Best Practices in Human Capital Development and E-Learning

The case for Zamtel

Mooka SilumbuChief Human Resource & Administration Officer

1. Introduction

2.About Zamtel

3.Best practices in Human capital development

4.The Zamtel Success Story

5.The future of Zamtel

6.Conclusion

7.Discussion

Best Practices in Human Capital Development and E-Learning

Table of Contents

• This presentation seeks to provoke a discussion on the practical and real-life aspects of the influence of Human Capital Development and E-Learning in an organization be it private or public .

• We examine how Zamtel has applied some best practices in Human Capital Development and E-Learning within a relatively short period and remaining competitive in the cut-throat Zambian telecommunications market.

• Our presentation is premised on the assumption that the Zamtel case will provide shared experiences for others as to how Human Capital Development and E-Learning can influences an performance and growth of the organization

Best Practices in Human Capital Development and E-Learning

Introduction

We are Zambian

Believing in ourselves

We exist for our Customers & Shareholders

Best Practices in Human Capital Development and E-LearningWho we are

• Zamtel is a private limited company with a 100% Government shareholding

• Government took over from Lap Green in January 2012

Zamtel’s Mission:

To provide cost effective and relevant total-communication solutions and services that consistently offer unrivalled customer experience through the use of cutting-edge technology and customer-focused marketing whilst maximising shareholder value

Zamtel’s Vision:

To be the leading telecommunications solution provider of choice

Best Practices in Human Capital Development and E-LearningAbout Zamtel

Values

Professionalism :Skilled. Smart. Innovative.

Teamwork :Team and hard work always pays off

Creativity: Great ideas are born from originality and

ingenuity

Caring : Just a smile goes a long way

Performance :Aim to be the best and reach for the top

Best Practices in Human Capital Development and E-Learning

Zamtel’s Values

THE JOURNEY

2012/15

STRATEGIC PLAN -EIM

MS

Mob Sub

Revenue

Fix Line Sub

Sites

EBIDTA

PERFORMANCE EXCELLENCE

EIM

MY WAY OF LIFE

Best Practices in Human Capital Development and E-LearningHigh Performance Leadership Program (HPLP)

REDEFINING ROLE PROFILES

Financial Perspective•Lower Costs, Revenue Growth, Use of

Assets/Resources, Productivity, improve EBITDA

Customer Perspective•Best in Product & Service Offering, Relationships,

Brand Image, Responsiveness, (Customer Value Proposition)

Internal Business Perspective•Product Innovation, Customer Intimacy,

Operational Excellency

Learning & Growth (People Management) Perspective•Skills, Technology, Environment•Culture, Leadership, Information

ZAMTEL Balanced Scorecard - Excel

Training Budget – Sharing the Scarce Resources

2% of Gross Revenue

allocated to Training

Best Practices in Human Capital Development and E-Learning Discussion –Training Portal

Best Practices in Human Capital Development and E-LearningOfficial Launch of Zamtel Training Centre

Zamtel is currently working on accruing the e-learning Platform as high content as part of our human capital development strategy

Best Practices in Human Capital Development and E-Learning e-Learning: The future

Zamtel is currently one of the companies in Zambia has internal psychometric battery :

Trained HR talent in psychometric testing Carries out psychometric testing to get the right match for the

job Assesses training gap for employee development Succession ---Avoid lost opportunity costs

Best Practices in Human Capital Development and E-LearningPsychometric Testing

UNDERSTANDING OUR BUSINESS

2015

Performance Excellence – My Identity

Impact

ZAMTELSUCCESS STORIES

2012 - 2015

Jun-

12

Jul-1

2

Aug-

12

Sep-

12

Oct

-12

Nov-

12

Dec-

12

Jan-

13

Feb-

13

Mar

-13

Apr-

13

May

-13

Jun-

13

Jul-1

3

Aug-

13

Sep-

13

Oct

-13

Nov-

13

Dec-

13

Jan-

14

Feb-

14

Mar

-14

Apr-

14

May

-14

Jun-

14

Jul-1

4

Aug-

14

Sep-

14

Oct

-14

Nov-

14

Dec-

14

Jan-

15

0

5,000

10,000

15,000

20,000

25,000

30,000

5,849

26,182

24,027

17,446

24,685

BBH Voice Traffic Carrie...

• PO2 – Countrywide

• 115 Sites

• Addition of 65 high Capacity Huawei Sites on Copperbelt

• PO3 Rollout- Livingstone• 21 Sites

• PO3 Rollout – Lusaka

• 245 Sites

• PO3 – Ndola, Luanshya & Central

• 121 Sites

• PO3 – Rest of Zambia

• 75 Sites

More Money in Your

Pocket – 20 Jul 2012

Double Tobela 01 Dec 2012

322% Growth

Real Mahala – 01 Jan 2013

OCS Traffic Capping – Sep 2013

Real Mahala Tariff Change – 09 Oct 2013

SIM Deregistration 01 Feb 2014

Yagemuka –

05 Mar 2014

Traffic Recovery after SIM Deregistr

ation

• 31 Sites Redeployment

• Huawei CB 79

Mobile Voice Traffic Evolution [BBH - Erlangs]: Jun 12 to Jan 15

• 65 high Capacity Huawei Sites on Copperbelt

• PO3 Rollout- Livingstone• 21 Sites

• PO3 Rollout – Lusaka• 245 Sites

• PO3 – Ndola, Luanshya & Central

• 121 Sites

• PO3 – Rest of Zambia

• 75 Sites

• 31 Sites Redeployment

• Huawei CB 79

Feb-

13

Mar

-13

Apr-

13

May

-13

Jun-

13

Jul-1

3

Aug-

13

Sep-

13

Oct

-13

Nov-

13

Dec-

13

Jan-

14

Feb-

14

Mar

-14

Apr-

14

May

-14

Jun-

14

Jul-1

4

Aug-

14

Sep-

14

Oct

-14

Nov-

14

Dec-

14

Jan-

15

0

200

400

600

800

1,000

1,200

1,400

1,600

1,800

FD Data Volume [GB]435% Growth

ISP Capacity Expansion – 21 Aug 2013

Yagemuka Free 100MB Promo – 05 Mar 2014

3G License Expansion – 23 Apr 2014

Resolution of PDP failures due to wrong APN – 10 May 2014: 55 – 94%

K49 for 1GB Promo – 30 Jul 2014

Mobile Data Traffic Evolution [Full Day - GB]: Feb 13 to Jan 15

Q1 Q4

A 0.00940438871473354 0.0495436766623208

B 0.443573667711599 0.636245110821383

C 0.496865203761756 0.292046936114733

D 0.0501567398119123 0.00521512385919166

E 0 0.0169491525423729

5%

15%

25%

35%

45%

55%

65%

% N

o of

Em

ploy

ees

Best Practices in Human Capital Development and E-LearningThe Zamtel Success Story – Impact on Employee Performance

-10%

0%

10%

20%

30%

40%

50%

60%

70%

80%

A B C D E

No. o

f Em

ploye

es in

%

GRADES

Q1

Q4

Pre-implementation: 45% of employees were high performers

Post-implementation: 69% of employees were high performers

Annual IncrementGrade Increase

A 5%B 4%C 3%D 2%E 0%

When hard work and effort have paid off! A success well deserved, an occasion worth celebrating with our hardworking team

Best Practices in Human Capital Development and E-LearningAward giving ceremonies

IOD Public Discussion: The influence of Organisational Culture on Organisational Development-The Zamtel Success Story

Improved Performance

• As Zamtel we strongly believe that Human Capital Development and E-Learning have great influence on Organizational heath and growth

• Correctly handled, the two can help both employee’s and organisations to grow, meet and sustain individual as well as organizational goals

• The two are perfect tools for competitive edge over competitors

• No reason why companies should SHY away from using these powerful tools to “up” their performance and increase shareholder return.

• Investment in Human Capital Development and E-Learning is the key survival and success factor for any company that is serious about growth, become a learning organization and employer of choice

• Now that you have heard Zamtel’ success story, please go and ……………..

• In short:

Best Practices in Human Capital Development & e-Learning Conclusion

Thank You for Staying Awake!!!!