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Case Study: Airtel AfricaCase Study: Airtel Africa
Presentation at the LRMG Pre-Café Workshop, South AfricaBy 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 – SeptThe team behind it allNext Steps
Slide 3/11
Airtel Africa overview…
Y
(Source: CIA World Fact Book)
Madagascar
Congo B
Gabon
Niger
Burkina Faso
Chad
DRC
Nigeria
GhanaSierra Leone
Seychelles
Zambia
Rwanda
Malawi
Kenya [Africa HQ]
Tanzania
Uganda
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
Utilization• Head Office:
– 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
ReachRegional Uptake Analysis - Chart
Registrations = 49%
Access = 62%
ReactionOctober 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
12%
LearningRegional Completion Analysis
RegionNumber of Users in OPCO
Number of course registrations
Number of course completions
Head Office 207 823 190
Francophone 1 397 1 494 306
Anglophone 1 804 3 901 717
Nigeria 667 6 448 403
TOTAL 4 075 12 666 1 616
AIRTEL AFRICA % COMPLETION 13%
Business ImpactCost Impact
Region
# course completions
Cost/ pax/ day
(USD)
Cost of classroom training
(USD)
Course Duration – 8 hours
(Classroom)
Course Duration – 3 Hours
(eLearning)
Total time saved
Head Office 190 200 38,000.00 1 520 570 950
Francophone 306 200 61,200.00 2 448 918 1 530
Anglophone 717 200 143,400.00 5 736 2 151 3 585
Nigeria 403 200 80,600.00 3 224 1 209 2 015
TOTAL 1 616 200 323,200.00 12 928 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