Critical issues of human resource planning, performance evaluation and long-term development on the central region and non-central areas: Hungarian case study for investors

International Journal of Engineering Business Management

CsabaFogarassy¹ 

关键词: Best fit practice;    territorial differences in HRM;    human resource planning;    training;    development;    talent management;    training budget;   

DOI  :  10.1177/1847979016685338

学科分类：工程和技术（综合）

来源: Sage Journals

【 摘 要 】

In human resource management practices of various nations, companies have to adapt to the local specifics. This claim is strongly supported by the results of the international Central and Eastern European International Research Team research. Based on the instances of research conducted in various countries, we can clearly see that only the ‘best practice’ is not enough when used exclusively, and a ‘best fit’ perspective has to support it, which optimizes the usage of resources to the local economical–social environment. Our notes revealed that non-central areas have many more employees per human resource (HR) specialist, which may result in excess tasks. In the case of companies from Central Hungary (Nomenclature of Territorial Units for Statistics 2 region), one HR professional usually deals with 55 employees, while in non-central regions, this number may reach up to 112 workers. This means that in non-central areas, HR employees have double the work. Also, their daily operative work may bring in a huge overload, which concerns all functions of HR. Critical issues are HR planning, training, development and keeping talented individuals (talent management), which mean serious questions and problems for companies that are not in the Central Hungarian region.

【 授权许可】

CC BY