Ericsson is no stranger to changing with the times. The communications tech company has gone through several iterations during its 140-year history—from producing mechanical to electrical switchboards to electronic solutions and today’s mobile systems. The organisation is always trying to get ahead of the latest technology, and having the best talent at its fingertips is critical to achieving this goal.
Ericsson is one of the largest software companies in the world, with more than 100,000 employees in more than 180 countries. With its recent expansion into the services and customised software market, the organisation needed to rethink its talent acquisition strategy in order to get ahead of competitors.
“We were already going through a transformation as a company, moving into software and services,” recalls Gunjan Aggarwal, former global head of talent acquisition, M&A, and HR for Ericsson.
With rapid business growth, talent leaders need to keep their eye on Latin America.
By Paula Jacomo
Between the introduction of new technologies, changing demographics, and talent wars within the region, Latin America (LATAM) has quickly emerged as a fierce competitor in the global talent market. The region has seen rapid business growth for multinational corporations looking to expand their footprints, and its start-up community is also booming. Not only has this growth swiftly increased the demand for talent, but it has also led to a shift in employee expectations regarding the technologies and benefits made available to them.
This change has also made HR departments pivotal to organisational success in the LATAM region, and those that are adapting their processes to attract and retain the best talent within the region are already seeing results. Although 20 years ago, companies in the region may have been more associated with older labour trends, today HR departments in LATAM are applying innovative and forward-looking strategies to help meet these changing priorities.
New research outlines the top drivers of cloud-based HR service adoption.By Pete A. Tiliakos As the journey toward HR transformation continues for many organizations, cloud-based HR services remain in high demand. These services are increasingly seen as a viable path toward achieving business goals and optimizing the HR delivery model.
NelsonHall’s 2017 Cloud-Based HR Services Market Analysis finds the industry is estimated to reach more than $20 billion by 2021. With many organizations still using legacy, on-premise systems—these account for roughly half of the current HRO contracts—it’s no surprise that HR cloud implementations make up the largest portion of the market (44 percent). The need to move to a future-proof, SaaS-based HR platform is pressing, and for many, it’s the key to achieving transformation.
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Although still in its infancy, gamification has the potential to be an effective candidate engagement tool in APAC.
By The Editors
A recent study from HRO Today and PeopleScout found that the use of gamification in HR is still new in the APAC region and varies greatly in the individual countries that comprise this region. Where is it most popular? Talent acquisition and employee training programmes see the value in adding gamification elements. It is also a great tool for building an organisation’s talent pool
Organisations are considering gamification because they want a competitive edge. The concept is inspired by video games, and companies are looking to interact with candidates in a way that’s familiar to them. The research found that millennials, particularly males, are the demographic who will first be exposed to gamification.
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