Central European Business Review 2015, 4(1):5-13 | DOI: 10.18267/j.cebr.106

The Competences of HR Managers and their Impact on the Organizational Success of MNCs' Subsidiaries in the CEE Region

József Poór¹, Agneš Slavić², Nemanja Berber³

¹ József Poór, Ph.D., Full Professor of Management, Szent István University, Páter Károly u. 1, 2103 Gödöllő, Hungary, poorjf@t-online.hu

² Agneš Slavić, Ph.D., Assistant Professor, University of Novi Sad, Faculty of Economics, Subotica, Serbia, Segedinski put 9-11, 24000 Subotica, Serbia, slavica@ef.uns.ac.rs

³ Nemanja Berber, MSc., Research Assistant, University of Novi Sad, Faculty of Economics, Subotica, Serbia, Segedinski put 9-11, 24000 Subotica, Serbia, berber@ef.uns.ac.rs

Multinational companies that have settled in Central and Eastern Europe (CEE) significantly contribute to the recognition of modern HRM concepts and implementation of the relevant HRM practices in the region (Lewis, 2005). To be a strategic partner, HRM managers have to possess various professional and personal competences (Orme, 2010). The aim of this paper is to analyze the main competences of HR managers and their impact on companies' performances. The research hypothesis, based on 2012-2013 CEEIRT data, is that there is a statistically significant relationship among the HR managers' competences and the performances of the MNCs' subsidiaries in Hungary, Poland, Romania, Serbia and Slovakia. The analyzed HR competences are: business knowledge, strategic contribution, personal credibility, HR services, HR information system and foreign language competences. The research analyzed the following organizational performances: profitability, service quality, rate of innovations and environmental matters.

Keywords: HRM; HRM competences; multinational enterprises; Central and Eastern Europe

JEL classification: F23, J24, L21, M12

Received: December 2, 2014; Revised: February 14, 2015; Published: March 31, 2015  Show citation