Agneš Slavić
Nemanja Berber
Radmila Bjekić
The University of Novi Sad, Faculty of Economics in Subotica, Segedinski put 9-11, 24000 Subotica, Serbia
In order to survive as a business function and profession, HRM will have to manage changes in order to make HRM experts real, dynamic and innovative business partners. The HR department faces a number of challenges. Personnel experts are working under increasing pressure, they need to reconsider, define and evaluate their role. HRM has never been as needed as it is now. Managers are now facing a very competitive environment, and in the future, they will need to ensure the organization’s extraordinary value. In order to achieve this, it is necessary to focus on learning, quality, teamwork and other processes that determine how the tasks will be performed and how they will behave towards workers. The research conducted in this paper was a pilot study created in order to explore the changes in HRM that occurred in the last few years. The pilot research was performed in the period between February and March in 2018 in order to collect responses from HR managers regarding several questions about changes in the role of HRM specialists. The questionnaire was developed based on the Deloitte University Press report (2017). The sample of the pilot study consists of 35 companies from Serbia (46%) and Hungary (54%). The authors tried to explore the changes in HR in terms to find out the roles that HR managers will have in the new business environment. The authors used Factor analysis in order to group similar HR roles in dimensions and explore the nature of the new HRM. The results pointed out that HR managers in Serbia and Hungary have to improve the HR profession and employee relations, be good at change management, strategic management issues and technology usage.
Key words
Human resource management, talents, HR roles, factor analysis
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