The Future of Human Resource Management Education and Training in Tertiary Academic Institutions
Abstract
The future of human resource management education in higher education institutions in the 21st century is closely linked to defining trends in the field of human resource management as a discipline. The individual companies’ professional staff's restructuring methods and models gained extraordinary importance. The issue of increasing labor efficiency and making better use of expensive and scarce human resources is a priority. They are the key to the survival of a company and its adaptation to new economic conditions. It is very important to convey this information to the students. The tertiary education institutions can shape the future of human resource management trainings, closely linked to the development of contemporary trends in human resource management, the development of corporate cultural concepts, international training, and the study of motivational principles, and process and workflow digitization (see Polónyi 2019, 2020, 2021). In 2021, the operational model of Hungarian higher education institutions was changed, resulting in the foundation-based re-establishment of the higher education sector, creating an opportunity to apply modern answers to new economic challenges in education and training. (Farkas 2019; Hrubos 2021; Polónyi & Kozma 2021). This article reviews some of these opportunities and challenges.
References
Ananthan, K. (2019). A study on impact of globalization on human resources management. Shanlax International Journal of Commerce, 7(1), 71–79. https://doi.org/10.5281/ zenodo.2552216
Balabanova, O. N., & Balabanov, I. P. (2020). The use of digital technology in personnel management (HRM). Advances in Economics, Business and Management Research, 128.
Farkas, Éva (2019): Adult learning is key in the adaptation to the economic and social effects of the fourth industrial revolution In: Balázs, Németh (szerk.) Between Global and Local: Adult Learning and Communities Network : Learning and Living in Diverse Communities Pécs: University of Pécs (2019) 178 p. pp. 18-27.
Fraumann, G., & Güney, I. (2015). Human resources management, internationalization and academic staff mobility. Human Resource Management in Higher Education. Case Studies and Future Scenarios, 1–9.
Hrubos, Ildikó (2021) A bolognai tornyok üzenete: tanulmányok az európai felsőoktatási reformról és a nemzetközi trendekről. Budapest, Magyarország : Gondolat Kiadó
KPMG. (2020). The future of HR in the new reality. KPMG International.
Omar, K. M. (2021). Factors motivating human resources management (HRM) in the public and private sectors. Open Journal of Business and Management, 09(02), 688–700. https://doi.org/10.4236/ojbm.2021.92036
Ozkeser, B. (2019). Impact of training on employee motivation in human resources management. Procedia Computer Science, 158, 802–810. https://doi.org/10.1016/j.procs.2019.09.117
Pacheco, L. (2019). Internationalization effects on financial performance: The case of Portuguese industrial SMEs. Journal of Small Business Strategy, 29(3), 97-116.
Polónyi, István (2019) Oktatás és gazdasági fejlődés I. KÖZ-GAZDASÁG 13 : 2018/4 pp. 25-38.
Polónyi, István (2020) A felsőoktatás politikai gazdaságtana - Magyarország a 21. századi iskolázottsági és innovációs versenyben. Budapest, Magyarország : Gondolat Kiadó
Polónyi, István (2021) Iskolázottsági verseny és humánerőforrások a 21. század közepén. Budapest, Magyarország : Gondolat Kiadó, ISBN: 9789635561223
Polónyi István & Kozma Tamás (2021): From the bureaucratic model to the bureaucratic model: The post-socialist development of the Hungarian higher education HUNGARIAN EDUCATIONAL RESEARCH JOURNAL (HERJ) p. Article in Press . (2021) DOI: https://doi.org/10.1556/063.2021.00064
Przytuła, S., Strzelec, G., & Krysińska-Kościańska, K. (2020). Re-vision of future trends in Human Resource Management (HRM) after COVID-19. Journal of Intercultural Management, 12(4), 70–90. https://doi.org/10.2478/joim-2020-0052
Richman, N. (2015). Human resource management and human resource development: Evolution and contributions. Creighton Journal of Interdisciplinary Leadership, 1, 120–129. https://doi.org/10.17062:CJIL.v1i2.19
Ristovska, K., & Ristovska, A. (2014). The impact of globalization on the business. Economic Analysis, 47(3-4), 83–89.
Saha, A. (2017). New trends of human resource management. International Research Journal of Management Science & Technology, 8(8).
Schultz, C. (2021). The future of HR. Beyond Human Resources - Research Paths Towards a New Understanding of Workforce Management Within Organizations [Working Title]. https://doi.org/10.5772/intechopen.96672
Slavić, A., Berber, N., & Bjekić, R. (2018). The future of human resource management: Who and how will manage talents? Recent Advances in IT, Tourism, Economics, Management and Agriculture. https://doi.org/10.31410/itema.2018.796
Sousa, M. J. (2016). Human resources management skills needed by organizations. Leadership, Innovation and Entrepreneurship as Driving Forces of the Global Economy, 395–402. https://doi.org/10.1007/978-3-319-43434-6_33
Stone, D. L., & Deadrick, D. L. (2015). Challenges and opportunities affecting the future of human resource management. Human Resource Management Review, 25(2), 139–145. https://doi.org/10.1016/j.hrmr.2015.01.003
Strohmeier, S. (2020). Digital human resource management: A conceptual clarification. German Journal of Human Resource Management: Zeitschrift Für Personalforschung, 34(3), 345–365. https://doi.org/10.1177/2397002220921131
Surya, M. (2017). Qualities of a good human resource manager. IJARIIE, 3(6).
Tedla, T. B. (2016). The impact of organizational culture on corporate performance. Walden Dissertations and Doctoral Studies.
Weerarathna, R., & Pintoe, A. (2016). A study of essential competencies and skills of HR managers in Sri Lanka. Management and Administrative Sciences Review, 5.
Authors
This work is licensed under a Creative Commons Attribution 4.0 International License.