Ericsson is a Swedish multinational networking and telecommunications company headquartered in Stockholm. It is one of the leading Networking and Telecommunication Company in the world. I complete this term paper on HR Department of Ericsson Company. It starts its journey in Bangladesh in 1997. We all know that Human Resource (HR) Department is the key department of any organization. By HR Department we mean that the department or support systems is responsible for personnel sourcing and hiring, applicant tracking, and skills development and tracking, benefits administration and compliance with associated government regulations. As a multinational company Ericsson need to focus more on HR Department. In this term paper I study about HR department function and implication of Ericsson Company. This company follows the traditional method for new recruitment. Their promotion strategy is quite different from others company. The compensation strategy is quite innovative of Ericsson Company. But I found some poor system also to their compensation strategy that should need to overcome and I also give some recommendation to overcome this problems. Job safety is another crucial issue that could not ensure this company. Recently thy lay off around 500 employee among 50 were Bangladeshi.
Table of Contents
Introduction
1.1 Statement of Research Problem
1.2 Rationality of my Study
1.3 Objective of my Study
1.4 Methodology of the study
1.5Limitation of this Study
Literature Review
An Overview of the sector/sub sector to which the theme of the report Relates
Human Resource (HR) Department
New Recruitment
Job Safety
Employee Relations
Compensation and Benefits
Labor Law Compliance
Training and Development and Performance Appraisal
Profile of the Company (Ericsson)
Discussion on various aspects of the research Problem
Human Resource Planning of Ericsson
Recruitment and selection
Recruitment and Selection Procedures of Ericsson
Compensation Strategy of Ericsson
Human Relation of Ericsson
Legal Considerations of Ericsson
Human resource policies of Ericsson
Major Findings
Recommendation and Conclusion
Bibliography
Research Objectives and Themes
This term paper examines the Human Resource (HR) Department of Ericsson, focusing on its operational functions, recruitment strategies, compensation models, and overall organizational alignment as a multinational entity. The primary research objective is to analyze how the HR department manages human capital effectively to sustain competitive advantage within the telecommunications sector.
- Functional analysis of HR practices including recruitment, selection, and training.
- Evaluation of compensation strategies and their impact on employee motivation.
- Examination of legal compliance and human relations management in a global context.
- Identification of organizational challenges and recommendations for HR policy improvement.
Excerpt from the Book
Recruitment and Selection Procedures of Ericsson
Sourcing Candidates: It is the first step in the recruitment and selection process .Sourcing candidates means using a variety of methods to find suitable candidates for job vacancies. Sourcing can be done via online advertising on job and career sites or professional networking and participation in trade associations. Another creative sourcing technique employment specialists utilize is monitoring employment changes at industry competitors to recruit applicants familiar with the same type of business you are operating
Tracking Applicants: The next steps in the recruitment and selection process are tracking applicants and applications and reviewing resumes. Applicant tracking systems (ATS) are becoming extremely helpful to employers, and this technology aids in the management of job vacancies and applications for every open position. Employment specialists use ATSs to review applications and resumes. You or your employment specialist or assistant can then decide which applicants to interview. An ATS can be developed for organizations of any size, including small businesses. With some ATSs, applicants can track their application status, too.
Preliminary Phone Interview: Conducting a preliminary phone interview is essential for obtaining information about the applicant's background, work history and experience. The objective of this phone call is to determine whether or not the applicant has the requisite skills and qualifications for the job vacancy. Initial discussions will reveal those applicants who obviously do not meet the minimum requirements for the job. After the phone interview, you'll be able to narrow the field of applicants to send for consideration by the hiring manager. Or, if you will be doing the hiring, you may ask your assistant to arrange in-person interviews with the applicants you have selected.
Summary of Chapters
Introduction: This section defines the scope of human resource management and outlines the specific research objectives regarding Ericsson's HR department.
Literature Review: Provides a theoretical overview of HRM evolution and the shift towards strategic human resource management in competitive environments.
An Overview of the sector/sub sector to which the theme of the report Relates: Describes the fundamental functions of an HR department, including recruitment, safety, and compensation.
Profile of the Company (Ericsson): Presents the historical background, market position, and global operational scope of Ericsson.
Discussion on various aspects of the research Problem: Detailed analysis of Ericsson’s HR functions, including planning, recruitment, selection, compensation, and legal considerations.
Major Findings: Evaluates the performance of Ericsson's HR department and highlights current limitations such as labor turnover and selection accuracy.
Recommendation and Conclusion: Proposes strategic adjustments for HR policies to better align with corporate goals and ensure long-term sustainability.
Keywords
Human Resource Management, Ericsson, Recruitment, Selection, Compensation Strategy, Performance Appraisal, Labor Law, Multinational Corporation, Workforce Planning, Strategic HRM, Employee Relations, Job Analysis, Applicant Tracking System, Organizational Culture, Talent Management.
Frequently Asked Questions
What is the core focus of this term paper?
The paper focuses on the functional analysis of the Human Resource (HR) Department within the multinational corporation Ericsson, examining how HR processes contribute to organizational success.
What are the central thematic areas covered?
The central themes include recruitment and selection procedures, compensation and benefit strategies, legal compliance, and the strategic alignment of human resource policies.
What is the primary objective of this research?
The primary objective is to gain a deep understanding of how a global company like Ericsson manages its human capital, staffing methods, and labor relations.
Which scientific methodology is employed?
The study utilizes secondary data collection, employing both qualitative and quantitative analysis based on company reports, journals, and professional publications.
What does the main body of the work encompass?
It covers specific HR functional tasks, including human resource planning, recruitment strategies, face-to-face interviewing, compensation structures, and corporate legal considerations.
Which keywords best characterize this work?
The work is characterized by terms such as Human Resource Management, Strategic HRM, Recruitment, Selection, Compensation, and Ericsson.
How does Ericsson approach the recruitment process?
Ericsson follows a systematic recruitment process starting with candidate sourcing, followed by applicant tracking via ATS, preliminary phone screenings, and rigorous face-to-face interviews.
What specific HR challenges does the author identify at Ericsson?
The author identifies challenges such as high labor turnover, difficulties in maintaining international labor standards, and deficiencies in external training programs.
What is the author’s conclusion regarding Ericsson's HR performance?
The author concludes that while the overall performance of the HR department is quite satisfactory, there are specific areas regarding recruitment accuracy and employee support that require improvement.
How should Ericsson's HR policies be aligned according to the author?
The author recommends that regional HR policies must be strictly aligned with the corporation’s global strategies to ensure a unified company culture and consistent performance standards.
- Quote paper
- Chanchal Mahmud (Author), 2018, Human Resources (HR) Department of Ericsson Company, Munich, GRIN Verlag, https://www.grin.com/document/432231
