Search
Search Results
-
Analysis of labor consumption in Hungary in the last 5 years
127-137Views:282The main idea of my research was the statement of the President of the Hungarian Fruit and Vegetable Interprofessional Organization and Product Council (Ferenc Apáti), according to which the main obstacle to the future development of horticulture and the development plans of horticultural enterprises is capital shortfall factors). The employment of seasonal workers in the production of grapes and fruit and in horticultural farms is of the greatest importance. As a result, in my research, I examined the use of labor by those working in agriculture over the past 5 years. I reviewed how the coronavirus has affected the time spent by seasonal workers at work in the recent past. Since there are a lot of work phases in agriculture where there is a temporary use of labor, I considered it important to get around this topic better. As seasonal agricultural workers are often able to reach their agricultural jobs through travel and border crossings, government regulations (travel restrictions, border closures) have made it more difficult for these people to access jobs.
-
The Possible Job Creation and Job Destructive Effects of Technological Development
53-61Views:489Throughout history, technological change has often provided the basis for employee anxiety. Between 1811 and 1816, a group of workers in England who called themselves "Luddists" destroyed machines, because they thought it would endanger their workplace. 19th-century thinkers and economists such as Karl Marx and David Ricardo predicted that mechanizing the economy would ultimately worsen workers' conditions, depriving them of a decent wage. Over the last century, John M. Keynes (1930s) and Wassily Leontief (1950s) have expressed their fears that more and more workers will be replaced by machine solutions that will lead to unemployment. In recent years, Brynjolfsson and McAfee (2014) have argued that existing technologies reduce the demand for labor and put some of the human workforce at a permanent disadvantage. However, there are a number of compensation mechanisms that can offset the initial displacement effects of automation and process innovation in general (Vivarelli, 2015). First of all, while workers are being replaced in industries that introduce new machine technology, additional workers in new industries are needed. Second, automation (and process innovation in general) reduces average costs. Acemoglu and Restrepo (2017) found that this results, on the one hand, in the effect of price productivity (“priceproductivity”) (as production costs decrease, the industry can expand and increase labor demand); and, on the other hand, it leads to economies of scale in production (the reduction in costs due to automation leads to an increase in total output and increases the demand for labor in all industries). Similarly, Vivarelli (2015) argues that lower average costs can result in lower prices (if the industry's market structure is perfectly competitive), stimulate product demand, or result in extra profits (if the industry's structure is not perfectly competitive). If these extra profits are reinvested in the company, this investment can create new jobs. The presentation intends to present these counterbalancing cases and to provide real examples based on the literature.
-
Labor Market Effects of Organizational Health Promotion
99-107Views:538Nowadays, we can observe an increasing trend in the spread of non-communicable diseases. It is important to highlight the social factors that negatively affect health. Determinants includes income, education and the research-relevant working and living conditions. From a labor market perspective, unemployment and poor working conditions are a significant responsibility for the deterioration of mental and physical health. Health is also affected by employment conditions. Extended working hours have been shown to be harmful to health. Poor health has generates poorer work performance, a higher rate of sick leave, and higher health care costs. My primary goals in my research was to explore the labor market impacts of workplace health promotion and guidelines for corporate health promotion. Within health promotion, physical activity has played a prominent role. I’ve been used secondary data collection during my research. I have been performed a traditional literature analysis based on domestic and international studies. My results are suggest that the workplace health promotion has more positive labor market effects than increasing productivity and reducing absenteeism and health care costs. It is important to mention that health promotion could bring benefits to both employers and employees. Regarding corporate guidelines, there is no new approach directive other than the older literature sources. thus, it may be worthwhile to develop a new and different corporate process for effective workplace health promotion.
-
The Impact of Optical Character Recognition Artificial Intelligence on the Labour Market
9-16Views:533Because of present day information technology, there is neither need to plant complicated computers for more millions price if we would like to process and store big amounts of data, nor modelling them. The microprocessors and CPUs produced nowadays by that kind of technology and calculating capacity could not have been imagined 10 years before. We can store, process and display more and more data. In addition to this level of data processing capacity, programs and applications using machine learning are also gaining ground. During machine learning, biologically inspired simulations are performed by using artificial neural networks to able to solve any kind of problems that can be solved by computers. The development of information technology is causing rapid and radical changes in technology, which require not only the digital adaptation of users, but also the adaptation of certain employment policy and labour market solutions. Artificial intelligence can fundamentally question individual labour law relations: in addition to reducing the living workforce, it forces new employee competencies. This is also indicated by the Supiot report published in 1998, the basic assumption of which was that the social and economic regulatory model on which labour law is based is in crisis.
-
Employment Practice of Persons with Disabilities and a Reduced Work Capacity in the Open Labour Market
1-13Views:1030Based 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.
-
The Challenges of the Labour Law and Economic in the Future Labour Market
116-130Views:980The aim of the study is to examine how the effects of globalization affect the global labor market, and how high-level automation and digitalization affect the expectations of labor market actors and the world of labor law. We analyze the legal framework and the economic and social utility of acquiring competences for new challenges in the industry. We will look in more detail at the future of the low-skilled labor force in a changing labor market as a function of acquiring new competencies. We believe that changes in the labor market and novel processes will also pose new challenges for employers and employees. Changes in the labor market raise the question of what kind of benefits an outgoing worker will receive until he or she acquires new competencies. Is the social welfare system in the current sense capable of supporting lifelong learning, or is it necessary to explore alternatives such as basic income? All this needs to be done in the light of the legal and economic scrutiny of the concepts of efficiency and economy. This is because acquiring competences for the new employee also brings new added value.
-
Labour Market Success of Engineering Graduates
1-8Views:235The study aims to explore the labor market success of engineering graduates. The role of science field in the areas of job search time, earnings and job congruence proved significant. The engineering discipline proved to be outstanding in all the tree tested indicators. The database was GraduatesTracking System 2011-2012 (DPR 2011-2012). The indicators of employ ability could be compared among the young graduates of domestic higher education institutions in the engineering science, and similarities and differences could be highlighted
-
Menedzsment szakos hallgatók a munkaerőpiacon: az elhelyezkedés mintázatai
1-14Views:238The present study analyses the labour market career of graduates from three management majors. Majors in connection with the economic and engineering educational field (economy and management, engineering manager, human resources manager) belong to the average and in numerous aspects to the good status majors and professions. The social recrutation of the majors analysed is middleclass. According to their labour market success, such as the duration of finding a job, the level of employment and income they are among professions of favourable position. The knowledge gained at university may be considered well usable in their work. Their satisfaction with the different components of their work is similar to other university graduates, they are most satisfied with the content of their work, and less with its prestige and possible income.In this study we analyse 2011 and 2012 databases of the Graduate Tracking System.
-
Challenges for Adaptation of Business Management
274-285Views:200Both the business management and the public sector try to provide employee with providing jobs, which are esteemed by the workforce and where employee has a good feeling. However the public management has a big challenge in this area, because the bussiness sector is more attractive, and competitive pay for emloyees. I tested the bussiness modell and look for their benefits and I saerch for connectivity points. This point will helps into the adaption to the non- bussiness sector.
-
Analysis of the Supply of Sport Services by Organizational Aspects
465-474Views:434The spread of consumer societies has led to the commercialization, and the emergence of profit-oriented operating frameworks in the fields of sport. The sports enterprises, involved in the operation of competing groups on professional, spectator fields of sport have already been examined from legal, economic, organizational points of view by a number of international and Hungarian researchers. In this article, we attempt to cover and summarize the Hungarian research approaches on this subject. The motive behind our investigation is that we should launch an organizational examination of the Hungarian profit-oriented sports suppliers in the near future. We plan to analyse the property, financial, income, organizational, management and labor management related situation of these sports enterprises. In order to ground the research, the review nature summary of domestic economic, organization science related secondary examinations is essential, which allows the development of the appropriate research methodology and the comparison of our results with the antecedents.
-
Labor market effects of health promotion on human capital
591-602Views:603Today, workplace health promotion is increasingly present, both domestically and internationally. In my research, I used literature analysis to show how workplace health promotion programs, including physical activity, how affect employee earning capacity and productivity. Human capital is a significant factor in productivity. Human capital can be defined, that the human inner, inseparable features and characteristics of a person to which is invested and, as a result, increases the productivity of the individual. Investments can include health spending (health promotion programs), costs of extra-curricular lessons and time to find the ideal job.
I’ve been used secondary data collection during my research. In my research I have reviewed the source of literature on health promotion and physical activity primarily. After reviewing the literature, consequence of the research that investing in health, including investing in physical activity, it also contributes to improving health, as well as increasing life earnings and productivity at work.
-
Examining the Virtues of Organisational Citizenship Behaviour (OCB) at an SME
41-52Views:348Nowadays, 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.
-
Labour- or Talent Shortage? – Exploring the Conceptual Differences for Effective Practice
180-190Views:465Regarding the issue of unemployment, a number of researches have been done at national level. Deliberately, public awareness has a particular emphasis on this situation from employee aspect. However, from the labour market point, the issue of labour shortage has just as serious consequences like unemployment, although its extent is detectable mainly at employers side. Nowadays, employers are negatively affected by the very nature of labour shortage, and the issue of talented shortage became the most sensitive issue. It has a prominent importance to distinguish labour and talent shortage. Despite the fact that these phrases are frequently used as synonyms these have different meanings. The aim of my research is to determine main differences between labour and talent shortage by seconder data to help in correct use and understanding at organisational level.
-
Talent Management in International Practice Through the Example of Europe and China
454-464Views:408The reason behind is that they have their own principles, strategic goals and industrial environment that they have to manage on daily bases. The current labour and talent shortage across Europe forces local companies to supply their demand of manpower from foreign countries – encouraged by the ’four freedoms’ of the EU. In consequence of the globalisation, we have to keep in mind that running a talent management system has its challenges. For instance, employees with different cultural background might have unconventional needs. Due to the cultural, demographical and economical differencies, we must know the structure of our labour force to use the most beneficial tools to induct, motivate or retain our human resource. The aim of this research is to analyze Europe’s and China’s talent management systems to reveal similarities and differencies between them and pick the most notable ones. From the point of comparison, analysing China would be important for European countries to discover further possibilities, as nowadays China has one of the most dynamically developing economy with enormous population behind. The primary result of the research is that deficiency of talent is irrespective of the size of the population and it causes difficulty in both European and Chinese fields, therefore it proves to be a real and general challenge needing attention at organizational level. Furthermore, identifying regional patterns considering peculiarities, the framework of talent management systems can be defined and be found summarised in the article.
-
Comparing higher education preferences with labour market needs
382-392Views:520Hungarian institutions of higher education play an important role in national economy: they ensure intellectual labour with appropriate knowledge and professional competencies for Hungary in all profession fields. If the rules of private sector are applied for these institutions – interpreting it within a certain framework as the quality of education and research has to be maintained and there are social benefits associated with them -, they owned by the state, their management is the institutional leadership and their consumer is the labour market. Thus, training programmes must or should be developed in accordance with the needs of labour market. It represents a major challenge, even without taking into consideration other factors, since future requirements should be aimed (at least a 3-5 year training period later) – along with a rapid technological development. Even if the state makes significant efforts to adapt training programmes to meet the requirements of the labour market demands, students who want to further their education pay limited attention to these factors in their educational decision-making. Partly for this reason, career transition or shortages may occur in the case of certain professions. This paper seeks to address to what extent the most popular training programmes meet the expectations and to what extent the degree earned may be regarded as a ‘success’ in the labour market; moreover, if they do not overlap each other, how much applicants prefer those training programmes which are to be considered the most successful based on recruitment information. Admission statistics of Education Department and database of DPR provide the necessary information for the period 2010-2017 and these data sources enable authors to follow-up students from application to higher education until employment.
-
Szakemberhiány vizsgálata és feltételezett okai az építőiparban
1-9Views:230A munkaadók 36 %-a küzd a megfelelő munkaerő megtalálásával világszerte. Magyarország építőipari cégeinek helyzetét bemutatva megállapítható, hogy a megszűnő vállalkozások száma az építőiparban 2013-ra az előző évhez viszonyítva 50% felé emelkedett, amely tendencia 2014-ben tovább folytatódott. A szakmunkások közül sokan nem tudnak elhelyezkedni a hiányszakmának minősített szakmájukban, de sokan közülük nem is akarnak. Tanulmányom célja, hogy megvizsgáljam az építőiparban fennálló szakemberhiányt, illetve feltárjam ennek lehetséges, feltételezett okait.
-
Demand and Supply in the Talent Market
142-149Views:396In Hungary, the emergence of a talent market for organizations is due to the growing demand for talented workers. The talent's definition, the exploration of the factors affecting the talent market's demand and his supply are necessary to the overview. With the emergence of the talent market, we will also carry out an important analysis of the changes in the labor market in Hungary as well as the shortage of labor shortages. In the labor market today, different generations are present, who have different expectations for their employer and work environment. The lack of skilled workers is attempted by organizations with different methods. One of these is the ability of companies to become a talent-magnet, resulting in a higher number of employees in their area of activity. In areas where labor shortages are high, more and more attention is paid to automating processes. During the research, I worked on the related literature and studies to determine the factors influencing the talent market.
-
The implementation of Balanced Scorecard System in social enterprises using the social-cooperatives – compliance with the needs of external organisations
300-317Views:380To discover the major economic problems of social cooperatives, we have made a survey. The analysis of this survey stated that the quality of available labour force and the finding of the proper target markets are the biggest concerns of social cooperatives. By this survey a Balanced Scorecard model (BSC) was implemented, which is an adaptation of Bull’s model (Bull, 2006). Present paper demonstrates the BSC modul to satisfy the needs of external partners and authorities. These needs and the tracing indicators were determined, furthermore the frequency of the indicator measurement was also proposed.
-
Incentive Methods of Traditional and Lean Production
1-12Views:563Many research deals with the lean management, but mainly related to the topic of operational management. The target of the author to investigate the lean production can be found there any incentives that could be support of the changed labour market. After the labor market outlook, which may help us to understand the actualities of the topic, grouping the incentive methods based on the model of Hay Group's happening, which is collected on the basis of literature lean processing methods. An identifiable differences in the grouping of lean and related traditional production incentives, which are sometimes more supportive of employees' commitment to the company.
-
The Opportunity of Analysing Global Career
115-124Views:376The study aims to define global career and to present an applicable method. Internationalisation and globalisation indisputably have affect on companies actions. The value of human capital as a resource has got notably higher than before. To retain competitiveness, multinational companies have to focus their sight on employees with globally usable knowledge. In today’s globalized world international assignments are particularly frequent. It is a must to differentiate between working abroad willingly or sent abroad by the company. Achieved and applied knowledge from international assignments are essential ingredients of global career. However, the inappropriately planned career structure can cause damage for the company and for the cost effectiveness of the HR department. It is vital to appoint the most suitable employee for the assignment, to increase the company’s success rate and to maximize the individual’s performance as soon as possible. The effectiveness of the selection has influence on performing a successful assignment in the process of the career path.
-
About Gamification & What Do We Use for Nowadays
171-180Views:1052By the widespread increase of new technologies, Internet has become an essential element for generation Z, however, this is not particularly surprising given the fact that over recent years different IoT solutions have become widely available, well-known and increasingly cheaper. Thus the grown up of Net Generation brings innovative solutions to the fore by which motivation is not forced to students anymore but there will be a real internal demand from their side in accordance with the age of Motivation 3.0. If this will be the case, the social issue of Homo Ludens will be also appeared in parallel to gamification [1]. Gamification nowadays is a method that become more widely used depending on field of use, thus it may meet needs of businesses and also educational institutions. The term of gamification is understood to mean those technics and methods when game elements are used in non-gaming environments [2]. Since we do not concentrate on learning during games, students will find learning a pleasure rather than an imposition and it means many could improve their skills or receive information without realizing they are actually studying. Moreover, despite the traditional learning method, the knowledge acquired this way can be used for a long time during seminars and later on labour market. Gamification plays an increasingly important role in business and also in education [3]. Students may learn more effectively and with a lower effort using gamification. As a result, this innovative approach of learning has been becoming more and more popular internationally, furthermore, motivation shortage problems also could be solved by this method [4].
-
The Relationship between Family Background and Labor Market Success
88-97Views:576In our study, we undertake to explore the social background of fresh graduates (has absolutorium) by field of study. In doing so, we put great emphasis on the educational attainment of the parents and the financial situation of the family, as these factors can have a significant impact on young people's learning opportunities, attitudes and career paths. In the theoretical part of our research, we consider it important to present the experiences of domestic and international authors on the socio-economic situation. Subsequently, the 2015 Graduate Career Tracking System (DPR) database provided us an excellent opportunity to study the complex data collected by the 34 higher education institutions. In our analysis, we highlighted the different socio-economic backgrounds of graduates from different disciplines. Based on our research, we have concluded that young people from richer families are in a better position on the labor market, earning higher incomes than children of parents with lower social status
-
Examination of Labor Market Demand in the Case of the Construction Professions
512-519Views:269Tanulmányomban megvizsgálom az építőipari termelés és azon belül is a lakásépítést befolyásoló tényezőket 1921- től napjainkig. Ezen számok tükrében az építőiparban dolgozók számának folyamatos változásait értékelem, illetve hogy a vizsgált körülményekre hogyan tud reagálni a munkaerőpiac. A cikkben célom rámutatni, hogy a különböző hatásokra a szakemberek száma nem tud rugalmasan változni. A nagyobb beruházási években, illetve a jobb kereseti lehetőség miatt kivándorolt szakemberek hiánya komoly gondot okoz. Ennek ellentétes pólusa, amikor a gazdasági válság éveiben a beruházási kedv hiányában munkaerő többlettel rendelkezik az építőipar.
-
Assessment of the Working Ability of Persons with Disabilities and Reduced Work Capacity
36-52Views:836Employment of persons with disabilities and reduced work capacity falls significantly behind that of non-disabled persons both in our country and the European Union. According to research findings, the low employment rate is partly due to discriminatory attitudes towards the group of employees concerned. In the labour market integration, apart from the attitudes of the employers, the approach of the employees working for the institute has also got a significant role, as they are the ones who as colleagues work together with persons with disabilities and reduced work capacity day by day.
The research findings presented in this study focus on the research question whether the 747 employees who participated in the questionnaire survey make a distinction between persons with disabilities and persons with reduced work capacity on the grounds of their ability to work. If so, what kind of differences are noticeable and what factors have a positive impact on their approach? What is characteristic of the employees with higher level of inclusive attitudes?
-
Gamification in the field of human resource, a creative solution for recruitment
373-382Views:850With the introduction of latest tools and the expansion of technological solutions, the usage of smartphones ,with instant internet connection of course, has become an essential part of the net generation, also known as generation Z. At the same time, the role of IoT devices has also become part of our daily lives, completing and sometimes making it easier. This is due to the fact that the tools become more and more cheaper as time passes and parents and young people no longer consider these a technical innovations, but as a necessity. These generations; Y, Z and Alpha appear simultaneously on today's job market, which poses a serious challenge to future HR leaders and recruiters. Because of the generational gap between them, both motivational and demanding, novel solutions are becoming increasingly appreciated in this area as well. The purpose of this study is to demonstrate the potential of gamification and to highlight the its major areas, as well as to draw the attention to "good practices" in creative recruiting through better known examples. In addition, I also tried to point out the effect on the relationship between motivation and flow-experience. The gamification method is becoming more and more popular in our country, as it plays an increasingly important role in business and education as well. In recent years, with the use of serious games, there have been several examples of HR recruitment and selection, which clearly strives to reach out to younger generations.
