INTRODUCTION
Problem Statement
In Thailand, the rights of persons with disabilities are comprehensively protected in accordance with international principles. The researcher intends to find the guideline and limitation in the implementation of the strategy of employment of disability for organizations according to Article 33 of the Act on Empowerment of Persons with Disabilities, B.E.
Research Objectives
To study and synthesize the management of diversity in terms of the form and atmosphere of work between general employees and employees with disabilities in the four ministries. To provide theoretical findings, policy and practical suggestions regarding the employment of persons with disabilities and the management of disability diversity in government organizations (only those employing persons with disabilities under Article 33).
Research Questions
Scope of Research
They are also the groups specialized in employment for disabled people or diversity management in organizations, namely the Director of the Department of Empowerment of Persons with Disabilities, the Director of the Department of Fund and Equality Promotion for Persons with Disabilities, the Head of the Disability Employment Group in the Department of Funding and Equality for Persons with Disabilities, etc. In terms of time duration, the researcher spent two years on his study (from January 2018 – December 2019).
Benefits of Study
On the issue of employment of persons with disabilities, the Empowerment of Persons with Disabilities Act, B.E. In order to recruit persons with disabilities under Section 33 of the Empowerment of Persons with Disabilities Act, B.E.
LITERATURE REVIEW
Workforce Diversity Management in Organizations
- Workforce Diversity
- Workforce Diversity Management
Human Resource Management in Organizations
- Strategic Human Resource Management
- Human Resource Management Process in Organizations
Equity and Fairness
- Theories of Equity and Fairness in Organizations
Thus, it can be said that diversity management is part of strategic human resource management. It is the stage of monitoring and evaluating the effectiveness of human resource planning in the organization.
Persons with Disabilities and Employment of Persons with Disabilities
- Definition of Persons with Disabilities
- Types of Persons with Disabilities
- Laws and Regulations Relating to Persons with Disabilities at National
- Employment of Persons with Disabilities
Related Research
- Research that Studies Persons with Disabilities
- Employment and Organizational Diversity Management Studies ( Employment
- Legal studies and measures for the employment of persons with
The aim of the research was to recognize human resource management towards persons with disabilities in these organisations. This specification thus contradicts the principle which believes in the possibilities of people with disabilities.
RESEARCH METHODOLOGIES
- Research Design
- Population and Sample of the Study
- Main Population of the Study
- The Samples of the Study
- Methods and Tools of Research
- Interview form Construction and Tool Testing
- Research Ethics and Facilitation for Persons with Disabilities
This led to in-depth interviews with their managers who are responsible for the recruitment of persons with disabilities according to Section 33 of the Act on Empowerment of Persons with Disabilities, B.E. Regarding the approaches in this study, it is reasonable to use the methods of qualitative research. This research aims to study people's behavior and attitudes, which is considered a different kind of social phenomenon study, especially the study of persons with disabilities who are categorized as a vulnerable group. In fact, if a group of persons with disabilities is given the opportunity to demonstrate their competence, we will find that they do not lack potential compared to others.
Finally, this study sampled persons with disabilities through the stratified sampling method; it is a population sample that initially divided the population into groups or classes based on the purpose of the study. The first method – Document analysis, including theories, research, and local and international laws related to employment of persons with disabilities. The target groups of the interview include managers or officers who are responsible for disability management in their organizations, persons with disabilities who already work in organizations, supervisors and colleagues of persons with disabilities.
According to the data from the sample groups, the researcher found that persons with disabilities who are employed under Article 33 can be categorized into 4 disability groups.
RESEARCH RESULTS
General Characteristics of the Sample Groups
According to table 4.1, there are 34 employees with disabilities (persons with disabilities) who work under Section 3 3; these persons are categorized according to disabilities, positions and related ministries, as shown in Tables 4.2 and 4.3.
The Guidelines and Limitation of the Four Ministries in Implementing the
Step One: Initiate Public Relations for Employment of Persons with Disabilities during Fiscal Years B.E. The data is produced by the Disability Equality Fund and Promotion Division, Department of Disability Empowerment. Step Five: Collect statistics and create a database of employment of persons with disabilities by government organizations.
Sixth step: initiating public relations on the employment of persons with disabilities through the department's website. We have proposed the solution of this problem to the National Committee for the Empowerment of Persons with Disabilities. At that time, the Ministry of Finance also had to recruit 140 people with disabilities.
Chonlatan Pincharoen, an officer of the Department of Fund and Promotion of Equality for Persons with Disabilities (Chonlatan Pincharoen, personal communication, August 29, 2019) said,.
Diversity Management through the Dimension of the Process of Human
- Human Resource Planning
- Recruitment Process
- Selection Process
- Human Capital Development and Career Development
Similarly, Somsak Sirilertpitak (personal communication, August 30, 2019) explained the proportion of people with disabilities that the Ministry of Finance prescribed that. People with disabilities will gather in the group and they will tell others about it. Then almost all types of people with disabilities came to apply with us, except only.
But at that time, another department had not yet employed persons with disabilities to the prescribed number. The final factor is the physical readiness of agencies that aim to recruit people with disabilities. Another problem is that people with disabilities choose us, not us public authorities choose them.
According to the research, the researcher identified essential information in the selection process of persons with disabilities as detailed below.
Diversity Management in Terms of Working Collaboration between General
General employees in the organization must be ready to accept disabled people to work together, so that they can perform tasks as well as general employees, which is important. The main driver in creating a good working atmosphere between disabled employees and general employees is the main human resource management agency in organizations. Sometimes employed disabled people are mentally and emotionally affected, which some agencies do not understand and blame us for.
Our job is to convince the agency to understand living with people with disabilities. Don't hate them, because some people with disabilities usually think if others bother them. The same is true for Tukta (alias name) (personal communication, October 4, 2019), a disabled employee: “Many disabled people can work like normal people.
As a result, disabled employees in those agencies felt uncomfortable and faced some life-threatening situations in the workplace, especially those with visual impairments.
CONCLUSION, DISCUSSION AND RECOMMENDATION
Conclusions
- General Characteristics of the Sample Groups
- Conclusion: The Guidelines and Limitation of the Four Ministries in
- Conclusion: Diversity Management through the Dimension of the Process
- Conclusion: Diversity Management in Terms of Working Collaboration
Meanwhile, the sample group of 24 supervisors and colleagues were those who worked with the four types of people with disabilities. In the financial year B.E. the number of persons with disabilities that the Ministry of Finance had to employ based on the share was 376. The third essential element is the top managers' focus on the employment policy for persons with disabilities.
Government agencies that accept people with disabilities should create understanding of different types of disabilities and educate. All government agencies use this ratio to strictly calculate the workforce of people with disabilities in their agencies. The examination process for persons with disabilities of the four ministries, according to Article 33 of the Empowerment of Persons with Disabilities.
On the other hand, superiors and colleagues must also learn to work with disabled people.
Discussion
- The Guidelines and Limitation of the 4 Ministries and their Agencies in
- The Guidelines and Limitation in Diversity Management through the
- Research Findings in Theoretical Perspective
The organization's missions: In the case of disability employment, relevant agencies have a better understanding of working with people with disabilities than other agencies. They include (1) recruitment from the main body responsible for disability employment for government agencies, which is the Department of Funds and Equality for Persons with Disabilities, (2) the government agencies that provide scholarships to persons with disabilities and recruit them to to work for them as scholarship providers, (3) the public disclosure of job postings by employees of such agencies, (4) information about job postings from close associates of persons with disabilities, and (5) relevant associations or agencies for persons with specific disabilities. With the action of both agencies, people with disabilities can note the efforts to create fairness and justice in relation to disability recruitment.
It builds and expands the opportunity for people with disabilities to join government agencies. According to the study, the research found that the selection process for people with disabilities is different from the selection of regular employees. They can also refer to the understanding and sponsorship of the disability associations which encourage disability employment in the organisations.
Furthermore, the attitudes and characteristics of persons with disabilities must be consistent with organizational responsibilities and culture.
Further Suggestions from Research
- Policy Suggestions
- Suggestions to Organizations with Disability Employment
- The Suggestion for Further Research
Moreover, the model of success in managing diversity of persons with disabilities in the government organization for promoting equity and fairness indicates that the third and fourth elements – employees with disabilities, managers, supervisors and colleagues – are the essential components that contribute to achieving the diversity management. They can provide tools by mentoring them for development; they must also jointly evaluate the system of diversity management, so that it can establish equity and fairness towards diversity management of persons with disabilities in the government institutions. In this case, the Office of Civil Service Commission (OCSC) can initiate with the Ministry of Social Development and Human Security, the Ministry of Labor, and organizations or representative agencies of persons with disabilities.
It must provide disabled people with a training program or set a standard of practice for preparing life skills before work, which all organizations must follow. The aim of this research is to find out the truth about the number of disabled people of working age who want to work in government organisations, the private sector and local authorities, and what type of position or field they want to do. Information from this research can be useful for workforce management and the proportion of disabled people who will be employed in the organization.
Current HR practices affecting the employment of persons with disabilities in selected Toronto hotels: A case study.
