Ericsson attracts and develops high performing, competent and motivated individuals, by building on everyone's competence and ambition to succeed in an exciting, diverse and challenging environment.

Our success is built on innovation and so is our future. Working at Ericsson means being at the forefront of communications technology. We provide challenging opportunities for personal development; our global workforce forms flexible, knowledge-based networks - key to our continued success.

We believe in strong leadership that is based upon our core values and guiding principles. Our values make up the foundation, what we as a company stand for; the way we act and interact with our employees, our customers, our shareholders and our partners.

Innovation is one of our key strengths. We believe innovation is stimulated by diverse teams therefore placing Diversity high on our agenda.

We leverage the differences our people bring to the workplace and retain top talent in order to improve business performance. Our employees feel that they belong to a welcoming company with a culture that recognizes and embraces their unique strengths.

Ericsson fosters an open, confident environment that encourages change and innovation and inspires people to perform, collaborate and enjoy their work. We understand the importance of a sense of common purpose and belonging for all Ericsson employees.

Leaders and managers on all levels as well as all employees contribute to the establishment of our company culture. Therefore we were pleased to see the results of the annual employee Satisfaction survey, which strongly indicate that there is a strong feeling of "One Ericsson". 90% of our employees believe that our Core Values are applicable to them, including newly integrated companies. This means that we have a strong foundation from which our managers are able to drive a common agenda and standpoint through out the company. Our managers follow up, connect targets with individual goals and make the core values part of peoples’ daily work.

In order for Ericsson to be the number one in the market place and stay competitive, we need the best leaders. The process we use to secure this is called Management Planning. The purpose is to strategically identify, assess, develop and appoint high performers with the potential to be excellent managers in order to enhance business success.

Management Planning is a yearly, global process that is locally owned and always starts with the Individual Performance Management discussion between the employee and manager. Focus is put on business results, performance as well as leadership capabilities as described in our Ericsson Leadership Framework. To further assess and develop managers, Ericsson provides a number of Leadership Assessment Centers, Leadership programs and Executive Development Programs. A very important aspect of management planning is mobility, both international and cross functional. We strongly value cultural and broad experience.

Integrated in Management Planning is Succession Planning which starts with our Group Management Team and then continues further down in the organization, covering all units’ management teams.

In Ericsson we support our employees in their ambition to grow professionally. We provide them with opportunities to apply their skills and possibilities to develop new ones. Career development has a strategic priority for us since it will enable us to retain top talent, to attract people who will help us to stay competitive and will move forward with our business. 

In 2008, 91% of our employees have had an Individual Performance Management review with the purpose to summarize what they have achieved during the year and to establish new goals for the year to come. A part of Individual Performance is to define individual development plan for each of our employee, which will support their future aspiration and our company business needs.

The Individual Performance Management process provides the structure for conversations between employee and manager that enable the employee to identify strengths, challenge areas, and the next steps necessary to achieve career goals.

Learning is an everyday process. Methods, tools and structures are supporting our employees to seek for and contribute to everyday learning situations, such as feedback sessions, coaching, mentoring and informal teaching.

We offer development programs globally and across all functions. The programs targets employees’ business, technical and interpersonal skills, enabling them to excel in their current and future jobs. We combine instructor led classes and web-based learning to support our people to excel in their performance. Although instructor led classes are still an important learning method, new online technologies plays a more critical role for the learning. Online technologies give opportunities to leverage the scale of competence in a global organization. It also helps in reducing traveling, increase diversity of viewpoints as well as possibilities to engage better with other knowledge contributors, such as customers, partners, suppliers and universities.

We believe that a vast majority of all learning takes place in a collaborative informal way through the way people choose to lead and interact. But we also support our employees’ competence development through a number of learning campuses to support professionals in different areas like Multimedia, Sales, Sourcing, R&D and others.