Inclusive HRM and employment security for disabled people: An interdisciplinary approach

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Abstract

Many countries struggle with non-participation of vulnerable
groups. Countries give priority to Active Labour Market Policies (ALMP)
to help unemployed and disabled people get back to work, preferably in
regular employment. In recent years, some innovative policies have tried
to involve employers. There seems to be a paradox between desired social
policy outcomes, such as getting people out of social security into regular
jobs, and preferred Strategic HRM outcomes, such as being a highly
productive, cost-efficient and flexible organisation. The explanation and
solution for this social issue- integration of disabled people – can thus not
solely be found in the Social Policy literature, as strategic employer
behaviour ultimately decides whether ALMP succeed. In this paper, we
combine insights from Social Policy and HRM literature and discuss
several factors that play a role in the process of (not) offering jobs to
disabled people. We present a conceptual strategic inclusive HR model
and conclude that different HR perspectives, focusing on economic
rationality, wellbeing, social legitimacy, may lead to different hiring
strategies.
Original languageEnglish
Pages (from-to)9-33
JournalE-Journal of International and Comparative Labour Studies
Volume6
Issue number1
Publication statusPublished - 2017

Fingerprint

Disabled people
Active labour market policy
Social policy
Employment security
Interdisciplinary approach
Social security
Legitimacy
Flexible organizations
Social issues
Well-being
Strategic HRM
Employers
Paradox
Factors
Costs

Keywords

  • Inclusive HRM
  • Social Policy
  • Disability
  • Employment Security
  • Inclusive Labour Market
  • Employers
  • Social Security

Cite this

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title = "Inclusive HRM and employment security for disabled people: An interdisciplinary approach",
abstract = "Many countries struggle with non-participation of vulnerablegroups. Countries give priority to Active Labour Market Policies (ALMP)to help unemployed and disabled people get back to work, preferably inregular employment. In recent years, some innovative policies have triedto involve employers. There seems to be a paradox between desired socialpolicy outcomes, such as getting people out of social security into regularjobs, and preferred Strategic HRM outcomes, such as being a highlyproductive, cost-efficient and flexible organisation. The explanation andsolution for this social issue- integration of disabled people – can thus notsolely be found in the Social Policy literature, as strategic employerbehaviour ultimately decides whether ALMP succeed. In this paper, wecombine insights from Social Policy and HRM literature and discussseveral factors that play a role in the process of (not) offering jobs todisabled people. We present a conceptual strategic inclusive HR modeland conclude that different HR perspectives, focusing on economicrationality, wellbeing, social legitimacy, may lead to different hiringstrategies.",
keywords = "Inclusive HRM, Social Policy, Disability, Employment Security, Inclusive Labour Market, Employers, Social Security",
author = "{Borghouts - van de Pas}, Irmgard and Charissa Freese",
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T1 - Inclusive HRM and employment security for disabled people

T2 - An interdisciplinary approach

AU - Borghouts - van de Pas, Irmgard

AU - Freese, Charissa

PY - 2017

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N2 - Many countries struggle with non-participation of vulnerablegroups. Countries give priority to Active Labour Market Policies (ALMP)to help unemployed and disabled people get back to work, preferably inregular employment. In recent years, some innovative policies have triedto involve employers. There seems to be a paradox between desired socialpolicy outcomes, such as getting people out of social security into regularjobs, and preferred Strategic HRM outcomes, such as being a highlyproductive, cost-efficient and flexible organisation. The explanation andsolution for this social issue- integration of disabled people – can thus notsolely be found in the Social Policy literature, as strategic employerbehaviour ultimately decides whether ALMP succeed. In this paper, wecombine insights from Social Policy and HRM literature and discussseveral factors that play a role in the process of (not) offering jobs todisabled people. We present a conceptual strategic inclusive HR modeland conclude that different HR perspectives, focusing on economicrationality, wellbeing, social legitimacy, may lead to different hiringstrategies.

AB - Many countries struggle with non-participation of vulnerablegroups. Countries give priority to Active Labour Market Policies (ALMP)to help unemployed and disabled people get back to work, preferably inregular employment. In recent years, some innovative policies have triedto involve employers. There seems to be a paradox between desired socialpolicy outcomes, such as getting people out of social security into regularjobs, and preferred Strategic HRM outcomes, such as being a highlyproductive, cost-efficient and flexible organisation. The explanation andsolution for this social issue- integration of disabled people – can thus notsolely be found in the Social Policy literature, as strategic employerbehaviour ultimately decides whether ALMP succeed. In this paper, wecombine insights from Social Policy and HRM literature and discussseveral factors that play a role in the process of (not) offering jobs todisabled people. We present a conceptual strategic inclusive HR modeland conclude that different HR perspectives, focusing on economicrationality, wellbeing, social legitimacy, may lead to different hiringstrategies.

KW - Inclusive HRM

KW - Social Policy

KW - Disability

KW - Employment Security

KW - Inclusive Labour Market

KW - Employers

KW - Social Security

M3 - Special issue

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JO - E-Journal of International and Comparative Labour Studies

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