The role of trade unions in the HRM of Hungarian and Serbian organizations

Abstract

Industrial relations and interest reconciliation are important elements of human resource management. How to handle the employees, how to get an agreement, and how to turn them in favor of the organizational goals? These questions can be answered in different ways; the major solutions are the Michigan and Harvard model. As we see, the latter one is more employee-oriented, considering them as a partner and not as an opposing party. In this study we briefly show the role of the trade unions in the organizations in Hungary and Serbia. After discovering their theoretical constraints, we use Cranet data of 2014/16 to have a clear view in terms of empirical evidence comparing the Hungarian and Serbial results with the global ones and those of the Central and Eastern European countries. The results show that Serbia, in the eve of the EU adhesion, has an extremely high level of trade union power, while in Hungary the situation is the worst.

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