Employee development

Our continued investments in learning and development have a focus on upskilling employees to meet the evolving needs of the business.

By offering continuous learning and regular feedback sessions, we support our employees through times of organisational change and business transformation. Telenor places special emphasis on strengthening development plans for all employees, encouraging participation in training focused on technology, business, leadership, personal growth and corporate learning.

Telenor Academy

To deliver top-tier training, Telenor partners with leading external organisations. The Telenor Academy provides employees and leaders access to both in-person and hybrid learning, alongside extensive digital resources. Through platforms such as Coursera, Amazon Web Services and Microsoft, employees can engage with courses from over 200 leading universities and access case studies, projects and skills-based assessments. The training content is organised into five key areas: technology skills (such as AI, cloud computing, 5G and cybersecurity), business skills (including customer interaction and digital marketing), leadership, personal development and Telenor-specific knowledge.

Telenor provides a flexible learning environment where employees can choose from a variety of courses depending on their individual needs. We also support cultural transformation through a range of methodologies and resources designed to guide employees through change and foster community engagement. With the introduction of the Totara learning platform, we have expanded our online learning library and updated our training portfolio, which now includes courses on health and safety, the Code of Conduct and privacy.

Dialogue in focus

Telenor’s development planning process is integrated with the performance management system, known as the People Dialogue process. This ensures that employees can align their personal development with both past performance and future business needs. The process encourages forward-looking discussions between employees and leaders, focusing on areas for improvement, building on strengths and preparing for the evolving demands of the business.

40-hour challenge

At Telenor, we encourage all employees to dedicate 40 hours per year to learning and development, in addition to creating formal development plans in collaboration with their leaders. An indicator of our ongoing commitment to employee growth, is that nine out of ten of our employees report having opportunities to learn and develop new skills.

Looking ahead, Telenor will continue to invest in learning and development, with a focus on upskilling employees to meet the evolving needs of the business. By prioritising continuous competence development, we can ensure that our workforce remains adaptable and ready to thrive in a rapidly changing business landscape.