Training, skills and technology: recruitment and retention in the Hungarian electronics sector

Employers are looking for new skills in the workforce, including key competences such as robotisation, artificial intelligence, programming, data management and analysis, insight into complex production chains, or even problem-solving skills. In addition, labour market trends, generational differences, training and new technologies can all influence employee engagement and loyalty," said Ákos Jáhny, CEO of Get Work Trend Kft.

Smart devices, supply chains, sustainability - challenges in the electronics sector

There is a growing demand for smart electronic devices, mobile phones. A good example is that the new generation of devices are getting smaller in size, requiring electronics manufacturers to use advanced nanotechnology in the manufacturing process. In addition, constantly changing trends and fluctuating demand make it difficult to accurately forecast and maintain production targets. Short life cycle products are also influencing the market as the complexity of supply chains and the management of supplier networks are a constant challenge for manufacturers. A "green" approach is pushing manufacturers to develop technologies and products that are energy efficient and sustainable - all of which require a skilled and trained workforce.

HR strategies in the electronics sector - innovative recruitment and retention

Finding and retaining talented employees is key in the electronics sector. Innovative recruitment methods and an attractive working environment can create a competitive advantage. This includes ensuring a company culture of innovation, development opportunities and competitive benefits. Women make up only 10-15% of the workforce in the technology sector in Hungary, and their inclusion and the promotion of diversity could also be an important aspect in the future. An effective recruitment strategy includes fostering lively links with the electronics professional communities and forums, strengthening university and college links (dual training) and participation in professional conferences and exhibitions.

Focus on technical training and learning

Employees should be offered ongoing support for further training and professional development. In the electronics sector, industry partnerships with training institutions and schools focus on a number of areas to ensure that the workforce can acquire real practical skills and professional competences through dual training, taking into account the needs and expectations of the industry.

In the sector, the growth of industrial robotics (e.g. autonomous mobile robots (AMRs) helping to automate internal logistics and material handling)is key, and having this technological knowledge is a competitive advantage. Implementing this technology will allow you to reallocate staff, including skilled workers, to more valuable tasks, increasing productivity and reducing internal overheads. The focus on continuous improvement does not exclude automation, which can help to optimise production processes.

The industrial cooperation of companies with vocational training institutions allows for practice-oriented training and learning in a real workplace environment. As companies provide students with real and up-to-date vocational skills, they are better prepared for the current labour market and the specific needs of companies.

Retention challenges and solutions

For years, retention has been one of the most pressing challenges for companies in Hungary. Retaining highly skilled professionals in the electronics sector is particularly difficult. In addition to competitive wages, career opportunities and work-life balance, it is important to support flexible working hours and home office opportunities. Continuous technical and technological innovation, a positive working environment and a good company culture all contribute to employee satisfaction and engagement.

Workforce mobility is typically high: employees tend to move to other companies, especially if they see better opportunities, so competitive wages, opportunities for advancement and work-life balance are important for retention.

Flexible working hours, catering for home office demand and effective internal communication (e.g. meeting culture) also contribute to staff retention. In addition, it is also important that companies support continuous learning and professional development, keeping employees competitive.

Companies can increase employee engagement through transparent communication and the presentation of career opportunities. Regular feedback and dialogue is also important to maintain understanding and engagement. A positive workplace culture,
emphasising opportunities for development and employee benefits are essential to strengthening the employer brand. Training and social responsibility all contribute to increasing the attractiveness of the company and strengthening the employer brand.

Future needs and competences

"Digital skills, adaptability and continuous learning will be the most important competences in the electronics sector in the future", said Ákos Jáhny. The expert believes that interdisciplinary skills, creativity and innovation will also be essential. The demand for AI and machine learning, IoT developers, cybersecurity specialists and sustainability experts is expected to grow. AI and Machine Learning Specialists, IoT developers, cybersecurity specialists, data analysts and data scientists, robotics engineers, and even sustainability specialists will be the ones we hear more and more about and these positions will increasingly appear in job postings. In addition to them, companies in the electronics industry will be looking for hardware and software development engineers, systems engineers, production automation engineers, as well as maintenance technicians and quality assurance specialists.