Az adatfelvétel módszere: Online kérdőív. A mintavétel: Önkéntes válaszadás a nyilvánosan meghird... more Az adatfelvétel módszere: Online kérdőív. A mintavétel: Önkéntes válaszadás a nyilvánosan meghirdetett kérdőívre. Esetszám: 345 és 418 vállalat
Esetszam: 54. A mintavetel: Nograd, Jasz-Nagykun–Szolnok, Borsod-Abauj-Zemplen, Szabolcs-Szatmar-... more Esetszam: 54. A mintavetel: Nograd, Jasz-Nagykun–Szolnok, Borsod-Abauj-Zemplen, Szabolcs-Szatmar-Bereg, es Baranya megyei onkormanzatok
A mintavetel: Az „Epitsuk egyutt” roma foglalkoztatasi program resztvevőinek vizsgalata Satoralja... more A mintavetel: Az „Epitsuk egyutt” roma foglalkoztatasi program resztvevőinek vizsgalata Satoraljaujhely korzeteben es a vallalkozoi tamogatasban reszesultek. Esetszam: 134 + 139 fő
In 2006 the International Labour Organisation has developed a training program in Hungary for med... more In 2006 the International Labour Organisation has developed a training program in Hungary for medium and large size companies in order to raise interest and awareness of the for-profit sector in the business case of social inclusion and diversity beyond the level of legal compliance. This paper aims to assess the impact of the training program, in other words, to follow-up on the change process induced by the training among participating companies. A major objective of the follow-up survey was to determine whether a two-days anti-discrimination training program can be effective in inducing new company attitudes and policies with regard to social inclusion and diversity, and if yes, in what areas does the training have the largest impact. The impact study has demonstrated that the two-days training had significantly contributed to the process of designing and rethinking an explicit diversity policy, as well as to the implementation of new initiatives.
This research is based on a survey of 71 organizations. The research examines the major character... more This research is based on a survey of 71 organizations. The research examines the major characteristics of the workplaces of low-income earners in terms of ownership, nationality, sector of economy, and size, and further examines the relationship between the level of wages and human resource policy practices in companies employing the working poor for the period 1990-1999. It identifies the growing national tendency for wages to fall below the poverty threshold, defined as less than 60% of national gross average earnings, and shows that the majority of the working poor are not segregated in sectors of the labor market characterized by an above average ratio of working poor. The paper concludes that investment in human resources, such as non-financial incentives, training opportunities, and welfare provisions, tend to reinforce rather than offset the negative impact of low wage levels.
In my research I followed the life-courses of such unemployed who have become unemployed at the b... more In my research I followed the life-courses of such unemployed who have become unemployed at the border of two historic periods at the very end of the 1980s and beginning of the 1990s, as the first "victims" of the social-economic transition in Hungary. The aim of the follow-up research conducted in 1991 and 1993 was to identify the labour market adaptation prospects of two marginal groups of unemployed. One of the groups was in a marginal situation because it had been excluded from the unemployment benefit, the other group was in a marginal situation because they had become long-term unemployed. They were the forerunners of mass unemployment. The follow-up research had shown that the members of the examined groups could not overcome the detriments of becoming unemployed early even through several years. Only a small part of them could adapt successfully to the social-economic situation, most of them moved along a forced course, vegetated below the poverty line. Their labour market adaptation was basically not successful. Even those who became employed could not stabilise their situation as they worked at insecure and badly paid workplaces.
Az adatfelvétel módszere: Online kérdőív. A mintavétel: Önkéntes válaszadás a nyilvánosan meghird... more Az adatfelvétel módszere: Online kérdőív. A mintavétel: Önkéntes válaszadás a nyilvánosan meghirdetett kérdőívre. Esetszám: 345 és 418 vállalat
Esetszam: 54. A mintavetel: Nograd, Jasz-Nagykun–Szolnok, Borsod-Abauj-Zemplen, Szabolcs-Szatmar-... more Esetszam: 54. A mintavetel: Nograd, Jasz-Nagykun–Szolnok, Borsod-Abauj-Zemplen, Szabolcs-Szatmar-Bereg, es Baranya megyei onkormanzatok
A mintavetel: Az „Epitsuk egyutt” roma foglalkoztatasi program resztvevőinek vizsgalata Satoralja... more A mintavetel: Az „Epitsuk egyutt” roma foglalkoztatasi program resztvevőinek vizsgalata Satoraljaujhely korzeteben es a vallalkozoi tamogatasban reszesultek. Esetszam: 134 + 139 fő
In 2006 the International Labour Organisation has developed a training program in Hungary for med... more In 2006 the International Labour Organisation has developed a training program in Hungary for medium and large size companies in order to raise interest and awareness of the for-profit sector in the business case of social inclusion and diversity beyond the level of legal compliance. This paper aims to assess the impact of the training program, in other words, to follow-up on the change process induced by the training among participating companies. A major objective of the follow-up survey was to determine whether a two-days anti-discrimination training program can be effective in inducing new company attitudes and policies with regard to social inclusion and diversity, and if yes, in what areas does the training have the largest impact. The impact study has demonstrated that the two-days training had significantly contributed to the process of designing and rethinking an explicit diversity policy, as well as to the implementation of new initiatives.
This research is based on a survey of 71 organizations. The research examines the major character... more This research is based on a survey of 71 organizations. The research examines the major characteristics of the workplaces of low-income earners in terms of ownership, nationality, sector of economy, and size, and further examines the relationship between the level of wages and human resource policy practices in companies employing the working poor for the period 1990-1999. It identifies the growing national tendency for wages to fall below the poverty threshold, defined as less than 60% of national gross average earnings, and shows that the majority of the working poor are not segregated in sectors of the labor market characterized by an above average ratio of working poor. The paper concludes that investment in human resources, such as non-financial incentives, training opportunities, and welfare provisions, tend to reinforce rather than offset the negative impact of low wage levels.
In my research I followed the life-courses of such unemployed who have become unemployed at the b... more In my research I followed the life-courses of such unemployed who have become unemployed at the border of two historic periods at the very end of the 1980s and beginning of the 1990s, as the first "victims" of the social-economic transition in Hungary. The aim of the follow-up research conducted in 1991 and 1993 was to identify the labour market adaptation prospects of two marginal groups of unemployed. One of the groups was in a marginal situation because it had been excluded from the unemployment benefit, the other group was in a marginal situation because they had become long-term unemployed. They were the forerunners of mass unemployment. The follow-up research had shown that the members of the examined groups could not overcome the detriments of becoming unemployed early even through several years. Only a small part of them could adapt successfully to the social-economic situation, most of them moved along a forced course, vegetated below the poverty line. Their labour market adaptation was basically not successful. Even those who became employed could not stabilise their situation as they worked at insecure and badly paid workplaces.
It was in 2010 and in 2013 that the first two stages of the nationwide representative survey titl... more It was in 2010 and in 2013 that the first two stages of the nationwide representative survey titled “Growth rate of legal awareness concerning equal treatment — with special focus on women, Roma people, people with disabilities and LGBT people” were implemented by the Institute for Sociology of the Centre for Social Sciences of the Hungarian Academy of Sciences (CCS HAS), both of which were part of a complex longitudinal research to explore the various dimensions of discrimination (Neményi et al. 2013). In spring 2017, HAS’s Centre for Social Sciences conducted another nationwide, representative questionnaire-based survey as the third stage of the longitudinal research. As part of this survey the following topics could be examined: (1) personally experienced discrimination; (2) social perception of discrimination, and (3) awareness of and attitudes concerning the legal background of equal treatment, as well as awareness of the Equal Treatment Authority (EBH). This study presents the most important findings of the survey. Wherever relevant and made possible by the data structure, we also compare the results with the findings of the two earlier stages.
mtd Tanácsadói Közösség - Belvedere Meridionale, 2017
Az életkornak jelentős szerepe van a munkaerő-piaci pozíció biztonságának és bizonytalanságának m... more Az életkornak jelentős szerepe van a munkaerő-piaci pozíció biztonságának és bizonytalanságának meghatározásában, különösen a 25 évesnél fiatalabb és az 55 év feletti korosztályban. A különböző életkorú emberek foglalkoztatása szempontjából kiemelt fontosságú kérdés, hogy a munkáltatók milyen stratégiát követnek a munkaerő korösszetételének kialakításában, mennyiben fejlesztenek ki és alkalmaznak olyan humánerőforrás-menedzsment és munkahelyi esélyegyenlőségi rendszereket, amelyek nagyobb valószínűséggel teszik lehetővé a különböző életkorú és generációjú munkavállalók foglalkoztatását. Az életkori sokszínűség és a munkáltatók életkor-kezelési stratégiái és gyakorlatai kevéssé kutatott területek még Magyarországon. Az mtd Tanácsadói Közösség 2008 óta készít kétévente országos benchmark-kutatást a munkahelyi esélyegyenlőségről és sokszínűségről. Ez a tanulmánykötet a negyedik, 2014-2015-ben készült vállalati esélyegyenlőségi és sokszínűségi felmérés adatait ismerteti és elemzi. A kötet első része a munkahelyi esélyegyenlőség és sokszínűség általános trendjeit mutatja be, míg a kötet második részét teljes egészében a kutatás kiemelt fókusztémájának, az életkori sokszínűségnek és az életkor-kezelési vállalati HR stratégiáknak szenteltük.
Uploads
Az mtd Tanácsadói Közösség 2008 óta készít kétévente országos benchmark-kutatást a munkahelyi esélyegyenlőségről és sokszínűségről. Ez a tanulmánykötet a negyedik, 2014-2015-ben készült vállalati esélyegyenlőségi és sokszínűségi felmérés adatait ismerteti és elemzi. A kötet első része a munkahelyi esélyegyenlőség és sokszínűség általános trendjeit mutatja be, míg a kötet második részét teljes egészében a kutatás kiemelt fókusztémájának, az életkori sokszínűségnek és az életkor-kezelési vállalati HR stratégiáknak szenteltük.