STAFF MIGRATION MOTIVATION STAFF MIGRATION MOTIVATION RESEARCH AT THE HUNGARIAN RESEARCH AT THE HUNGARIAN CENTRAL STATISTICAL OFFICECENTRAL STATISTICAL OFFICE

ESZTER VIRÁGH, HRMT, GENEVA, 14-16. 09. 2010ESZTER VIRÁGH, HRMT, GENEVA, 14-16. 09. 2010

PILLARS OF HR-MANAGEMENT PILLARS OF HR-MANAGEMENT

HR-MANAGEMENT

1. Pillar:Recruit-

ment, Selection

2. Pillar:

Training

3. Pillar:Career

develop-ment,

Motiva-tion

AGE DISTRIBUTION OF AGE DISTRIBUTION OF OUTGOINGOUTGOING EMPLOYEES (2005-2010, %)EMPLOYEES (2005-2010, %)

over 60

years44%

20-35 years17%

36-50 years15%

51-60 years24%

Target group of motivation research

AGE DISTRIBUTION OF AGE DISTRIBUTION OF 20-50 YEARS OLD20-50 YEARS OLD IN THE FULL STAFF & TARGET GROUP (%)IN THE FULL STAFF & TARGET GROUP (%)

1417

25

36

2217

2017

19

13

0

5

10

15

20

25

30

35

40

20-30 years 31-35 years 36-40 years 41-45 years 46-50 years

Full staff Target group

MIGRATION MOTIVATION RESEARCHMIGRATION MOTIVATION RESEARCHOBJECTIVES:OBJECTIVES:

to to analyseanalyse data of migration data of migration

to explore to explore realreal reasons and background information of fluctuation reasons and background information of fluctuation

to to preventprevent migration migration

TARGET GROUP: TARGET GROUP:

employees under 50 years leaving the officeemployees under 50 years leaving the office with mutual consent, dismissal or resignationwith mutual consent, dismissal or resignation

METHODS OF MIGRATION MOTIVATION METHODS OF MIGRATION MOTIVATION RESEARCHRESEARCH

INFORMATION COLLECTION BY:INFORMATION COLLECTION BY:

I.I. Contacting outgoing employeesContacting outgoing employees

II.II. Study of expectations of new Study of expectations of new entrantsentrants

III.III. Staff satisfaction surveyStaff satisfaction survey

I. I. EXIT MOTIVATION RESEARCH BY EXIT MOTIVATION RESEARCH BY CONTACTINGCONTACTING OUTGOING EMPLOYEES OUTGOING EMPLOYEES:: 1. 1. Analyses from the personnal recordsAnalyses from the personnal records

Official declaration of leaving Official declaration of leaving (mutual consent or else)(mutual consent or else)

Age characteristicsAge characteristics Years of employment at HCSO and former Years of employment at HCSO and former

workplacesworkplaces Career level, leading positionCareer level, leading position Field of workField of work Education, special knowledgeEducation, special knowledge Performance evaluation results Performance evaluation results MoneyMoney Training participation at the officeTraining participation at the office

I. I. EXIT MOTIVATION RESEARCH BY EXIT MOTIVATION RESEARCH BY CONTACTINGCONTACTING OUTGOING EMPLOYEES OUTGOING EMPLOYEES::

2. 2. Exit interviewsExit interviews

General feeling at the workplace General feeling at the workplace Direct-indirect reasons for leavingDirect-indirect reasons for leaving Needs of promotion and recognitionNeeds of promotion and recognition Relation to leaders & colleaguesRelation to leaders & colleagues Work conditionsWork conditions Role of external/internal prestige of the Role of external/internal prestige of the

workplace workplace

II.II. EXIT MOTIVATION RESEARCH BY EXIT MOTIVATION RESEARCH BY EXPLORING YOUNG EXPLORING YOUNG NEW ENTRANT’S NEW ENTRANT’S

EXPECTATIONSEXPECTATIONS 1. 1. Questionnaire survey on:Questionnaire survey on:

Requirement to successful workRequirement to successful work Career expectations, usage of personal competencies, Career expectations, usage of personal competencies,

skillsskills Pleasures & difficulties of everyday workPleasures & difficulties of everyday work Information needs to workInformation needs to work Wishes, suggestions concerning the office/ own workWishes, suggestions concerning the office/ own work 2. 2. Workshop around solving problems Workshop around solving problems concerningconcerning:: Organisation of office, decision making, managing Organisation of office, decision making, managing Work quality, work organisationWork quality, work organisation Motivation, performance evaluation, promotion, recognitionMotivation, performance evaluation, promotion, recognition

3. 3. Conversation with the president (DG)Conversation with the president (DG)

III.III. EXIT MOTIVATION RESEARCH BY EXIT MOTIVATION RESEARCH BY STAFF SATISFACTION SURVEYSTAFF SATISFACTION SURVEY

Questionnaire survey on:Questionnaire survey on: Factors influencing general Factors influencing general

feeling at the workplacefeeling at the workplace How to increase efficiency of How to increase efficiency of

workwork Values & norms Values & norms inin the office the office Commitment to the officeCommitment to the office Training needsTraining needs

Objective: Objective:

to analyse results for use of to analyse results for use of prevention of fluctuationprevention of fluctuation

CONCLUSIONSCONCLUSIONSHOW TO HOW TO PREVENTPREVENT MIGRATION AT HCSO? MIGRATION AT HCSO?

No fear from workloadNo fear from workload Need for challenging, creative workNeed for challenging, creative work Recognize and make use of Recognize and make use of

personal skills, competenciespersonal skills, competencies Effective information flowEffective information flow Evaluation, recognition of work, feed-backEvaluation, recognition of work, feed-back Career development based on real performanceCareer development based on real performance To stimulate professional activitiesTo stimulate professional activities Flexible working time Flexible working time Programmes to better atmosphere …..etc.Programmes to better atmosphere …..etc.

Thank you for attention!Thank you for attention!

Eszter Virágh, professional advisor

HUNGARIAN CENTRAL STATISTICAL HUNGARIAN CENTRAL STATISTICAL OFFICE, BUDAPESTOFFICE, BUDAPEST