The adequate allocation of human resources is one of the most important success factors in software projects. Although project teams can be regarded as complex systems in which a team’s performance is highly influenced by the interdependencies among team members, the allocation methods applied to date have focused only on individual skills and consider project teams as units of isolated workers. The existing software project scheduling problem (SPSP) is extended to (1) consider different skills and efficiencies of employees and (2) examine the pairwise synergies between them, as well as to (3) handle the flexible structure of the project that is used in flexible management, such as agile project management. To better understand the impact of synergies on the project’s cost, the solutions of the traditional and extended SPSP versions are analyzed and compared on the generated project networks. The results show not only that this factor has a highly significant impact but also that the project cost strongly depends on the structural parameters of the synergy network (e.g., topology, network size and degree centrality). Among these parameters, a low degree of centrality and some topologies, most notably star and circular networks, obtained the highest reduction in the projects’ total cost.
Several researches are focusing on education and competency-management (Tran, 2018; Herbert et al., 2020) refer to a „skill gap” between the acquired skills of graduated students and workforce skills required by the industry. The current Hungarian higher-educational system and regulations do not fully support the competency-based view of education. According to employers and reports of future work competencies (WEF, 2020) higher education programs are supposed to meet the requirements of work skills connecting to personal qualities of students. Therefore the character building of graduates needs to be emphasized by universities. The aim of the research is to analyse the required skills of Human Resource Management graduated students from various aspects: from the point of view of the higher education training and outcome requirements defined by Ministry of National Resources; from the perspective of employers, and from the angle looking at future competency expectations. In order to reveal and compare these different aspects, based on the triangulation approach, document-analysis and focus-group interviews were carried out, and a case study method was applied in order to represent the outcome of the research. Our study indicates that competency based educational programs need to focus on the development of the personality and essential skills in parallel in order to provide professionals fit to employers’ expectations and future trends.
A szerzők kutatásának célja ráirányítani a figyelmet arra a tényre, hogy a tényleges és potenciális munkavállalók szervezeti kultúrára vonatkozó vágyai és a valóság között jelentős eltérés tapasztalható. Napjaink pénzpiaci és reálgazdasági válságának hatásaként még fokozottabban jelentkezik az igény a változásra, változtatásra nemcsak a szervezetek, de az egyén szintjén is. Ahhoz azonban, hogy a változtatás lehetséges útjai, módjai közül megalapozottan lehessen választani, nemcsak a kívánatos cél kitűzésére, de a kiinduló állapot minél precízebb meghatározására is szükség van. Jelen cikkükben a szerzők egyrészt azokról az eredményekről számolnak be, amelyek az egyetemi hallgatók „vágyott” munkahelyének szervezeti kultúráját, és ennek kapcsolatát a tényleges piaci kínálattal mutatják be. Másrészt egy közszolgáltató cég példáján a munkavállalók szervezeti kultúrára vonatkozó vágyai és a valóság kapcsolatával foglalkoznak. _____ The aim of the authors is to review and examine the gap between the aspirations and reality regarding organizational culture of those already employed and those seeking employment. These days the financial and real economic crisis generated an increased demand for change on the part of organizations as well as individuals. However, in order to map the possibilities for change and formulate a well-founded decision on which alternative to adopt it is essential to define the starting point and to set clear aims. Present article outlines the research results of the aspirations of university students regarding the organizational culture of their possible future workplaces and how they can be related to the reality of labor market supply. Furthermore, by providing the case of a public utility company, the aspirations of employees regarding organizational culture and the way it relates to reality is also presented.
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