1. Human strategy and management in the AFs - the Hungarian experience - Dr. Ferenc Molnár ZMNDU Center for Strategic and Defense Studies

2. Aim of the presentation Spreading information about principles, norms, and practice concerning human resources

3. Topics Democratic foundations of the human strategy The human strategy and its implementation Providing personnel: recruitment, promotion and evaluation

4. Democratic foundations of the human strategy Parliament decides: size, composition, structure, medium and long term development of the AFs Parliament adopts acts: Constitution, Defence Act, The Act on Legal Status of the Professional and Contracted Soldiers

5. The Act on Legal Status It defines: Service–related principles (avoiding power abuses, discrimination etc.) Rules of practising fundamental rights (suffrage, religious freedom, individual freedom etc.) Union-like organisations Rules of setting up service relation (recruitment, probation periode, the system of applications for higher positions, „unattached” status, etc.) Rules ending the service relations (resignation, demobilisation and related payments etc.) Rules during the service (promotion, education, evaluation of perfomance, etc.) Incomes and additional benefits Etc.

6. The human strategy and its implementation The MoD works out the human strategy, which is based on: National security, defence, military strategies Constitution, Defence Act, Existing conditions of the military organisation The implementation ensured by : Laws Regulating and commanding activity of the MoD/GS

7. The guiding principles of the human strategy Supporting harmony between changing tasks, conditions and human resources; Supporting professional development and capacity of the military personnel; Improving the humanisation of the leadership and working mechanisms of the military organisation; Continuously redefining the organisational goals according to the changing environment and integrating the related proper solutions into the military.

8. The pillars of the human strategy and the strtuctures The human resource planning The human resource management The human resource development

9. Providing personnel: recruitment Strategic objective of recruitment: fulfilling human resource needs of the armed forces from young age groups, in close cooperation with other actors of the labor market.

10. Providing personnel: recruitment The declared, general requirements of selection are widely published and available: - at recruitment offices (every county) - in the newspapers - on the internet - in MoD brochures

11. Providing personnel: promotion Preconditions for promotion have to be laid down in documents. These documents well-known for both the employer and the military personnel. Important preconditions: level of education (degree); military-professional training; practice in a certain military assignment; high-quality service in the actual assignment; psychological, physical, and medical requirements; and other optional conditions regulated by law.

12. Providing personnel: evaluation Objective of evaluation: supporting the objectivity of promotion, selection for higher positions, supporting individual development, increasing personal output, shaping organisational (working) culture, ensuring information for identification of training requests, and for the correction of assignment request profiles.

13. Providing personnel: evaluation Basic principles of evaluation system: The evaluation includes the entire personnel of the Ministry of Defence and the HDF. The evaluation is regular and recorded in writing. The evaluation is to be carried out annually. The evaluation should be rational, objective, and cannot be general.

14. Summary In Hungary, the human strategy is based on declared, transparent laws and regulations. The system consists of three pillars: planning, management, development. The human resource-related challenges: -long lasting ones due to financial reasons and lack of political will; -building the “esprit de corps”.