Contributing to a Knowledge Economy – The MTN Example
Like many business professionals, I’ve watched with keen interest as the global economy has evolved into a model where knowledge, technology and data take the front seat. Today, a fundamental requirement of a sustainable and competitive economy is a robust knowledge base. Of particular interest to me is a knowledge base that consistently looks to the future, ensuring that organizations, industries and business sectors are able to equip themselves with the skills needed for tomorrow, at relevant employment levels.
For our nation to be globally competitive, we need the right people with the right skills to do the job at hand. This is an obvious and relatively simple idea but putting it in place requires a concerted and deliberate approach, and significant investment, especially in new industries and sectors with identified knowledge gaps.
The telecoms sector is perhaps one of the greatest examples of this.
Since 16 May 2001, when the first call was made on the MTN network, the telecoms sector in our country has transformed life as we know it. Once upon a time, we relied on encyclopedias and phone booths, made blind visits and waited for vendors to pass by. Mobile technology appeared and seemed to change things overnight, often leaving us wondering if that was ever our reality…
However, the new technology brought with it a need for new skills to build and sustain the sector. Such gaps in the skills market compel employers to look outside for the expertise needed to operate.
As such, when MTN Nigeria began operating 17 years ago, it started with over 300 expatriates, as a matter of necessity. The company also sought out Nigerian professionals in the diaspora who had already worked with the then new technologies. These pioneer employees would go on to play a critical role in the development of one of Africa’s largest networks, and more importantly, share their knowledge and experience with others in Nigeria and across the world.
This transfer of knowledge was focused, methodical and structured over the years – a robust and multi-faceted skills acquisition program comprising job shadowing and other skills transfer initiatives. This facilitated the rapid upskilling of local capacity to a level of expertise and enabled a seamless handover.
On this foundation rests a framework for the development and growth of existing employees. This includes mentoring, personal development plans (outlining skills gaps) and bespoke training programs, using a 70-20-10 method of learning and development (70% on the job; 20% targeted solutions; and 10% instructor led e.g. acting assignments and e-learning). This development framework has also facilitated learning interventions for our ecosystem – partners, suppliers, etc. who support us every day.
Today, MTN has over 1600 highly skilled employees and about 15 expatriates whose commitment to company objectives continually reflect in our ability to contribute in meaningful ways to nation building. We also have a vast and thriving network of indigenous partners. This knowledge bank is at the heart of our long-term growth strategy and establishes the basis for the next wave of growth in the industry.
Esther Akinnukawe,
The Human Resource Executive, MTN Nigeria
