Benchmarking in human resource management in focus of Central and Eastern Europe in the light of CRANET research

Poór, József; Slavić, Аgneš; Tóth, Katalin; Berber, Nemanja; Kerekes, Kinga; Karoliny, Zsuzsa

doi:10.5937/straman2001021p

Cited by 7 publications

(4 citation statements)

References 26 publications

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“…At the same time, at the level of the entire sample, respondents show the second-highest degree of agreement regarding the average grade for this indicator (SD = 0.65). This result is expected for the Western Balkans region, where many previous studies [16][17][18] have confirmed that employees have high confidence in legal and statutory norms and believe that they ensure socially responsible corporate behaviour. Next in importance is the packaging waste management indicator (M = 4.13; SD = 0.72).…”

Section: Resultssupporting

confidence: 55%

Exploring Pro-Environmental Behaviour in FMCG Supply Chain

et al. 2021

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This paper aims to define indicators that predict and shape the pro-environmental behaviour of manufacturers, transport companies, wholesalers and retailers as participants in the fast-moving consumer goods (FMCG) supply chain in the Western Balkans region. The main task is to determine the indicators which participants of FMCG supply chain consider as most important for the prediction of the pro-environmental behaviour concept. The findings showed a statistically significant correlation between the green indicators of pro-environmental behaviour, such as reverse logistics, the packaging waste management, energy consumption, ecological awareness, acting in accordance with green moral codes, compliances with legal and statutory ecological norms, interior hygiene and ecological infrastructure. The differences in these indicators are particularly visible among the observed participants in the supply chain and between the places of residence of employees (EU/non-EU countries). The test results served as the basis for defining a model for predicting pro-environmental behaviour. Future research should focus on extending the sample of research to the EU market, in order to make a better comparative analysis between EU and non-EU countries.

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Section: Resultssupporting

confidence: 55%

Exploring Pro-Environmental Behaviour in FMCG Supply Chain

et al. 2021

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“…Prior to the end of 1980s, HRM activities in most of Eastern Europe were under tight state regulation, in other words, under the control of the Communist Party (Koubek & Brewster, 1995;Poór et al, 2017). Key positions and selection of specialists had been closely controlled by the Communist Party and government policies (Kazlauskaitė & Bučiūnienė, 2010;Poór et al, 2020); the mix of collective and individual leadership elements was presented as an optimal form of management. In the previous regime, the Personnel Department was primarily directed by the Managing Director, and the scope of the Personnel Department's duties was selection and career management (M. .…”

Section: Theoretical Backgroundmentioning

confidence: 99%

Similarities and differences of the HR practices in foreign-owned subsidiaries in the post-Soviet region in comparison to Central and Eastern European countries

Poór¹,

Latukha²,

Engle³

et al. 2023

Anali Ekon fak Subotica

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The purpose of this study is to determine interrelations between the characteristics of HRM in local subsidiaries in six focal countries in the light of different organizational variables: year of establishment, sector of MNC, mode of entry and origin of MNCs in selected post-Soviet counties in comparison to Central and Eastern European countries. We profile the HRM practices of almost 234 foreign owned subsidiaries located in Kyrgyzstan, Kazakhstan, Hungary, Russia, Slovakia and Poland. Using descriptive statistics, we present the general characteristics of the sample and then we use bivariate statistical analysis to test our hypotheses relating to the impact of different factors on the HR practice mix implemented in the subsidiaries of MNCs covered in our survey. The results support a contention that multinational companies following different HR management practices/approaches due to institutional histories. For example, in post-Soviet countries, HR departments have more centralized decision-making with tight control and the number of expatriates is lower when compared to the practices of firms in the CEE region.

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“…The studies of Poór et al (2020) based on longitudinal and international comparisons show that although the Central and Eastern European region and the human resource management practices of single CEE countries have brought about a variety of changes in the first two decades of the 21st century, their deviations from different regions of the world, as well as their solutions, prevailed as well.…”

Section: The Labour Market Of Central and Eastern Europementioning

confidence: 99%

The managerial implications of the labor market and workplace shortage in Central Eastern Europe

Poór¹,

Slavić²,

Nikolić³

et al. 2021

Strategic Management

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In the recent years the labor market of the Central and Eastern European (CEE) countries has changed a lot. One of the main business challenges in the CEE region is the worker shortage. The possible reasons of this phenomenon are the emigration of the labor force from the countries of the former Eastern Bloc to the Western countries, the negative demographic tendencies in the region, the effects of economic crisis and the significant wage differences in the countries of European Union. This paper presents the first results of an international research conducted in six countries from the CEE region (Austria, Czech Republic, Hungary, Romania, Serbia and Slovakia) on the reasons and managerial implications of the current labor force shortage. The research questionnaire was filled out in 797 companies and institutions in the CEE region. In our paper we will show the size, ownership and the sectoral distribution of our sample, as well as the average turnover rate, the average time to fill a position in, the positions hard to fill in, the possible reasons of labor shortage and the successful organizational and governmental programs to deal with labor market shortage. The obtained results may be a useful input for the formulation of human resource management programs in the organizations facing with labor market shortage in Serbia and other CEE countries.

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Benchmarking in human resource management in focus of Central and Eastern Europe in the light of CRANET research

Cited by 7 publications

References 26 publications

Exploring Pro-Environmental Behaviour in FMCG Supply Chain

Exploring Pro-Environmental Behaviour in FMCG Supply Chain

Similarities and differences of the HR practices in foreign-owned subsidiaries in the post-Soviet region in comparison to Central and Eastern European countries

The managerial implications of the labor market and workplace shortage in Central Eastern Europe

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