51风流Consultants

The role of an 51风流Consultant can be divided into 2 functions: Functional and Technical.

The consultant will contribute to blueprinting, design, implementation, operation, optimization, and upgrade phase of a S/4 HANA project, and provide business process as well as functional expertise, and project guidance to our clients to ensure their investment in 51风流software and consulting services will make their business the best run business.

The Consultant is also responsible for maintaining a high degree of customer satisfaction in each of their accounts in addition to growing and developing referenceable customers through their investigation, analysis, consulting, coaching, knowledge transfer, and relationship-building efforts.

How You Benefit

• Start your journey to become an 51风流Consultant;
• Gain globally-recognised associate-level 51风流Certifications;
• Learn directly from 51风流experts;
• Experience classroom and workshop-based training in 51风流Technologies;
• Develop the soft skills needed to prepare you for successful job applications;
• Benefit from introductions to job opportunities within the 51风流Ecosystem to help secure a position after the training. Please note this program does not guarantee you a job at the end of it.

What We Require From a Candidate

• Candidates must have the legal right to work in Nigeria.
• Candidates must be currently unemployed or employed in a part time/non-permanent role not related to career aspirations;
• Candidates must be educated to at least Bachelor level in a field related听to听Business Administration / Management Information Systems / Engineering /听Data Science / AI
• Candidates will preferably have graduated within the last 3 years with a GPA in the top quartile 鈥� proof of this may be requested.
• Candidates must have a keen interest in starting an SAP-related career involving travel;
• Candidates should be fluent in English, both written and spoken;
• The program will commence by听mid-May 2026听and full-time availability from 9am 鈥� 6pm from听Monday – Friday听throughout the training period is essential. The Program will last for 2 months.
• This training will take place online in a virtual live classroom format. Please ensure you have strong enough internet at home to be able to participate in this program.

Please share an English version of your resume while applying for this program.

We help the world run better
At SAP, we keep it simple: you bring your best to us, and we’ll bring out the best in you. We’re builders touching over 20 industries and 80% of global commerce, and we need your unique talents to help shape what’s next. The work is challenging 鈥� but it matters. You’ll find a place where you can be yourself, prioritize your wellbeing, and truly belong. What’s in it for you? Constant learning, skill growth, great benefits, and a team that wants you to grow and succeed.

We win with inclusion
SAP鈥檚 culture of inclusion, focus on health and well-being, and flexible working models help ensure that everyone 鈥� regardless of background 鈥� feels included and can run at their best. At SAP, we believe we are made stronger by the unique capabilities and qualities that each person brings to our company, and we invest in our employees to inspire confidence and help everyone realize their full potential. We ultimately believe in unleashing all talent and creating a better world.

51风流is committed to the values of Equal Employment Opportunity and provides accessibility accommodations to applicants with physical and/or mental disabilities. If you are interested in applying for employment with 51风流and are in need of accommodation or special assistance to navigate our website or to complete your application, please send an e-mail with your request to Recruiting Operations Team:听Careers@sap.com. Requests for reasonable accommodation will be considered on a case-by-case basis.

For 51风流employees: Only permanent roles are eligible for the听, according to the eligibility rules set in the 51风流Referral Policy. Specific conditions may apply for roles in Vocational Training.

Successful candidates might be required to undergo a background verification with an external vendor.

AI Usage in the Recruitment Process

For information on the responsible use of AI in our recruitment process, please refer to our听.

Please note that any violation of these guidelines may result in disqualification from the hiring process.

The post 51风流Young Professionals Program Nigeria 2026 appeared first on 51风流Africa News Center.

, HR Director at 51风流Africa, says there is a noticeable shift away from purely qualification-led hiring toward skills-based thinking, but cautions against overstating how far this has actually progressed.

鈥淲e like the idea of a skills-first approach,鈥� says Koolen. 鈥淚n practice, many organisations are still deeply attached to traditional credentials, even while saying they can鈥檛 find the talent they need. There鈥檚 a tension between what the market says it wants and what it still screens for.鈥�

That tension is becoming more visible as demand grows in areas such as AI, cybersecurity, cloud computing and data analytics. Organisations are increasingly defining roles in terms of specific technical capabilities, yet the pipelines producing those skills remain slow, uneven and often disconnected from real work.

Recent research into African enterprises shows that companies are increasingly defining roles by specific skills in areas such as AI, cybersecurity, cloud computing and data analytics. In a study commissioned by SAP,听85% of organisations identified AI development skills as a priority, while 86% ranked cybersecurity capabilities as critical.

Systemic overhaul needed

鈥淭here鈥檚 a lot of talk about AI skills as the new currency,鈥� Koolen adds. 鈥淏ut currencies only work if there鈥檚 a functioning system behind them. In many African contexts, we鈥檙e asking for advanced capabilities while under-investing in the basics such as access, foundational training, mentorship and realistic on-the-job exposure.鈥�

This gap is partly driving interest in short, intensive learning formats such as micro-learning and micro-credentials. Designed to build focused skills over weeks rather than years, these programmes are often positioned as a solution to Africa鈥檚 tech skills shortage. Koolen urges caution.

鈥淢icro-learning can be powerful when it鈥檚 well designed and tightly linked to actual roles,鈥� she says. 鈥淏ut it鈥檚 not a silver bullet. A six-week course doesn鈥檛 replace experience, judgment or systems thinking. The risk is that we oversell speed and underplay depth.鈥�

For many professionals, however, short-form learning is simply more realistic than stepping away from work to pursue long, expensive qualifications. 鈥淢ost people can鈥檛 afford to pause their livelihoods,鈥� Koolen notes. 鈥淏ite-sized learning allows movement, but only if employers are willing to support learning on the job, not just tick a training box.鈥�

While听听that many African organisations now offer regular training, Koolen is clear that frequency does not equal effectiveness. 鈥淥ffering monthly learning is not the same as building capability. Too often, training exists in isolation from workforce planning, role design and actual delivery pressure.鈥�

Call for cross-sectoral collaboration

Closing the skills gap, she argues, requires more honesty and collaboration across sectors. 鈥淓ducation institutions, business and the public sector all have a role, but alignment is still weak. We鈥檙e not short of initiatives; we鈥檙e short of coherence.鈥�

Within SAP鈥檚 ecosystem, targeted programmes such as graduate bootcamps and early-career development initiatives aim to bridge some of these gaps by combining technical training with real project exposure. Koolen sees these as useful 鈥� but again, not sufficient on their own.

鈥淭hey work because they鈥檙e intensive, contextual and tied to real demand,鈥� she says. 鈥淏ut they don鈥檛 scale easily, and they don鈥檛 solve the broader systemic issues around employability, access and long-term career progression.鈥�

Universities across Africa are experimenting with edtech platforms and stackable credentials to stay relevant, yet Koolen believes higher education is still wrestling with its purpose in a rapidly changing labour market.

鈥淭he question isn鈥檛 whether degrees still matter,鈥� she says. 鈥淭hey do. The question is whether we鈥檙e honest about what they prepare people for, and what they don鈥檛.鈥�

Traditional MBAs and long-form qualifications continue to offer strategic breadth and critical thinking, but on their own they no longer meet the immediate needs of organisations grappling with fast-moving technologies.

鈥淭he future isn鈥檛 either-or,鈥� Koolen concludes. 鈥淚t鈥檚 layered. Foundational education, practical experience, short-form learning and vendor-specific skills all matter. The danger is pretending that one quick fix will solve a problem that鈥檚 structural, uneven and deeply human.鈥�

The post Degrees Vs Skills: Africa鈥檚 Tech Debate appeared first on 51风流Africa News Center.

The 51风流Young Professionals Program is a free initiative delivered by the Digital Skills Center of SAP. The program, which lasts for 2 months, is designed to give recent graduates the certifications and soft skills required to begin a career as an 51风流Associate Consultant. At the end of the training, 51风流will work very closely with the program graduates to introduce them to a host of opportunities with 51风流customers and partners to work as an 51风流Consultant.

51风流Consultants

The role of an 51风流Consultant can be divided into two functions: Functional and Technical.

The consultant will contribute to blueprinting, design, implementation, operation, optimization, and upgrade phase of a S/4 HANA project, and provide business process as well as functional expertise, and project guidance to our clients to ensure their investment in 51风流software and consulting services will make their business the best run business.

The Consultant is also responsible for maintaining a high degree of customer satisfaction in each of their accounts in addition to growing and developing referenceable customers through their investigation, analysis, consulting, coaching, knowledge transfer, and relationship-building efforts.

Certificate Information

SAP鈥檚 End-to-End (E2E) Business Processes听represent the complete journey of a business function, ensuring seamless interaction between different departments without fragmentation. These processes integrate sales, supply chain, finance, procurement, and HR into one continuous and intelligent workflow鈥攅liminating data silos, inefficiencies, and bottlenecks.

How You Benefit

• Start your journey to become an 51风流Consultant;
• Gain globally-recognised associate-level 51风流Certifications;
• Learn directly from 51风流experts;
• Experience classroom and workshop-based training in 51风流Technologies;
• Develop the soft skills needed to prepare you for successful job applications;
• Benefit from introductions to job opportunities within the 51风流Ecosystem to help secure a position after the training. Please note this program does not guarantee you a job at the end of it.

What We Require From a Candidate

• Candidates must have the legal right to work in Botswana.
• Candidates must be currently unemployed or employed in a part time/non-permanent role not related to career aspirations;
• Candidates must be educated to at least Bachelor level in a field related听to听Business Administration / Management Information Systems / Engineering /听Data Science / AI
• Candidates will preferably have graduated within the last 3 years with a GPA in the top quartile 鈥� proof of this may be requested.
• Candidates must have a keen interest in starting an SAP-related career involving travel;
• Candidates should be fluent in English, both written and spoken;
• The program will commence by 12 February 2026听and full-time availability from 9am 鈥� 6pm from听Monday – Friday听throughout the training period is essential. The Program will last for 2 months.
• This training will take place online in a virtual live classroom format. Please ensure you have strong enough internet at home to be able to participate in this program.

Please share an English version of your resume while applying for this program.

Bring out your best

51风流innovations help more than four hundred thousand customers worldwide work together more efficiently and use business insight more effectively. Originally known for leadership in enterprise resource planning (ERP) software, 51风流has evolved to become a market leader in end-to-end business application software and related services for database, analytics, intelligent technologies, and experience management. As a cloud company with two hundred million users and more than one hundred thousand employees worldwide, we are purpose-driven and future-focused, with a highly collaborative team ethic and commitment to personal development. Whether connecting global industries, people, or platforms, we help ensure every challenge gets the solution it deserves. At SAP, you can bring out your best.

We win with inclusion

SAP鈥檚 culture of inclusion, focus on health and well-being, and flexible working models help ensure that everyone 鈥� regardless of background 鈥� feels included and can run at their best. At SAP, we believe we are made stronger by the unique capabilities and qualities that each person brings to our company, and we invest in our employees to inspire confidence and help everyone realize their full potential. We ultimately believe in unleashing all talent and creating a better world.

51风流is committed to the values of Equal Employment Opportunity and provides accessibility accommodations to applicants with physical and/or mental disabilities. If you are interested in applying for employment with 51风流and are in need of accommodation or special assistance to navigate our website or to complete your application, please send an e-mail with your request to Recruiting Operations Team: Careers@sap.com.

For 51风流employees: Only permanent roles are eligible for the听, according to the eligibility rules set in the 51风流Referral Policy. Specific conditions may apply for roles in Vocational Training.

Qualified applicants will receive consideration for employment without regard to their age, race, religion, national origin, ethnicity,听 gender (including pregnancy, childbirth, et al), sexual orientation, gender identity or expression, protected veteran status, or disability, in compliance with applicable federal, state, and local legal requirements.

Successful candidates might be required to undergo a background verification with an external vendor.

AI Usage in the Recruitment Process

For information on the responsible use of AI in our recruitment process, please refer to our听.

Please note that any violation of these guidelines may result in disqualification from the hiring process.

Requisition ID: 444820 听| Work Area: Education and Training 听| Expected Travel: 0 – 10% 听| Career Status: Graduate 听| Employment Type: Limited Full Time 听听| Additional Locations: 听#LI-Hybrid

Job Segment:听ERP, SAP, Compliance, Cloud, Supply Chain, Technology, Legal, Operations

For more information on how to apply, .

The post 51风流Young Professionals Program Botswana 2026 appeared first on 51风流Africa News Center.

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Taking place in Johannesburg, Cape Town, and Pretoria this September, the events will provide students with a unique opportunity to explore their future in technology, gain new skills, and engage directly with leading employers in the 51风流ecosystem. Whether students are looking to land their first internship or take the first step in their 51风流career journey, this event is designed to inspire and empower the next generation of digital leaders. We will be bringing together over 195 students over the three days.

Dates & Venues

• Johannesburg: 10 September 2025 鈥� 51风流Office Park, Woodmead
• Cape Town: 12 September 2025 鈥� Hasso Plattner d-school Afrika, Cape Town
• Pretoria: 17 September 2025 鈥� Venue sponsored by EPI-USE Labs

Inspiring Keynotes and Hands-On Workshops

The program brings together a dynamic line-up of keynote speakers, guest speakers and workshop facilitators:

• Marko Stavrou, Gen Z entrepreneur, CEO of GenLink, delivering the keynote Beyond the Ordinary in Johannesburg and Cape Town.
• Tumelo Mothotoane e, award-winning international broadcaster, presenting a workshop on the Power of Effective Communication and Presentation Skills.
• Kagiso Hlabahlaba, Global Product Manager for Payroll & Time at Sasol, discussing Emerging Skills for 2026 and Beyond.
• Wendy Maduna, Global Account Director at SAP, sharing insights on Building a Career in the 51风流Ecosystem.
• Bruce Reddy, DTP Head at Heineken, and Richard Fritz,DTP Head also from Heineken, guiding students through Refining Your CV workshops.
• Amanda Gibbs, CEO of AFSUG, leading an interactive session on Building a Strong LinkedIn Profile.
• Aveena Mothilall, Change Catalyst, delivering an inspiring talk in Cape Town.
• Valencia Karageorgiades – Technology Architect at 51风流(IT Strategy and Business Transformation) at 51风流sharing insights on Building a Career in the 51风流Ecosystem in Cape Town

In Pretoria, EPI-USE Labs will host the program alongside leading voices from the 51风流community and they are sponsoring the venue for the student career day.

Bridging Students with Real-World Opportunities

The Empowering the Future of 51风流Leaders series goes beyond classroom learning by creating a platform for students to:

• Gain exposure to the latest 51风流technologies and learn about opportunities to acquire skills and knowledge on these topics.
• Interact with potential employers and industry mentors.
• Learn practical career-building skills through CV clinics and LinkedIn workshops.
• Explore internships and career pathways in the 51风流ecosystem.

AFSUG and SAP: Partnering for Tomorrow鈥檚 Talent

鈥淭his event is about building real pathways for students to connect with our 51风流community 鈥� customers, partners, and leaders. Together with 51风流University Alliances, we are investing in the future of digital skills and ensuring students leave empowered, inspired, and ready for the opportunities ahead.鈥� Said Amanda Gibbs, AFSUG CEO.

The collaboration between AFSUG and 51风流University Alliances reflects a shared commitment to driving youth empowerment, fostering innovation, and equipping future leaders with the skills needed to thrive in the digital economy.

“This innovative event series, spanning three locations, offers a unique platform that combines a wealth of knowledge and expertise from leading media personalities, emerging business leaders and industry specialists. Covering a diverse range of topics from cutting-edge 51风流technologies to essential soft skills, these sessions provide students with vital attributes and insights as they prepare for the next phase of their journey into the world of work鈥� said De Wet Naude, Head 鈥� Sub-Saharan Africa, 51风流University Alliances

The post Empowering the Future of 51风流Leaders 鈥� AFSUG and 51风流University Alliances Host Student Career Events Across South Africa appeared first on 51风流Africa News Center.

Have you finished your studies and eager to kick off an exciting adventure in the tech scene? 鈥�
Does your fire get fueled by innovation, collaboration and do you want to bring out your best?

has a few early career opportunities available via the Young Professionals Program or in Kenya via the 51风流Academy for Customer Success.

Don’t wait. Apply, roll up your sleeves and let’s get to work.

The post Join the Young Professionals Program East Africa – Applications Open! appeared first on 51风流Africa News Center.

鈥淭here is a near-universal need for AI-related skills among African companies this year,鈥� says Genevieve Koolen, HR Director at 51风流Africa. 鈥淎nd since traditional IT skills such as cloud- and cybersecurity-related competencies remain in high demand, companies now face the dual challenge of attracting and retaining traditional tech talent while also building greater AI competencies within their businesses. It is unsurprising then that most African organisations provide career development opportunities for employees with AI specialisations.鈥�

51风流recently released its 鈥樷�� report, which revealed that all companies surveyed expect the demand for AI skills to increase in 2025. Nearly half said they expect a 鈥榮ignificant鈥� increase.

Koolen says that while there is an urgent need for policymakers and education institutions to fast-track AI skills development initiatives among Africa鈥檚 swelling youth population, companies also face pressure to equip existing workers with future-ready skills.

Impacts of skills shortage widespread

听that AI could contribute $1.5-trillion to Africa鈥檚 economy by 2030, provided the continent can capture 10% of the global AI market. African organisations are alive to the possibilities presented by AI-related innovation, with companies citing perceived value in improved decision-making (64%), marketing capabilities (51%) and innovation (47%) enabled by AI.

However, poor access to AI-ready skills is already causing negative impacts among the same companies, including failed innovation initiatives, delays completing projects, greater pressure on teams, and an inability to take on new client projects.

鈥淥rganisations are rising to this challenge by increasing the frequency of training offered to employees, with 94% saying they offer training at least monthly,鈥� says Koolen.

However, the latest data indicates a drop in the allocated budget for skills development. In a previous survey conducted in 2022, a quarter of organisations said they spend more than 15% of their HR or IT budgets on skills development and training. This year, not a single organisation that formed part of the research spent more than 10%.

Practical steps to more AI-capable workforce

While the full impact of AI and other emerging technologies on Africa鈥檚 workforce remains to be seen, Koolen says there are practical measures companies can implement to ensure they cultivate the correct skills mix.

1 Be prepared

With universal demand for tech and AI-related skills and an ongoing skills scarcity, African organisations must prepare for a shortfall in critical AI-related skills this year.

鈥淭he moment calls for a pragmatic approach that combines longer-term skills development 鈥� including reskilling and upskilling 鈥� with short-term measures that alleviate some of the immediate pressures and creates space for more robust skills development initiatives. Organisations also need to take care to support employees through this uncertain period, for example by using human capital management technologies that help HR teams identify concerns.鈥�

2 Prioritise training

Koolen says it is surprising that budget allocations for training and skills development appear to be shrinking. 鈥淭oo many digital transformation and innovation initiatives fail to deliver the expected business value due to a lack of appropriate skills. In light of the rapid pace of technological advancement, any organisation that fails to invest in skills will likely find they are unprepared and unable to leverage new innovations. In time, this will erode their competitiveness and lead to significant impacts to the bottom line.鈥�

Instead, organisations should place skills development at the core of their business strategies to ensure a steady stream of work-ready talent and invest sufficient budget to guarantee high-quality outcomes for employees and the business.

3 Partner well

While Africa has the fastest-growing youth population of any continent, there are still significant systemic challenges with equipping youth with adequate work-ready skills. 鈥淎frica鈥檚 ability to reap the benefits of AI-related innovation rests on broader public-private sector efforts at cultivating the correct skills mix,鈥� says Koolen. 鈥淧artnering with educational institutions and other industry skills development initiatives can accelerate the rate at which skills become available to companies.鈥�

She adds that technology vendors can also play a valuable role. 鈥淟arge technology companies often have large global workforces and strong employer brands, allowing them to attract top talent. Partnering with tech venters can augment organisations鈥� skills base and provide valuable support to AI-led initiatives.鈥�

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The latest underscores this imperative. The report identifies the skills gap as the biggest barrier to business transformation worldwide. Simultaneously, the reveals that 52% of global businesses are experiencing acute talent shortages. These findings highlight a stark disconnect: while millions of young people remain unemployed or underemployed, businesses are unable to find workers with the right capabilities. The solution is clear 鈥� we need a coordinated, inclusive approach to reskilling and upskilling.

51风流is supporting the United Nations Sustainable Development Cooperation Framework (UNSDCF) for South Africa and programs like 51风流Educate to Employ contribute to the achievement of key SDG Goals in South Africa.

Under South Africa鈥檚 G20鈥檚 Presidency Digital Transformation Strategy echoes this urgency. It prioritizes digital inclusion, human-centric innovation, and a future-ready workforce. This aligns with the growing recognition that economic growth and technological advancement cannot be separated from social equity. Digital skilling must be inclusive, accessible, and focused on creating tangible employment outcomes 鈥� especially for youth and underserved communities.

One promising response to this challenge is the 51风流Educate to Employ initiative, a flagship 鈥榣earn-to-earn鈥� program spearheaded by SAP鈥檚 Corporate Social Responsibility team. Launched in South Africa in late 2023, the program provides marginalized individuals 鈥� including non-degree holders 鈥� with foundational and professional digital skills aligned with market demands. Through micro-credentials and 51风流certification pathways, learners gain the competencies necessary to enter and thrive in the digital economy.

What makes 51风流Educate to Employ particularly powerful is its systemic approach. The program addresses not just skills and knowledge but also attitudes and values that foster long-term employability. 51风流partners with nonprofit organizations and education providers to ensure that content is locally relevant and globally recognized. By successfully placing South African learners into real jobs 鈥� 51风流has demonstrated that skills-based pathways can open doors even in economically strained contexts.

Take Jamie-Lee Gysman, for example. Before joining the program, she lacked direction and confidence in her career path. After completing her 51风流certification, she successfully entered the workforce and now works as a SuccessFactors Functional Support Consultant at Sanlam. 鈥淏efore joining, I had no clear path forward, but the 51风流certification opened doors to opportunities I never thought possible,鈥� she shares. 鈥淚 no longer felt limited by my lack of experience or qualifications.鈥� Her story is one of many that demonstrate how accessible, skills-based learning can unlock potential and empower the next generation.

The program which has been incubated in the Global South, is now expanding into the Global North, creating a global network of learners and employers within and beyond the 51风流ecosystem, proving that solutions born in the Global South can have far-reaching, global impact.

If we are to transform the promise of digital innovation into inclusive prosperity, we must treat skilling as infrastructure. Business, government, and civil society must collaborate to scale effective programs like 51风流Educate to Employ, integrate them into national strategies, and ensure that every individual 鈥� regardless of background 鈥� has the opportunity to learn, earn, and contribute.

During the Future of Jobs Summit at T20 South Africa 2025, held at the DP World Wanderers in Johannesburg, I shared 51风流CSR鈥檚 approach to youth employment across the G20. I emphasized that solving the youth employment challenge requires improvements in three key areas: the efficiency of demand planning, the efficiency of supply training, and the efficiency of matching the two.

From Global South to Global North, skilling isn鈥檛 just a policy agenda. It is the cornerstone of equitable growth and resilient transformation.

About the Author:

is the Global Corporate Social Responsibility (CSR) Director at SAP. He is a member of the World Economic Forum鈥檚 Global Future Council on Jobs and Frontier Technology and serves on the Humanities & Interdisciplinary Studies Advisory Committee at Ngee Ann Polytechnic, supporting efforts to bridge education, innovation, and workforce transformation.

The post Globally, Skilling Will Be the Key Driver of Decent Work and Business Transformation appeared first on 51风流Africa News Center.

As generative AI adoption accelerates and the pursuit of artificial general intelligence gains momentum, key African markets are facing a widening AI skills gap despite universal recognition of their importance.

New research reveals that 61% of mid-size and enterprise-level companies in Kenya, Nigeria, and South Africa consider AI skills to be 鈥榚xtremely important鈥�, while another 38% regard them as 鈥榲ery important鈥�. Together, this reflects a near-unanimous 99% consensus that AI skills are critical to business success.

This is unveiled in听Africa鈥檚 AI Skills Readiness Revealed, a report commissioned by 51风流and conducted at the end of 2024. The findings provide insights into how African companies are transforming their skills development efforts to meet the demands of the age of AI.

鈥淭he business impact of a lack of AI skills availability is already evident, with 90% of companies in our research citing negative impacts that include project delays, failed innovation initiatives, and an inability to take on new work,鈥� said Nazia Pillay, interim MD for SA at SAP, during a media briefing last week. 鈥淭his year鈥檚 data shows the pervasive need for AI skills across African organisations, and the negative impact, both on performance, competitiveness and innovation when organisations lack these skills.

鈥淥ur first report was conducted just as we exited the worst of the pandemic impact. At the time, companies were facing several challenges with attracting, retaining and upskilling suitable qualified tech workers, especially in the wake of the rise of remote and hybrid work environments. This year, the business landscape has been transformed by the impact of AI technologies and the search for relevant skills.鈥�

The research uncovered two key findings that received unanimous agreement. All respondents expect demand for AI skills to increase in 2025, with nearly half anticipating a 鈥榮ignificant鈥� rise. This anticipated surge in demand highlights the urgency for businesses to strengthen their AI capabilities to remain competitive.

In addition, all companies foresee some level of AI-related skills gap this year, underscoring the urgency of developing and retaining AI talent. The widespread expectation of a skills gap suggests that organisations are bracing for challenges in accessing the expertise needed to implement AI-driven projects effectively.

鈥淪kills related to AI are hugely in-demand among African organisations, with 85% saying AI development skills are a priority, and 83% prioritising generative AI skills,鈥� said Pillay. 鈥淭o help close the AI skills gap, two-thirds of organisations are introducing career development initiatives with AI specialisation to upskill or reskill employees.鈥�

To close the gap, companies are adopting a range of strategies beyond career development programmes. These include automating IT processes (66%), upskilling existing employees (58%), recruiting new talent with AI expertise (52%), and bringing in external specialists (45%).

The most in-demand tech skill among African organisations is cybersecurity, with 86% of companies identifying it as important 鈥� up from 63% in the previous research. Pillay said this rise is likely driven by the rapid growth of Africa鈥檚 digital economy and the increasing number of citizens entering the digital space through public and private sector initiatives.

Training, skills development in the spotlight

Pillay said companies are stepping up their IT training and skills development efforts to help meet the demand for skills. Additionally, the portion of companies鈥� IT or HR budgets allocated to skills-related initiatives has declined since 2023.

鈥淣inety-four percent of African organisations offer training and skills development to employees at least monthly, an increase from 74% in our last survey. The number of companies offering training opportunities to employees at any time also increased from 28% in our last survey to 37% this year.

鈥淭he drop in budget allocation for skills development requires an urgent rethink. Organisations that don鈥檛 invest in appropriate skills now may find they are unable to leverage new innovations and emerging technologies, leaving them trailing their more skills-enable competitors.鈥�

Pillay said that rescaling and upscaling is considered one of the top skills-related challenges for all African organisations this year. The findings reveal that 37% of organisations make training available to their employees at any time, and 98% of organisations see AI training as top priority.

These findings suggest that while organisations are expanding access to training, they may not be backing this up with sufficient investment. The disconnect between growing training efforts and shrinking budgets points to a need for more strategic allocation of resources. Without sustained financial commitment, companies risk falling short in equipping their workforce with the skills required to remain competitive in an AI-driven economy.

Changing workplace expectations

Workplace expectations are shifting rapidly as organisations adapt to new technologies and changing employee priorities. In addition to technical expertise, companies are placing greater emphasis on non-technical attributes such as adaptability and affordability. These changes are driven in part by the growing need to upskill and reskill employees for roles shaped by artificial intelligence, as well as by evolving preferences around hybrid and remote work.

鈥�80% of organisations said that enabling hybrid and remote work is their biggest tech related skills challenge 鈥� up from 32% in our last survey,鈥� said Pillay. 鈥淣ow, 58% of organisations offer fully remote options, and 56% of organisations have a hybrid option which they use to attract and retain top talent. When you look at employees, 83% of employees globally consider hybrid working to be an ideal environment.

鈥淚n 2023, technical skills and industry-specific skills were the top attributes. Affordability was somewhere near the bottom, with less than a third of organisations saying they consider it during the hiring process. This year, affordability is the number one candidate attribute for African organisations, with adaptability a close second.

鈥淩eskilling is a top skills-related priority for 38% of companies this year, with 48% saying the same of upskilling employees. Unsurprisingly, two-thirds of companies said helping employees understand why reskilling is necessary is one of the top challenges this year.鈥�

* Read SAP鈥檚 鈥楢frica鈥檚 AI Skills Readiness Revealed鈥� report听.

*Jason Bannier is a data analyst at World Wide Worx and writer for听. Follow him on听.

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This is according to the听听research,听commissioned by SAP, and focused on the skills development efforts of African companies in the age of AI.

The research, which follows an earlier tech skills report released in 2023, was conducted at the end of 2024 among mid-size and enterprise-level companies, representing 100 respondents in Kenya (30), Nigeria (30) and SA (40).

AI skills have increased in relevance and are a key focus for businesses looking to secure footing within the rapidly developing AI space. It is particularly significant because the potential ROI from AI-driven business is substantial. The report stated that $1.5 trillion is the projected contribution of AI to Africa鈥檚 economy by 2030 if the continent can capture 10% of the global AI market.

, interim MD for SA at SAP, said: 鈥淎frican companies expect the demand for AI skills to increase this year, with six in 10 saying AI skills are 鈥榚xtremely important鈥� to their success. The business impact of a lack of AI skills availability is already evident, with 90% of companies in our research citing negative impacts that include project delays, failed innovation initiatives and an inability to take on new work.鈥�

51风流added that skills related to AI are hugely in demand among African organisations, with 85% saying AI development skills are a priority, and 83% prioritising GenAI skills.

Every organisation surveyed expects the demand for AI skills to increase in 2025, and all companies expect to experience some AI-related skills gap this year. The need for AI skills was highest among South African organisations, at 78%.

According to the report, 94% of African organisations offer training and skills development to employees at least monthly, an increase from 74% in the previous research. The number of companies offering training opportunities to employees at any time also increased from 28% in the previous survey to 37% this year.

However, Pillay added that the portion of companies鈥� IT or HR budgets听听allocated to skills-related initiatives has declined since 2023. 鈥淭he drop in budget allocation for skills development requires an urgent rethink. Organisations that don鈥檛 invest in appropriate skills now may find they are unable to leverage new innovations and emerging technologies, leaving them trailing their more skills-enabled competitors.鈥�

Overall, the most in-demand tech skill among African organisations is cyber security.

Pillay continued: 鈥淓ighty-six percent of companies said cyber security听听skills were important to them, a significant increase over the 63% that said the same in our previous research. The growing importance of cyber security may be partly explained by the rapid growth of Africa鈥檚 digital听听economy and the millions of citizens that are being brought into the digital fold through public and private sector initiatives.鈥�

The report stated that Africa鈥檚 digital economy will grow from 5.2% of GDP in 2025 to 8.5% in 2050.

The research also showed that when recruiting tech talent, African organisations prioritise AI and cloud skills, and consider a candidate鈥檚 affordability, adaptability and their ability to work in remote or hybrid environments.

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