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• “Stay Home” - Moving to Home Office in the Northern Great Plain Region

  37-47

  Filep Roland

  Ujhelyi Mária

  Views:

  410

  The changes resulting from the covid epidemic have led to an unprecedented spread of the Home Office. In our study, to examine the advantages and disadvantages of working away from work, we chose an organization’s Northern Great Plain Region where face-to-face negotiations are essential, so they were rarely used before the emergency, but were switched en masse due to changed circumstances. We sought to answer which of the literature factors significantly impacted employee satisfaction related to teleworking and the need to maintain it after an epidemic. Based on the regression analysis results, we found that employee satisfaction with a greater desire to switch to telecommuting, proficiency in solutions replacing personal communication channels, and perceived improvement in work-life balance has a positive, uncertainty and stress associated with implementation. Workers would be happy to work in this form in the future if they desire to switch to teleworking became more pronounced at the time of introduction. However, the fear of switching, higher age and lack of managerial feedback would lead them back to the workplace. As a suggestion, we stated that managerial support is vital throughout the process, which should be reflected in employees’ involvement in the decision-making process, the appropriate replacement of the personal communication channel, and more frequent feedback. In improving work-life balance, a leader can be on the side of time management to help his followers by prioritizing tasks. In the Home Office experience process, these measures can help employees experience the benefits of telecommuting more.

• The vision of newer generations on the farms of Hajdú-Bihar county

  110-117

  Szabolcs Gergely Orbán

  Views:

  156

  For the former rural society the basic pillar of economic security was the homestead, and farming there, which was then further inherited within the family. A century ago more than a million people lived on homesteads in Hungary, but today it has fallen to well under a quarter of a million. The decline in population was due on the one hand, to the emergence of modern machinery and new cultivation and breeding technologies in agriculture, which transformed farming and the people involved, and on the other, to society's living standards and expectations out of infrastructures that meet modern needs, so the emigration of the younger generations living there began, who moved into nearby villages and towns. The aim of my research was to explore the future tendencies of the possibilities of moving from homesteads among the homestead inhabitants of Hajdú-Bihar county, taking into account the current conditions, which was based on a survey conducted in all its districts. The results of the study show that most of the newer generations growing up on homesteads no longer envision their future there, however if the homestead were more extensively constructed in terms of comfort and corresponded to a higher degree of comfort, this might guarantee that the young people would still remain in place.

• Labor retention in the domestic SME sector in Somogy county

  66-77

  Szilárd Berke

  Zsolt Kőműves

  Views:

  500

  Companies face many new challenges as a result of ever-changing HR trends. One of the most significant problems in recent years has been the ever-changing workforce. Employee loyalty is no longer a matter of course, it must be actively pursued. The root of the problems often goes back to recruitment, as many employers try to attract the workforce by “beautifying” the job advertisement, focus on creating a better image of the organization. Many times we encounter that recruitment was not adequately prepared, not enough attention was paid to select the right workforce. However, it is also important to emphasize that it is not enough to get the workforce, you need to be able to keep it as well. In our questionnaire research, we have examined how the recruitment process takes place, what steps have been taken to ensure employees to remain being committed and to stay loyal to their employer. Based on the results, we can conclude that employers know and apply labor retention methods. The most commonly used procedures were longer learning times, involvement in decisions, organization of trainings, or just job rotation.