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Future-proof skills - What do you expect to need in the jobs of the future?
36-45Views:139Advances 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.
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The lessons learned from private document donations in JNSZ County
18-29Views:34Our historical knowledge is based on historians’ research of written documents. These written historical documents are preserved by archives. The biggest of our country’s public collections is the National Archives of Hungary which was established in 2012 by merging the national and county acrhives. For many decades the Jász-Nagykun-Szolnok County Archives have collected the administrative documents of the county’s settlements. Various offices, courts, schools and state-owned companies are required by law to submit their records of historical value to the archives after fifteen years. However individuals, associations and parties are not required by law to pass on their private records or photographs to any of the archives. In addition to the official sources the private documents can also provide a number of valuable insights for a more detailed presentation and understanding of history. This bried study shows the changes of private records gifting in JNSZ County, the reasons behind the change, what documents were offered to them and are they important for archival research.
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Introducing the social situation of Hajdú-Bihar County in numbers
27-40Views:149The aim of our study is to provide an overview of the social situation in Hajdú-Bihar County. Hajdú-Bihar County, the economic, educational, scientific and cultural center of the Northern Great Plain region. Its conditions are favorable for fulfilling its role, and it’s economic, educational, commercial, and cultural and health relations are significant beyond the national borders. In connection with Hajdú-Bihar County, it is important to mention the utilization of its logistics role and the role of the regional knowledge base. Debrecen city is the center of HajdúBihar County, this is the second largest city in Hungary in terms of population. For decades Debrecen has been an outstanding role of Hajdú-Bihar County, and the city has a socio-economic impact on the whole region as a regional center. Among the above-mentioned impacts, this study focuses on the social impacts of Hajdú-Bihar County and the calculations based on local and national statistics to support and analyze this impact. The social impacts were examined primarily from a demographic point of view (population, gender, age and composition by educational level, qualifications, employment, income conditions) compared to previous years and national data.
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Issues of self-management and improving organizational effectiveness among managers
78-89Views:72It is very difficult to measure the leadership excellence. Partly because the indicators of the organizational excellence are measuring mainly the effectiveness and there are not focusing on the “managerial value”. Scientist made a lot of effort in the last decades to measure the “managerial value”, trying to approach from many sides the managerial success. In our research we wanted to review the international practice, and, in the other hand we tried to conduct a situation survey among Hungarian leaders with the aim of exploring the value-creation processes and the managerial thinking and practice which are behind them. This article focuses on self-management solutions and operational management processes to improve the effectiveness of organizational processes. One of the goals of the survey was to discover and present the Hungarian management mindset, the self-management working methods and time-management behavior in the SME sector, all in the context of effectiveness and to enrich with this new information the scientific and market knowledge in the field. 148 managers were included in the study, partly due to the difficult availability, the low willingness to answer, and partly due to the confidential nature of the questions and the large size of the questionnaire. According to the answers we can see, that among the interviewed leaders are common the use of timemanagement applications, task-lists (with task prioritization) and accordingly, the next day’s activities are planned in the evenings. Correlated with the supervision of corporate processes, quality management systems, decision making systems and connection with employees (eg: site visits and daily meetings) receive a special attention. In the basic research we developed 3 clusters: “uncertain empathic”, “experienced strategist” and “ambitious purposeful”. Among them the members of the last cluster performed excellently based on their daily work practices and daily leadership habits. 86.36% of the organizations they lead are profitable and growing at a balanced rate (5% growth rate per year). If we look for the human factors behind the outstanding organizational effectiveness, the components of excellence, presumably this cluster offers solutions.
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Exploring changes in employee competencies based on analysis of data from a job search page
102-113Views:277By 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.
