Hungarian Labour Market Research Articles

Perception of Visible Tattoos in Employment and Career Development: Evidence from Hungarian Labour Market

In this study, the perception of tattooed employees is examined, focusing on their employment and career development opportunities. The perception of tattoos in employment and career development is a complex and changing issue that depends on many factors. Some industries and workplaces may be stricter about tattoos, while other workplaces are more tolerant and accepting. The method of the research is primary research, including a questionnaire survey, which presents the subject under research in relation to the Hungarian labour market. The hypothesis test revealed that a statistical correlation between the visibility of tattoos and the type of employment (white-collar or blue-collar) can be demonstrated, and that visible tattoos also have an impact on an individual's career development. These results support that the perception of tattoos can vary in employment and career development, individual circumstances, the applied employment policy, and the specific workplace culture can significantly influence this process. It is important that employees, thinking about the future and labour market opportunities, make a decision that supports the creation of a balance between tattoos and career.

Borderless offices : Opportunity for tax optimisation?

The prevalence of telework, or working remotely or from home, has grown significantly in recent years, in which the COVID-19 pandemic played a major role. This paper focuses on a narrower subsection of remote work arrangements, and analyses employees’ possibilities for tax optimization and potential taxation risks in the context of cross-border remote work or telework. Major obstacles to the spread of remote work are identified by investigating the challenges associated with cross-border remote work from an employer’s perspective. As a further objective, the paper aims to explore how jobs offered in the Hungarian labour market, but performed remotely from abroad influence domestic tax revenues. Three scenarios were developed which reveal that the budget of Hungary suffers at least HUF 46 billion loss in fiscal revenues if 10% of remote job vacancies are filled from across Hungary’s borders. If only 50% of remote/workfrom-home job vacancies are filled within borders, the potential loss in revenue from taxes and contributions is HUF 229 billion. The research conducted under this study highlights the tax consequences of technology-driven changes in the labour market for individuals, employers and central budgets. States need to consider these factors when shaping their tax systems to ensure sustainable tax revenues.

Research on the academic achievement of transcarpathian mobile students

Academic achievement can be approached from several aspects. The first aspect is the achievement of students and educational institutions based on external and internal indicators. Previous research has shown that it is worth examining students' achievement in student mobility. Mobile students are more likely to succeed in their studies and find jobs. Purpose. The research aims to reveal the academic achievement of Transcarpathian students continuing their studies in Hungary. We examine where students studying abroad settle down after graduation: they either stay in Hungary, return home to Ukraine or utilise their knowledge in another country. We examined in which higher educations the former students continued their studies and which faculties they preferred as well as what differences and similarities can be observed in terms of achievement between students returning to Transcarpathia and students settling down in Hungary or abroad. Methods. During our research, an online self-completed questionnaire was applied. We used the snowball method to track down former students. 347 Transcarpathian mobile students filled out the questionnaire. The obtained data were analysed by SPSS 22 Program. Descriptive statistics were used during the analyses. Results It is most characteristic of students living in Hungary that they already wanted to acquire proper marketable knowledge when they decided to take advantage of student mobility. As a result, they tried to find a job in the Hungarian labour market. Their plans have not changed since university graduation. Conclusion. Our results suggest that the choice of major significantly influences the final settlement decision. Getting a jobwith a degree obtained in Hungary can face many obstacles for a well-qualified young person. This is especially true for prominent majors. In a city, a graduate has a much higher chance of finding a position according to his qualification.

LABOUR MARKET MOBILITY IN THE PUBLIC AND PRIVATE SECTORS IN HUNGARY

In this study, we examine the labour market of the public and private sectors, as well as the willingness to move from one to another based on specific factors, such as age or working position. Our research concerns the Hungarian labour market. It is important to determine the reasons behind employees deciding to switch from one sector to the other, as these two areas hold significantly different expectations and characteristics. In the literature review, we explore the characteristics of the two sectors separately, determine which factors are attractive and repulsive, followed by a comparison of them. We examine the expectations young graduates have towards employers, as well as which priorities have been showing an ever-increasing tendency. It is interesting to explore which areas young graduates imagine their futures in the most, as this may not correspond to where they can actually find employment. There are some cases where they use one sector to gain experience, only to accept a job in the other environment at the right moment. A properly established employer brand is important to young people, which may encompass internal, organizational and external labour market expectations, such as to establish a proper internal value system, offer a career path and ensure satisfaction. An organization recognizes what it can do to be desirable to the labour market and attract the professionally trained employees it needs as a result. As part of the empirical research, survey respondents from both sectors evaluated multiple positive workplace characteristics. During our research, we discovered discrepancies compared to our sector-specific ranking of leading characteristics. The typical features that received the highest evaluations served as feedback to employers and HR managers on what to pay attention to and how to improve upon these areas within their means. The study examines cases wherein the influencing factors that motivate employees during job selection can be determined.

Raising employment and quality of life among people with disadvantages \u2013 results of a Hungarian project

BackgroundPeople with disadvantages are a high-risk group of unemployment or underemployment. Disadvantages include disability, under-education, or being a member of a minority, etc. Effective labor market programs could be a key in raising employment and quality of life among this high-risk group of society. The TOP 6.8.2.-15-NA1 project is one of the main Hungarian labor market programs. The project’s primary aims are increasing the employability of disadvantaged unemployed and supporting the efficiency of job-seeking.MethodsOur goal was to analyze the effects and methodology of the TOP 6.8.2.-15-NA1 project in Hungary. The sample of our study contains participants of the project (n = 300), based in Zala County, Hungary.ResultsAfter 28 days, 53.3% of participants had a job. At the 180th day status, the rate of employed people was 47.3%. We could identify low-educated participants and older participants as higher-risk groups of long-term unemployment.ConclusionsWe emphasize the role of these services (job-seeking clubs, organization of job fairs, and mentorship) in the long-term individual success of participants. Improving the employment rate for people with disadvantages is a critical factor for enhancing the quality of life for individuals with disadvantages.

A gender analysis of Covid-19’s impact on the Hungarian Labor Market

Ending of all forms of inequality both within and across nations is a central objective in the Sustainable Development Goals (SDGs) adopted by world leaders in 2005. The aim of SDG 5 is achieved gender equality and empower all women and girls by 2030. Whereas SDG 10.2 has the aim to empower and promote the social, economic and political inclusion of all, irrespective sex or other demographic characteristics. After a century of impressive progress in women’s political and economic empowerment at the global level, overall economic opportunities for women still lag behind men. Empirical evidence indicates that women are more disadvantaged than men in labour markets across the world in terms of unemployment rates, labour force participation, employment vulnerability as well as segregation in jobs and economic sectors. The objective of this study was to investigate whether the COVID-19 pandemic significantly impacted men and women in the labour market different using Hungary as a case study. Based on a gender analysis of monthly labour market data before and during the first year of the pandemic (2015-2020), the study finds that females were more adversely affected in terms of labour market outcomes such as employment rates and unemployment rates. For instance, in all age brackets males had higher employment rates than males. Also, the employment rates for females during the first year of the pandemic was lower than the previous year.

A minőségi munkaerő-gazdálkodás vállalati gyakorlata

A tanulmány azt vizsgálja, hogy a hazai vállalatok milyen emberierőforrás-gyakorlatokat alkalmaznak a minőségi munkaerő biztosítása érdekében, és milyen módon határozzák meg a munkavégzés személyes kritériumait. Ennek megfelelően a kutatás a vállalatok minőségi munkaerő-tervezéssel kapcsolatos képességét és ezzel kapcsolatos emberierőforrás-gazdálkodási gyakorlatát vizsgálja. Menedzseri nézőpontból különösen érdekes kérdés, hogy a jelentősen átalakuló munkaerő-piaci helyzetben vajon képes-e a vállalat a szervezetén belül a munkavégzés személyes sikerkritériumainak pontos meghatározására, milyen mértékben fordít figyelmet a munka minőségi feltételeire a működése során, és milyen emberierőforrás-gazdálkodási gyakorlat biztosíthatja leginkább a szervezet stratégiai célkitűzéseinek megfelelő munkaerő-állományt. Szakirodalmi kutatásai alapján a szerző úgy gondolja, hogy a kompetenciamenedzsment stratégiai szemlélete és operatív eszköztára megfelelő válaszokat adhat a minőségi munkaerőért folytatott harcban a vállalatok számára. Feltáró kutatásában azt vizsgálta, milyen mértékben alkalmazzák ezt a gyakorlatot a hazai munkaerőpiacon működő vállalatok.

IMPROVING EMPLOYABILITY BY MEANS OF PERSONAL COMPETENCIES IN HR

The subject of the present paper, among others, is to illustrate what employability means and what key business and personal competencies (can) enhance the success of employees and their competitiveness in the labour market together with some personality traits that have a powerful impact on hiring. Aim of research: An answer is also sought to the question of how competencies have been transformed, how their role was appreciated and re-evaluated and what skills and abilities are no longer necessary to be successful in the labour market versus the ones that were not required previously, but have become indispensable these days. Result of research: An overview of the current Hungarian labour market situation and specialities was given on the basis of our primary research. Conclusions: The present analysis contains the correlation between employability and (personal) competencies.

The platform economy as a working opportunity for older people

PurposeThe purpose of this paper is to show that gig jobs could be considered an alternative way, albeit not the very best, to give work opportunities to older people. This could offset the continuously decreasing income from the pay-as-you-go pension system, which remains the main source of income for older Hungarians.Design/methodology/approachThe paper reviews the most important aspects of employment of older people and highlights the digital divide which still restricts their participation in the labor market. The paper analyzes data from the Hungarian carpooling company Oszkár and compares it with official statistical data from the Hungarian labor market, focusing on the dynamics of the employment of older persons.FindingsThe findings show that the alienation of older workers from the gig economy is just transitory, and that an increasing proportion of older gig workers can be anticipated.Research limitations/implicationsCompiling data on the gig economy faces a number of obstacles, as enterprises are disincentivized from revealing all their data.Social implicationsOlder people are more likely to be employed in lower-quality jobs, such as own-account self-employed. They are also increasingly more likely to become gig workers.Originality/valueThe paper articulates the importance of remaining active as one ages and moreover challenges the traditional belief that gig jobs mainly offer opportunities to the younger generations.

Civilben a munkahelyi egészségért

Workplace programs to improve health through physical activity constitute one of those possibilities of the Hungarian labour market, where the substance of the following statement becomes more emphatic: “Humans constitute the fundamental value of a modern corporation, and the health of the co-workers is an important value, purpose, as well as a serious resource for both the present and future functioning of all economic operators.” The World Health Organization (WHO) has declared already in 2003, that regular physical activity has a serious economic effect, including workplace health improvement programs. In this paper I analyse the status of these issues comprehensively, through the introduction of a Szeged-based NGO.

Eeds and Expectations: Controllers in the Hungarian Labor Market

eeds and Expectations: Controllers in the Hungarian Labor Market

Wage Inequality on the Hungarian Labour Market: Technological Change, Expansion in Higher Education and the Role of the Minimum Wage

The paper examines the development of wage inequality in Hungary between 1995 and 2016, based on the theories that explain the labour market impact of information and communication technologies (ICT). The analysis is based on the Hungarian Wage Survey Database and uses the empirical methods in the literature to calculate the change of the employment shares and wages of various jobs. As in most countries, the Hungarian labour market became polarized, but this has not been accompanied with wage polarization. Rather, the increase of wages was inversely proportional with skill. The paper proposes two reasons for this behaviour: one is the large increase in the minimum wage, while the other the educational expansion which increased the labour supply of highly skilled workers.

How Can Creative Workplaces Meet Creative Employees?

The aim of this study is to identify the individual and contextual factors that facilitate or hinder employees’ creativity. However, in this paper the literature is also referring to critical factors that impact employees’ creativity. According to the creativity’s state of the art, we focused on factors based on creativity’s 4P, choosing Person (characteristics of creative persons) and Place (environmental factors that influence creativity). Considerable research efforts have been invested to explore the possible connections between these two domains by investigating the Hungarian labour market. We found that the probability that a creative person works in a creative workplace is twice greater than that of the case of a non-creative person. This study presents the requisites of a creative workplace so that employees’ creativity can be developed and a kind of work environment which facilitates organizational creativity can be created. First, we have collected and presented the best practices of recruitment-tools which help managers to hire the most creative applicants. With these two components, i.e. finding creative workers and securing them a creative friendly environment, the business success is guaranteed.

The situation of graduate employees on the Hungarian labor market

The situation of graduate employees on the Hungarian labor market

The Most Relevant Labour Market Competencies for Employers and their Assessment by Students

Abstract Our paper is aimed at examining what principal business competencies (can) enhance the success and competitiveness of employees according to the employers and we also wish to explore what personality traits have a decisive effect on the decision-making mechanism in taking on new staff. At present employers can make selection from a lot of fresh graduates in economics so for them it is essential to know the competencies by which they are classified and ranked by the employers. However, it is also important to bear in mind from which aspects their opinion meet the employers′ expectations. Based on surveying the employers′ expectations, the required competencies play a vital role in the hiring process and they are mainly acquired in practical trainings. An answer is also sought to the question of how the rank order of competencies have been changed, how their role was appreciated and reevaluated and what skills and abilities are no longer or only to a slight extent necessary for success in the labour market vs. the ones that were not required previously but have become indispensable these days. One of our further objectives was to create and test a competency structure tailored to the current Hungarian labour market situation and specialities on the basis of the professional literature.

How do leadership styles influence the creativity of employees?

The objective of organizational creativity is to identify those factors that could affect creativity. One of the most influential factors is the leadership style. Following the review of literatures, we investigated this phenomenon in the Hungarian labor market. We analyzed the answers of more than 600 Hungarian employees. We asked them to categorize their leader on the basis of which classic Lewin leadership style is most characteristic of him or her. After this, they needed to judge how the perceived leadership style would affect the two phases of their workplace creativity. Similarly to international results, democratic leadership style proved to be stimulating, while the authoritarian leadership style was inhibitory. It has also been proved that not only leadership style influences creativity, as the model of successful creative organization cannot be described with the behavior of the leader(s) only.

The reassessment of personal competencies in human resources management and in business-oriented higher education

The timeliness of our topic is proved by the fact that nowadays human resources play an indispensable part in the resource system of economic organizations. Our paper examines the personal competencies that play a vital role in corporate efficiency, competitiveness and success. Moreover, we also illustrate how this role has been changing in time. One of the objectives was to create and test a competency structure tailored to the Hungarian labour market situation.

The characteristics of finding employment abroad in case of the Szeged tourism human resources (Szeged, Hungary)

Human work provided for tourists is an indispensible element and, in a sense, the very soul of tourism services, and its quality highly influences what image is formed of the travel. By today, the significance of qualified human resources in tourism has been more and more appreciated in Hungary, as one of the conditions of realizing internationally competitive tourism is the presence and development of quality human resources. Language knowledge and professional knowledge can make employees more qualified and more in demand both abroad and in the Hungarian labour market. Based on international statistics, it can be stated that the main target countries of Hungarian employees are Germany, Great Britain and Austria. The majority of Hungarian employees in these countries find jobs in the catering sector. The present study was conducted in 2012 with the aim of surveying the target countries of finding employment in case of the Szeged human resources of tourism. 874 people working in the Szeged tourism sector were involved in the survey. The data of the participants were examined according to local touristic structure, age group and highest school qualifications. The survey included those as well who had qualifications in tourism and catering.

Historical Overview of the Hungarian Labour Market

The Central Eastern economy went into a deep crisis after 1990. It became obvious that the structure of the economy built during the socialist era was not competitive enough to join the world economy. The changes after 1989 were accompanied by business closures, and high and continuous unemployment. As a consequence, the standard of living decreased and social differences started to grow. Public opinion had to face what previously had been unknown: unemployment. This term became for many a concept with which “one has to live together”. The objective of this study is to introduce the informedness of the adult Hungarian population as to the current situation of the Hungarian labour market, 20 years after the appearance of unemployment. The aim of the investigation was to map whether current prospective employees have enough information to manage themselves on the labour market and whether it is necessary to make up for this lack of knowledge during their school years. The investigation, based on 300 filled in questionnaires, reveals that the knowledge of adults is satisfactory as regards the labour market and employment policy, but on some questions, their knowledge is incomplete or incorrect.

Empirical study soncerning women’s post-birth re-establishment to the Hungarian labour market

It is no longer a question today that the reconciliation of work and private life is an increasingly great problem in the lives of many people. Women returning to the labour market after maternity leave are in an especially delicate position. For this reason, we conducted a research among young mothers who would have liked to return to the world of work or have just returned recently after maternity leave. The results of our research support the idea that young mothers have great difficulties in returning to the world of work, the main reason for which are often their employers themselves, making their reestablishment all the harder