SAS is the leader in business analytics software and services, and the largest independent vendor in the business intelligence market. Through innovative solutions, SAS helps customers at more than 55,000 sites improve performance and deliver value by making better decisions faster, offering to them THE POWER TO KNOW®. At SAS, the employees are the most important assets for the company, therefore we provide them with a culture that fosters creativity and promotes innovation. This approach springs from CEO Jim Goodnight’s philosophy: “Treat employees like they make a difference and they will.”

Facts & Figures

Industry IT
Number of employees 178
Number of active countries 135

The Research

Certification is only awarded to the best employers around the world: companies that demonstrate the highest standards of employee offerings. The Top Employers Institute’s research assesses all critical areas of the Human Resources environment, certifying organisations that can demonstrate they are continuously optimising employee conditions and leading the way in the development of their people.

The employee offerings of SAS INSTITUTE BRASIL

This is a selection of the Employee Offerings that this company offers to (some of) its employees.

Learning and development programs

  • Internship programmes
  • Competency-based training programmes
  • Coaching programmes
  • Mentor programmes
  • Soft skill training programmes (e.g. feedback, time management, communication)
  • On-the-job training
  • Conferences/congresses/seminars (internal/external)
  • Workshops (internal/external)
  • Online training programmes (always available)
  • (Peer) coaching
  • Mentor groups
  • Mobile Learning
  • e-Learning (module)
  • Coaching
  • Communities of Practice

Onboarding Activities

  • Pre-Employment package (after contract is signed)
  • Step-by-step On-boarding programme (hard copy or online)
  • Employee handbook that specifies HR policy and regulations (hard copy or online)
  • Use of internal/external social media (networks) to chat with current employees
  • Meeting with HR to explain procedures
  • Check-in meetings at specific intervals
  • Meeting with manager regarding job role, tasks,expectations
  • A role-specific introductory training programme
  • A mentor is assigned to the new employee
  • Post-hire assessment
  • Announcement/introduction by management
  • A tour around the organisation
  • Internal social media (network) experience sharing
  • Team lunch/dinner
  • Induction course (covering the organisation’s mission,vision, values)
  • Code of Conduct
  • Safety policies and instructions
  • Follow-up session one year after joining

Communication Channels

  • Formal sessions (e.g. one-to-one meetings between employee and manager)
  • Special access to CEO/Leadership
  • Suggestions box/email
  • Forums/blogs on Intranet
  • Instant messaging
  • Social media
  • Employee surveys

Well-being programs

  • Safety programme
  • Stress management
  • Ergonomic support
  • Health & Safety officer/manager
  • Personal support line
  • Employee debt support
  • EAP (Employee Assistance Programme)
  • Preventative Occupational Health programme
  • Confidential adviser
  • Fitness centre membership subsidy/reimbursement
  • Health screening programme
  • Weight loss programme
  • Wellness programmes
  • Nutritional information programmes