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Copyright © 2003, SAS Institute Inc. All rights reserved.

SAS® Human Capital Management

Carolyn CobbEMEA Program Manager for Human Capital ManagementJune 18 2003


What is Human Capital Management?

The strategic management of

Knowledge, Skills and Attitudes


Human Capital Intelligence


Key Human Capital Challenges:

! Anticipate, predict and forecast workforce changes

! Analyse trends while they are still current

! Deploy and leverage human capital using objective evidence

! Design human capital strategies that increase shareholder value


SAS®Human Capital Management Benefits:

! Measure the strategic value of human capital

! Align people, processes and technology around common goals

! Plan proactively for workforce needs

! Leverage benchmark data for comparisons

! Produce Human Capital Scorecard


SAS® Human Capital Management:

! A holistic approach to human capital management

! Advanced analytics for anticipating, predicting and forecasting

! Delivering effective human capital management to all levels of the organization


Human Capital Management Process Overview


Delivering Human Capital Intelligence


Deere & Co.

! Founded in 1837 by pioneer blacksmith � John Deere

! World�s leading producer of agricultural equipment

! Leading producer of construction, forestry, lawn and turf care equipment

! Operations in 160 countries

! 45,000 active employees & 25,000 pensioners


Critical Business IssueReduce costs associated with staff reduction and early retirement by better understanding employee factors such as eligibility and location � and then create and deploy the most effective plan.


Challenges

! Access to SAP operational system and other data sources

! Determine parameters for early retirement

! Identify optimal model through �what-if� analyses


! Provided decision-makers with intelligence on top of SAP

! Enabled HR analysts to query, report and analyze for presenting �what-if� scenarios to decision makers

Results using SASHuman Capital Management Solution


�We ran a lot of different reports and scenarios to see the composition of the eligibility pool. Using our reports, the senior vice president of HR and his team were able to create a workforce reduction plan that produced the results they wanted.�

Dave Banfield, Manager of HR Systems

Results using SASHuman Capital Management Solution


A Large Natural Gas and Electric Utility

! 131,000 circuit miles of electric lines

! 43,000 miles of natural gas pipelines

! 4.5 million electric customer accounts

! 3.7 million gas customer accounts


Critical Business Issue

Needed to implement a five-year labor plan to understand:

! Skills of current workforce

! Skills and competencies needed for the future


Challenges

! Too many independent systems and records� 54 HR information systems

with 500,000 individual records

! Required intelligence to build long-term labor plan


Challenges

! Must have understanding of accession rates � Need ability to compare turnover, replacements

and new hires

! Need an aggressive succession plan� 73% of field crew will retire within 5 years� 3.5% of work force is younger than 30


Results Using SAS

With SAS Human Capital Management, the HR Department:

! Reduced time required for creating the labor plan from months to days

! Produced a five-year plan that:� Forecasts future HR needs � Proposes a strategy to meet those needs


Results Using SAS

With SAS Human Capital Management, the HR Department could answer the questions:

! What types of talent are needed most?

! How can we organize our existing resources most effectively?

! How do we locate, recruit and retain the right people?


ING: a world-wide group

More than 115,000 employees 60 countries


# Name Market value in EUR billion as of 7 April 2003

1 HSBC 106.02 Royal Bank of Scotland 65.83 UBS 53.44 Barclays 38.05 Halifax Bank of Scotland 37.96 BNP Paribas 35.97 BSCH 30.98 Lloyds TSB Group 28.59 BBVA 28.1

10 Deutsche Bank 25.911 Generali 23.912 ING 23.913 ABN AMRO 23.714 Unicredito 23.015 Societe Generale 22.416 AXA 21.217 Credit Suisse Group 20.818 Credit Lyonnais 18.919 Fortis 17.520 Swiss Reinsurance 16.7

Source: Bloomberg

Top 20 financial institutions in Europe


ING: Company BackgroundHR Netherlands:

� services 35.000 employees plus ex employees and pensioners � Existing SAS user for 5+ years� Mainframe based legacy system� SAS mainframe based datamarts� For HR-field focus on:

�Employee Self Service��Management Self Service�


HCM at ING! The first roll-out is Management Self Service

! Lot of users, 3000 (but not frequent)

! Consequences� Simple� Easy to understand� Good performance� Help facitity


HCM at ING! Integrated with PeopleSoft

! Starting with Profiles and Reports

! Transformation of MDDB�s into (drillable) reports

! Table of Contents for the Reports


TransformTransport

Load

TransformTransport

Load

Sourcedata

ExtractCleanse

Exploit

Main-frame

PeopleSoft

publish subscribe

Infrastructure

Metadata Management

Data Management

SAS (warehouse administratorand Access to PeopleSoft)

SAS

Oracle en SAS

SAS (wa)

IBM RS6000

SAS HCMand ING

HRMS


HCM Contribution to Organisation:

! Align HCM strategy to organisational strategy: �increase added value through increased business focus� (100%)

! Improve effectiveness & efficiency of HR processes (28%)

! Improve organisational structure (33%)

! Improve control on company culture (28%)

! Expand HRM expertise

Source: Hay Management Consultants


Measuring HCM Effectiveness

!Provide benchmarks for measuring best practices

!Analyze, forecast and model information to quantifyhuman capital assets

!Analyze information about relationships that are statistically valid

!Provide independence from HRIT for statistical analysis and reporting


Performance of Intangible Assets


Future HR:!Strategic not tactical!HR driven by building business cases and supporting

metrics!Easily accommodating changes in organisational structure!Forecasting, modeling and anticipating!Delivering needed information into hands of decision

makers

Partnering for ROI!!


Questions?

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