This study examines the impact of human resource management (HRM) on workers with intellectual disability (WWID) across various industries in Australia. The research aims to identify HRM strategies for WWID by drawing on Thomas and Ely's (1996) managing diversity framework. A critical methodological case study approach was triangulated through participant interviews, focus groups and observations. The research identified three main factors that organisations must practice ensuring effective management of WWID; first, promoting workers’ well‐being through specific HRM wellbeing practices; second, valuing difference among all employees; and third, developing purposeful intervention strategies to support the inclusion of WID. The ways in which WWID are integrated into the workplace are important in ensuring workers’ well‐being and maximising their individual performance. We extend Thomas and Ely's (1996) learning and effectiveness paradigm to include ‘plural voices in diversity management’ at each stage of the paradigm and propose a re‐calibrated model of HRM for WWID.

中文翻译：

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重新校准HRM以改善智障工人的工作经验

这项研究考察了人力资源管理（HRM）对澳大利亚各个行业的智障工人（WWID）的影响。该研究旨在通过利用Thomas and Ely（1996）的管理多样性框架来确定WWID的HRM策略。通过参与者的访谈，焦点小组和观察，对关键的方法案例研究方法进行了三角测量。该研究确定了组织必须实践以确保有效管理WWID的三个主要因素。首先，通过特定的人力资源管理福利实践来促进工人的福利；第二，评估所有员工之间的差异；第三，制定有目的的干预策略以支持WID的纳入。WWID融入工作场所的方式对于确保工人的健康并最大程度地提高个人绩效至关重要。我们扩展了Thomas and Ely（1996）的学习和有效性范式，在范式的每个阶段都包括“多元化管理中的多元声音”，并提出了针对WWID的HRM重新校准模型。