Egy felmérés tapasztalatai a gazdálkodó szervezetek emberierőforrás-ellátási és -fejlesztési gyakorlatára vonatkozóan Hajdú-Bihar és Szabolcs-Szatmár-Bereg megyékben = Evidences from a survey on the staffing and human resource development practices of organizations in Hajdú-Bihar and Szabolcs-Szatmár-Bereg counties of Hungary
The current study analyzes selected data from a survey conducted in Hajdú-Bihar and Szabolcs-Szatmár-Bereg counties of Hungary in 2012. First it describes the frequency of recruitment activity of the organizations by county and also by the three main economic sectors (agriculture, industry and servi...
Elmentve itt :
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| Dokumentumtípus: | Cikk |
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Egyesület Közép-Európa Kutatására
Szeged
2015
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| Sorozat: | Taylor : gazdálkodás- és szervezéstudományi folyóirat
7 No. 3-4 |
| Kulcsszavak: | Humán erőforrás gazdálkodás - Magyarország - 21. sz. |
| Tárgyszavak: | |
| Online Access: | http://acta.bibl.u-szeged.hu/36406 |
| Tartalmi kivonat: | The current study analyzes selected data from a survey conducted in Hajdú-Bihar and Szabolcs-Szatmár-Bereg counties of Hungary in 2012. First it describes the frequency of recruitment activity of the organizations by county and also by the three main economic sectors (agriculture, industry and services). According to the results, recruitment activity was more frequent in Hajdú-Bihar than in Szabolcs-Szatmár-Bereg, but there was no significant difference between the agricultural and services sectors (industry could not be involved into the statistical analyses due to the low number of such organizations in the sample). The study analyzes the frequency of use and the estimated efficiency of 25 employee selection methods (using both raw and standardized scores), too, and compares these two dimensions. The study also examines the differences between the two counties and among the three main economic sectors. In all the comparisons some significant differences have been identified. Findings support the earlier result of Dakin and Armstrong (1989) that in some cases the opinion of practicing HR professionals tends to significantly differ from the findings of the empirical research studies. Based on the data about HR development a greater importance of practical level vocational trainings and of the support of self development has been identified compared to the development for promotions and advanced professional trainings; the existence of both regional and sectoral differences in HR development should be rejected. |
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| Terjedelem/Fizikai jellemzők: | 31-38 |
| ISSN: | 2062-1396 |