Judgement Of The Factors Influencing The Integration Of The Employees With Disabilities Or Reduced Work Capacitiy Into Workplaces In The Northern Great Plain Region

The Hungarian government tries to help the employment of people with disabilities or reduced work capacity by means of different devices but the key for the practical success of the legal regulations as well as the programs promoting the (re)integration reside in the attitude of the organizations’ leaders or the human resource professionals. The problem of integrating the employees with disabilities or reduced work capacity into the world of work kindled my interest in 2006 when the Chances of Disabled People Foundation, on behalf of the Ministry of Employment and Labour, invited a tender which was won by the AVK Management and Labour Science Department of the University of Debrecen. In this way, the research program entitled “Equal Opportunies’ Human Resource Management (in Hungarian: EsélyEgyenlőségi Emberi Erőforrás Menedzsment, acronym of which is 4EM)” has come into existence and I was its main coordinator. In case of the human resource management, to my understanding, the equal opportunities mean that all citizens being capable of work should get opportunity being equal to their abilities and health conditions as well as their performances, results should be judged in the same way. Due to the rehabilitation contribution increased from 1 January 2010, more and more organizations would like to employ people with reduced work capacity but their insertion into the organization faces difficulties in many cases, in consequence of the inadequate information supply. The importance and continuation of the research are also justified by the fact that almost one million people with reduced work capacity and with disabilities live in Hungary whose active employment is insignificant. The activation of this labour force source is going to become a very important issue in the coming years, decades. Aim of the research program “Equal Opportunies’ Human Resource Management” is to reveal the tasks, features, procedures and methods for employing and managing people with disabilities or with reduced work capacity. Due to the imperfect knowledge, the employers are unaware the organizational features and opportunities of employing people with disabilities or reduced work capacity. In order to make the (re)integration of the persons with reduced work capacitiy into the labour market successful, we need to consider and know the opportunities, features of the persons concerned as well as demands of the employers in order to really provide equal chances to the people with disabilities or reduced work capacity in the workplace. The group forming is extremely important from viewpoint of the people with reduced work capacity. One of the basic questions of (re)integration – like the healthy workers – how the employees with disabilities or reduced work capacity can be integrated into the organizational units. For them, the group means the direct corporate environment; the group’s approach, mentality, attitude determines the success or failure of integration. Due to the rules often comprehended as extortion and the rehabilitation contribution experienced as a quota, the organizations undertake to employ people with disabilities but there is no emphasis on their effective integration into the organization. This is not necessarily due to the fact that the organizations do not consider this task important but they do not know how to start. One opportunity of the helping the integration is to apply sensitizing trainings but a lot of leaders do not know this term as well as its significance in integration of the people with disabilities Beyond exposé of the factors influencing the adaptation of people with disabilities into a group, the article sheds light upon the nature, importance of sensitizing trainings as well.