In its financial report for the October-December 2022 quarter, Ericsson reported a significant 21% increase in sales, attributing the growth to the company’s success in gaining market share in the 5G sector in India. Priyanka Anand, Vice President and Head of HR for South East Asia, Oceania & India at Ericsson, provided insights into the company’s effective navigation of challenges in deploying 5G in India. She emphasized the importance of employee upskilling for future endeavors.
To proactively address the evolving landscape of 5G technology in India, Ericsson implemented a multifaceted reskilling strategy. Anand outlined the approach, which included early reskilling initiatives, collaborations with third-party vendors, utilization of global delivery centers, and the mobilization of experts for a seamless transition. The company focused on leveraging expertise and insights from regions where 5G deployment was already underway, facilitating internal training.
Anand acknowledged the challenge of aligning everyone with a common vision and purpose. Motivating and uniting the workforce required effective communication and shared passion. She highlighted the significance of global support, with the entire company, from the CEO to the board, rallying behind the initiative through conversations, investments, and favorable decisions.
In June, the International Telecommunication Union (ITU) approved India’s 6G network, named ‘IMT 2030.’ In response, Ericsson initiated the ‘India 6G’ program in October, establishing a dedicated research team at its R&D Centre in Chennai. This specialized team, collaborating with global counterparts, aims to develop cutting-edge technology for a cyber-physical continuum.
Anand emphasized the need for employees to prepare for the evolution from 5G to 6G, emphasizing an open mindset, technology adoption, and continuous learning. Ericsson’s learning ecosystem incorporates digitalized learning, skill labs, and practical experiences. Anand stressed the company’s commitment to continuous upskilling, viewing it as essential for survival and growth in a rapidly evolving technological landscape.
The learning approach includes mandatory training focused on compliance and ethical behavior, aligning with the company’s culture and values. Anand highlighted the importance of offering employees choices and noted that real-time experiences complement learning initiatives. Ericsson is dedicated to investing in next-generation talent through university partnerships, internships, and apprenticeships, ensuring a continuous influx of skilled professionals.
