HRM Assignment: Developing and Appraising Disabled Employees

This report delves into the critical aspects of Human Resource Management (HRM) concerning disabled employees, emphasizing the importance of diversity and inclusion in the workplace. It examines the challenges faced by companies in providing equal opportunities, from recruitment to performance appraisal, and highlights the need for tailored strategies. The report focuses on two key areas: human resource development and performance management for disabled individuals. It discusses the significance of skill development, the limitations of standardized training programs, and the necessity of understanding individual needs through audit programs. Furthermore, it addresses the issues of bias in performance evaluations, the impact of inadequate appraisal systems, and the importance of adapting criteria to accommodate diverse abilities. The report recommends the use of social learning theory and technology to enhance training and performance management, advocating for team-building exercises and the implementation of predefined, inclusive performance criteria. The report emphasizes the need for a long-term approach and a strong policy framework to ensure the fair treatment and development of disabled employees, ultimately fostering loyalty and improving diversity management within organizations.

HUMAN RESOURCE
MANAGEMENT

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Contents
Introduction...........................................................................................................................................1
Human Resource development of Disabled people...............................................................................1
Appraising and management performance for the disabled people........................................................3
Conclusion.............................................................................................................................................5
References.............................................................................................................................................6

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Introduction
Skill plays a highly critical role in the development of the organisation hence it is critical for
the management to have diversity at the workplace. It is the role of the management to make
sure that they have a plan for implementing the best of strategies to ensure that diversity
remains at the workplace. However it is also the fact that there are many challenges that is
being faced by the companies in dealing with diversity related challenges (Waterman & Bell,
2013). Providing equal opportunity to the people that are from different part of the world and
people who have certain kind of disability is not easy. This can be understood by the fact that
even when the jobs are provided to the people that are disabled it is seen that the workplaces
are not ready for them. The infrastructure that is required for such disabled people have not
been provided to them. Due to this it has become difficult for the disabled people to work
with same efficiency at the workplace.
Minorities at any workplace always face different kinds of challenges. The disabled people
are also considered to be minorities at the workplace and providing jobs and equal
opportunities is very much critical for the management. From their recruitment to their
appraisal it is critical that firms to ensure that they have been given equal opportunities to the
people with disability unless and until that person is not fit for that job (Turmusani, 2018).
Two areas on which this report will focus upon while understanding the diversity are the
human resource development of disable people and appraisal and performance management
of disabled people.
Human Resource development of Disabled people
Every employee is different hence it is critical for the management to know that they have a
plan for the management of skills so that everyone’s contribution can be on the higher side
and at the same time it also ensures that people do not face problem because they are not like
the majority. Once the disabled people are recruited and selected within the organisation, it is
critical that HRM looks at their skill development also (Vornholt, Uitdewilligen & Nijhuis,
2013). They are being recruited within the organisation to show that organisation is not
biased and on paper they show them as the company that respects diversity but when it comes
to promotions and development within the organisations the challenges becomes greater.

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According to the Haugh & Talwar, (2010) without the training and development of the
employees, it is not possible for the employees to grab the opportunities that are available in
the company. It is seen that in many organisations the disabled people are kept for any
particular kinds of jobs only. Due to this they are not given the same training and
development opportunities that are given to the majority. Due to this even after being talented
they are not able to reach to particular position within the organisation. This creates a
diversity problem for the organisation at particular organisational levels. It is seen that
training and development programs are also designed according to the majority. Due to this it
was not easier for these people to ensure their development. They either get demotivated or
feel themselves alienated.
Noe, Hollenbeck, Gerhart & Wright, (2017) suggests that it is critical that company improves
the way in which they are dealing with the human resource development. It is critical for the
management to ensure that they do not make common plan for the training and development.
Since these people are different from the others and their needs are different hence it is
critical for the management to have an understanding about the requirements of each disabled
person. For this an audit program needs to be done within the firm where they can understand
the challenges that they are facing in doing their job and also the plans that they have for their
future. This will help the organisation in building trust in people that are physically
challenged. They believe that company also thinks about them and hence they remain
motivated.
Appraising and management performance for the disabled people
People that are disabled often find it difficult to make their mark in the industries. There are
hardly any examples of the people that actually went to higher positions within the
organisation. Researchers have suggested many reasons behind it however the major reason
is that since the people that their performance evaluation is not done in an appropriate
manner. It is seen in the above section of this report that training and development is critical
for the disabled people as well. However once the training is provided what is the chance that
they will be promoted or appraised in a proper manner is still in the question mark (Anderson
& Galloway, 2012). The major reason for it is the criteria for appraisal. The criteria for
appraisal should not be same for the people that are in majority and the people that are having
any kinds of disability. Since these people have own set of challenges in managing their
performance hence their criteria for appraisal should also be different.

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Kulkarni & Gopakumar, (2014) believes that an organisation must have a different
mechanism for appraising the people. This is because if there is a person who is having
problems in talking such as stammering because of any kind of abnormalities must not be
judged with the communication criteria that have been set for the normal people. For him the
communication criteria must be different and the major focus of the company should be on
the skills that he has. It is seen that when two same contenders one normal and second with
different abilities are there for appraisal, the person with no disabilities are preferred. This
type of biasness is always seen in the organisation. The biasness is just shown because the
management do not understand them fit for the managerial roles especially.
On the other hand Roulstone, (2013) has a view that in the companies since minorities like
disabled people are lesser in numbers hence there voice is also not heard and company
focuses on masses. Management is not ready to understand the difficulties faced by the
people rather their major focus remains on the fact that whether they will be able to manage
their work smoothly or not. Since their numbers are also less hence the communities and
worker’s unions within the organisations are not able to support these people.
Hall & Wilton, (2011) has a view point that they are not getting good appraisals not because
they haven’t performed but because this performance management system that is used in the
organisation is not fit for the people with disability. In most of the organisations especially in
the smaller firms there is no proper mechanism for performance appraisal. Due to this the
management shows biasness while judging the people. This demotivates the people with
disability often leading them to go into stress. It is a chain reaction they get demotivated and
hence unable to perform well which again has impact on their appraisal (O’Toole, 2015).
Many of these employees leave the organisation and hence there is impact on the diversity
management within the firm. In the Maslow theory of Hierarchy there is a clear indication
that there is no single thing that can motivate an employee or demotivate them, there are
different things that does so and such biasness will never motivate these employees to do
well. It is to be understood that if the performance do not get hampered due to disability of
the person he or she must not face any kinds of biasness when it comes to rewarding his
capabilities (Hemphill & Kulik, (2016). Researches have shown that disabled employees
have shown loyalties towards the company more than the normal people. This is also because
they think that in the market, it is not easy for them to find another job for them hence this
loyalty must be appreciated.

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Recommendation
For Human Resource Development
Human Resource Development of the people that are disabled can be improved by the approach
known as theory of social learning. This can be an effective learning mechanism as it will
ensure that everyone learns from others. The people that learn from others are able to learn in
a better manner. Every organisation has different kinds of employees and has different kinds
of skills hence they can share with each other. The employees that are in majority can also
transfer their knowledge to the people that are disabled in any way. In this there are people
from different parts of the world and hence their cultural understandings also need to come
(Viriri & Makurumidze, 2014). In this approach there must be use of technology especially
data technology that will help the organisation to find out what are the challenges that is
faced by the people. A proper understanding of people along with the future requirement of
the company is necessary. In the training it is critical that company arrange the trainers that
will be able to understand the challenges of different kinds of disability and accordingly they
can improve the overall training program.
It is also essential that the firm gives training to the majority also so that they can understand
the challenges faced by their minority colleagues. This will make the efforts of these disabled
people easier. In the time when the coordination is playing a critical role in the success of the
organisation, it is critical for the organisations to look at the aspects such as team building
between normal and disabled people (Katan, Grierson & Fiebrink, 2015). Such kind of
training will also increase the confidence of the people that even when they will move
forward within the organisations, their colleagues will support them. This will also help in
understanding the people which is often a problem for the people that are not common. It is
also the role of the HRM to make sure that they have a plan for the internal growth of these
people as without it the self-development approach taken by these people is not very likely.
The criteria’s for development and training should also be designed in such a manner that
there is scope for the people with disability to avail the opportunities available to them.
For Appraisal and management of performance
In order to do appraisal and management of performance the approach that can be taken for
the appraisal and performance management is taking the help of technology. It is critical for
the management to have an understanding that without proper documentation it is not easier
to remove biasness from appraisal mechanism and in this regards the use data technology can

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be effective. There are other technologies as well such as performance appraisal system that
allows an organisation to judge the performance of the people on the basis of certain
predefined criteria (French, 2017). Predefined criteria also need to be decided by taking
everyone together where there must be conversation with the people that are disabled. This
will help in understanding their needs and will also help in implementing the best possible
performance management system within the organisation. There must be a long term
approach as it will allow the organisation to clearly improve the performance of the disabled
people and also enhance their chance to remain with the company with more loyalty (Lee,
Abdullah & Mey, (2011).
In this approach it must be taken care that the participation of these people is on the higher
side. This is because it allows an organisation to improve its whole performance evaluation
mechanism. A strong policy needs to be designed which must have the proper guidelines of
what an HR manager must do while they are doing the performance evaluation of a disabled
employee (Kulkarni & Lengnick-Hall, (2014). Suggestions must always be welcomed within
the organisation that will allow the firms to have more numbers of ideas which will have
direct impact on the human resource management of employees.
Implementation
Steps for implementation of these approaches:
 There must be a team that should comprise of people from every organisational
structural level.
 Policies should be designed about the documentation so that everything is
documented.
 There must be hiring of better trainers that would help in training every kind of
people.
 There must be implementation of technology such as performance management
system that will ensure that performance appraisal will be done in an appropriate
manner.

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Conclusion
In conclusion it can be said that HR managers needs to focus on bringing diversity within the
firm and for this they need to also focus on the employees that are disabled. This is because
even when these employees get recruited and selected within the firm, they face difficulties in
terms of training and development as well as their performance measurement and appraisal.
This is because it has been designed according to the majority people in the organisation. In
order to resolve this problem company needs to focus on involving people in these areas so
that their challenges can be heard and accordingly plans can be made.

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References
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International Journal of Entrepreneurship and Innovation, 13(2), 93-101.
French, S. (2017). Disabled people and employment: A study of the working lives of visually
impaired physiotherapists. Routledge.
Hall, E., & Wilton, R. (2011). Alternative spaces of ‘work’and inclusion for disabled
people. Disability & Society, 26(7), 867-880.
Haugh, H. M., & Talwar, A. (2010). How do corporations embed sustainability across the
organization?. Academy of Management learning & education, 9(3), 384-396.
Hemphill, E., & Kulik, C. T. (2016). Which employers offer hope for mainstream job
opportunities for disabled people?. Social Policy and Society, 15(4), 537-554.
Katan, S., Grierson, M., & Fiebrink, R. (2015, April). Using interactive machine learning to
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Lee, M. N., Abdullah, Y., & Mey, S. C. (2011). Employment of People with Disabilities in
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112-124.
Noe, R. A., Hollenbeck, J. R., Gerhart, B., & Wright, P. M. (2017). Human resource
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O’Toole, G. (2015). Review of different approaches to work skills development for disabled
young people (14-25) and disabled working adults in the UK and
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