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P r o c e d i a - S o c i a l a n d B e h a v i o r a l S c i e n c e s 8 1 ( 2 0 1 3 ) 6 3 2 – 6 3 7
1877-0428 © 2013 The Authors. Published by Elsevier Ltd. Open access under CC BY-NC-ND license.
Selection and peer review under the responsibility of Prof. Dr. Andreea Iluzia Iacob.
doi: 10.1016/j.sbspro.2013.06.488
1st World Congress of Administrative & Political Sciences (ADPOL-2012)
Human Resources Management and Education in Hungarian
Agriculture
M N a
*
, Csaba Berdeb, Ferencz a
a-3, Hungary
bUniversity of Debrecen,
Abstract
The question of quality and value of human resource has been coming to the front in the Hungarian agriculture for the past few
years. The aim of our essay is to represent the surveys directed to examine the problems of the qualifications of labour employed
in the agriculture, and the human resource management. We carried out our survey in the framework of the research program
worked out. We conducted a questionnaire-based research series among managers of agricultural companies. On the basis of the
results we worked out an equivalent calculation system suitable for reviewing and comparing the different qualifications. Using
the qualification equivalent as a recalculation factor, the aggregate qualification value and the qualification index of companies
can be calculated. From the qualification index we carried out different examinations in order to compare and analyse the human
resource management of organizations. We stated that the qualification index is below 1 in the case of 50% of the involved
companies which means that the qualification of the employees in agriculture is extremely low in Hungary. We demonstrated that
companies employing higher educated employees operate more effective. In the case of companies with fewer employees the
qualification indexes are higher.
2013 Published by Elsevier Ltd.
Selection and peer review under the responsibility of Prof. Dr. Andreea Iluzia Iacob.
Keywords: Hungarian Agriculture, Human Resources Management, Quality,
_________________________________________________________________________________________________________________
1.Introduction
The importance of service in economy and employment has increased, while agriculture and industry have
become less dominant. As an effect of scientific results, recent scientific and technological developments and
informational techniques, today`s economists are talking about competence-based economy, in which human
knowledge and competence, intelligence and problem-solving skills have an important role (Gates, 1995). All these
changes, processes and tendencies have lead to the predominance of human resources in economy. They are equally
significant, but some authors consider them even more important than money, production equipment or market influence
(Reid at al., 2001). Prevost (2006) summarised the key functions of human resources as follows: human resources
strategy, human resources planning, work assessment, work planning, motivation management, performance evaluation,
human resources development, employment relations, personnel information system. Other authors also include healthcare
communication (Culkin et al., 2005). There are still others who
*
Corresponding Author :
E-mail address: notary.marta@kfk.kefo.hu
Avai lab le on li ne at www.sciencedirect.com
© 2013 The Authors. Published by Elsevier Ltd. Open access under CC BY-NC-ND license.
Selection and peer review under the responsibility of Prof. Dr. Andreea Iluzia Iacob.
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M árta Nótári et al. / Procedia - Social and Behavioral Sciences 81 ( 2013 ) 632 – 637
management.
2. Method of qualification measurement
In order to carry out our surveys we needed a method which could make the objective measurement of the
qualification of the company`s employees and the comparison of the employees of different companies possible. No
such method is known at present in the practice of human resources management. The comparison of different
qualifications and the establishment of the organisational value of the certain qualifications is very difficult, since it
this problem. F
which the different qualifications can be correlated by recalculation factors. In our survey we defined the
secondary school final examinations as the qualification equivalent. The value of this qualification in this case is 1.
out separate surveys for the elaboration of these coefficients. The interviewees (managers) had to rank different
qualifications on a 0-3 scale with respect to their value in terms of company operation and profitability. We
interviewed the top managers of 120 companies involved in agriculture, who evaluated the qualifications provided
by us. We identified the qualification coefficients (Qc) through the assessment of interviewee responses, and the
proportion of the recalculation factors of the adequate qualifications became as follows:
university (MSc) Qc: 2.86
secondary grammar school Qc: 1.00
vocational school Qc: 1.72
college (BSc)
Qc: 2.71
secondary technical school Qc: 2.11
primary school Qc: 0.58
no qualification Qc: 0.28
Survey results revealed that the interviewees considered employees with university degrees the most valuable. It
must be highlighted that managers considered not only secondary technical school education but also vocational
training more valuable t
but no technical competence. The organisational value of primary school education is slightly higher than half of the
secondary school coefficient (0.58). The organisational value of employees with no qualification is very low (0.28).
In order to make application of future surveys easier, we grouped the seven qualification coefficients into four
categories. The ratios defined this way:
higher education (QcH) = 2.79
primary school (QcP) = 0.58
secondary education (QcS) = 1.64
no qualification (QcN) = 0.28
We elaborated the qualification index equation on the basis of the qualification coefficients.
qualification index =
Aggregate qualification value
total number of employees
Qi =
QAv
=
H QcH + S QcS + P QcP + N QcN
H + S + P + N H + S + P + N
where:
Qi = Qualification index
QAv = Aggregate qualification value
Qc = Qualification coefficient
H = number of employees with higher education
S = number of employees with secondary education
P = number of employees with primary education
N = number of employees with no education
634 Márta Nótári et al. / Procedia - Social and Behavioral Sciences 81 ( 2013 ) 632 – 637
On the basis of these qualification coefficients we calculated the qualification index of every agricultural
company involved in our survey. On the basis of this we conducted surveys to gain information about the
relationship between the index and the management and other parameters characterising the various companies. In
the case of the companies involved in our survey the qualification index was between 0.58 and 2.79 points. The
qualification indexes of the companies are shown by figure 1, which reveals that the majority of these organisations
have qualification indexes of 0.5 to 1 point.
The frequency of qualification indexes higher than 1 point is low, and the indexes highly disperse between 1 and
2.79 points. The results revealed that the qualification index of almost 50% of the companies concerned was below 1
point, which suggests a low level of qualification in the case of the employees of these companies. 38.75% of the
companies had qualification indexes of 1-1.5 points. This means that the qualification index of 85.71 % of the
organisations is between 0.5 and 1.5 points. Less than 15% of the companies have qualification indexes above 1.5
points. Results show that a large amount of cheap workforce with a low level of qualification is employed in
agriculture.
2,752,632,502,382,252,132,001,881,751,631,501,381,251,131,00,88,75,63
Gyakoriság
30
20
10
0
Frequency %
Figure 1.: The Distribution of the Qualification Indexes of the Examined Companies
Source: Own surveys
3.The results of the qualification index surveys
The qualification index made it possible to conduct surveys aimed at finding out what extent the qualification of
employees affects the activities and efficiency of human resources management. Our surveys involved companies
and enterprises concerned with agriculture and food industry. We grouped the companies into three categories on
the basis of their qualification indexes reflecting the qualification of their employees:
Companies with a low qualification index: Qi < 1
Companies with a medium qualification index: Qi= 1-1,5
Companies with a high qualification index: Qi > 1,5
This grouping makes it possible to conduct comparative surveys to determine whether there is a difference
between the human resources management practices and procedures of companies with different levels of employee
qualifcation. We conducted our surveys with the help of management questionnaires. We applied the questionnaires
elaborated in the framework of the research program. We formulated each problem as a separate question in the
questionnaire. In the case of each question we provided the factors which could affect the given problem.
Respondents were requested to rank all these factors from 1 to 5 with respect to the extent to which they consider
these important or insignificant in the case of the given problem. One of the questions examined the way
interviewees regard the expectations concerning the employees, what requirements they find important and less
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M árta Nótári et al. / Procedia - Social and Behavioral Sciences 81 ( 2013 ) 632 – 637
significant. Survey results were also assessed from another point of view: whether there is a difference between the
opinions of the managers of companies with different qualification indexes. The results are shown by figure 2.
Results revealed that the assessment of all three qualification groups reflects the same tendency. This means that
assessment of the factors examined by our survey. Competency and independence were considered to be the most
important, and were followed by qualification and practical experience in the order of importance. Thus, these
in the survey ranked foreign language competence and computer skills the least imporant factors concerning the
agricultural workforce.
0 0,5 1 1,5 2 2,5 3 3,5 4 4,5 5
Aptitude
Independence
Creativity
Adaptiveness
Foreign languages competence
Computer skills
Practical experience
Qualification
High Intermediate Low
Figure 2.: Examination of the Requirements Against the Employees in Companies
Source: Own surveys
ranked especially low in the case of all three groups. In our survey we also tried to find the answer what kind of
incentives motivated agricultural workers to retrain themselves. Within the frame of our survey we examined how
the adjudgement of the role and importance of training incentives change in different qualification companies
(figure 3.).
012345
Existence
Change of information
Social demand
Leaving the evryday atmosphere
Self-realization
Inquiry
Competence
Better working conditions
Promotion
Pecuniary incentives
High Intermediate Low
Figure 3.: Examination of the Training Incentives of Employees in Companies
Source: Own surveys
636 Márta Nótári et al. / Procedia - Social and Behavioral Sciences 81 ( 2013 ) 632 – 637
The results of the three qualification groups show the same tendency. On the basis of the assessment of indexes,
it can be stated that the most important training incentives are pecuniary incentives, better working conditions and
technical competence. The results reveal that every tested factor has more than average importance in motivating
factors. The effect of different qualification levels on forming opinion has already more explicitly emerged
concerning the assessment of the factors. The completed variance-analysis, however, has not shown significant
differences. In the case of high qualification companies, besides pecuniary incentives, better working conditions also
play quite an important role in training incentives. Our survey was also extended to examine what kind of
connection can be found between the size, the form of operation and the qualification index of the given company.
By the help of the results shown by figure 4, we found that in the case of micro-organizations with less employees,
higher qualification index reflects higher expectation regarding the level of qualification.
0
0,2
0,4
0,6
0,8
1
1,2
1,4
1,6
1,8
2
Micro (1-9 person) Small (10-49 person) Middle (50-249 person)
Size of organi zations
Qualifi cation index
Figure 4.: The Results of the Survey on the Connection between the Qualification Index and the Size of the Companies
Source: Own surveys
4. Conclusions
During examining the questions and problems of human resource management in agriculture, the demand of
making analysis according to the qualification of employees has been arisen. The survey has claimed for such
equivalent calculation method which was competent for comparing, reviewing and demonstrating of organizational
value of different qualifications. In order to solve the problem we have worked out the method of so called
qualification equivalent calculation. We defined the secondary school final examinations as the reference base
(Qc=1) to which as a general equivalent the different qualifications can be correlated by recalculation factors. We
worked the recalculation factors out based on the results of the survey taken among the top managers of agricultural
organizations. By the help of these recalculation factors the aggregate qualification value of a given company can be
calculated. The average of the aggregate qualification value per an employee has been called qualification index. By
the help of the qualification index the different qualifications of labour of the examined organizations can be
compared. Such
surveys can be prosecuted by which problems and tasks of the human resource management and qualification are
evaluated by the objective qualification index. As a result of the surveys carried out by the qualification index we
found that the qualification
Qualification index
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M árta Nótári et al. / Procedia - Social and Behavioral Sciences 81 ( 2013 ) 632 – 637
index is below 1 in the case of nearly 50% of the involved companies, which means that the qualification of the
employees in agriculture is low.
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Industrial Traning, 25 (6), 310-320.
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