Our paper is aimed at examining what principal business competencies (can) enhance the success and competitiveness of employees according to the employers and we also wish to explore what personality traits have a decisive effect on the decision-making mechanism in taking on new staff. At present employers can make selection from a lot of fresh graduates in economics so for them it is essential to know the competencies by which they are classified and ranked by the employers. However, it is also important to bear in mind from which aspects their opinion meet the employers′ expectations. Based on surveying the employers′ expectations, the required competencies play a vital role in the hiring process and they are mainly acquired in practical trainings. An answer is also sought to the question of how the rank order of competencies have been changed, how their role was appreciated and reevaluated and what skills and abilities are no longer or only to a slight extent necessary for success in the labour market vs. the ones that were not required previously but have become indispensable these days. One of our further objectives was to create and test a competency structure tailored to the current Hungarian labour market situation and specialities on the basis of the professional literature.

According to the OECD, active employment policies include all social expenditure that are directed at improving the chances of finding a job and income generation (except education). Active labour market policies are around to assist in enhancing labour market flexibility at the times of economic changes. Their key components are the so-called activation strategies that act as typical prerequisites of benefitting from unemployment security/support systems in every EU country. The workfare concept lies behind the public work programmes. There are serious professional debates whether public work can primarily be seen as a ’compulsion and work test’ or, rather, as an opportunity of entering the primary labour market. The available efficiency analyses unanimously state that public work forms have the biggest role in testing willingness to work and the obligatory nature is the strongest of all active labour market policies. Research also indicates that public work reintegrates only few people back to the primary labour market and the majority are restrained from seeking a job and other income generating activities. There are several reasons for and against public work and opinions differ. The paper summarises the benefits and drawbacks on the basis of international and Hungarian analyses.

ÖsszefoglalásNapjainkra a kompetencia az emberi erőforrás-menedzsment egyik kulcsfontosságú fogalmává nőtte ki magát. Segít eligazodni, hogy milyen tényezők szükségesek ahhoz, hogy a vállalatoknak kiválóan, az átlag felett teljesítő, kompetens dolgozóik legyenek. Tanulmányunkban egyfelől bemutatjuk, hogy a munkáltatók szerint milyen fő üzleti kompetenciák befolyásol(hat)ják a munkavállalók sikerét és versenyképességét, másfelől azt, hogy a felsőoktatásban végzős hallgatók szerint mely kompetenciák kulcsfontosságúak a dolgozók kiválasztáskor. További céljaink közt szerepel az összefüggések és az eltérések elemzése, valamint annak vizsgálata, hogy a kompetenciák jelentősége napjainkban nő vagy csökken. A szakirodalmi kutatásra támaszkodva egy olyan kompetencia-struktúrát is tesztelünk, amelyet a magyar munkaerőpiac sajátosságai figyelembe véve állítottunk össze. AbstractCompetencies have become one of the key terms of HRM as they help pointing out the factors that are necessary to have excellent employees with outstanding performance over the average. Our paper examines what main business competencies (can) enhance the success and competitiveness of employees from the aspect of employers on the one hand, and what competencies (under)graduate students think will be of vital importance in their selection. It is one of our further objectives to analyse the correlations and point out the possible differences in the opinions of both parties. Our research also examines the role of competencies whether they have been appreciated or depreciated nowadays. Based on literature review, a competence structure tailored to the special features of the Hungairan labour market was also tested.Kulcsszavak: kompetencia, emberi erőforrás-menedzsment, munkaerőpiac, munkáltató, munkavállaló JEL besorolás: R41 LCC: GR865-874 BevezetésA kompetencia az utóbbi évtizedekben az emberi erőforrás-menedzsment egyik kulcsfogalmává vált, hiszen segít annak a kérdésnek a megválaszolásában, hogy mely tényezők szükségesek ahhoz, hogy a munkáltatóknak és a cégeknek kiváló és kompetens dolgozóik (és így hatékony szervezeteik) legyenek, akik (amelyek) az átlag felett teljesítenek.

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