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.
If the inline PDF is not rendering correctly, you can download the PDF file here.
Akkermans J. Schauferi W. B. Brenninkmeier V. & Blonk R. W. B. (2013). The role of career competencies in the Job Demands-Resources Model. Journal of Vocational Behaviour 83 356-366.
Berger L. & Berger D. (2003). The Talent Management Handbook: Creating organizational excellence by identifying developing and promoting your best people. New York etc.: Mcgraw-Hill.
Csehné Papp I. & Hajós L. (2014). Education and working life in Hungary. Acta Technica Corviniensis - Bulletin of Engineering (2) 105-110.
Gáthy V. (2013). Öregedő Európa fogyó szakemberek - fiatal India egyre több diplomás. Társadalomkutatás 31 (1) 40-54.
Kiss P. (2010). Felsőfokú kompetenciákról nemzetközi kitekintésben. Retrieved from https://www.felvi.hu/pub_bin/dload/DPR/dprfuzet3/Pages17_26_kiss.pdf [16.12.2015].
Magyari J. & Hajós L. (1998). A kisüzemi tevékenységek tervezése. Gazdálkodás 42 (4) 52-56.
Roizen J. & Jepson M. (1985). Degrees for Jobs: Employer Expectations of Higher Education. Guildford: SHRE and NFER-Nelson.
Spencer L. M. & Spencer S. M. Jr. (1993). Competence at Work: Models for Superior Performance. Boston: Wiley.
Ulrich D. Allen J. Brockbank W. Younger J. & Nyman M. (2009). HR transformation. Building Human Resources from the Outside. New York: McGraw-Hill.
Varga E. Czeglédi Cs. & Hajós L. (2015). The examination of personal competencies as collateral of success from the point of view of students. Annals of Faculty Engineering Hunedoara / International Journal of Engineering 13 (4) 117-122.
Williams D. (2011). Impact of Business Simulation Games in Enterprise Education. In Paper presentation of the 2010 University of Huddersfield Annual Learning and Teaching Conference (pp. 11-20). Huddersfield: University of Huddersfield. Retrieved from http://eprints.hud.ac.uk/9651 [17.01.2016].