Safaricom - 2021 Sustainable Business Report

78 SAFARICOM SUSTAINABLE BUSINESS REPORT 2021 / STANDING TOGETHER: GOING BEYOND / OUR MATERIAL TOPICS //// OUR STAKEHOLDERS / KPI SUMMARY TRAINING AND CAREER DEVELOPMENT In order to establish a future fit talent and agile organisation, we need to equip our people with skills for the future in readiness for the transition from a telco to a purpose-led technology company. To support our staff in upskilling we have identified the key fit for future skills and mapped them according to current levels of competence and existing gaps. This will guide us in prioritising the key skills needed where gaps exist. In FY21, the investment in staff training declined significantly due to COVID-19 since it was not possible to have classroom-based training which is more costly when compared to virtual training. To reflect the shift to virtual training platforms such as Safaricom Business School (SBS), we will be tracking the average number of hours of training per employee. In FY21, we achieved 46.42 hours per employee and surpassed the target of 40 learning hours. During the year, 67.2% of staff completed at least one future skills course on SBS and Instructor Led Training. The top five digital skills completed by staff were Agile, Design Thinking, Data Science & Analytics, Storytelling and IOT. TRAINING: INVESTMENT AND ATTENDANCE FY18 FY19 FY20 FY21 Average number of training hours per employee - - - 46.42 Investment in staff training (KSh million) 298.7 310 273 128 Average training index* 83% 83% 81% 81% *Percentage of people attended training during the year. SAFARICOM DIGITAL ACADEMY The Safaricom Digital Academy is a re-skilling initiative aimed at accelerating future digital skills readiness across the business as we transition into a purpose-led, Customer Obsessed, digital-first technology company. The programme comprises of a blended, staggered learning approach that encompasses a mix of self-paced learning, peer learning, experiential learning, mentorship and virtual classroom training. It is delivered in an agile way and the participants are expected to work on projects that address real business problems. In FY21 we identified 115 learners for Safaricom Digital Academy Cohort 3. The selection was aligned to the 20 digital skills we have prioritised in order to drive our aim of becoming a technology company. Learners from cohorts 1 and 2 are digital change agents within their functions and are actively applying the skills learnt from the Academy within their roles. #1MORESKILL CAMPAIGN In the year under review, we launched the #1MoreSkill campaign which aims to accelerate upskilling and re-skilling of our staff with the digital skills needed to take us into the future. Our ambition is to have 100% of staff upskilled on at least one digital skill and 70% of our digital roles filled by internal candidates by 2025. The campaign also seeks to support our efforts in transitioning to agile ways of working – an important component in our Customer Obsession journey.