IT business consulting competencies to address business intelligence and analytics challenges in South African organisations
- Authors: Chatapura, Ruvimbo Faith
- Date: 2024-10-11
- Subjects: Business enterprises Information technology South Africa , Business intelligence , Business analytics , Business consultants , Dynamic capabilities , Knowledge management
- Language: English
- Type: Academic theses , Master's theses , text
- Identifier: http://hdl.handle.net/10962/462680 , vital:76325
- Description: Background: In today's dynamic environment, the importance and popularity of business intelligence and analytics (BI&A) has increased due to the rise in big data being generated across the globe. BI&A is an essential emerging business competency area and dynamic capability that serves as an enabler for organisations to harvest value from their big data. When implemented correctly, BI&A is a powerful tool that leads to increased competitive advantage. However, organisations in South Africa are facing major challenges when it comes to adopting and harnessing it. As such, it is IT business consultants that South African organisations turn to for acquiring BI&A expertise. Objective: Using the Theory of Dynamic Capabilities as an underpinning lens, the purpose of this study is to investigate the relevant competencies IT business consultants need to address BI&A challenges in South African organisations. This study focuses on developing a BI&A competency framework based on these competencies that IT business consultants can consider when addressing the BI&A challenges in South African organisations. Methods: A qualitative research approach was utilised in this study by making use of an interpretive paradigm, abductive reasoning, qualitative description research strategy, as well as semi-structured interviews and questionnaires as data collection methods to elicit feedback on this study’s BI&A competency framework. Content analysis was conducted to categorise and code the interview data, and descriptive analysis was conducted to rank the competencies in order of relevance. Findings: It was found that the relevant business competencies to consider are business acumen, industry knowledge and strategic conceptual abilities. The relevant technical competencies are categorised into three categories: analytical skills (logical thinking, problem-solving, statistical analysis and what-if analysis), data engineering (data modelling skills, data warehousing, database management, data governance, data interpretation, data stewardship, data visualisation tools and data processing languages) and supplementary skills (project management, consulting skills and artificial intelligence). The relevant values and behavioural competencies to consider are integrity, communication, teamwork, resilience, commitment, creativity, emotional intelligence, humility, behavioural analysis, curiosity, leadership and social intelligence. , Thesis (MCom) -- Faculty of Commerce, Information Systems, 2024
- Full Text:
- Date Issued: 2024-10-11
- Authors: Chatapura, Ruvimbo Faith
- Date: 2024-10-11
- Subjects: Business enterprises Information technology South Africa , Business intelligence , Business analytics , Business consultants , Dynamic capabilities , Knowledge management
- Language: English
- Type: Academic theses , Master's theses , text
- Identifier: http://hdl.handle.net/10962/462680 , vital:76325
- Description: Background: In today's dynamic environment, the importance and popularity of business intelligence and analytics (BI&A) has increased due to the rise in big data being generated across the globe. BI&A is an essential emerging business competency area and dynamic capability that serves as an enabler for organisations to harvest value from their big data. When implemented correctly, BI&A is a powerful tool that leads to increased competitive advantage. However, organisations in South Africa are facing major challenges when it comes to adopting and harnessing it. As such, it is IT business consultants that South African organisations turn to for acquiring BI&A expertise. Objective: Using the Theory of Dynamic Capabilities as an underpinning lens, the purpose of this study is to investigate the relevant competencies IT business consultants need to address BI&A challenges in South African organisations. This study focuses on developing a BI&A competency framework based on these competencies that IT business consultants can consider when addressing the BI&A challenges in South African organisations. Methods: A qualitative research approach was utilised in this study by making use of an interpretive paradigm, abductive reasoning, qualitative description research strategy, as well as semi-structured interviews and questionnaires as data collection methods to elicit feedback on this study’s BI&A competency framework. Content analysis was conducted to categorise and code the interview data, and descriptive analysis was conducted to rank the competencies in order of relevance. Findings: It was found that the relevant business competencies to consider are business acumen, industry knowledge and strategic conceptual abilities. The relevant technical competencies are categorised into three categories: analytical skills (logical thinking, problem-solving, statistical analysis and what-if analysis), data engineering (data modelling skills, data warehousing, database management, data governance, data interpretation, data stewardship, data visualisation tools and data processing languages) and supplementary skills (project management, consulting skills and artificial intelligence). The relevant values and behavioural competencies to consider are integrity, communication, teamwork, resilience, commitment, creativity, emotional intelligence, humility, behavioural analysis, curiosity, leadership and social intelligence. , Thesis (MCom) -- Faculty of Commerce, Information Systems, 2024
- Full Text:
- Date Issued: 2024-10-11
Essential employee knowledge management and re-skilling within the 4ir in the South African automotive industry towards 2030
- Authors: Hufkie, Brian
- Date: 2021-04
- Subjects: Knowledge management , Technological innovations -- Economic aspects , Automobile industry and trade -- South Africa
- Language: English
- Type: Master's theses , text
- Identifier: http://hdl.handle.net/10948/51556 , vital:43304
- Description: It was the purpose of the study to gain an understanding of what Essential Employee Knowledge Management and Re-Skilling is needed in the South African Automotive Industry towards 2030 with regards to the Fourth Industrial Revolution (4IR). The reason for choosing the South African automotive industry was because the automotive industry is South Africa’s most important manufacturing sector. Nearly one-third of value adding within the domestic business sector is from the contribution, directly or indirectly, of vehicle assembly and automotive component manufacturing. According to Muro and Whiton (2017), advanced automation is already disrupting job futures across the globe and the 4IR technologies will contribute to further impacts upon the labour market, as many routine and rule-based jobs that typically involving low to medium skills become automated. Omarjee (2018), further states that the skills gap and structural unemployment are at an ever-increasing pace of change, which means organisations will face more structural unemployment challenges and which, therefore, amplifies the need for a significant amount of talent development, knowledge management, reskilling and up-skilling required in South Africa towards 4IR readiness. According to Statistics South Africa (Stats SA, 2018), South Africa’s skills challenges are because of complications of socio-economic and socio-historic factors. It is undisputed that 4IR requires a highly skilled workforce, and one which South Africa, regrettably, has been struggling to produce. The report further estimates that 30% of South African workers are unskilled, 46% are semiskilled workers and 24% are skilled workers. Therefore, skilling and reskilling of workers is important in preparing for the 4IR. The study undertook a focused environmental scan of recently published and pertinent articles in the public domain media. The aim, furthermore, was to use the environmental scan to contribute meaningful recommendations to all key stakeholders involved. The environmental scan looked at the macro environment and which included the social, technological, political, economic and the environmental factors influencing the South African automotive industry. Secondly, a qualitative case study approach was used to describe the true experiences of assembly workers and their immediate supervisors in a South African automotive plant. An interpretivism paradigm was applied in line with the case study research methodology. A semi-structured interview guide was developed to obtain primary data through the interviewing process and to test the dependent and independent variables. Using convenience sampling, interviews were set up with identified company related respondents, which included supervisors and blue-collar workers at a South African automotive company. The study results revealed that although some of the respondents did not know what 4IR was, there was agreement amongst those who knew what was involved and why 4IR should happen. The shared understanding was that 4IR involves vast amounts of data that assists in improving processes, systems and services. The study results also indicated that the implementation of automation, robotics and AI within the manufacturing industry had increased the fears of employees in terms of technology application is replacing their jobs. Some of the respondents also perceived a lack of transparency with regards to a structured approach towards a reskilling plan targeting the blue-collar workers’ readiness, in line with the 4IR within the automotive industry. Furthermore, what was clear was that reskilling, training and a retraining was needed within the orgainisation. Based on the overall study results, it appears that there is currently limited observed evidence about the current state of readiness of 4IR awareness and its adoption within a South African automotive industry entity. , Thesis (MA) -- Faculty of Business and Economic Sciences, Business Administration, 2021
- Full Text:
- Date Issued: 2021-04
- Authors: Hufkie, Brian
- Date: 2021-04
- Subjects: Knowledge management , Technological innovations -- Economic aspects , Automobile industry and trade -- South Africa
- Language: English
- Type: Master's theses , text
- Identifier: http://hdl.handle.net/10948/51556 , vital:43304
- Description: It was the purpose of the study to gain an understanding of what Essential Employee Knowledge Management and Re-Skilling is needed in the South African Automotive Industry towards 2030 with regards to the Fourth Industrial Revolution (4IR). The reason for choosing the South African automotive industry was because the automotive industry is South Africa’s most important manufacturing sector. Nearly one-third of value adding within the domestic business sector is from the contribution, directly or indirectly, of vehicle assembly and automotive component manufacturing. According to Muro and Whiton (2017), advanced automation is already disrupting job futures across the globe and the 4IR technologies will contribute to further impacts upon the labour market, as many routine and rule-based jobs that typically involving low to medium skills become automated. Omarjee (2018), further states that the skills gap and structural unemployment are at an ever-increasing pace of change, which means organisations will face more structural unemployment challenges and which, therefore, amplifies the need for a significant amount of talent development, knowledge management, reskilling and up-skilling required in South Africa towards 4IR readiness. According to Statistics South Africa (Stats SA, 2018), South Africa’s skills challenges are because of complications of socio-economic and socio-historic factors. It is undisputed that 4IR requires a highly skilled workforce, and one which South Africa, regrettably, has been struggling to produce. The report further estimates that 30% of South African workers are unskilled, 46% are semiskilled workers and 24% are skilled workers. Therefore, skilling and reskilling of workers is important in preparing for the 4IR. The study undertook a focused environmental scan of recently published and pertinent articles in the public domain media. The aim, furthermore, was to use the environmental scan to contribute meaningful recommendations to all key stakeholders involved. The environmental scan looked at the macro environment and which included the social, technological, political, economic and the environmental factors influencing the South African automotive industry. Secondly, a qualitative case study approach was used to describe the true experiences of assembly workers and their immediate supervisors in a South African automotive plant. An interpretivism paradigm was applied in line with the case study research methodology. A semi-structured interview guide was developed to obtain primary data through the interviewing process and to test the dependent and independent variables. Using convenience sampling, interviews were set up with identified company related respondents, which included supervisors and blue-collar workers at a South African automotive company. The study results revealed that although some of the respondents did not know what 4IR was, there was agreement amongst those who knew what was involved and why 4IR should happen. The shared understanding was that 4IR involves vast amounts of data that assists in improving processes, systems and services. The study results also indicated that the implementation of automation, robotics and AI within the manufacturing industry had increased the fears of employees in terms of technology application is replacing their jobs. Some of the respondents also perceived a lack of transparency with regards to a structured approach towards a reskilling plan targeting the blue-collar workers’ readiness, in line with the 4IR within the automotive industry. Furthermore, what was clear was that reskilling, training and a retraining was needed within the orgainisation. Based on the overall study results, it appears that there is currently limited observed evidence about the current state of readiness of 4IR awareness and its adoption within a South African automotive industry entity. , Thesis (MA) -- Faculty of Business and Economic Sciences, Business Administration, 2021
- Full Text:
- Date Issued: 2021-04
- «
- ‹
- 1
- ›
- »