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Employment Practice of Persons with Disabilities and a Reduced Work Capacity in the Open Labour Market
1-13Views:1101Based on the labour market situation of persons with disabilities and a reduced work capacity as an employee group we can claim that it is an employee group struggling with significant disadvantages. Their economic activity is behind thereof the population without disabilities and a reduced work capacity. According to the latest statistical data the employment level of persons with disabilities and a reduced work capacity is only around 18 per cent. The governments in power try to increase the economic activity of the affected employee group with both positive and negative incentive system laying stress on the field of primary open labour market. However, it is all unimaginable without changing the approach of the society and the business sphere, which can succeed through the legal regulation of equal opportunities, equal treatment and the prohibition of discrimination. By means of professional interviews carried out with company directors and HR directors of 3 examined companies operating in the Northern Great Plain region as well as case studies the article aims at exploring the attitude of market participants towards the employee group of persons with disabilities and a reduced work capacity, legal changes of recent years, the extent this group is employed and the obstacles that make their further employment more difficult.
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Personality Traits and Their Validity in Predicting Job Performance at Recruitment: a Review
222-231Views:2270One of the most critical challenges human resources management usually faces is the procedure of recruitment and selection. At the recruitment, the factor of qualification is very important. However, HR management should take into account the personality of the candidate. For example, most of the companies' profits rely on the performance of the frontline employee and their behavior toward the customer. Therefore, HR management usually uses the assessment of personality and integrity. Based on the literature, there is a correlation between personality traits and job performance. This study is a literature review analysis which contains previous studies in regard to the of Big Five Factors at the recruitment and their validity in predicting employee’s performance in the firm.
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Examining the Virtues of Organisational Citizenship Behaviour (OCB) at an SME
41-52Views:391Nowadays, especially in the Eastern region of Hungary, small businesses face an increasing challenge in attracting and retaining a well-qualified workforce that is able to accept and commit to the goals of SMEs. This is due to the promising career prospects offered by foreign-owned large companies locating here. However, if SME employees possess the virtues of organisational citizenship behaviour (OCB), they will develop a stronger commitment to the organisation. The aim of our research was to explore the extent to which the five OCB virtues; sportsmanship, conscientiousness, altruism, politeness and civic virtue are present in a small construction company in Hajdú-Bihar county. Our survey was carried out using a questionnaire method, which was analysed as a function of length of service, education and age. The main findings are that there is a strong correlation between the presence of OCB characteristics and age and length of time spent with the firm.
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Successful International and Hungarian Family Businesses
280-287Views:777The purpose of family businesses are maintaining market competitiveness, develop sustainably and achieve their results in the dynamic market environment. The family run businesses are contributing significantly to the economic growth. They are interested in long-term preservation of values. The study presents the charachteristics of the world’s TOP family owned companies. In order to proving the economic value and importance of the Hungarian family businesses the study contains some findings of a representative national.
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Practical Application of Methods in Strategy-Based Analyzes
59-72Views:779Increasing environmental volatility is a growing challenge for companies and businesses. The speed of economic events is changing, and the risk of uncertainty is increasing, requiring business to take a new approach to strategic planning. In the design and forming of their strategy, both the factors of the external and internal environment and the analysis of their competitors can be based on well-chosen methods. We consider the review of these methods, their application in planning and educational practice. The aim of our work, in which we present the methods that underpin the strategy applied in both domestic and international practice. The analysis of the external environment illustrates the construction and applicability of an external factor analysis matrix based on traditional PEST analysis and the Porter's five-factor model. In the case of internal factor analysis matrix, we focus on the approach of method choice, and on the applicable methods, the importance of the resource-based approach, the analysis of key factors and the Porter value chain analysis matrix. The third pillar of the analysis that underpins the strategy is the matrix-based assessment of competitors. The applicability of the methods depends on the form of the enterprise, the field of activity and the nature of its activities, which is complicated by the emergence of new economic spheres (e.g.: sharing) and transformed power relations.
