select id_cat from cat_articole where parent_cat = 0 and denum_cat = 'Labour & HR'
Labour HR16

Employment Equity essentials: Use these three methods to identify high-potential PWDs

by , 06 August 2013
People with disabilities (PWDs) are a historically disadvantaged group. They're confronted with practical difficulties and attitudinal barriers, says the Practical Guide to Human Resources Management. It's for these reasons that you must take steps to address this imbalance through your company's Employment Equity plan. Here are the three effective methods you can use to recruit PWDs with high-potential.

According to the Practical Guide to Human Resources Management, if you block the natural career progression of employees who are PWDs, you:

  • Lose out on valuable resources;
  • Send out a message that you don't care and aren't socially responsible;
  • Could be found guilty of direct discrimination on grounds of disability; and
  • Will fall short of your Employment Equity requirements.

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.

Author: FSP Business

Labour and HR Club Top Question:

Would this refusal to carry out an instruction constitute misconduct?

A general worker in a certain department was asked to stand in for a machine operator who was late for work and operate a machine for about four hours. He'd previously been trained to operate this machine and as ... [see the answer]

Related articles

Top Top

Top Top

Hot Topics

Watch And Learn

Your A-Z Guide In Preventing And Managing Strikes

Most Popular Articles

Related Products

© 2014 All rights reserved.

Contact Us | Privacy Policy | FAQ | Our Products | About Us | Our Experts | Disclaimer | Useful links

The latest Health and Safety news and articles in your inbox as we post them. - 100% FREE!
powered by
Fokus Digital Services