How Ericsson Achieved 45% Internal Hiring Through Data-Driven HR Practices

Update How Ericsson Is Redefining Talent Management Ericsson, a leader in telecommunications, is transforming its human resources approach by integrating data-driven strategies into its talent management. With 45% of its roles now filled internally, the company is setting a standard for internal mobility that not only enhances employee satisfaction but also reflects a modern understanding of career growth in a competitive landscape. A Future-Oriented Transition Over the last decade, Ericsson has evolved from traditional HR practices to a model that prioritizes data analytics. Priyanka Anand, Vice President and Head of HR for South East Asia, Oceania, and India, elaborates that HR is no longer a mere support function; it is a strategic partner that aligns with business objectives. This strategic shift is made possible through real-time analytics that inform decisions regarding talent acquisition, employee engagement, and workforce planning. The Power of Initiatives: ASPIRE and ASCENT Central to Ericsson's strategy are initiatives like ASPIRE and ASCENT, which are designed to foster women's leadership and career development. The ASPIRE program focuses on mid-level women, helping them advance into more significant leadership roles. Notably, around 50% of participants in ASPIRE have moved into higher positions, signifying that targeted training programs can directly impact gender representation in leadership. In contrast, ASCENT targets campus graduates, with over half of its participants being women, showcasing a commitment to gender diversity right from entry-level positions. Both programs are aimed at building a robust talent pipeline, encouraging merit-based selection and personal initiative in career advancement. Leveraging Technology: The Career Hub Ericsson’s innovative Career Hub is another integral element of its employee development strategy. This platform enhances internal job mobility by allowing employees to explore new roles, identify skills they need, and find upskilling recommendations. As a result, nearly half of all vacancies are being filled through internal candidates, which not only retains talent but also enriches the organizational culture. This technology-driven approach demystifies internal job opportunities, making them more accessible. Managers benefit immensely too, gaining insight into the potential of their team members for lateral or upward moves, making workforce management more dynamic and context-driven. Real-Time Analytics and Employee Engagement The analytics used by Ericsson extend beyond tracking internal mobility. HR employs a comprehensive approach to monitor various metrics, including diversity ratios, attrition rates, and employee learning hours. By aligning these metrics with business priorities, Ericsson ensures that diversity, retention, and competitive compensation remain at the forefront of their HR initiatives. Anand emphasizes that these metrics are fluid, requiring ongoing adjustments based on the evolving corporate landscape. Building an Inclusive Culture Ericsson's commitment to inclusivity is evident in its goal to achieve 30% female representation within its workforce by 2030. However, gender is just one aspect of their diversity ambitions. The company recognizes the importance of various factors, including ethnicity and neurodiversity, contributing to a more holistic understanding of inclusivity. The Broader Impact on Workforce Management By prioritizing internal talent mobility and employing data-driven insights, Ericsson is not only filling roles more efficiently but is also enhancing employee engagement and retention. This innovative approach significantly reduces external hiring costs while ensuring that the workforce is equipped with the necessary skills for the future. As companies follow suit, Ericcson’s model could serve as a benchmark for others in the industry seeking to modernize their HR practices. Your Next Move in Talent Management For HR professionals navigating the complexities of workforce management, embracing a data-driven approach is key. By focusing on internal mobility and leveraging technology for talent development, you can create a more engaged workforce that thrives in a constantly changing environment. Stay informed and ready to adapt by utilizing tools that enhance both employee satisfaction and operational efficiency. To learn more about implementing data analytics in your organization or to take strides towards improving internal mobility, consider exploring new HR software solutions that are available in the market today.