Work demands are changing, so does the way work is done is adapting. One form of the adaptation is the gig economy that results in freelance workplace. This gives the flexibility and adaptability that both the employees and the project management requires.

Direct HR costs are expenses that can be clearly linked to specific HR activities, such as salaries, benefits, and training. Conclusion: These costs are often the most significant part of an HR budget, but they are also the most straightforward to calculate and manage.

Each year, in Hungary the Government establishes the public holidays, and makes publishes it in the Hungarian Official Journal. Based on the non working days are established and they effect work schedule of the employees, so on the overtime and panning vacation days. In 2025 are 9 public holidays.

HR, as any other function in a company has to be part of the company meetings. The role of HR in board meetings is to represent the employees and their interests, to act in their behalf for their rights and well fair. In many cases the company goals are put on the first place, and employees come next. However, company goals should also be in line with the HR activity and what it represents.

Dynamic role shifting is an opportunity for development and knowledge acquirement. It offers the opportunity to better know the teams, different functions within the organization and also developing a talent poll that can be used interchangeable, either on purpose or on needs based.

Trainings can be effective if the learned concepts are also seen in action. Job rotation as on-site training opportunity, gives the trainee the hands on live experience to practice what that job requires.

Risk assessment should be a part of the HR department. In Human Resources it is as important as in any other activity. This will lead to identify the key areas and activities that will most affects its activity both on daily bases and on long term.

HR budget is important to be known and activities to be organized accordingly for efficiency and cost optimization.

Family Day presents a unique opportunity for organizations to reflect on the importance of a supportive workplace culture. Through HR's lens, Family Day can become a powerful initiative that not only celebrates families but also fosters a sense of belonging among employees.

Company reputation is the sum of everything that a company represents, what and how it does it. Not only that it is influenced by several factors, but also it has to be maintained. Building it takes time, but it can be ruined in a short period of time.

One of the advantages of hiring internally is that the employees already know the company, has the knowledge of its activity, thus there is no need to start everything from scratch, like onboarding.

Engaging employees requires more than basic benefits and performance reviews. Today's workforce is diverse and expects purpose, meaning, and connection at work. Unconventional HR initiatives can effectively address these desires.

Team members can relay on each other, making the team more autonomous and successful. In this way empowering high-performing teams, can lead to organizational development with higher sustainability and stability over time. Self reliance is one of the strongest characteristics of the team empowerment.

An ethical employer always has as focus its employees and their interests. Ethical employers attract more valuable work force to join them.

HR KPIs are indicators that reflect the performance of a company. Monitoring the activity that are part of HR, like hiring new or leaving employees, trainings, costs of these activities will also reflect the health of the activity of the company. Thus implementing the HR KPIs (Key Performance Indicators) will help taking informed decisions at company level.

Discover how technostress and FOBO (Fear Of Better Options) are impacting employee well-being and productivity. Learn actionable strategies for HR and individuals to thrive in a hyper-connected, ever-evolving digital work environment.

Panning ahead for situations that would jeopardize the normal activity of a company is a strategic decision. While it is not possible to prepare for all situations, some can taken into consideration: natural disasters, employees leaving, liquidity issues or even cybersecurity attacks. The importance of contingency plans in HR has been increasing, and it had to be put on the to do list of this function.

Regular meetings are needed both to keep on track of the activity and also to review and establish next steps. There are different type of meetings, from scheduled, long ones to shorter ones. Standup meetings in HR are gaining in popularity, due to their short form and down to the point discussions. Their efficiency have been proven in the IT industry for long time.

Workforce analytics transforms raw HR data into actionable intelligence, enabling HR professionals and business leaders to make informed decisions about talent management, workforce planning, and organizational development.