Productivity of Disabled People at Workplaces Essay

Productivity of Disabled People at Workplaces - Essay Example This document is set to discuss the major benefits associated with the hiring and employment of disabled qualified people in different business organizations. Productivity of Disabled People at Workplaces In Canada, an estimated 13% of the total population has a disability affecting their agility, mobility, vision, hearing, and or learning (Canadians in Context, 2006). This estimate is less other disabilities such as psychological, pain, speech, memory and developmental disabilities; which when included sums up to an estimated 4.4 million Canadians with disabilities, which is about 14.3 % of the population (Canadians in Context, 2006). No matter the number one decides to quote, the basic fact still remains that the fraction of the people living with disabilities across the globe has been on a constant increase down the years. Disability is not age conscious and can come at any stage in life, either being temporary or permanent, mild or severe. Once asked, an Ottawa business executive commented that: â€Å"disability is no longer a dirty word. Now we are trying to make the term disability acceptable and another part of business. In the next 10 years, when you say you have a disability, it will just mean that I work differently than you do† (Sobecki, 2007). A 2009 survey commissioned by Advancing the Inclusion of People with Disabilities pointed out that disabled adults are less likely to participate in the labor force. According to the report, only 52.1% of the total disabled women are employed as compared to the 70.1% of the women without disabilities. Furthermore, the ratio is similar in men where the percentage of the disabled men employed was 55.5 while that for men without disabilities stood at 80.2 (Advancing the Inclusion, 2009). Archaic times saw medical conditions such as diabetes and epilepsy perceived or rather viewed as disabilities which hindered the participation and succeeding of people in workplaces (Brightman, 2006). However, Brightman (2 006) asserts that much has been done to eliminate this notion via awareness campaigns, accommodation and accessibility, individuals with various different disabilities have emerged to form an integral part of the contemporary business world. The major reason behind this scenario is that major organizations, governments, employers and co-workers have come to look past such illnesses and are working together with disabled personalities helping them much in their quest for success (Sobecki, 2007). In the USA, the 1990’s Americans with Disability Act (ADA) presents employers with numerous opportunities to tap people with disabilities into their workforce (Barlow and Hane, 1992). According to the ADA, people with disabilities have the same and equal access to employment opportunities and their related benefits just as everyone else is. Other than prohibiting discrimination in employment of the disabled, it also covers other services like public transportation, state and local gove rnment activities, and telecommunications relay services as well (Barlow and Hane, 1992). In essence, the meaning of the ADA is that every person seeking employment is totally free to forward their applications to any job they feel qualified enough to carry on with. The ADA defines a

Employee resourcing Essay Example | Topics and Well Written Essays - 3000 words

Employee resourcing - Essay Example Recruitment is the process of attracting a pool of applicants to fill current and future vacancies. A vacancy may result if an employee quits the job, is promoted, or new vacancies due to restructuring or improvements. After recruitment, the selection process begins whereby the right candidates are selected from the pool of applicants to fill the vacancies using various methods and techniques. The recruitment and selection process is important as it ensures quality and productivity, reduces labor turnover, as well as saving time and money needed for future recruitment practices (eHow, 2011). The paper will discuss the various recruitment and selection methods as well as develop a recruitment strategy for an organization. Organizations have become very particular about recruiting candidates for employment due to recession and high unemployment in UK. Recruiting is therefore very important in ensuring success of the organization and is an overall HR planning strategy. Recruitment is the process of attracting potential candidates to fill in vacant positions or for future placements. Mathis and Jackson (2010) acknowledge the need for organizations to carry out strategic recruiting so as to achieve organizational effectiveness. This entails determining the industry where to recruit qualified individuals, being aware of competitors’ strategies so as to identify the key to success, forming relationships with the sources of prospective employees, and promoting the company brand (p.178). Due to many issues concerned with employment laws, the recruiters should also be trained on the laws. For recruitment to be successful it should be an ongoing process and the management should decide the method to use based on costs and effectiveness. There are various recruitment methods such as; promotion, job rotation, former staffs, employee referrals, job centers,