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Linking Strategy to HRM Practices

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Imagine how "Well-designed HR systems can influence business results."

Read Fast Company's article on SAS (http://www.fastcompany.com/magazine/21/sanity.html) and to the SAS website (http://www.sas.com/corporate/index.html) as well as the CBS "60 Minutes" website (http://www.cbsnews.com/stories/2003/04/18/60minutes/main550102.shtml--) or see the video (http://www.cbsnews.com/sections/i_video/main500251.shtml?id=550244n ) to learn more about the company.

Consider how SAS used organizational strategy to drive HRM practices. What are they doing that is different than most others?

How and why did SAS do what they did? What was their goal?
How did it work out?
How did it impact their employees in terms of retention, satisfaction, and productivity?
Could your firm do what SAS did? Explain why or why not. Present your views in 200 words or more in your discussion post.

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Solution Summary

The solution discusses how and why SAS used an organizational strategy to drive HRM practices and what the results of that strategy were in terms of employee productivity, retention and satisfaction. 430 words.

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Good day,

When you review the information about SAS you will find that their main corporate/organizational strategy was growth. The desire to increase their revenue by expanding their customer base and market share. SAS' CEO Goodnight, realized that the key to growth was is human capital - hiring and retaining the best in he field of programming and software design. Goodnight wished to create a company that would attract the best talent and keep them as he clearly subscribes to the concept that a worker who is satisfied on the job is more productive and creative. The productive worker creates efficient and effective output that customers desire - ...

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