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Human potential management is one of the most important areas of enterprise management today, due to the decline in the importance of material resources for non-material resources (information, knowledge, intellectual capital). Aim: The aim of the study was to define the self-assessment of the potential of disabled employees and the possibility of using it by employers. Material and methods: The research method was a direct telephone interview (due to the SARS-CoV2 pandemic) to which 50 people with various types of disabilities were invited. The interviews were conducted using a scenario consisting of 12 questions developed for the purpose of the study. Results: For most of the respondents, work was a source of income (62%); a large proportion (46%) also indicated that it was the meaning of life for them, self-fulfillment, a chance for development and motivation to be active (leaving home, meeting people, development). The employee’s potential, according to the respondents, was primarily: abilities, knowledge, qualifications, experience, predispositions (54%) and everything that the employee could offer the employer, his chances for development, achievements, learning new things, but also personal qualities, motivation and commitment (52%). Half of the respondents answered that their potential was rather so (30%) or definitely so (20%) used. Conclusions: The surveyed people with disabilities were aware of their potential and the possibility of using it by the employer.
Keywords: Human potential, disability, employees, Poland