Innovation programs at the workplace for workers with an intellectual disability

Abstract

Purpose-The purpose of this paper is to examine human resource management (HRM) innovation programs in the early stages of employment for workers with an intellectual disability (WWID). Design/methodology/approach-The first case study was carried out at a large national courier company where a film innovation programme was used to enhance the socialisation process of WWID. The second case study was at a five-star hotel situated in a large city where a buddy system innovation programme was used in the induction and training process of WWID. Findings-The overarching "life theme" created through these innovation programs was one of enhanced and creative opportunities for social inclusion. The participants displayed more confidence and independence in their ability and exhibited aspirations to advance and succeed in their roles. Practical implications-The study argues that HR professionals need to be more proactive in finding innovative ways to engage WWID in the early stages of employment. Originality/value-The qualitative study is underpinned by socialisation and career construction theory which provides the framework to discuss the ways in which socialisation and socially inclusive HRM practices enable participants and other WWID achieve success on their career paths. The key message of our research is that early vocational socialisation innovation programs can make a positive difference to the work experiences of WWID.

Special Employment Centres, Time Factor and Sustainable Human Resources Management in Spanish Hotel Industry: Can Corporate Social Marketing Improve the Labour Situation of People with Disabilities?

“…Looking further into the content analysis of the portfolio articles, several issues can be highlighted (Table 7). Firstly, regarding their specific thematic, some of the papers seem to be focused on workers with disabilities inclusion and human resources practices in the hotel industry (such as [18,19,30,74,75,77,79,81,82] or [84]), taking into account the influence of discrimination and psychological aspects ( [19,30,75,77,78,83] or [86]), others are focused on the customers' perceptions of these workers [80,83,85] or in the managers' perceptions of them [73,76,78,86].…”

“…In this article, inclusive HR innovation programs in the early stages of employment of people with intellectual disability are analyzed, using a qualitative case study (also conducting interviews with managers and workers, one focus group, and observations) of two important companies in Australia (one of them is a five-star hotel with a buddy system innovation program used in the induction and training process of this group of people). Thus, it is observed that these innovative programs create opportunities for social inclusion, showing the participants more confidence and independence (highlighting the importance of developing early vocational socialization programs) [84]. 16 USA 2020…”

Fra behovskartlegging til innovasjon for personermed utviklingshemming

“…Det finnes flere eksempler på innovasjon som er av viktighet for eller involverer sektorer for personer med utviklingshemming (Meacham, Cavanagh, Shaw & Bartram, 2017). Forsknings-og innovasjonsprosjekter som involverer personer med utviklingshemming har tradisjonelt vaert gjort på dem, fremfor med dem (se eksempelvis Gauthier-Boudreault, Couture & Gallagher, 2018;Colpani & Homem, 2015;Lanyi & Brown, 2010).…”

Human resource management and innovation in SMEs

“…Recent work has linked human resource management (HRM) and innovation (Meacham et al , 2017). The challenge of HRM seems all the more important in an SME context as human resources have proven to be one of the main obstacles to innovation (Strobel and Kratzer, 2017; Madrid-Guijarro et al , 2009).…”