DEVELOPER TOOLS

SAS, the leader in business intelligence, today announced a significant new capability to SAS(R) Human Capital Management. To help organizations address the cost and competitive issues associated with employee turnover, as well as successfully mitigate looming challenges associated with the aging workforce and economic rebound, the addition of advanced predictive modeling functionality to SAS Human Capital Management allows them to determine which employees are most likely to resign voluntarily. With this unique insight, available only from SAS, customers can proactively implement targeted retention and succession planning strategies. As a result, they can retain the specific employees or groups of employees whose skills and knowledge are essential to the business' success. Because every organization has unique factors that contribute to turnover, this newly enhanced human capital management solution uses SAS' industry-leading data mining techniques to calculate groups of employees most likely to leave a specific company. It determines which organizational and common employee characteristics, such as salary, level of education and training or length of service, contribute to turnover. Additionally, employees are ranked and assigned individual probabilities for voluntarily leaving within a specific time frame. Armed with this insight, organizations can proactively align their workforces in support of corporate business objectives. A constant challenge, this is increasingly important given two looming challenges, the first of which is the aging workforce. By 2015, the U.S. Census Bureau expects the number of workers over age 55 to hit 32 million, up from 15 million in 1990. More than 40 percent of the workforce will be over 45 within five years. Compounding the problem is that fewer entrants are joining the workforce. The second challenge is the economic rebound. An overriding concern for HR managers is that, as the economy continues improving and competitors begin hiring, it is very possible that those people most critical to their organization's success may begin leaving. "HR has faced challenges before, but perhaps none as significant as what could become the most severe shortage of skilled labor in history," said Betty Silver, SAS worldwide human capital management strategist. "Organizations can align their workforces, but only if they understand where their vulnerabilities lie. This is precisely the insight that only SAS Human Capital Management delivers using SAS' industry-leading predictive modeling capabilities."