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THINKINGANDREW A. DARFOORGROUP CHIEF EXECUTIVE
RETIREMENTS | WEALTH | INVESTMENTS | INSURANCE
Market leaderStrong investment
manager
Provides peace
of mind
FriendlyProfessional Trusted Years
Thought leader
For a life-time
OUR BRAND
82
1 TNAssets under
administration
1.4 million
customers across six countries
99.2%
client retention
since 2003
R1.6 billionpayout in claims
R24.1 billionin benefit payments
33%Shareholding
Mercer in 201410%
Shareholding
African Rainbow Capital
in 2016 2 bb
be
e le
ve
l
ALEXANDER FORBES GROUP
Customers
c.1.4m
Employees
c.4k
South Africa5
Customer #
AUM & AUA
*FY17 Profit
1.3M
R341B
R931M
Rest of Africa
Customer #
AUM
*FY17 Profit
0.1M
R3.6B
R32M
Retirements / Consulting InsuranceWealth Investments
ZA
1.3M customers
Namibia
Botswana
Zambia
Uganda
Nigeria
Zimbabwe
PAN-AFRICAN GEOGRAPHIC FOOTPRINT
Nigeria
Uganda
Zambia
Zimbabwe
Botswana
Namibia
South Africa
AMBITION 2022: TRANSFORMATIVE STRATEGY
STRIVE FOR
EXCELLENCE, ACROSS
SERVICE,
OPERATIONAL &
TECHNOLOGY
ENABLEMENT
GROW RETAIL
CAPABILITY,
INCLUDING
OFFSHORE
GROW
INSTITUTIONAL
& ASSET
MANAGEMENT
CAPABILITY
EXPAND ACROSS
SELECT SUB-
SAHARAN AFRICA &
EMERGING MARKET
GEOGRAPHIES
INNOVATE AND
CREATE INTERNAL
CAPACITY TO DISRUPT
OURSELVES THROUGH
INNOVATION
Securing our clients’ financial well-being for a lifetime.
Our vision Build a globally distinctive pan-African financial services leader.
Five pillar
Strategy
Our value
proposition
…to working…
Protection
We protect what’s
important to our
customers, their families,
their health and
their homes
…through guidance
and advice…
Wealth
Accumulation
We help our customers
save and invest for
the future
…into
retirement
At and after
retirement
We provide our customers
with a stable income in
retirement, helping to meet
costs of care and securing
their families’ future
A LIFETIME OF FINANCIAL WELL-BEING
From
learning…
Personal
Growth
We provide our customers
with opportunities to grow
themselves and their
career skills
“Times and conditions
change so rapidly that
we must keep our aim
constantly focused
on the future.” Walt Disney
Image source: http://cdn.emgn.com/wp-content/uploads/2015/12/EMGNsecretagent5.jpg
GLOBAL TALENT STUDY 2017
The changing world of work and the future of jobs - research profile
371global organisations
Surveyed
13 million
employees
9 industries
15 major developed
AND developing
economies
Deep Coverage
Of Asean,
Australia,
Brazil,
India,
Italy,
Japan,
Mexico,
South Africa,
Turkey,
UK,
and US
Time horizon:
2015 TO 2020
Direct input
from chros
and chief
strategy
officers
Source: Mercer 2017
Digitalization, business model disruption, automation, and AI are accelerating the evolution of work while
the nature of “a worker” is experiencing its own revolution
66% want more
focus on health
and wellness
73% want more
flexible work
options
36% do not feel
empowered to
create their own
career success
Spend average of
13 hours a month worrying
about retirement
ratiosCare for my health
Balance my time Steer my career
Manage my money
A WORKPLACE FOR ME
Human Capital and Financial
Education programme delivered
through a single portal
PARTNERING FOR THE FUTURE
WELCOME TO DEGREED
https://youtu.be/euyVT0dmx80
INTRODUCTION TO DEGREED
The Fourth Industrial Revolutionwhy it matters
Changing how
we learn
Changing how
we work
“The only thing you can count on in today’s world of work is change.
The Future of Work and the Future of Learning are inextricably linked.”
Heather McGowan
IMPENDING WORKPLACE DISRUPTION
Automation / Robotics
Machine learning
Globalization
3D printing
Digitalization
Source: Mercer 2017
Automation could disrupt as many as 47% of jobs in developed economies
77% disruption in emerging economies
Changing employee: planning for the multistage life
Employee as customer
THE CHANGING NATURE OF CAREER WITH A 100 YEAR LIFE
Source: Lynda Gratton and Andrew Scott, The 100-Year Life: living and Working in an Age of Longevity (Bloomsbury, 2016). Douglas Thomas and John Seely Brown, A New Culture of Learning;
Cultivating the imagination for a World of Constant Change (CreateSpace, January 4, 2011).
Length of
career
60 to 70 years
Average
tenure in a job
4.5 years
Half-life of a
learned skill
5 years
THE INTERNAL FACTORS
Source: Lynda Gratton and Andrew Scott, The 100-Year Life: living and Working in an Age of Longevity (Bloomsbury, 2016). Douglas Thomas
and John Seely Brown, A New Culture of Learning; Cultivating the imagination for a World of Constant Change (CreateSpace, January 4, 2011).
South Africa’s exposure and capacity for digitilizationC
ap
acit
y
Exposure
Low capacity, high exposureLow capacity, low exposure
High capacity, high exposureHigh capacity, low exposure
South Africa
Namibia
Kenya
Senegal
Botswana
Mauritius
Rwanda
Uganda
Lesotho
Tanzania
Ghana
Malawi
Ethiopia
Madagascar
BeninNigeria
Mali
Mozambique
Gabon
LEARNING AND DEVELOPMENT IS MORE THAN A REGULATORY FUNCTION
SDL
BBBEE
SETA
Approved
Training
LMS
PodcastsAssessments
Live
Events
Vendor
Platforms
Articles
Custom
Portals
MOOCs
Boot
Camps
Webinars
Books
Videos
Online
Courses
TODAY’S LEARNERS WANT MORE CAREER GROWTH
of employees do not feel like the training they’re getting at work is preparing them for their next position.
85%
Source: Saba Software / WorkplaceTrends.com,Global Workforce Leadership Survey, 3/2015
HOW WE LEARN: THE BIG CHALLENGE FOR ARTIFICIAL GENERALISED INTELLIGENCE
Reinforced Learning
Structured Learning
Unstructured Learning
Source: Yann LeCun
EVERY DAY EVERY WEEK EVERY MONTH EVERY QUARTER ONCE A YEAR
SE
LF
-DIR
EC
TE
DL
&D
-LE
D
Web search
Peer/teaminteraction
Articles & blogs
Videos
Books
Apps
Online networks
Webinars
Live networking
Onlinecourses
Podcasts &audio books
Live classes (external)
Coaching &mentoring
E-learning courses
Instructor-led classes Conferences &trade shows
THE EVOLUTION IN L&D
1700
2017
The Multistage Life
RETHINKING THE LIFE JOURNEY
The Three-Stage Model
Source: “The Corporate Implications of Longer Lives,” by Lynda Gratton et al MIT Sloan Management REVIEW, SPRING 2017, HTTP://MITSMR.COM/X758304
RETHINKING THE LEARNING JOURNEY
Source: David Mallon and Dani Johnson, The learning architecture: Defining development and enabling continuous learning, Bersin by Deloitte, 2014,
http://bersinone.bersin.com/resources/research/?docid=17435
TransitionalDevelopment of skills and relationships that will
meet long-term business goals
Q: What do I need to grow in my career?
IntermediateCurrent job development and competency
expansion
Q: What do I need to grow in my current role?
ImmediatePerformance support and other tools for point-of-
need learning
Q: What do I need to support my success in the
moment?
UNDERSTANDING THE BASIC DRIVERS OF SOCIAL MOBILITY IN SOUTH AFRICA
Job stability and
career advancement
Education
Impacted by:
Elite
Chronic Poor
Vulnerable
Transitory
Middle Class
Middle Class
Vulnerable
Transitory
Middle Class
Transitory
Vulnerable
L&D IS NOT OBSOLETE, JUST INCOMPLETE
“We must play the role of
facilitators and
motivators more than
anything else.”
Janice Burns
Chief Learning Officer
“Put the support
structures in place to
make learning happen and
then move out of
the way.”
Karen May
VP People Development
“In the long run, the only
sustainable competitive
advantage is your
organization’s ability to learn
faster than the competition.” Peter SengeDirector of Organizational Learning, MIT Sloan
Image source: https://i.ytimg.com/vi/CeOZzMmIekw/maxresdefault.jpg
ALEXANDER FORBES EMPOWER | DEGREED
ALEXANDER FORBES
EMPOWER IN A NUTSHELL
Alexander Forbes Empower has been
created to empower employees to
reach their full potential by developing
human capital and helping to secure
financial well-being for a lifetime.
The Human Capital and Financial Education
programme will be delivered through a single
source…a learning platform that is deployed
through employers and is directly accessible
by employees.
ALEXANDER FORBES EMPOWER | DEGREED
22.3%
77.7%
Learning directed by your employer
Your self-directed learning
WHICH IS MORE EFFECTIVE IN YOUR
PROFESSIONAL SUCCESS?
ALEXANDER FORBES EMPOWER | DEGREED
Source: Bersin by Deloitte, 2014 Corporate Learning Factbook, 2/2014; Center for Creative Leadership, 1996
HOW PEOPLE REALLY LEARN
76%
10%
8%
20%
16%
70%
WHAT MOST L&D TEAMS DO
HOW WORKERS LEARN
≠
Other
People
Informal
Learning
Formal
classes
and courses
ALEXANDER FORBES EMPOWER | DEGREED
Source: Bersin by Deloitte, 2014 Corporate Learning Factbook, 2/2014; Center for Creative Leadership, 1996
HOW PEOPLE REALLY LEARN
Browse
specific
resources
Search
their
intranet
Ask boss or
mentorAsk peers
Rely on their
L&D or HR
departmentsSearch
online
How they source
informal learning
76%
10%
8%
20%
16%
70%
WHAT MOST L&D TEAMS DO
HOW WORKERS LEARN
≠
ALEXANDER FORBES EMPOWER | DEGREED
Source: Bersin by Deloitte, 2014 Corporate Learning Factbook, 2/2014; Center for Creative Leadership, 1996
HOW PEOPLE REALLY LEARN
How long it takes
to create one
hour of learning average project
43hours 82hours
complex subject matter
22hours
simple learning content
76%
10%
8%
20%
16%
70%
WHAT MOST L&D TEAMS DO
HOW WORKERS LEARN
≠
Browse
specific
resources
Search
their
intranet
Ask boss or
mentorAsk peers
Rely on their
L&D or HR
departmentsSearch
online
How they source
informal learning
ALEXANDER FORBES EMPOWER | DEGREED
WHAT IS IN IT
FOR YOUR
ORGANISATION?
Content Insights
Tools Yours
ALEXANDER FORBES EMPOWER | DEGREED
EMPOWER YOUR
EMPLOYEES WITH
LIFE-LONG LEARNING
“Netflix for Learning” learn from every source
Get to take my learning profile with me through my career
Set pathways for any skill & every job
Get recognised for everything I learn
Learn with and from others
ALEXANDER FORBES EMPOWER | DEGREED
AN AWARD-WINNING LEARNING PLATFORM BUILT FOR THE WAY
TODAY’S WORKERS REALLY LEARN AND FUEL THEIR CAREERS
Employers Benefit
Individualised Skills Plans
Curated Just In Time Learning
Better ROI
Leveraging Best in Class content
providers
Insights into all L&D
Productivity
Develop new skills and capabilities
1000’s of free and low cost learning
resources
All learning in 1 place
Career Mobility
Learning anywhere, anything, anytime
Points for all learning
Learning Record for Life
Employee’s Benefit
ALEXANDER FORBES EMPOWER | DEGREED
AN AWARD-WINNING LEARNING PLATFORM BUILT FOR THE WAY
TODAY’S WORKERS REALLY LEARN AND FUEL THEIR CAREERS
Employers Benefit
Individualised Skills Plans
Curated Just In Time Learning
Better ROI
Leveraging Best in Class content
providers
Insights into all L&D
Productivity
Develop new skills and capabilities
1000’s of free and low cost learning
resources
All learning in 1 place
Career Mobility
Learning anywhere, anything, anytime
Points for all learning
Learning Record for Life
Employee’s Benefit
ALEXANDER FORBES EMPOWER | DEGREED
EMPLOYER BENEFITS
Individualised
Skills Plans
Curated Just In
Time LearningBetter ROI
Leveraging
Best in Class
content
providers
Insights into all
L&DProductivity
ALEXANDER FORBES EMPOWER | DEGREED
EMPLOYER BENEFITS
Individualised
Skills Plans
Curated Just In
Time LearningBetter ROI
Leveraging
Best in Class
content
providers
Insights into all
L&DProductivity
ALEXANDER FORBES EMPOWER | DEGREED
EMPLOYER BENEFITS
Individualised
Skills Plans
Curated Just In
Time LearningBetter ROI
Leveraging
Best in Class
content
providers
Insights into all
L&DProductivity
ALEXANDER FORBES EMPOWER | DEGREED
EMPLOYER BENEFITS
Individualised
Skills Plans
Curated Just In
Time LearningBetter ROI
Leveraging
Best in Class
content
providers
Insights into all
L&DProductivity
ALEXANDER FORBES EMPOWER | DEGREED
EMPLOYER BENEFITS
Individualised
Skills Plans
Curated Just In
Time LearningBetter ROI
Leveraging
Best in Class
content
providers
Insights into all
L&D
ALEXANDER FORBES EMPOWER | DEGREED
3averaging
times
per day
Active users
log in between
1 and 65times per day
articles and
videos are
the most
popular type
of content
6294total points
accumulated by
active users
271users have consumed
2275pieces of content
ALEXANDER FORBES USE CASE FOR DEGREED – MONTH 1
1425Registered Alexander
Forbes users on the site
1point for
each hour
of learning
ALEXANDER FORBES EMPOWER | DEGREED
5averaging
times
per day
Active users
log in between
1 and 80times per day
articles and
videos are
the most
popular type
of content
74 712total points
accumulated by
active users
861users have consumed
6900pieces of content
ALEXANDER FORBES USE CASE FOR DEGREED – MONTH 6
2400Registered Alexander
Forbes users on the site
1point for
each hour
of learning
ALEXANDER FORBES EMPOWER | DEGREED
See how easy it is to drive Degreed at our
demonstration stations outside!
A million ways to
learn – 1 place to
discover, track and
measure it
Aiming to help you, to
help your employees,
to succeed in life