges that I've found is when I work with the implementation team, I get folks who are really knowledgeable and understand the backend, how things work in the backend, and the things that make the software work. When I'm not working with the implementation team and I'm just talking to customer service or something, they're just not a lot of help. They don't understand how it works. They'll tell you to do something that I know would affect something else. So, it's less about the software and more about just training their folks to a higher level.

I'd like to be able to create other policies, for example, a perfect attendance policy that will deduct points based on a set of criteria because, currently, I have to do it manually.

I'd like to see some additional customization features in reporting. Currently, ADP has a lot of standard reports. Some of them I use, and some of them I have to create. It's impossible to take one of their attendance reports and be able to modify it in a different way other than what they have preloaded. So, I can't copy that and add additional filters. I'd have to build it from scratch or go to ADP and have them do a custom report, which could take months. So, I'd like some additional customization of the standard reports.

I use it on a daily basis, and I have been using it for the past five to six years. I've used Workforce Now for probably the past five, and I used Enterprise before that for about a year.

It's stable. It's certainly better than it was a few years ago. A few years ago, I'd have random things crop up in payroll when there had been no changes made, and ADP couldn't explain it. I haven't had that happen in a couple of years. So, it's definitely very stable, but like anything else, there's always room for improvement.

It's very scalable. It doesn't matter what size of business you are. It would be fine. 

We have four users from payroll and finance. Two typically do payroll processing and those sorts of things, and the other two are more for finance and dealing with taxes. Those are their roles, and then I have administrators. There are two of us in HR who are working on it every day. I probably have 40 to 50 supervisor levels, and their primary function is approving time and correcting timecards. That's all they do in there.

We don't have plans to increase its usage. We use another system with employee records, and it doesn't do our payroll or time and attendance. So, we've probably reduced the usage of what we rely on ADP for, and I don't see that increasing in the future.

Their technical support is very weak. I've never talked to anybody the first time who has any clue about how to fix something. I'd rate them a three out of ten.

Negative

I've only been here for a year, and they've been using ADP for several years. I don't know if they used something before that.

I have been through its deployment process twice. With one company, it involved a huge ramp-up for months in advance. We had a multifunctional team. Together, we would fly everybody up to our corporate office, and we would sit down for three days, and the ADP folks would literally ask us hundreds of questions. Payroll might answer it one way, but a business partner might answer it a different way. It was super successful because we had so many different viewpoints. It made the setup longer, but the solution when implemented worked for everybody. So, it was a long process, but ultimately a good process.

The second time I went through it with a company that had ADP, but they weren't really using it. It was not a true implementation. In my first three months, I'd get on the phone with someone. I'd basically be on hold for a while and get to a customer support person who may or may not be able to help me, but I'd spend two to three hours on the phone each day trying to get a feature working correctly, trying to get supervisor rights working correctly, and all of the setup that wasn't done during the implementation. So, that was much more difficult and much more time-consuming. Doing it without an implementation team was really rough.

In terms of maintenance, we don't employ anyone who does anything with ADP specifically for maintenance. All of that goes through ADP support.

I know some of what we're currently paying. Most customers would say it's too high, but I don't have a comparison to know that.

The implementation phase is the most important. I'd advise including every function, whether it's finance, payroll, benefits, or HR. Literally include every function that would ever touch it so that you get the setup done so that it works for all areas. It's worth the time. We probably had 15 to 20 people at the company where we did an implementation. It was very expensive to fly everybody in, pay for the hotels for a week, and do that two or three different times, but it made such a difference.

It's a good solution that works really well for a lot of things. I'd rate it a solid seven out of ten.

Our primary use case is helping companies implement this software.

 There are still companies using spreadsheets to do reporting. This provides an automated process in companies where it takes the load off of the HR department.

The most valuable features are the reporting and benefits piece.

I would like to see the payroll side improved and there are a few kinks that need to be worked out. I would also like to see the reporting become more user-friendly. It is very complex and most people do not understand it.

I have worked for ADP Workforce Now for eleven years now.

The stability is excellent.

There is high scalability. We currently have around three hundred users.

I was using TriNet.

I found the initial setup straightforward for myself. However, for others, it is very complex.

The setup usually takes several months and they use a vendor team to deploy. This takes around six people to implement.

The pricing is expensive and I would say it is below average for the value it provides based on the high cost.

I would recommend printing your data before you do the implementation. On a scale of one to ten, I would give ADP Workforce Now a nine.

The solution's most valuable feature is its ability to provide access to payroll information efficiently.

The solution's benefits portal could be user-friendly.

We have been using the solution for six or seven years.

I rate the solution's stability an eight.

I rate the solution's scalability a nine.

The solution could be as high functioning as SAP SuccessFactors.

The return on investment for ADP is lower than SuccessFactors, which is less costly to implement and maintain.

The solution is expensive.

The solution provides an excellent system. I rate it an eight out of ten.

Payroll: It is very easy and user-friendly.

I was not there when the setup was done.

The Call Centre: The extension number takes too many digits to get through and the wait time is too long.

I have used it for my company since March 2017. I just started using it to its fullest capacity three weeks ago.

Sometimes with the time card machine.

No issues.

I would rate the technical support somewhere between a seven to nine out of 10.

No, we did not have a previous solution.

I was not there when the setup was done.

It is good.

That is a question for the last HR person who left our company.

Prepare to have wait times on calls.

It is SaaS based, and requires very little IT support. Upgrades happen automatically and with minimal issues on the HR/Payroll side. The product is intuitive and simple to set up and maintain. ADP has devoted significant R&D resources to providing a better product now and in the future. The mobile product also is very good.

We have been on ADP so long, we do not have any other point of reference.

The workflow is a bit weak. The admin security is not intuitive or seamless as other parts of the tool.

Two years.

No issues.

No, but it is designed for small to mid-sized companies. It might be an issue for a bigger companies.

The technical support is good and responsive.

No, we did not previously use a different solution.

Yes, it can be straightforward depending upon the scope. The less functionality with simpler processes, the faster it goes.

Like all contracts, ask questions if you do not understand something. Walk through scenarios around service and terminating the contract that need to be included. Do not take people’s word for things (sales people are not your friends when signing contracts).

We were upgraded from an ADP product, so no evaluation was necessary.

Validate, validate, validate. Make sure everything comes over the way you want. For small to mid-sized companies, Workforce Now is one of the better products on the market. Clean with an easy interface that is simple to maneuver around. It is stable and will continue to improve into the future. Unlike other ADP products, this one stands head and shoulders above other solutions.

I love ADP because its robust platform has offered me so many valuable features; namely, custom reporting and the GL Interface.

Prior to 2017, our company was paid biweekly with two different pay groups while our accounting system was based on monthly periods. The ability to customize the ADP's General Ledger Interface to automatically create a payroll journal entry with accruals dramatically increased efficiency and accuracy for our Finance department.

ADP provides a quarterly Error Notification Report that allows you to check for compliance errors based on payments made to employees that quarter. The report only shows employees by their file #; however, the recent ADP upgrade has an "Archive" feature that makes it impossible to search for employees by file number so currently, there is no way to identify the employees listed on the report without calling ADP.

I have been using the newest upgraded platform since September 2016. However, I have been using ADP PayExpert and Workforce Now prior versions since 2012.

Two very small quirks came with the most recent upgrade, which I consider to be miniscule considering we went from version 2 all the way to version 12 in one jump. Firstly, the upgrade has a new section for "Employees Not Paid by ADP" and erroneously added a second position for many employees that changes the process to terminate them if need be. Secondly, there were several issues with custom reporting that needed to be corrected by Technical Support based on the new field names ADP created.

There were no scalability issues at all. I have been an ADP administrator for several different companies, both large and small, each with completely different needs and ADP WFN efficiently handles them all.

Technical support is very good; diligent and 9/10 times, able to correct any issue in one phone call.

We did not previously use a different solution. ADP has always been our solution. However, the most recent upgrade was mandatory since version 2 was becoming obsolete and the platform is very different from the prior versions.

I was not present during the initial setup.

• Offering packaged bundles at discounted rates.

Before choosing this product, we evaluated other options. We use Zenefits' free online HRIS system that came as part of the brokerage and, at one time, considered using their payroll module as well.

It is hard to go wrong with choosing ADP as a solution for nearly any company. Just be sure to understand all of ADP's products and offerings before making a choice since there are so many, and ADP offers discount pricing for bundling products.