Zsuzsa Karoliny

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.

Comparative international human resource management (CIHRM) in the light of the Cranet Regional Research Survey in Transitional Economies

Purpose – The primary aim of the paper is to draw attention to the similarities in the historical background and in the transitional period of the post‐socialist CEE (Central and East European) countries, which make this region a distinctive cluster in Europe.Design/methodology/approach – In this paper, the authors attempt to supplement existing research by outlining the modernisation of a range of HR functions in the countries of Central and Eastern Europe, and would like to explain how this special issue arose, to provide a historical perspective for the work undertaken by the Cranet research team from Bulgaria, Estonia and Hungary and to outline the context and significance of each of the attempts at modernisation in the HRM field.Findings – This analysis of developments, based on the Cranet surveys, aims to describe and explain the similarities and differences found among the three specific countries (Bulgaria, Estonia and Hungary), the somewhat broader sample comprising the CEE region and the full sa...

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.