sas presentation
TRANSCRIPT
AGENDA• Who is SAS?
• Company Background and Leadership
• Organizational Structure & Design
• Job Design and Selection
• Employment Deal
• Threats and Sustainability
• Recommendations
WHO IS SAS?
• Mission Statement:
“SAS delivers proven solutions that drive innovation and improve performance.”
• Values
• Approachable
• Customer-Driven
Source: SAS Institute Website
• Swift & Agile
• Innovative
• Trustworthy
BACKGROUND• SAS was developed in 1970 at North
Carolina University
• Company was founded in 1976 by Jim Goodnight and John Sall
• 13,811 employees located in 140 countries
• Reported $3.09 billion in revenue in 2014
Source: SAS Institute Website
LEADERSHIP
Goodnight and some of his North Carolina State University
colleagues created the software to analyze agricultural-research data
Jim GoodnightChief Executive Officer, SAS
From the date of establishment in 1976, Sall designed, developed and documented many of the earliest
analytical procedures while also leading research and development efforts
John SallCo-founder and Executive Vice President
Source: SAS Institute Website
BUSINESS ENVIRONMENT
• No single competitor
• Competition in some segments of the business
• Multiple goals
• 25 product system
JOB DESIGN
John Boling, a SAS employee, said this about the employees, “We assume that you have talent, creativity, and initiative. You have to be
able to take that and run with it” (HBR).
• Freedom to make choices - decentralized
• Little supervision - working managers
• Flexible to meet customer needs
COMPANY FIT: PROS• Business environment is uncertain
• Software needs are always changing
• Moving to the Internet/cloud-based
• 1,000 employees doing development work
• Large organization
• 13,000+ employees
• 140 offices around the world
• 31,000 customer sites
COMPANY FIT: CONS
• Limited interaction across departments
• Less diverse ideas
• Slower pace of development
• Inefficiencies from duplicate efforts
TALENT SELECTION• A competitive labor market
• No stock options
• Lowest turnover rate in the industry
• 28% of jobs filled by internal promotions
• 23% jobs filled by referrals
EMPLOYMENT AT SAS
• 4% turnover rate
• Fortune’s 100 Best Companies to Work For
• How does SAS keep employees coming back?
Source: Case
EMPLOYMENT “DEAL”• Work Environment
• Company Culture
• Competitive Compensation
• Work/Life Balance
• BenefitsSource: SAS Institute Website
EMPLOYEE “NEEDS” VS “DEAL”
• Physiological - Salary, physical work environment
• Safety - Low turnover, medical and wellness benefits
• Belongingness - Co-workers, managers, customers
• Esteem - Hired, freedom, private office
• Self-Actualization - Work/life balance, training, growth
STRENGTHS & LIMITATIONS
• Family Friendly
• Competitive Salary
• Max employee profit sharing retirement
• No Stock Options
• Nepotism
• Flat/informal Organization
Strengths Limitations
OPEN SYSTEMS ANALYSIS
Labor Markets: growing need for computer-
literate workers
Customers: Customer needs
Sociocultural/Economical: general environment
Technological: drive competition
Task
General
KEYS TO SUCCESS
• Customer driven development process
• Attraction and retention of talent
• Inventory of skills and experiences
THE FUTURE: THREATS• Heavy investment in creative capital may not pay off
• Limited talent in the industry
• Lack of diversity impedes creativity
• Maintaining competitive work environment
• Individual offices hampers creativity
THE FUTURE: SUSTAINABILITY
• Competitive benefits/work life balance
• Focused on intrinsic motivation
• Egalitarian management style
• Substantial investment in employees
RECOMMENDATIONS• Restructure offices to create a more open environment
• Implement a more frequent feedback/communication process
• Provide a clearer promotion process to improve morale
• Expand recruiting efforts
• Open new development office to attract younger recruits
REFERENCES• Daft, R. (2014). Management Eleventh Edition. South-Western,
Cengage Learning.
• Pfeffer, J. (1998). SAS Institute: A Different Approach To Incentives and People Management Practices in the Software Industry. Graduate School of Business Stanford University.
• SAS Institute Website (2015). Retrieved 9/27/2015 from: http://www.sas.com/en_us/careers/life-at-sas.html
• SAS Institute Website (2015). Retrieved 9/27/2015 from: https://www.sas.com/en_us/company-information.html#1966-1976