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• Examination of entrepreneurial willingness among the master students of the Faculty of Economics at the University of Debrecen

  31-40

  Gerda Szántó

  Views:

  65

  There is a lot of interest in entrepreneurship today, and there are also many initiatives to introduce young people to the mysteries of entrepreneurship. Starting and running a business requires different competences and a lot of courage. There are many barriers to start-ups, which in many cases discourage people from even starting up. In the present research, I set out to assess the entrepreneurial propensity and competences of Master's students of the Faculty of Economics at the University of Debrecen. My research question was focused on what future plans the students have, whether they would like to start a business, what barriers they think are related to entrepreneurship, and how they evaluate themselves in terms of their existing competences in starting and managing a business. To investigate my research questions, I created a questionnaire that, in addition to demographic questions, explores existing entrepreneurial experiences, plans, barriers, and core competencies. The questionnaire was administered in March 2022 through a face-to-face survey. 84 Master's students completed the questionnaire. The conclusions of the survey show that the sample is divided in terms of whether young people would like to be entrepreneurs and that a range of barriers are present in young people's lives, but that they rate highly the listed competences for entrepreneurship as self-reported.

• Future-proof skills - What do you expect to need in the jobs of the future?

  36-45

  József Boros

  Views:

  132

  Advances in Artificial Intelligence and robotics have made it possible to automate many high-level cognitive skills, but different jobs and occupations may be affected differently by technological developments. High-skilled occupations are less at risk of automation, as they also require skills and competences that remain important bottlenecks to automation. However, according to OECD 2022 results, the jobs most at risk from automation will not disappear completely, as only 18-27% of the skills and competences required in these occupations are highly automatable. Rather, it is likely that the organisation of work will need to be radically changed and that workers in these jobs will need to retrain as technology replaces workers in many tasks.

  In my study, I aim to summarise, based on the literature of recent years, the key skills that will potentially equip workers for the diverse workplace demands of the near future, arising from technological developments.

  I conducted a keyword search of the Scopus database for future jobs, workplaces, occupations, skills, abilities and competences. I narrowed down the search results to the period 2021-2023, English language journal articles, economic and business fields and relevant keywords associated with the articles by the authors. In addition to these articles, I also reviewed the reporting materials of other relevant professional organisations (OECD, World Economic Forum) for the period. The geographical, regional and territorial differentiation of the studies was taken into account.

  In my findings, I have also discussed the role of universities and other educational institutions in meeting the employability expectations of the Fourth Industrial Revolution in order to ensure that they can provide skills that are as relevant as possible to market expectations.  I will highlight the top 69 skills identified in the hospitality industry and their groupings, and the elements of the 4 important skill groups identified for accountancy professionals. I also cover the future-proof skills that entrepreneurs are expected to have. In general, I will describe the appreciation of soft skills based on the academic findings of recent years.

  The results collected can also serve as useful information for individual human capital investment decisions, organisational training and even the design of training frameworks for educational institutions.

• Testing the employee performance prediction capability of selection tests

  6-17

  Péter Czine

  Views:

  70

  We can find several studies about employees performance in the management literature, but it remains an interesting topic in researches in the future, due to the increasing worldwide labour shortage. Finding the suitable employees is becoming more prominent among companies due to the increasing competition. The main aim of this study is to test the capability of selection tests (ability, readiness, competence tests) to predict employee performance. In order to answer this question employees (N=50) from a Debrecen based company in service sector have been analysed. General intelligence and conflict handling style have been estimated, as well as the evaluation of the employees by their supervisors. Some biographical data were used as control variables. The statistical analysis was based on descriptive statistics and multivariate, linear regression models. Based on the results we can concluded that being a female, having a university degree or the 1-3 years of employment at the company were in positive relationship with the employees communication skills significantly; the conflict handling style ’problemsolver’ tended to increase the expected value of the problem-solving skills; general intelligence was positively connected to the expected level of the Régiókutatás Szemle 2019/1 sz. DOI: 10.30716/RSZ/2019/1/1 7 measured job-specific skills; while no significant linear relationship was detected between in MS Office skills and other variables.

• Exploring changes in employee competencies based on analysis of data from a job search page

  102-113

  Barbara Pirohov-Tóth

  Views:

  267

  By analyzing the job offers on the KarrierM job search portal, the research sheds light on the new competence needs appearing on the labor market. In order to successfully explore this, I performed a comparative analysis between the most important competencies during the first (Pirohov-Tóth-Kiss, 2021) (N=363) and the second (current) (N= 332) examination. Taking into account the employment data of the KSH with the help of analysis, we examine the development of the most important key competences and specialized areas based on the data of the second examination, and the regional results were presented. I also explored the role of foreign language knowledge as a workplace competency and other expectations appearing in advertisements. Based on the results of the research, the most important key competencies include working independently and in a team, as well as reliability.