Official Document with process -- 2

Pain point Having a lean and uniform internal talent rotation process across our company will allow: a) employees to enrich their experience with temporary 6-12 months job rotations b) stakeholders to scan available internal talent based on their skills and capabilities c) provide employees with early access to new temporary opportunities within Ericsson d) further enable employees with lateral/vertical career progression options across different organizations Develop a proposal for an internal talent rotation process, including the funding mechanism, that the NextGen Advisory Board can help implement during their 12-month assignment period.