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CIVIL SERVICE CAREER and HR MANAGEMENT ISBN 978-615-5269-36-3 Ministry of Public Administration and Justice

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CIVIL SERVICE CAREER and HR MANAGEMENT ISBN 978-615-5269-36-3 Ministry of Public Administration and Justice Márta Bokodi – Zoltán Hazafi – Attila Kun – Zoltán Petrovics – Gábor Szakács CIVIL SERVICE CAREER AND HR MANAGEMENT ISBN 978-615-5269-36-3 Ministry of public administration and justice ÁROP-2.2.17 | New civil service career plan | HR management and civil service career plan research Márta Bokodi – Zoltán Hazafi – Attila Kun – Zoltán Petrovics – Gábor Szakács CIVIL SERVICE CAREER AND HR MANAGEMENT Transcript closed on 28 February 2014 The content of this collection of essays reflects the opinion of the authors, and shall not be considered the official opinion of the Ministry of Public Administration and Justice. Editor: Dr. Zoltán Hazafi Copy Editors: DR. FERENC NEMES – MTA Doctor DR. TAMÁS PRUGBERGER – MTA Doctor © MÁRTA BOKODI – ZOLTÁN HAZAFI - ATTILA KUN - ZOLTÁN PETROVICS – GÁBOR SZAKÁCS ÁROP-2.2.17 | New civil service career plan | HR management and civil service career plan research TABLE OF CONTENTS FOREWORD ................................................................................................................ 7 ACKNOWLEDGEMENTS ............................................................................................. 9 ZOLTÁN HAZAFI:THE NEW CIVIL SERVICE CAREER – LEGAL AND HUMAN RESOURCE DIMENSIONS OF CIVIL SERVICE DEVELOPMENTS ........ 11 1. THE SCOPE AND RATIONALE OF THE RESEARCH .............................................. 11 2. RESEARCH TOPICS AND THEIR WIDER CORRELATIONS .................................... 16 2.1. Legislation .....................................................................................................18 2.1.1. Differentiation-unifi cation ....................................................................21 2.1.2. Differentiation-unifi cation in public administration: the independent regulation of autonomous bodies and the question of mixed statuses .................................................................................23 2.1.3. Differentiation-unifi cation in law enforcement: job description classifi cation ............................................................... 25 2.1.4. International development directions: appointment or contracts ..........................................................................................26 2.1.5. Development of an independent branch of law? .................................. 31 2.2. HR management ............................................................................................ 31 2.2.1. The place and role of HR management in performance management ........................................................................................ 32 2.2.2. A combined analysis of legislation and HR processes based on the system model ............................................................................34 3. WORKING HYPOTHESES ...................................................................................... 34 4. FACTORS INFLUENCING CIVIL SERVICE DEVELOPMENTS ................................. 35 5. THE INFLUENCE OF THE ORGANISATION AND THE TASK SYSTEM ................... 36 5.1. Autonomous bodies: specialisation between organisation types and within the civil service legal status ............................................... 37 5.2. Integrating different legal statuses: at the dawn of an independent mixed legal status .....................................................................44 5.3. Mixed profi le public administration bodies: organisational conglomerates ............................................................................................... 48 5.4. Merging governmental bodies with different statuses: legal status changes ...............................................................................................51 5.5. Issues related to regular employment .......................................................... 52 5.6. HR implications of mixed statuses ................................................................ 53 3 ÁROP-2.2.17 | New civil service career plan | HR management and civil service career plan research 5.7. Concentration of personnel ........................................................................... 54 5.8. HR management as an effi ciency reserve ..................................................... 61 5.9. Summary .......................................................................................................62 6. MOBILITY .............................................................................................................. 63 6.1. Act XLIII of 1996 on the Service Status of the Professional Members of the Armed Services (Hszt.): halfway .................... 64 6.2. Act CCV on the legal status of defence forces (Hjt.): mixed legal status in military order ......................................................................... 65 6.3. Unifi ed development of HR processes as the basis of mobility and unifi cation ............................................................................. 68 6.3.1. Civil service system model ...................................................................68 6.3.2. Analysis of HR processes ..................................................................... 70 6.3.3. Mobility .................................................................................................71 6.4. Summary .......................................................................................................73 7. LABOUR MARKET EFFECTS ................................................................................. 74 7.1. Supply-based labour market .........................................................................74 7.2. Exposure to the labour market ......................................................................80 7.3. Summary .......................................................................................................81 8. INDEPENDENT LEGAL BRANCHES ..................................................................... 83 9. FINAL POINTS AND RECOMMENDATIONS .......................................................... 84 9.1. Legislation .....................................................................................................84 9.1.1. Civil service codex ................................................................................ 84 9.1.2. Appointment and division of civil service contracts according to principles .........................................................................85 9.2. HR management ............................................................................................ 86 9.2.1. Developments affecting personnel ...................................................... 86 9.2.2. System management ........................................................................... 88 ATTILA KUN - ZOLTÁN PETROVICS: THE DEVELOLPMENT OF CIVIL SERVICE LAW INTO AN INDEPENDENT BRANCH OF LAW ..................................... 91 1. INTRODUCTION, RESEARCH OBJECTIVE ............................................................ 91 2. DIVERGENCE AND CONVERGENCE OF LABOUR LAW AND CIVIL SERVICE LAW IN THE LIGHT OF LEGAL DOGMATICS – THEORETICAL ISSUES REGARDING THE INDEPENDENCE OF A BRANCH OF LAW ................................ 92 2.1. The concept of civil service law .................................................................... 92 2.2. The independence of a branch of law in general ........................................... 94 2.3. Private law and public law? – Labour lawand civil service law? ............................................................................................98 4 ÁROP-2.2.17 | New civil service career plan | HR management and civil service career plan research 2.4. Labour law adn civil service law in the light of two classic criteria for division into branches of law: distinct objects and methods of regulation ................................................................................. 102 2.4.1. The object of regulation ..................................................................... 102 2.4.2. The method of regulation1 ................................................................. 104 2.5. Further dogmatic considerations against treating civil service labour law as an independent branch of law ........................... 108 2.6.International trends .....................................................................................110 3. DIVERGENCE AND CONVERGENCE OF LABOUR LAW AND CIVIL SERVICE LAW IN THE LIGHT OF CERTAIN LEGAL INSTITUTIONS .................... 116 3.1. Civil law and civil service law ...................................................................... 116 3.2. Collective labour law ................................................................................... 118 3.3. Changes in legal relationships .................................................................... 122 3.3.1. Transfer to the public sector .............................................................. 122 3.3.2. Transfer to private labour law ............................................................125 3.4. Legal disputes ............................................................................................. 126 3.5. Employment relationships with publicly owned employers ........................ 128 3.6. Other overlaps and borderline areas ...........................................................130 3.7. Public procurement and labour law ............................................................ 131 4. CONCLUSION ..................................................................................................... 133 MÁRTA BOKODI
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