Beruflich Dokumente
Kultur Dokumente
Relations between the union and the company can be considered workmanlike,
neither excessively adversarial nor overly consensual.
The HR team is very much committed to developing a suite of business relevant
people management policies, with a particular focus on helping to implement wider
business strategy. Controlling costs and developing employee competencies have
been core aspects of Ericsson Irelands business strategies for the past decade.
Considerable effort goes into developing competencies at Ericsson Ireland. Ericsson
has developed an extensive set of resources to support its competency
management system in line with the template established by headquarters. The HR
team has been doing a lot to support competency development. This commitment
to developing peoples skills and competencies has remained undiminished during
the recession. It is seen as equally important to the success of the business as
controlling costs.
Ericsson Ireland adopted a far-reaching competitiveness programme in 2005
designed to drive down costs and increase productivity without making employees
redundant. Ever since, the subsidiary has been aggressively pursuing policies aimed
at improving competitiveness. In a sense, the recession of 2007 arrived two years
early at Ericsson Ireland. When the recession finally arrived, the subsidiary did not
have to uproot established organisational routines, but simply continue with the
existing competiveness plan.
As part of a world-wide restructuring programme, Ericsson Ireland was obliged in
2009 to cut 300 jobs from the research and development section of the Dublin site.
Most of the jobs were not lost due to the recession, but were transferred to China,
Poland and Sweden as part of an overall strategy to reduce the number of R&D sites
globally and to reduce cost. In 2010, the subsidiary had to introduce another round
of voluntary and mandatory redundancies due to another organizational
restructuring programme.
Despite the redundancies that have occurred in recent years, Ericsson Ireland
remains a lynchpin of global Ericsson. Within the multinational, Ireland is still seen
as possessing highly skilled and motivated people both in Dublin and Athlone who
contribute considerable value to the company.
The competency regime inside the subsidiary is key to developing trust and
commitment inside the organisation. Competency development is designed as a
form of organisational public good; it is non-rival: the provision of training for one
employee does not exclude another employee from training; all employees have the
ability to consume some form of training. This creates shared understandings
between employees and managers about the professional conduct and standard of
behavior that are expected of both. Although different problems were encountered
and contrasting bundles of policies implemented in these three case studies, each
company made sustained efforts to maintain, if not to deepen, cooperation and