Faculty of Management and Commerce

Ramaiah University of Applied Sciences

Department Management Programm B.B.A.
Semester V e
Batch FT 2019
Course Code 19BMC301A Course Title Business Research

Course Leader(s) Usha N.

Assignment – 2
Activity - 1
19MCMS017083 VARUN EKAN
Reg.No. Name of
Student

Marks

Total Marks
C PO RBL
Marking Scheme Marks Obtained
O
Select 5 research articles from Scopus
1
indexed international journal of your
choice relevant to your specialization and 1 3 2
10
write your analysis on the literature
review carried out in the research article
2 Tabulate the gaps identified, variables
considered, the research design adopted,
the statistical analysis carried out and 3 3 4 5
scope for further research in the research
article and write your observation
Max Marks 15

1
 Component First
Remarks
Assignment Examine

1
2
3

Marks (Max 15)

Marks (out of 15 )

CO - Course outcome ; PO - Programme Outcome

RBL - Revised blooms Taxonomy Level

Please note:
1. Documental evidence for all the components/parts of the assessment such as the reports,
photographs, laboratory exam / tool tests are required to be attached to the assignment report
in a proper order.
2. If the variation between the marks awarded by the first examiner and the second examiner lies within
+/- 3 marks, then the marks allotted by the first examiner is considered to be final. If the
variation is more than +/- 3 marks then both the examiners should resolve the issue in
consultation with the Chairman BoE.

Assignment

Instructions to students:

1. The assignment consists of 2 questions

2. Maximum marks is 15
3. The assignment has to be neatly word processed as per the prescribed format.
4. The maximum number of pages should be restricted to 10.
5. The printed assignment must be submitted to the course leader.
6. Submission Date: 25th Nov 2021
7. Submission after the due date is not permitted.
8. IMPORTANT: It is essential that all the sources used in preparation of the assignment must be
suitably referenced in the text.
9. Marks will be awarded only to the sections and subsections clearly indicated as per the problem
statement/exercise/question
Signature of the Student Signature of the Course Leader
The role of human resource practices for including
persons with disabilities in the workforce.

Introduction

HR managers need to become more familiar with appropriate HR practices

for PWD, as their decisions impact PWDs’ workplace inclusion.
The successful employment of persons with disabilities (PWD) turns into
an increasingly relevant topic for organizations around the world.
Practitioners and scholars widely agree that organizations’ human resource
(HR) practices play a decisive role for the vocational inclusion of
minorities. HR managers need to become more familiar with appropriate
HR practices for PWD, as their decisions impact PWDs’ workplace
inclusion.
In an effort to reduce the socio-economic inefficiency, our review
provides a comprehensive assessment of the literature on HR practices
potentially fostering the workforce inclusion of PWD.

Identifying gaps

Research on the employment of PWD and related reviews have been

mainly inspired by Stone and Colella’s (1996) seminal model that outlines
various societal, cultural, and organizational elements affecting PWDs’
workplace treatment. Since then, different factors have been reviewed as
either isolated characteristics, or in combination regarding the subject of
employment in the context of disability.
Aiming to discover major challenges for and needs of employers and
PWD, there are also reviews that answer the call of research to take certain
boundary conditions into consideration.

Methodology

Results
The following analysis is divided into four parts, discussing current
findings on HR practices in the context of disability regarding ‘selection
and staffing’, ‘training and development’, ‘(performance) appraisal,
promotion, and career management’ and ‘compensation and benefits’. Not
only insights on content features, but also conspicuous aspects in the
interplay of HR practices and used research methods or disability types
studied (see Table 4) are provided, those are Selection and staffing,
Evaluation and hiring criteria, Training and development
 Analysis of articles

Two of the authors read the full texts of the remaining articles twice to
compile annotated bibliographies that summarized the articles’ structure
and main findings. To verify the articles’ appropriate classification and to
discern if information for more than one category was provided, all
authors reviewed the articles again. Extracted information included
author(s), year of publication, disability type(s) studied, national
context(s), study design, sample and the main findings for the addressed
HR-categories (see Table 2). Derived implications were also summarized.
 Observation
As prior research has indicated, insights on the effective treatment of
PWD via HR practices are limited and scattered among disciplines
(Dwertmann, 2016), turning integrative reviews into important sources of
information for scholars and practitioners alike. This systematic review
maps HR practices regarding PWD that have been the subject of previous
academic inquiry. Significant ongoing gaps in knowledge and
understanding of HR practices’ regarding PWD were observed.

 First, our review indicated that research regarding HR practices in

the context of disability has primarily focused on disability as a
homogenous construct.
 Second, the HPWP-framework and its concept of ‘bundling’
practices, namely implementing HR practices as part of a system to
maximize their effects, should be discussed.
 Third, and somewhat related, scholars and practitioners will have to
discuss more extensively if they rather believe in the usefulness of
disability-specific HR practices or if they want to develop, test, and
apply truly inclusive HR practices
 Fourth and finally, the potential effect that the national context as a
moderator might have on HR practices for PWD requires close
attention, as the importance of international HRM is increasing
(Bader et al., 2021; Breitenmoser & Bader, 2016).
 References

https://www.tandfonline.com/doi/full/10.1080/09585192.2021.1996433/

https://journals.aom.org/doi/10.5465/annals.2016.0044/

https://www.jstor.org/stable/258666?origin=crossref/

https://doi.org/10.1080/09585192.2015.1137614/

Aileen Schloemer-Jarvisa Department of Business and Economics,

Leuphana University Lueneburg, Luneburg, Germany,Benjamin Bader
&Stephan A. Böhm.