SAS® Human Capital Management Connects SAS HR Strategies to Healthy Bottom Line

Integrated HR data is springboard for effective decisions companywide

CARY, NC  (Feb. 07, 2007)  –  Business intelligence leader SAS has received another nod for its famous corporate culture. Deloitte Research and Deloitte Consulting LLP cite SAS among top-performing companies in a new study titled Connecting People to What Matters. The study, released today, shows that employees who are connected with one another, goals and resources can have a positive effect on the bottom line.

This is hardly news to SAS, with three decades of revenue growth and a reputation as one of the world’s best employers. Last month, SAS marked its 10th appearance on FORTUNE magazine’s "100 Best Companies to Work For" list. "Deloitte has discovered and reported, in an accurate and compelling way, what we call SAS’ ‘secret sauce,’" said Human Resources Vice President Jeff Chambers. "When you have a corporate culture based on trust between employees, customers and the company, increasing revenue and profits are almost a given. A key ingredient in the SAS approach is that we use SAS Human Capital Management , which enables us to make workforce decisions based on facts."

SAS employs more than 10,000 worldwide. Well-known perks – such as on-site child care, free on-site fitness and health services, generous health benefits, and more – help keep SAS' turnover around 5 percent in an industry in which 20 percent is the norm, saving the company millions each year in recruiting and training costs. Deloitte's study notes ways that SAS goes the extra mile to help employees and customers meaningfully connect with one another, connect to a sense of purpose and connect to resources needed to do outstanding work.

Not part of the study, but playing a critical role in talent management at SAS and other organizations around the world, is SAS Human Capital Management.

At SAS, the workforce optimization solution includes a SAS data warehouse that brings together internal information from IT, corporate finance, and applicant and recruiting systems with information from external sources, such as competitive salary surveys.

"With SAS Human Capital Management, we can analyze any number of changes in our employee value proposition," Chambers said. "The solution helps us make decisions about compensation levels and benefits, such as introducing new insurance programs, by spelling out the impact that adding or altering programs may have on the bottom line.

"This means we’re making the best possible decisions and retaining high-quality people. At SAS, people are our intellectual capital, and that’s where we’re investing our money."

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