Case Study: Airtel Africa

Presentation at the LRMG Pre-Caf Workshop, South Africa By Tina Muparadzi 7 November 2012

 Who we are Why e-learning for us Partner LRMG Learn Alive Key Success factors Utilisation

Mapping
Communication Learn Alive guidelines Quarterly ROX: July Sept The team behind it all Next Steps

Airtel Africa overview

Niger

Uganda Chad

Y Nigeria
Sierra Leone Ghana Gabon DRC Tanzania Kenya

[Africa HQ]

Burkina Faso

Seychelles Malawi

Congo B Zambia Rwanda

Madagascar

(Source: CIA World Fact Book)

Slide 3/11

Why e-Learning for us?

Inadequate career development opportunities continued to have a low engagement score but a high impact on engagement. Africa Leadership Initiative aims to have all people with the right skills Cost efficiency in delivering skills building to a large number of employees Capacity to help employees develop themselves while maintaining a focus on their jobs Motivating factor that in any year we can reach a lot more people through development interventions than ever before.

Implementation partner - LRMG

Widest implementation experience in Africa Multichoice, MTN, Banks etc. Continually up to date content available in English and French Good tracking capability Previous partnerships with Airtel Africa HO and Airtel Kenya. Strong technical support capabilities ROX Model

Learn Alive
Our e-learning system is dubbed Learn Alive! This is a key component of our Africa Leadership Initiative Airtel purchased a suite of 500 courses that link to our organizational goals and our talent needs across Africa Launched across Africa in July 2012 Within 2 months the uptake was at 44% and now at 64% with highest access in Madagascar with 86%.

Key success factors

Senior Management ownership and sponsorship The suite of 500 Selected courses are linked to the organizational goals, opco and individual specific needs An effective Project plan and team A comprehensive Communication Plan that includes teasers, posters, FAQs Completion of courses is part of the employees scorecard Learning Champions Equipping opco L & D Managers with tools, knowledge and skills to support their teams. Support from LRMG

Implementation

Head Office:

Utilization

HO has had a high uptake (84%) because of the support received from Learning Champions The Launch of the Project Management Knowledge Centre generated more interest in e-learning

Anglophone
This region has the bulk of the employees (44%) Learning Champions Awareness Sessions

Francophone
Although most of the technical challenges with software and band-with are within the Francophone countries, the utilization keeps improving Strong communication campaigns Determined L&D Managers

Nigeria
Their approach was to first popularize the concept of eLearning within the organization before getting their users actively enrolling and taking courses. To do this embarked on a series of road shows to achieve this objective

Mapping
All opcos (17) collated their training needs identified during the annual performance review period Training needs were mapped to courses as per the LRMG catalogue HO analyzed this data and selected 500 of the most common, most popular courses across Africa that link to our organizational goals Customized own catalogue by linking courses into curriculums Mapping of courses to individuals as per their PDP and aspirations Each individual is required to do a minimum of 5 courses; 3 as per their PDP and 2 as per career aspirations

Communication
One Africa wide communication plan Country Specific communication plans Webex meetings with L & D Managers Open forums To Launch Learn Alive Press Release during launch Learning Champions Road Shows Dedicated Mailbox FAQs Posters

Learn Alive guidelines

Performance Development Meetings to be held between the employee and manager at the beginning of the performance period Mandatory courses for completion
3 as per Performance Development Plan 2 as per Career aspirations

Included in the employees Balanced scorecard under self development KRA

All courses should be completed by Mar 2013 which is the end of the performance period for Airtel

Managers to allow at least one hour per week to be dedicated to e-learning

ROX Model

Reach Regional Uptake Analysis - Chart

Acces s= 62%
Registra tions = 49%

Reaction 12 October 2012 Survey Results %

Responses : The courses may not only benefit one on the job only but also outside work, some courses do apply Responses : the study is very rewarding future life especially at work and communication with client continuation of study to acquire a promotion within the work Responses : In one of my courses, I had an on-going dialogue on-line where I had to choose options and got feedback on my choices immediately, I totally enjoyed that. I also like the fact that it is audio and has visual examples, makes it easier and faster to grasp what one is studying Responses : I'm having a wonderful time so far, but I still wish I could have access to downloadable notes to take home for refreshers now and again. All in all, it's a great tool and sincerely appreciated. Thanks team! Responses : Good work it has made me step up on willingness to learn more each time

Learning Regional Completion Analysis Region

Head Office Francoph one Anglopho ne Nigeria
Number of Users in OPCO Number of course registrations Number of course completions

207 1 397 1 804 667

823 1 494 3 901 6 448

190 306 717 403

TOTAL

4 075

12 666
AIRTEL

1 616

AFRICA %

Business Impact Cost Impact

# course Cost of completi Cost/ classroom ons pax/ day training Region (USD) (USD) Course Course Duration 8 Duration 3 hours Hours (Classroom) (eLearning) Total time saved

Head Office Francopho ne Anglophon e Nigeria TOTAL

190 306 717 403 1 616

38,000.0 200 0 61,200.0 200 0 143,400. 200 00 80,600.0 200 0 323,200. 200 00

1 520 2 448 5 736 3 224 12 928

570

950

918 1 530 2 151 3 585 1 209 2 015 4 848 8 080

The team behind it all

Pamela Yamo L&D Administrator

Key action points for next 90 days

Survey managers on perceived impact of e-learning Enhance impact of learning by providing tools to support implementation of what was learnt in e-learning Drive course completion up Reward course completion Withdraw licences from those not using them Claim success by linking business achievement in areas where there is high e-learning course completion Create super champions amongst managers so that we can institutionalise learning