Abstract:
Global telecom business is an evolving industry, striving towards connecting billions of people and devices. Since last two decades it has revolutionized the communication area with not just communication but also among many other social impact changes. Internet has formed the basis of networked society paving the way for better connected community. This has a deep and everlasting impact on telecom business as well. One of the reasons of the rapid growth of telecom industry is the substantial economic growth and mounting population demanding the telecom services.
Even though telecom is relatively established and dynamic business displaying plethora of expansion avenues. It has been seen that many countries who were pioneer in these fields are on the verge of saturation. This is due to the short tech cycle and highly adaptive markets. Along the modern practices which is the need of hour are not inculcate. Moreover the developing countries are a lucrative market for these Telco’s. Developing or under developed have a huge population along with untapped potential of growth. With communication the basic necessity these countries have heavily invested in this sector. This a way a whole eco system is developed where there are service operators and vendors. Ericsson Swedish Telecom Company is one of them which provide equipment and services.
The purpose of this thesis is to describe and Gap analysis of HR practices at one of europes leading telecom company Ericsson in lieu of the strategic and traditional HR practices. How Ericsson has evolved its strategy from country to country and how successful it has been in doing so. Based on the lessons learned, dissertation provides recommendations and guidelines also highlights major issues identified within the current HR portfolio.
