Ferenc Farkas

In focus, Hungarian and Central Eastern European characteristics of hunman resource management – An international comparative survey

The HR practices of the former state-socialist countries have gone through significant changes. The analysis of the developments, built on the Cranet (2004) survey, intends to describe the similarities and differences found between 6 countries of the Central Eastern European region and the total sample of 32 countries participating in the survey. The primary aim of the paper is to highlight the strands of international human resource management, investigating the main focuses, strong and weak elements of both CHRM and HRM. Moreover, it attempts to formulate suggestions on where and how to increase the explanatory power of the current models of CHRM, based on the experiences gained by this analysis.

Factors Influencing Human Resource Management Solutions at Subsidiaries of Multinational Companies in Central and Eastern Europe

There is a shortage of empirical human resource management (HRM) literature in respect to identifying new patterns of multinational company (MNC) involvement in the Central and Eastern Europe region and the impact of ongoing MNC operations on the patterns of the HRM behavior of these companies. To counter this lack of understanding within the field, our broadly based, international survey asked 279 subsidiaries located in Croatia, Estonia, Hungary, Poland, Romania, Serbia, and Slovakia and was conducted in 2010. It aimed to describe the relationships within the companies involved—between the influencing factors and the HR solutions applied—in a statistically valid way.

Knowledge profile of Higher Education Institutions: an international overview of mainstream research

The aim of this paper is to give an overview of and to analyse the research on universities and other Higher Education Institutions (HEIs) from the perspective of knowledge. Using a complex knowledge management model adapted for HEIs, the paper looks for the appearance of its major elements at HEIs. The paper also outlines future development possibilities and provides an outlook. With its overall findings, the study shall contribute to a better understanding of knowledge management issues of HEIs, support them in providing innovative knowledge services and enable them to hold on in the global knowledge economy.

Nonprofit Organizations from the Perspective of Organizational Development and Their Influence on Professionalization

Abstract The aim of this paper is to give an overview of the phenomenon of professionalization that is observable in organizations from the nonprofit sector. Empirical research was conducted among Hungarian nonprofit organizations, and the data were collected within the framework of a country-wide survey. Through the analysis of the research results, the paper provides deeper insights into knowledge about professionalization trends in the nonprofit sector. It proves that organizational development positively impacts nonprofit organizations’ improvement of their professionalization level and the members of these organizations.