According to the Practical Guide to Human Resources Management, if you block the natural career progression of employees who are PWDs, you:
But your company can avoid this if you make it your priority to realise the true potential of PWDs.
Here are three methods to spot top performing PWDs
Method#1: Use standardised methods to identify high potential employees
You should already have standardised methods like performance appraisals, internships and mentorship programmes in place. Make sure these are accessible to PWDs to assess their potential.
#2: Make 'talent spotters' aware of their responsibilities
Make sure line managers in your company and your HR department are aware of the need to fast-track high-potential PWDs to help redress historical imbalances in your workforce. This is crucial for your company to meet its employment equity requirements.
#3: Focus on the PWD's core duties
When it comes to PWDs, it's crucial to focus on the agreed core duties of the position.
Secondary duties shouldn't come into the picture, even if historically non-disabled employees in the same job have taken on these duties, says the Practical Guide to Human Resources Management.
Remember, while PWDs may be loyal, long-lasting employees who are seldom absent and deeply appreciate the value of having a job. It does no one any good if they sit for years in dead-end jobs and don't actualise their true potential.
So be sure to use these methods to identify high-potential PWDs that'll offer your company growth. And it'll help you fulfil your employment equity requirements too.
We dismissed our employee for assaulting a woman in his department. He's now lodged an appeal and asked to be reinstated on the basis that another employee in the same department was only given a final written warning ... [see the answer]
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