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