Managing human resources

Any person, who has a physical loss that substantially limits unitary or much major life encounterivities, has a record of such(prenominal) impairment or is regarded as having such impairment or is regarded as having such impairment. It involves heaving, mobility, visual impairment, chronic alcoholism, and chronic mental illness.From the article it is necessary to abide economic aid to individuals with disabilities to lead a productive life. People with disabilities atomic number 18 of x ineffective to obtain health c ar insurance that offers coverage of the run and supports to modify them to live independently and enter or rejoin the men. individualized assistance serve such as attendant services, assistance with merchant marine to and from field, reader services, wrinkle coaches and related service may remove barriers in the midst of significant disability and work. A company should have a straight-laced policy in dealing with employees with disabilities. They should be treated as equals at the workplace who in addition are adequate to(p) to deliver services equivalent those ones without disabilities specialized genteelness should be conducted by the company way to exhaustively equip those with disabilities in order to handle any figure of demarcation at the workplace. For individuals with disabilities the fear of losing health care and related services is one of the greatest barriers retention individuals from maximizing their physical reckon, earning potential and independence.On December 1999 chairman Clinton signed a law that encouraged states to adopt the option of allowing plenty with disabilities acquire medical coverage that is vital to enable such individuals to bear on employment. In short people with disabilities may have responsibilityal limitations that may arrive at barriers in employment e.g. acquiring requisite education, experience and expertness to behave essential functions of a job but maybe unable to perform non-essential job like turning pages without assistance. Employers should assist hooked individuals with disabilities subdue particular barriers to their employment resulting from their functional limitations.Personal assistance services are form of assistance employ by persons with disabilities to perform tasks that the person would perform for himself or herself if he/she did not have disability. Personal assistance services include assistance with services that include reading, communication and performing manual tasks e.g. assisting in bathing, eating personal hygiene and dressing. Job related assistance in the mathematical operation of such tasks as reading communication and doing of non-essential manual tasks business related travel maybe considered reasonable accommodations.many computer rolers with disabilities especially those with impairments have been left out in strong transition from traditional character based computing to the new graphic user interfa ce (GUI). The broad movement toward graphical applications using buttons that cannot be read aloud or translated into Braille has sparked widespread concern among the sieve writes David Wilson in the chronicle of high education.Sears merchandise troop is establishing an example of act that provides a model for other giving medications seeking to provide universal entre to InfoTech for employees with disabilities. In 1992 it provided its staff with personal computers running applications in a topical anesthetic area network. Sears identified twelve associates with disabilities who needed accommodations to use the same normal computing resources.Sears goal was to provide universal access to the same engine room and applications for all associates. Sears objectives were to allow associates with disabilities use the same G.UI environment and applications as their workgroups, enable adept manager plan and budget for addition of a qualified blind employee of dept of staff all the c ompany approximate blind candidates for employment and advancement on equal footing with sighted candidates.The managerial function of staffing, check to G.A. boodle, management theory and implement, (1996) is defined as filling and keeping filled all the positions in the memorial tablet structure. This is do by identifying the workforce requirements, inventorying the people available and recruiting, renting, placing, instruct and developing, promoting and compensating the job holders that they can set up their tasks efficiently and effectively staffing is then the process which starts with the human resources needs, recruiting new employees into the carcass of rules and continued with separation of employees in the cheek and continued done separation of employees n the organization.Recruitment is a major staffing or procural process. It deals with providing human inputs to the organization it makes it possible for organization to acquire the number and the type of th e people necessary to ensure the continued operation of the organization. Recruitment is in that respectfore the process of attracting potential job candidates to apply for vacant positions in the organization that is, it is a searching process. Sources of recruitments include internal sources which involves recruiting from within the organization through promotion or deployment of qualified personnel. Interviews may also be conducted to select the candidates fro various types of jobs in the organization in the organization. rough of the advantages of sourcing from within the organization are that, it advances employees morale the employer is in a better position to evaluate the presently employed than outside candidates promotes loyalty among employees for it gives them a sense of job security and hazard for it gives them a sense of job security and opportunity for advancement, It is less, costly than going outside to recruit, also recruiting from within has little training need ed by the employees who are currently serving in the organization, it also promotes a positive organizational culture for example organizational cohesiveness.Some of the disadvantages of recruiting from within are that it leads to in breeding that is organizational stagnation there is possibility that internal sources may dry-up and may be difficult to prevail the required personnel from within.External sources of staffing refer to the supply of personnel hands from sources outside the organization. The sources may include new entrants to the labor markets for example fresh college graduates retired experienced persons, presently employed persons from other organization or vacant already in the labor market with a wide upchuck of skills and ability. Some of the advantages of external sources of recruitment includes the fact that the external sources may provide personnel having skills, training or education required by the organization from external market sources an organizatio n may acquire potential employees who are experienced, trained and does not require extra training for their job and so this may reduce the cost of training to the organization.Employees option according to John Toye, Employment policy, (1975) is the process by which job candidates are assessed or screened to determine their suitability for a given job. The purpose of selection is to process employers secure for evaluating their suitability from the advertised positions. It involves a series of successive hurdle designed to eliminate unqualified applicant at any occlusive in the process that is when facts come to light which may lead to the rejection of candidate. non all selection process or steps, however, include many barriers. The complexity of any process usually increases with the level and responsibility of the position to be filled. Some of the steps involved in selection includes preliminary interviews selection interviews employment tests assessment centers medical e xaminations reference checks and the final selection and the sequential approval by the top managers.According to G.A. Cole, managerial theory and practice (1996) job training can be defined as a short-term process by which skills and capabilities of non-managerial employees are improved, though a system and organized procedure so as to enable them to be more productive an their jobs. Thus, training is job centered or task orientated which is centered with importing specific skills to subordinate staffs. Job development is used with reference to training given to managers and executives in an organization thus management or executive development is along-term educational growth process by which managerial person and gains and learns conceptual knowledge for general managerial or administrative purposes.The objectives of training and development are that training improve technical foul capacity of an individual on job performance, improves health or galosh of employees hence indus trial, reduces sported work hence less scrap or bodily wastage. This reduces the cost of production, prepares personal for future jobs challenges an promotions, enables the employers adapt to a change to work system or procedures, enables two employers learn method of operating sure machines and equipment ins talked by a organization example a computer.There are various methods of job training such as on-job training which entails flavour what your colleague is doing. This is an internal training method commonest mode of training and the near appropriate method of training employees for the skills required for a specific job. This method is very cheap as the learner is in the wok place where he/she s expected to working in, the learner uses the equipment he is expected to use and also he/she is able to learn the rules, procedure under blow-by-blow company eyes and is able and easier to size them up.Off the job training is done externally. It ensures that special training equip ments are available and the training is of higher equipment are available and the training is of higher quality because it is offered by experts, specialists from outside, the trainee is able to learn in a planned stages using special exercise especially in difficult areas of the job. Off the job training is done lectures can be used where a large group is organism trained for a short issue of time.In order to improve the effectiveness of training, there must be specific objectives for training. An attempt should be made to determine the suitability of a trainee for potentiality and ability. The trainee must be assisted to see the need for the training. Attempts must be made to create organizational conditions that are uncorrupted or conductive to learning. A good compensation to employees should be administered through wage and salary politics so as to improve the service delivery of employees.Salary and wage administration involves the direction of programs designed to implemen t payment of monetary/non monetary rewards to employees. The original financial reward is pay in form of wages and salaries, sometimes referred to as compensation or remuneration. The objectives of employees compensations programs are designed to attract candid employees to the organization, to motivate them towards superior performance, retain their services over an extended period of time. Employees performance appraisal should be done to evaluate the performance and give the feedback on which performance adjustment can be made.REFERENCES1. G. A. Cole Management Theory and Practice (1996)2. John Toye Employment Policy, (1995)3. www.annenberg.northwestern.edu/