A globális karriermenedzsment funkciói

• Published in: Metszetek (Debrecen) Vol. 9; no. 1; pp. 49 - 64
• Main Author: Szondi, Réka
• Format: Journal Article
• Language: English; Hungarian
• Published: Debrecen Institute of Political Science and Sociology, University of Debrecen 01.01.2020; Debreceni Egyetem Politikatudományi és Szociológiai Intézet; University of Debrecen
• Subjects: globális karrier; HR funkciók; humán tőke; karriermenedzsment; megtartás; Social Sciences; teljesítmény; career management; HR functions; competence; human capital; performance; retainment; global career
• ISSN: 2063-6415; 2063-6415
• DOI: 10.18392/metsz/2020/1/3

Maintaining competitiveness is one of the long-term strategic goals for companies. Beside tangible and intangible assets, the value of human capital is continuously growing, due to changes in the labour market. A loyal, highly skilled employee makes a significant contribution to organizational success through competencies, experience, and skills. The career management system of multinational companies became more attractive by the possibility of international assignments, which is a very complicated process requiring complex planning. This system is considered global for several reasons: its transnational nature, international experience gained by the employees and the achievable career on a global scale for the individual (as a part of a successful process). Creating a global career management system thus involves a number of HR functions. Emphasis should be placed on finding suitable employees, selecting, onboarding, mentoring, on methods and the evaluators in the performance appraisal process, providing feedback on a regular basis and in an appropriate manner, achieving and maintaining motivation, developing competencies and supporting the balance in mental health.