ADP Workforce Now Reviews

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.