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 14 February, shows 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.
SAS employs more than 10 000 people 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's turnover around 5% in an industry where 20% 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 organisations around the world, is SAS Human Capital Management, (http://www.sas.com/solutions/hrmanagement/index.html).
SAS attributes its success to Human Capital Management, which enables the organisation to make workforce decisions based on facts. This creates a corporate culture based on trust between employees, customers and the company, which increases revenue and profits.
At SAS, the workforce optimisation 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.
"SAS Human Capital Management allows us to analyse any number of changes in our employee value proposition. The solution helps us make decisions about compensation levels and benefits, such as introducing new insurance programs, by spelling out the impact adding or altering programs may have on the bottom line," says Val Moodley, Product and Marketing Manager, SAS South Africa.
She concludes: "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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