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wujud persoalan berkenaan penerimaan akta yang digalas oleh mereka. Namun demikian,
ini apabila dilaksanakan kelak dan persediaan dengan pewujudan dan pengenalan elemen
pertubuhan, persatuan dan pekerja sosial yang pendaftaran serta keperluan mempunyai sijil
telah bertahun lamanya mempraktis kerja sosial praktis amalan, sejauh mana JKM mampu untuk
ini untuk mendaftar dan memohon sijil praktis memastikan pekerja sosial berdaftar di JKM
amalan apabila Majlis Profesion Kerja Sosial tidak lagi melaksanakan hanya tugas kebajikan
wujud kelak. tetapi mempraktiskan kerja sosial dalam erti
Selain itu, terdapat juga cabaran untuk kata sebenar. Menurut Denison (2016), identiti
melaksanakan elemen perundangan yang profesional pekerja sosial berbanding profesion
diwujudkan dalam RUU ini. Menerusi draf yang lain yang telah kukuh dan dikenali di Malaysia
dirancang, mana-mana orang yang mengelarkan sukar untuk dikenalpasti dan diterjemahkan
dan menggunakan terma pekerja sosial perlu secara jelas.
memastikan dirinya berdaftar dan jika ingin Begitu juga dengan pekerja sosial di sektor
melaksanakan praktis kerja sosial, perlu bagi awam, bukan sahaja di JKM malah di pelbagai
dirinya mendapatkan Sijil Praktis Amalan. sektor lain seperti di Jabatan Hal Ehwal Orang
Kegagalan untuk berdaftar dan mempunyai Sijil Asli, Jabatan Penjara dan lain-lain, obligasi dan
boleh dikenakan tindakan perundangan sama ada tanggungjawab pekerja sosial banyak terikat
dalam bentuk denda atau pemenjaraan. Begitu dengan tanggungjawab yang diperuntukkan di
juga sekiranya berlaku unsur malpractice pada bawah perundangan. Misalan di JKM, pekerja
pekerja sosial yang telah berdaftar, pekerja sosial sosial merupakan seorang Pelindung, Pegawai
berdaftar tersebut boleh dikenakan tindakan Akhlak, Pegawai Di Beri Kuasa dan pelbagai
perundangan termasuk penggantungan Sijil, bentuk tanggungjawab lagi di mana punca
denda, pemenjaraan, atau dilucutkan keahlian kuasa diterima adalah daripada undang-undang.
dan dilarang daripada meneruskan praktis Bagaimanakah seorang Pegawai Di Beri
kerja sosial. Walaupun peruntukan-peruntukan Kuasa di bawah Akta Taman Asuhan Kanak-
tersebut untuk melindungi klien dan masyarakat Kanak 1984 akan melaksanakan perananannya
wujud, namun tidak dapat ditentukan lagi sejauh sebagai pekerja sosial dan dalam masa yang
mana kesanggupan pihak berwajib membawa sama memastikan tanggungjawab di bawah
kes ini ke muka pengadilan pada masa akan perundangan dilaksanakan tanpa menjejaskan
datang. etika pekerja sosialnya?

Selain itu, turut dikhuatiri kesediaan pekerja PENUTUP
sosial berdaftar untuk membudayakan Pengiktirafan terhadap profesion kerja sosial
konsep pembelajaran berterusan apabila di Malaysia telah menjadi satu keperluan dan
penguatkuasaan Continuing Professional merupakan satu impian yang dihasratkan oleh
Development (CPD) diimplementasikan sebagai semua pengamal kerja sosial di Malaysia. Usaha
sebahagian daripada proses pembaharuan melebihi satu dekad membuktikan kesungguhan
Sijil Praktis Amalan. Ini kerana selain budaya terhadap perlunya profesion ini di angkat setaraf
peningkatan kemahiran itu tidak diamalkan dengan profesion yang lain. Langkah-langkah dan
secara menyeluruh dalam industri ini, kita juga tindakan sebagai persediaan bagi meneruskan
berhadapan dengan kekangan daripada segi usaha ke arah pengiktirafan menggunakan
penyedia perkhidmatan kursus atau kelas yang pendekatan perundangan telah giat dijalankan
menawarkan peluang untuk mendapatkan CPD. sejak 10 tahun yang lalu. Justeru, gerak kerja
Dalam jangka masa terdekat, dijangka akan yang menyokong terhadap hebahan, advokasi
berlaku isu keperluan mengatasi penawaran dan promosi terhadap profesion kerja sosial
kursus dan ini akan memberi impak kepada bagi meningkatkan kesedaran dan kepentingan
proses pembaharuan Sijil tersebut (Teoh dan tentang konsep dan praktis kerja sosial wajar
Shafiee, 2001). dipertingkatkan melalui satu pelan komunikasi
Pekerja Kebajikan vs. Pekerja Sosial yang efektif dan berkesan sebagai persedian
Identiti pekerja sosial di JKM sinonim dikaitkan bagi pelaksanaan Rang Undang-Undang
sebagai pekerja kebajikan lantaran skop tugas Profesion Kerja Sosial apabila diluluskan dan
dikuatkuasakan kelak.

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RUJUKAN

Ahmad, K.A (2017). Memperkasakan perkhidmatan kebajikan melalui piawaian kompetensi kebangsaan
praktis kerja sosial: Jabatan Kebajikan Masyarakat, 396-403.

Institut Sosial Malaysia (2019). Bancian Masyarakat terhadap Pengamalan dan Pemahaman Profesion Kerja
Sosial. Institut Sosial Malaysia. Sambutan Hari Kerja Sosial Antarabangsa peringkat Institut Sosial Malaysia.

Jayasooria, D. (2016). Sustainable Development Goals and Social Work: Opportunities and Challenges for
Social Work Practice in Malaysia. J. Hum. Rights Soc. Work 1, 19–29.

Kementerian Pembangunan Wanita, Keluarga dan Masyarakat (2010). Meningkatkan profesionalisme dalam
bidang kerja sosial. Memorandum Jemaah Menteri. Putrajaya.

Teoh, A.H., & Fuziah Shafiee (2001). Professionalization of Social Work in Malaysia through Legislation: A
Literature Discussion on Concepts, Issues and Challenges, Jurnal Pembangunan Sosial Jilis 20,117-134.

Teoh, A.H., & Fuziah Shafiee (2017). The role of social work education and professionalization of social work
in Malaysia: The unfinished mission, 368-374. Persidangan Kerja Sosial Kebangsaan 2017

The Star (2019). https://www.thestar.com.my/news/nation/2019/10/09/dpm-social-work-to-be-a-
recognised-profession-with-tabling-of-social-workers-profession-act

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Jurang Ahli Ahmad Shafiq Abd Rapi,
Akademik Azlizamani Zubir &
dan Revolusi Rosliza Ahmad
Perindustrian
Keempat Pusat Pengajian Psikologi Gunaan,
Dasar Dan Kerja Sosial,
Universiti Utara Malaysia

[email protected],
[email protected],
[email protected]

ABSTRAK keempat. Ini adalah untuk PENGENALAN

memastikan persaingan di
Dunia semakin kehadapan peringkat global bagi melihat Revolusi Perindustrian ke empat
dan semakin maju dengan prestasi kecemerlangan dan
perubahan-perubahan yang dapat menentukan status ahli telah menjadi satu isu global
yang tidak asing lagi kepada
ada. Revolusi Perindustrian akademik dengan menilai kualiti semua lapisan masyarakat, tidak
keempat adalah kemajuan dan prestasi sistem pendidikan
yang paling memberi kesan tinggi dan mengukur daya kira dari sektor pengurusan,
perindustrian, perbankan dan
dan impak kepada semua saing global sejajar dengan pendidikan. Bidang pendidikan
pihak termasuk dalam revolusi perindustrian keempat.
bidang Pendidikan. Revolusi Terdapat enam dimensi perlu mengikut perubahan
yang dibawa oleh Revolusi
industri keempat dikuasai eksekutif akademik yang Perindustrian ke Empat ini
oleh artificial intelligence dan boleh diteliti iaitu pemikiran
akan mengubah budaya kerja kritis, pemikiran konseptual, dari segi pengajaran dan
pembelajaran, pengurusan
daripada ciri-ciri “task based” kesedaran interpersonal, institusi pendidikan dan
kepada ciri-ciri berpusatkan kesedaran sosial, dan penilaian
manusia. Terdapat jurang diri dan penyesuaian diri. interaksi ahli akademik dan
pelajar. Ini memastikan bidang
antara tenaga kerja manusia Dengan meneliti enam dimensi pendidikan tidak ketinggalan
dan tenaga kerja mesin, maka eksekutif akademik tersebut
wujud jurang antara sains dapat membantu proses dan akan terus mengikut
peredaran perkembangan
sosial dan teknologi. Oleh itu, pemilihan akademik universiti teknologi terkini. 
perlunya untuk merapatkan awam serta program latihan
jurang dengan menentukan untuk ahli akademik. Kajian Lepas

fungsi eksekutif/executive Kanta Kunci: ahli akademik, Revolusi Perindustrian
functioning bagi ahli akademik keempat
bagi memastikan kelestarian Revolusi Perindustrian Menurut Schwab (2017)
kecemerlangan pendidikan keempat, jurang, executive Revolusi perindustrian keempat
tinggi di universiti awam sejajar functioning, dimensi eksekutif (IR4.0) telah memberikan
dengan Revolusi Perindustrian akademik.

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impak baru kepada transformasi pendidikan Mereka kini perlu mencapai hasil melalui orang
kepada sesuatu tahap yang lebih tinggi. Sejak lain. Tumpuan mereka bergerak dari pencapaian
kebelakangan ini, pakar pendidikan mengiktiraf peribadi mereka kepada visi dan strategi
impak yang mendalam bahawa pelbagai inovasi yang lebih luas yang bertujuan meningkatkan
dan revolusi teknologi yang bakal berlaku. Ramai kecekapan dan keyakinan rakyat mereka. Dengan
pihak bersetuju bahawa Education 4.0 akan perkembangan dalam revolusi perindustrian
terkesan daripada inovasi diantara teknologi keempat, perkara berubah. Konvergensi antara
serta sains sosial. Oleh itu, jurang antara sains lelaki dan mesin meletakkan ahli akademik di
teknologi dan sains sosial perlu diminimumkan sudut yang ketat untuk menyesuaikan diri dengan
bagi mengikuti perubahan yang sedang berlaku. persekitaran baru dan alam sekitar. Oleh itu,
Dalam konteks ini, memberi pendidikan yang ahli akademik perlu meletakkan jurang prestasi
sesuai kepada tenaga kerja amat penting mereka ke dalam kesedaran, menguruskan
untuk persediaan masa hadapan. Berdasarkan kelemahan mereka, dan memanfaatkan bakat
perubahan yang wujud setakat ini, para penyelidik mereka. Keupayaan yang lebih besar untuk
meramalkan bahawa IR 4.0 akan mewujudkan menerima maklum balas, memahami diri sendiri,
perubahan mendalam bagi aspek utama orang-orang mereka, dan situasi mereka, lebih
pendidikan yang mungkin termasuk pengisian, cenderung memilih pendekatan yang akan
cara penyampaian, dan cara pengurusan menghasilkan hasil terbaik bagi organisasi
pendidikan itu sendiri. Perubahan yang berlaku mereka (Benedek, Jauk, Sommer, Arendasy, &
dalam IR 4.0 ini akan merubah bukan sahaja Neubauer; 2014).
pendidikan teknikal, tetapi juga pendidikan kecerdasan eksekutif adalah penting kepada
secara umum dari segi pengisian. Bagi memenuhi prestasi kepimpinan kerana para eksekutif
kehendak industri, input baru akan diberikan bagi mengartikulasikan pertimbangan-pertimbangan
kemahiran tertentu yang diperlukan oleh ahli bahawa para pemimpin, dengan sendirinya,
akademik. Bidang yang memerlukan kepintaran bersetuju dengan keputusan. Ia hanya
dan kreativiti cenderung untuk kekal dalam era membolehkan mereka memahami kebenaran
IR 4.0. Education 4.0 perlu melahirkan graduan keputusan atau tindakan. Inilah cara persuasi
yang mempunyai tahap kreatif yang tinggi dan yang penting dan berkesan kerana tidak
mampu untuk berfikir secara kritis dan bijak. menafikan sesiapa pun untuk membuat
Graduan mestilah inovatif dan mempunyai keputusan. Dengan mengandaikan bahawa anda
cognitive flexibity untuk menangani kesulitan. telah mengemukakan hujah yang baik, orang lain
Oleh itu, IR4.0 memerlukan ahli akademik yang akan bersetuju dengan anda dan dengan itu
mempunyai kemahiran perisikan eksekutif yang mengamalkan pandangan anda sebagai mereka
lebih tinggi yang terdiri daripada pemikiran kritis, sendiri.
pemikiran konseptual, kesedaran interpersonal, Komitmen Industri
kesedaran sosial, penilaian diri dan penyesuaian Komitmen organisasi sebagai petunjuk untuk
diri dengan itu mampu untuk merapatkan jurang kepintaran eksekutif dalam meningkatkan imej
antara Education 4.0 dan IR4.0. universiti dapat dilihat dalam kajian Singh dan
Executive Intelligence Gupta (2015). Komitmen afektif dan normatif
Kecerdasan Eksekutif adalah unik; mereka dilihat berkorelasi bersama-sama menunjukkan
di bawah mikroskop dan sebarang kesilapan keabsahan komitmen organisasi sebagai elemen
yang mereka lakukan mempunyai kesan yang yang dapat mengurangkan standard universiti
besar terhadap organisasi mereka. Mereka dengan meningkatkan tahap kecerdasan
berada di bawah tekanan yang berterusan, eksekutif ahli akademik. Menurut Ushie, Ogaboh
yang menguatkan tabiat buruk yang membawa dan Okorie (2015), komitmen pekerja adalah
kepada kepimpinan yang tidak berkesan. Ahli penting untuk pencapaian organisasi kerana ia
akademik yang berjaya dapat ke mana mereka mempengaruhi pembolehubah berkaitan pekerja
berada dengan hasil memandu tetapi apabila yang signifikan seperti pemikiran kritis dan
mereka sampai ke puncak, peralihan diperlukan. konseptual, kesedaran interpersonal dan sosial;
dan penilaian diri dan pelarasan.

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Menurut Menkes (2009), terdapat kemahiran di PERBINCANGAN
luar yang diperlukan untuk kejayaan akademik Pengkaji memcadangkan untuk mewujudkan satu
yang menentukan keberkesanan dan fungsi intrumen baharu atau adaptasi bagi memenuhi
eksekutif. Ini kerana langkah-langkah IQ jurang ahli akademik dan Revolusi Perindustrian
tradisional gagal menilai banyak kemahiran Keempat. Membina satu alat ukuran yang akan
kognitif yang dimiliki oleh bintang bintang. Di memfokuskan kepada penilaian dari segi kognitif
samping itu, tidak ada definisi kecerdasan yang dan tingkahlaku dengan berpandukan 3 academic
diterima secara universal. Ujian IQ konvensional executive dimension (Critical and conceptual
direka untuk mengesan gabungan kebolehan thinking, interpersonal and social awareness,
yang dicipta oleh pencipta ujian. Walaupun self-evaluation and adjustment). Dengan ada
kesahan ramalan mereka adalah tertinggi untuk instrument ini, para penemuduga mempunyai
tujuan asal mereka dalam meramalkan langkah- nilai tambah dalam menguji bakal pensyarah
langkah IQ dan telah terbukti menjadi ramalan dari pelbagai aspek dan dapat memenuhi ciri-
prestasi yang kuat dalam hampir mana-mana ciri yang diperlukan bagi memenuhi jurang
pekerjaan, pembinaan tidak mempunyai elemen pendidikan dalam Revolusi Industri (4.0).
eksekutif tertentu yang menandakan sifat
keseluruhan dan kualiti kepemimpinan. Oleh
itu, walaupun sangat diramalkan, ujian-ujian ini
mempunyai kekurangan yang serius yang telah
hampir menghapuskan penggunaannya dengan
populasi pengurusan kanan serta ahli akademik
di institusi pengajian tinggi.

RUJUKAN

Benedek, M., Jauk, E., Sommer, M., Arendasy, M., & Neubauer, A.C. (2014). Intelligence, creativity, and
cognitive control: The common and differential involvement of executive functions in intelligence and
creativity. Intelligence, 46, 73-83.

Menkes, J.(2009). Executive intelligence. New York: HarpersCollins.

Schwab, K. (2017). The fourth industrial revolution. London: Penguin Random House.

Singh, A. & Gupta, B. (2015). Job involvement, organizational commitment, professional commitment and
team commitment. Benchmarking: An International Journal, 22(6), 1192-1211.

Ushie, B., Ogaboh, A.M. & Okorie, C. (2015). Work environment and employees’ commitment in Agro based
industries in Cross River State, Nigeria. Global Journal of Human Social Sciences, 15(6), 8-15.

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“Undiscovered Jewel”
Fitting People With
Disabilities at the
Workplace: Malaysia

Employers’ Experience

Annuar Aswan Mohd Noor, Mohd Faizal Mohd Isa &
Abdul Razak Abd Manaf

School of Business Management, Universiti Utara Malaysia
School of Applied Psychology, Social Work, and Policy,
Universiti Utara Malaysia
[email protected], [email protected],
[email protected]

ABSTRACT approaches, selection criteria, as various economic, social,
placement and adjustment, and and cultural aspects (Scotch
People with disabilities nature of job for employees & Shriner, 1997). According to
(PWDs) continuously with disabilities hired in the the World Health Organisation
struggling with the employment organisation. The implications latest published report (2011),
issue. Their presence at the of the findings for organisations, it is estimated that PWDs
workplace remains puzzle service providers, and the made up 10-15 % of the total
and impenetrable. This study government are further population in the world. The
intended to explore the discussed. latest report by the Economics
experiences of employers who and Social Commissions for
had experiences employing Keywords: People with Asia and Pacific (ESCAP,
people with disabilities disabilities, employment 2015) revealed that there are
in Malaysia. This study of people with disabilities, about 650 million PWDs in
emphasizes on employment employer experiences, person- Asia and Pacific.
strategies undertaken by these job-environment fit, nature of However, it was discovered
employers. Semi-structured job that the PWDs are negatively
qualitative interviews were stereotyped around the world.
utilised as the main data They are given negative
collection instrument. The INTRODUCTION connotations such as less
participants of the study were Recent years, the policy- capable, unfortunate, as well
12 employers in the private makers and scholars around as being punished by the
sector with breadth experience the globe have focused on God which are some of the
in hiring PWDs. The results issues regarding the living unfavorable words associated
indicated one broad theme conditions of persons with with the PWDs (Ramakrishnan,
that related to the process of disabilities (PWDs). The term 2007). Besides that, there were
fitting disabled employees with disability reflects complexity other negative stereotyping
the job and environment in the and disproportion into one’s towards the PWDs such as
organisation. This overarching life, family relationships, as well
theme composes of recruitment

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the doubt on their capacities disabled employees in Malaysia disabled employees, ii) they
to cope with life activities remains persistently low (Islam, work at private organisations
(UNESCO Global Report, 2015; Ang, 2014; Khoo, Tiun, in service industries, iii) they
2013), poverty, discrimination, & Lee, 2013). Therefore, it is offer competitive employment
and exclusion in terms of crucial to explore employers’ to disabled employees, and
education, employment, and experiences in managing iv) they voluntarily agree to
social activity (Bae & Kim, employees with disabilities as participate in the study.
2009; Barnes & Mercer, 2005; this could help understand the
Bualar, 2014). dynamic nature of disabled Data collection and
employees in the workforce procedures
(Othman, 2013). The present
According to Malaysia study were commenced The process of identifying the
Persons with Disabilities Act to explore the employers’ participants for the study begin
of 2008 (Act 685) PWDs practices in fitting disabled with the researcher assembled
are stated as “persons with employees at the workplace. the lists of employers hiring
disabilities include those disabled employees. The list
who have long-term physical, METHODOLOGY were gathered from various
mental, intellectual or sensory sources, especially from
impairments which in interaction Research design and organisations that work closely
with various barriers, may sampling in hiring disabled employees
hinder their full and effective such as Malaysia Social
participation in society”. In achieving the objective of the Welfare Department and
Ministry of Women, Family, and study, the study had employed Malaysia Labour Department.
Community Development has
outlined seven categories of qualitative method to explore As the employers agreed to
disabilities in Malaysia. These participants’ responses. participate in the study, the
seven categories are; hearing Purposeful sampling was researcher sent an email
impairment, vision impairment, deemed a suitable technique comprised of an invitation letter
speech impairment, learning to be utilized for analysis of and the interview protocol.
disabilities, physical disabilities, information with rich sources The invitation letter mentioned
mental, and multiple disabilities. (Bryman, 2004). Purposeful the purpose of the study as
sampling is a technique well as the declaration that all
widely used in qualitative the information provided by
Research on the employer research for the identification the employers were strictly
experiences in hiring and treated with confidentiality.
managing PWDs employees at as well as selection of key Moreover, the idea of attaching
informants in a limited resource the interview protocol with
the organization appear to be setting (Patton, 2002). The the invitation letter was to
significant to be investigated provide the employer with
(Araten-Bergman, 2016; process involved identifying an idea about the interview
and selecting individuals or session. This practice gave
Fraser et al., 2011; Huang & groups that are knowledgeable the employers sufficient time
Chen, 2015; Kaye et al., 2011) to make preparation as they
as the actual hiring practices on or experienced with the will share their experiences of
phenomenon of interest hiring disabled employees.
among them remain puzzles (Creswell & Clark, 2010).
and conflict overtime (ESCAP,
2015). Linking to the Malaysian
scenario, the participation of Since the researchers wanted
the persons with disabilities in to focus on the employers’
employment continues to be experiences in managing In obtaining information for
disabled employees in the the study, a qualitative semi-
problematic and disappointing organization, the selection of structured interviews was
(Lee, Abdullah, & Mey, 2011; the employers’ was grounded
Othman, 2013; Ta & Leng, on the following criteria: i) utilized. According to Kvale
the organisation have the (2006), semi-structured
2013). Even though the authority to hire and terminate interview permits the exchange
Persons with Disabilities Act disabled employees and non-
2008 was enacted, the number of questions and responses
between the interviewer and
of employment involving

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the interviewee. Likewise, assisted by using computer- established, categorization of
the interview protocol allow aided qualitative data analysis service industries, the number
the researcher to have the software, ATLAS.ti. Moreover, of employees, the number of
flexibility and freedom to obtain ATLAS.ti permitted the employees with disabilities
comprehensive information, to researcher to create links together with the percentage,
interpret underlying meanings between codes, themes, or and types of disabilities.
of the interviews opinions, and sub-themes and enabled them RESULTS
explore the emerging issue to generate a visual model Table 1 depicts the profiles
(Robson, 2002). through a network. The data of of the participants. From the
The interviews were conducted the study were assembled from table, the most hired disabled
on a face-to-face basis. Each September 2016 to February, employees are from learning
of the interview session took 2017. disabilities where 10 out
approximately 1 hour and Participants of 12 employers who were
30 minutes. The interviews A total of 12 employers from interviewed in the study have
were conducted in Bahasa 3 different cities located in the hired employees with such
Melayu and were translated Northern region, Central region, disabilities. The other types of
into English for the analysis and Southern region of Malaysia disabilities who are hired are
purposes. The audio recordings participated in the study. The those with hearing impairment
were collected using an MP3 gender of the participants (7 employers), physical
audio recorder. The interview composed of 5 females and 7 disabilities (7 employers), visual
audio was then transcribed as males. Table 2 illustrate other impairment (5 employers), and
soon as possible, as stated by relevant information collected 3 employers hired employees
Miles, Huberman, and Saldana such as year employers with mental disorders.
(1994). The analysis was

Table 1: Profile of Participants’ Employers

Year Categorization No. No. of Percentage Types
Participants Employers of Service of EWDs (%) of
Established Industries Employees
Disabilities

P1 2012 Food industry 9 3 33.3 1, 6

P2 1973 Food industry 30000 350 1.17 2,3,6

P3 1957 Retail industry 7000 136 1.94 1, 2,3,4,6,7

P4 2008 Hotel industry 132 3 2.27 6

P5 1967 Retail industry 3500 29 0.83 2, 4, 6, 7

P6 2005 Hotel industry 149 5 3.36 2, 3

P9 2005 Retail industry 4132 17 0.41 1, 4, 5, 6

P10 1997 Hotel industry 142 11 7.75 5, 6

P11 1962 Utility 49 15 30.61 4, 6, 7

P12 1982 Food industry 12, 000 128 1.07 1, 2, 4, 5,
6, 7

Note: Types of disabilities: 1 = visual impairment, 2 = hearing impairment, 3 = speech impairment,
4 = physical disabilities, 5 = mental disorder, 6 = learning disabilities, 7 = multiple disabilities

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Fitting most effective way to recruit disabled employees
compare with other sources. They further
Disabled explained, these sources were more reliable,
able to recommend good disabled employees
Recruitment Employees Nature candidate, and explain the candidate conditions
and in of Job in details to help the employer execute the
selection Organization selection.

Placement The partnership with education institution /
and disability related organization and collaboration
with the government agencies were widely
Adjustment discussed by the employers’ during the
interviews. Some of the employer stated, they
Figure 1: Themes Emerged in the Study prefer to hire disabled employees based on the
The above table also shows the number of recommendation from the education institution
employees with disabilities in the organisations since the approach is more convincing and
together with their percentages. In relation to this, creditable. In particular, the employer also
the highest number of employees with disabilities may confer with the education institution if they
hired in the organisations is 350 (1.17%), encounter problem with the recommended
followed by 136 (1.94%), 128 (1.07%), and 109 candidate at the workplace. The following excerpt
(1.20%). At the same time, the categorization of is from participant 6 who shared her view;“…I
service industries participated in the study were get the supply of the disabled employees from
detailed out in the above table. By looking at the college ABC. So far we have good collaboration
service industries, 4 employers were from the with that college .Besides, I prefer this kind of
food industry, another 4 employers were from method to hire disabled employees because let
the retail industry, 3 employers from the hotel say if I cannot handle the disabled employees, I
industry, and only one employer coming from the can straight away go to the providers...”.
utility industry. In elaborating the recruitment of the disabled in
Three major themes also emerged from the the organization, some of the participant said,
analysis of the qualitative data: (a) recruitment the idea of hiring disabled at the organization
and selection (b) placement and adjustment, was started with a collaboration with the
and (c) nature of job. The sub-topics for each Social Welfare Department. The collaboration
theme were illustrated in figure 1. continue with another alliance with SOCSO.
Theme 1: Recruitment and Selection As a result from the strategic collaboration
Based from the interviews, the with the government agencies, the number of
employers’mentioned, they had utilized disabled employees hired in the organization
various approaches in finding the disabled were increased from time to time. Participant 3
employees to work with the organization. For talked about his experience; “…Our organization
instance, the employers’ had adopted sources started to hire disabled employees when we
like partnership with education institution / decided to collaborate with Social Welfare
disability related organization, collaboration Department. After that, we also involved with
with government agencies, job announcement, Social Security Organization. Start from 10
walk-in interview, and conducting career for disabled employees hired, and the number are
the disabled. Participated employers’ further increasing...”
echoed, partnership with education institution / Concerning with the selection method, all of
disability related organization and collaboration the participants’ stated it is obliged for the
with the government agencies are frequently disabled to hold PWDs identification card
mentioned approaches by the employers’ as the before they were selected by the employer. The
identification card was issued by Ministry of
Women, Family, and Community Development
when then disabled registered with Department

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of Social Welfare. The employers’ expressed, abilities and types of disabilities. If the nature
the registration and having identification card of the job is suitable with his ability, I would not
will ensure their organisation practices hiring hesitate to hire him…” (P2).
disabled employees comply with the laws While discussing about adjustment of the
regulated by the government. In addition, the disabled employees, among the effort carried
card is important for the employers’ to claim out by the employers’ is by placing them to the
benefits offered from the government for the nearest outlet with their home. In particular,
initiative hiring PWDs such as disabled employee this strategy is utilized to allow the disabled to
allowance and double tax deduction. commutes easily from home to their workplace.
Furthermore, the employers indicated For example, participant 3 postulate that, “…
interviewing disabled candidate for the job was What we practice here is, we will ask the
inevitable. The job interview allow the employers disabled where they want to work. When they
to identify information that were not stated in come to interview here at the HQ, we will ask
the application form and the resumes as well as them which outlet they want to work. If he said
recognize the level of functioning of the disabled. he want to work in Kedah and we have outlet
During the job interviews, the employers were over there, we will locate him according to the
able to assess the candidate job skills and job place he wanted…”.
passionate, observe the attitude, and identify Additionally, participant employers’ further
job suitableness and necessary accommodation mentioned, as they decided to hire PWDs at
needed. their organization, they are bound to make a
Many of the employers’ further admitted, there significant adjustment in order to accommodate
are certain selection guidelines they expected the disabled. While discussing on this issue,
from the disabled before hiring decision were most of the participant’s employer said that,
made. The employers stated the disabled is there are flexibility in terms of arranging proper
acquire to demonstrate the ability to follow adjustment in managing this group of employees.
instruction, ability to carry out job, and the ability From the researchers’ observation, most of the
to work in a group. This is to ensure the disabled participated employers’ choose to apply flexible
is worth hired by the organization with the ability human resource practices. The flexibility are
to perform the job, easy to be handled at the work in terms of salary and benefits, performance
ground, and indirectly impacted the organization evaluation, disciplinary action, working normal
successfulness. The following excerpts are from hours, and training opportunities.
participant 8 and participant 2 who talked about Theme 3: Nature of Job
the disabled selection criterion. “…Among my When described about the nature of job given to
main criteria in selecting disabled employees the disabled employees, many of them work as
is they can follow the instruction given to general worker, stacking fruits and vegetables,
them…”(P8), “…When I want to hire disabled housekeeping, cleaner, kitchen stewarding, and
employees to work with me, he or she must be operator. The types of work assigned to the
able to carry out the job…”(P2). disabled indicate the job is a routine based and
Theme 2: Placement and Adjustment low skill job. Furthermore, it can be seen these
Majority of the employers’ elaborated, the jobs necessitate the disabled to have minimal
job placement and adjustment were highly contact with the customers. Speaking on this
dependent on the job suitableness with the matter, participant 5 share what his company
disabled abilities. For instance, participant 1 practiced, “…We asked him to stack the fruits
and participant 2 shared their experiences on and vegetables. He need to check the conditions
this matter, “…The job must be suitable and of the fruits and vegetables, whether still fresh
appropriate with their abilities…” (P1), “…There or moldy…”
was a time a blind people came here to apply In another response, participant 10 admitted,
a job. I can’t employed him. This is because she didn’t exposed her disabled employees to
the nature of the work is not suitable with his

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the frontline, the disabled in her organization resources to find employees with disabilities.
work in the housekeeping sites,“…So far we The selection from these employment specialist
have not exposed our disabled employees to ensure the participants’ to hire employees with
frontline, they are mainly working at the back of disabilities that possess significant job skills
the house, in housekeeping…” and job readiness. Furthermore, recruiting
Despite many of the employers gave menial jobs disabled employees from education institutions
to the disabled, four of the employers’ do provide / disability related organizations are reliable and
administrative work to their disabled employees. trustworthy whereby the candidate are ready
They had appointed the disabled as the supervisor to join the workforce. On top of that, hiring
and hold managerial post at organization. disabled employees based on referral sources
Interestingly, these employers’ confessed, the suggested by the educational institutions or
decision to give opportunity to be appointed as disability institution prevent the employer to
supervisor and managerial position were due to recruit unsuitable disabled employees that may
several reasons. First, the employers could see contribute problem to the employers (Huang &
the commitment to work exhibit by the disabled Chen, 2015).
when they were employed. The endeavour In particular, from all these recruitment
shown had convinced the employer to promote approaches, job interview was seen as
the disabled into higher job position. In addition, unavoidable for the participants’ in selecting
the employer put into practise fairness in giving potential disabled employees. The job interview
job promotion and career progression to this process allow the employer to assess the
group of employees. Speaking on the abilities disabled candidate in person, use direct
of the disabled employees in supervising and observation, and identifying mutual interaction.
carrying out managerial tasks, the employers’ For this reason also, the participants’ able to
admitted they deliver with full of enthusiasm and avoid making poor hiring decision due to limited
dedication. This experience were shared by the information as stated in the candidate curricular
following account provided by participant 5,“… vitae.
When we see her effort and how hardworking The registration warrant the disabled to
she was, I decided to upgrade her to become have PWDs identity card. In coherence, the
supervisor. We don’t discriminate our disabled registration is important where it comfort the
staff, if they perform, they will get promoted. If process of managing disabled employees in the
I’m not mistaken, she already in the position for organization. The processes involved such as
two years and she is excellent doing the job…”. claiming disabled employees’ monthly allowance
DISCUSSIONS or known as elaun pekerja cacat, ensuring the
This study aims to explore and discover practice is abide with the laws, and leveraging
the employers’ practices in fitting disabled other benefits offered by the government.
employees at the workplace. The findings were Furthermore, many of the participants’ mentioned
derived from interviews with 12 participating that they would select the disabled candidate
employers. Examination and exploration on who show passion and enthusiasm when they
the employers’ practices in fitting disabled applying for the job. For example, the passion and
employees at the workplace can benefit private enthusiasm can be seen during the interview with
organizations, service providers, government the potential candidate. Other preferences in
agencies, and potential employers to hire PWDs selecting employees with disabilities highlighted
in their organisations. Besides that, this helps by the participants’ employer such as positive
eliminate misconceptions as well as stigmas attitude, optimist, and independent are equally
among the society regarding persons with significant in the working environment. These
disabilities. criteria are important where this will ensure the
The participants’ considered employment candidate is mentally and physically prepared for
specialists (educational institutions/ disability the work.
related organizations) as the most trusted

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The practice of placement and adjustment perceptions and expectations may critically
of disabled employees is further execute by debate hiring employees with disabilities.
integrating the disabled in the organization Moreover, this can provide an inclusive
activities and placing the PWDs to work in the understanding on hiring persons with disabilities
nearest outlet with their home. The approaches in an organization.
of integrating disabled employees in the activities With regard to the qualitative nature, this study
and programs embrace and acknowledge does not envision that generalisations are to
disabled people at the work setting. Above all, be made beyond its scope. Nonetheless, the
the integration give opportunity for the employer results can be understood as exploratory. A
to expose the non-disabled employees with future study investigating various employment
disabled employees. The practice also help to issues regarding persons with disabilities would
reduce social gap exist at the workplace and be essential by employing different research
help the disabled to fit into work setting. approaches.
The final sub-theme discussed is nature of job of CONCLUSIONS
the employees with disabilities in organization. Thestudycontributestounderstandingemployers’
Based on the data findings, it reveals that most experiences in hiring employees with disabilities.
of the work given and carried out by employees This study underscore the understanding of
with disabilities are routine based work. Only a process fitting disabled employees at the
few participants’ provided administrative work workplace. Despite its exploratory nature, this
like supervisor and managerial position to the study offers some insight in understanding
disabled hired in the organization. disability issues, specifically employees with
Routine based work is found to be appropriate disabilities in an organization. The present study
because the task is simple to be completed by makes several notable contributions. Firstly, the
employees with disabilities. Moreover, it is a understanding of the process of fitting disabled
repetitive job and they performed the task on employees at the workplace helps eliminate
regular basis. In relation to this, it is hope that the employer misconceptions and stigmas towards
disabled would not have difficulties in performing them. A disability status is not a barrier for
the job. Looking to the job given to the disabled, them to demonstrate excellent work attributes
the participant’s do not want to push employees and perform like non-disabled employees. In
with disabilities beyond their limitations. contexts where disability is highly stigmatized,
From this sub-theme, it can be seen that the misconceptions were a major threat to persons
participants’ are more emphasized on other with disabilities and was often intertwined with
aspects when they hire the disabled. In other less competency and incapability in performing a
words, the participants’ are more focused to job. Issues such as less competency, incapability
see the disabled wanted to improve their life in performing job duties, and symbol of sympathy
by being independent and focusing their ability faded away when employers know the positive
rather than disability. qualities revealed by employees with disabilities.
LIMITATIONS AND RECOMMENDATIONS Secondly, while more efforts is carried out
There are certain limitations of the study which to increase the participation of persons with
should be addressed. Firstly, the study is small disabilities in the workforce, the understanding
in sample size. The sample size of the study is of the fitting process of this group of employees
small due to a limited number of participants. is inadequate and unclear. Given that the labour
Secondly, the study had been carried out in the market is not fully tapping the potential of
service industry in Malaysia. With respect to this, persons with disabilities, it is important to gain a
the result may be differ from another industry. better understanding of their qualities and their
Future studies should consider to be carried out impact on overall organizational effectiveness.
with other industry such as agriculture and small
and medium industry as their comparative views,

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NOTA

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NOTA

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KOMPILASI VARIA SOROTAN ISBN 978-967-5472-46-6
LITERATUR SOSIAL 9 789675 472466

PROGRAM KAJIAN SOSIAL DENGAN KOLABORASI
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