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1. Helping people to
be ‘net better off’
with Workday

2. Even at a time with declining global growth (-4.9% real
GDP projected for 2020),1 companies who leave their
people better off can see modest revenue growth of
5%, according to our research.2
In a world turned upside down, leaders have realized
that they need to take care of their people
World Economic Outlook Update.
Research
5%
Leaving people better off is not only the right thing to do, it’s
the right thing to do for your business.
In stable economic times, even greater financial gain is in reach.

3. The ‘never normal’ is forcing people aspects of
the business to be front and center of the C-suite
agenda.
Organizations are recognizing that they
can’t be successful without a meaningful
connection with their workers, and tangible
insights on what workers need to be successful in
the future.
A culture change is required, and the CHRO must
drive that change—first, within HR itself and then
in the rest of the organization.
The CHRO has emerged
as one of the most vital
roles in the C-suite
Successful leaders will
lead through the lens of
a moral compass…
understanding that
leaving their people ‘net
better off’ is the
endgame. Modern
CHROs will champion
this new way of thinking
and working.
Perry Stuckey, Chief PeopleOfficer,
Eastman

4. Trust is the new currency at work
Our research1 revealed
that more than half
of all workers are
exploring new sources
of income and are
contemplating
career changes.
Roughly 1 in 2 workers
agree that the ethical,
sustainable and moral
values that a company
holds will become more
important to them
personally after the
pandemic passes.
There has arguably
never been a more
critical time to capture
and maintain the trust
of people at work by
meeting the needs of
what matters most to
your workers.
Research

5. By meeting six fundamental human needs
through work, companies can unlock their
people’s full potential.
We call this framework 'Net Better Off.’
Net Better Off measures and brings into
focus what inspires workers’ potential.
We found that each of the six dimensions
of net better off were significantly correlated
with people trusting their employer.
Introducing a ground—
breaking new model:
Net Better Off

6. Five sweet spot practices
Through statistical
testing of more
than 20 business
practices, we’ve
identified five Sweet
Spot Practices that
could maximize results
and pay dividends for
both individuals and the
organization.

7. Key Workday capabilities include:
At Accenture, we give people the
power to change things
Accenture uses Workday to enable all five
sweet spot practices, bringing the Net Better
Off model to life.
Workday Prism Analytics
Workday Adaptive Planning
Workday’s unified data model
01
02
03

8. At Accenture, we knew we needed to hit the five “sweet spot” practices
identified in our research that help both people and the business as we
set out to create boundaryless experiences for our people. Workday is
a key enabler for us to deliver on these practices. The platform
provides our more than half a million employees around the world
access to new levels of insight and personalization, empowering our
people to be more agile, innovating and responding to changing client
needs in new ways each day.
Colin Anderson, Managing Director
Lead—HR DigitalTransformation,Technology and Analytics
Accenture

9. For HR:
Helps HR understand and
measure the workforce
experience. Decision makers
have direct line of sight and
data to pivot HR services and
experiences that help improve
net better off scores.
Workday Prism Analytics: deep insight into the
employee experience
Enables an organization to measure and monitor across the six net better off dimensions, creating
meaningful and secure dashboards that provide unique insights into both the workforce and
workers’ performance and well-being.
For managers:
Provides meaningful insights,
leveraging disparate data
sources to inform a
manager’s view
of employee performance
and engagement, and
how to better support
employees.
For the employee:
Empowers the employee
to take control of their
career and work experience
by enabling unique insights into
their performance and how their
employer is supporting them, not just
financially but also through learning,
experiences and health.

10. In addition to typical workforce data,
Workday Prism Analytics brings in meaningful data
from outside systems to better inform decision
makers on how to enrich the employee
experience—data on what matters to employees to
make them feel that they’re part of something bigger
than their job.
Workday Prism Analytics enables the right people to
see data and insights that help
inform HR about employee engagement—their
well-being, skills, financial data, corporate
responsibility data, how much the organization is
spending on training for each employee, etc.
Workday Prism Analytics: looking
beyond employee data
Trust is critical.
Employees must
understand what data is
collected and feel that
this data is being used
for good purposes.

11. Workday Skills Cloud: empowering
workers and HR
Creates a living ecosystem of skills and
talent across the organization—what
exists from an HR perspective; what’s
needed to continue to be relevant from a
worker perspective.
Empowers employees to take control
of their development. “I can define my
own career, and I can determine what
skills I need based upon my interests and
strengths."
Enables HR to provide meaningful and
relevant services, such as the strategic
role of managing and developing skills
across the organization.
Allows HR to look across an entire
workforce and understand what common
skills exist in the organization; what skills
are related and what learning paths
workers can take to gain the skills that they
and their organization need in order to fill
new job requirements more dynamically.

12. Workday Adaptive Planning: better decisions with
data-driven business planning
Unlocks business
agility and insights
through actively
modeling and planning
for workforce, sales
and financial needs to
support an ever-
changing world.
Provides the
power to plan and
execute all within one
unified platform—
a frictionless experience
for improved agility that
is essential in today’s
dynamic business
environment.
Elevates more
satisfying, impactful
work as employees move
away from spreadsheets
to automation, making
unified business planning
a more strategic, ongoing,
real-time service to the
business and its leaders.
01 02 03

13. Workday’s unified data model: providing
a 360 view
13
A combination of unified data and security
models to not only facilitate analysis, but also to
build trust in who has access to the data and for
what the data will be used.
Provides a holistic view of the workforce, from
hire to retire.
Enables an organization to measure and monitor
across the six net better off dimensions, providing
unique insights into both the workforce and the
workers’ performance and well-being.

14. Modern HR leaders are redefining the
way they and their teams think and act—
and in turn, their role in the organization.
In the end, Modern HR is an ethos,
not a function.
Elevate and inspire with modern HR
Our workforce and communities are counting on
CHROs—in concert with
the rest of C-suite—to support them
and emerge stronger from this crisis.
The extent to which HR will impact our
business and workforce performance will
depend on how we seize this moment.
As our analysis found, raising net better
off scores help create upwards of 5%
revenue growth potential during weak
economic periods, and could achieve up
to double-digit revenue growth during
more stabilized economic conditions.
People’s potential can change when
they are sufficiently supported.
Accenture and Workday together
help clients and our own organization
activate all five sweet spots, helping to
raise net better off scores.

15. For years human resources professionals have wanted a seat at the
proverbial table. Now they have that seat in a major way. And if you’re
good, you’re going to stand out. But if you’re not good, you’re going to
stand out even more. We’re going to see this crisis as a make-or-break
time for a lot of CHROs1.
Johnny C.Taylor Jr., CEO of the Society for Human Resource Management
1 Camini, S. (2020, April 22). How the coronavirus crisis has elevated the role of HR chiefs in the C-Suite.
Retrieved from: https://www.cnbc.com/2020/04/22/the-coronavirus-is-elevatingthe-role-of-hr-chiefs-in-the-c-suite.html

16. For more information
About Accenture
Accenture is a global professional services company
with leading capabilities in digital, cloud and security.
Combining unmatched experience and specialized
skills across more than 40 industries, we offer
Strategy and Consulting, Interactive, Technology and
Operations services—all powered by the world’s
largest network of Advanced Technology and
Intelligent Operations centers. Our 506,000 people
deliver on the promise of technology and human
ingenuity every day, serving clients in more than 120
countries. We embrace the power of change to
create value and shared success for our clients,
people, shareholders, partners and communities.
Visit us at www.accenture.com.
Access the full report for more
information on the Net Better Off
model here.
For more information on how
Accenture is helping clients make
their workers Net Better Off with
Workday, visit here.

17. Key contacts
Ed Miller
Managing Director
Workday Business Group
Lead — Growth and Strategy
Niall Wilson
Managing Director
Workday Business Group
Lead — Europe

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