One of the main activities of the HR manager is the recruitment of new employees, based on the company’s needs but also on its corporate culture. The HR manager recruits talent who can contribute to the improvement of the workforce and who have characteristics compatible with the company’s mission and vision. Because of discrimination laws protecting the rights of people with neurological disorders, having epilepsy should not prevent you from getting a job, provided you have the necessary skills.

In order to identify the best candidates, HR managers work with employment agencies and draw up job advertisements. Generally, they will conduct the first interview, introducing the company to the candidate, explaining the characteristics of the job and determining whether or not they are  suitable to continue in the selection process. Once the ideal candidate has been identified, the HR manager will submit the candidate’s Curriculum Vitae (CV) to the HR director or to company management. When the recruitment is finalised, they will draw up the contract which defines the salary, expectations and benefits.

Source: Inclusion at Work Framework Helps HR Empower All, SHRM Foundation, 2018

The HR manager’s role, however, does not end with hiring employees: it is also his job to make sure that labour and discrimination laws are respected and that employees can grow by meeting their career goals.

In addition, they are responsible for reviewing the performance of the individual worker and the work team using appropriate evaluation tools (such as a numerical scale evaluation or goal-based performance reviews). The HR manager may also be responsible for payroll and reimbursements, if the company does not have a separate accounting department.

Other common activities include:

  • Employee onboarding and orientation. Assisting new hires with the integration process into the organization, including orientation, paperwork, and training.
  • Employee relations. Managing relationships between employees and employers, addressing concerns, and resolving conflicts.
  • Performance management. Developing and implementing performance appraisal systems, providing feedback to employees, and facilitating performance improvement plans.
  • Training and development. Identifying training needs, designing training programs, and facilitating employee development initiatives.
  • Compensation and benefits administration. Administering employee compensation, benefits programs, and ensuring compliance with legal requirements.
  • HR policies and compliance. Developing and enforcing HR policies and procedures, ensuring compliance with labor laws and regulations.
  • Employee engagement and retention. Developing strategies to foster employee engagement, satisfaction, and retention within the organization.
  • HR Information Systems (HRIS) management. Managing HRIS platforms to store and organize employee data, streamline HR processes, and generate reports.
  • Strategic HR planning. Collaborating with senior management to align HR initiatives with organizational goals and objectives.

A systematic collection of best practices in labor inclusion is essential to disseminate positive and effective experiences. This effort aims to improve the management standards of targeted employment systems nationwide, ensuring accessible and updatable models of actions, procedures, and projects. These resources benefit individuals with epilepsy and employers impacted by targeted employment legislation, available on an accessible and dynamic IT platform.

Good practice must undergo specific evaluation methodologies, criteria, and indicators that validate their relevance. This evaluation is usually conducted by a working group established at the Ministry of Labour and Social Policy. Additionally, the HR Manager’s responsibilities encompass mediating personnel disputes and determining disciplinary procedures. These activities are crucial in supporting the organization to effectively manage its workforce and accomplish strategic goals.

Now it’s your turn!

What sorts of actions do you think can be implemented in your organization, regarding the specific needs of PwE to allow their optimal integration in a workplace?