Re-calibrating HRM

This report discusses the issues and challenges in current HRM approaches for WWID (workers with intellectual disability) and assesses a recalibrated approach to HR for WWID. It covers strategic plans, coaching, valuing staff members with differences, and more. The goal is to improve the work experiences and performance of WWID.

Re-calibrating HRM

Contents
INTRODUCTION................................................................................................................................3
Explain issues and challenges in current HRM approaches or practices for WWID.............3
Assess a recalibrated approach to HR for WWID involve.........................................................3
REFERENCES....................................................................................................................................5

INTRODUCTION
Human resource management refers to the process of managing and organising staff
in order to achieve better performance and improve the efficiency of business (Bartram and
et.al., 2021). It is a management features that employs, motivates and maintains workforce
of an organisation. Re-calibrating Human resource management means to study the impact
on worker regarding HRM with intellectual disability. The intellectual disability is used in
different industries of Australia. This report includes issues and challenges in current HRM
approaches or practices for WWID along with recalibrated approach to HR for WWID that
involves strategic plans, coaching etc. to maintain the working of staff so that high profitable
results are enjoyed.
Explain issues and challenges in current HRM approaches or practices for WWID
The current HRM practices for WWID are strategy, mission and vision, training &
development, performance management, operation health and safety, management
development etc. However, in these current practices there are challenges as when workers
are not trained and experienced in the business then it leads to reduction in performance. In
terms of WWID, current HRM Practices are not working effectively due to lack of
appreciation and the workers potential for building potential advantage. Due to this issue in
current HRM approach or practice negative perception would be created in the mind of
WWID employees. On the other hand, when company not observe their activities of
employees then it results to gap in their communication (Bejani and Ghatee, 2018).
Therefore the manager of WWID fails to understand the needs and demands of their existing
employees within enterprise. If any organisation not follows the rules and regulations
regarding the health and safety of workers then it reflects the main issue which impacts the
overall performance of business venture. In this the occupational health & safety becomes
barriers to the employment of WWID as it affects the relationship between employers and
employees. The challenge of this is lack of diversity management as it does not compare the
small from the large team members which result in inadequacies of workplaces (Kumar,
2020).
Assess a recalibrated approach to HR for WWID involve
There is several recalibrated approach to HR for WWID such as strategic plan,
valuing staff member with difference, coaching and mentoring, emphasis on individual
performance needs, assess accommodation needs of staff members, effective leadership
management and so on. It terms of strategic plans manager of WWID align management
plan to maximise potential of staff member. By adopting coaching and mentoring as a

recalibrated approach manager provides training for colleagues co-workers so that they are
working effectively. This recalibrated approach helps in acquire the skills and knowledge of
disability that support services in government and non-government sectors. The rewards
give to their workers along with the incentives in order to reach objectives and goals in
relation to WWID (Leser and et.al., 2020). Therefore it develops an ability of the staff of their
diverse background which involves culture differences, race and their casts as well as
gender. Therefore, this enables them to innovate and other methods and techniques to
support WWID which lead to growth and performance. Recalibration of human resource
management provides new ideas and opinions to support the WWID.
.

REFERENCES
Books and Journal
Bartram, T. and et.al., 2021. Re‐calibrating HRM to improve the work experiences for
workers with intellectual disability. Asia Pacific Journal of Human Resources. 59(1).
pp.63-83.
Bejani, M. M. and Ghatee, M., 2018. A context aware system for driving style evaluation by
an ensemble learning on smartphone sensors data. Transportation Research Part
C: Emerging Technologies. 89. pp.303-320.
Kumar, S., 2020. Knowledge Risk Management for State-Owned Enterprises-Indian
Scenario. In Knowledge Risk Management (pp. 89-106). Springer, Cham.
Leser, P. E. and et.al., 2020. A digital twin feasibility study (part II): non-deterministic
predictions of fatigue life using in-situ diagnostics and prognostics. Engineering
Fracture Mechanics. 229. p.106903.