Disabled friendly HRM: A model proposal for metropolitan municipalities

The concept of HRM plays a key role in determining and implementing competitive strategies for businesses. In order to realize organizational change and strategies, human resources should be used more dynamically. In this sense, disabled employees should be included in this scope and a facilitating environment should be created for them through HR practices and development opportunities should be provided. The purpose of the study is to examine the HRM and practices for disabled employees in a total of seven metropolitan municipalities, including the Marmara Region Metropolitan Municipalities and the other two regional metropolitan municipalities, to determine the differences between the fact and the ideal, and as a result, to present a disability-friendly HRM model proposal for metropolitan municipalities as local governments in Turkey. In this context, the study seeks an answer to the question of "Which disabled-friendly HR policies and practices are implemented for disabled employees working in the Marmara Region Metropolitan Municipalities and the other two regional metropolitan municipalities, in what scope, in what direction and how?" In this context, the study seeks an answer to the question of "Which disabled-friendly HR policies and practices are implemented for disabled employees in Marmara Region Metropolitan Municipalities, in what scope, in what direction and how?" As a result of the literature review, Disabled-Friendly HRM system factors; Within the framework of the Ability- Motivation-Opportunity- (AMO) theory; Talent: Recruitment and Placement, HR Planning, Job Analysis, Training and Development, Motivation: Wage Management and Reward System, Performance Evaluation, Career Management, Opportunity: Organizational Culture, Employee Participation, Communication with Unions. The sample group of the study is HR managers working at upper and middle levels in metropolitan municipalities. Purposeful sampling method was used in determining the sample group. Qualitative Research method was used as the research approach. Depending on the research method, the research design was determined as Multiple Case Study, and the research analysis method was determined as Content Analysis. A semi- structured questionnaire form was used after the literature review. 23 HR managers were interviewed in the sample group and 10 sub-questions were asked within the scope of 3 themes. In the analysis of the data obtained from the literature and the field, codes, categories, themes were determined with the help of MAXQDA program and the data were analyzed. As a result of the evaluation, it was determined that there was no Disabled Friendly HRM system for disabled employees in municipalities, and the practices for disabled employees were few or nonexistent, and the practices that were not fully met the needs of disabled employees. In this context, a Disabled Friendly HRM model specific to Turkey has been presented based on data obtained from the field and literature.