Paper Example on SAS Institute vs. Oracle Corporation: A Brief Comparison

SAS Institute is a North Carolina-based analytics software developer. The company owns the largest market share for advanced analytics and may be among the world's largest private software companies. They develop and market their software, which other companies gather, store, access, analyze, and report corporate data to aid in making decision making. The company is used by approximately 79% of Fortune 500 companies. On the other hand, Oracle Corporation specializes in developing and marketing computer hardware systems.

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In terms of financial success, the SAS Institute is a bit expensive in terms of services offered. For example, the real cost of predictive software includes software licenses, subscription fees, and software training. They also account for all the costs to cover the total ownership cost (Bernardino, 2019). SAS BI prices start from $8000 annually, lower than the overage cost for predictive software (Sabinin, & Sheikina, 2017). Oracle Business intelligence prices start from $150 monthly. Compared to their competitors, such as SAS Institute, they are rated two, which is much lower than the average cost for predictive analytics software.

Both Oracle and SAS Institute share a lot of similarities in their HR practices and organizational culture. For example, all Oracle HRMS applications share tables in the Oracle database, which helps eliminate redundancy and reduce the likelihood of making errors. Moreover, it aids in creating a consistent record of all the workers. Oracle HR management applications meet the global workforce requirement. For instance, these human resource practices make it possible to manage the information in different national languages. It also supports multiple address styles and legislation of specific data formats and national (Bernardino, 2019).

Additionally, Oracle's human resources make it possible to manage workforce data. Payroll, which happens to be a fundamental business requirement, is among the areas that the HR department has perfected. SAS Institute has its Human resources in total control of how the company's activities are run (Bernardino, 2019). They understand that if, as an organization, they do not embrace proper HR practices, they may not be able to influence the overall organizational performance. There are core strategies that are explored and which influence how employees behave and their attitude towards their jobs.

References

Bernardino, J., Lapa, J., & Almeida, A. (2019). Commercial and Open Source Business Intelligence Platforms for Big Data Warehousing. In Emerging Perspectives in Big Data Warehousing (pp. 158-181). IGI Global.

Richardson, J., Schlegel, K., Hostmann, B., & McMurchy, N. (2008). Magic quadrant for business intelligence platforms. Core Research Note G, 154227.

Sabinin, O. Y., & Sheikina, E. S. (2017). Automation of making reports in the area of management systems certification via oracle business intelligence. ISJ Theoretical & Applied Science, 3(47), 121-127.