The aim of the study is to prove that individuals still need the help of their employer to develop their career. Therefore, the paper investigates what kind of career support the employees expect from their employers and compare them to what they actually receive from the organization. The focus is on the career development tools applied by the organizations. Using quantitative research methods via an online survey of 1000 Hungarian employees, this study explores the extent of career development technic usage. It explores the solutions which are preferred by the individuals and also demonstrates the tools used by the organizations. Furthermore, the expected and perceived career support from different actors (managers, HR representatives, mentors, colleagues or external consultant) of the career process is measured and the perceived career opportunities are also evaluated. The most frequently applied tools are special work tasks, project work, networking opportunities, training opportunities and performance appraisal as a basis for career planning, as well as mentoring and coaching. The most often used career management solutions are applied mostly by the most employees; therefore, we can conclude that these are the most popular career interventions. All career management solutions were rated as useful by the respondents on average. However, the efficiency order set by respondents is different from the frequency of use. Career management tools that are evaluated most effective by employees are the following: training opportunities, projects to stimulate learning, networking opportunities, special tasks and promotion, succession planning. On average, respondents were partially informed and career prospects partly meet their expectations. Majority of the workers would expect help in developing their careers, but only few of them actually get support. In conclusion the employers should consider to apply certain career management tools more often as they do or they should involve in it more workers. For more effective cooperation, it would be worth to inform better their employees about career opportunities and give them more career support because they would require it.

A felsőoktatás tavaszi átállása kapcsán a digitális/nem jelenléti oktatási formák, valamint a távmunka jelenlegi helyzetét és jövőbeli elképzeléseit vizsgáltuk. Az volt a célunk, hogy kutatásunkkal segítsük a felsőoktatás szereplőit, hiszen a megváltozott körülmények, a digitális oktatás, a home office munkavégzés eddig nem látott nehézségeket, problémákat szülhetnek, amelyek kihívást jelentenek mind az oktatók, mind a munkaadók számára. A fenti célok érdekében több ütemben bonyolítjuk le a kutatási programot, a tanulmányban a Pécsi Tudományegyetem oktatói körében lebonyolított online felmérést mutatjuk be, a kérdőívet 322 fő töltötte ki. Az egyetem oktatói, kutatói pozitívan értékelték az otthoni munkavégzést. Ugyanakkor a digitális oktatás nem helyettesítheti a személyes találkozást, valamint mentálisan is nagyobb kihívást jelent, nőtt a munkaterhelés, hiszen a munkában és otthon is helyt kellett állni egy időben és egy helyszínen, akár szimultán jelleggel vagy feladatmenedzselő eszközökkel.

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