mohh’s experience – our formula for inclusive...
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©2014 MOH Holdings Pte Ltd. All rights reserved.
Tan Kwang Cheak
Director, HR and Talent Development MOH Holdings
MOHH’s Experience – Our Formula for Inclusive Hiring
Our Public Healthcare Family
Reflecting on Our Journey Thus Far
Our Journey started from 2013 onwards…
MOHH decided to embark on the inclusive hiring journey
We approached Autism Resource Centre as our partner
We sfarted with hiring of three employees with autism, working, in partnership with ARC
We also approached SPD through SgEnable as our second partner
Hired another three employees with autism and two with hearing impairments
Established HR frameworks for onboarding, management and development
2013
2014
2015
2016
onwards
Facilitated employment of six employees with autism as a clean patrol team within a nursing home.
Explored other opportunities for employment for persons with disabilities within MOHH and in public healthcare areas
Our Approach In Inclusive Hiring
• “Up”: MOHH MD and Senior Management
Providing Guidance and Leadership
• “Down”: Creating awareness, support and
inclusion across the organisation
MOHH
Up
Out
Down
In
• “Out”:
Establishing
strong
partnerships with
external partners
• “In”: Identifying
suitable careers
and working on
job redesign and
HR support
structures
Up: Our journey started with support and guidance from MOHH Senior Management
Support of
“Champions”
within the
Organisation
Out: We benefited from strong partnerships with ARC and SPD, with SgEnable’s Support
Critical Partnership in job and employee identification, job
redesign, training and transition support and continual
support throughout this journey
In: Our journey of providing good careers for Persons with Disabilities is ongoing
Approach
Working with
Divisions and
Partner
(ARC/SPD)
Job
shadowing
by job coach
from partner.
Articulation
of steps and
processes
Partner
identify
suitable
employees for
placement
Offsite
training by
partner’s job
coach and
MOHH leads
Briefings to
teams and
heads.
Preparation of
employees.
Identification
of Mentors
Suitable Job
Role
Identification
Job
Shadowing
and Process
Articulation
Identification
of suitable
employees
Training
on the
role and
processes
Preparation of
Transition
Partnership
Deployment
and
Management
Continued
Partnership
with Job
Coach to
manage
employee
well
1 2 3 4 5 6
Job Level
•Understand their
strengths and character
as individuals
• Review our work and
processes to be
straightforward and
consistent.
• Provide recognition and
praise to them when a
task is completed well, to
keep them motivated
Key
Learning
Points for
Us
Team Level
•Be prepared to invest time,
especially for direct supervisors,
to help them with their job areas
and ensure integration.
• Team to put in effort to ensure
that they are able to integrate
well and to give him the
allowance and space for them to
learn and pick up.
• Mentors identified to help them
– in their Division and from HR
Partner Level
•Our partnership with
the job coaches is
critical. Work closely
with the job coach to
manage them well and
help them perform on
their jobs.
• The journey does not
end with the placement
of the individual but
continues as support
Down: We continue to drive awareness, support and inclusion across MOHH
Awareness
Acceptance
Support
Inclusion
Our Journey continues with our efforts to enhance our Employee Value Proposition
What our
organisation
needs and
values
What we
can offer to
employees
and what
they can
offer
Our Strength in MOH Holdings
Our Business
Value Proposition Our Employee
Value Proposition
Our Focus on An Inclusive and Engaged Workforce
“As employers, we can and should do more to
drive inclusive hiring and provide good careers for persons with disabilities, as they have
abilities to contribute and be part of our inclusive workforce” - MOHH
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