1. Conference

2. The Authors Allen D. Engle, Sr. Jozsef Poór poor.jozsef@gtk.szie.hu
Eastern Kentucky University
011 BTC
521 Lancaster Avenue
Richmond, Kentucky
USA
Jozsef Poór
Szent István University
Páter K.u.1.
H-2100 Gödöllő, 4027.sz.
Hungary
Kinga Kerekes
.ro
Monica Zaharie
Babeș-Bolyai University
Cluj-Napoca
str. Teodor Mihali 58-60
Romania

3. Human Resource Issues As Seen by HR Managers in MNEs in the CEE Region
Engle, Poór, Kerekes and Zaharie
30 September 2016

4. I. Overview Issues for HRM in MNEs in CEE Context: CEEIRT
Ongoing research since 2004

14. II. The Sample Slide 1 of 5 Five nations:
Hungary
Poland
Romania
Serbia
Slovakia
Collected between 2011 and 2013

15. II. The Sample Slide 2 of 5 Responses from 254 MNE subsidiaries
Firms employ 245,000 persons in the five sampled countries
Hungary 118 firms
Poland 53 firms
Romania 34 firms
Serbia 19 firms
Slovakia 30 firms

16. II. The Sample Slide 3 of 5 Parent firm origins: Germany 24% USA 19%
France 9%
Austria 7%
Switzerland 4%
Other emerging nations 6%

17. II. The Sample Slide 4 of 5 Greenfield origins 51%
Acquisition of existing firm 49%
Production 46%
Trading 16%
Services 35%

18. II. The Sample Slide 5 of 5 Self-reported strategic orientation:
Growth / Expansion 59%
Stability 37%
Reduction 3%
NOTE: In the survey, some 23% of
respondents described orientation as “Reduction”

19. III. HR Professional Profile Slide 1 of 3
Level of qualifications
Field of specialization
Current position description
Seniority in firm

20. III. HR Professional Profile – Slide 2 of 3 Patterns
Level of qualifications – most have college or university degrees
Field of specialization – social sciences or engineering
Current position description – 32% HR Management, Other 33%
Seniority in firm – Split: 55% less than 5 years, 20% more than 10 years

21. III. HR Professional Profile – Slide 3 of 3 National Differences
Qualifications in Slovakia – Bachelors and Masters
Qualifications in Poland – Masters
HR in Serbia – a social science degree
HR in Poland – an engineering degree
HR Managers – 62% with Masters, 6% with Ph.D.
HR Staff – 41% with Masters
HR Staff – less seniority
Management Staff – more seniority

22. IV. HR Roles and Responsibilities – Global vs. Local Slide 1 of 3
Autonomy
General Guidelines and Frameworks
Detailed HR Models, Policies, and Procedures
GLOBAL
Centralized
Tight Control

23. IV. HR Roles and Responsibilities Slide 2 of 3
Hungary %
Poland %
Romania %
Serbia %
Slovakia %
Average %
Provide autonomy both in decision-making and in implementation
19.8
16.0
24.1
5.6
30.0
 19.8
Provide general guidelines and framework for HR actions
53.4
48.0
34.5
44.4
40.0
 44.06
Provide detailed HR models, policies, procedures, and rules
20.7
24.0
23.3
 32.6
Centralized decision-making with tight control
6.0
12.0
6.9
6.7
 7.44

24. IV. HR Roles and Slide 3 of 3 Number of HR Professionals
Significant correlation between autonomy reported and number of HR professionals – How to interpret?
Greater number of HR professionals leads to increased autonomy or
Greater autonomy leads to greater number of HR professionals
Chicken or egg?

25. V. Key HR Professional Competencies – Slide 1 of 3
1st, Personal credibility
2nd, Foreign language skills
3rd, Ability to deliver HR services; e.g., Recruitment & Selection, Training & Development, and Performance Management
Close cluster, no single major leader
and, not or

26. V. Key HR Professional Competencies – Slide 2 of 3 Country Differences
Hungary
Poland
Romania
Serbia
Slovakia
Mean
Business knowledge (value chain, value creation)
2.83
3.04
2.87
3.29
2.55
Strategic contribution (managing culture, championing changes, strategic decisions)
3.16
3.06
3.05
2.41
Personal credibility (achieving results, effective relationships, communication skills)
3.25
3.54
3.27
3.51
HR services (recruitment, selection, training and development, performance management, etc.)
2.99
3.20
3.24
3.23
2.72
Usage of HRIS
2.52
2.78

27. V. Key HR Professional Competencies – Slide 3 of 3 Country Differences
Overall, rather small “country” differences
Poland and Romania vs. Slovakia: All competencies deemed lower in importance overall in Slovakia
Romania vs. Hungary: HRIS is more important in Romania
Still, small differences
Language skills remain critical

28. VI. Conclusions Slide 1 of 2
This report is an initial step, a “profile in silhouette”
Similarities outweigh national differences – why?
Better, more complete nuanced descriptions of these key players in regional and global connectivity remain elusive, why?

29. VI. Conclusions Slide 1 of 2
Conclusions Slide 1B of 2
VI. Conclusions Slide 1 of 2
This report is an initial step, a “profile in silhouette”
Similarities outweigh national differences – why?
Better, more complete nuanced descriptions of these key players in regional and global connectivity remain elusive, why?

30. VI. Conclusions Slide 2 of 2
WHY?
The traditional problems with voluntary regional consortia
Access to the MNE players in the country and sample size variations
Language differences and translations of descriptive questions, cross-cultural qualitative analysis
We are asking important but complex and difficult questions

31. VI. Conclusions Slide 2B of 2
VI. Conclusions Slide 2 of 2
WHY?
The traditional problems with voluntary regional consortia
Access to the MNE players in the country and sample size variations
Language differences and translations of descriptive questions, cross-cultural qualitative analysis
We are asking important but complex and difficult questions
Antonín Dvořák
Franz Kafka
Alexander Dubček

32. Thank you for your attention. Děkuji vám za pozornost.
Any questions? Nějaké otázky?
Antonín Dvořák
Franz Kafka
Alexander Dubček

33. Thank you for your attention. Děkuji vám za pozornost.
Any questions? Nějaké otázky?
Presentation by Ron Yoder