Engagement overview

With a 40-year history, the client is part of the largest financial services group in Africa and provides vehicle and asset finance support to leading international brands.

The client had realised to enable their BA function to meet future business needs and fulfil their mandate of being the bridge between business and IT, they required serious business transformations. Furthermore, strategic business initiatives would also place additional strain on the BA capability in the near and medium term. Due to BSG’s strong BA knowledge and experience, the client approached BSG to assist them in building their BA capability and set up a CoE, to drive BA best practice across the organisation from a central point.

The business had been hampered in introducing changes to drive competitive advantages, due to business analysts delivering too slowly and at huge expense. Through the introduction of a CoE, the business could therefore look at building the sustainable competitive advantage required for future business success. An integral element of future success would be people-related, which prior to the commencement of the project was not a sustainable competitive advantage. The CoE would create an environment focused on developing the business analysts, independent of project execution. BSG’s project approach inculcated the EVP into the BA community, to strengthen the value of business analysts in the broader ecosystem.

With the needs of the business evolving, it had become apparent to the client that they would be relying heavily on IT solutions to realise their strategic objectives. To retain their market leader position, the client needed an internal partner to assist in making their strategic objectives a reality – through effective technology solutions – as quickly and effectively as possible. This partnership had been non-existent within the BA function.

Key challenges identified by BSG, that informed the project, included:

  • The skills and talent needed to evolve for future needs
  • How the BA function could not keep up with demand
  • There was a mismatch between the needs of business and the maturity of the BA capability
  • The organisational design was not complete or optimised
  • No multi-dimensional approach to BA existed

BSG therefore defined the operating model according to the following structural components and diagrammatic representation:

  • Organisation:  Structure, roles and skills required in business analysis e.g. competency-based assessments, detailed job profiles, learning and development plans and acquisition and retention approaches
  • Tools:  In support of the “business” of BA and this includes the system development lifecycle (SDLC) tools, time management and estimations
  • Metrics:  Metrics, targets and service level agreements for operational management of BA and the definition of KPIs for a balanced scorecard for the BA capability
  • Interfaces:  Entities that BA is required to interface with e.g. business, IT, vendors and partners
  • Governance:  Structures, forums, quality and compliance assessments to govern the operations of BA
  • Process:  Required to support and deliver the BA function
  • Methodology:  Core delivery methods for projects where BA executes projects and includes Waterfall, Agile and User Experience (UX) design methods

Throughout the project it was important to manage both expectations and the vast changes a CoE brings about. BSG did this via forums and communications to discuss job security, utilising one-on-ones or desk drops.

A project board had been defined at the start of the project and comprised the sponsor, business, senior IT managers (some former line managers of the BAs), HR and change management. This made for easier and more efficient decision-making. BSG also undertook regular research and sought insights to validate the board’s decisions regards the progress of the project.

Benefits

  • Improved BA productivity and performance through staff effectively being held accountable for performance via clearly defined BA roles, performance management processes (including incremental feedback) and appropriate training
  • Consistency and completeness of BA competency development through formalised career development and coaching frameworks, a first for staff
  • Increased retention and staff engagement levels through defined employee value proposition (EVP), inclusive of a BA recruitment, induction process defined and operational effect
  • Articulated BA delivery methodology through clearly defined processes and standards
  • The BA capability has been set up to cater for improved project quality output, delivery times and capacity
  • Standardisation and adoption of leading BA practice methods and tools will lead to reduced delivery risk

Making a difference

Making a difference in communities

To meet their goal of becoming the provider of choice on the African continent, the client needs to grow revenue while containing costs. The CoE will enable the client to actively drive down costs while positioning themselves as an organisation that is a world-class leader in quality IT delivery. The revised BA capability will also enable the BA function to assist in driving innovation.

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