Read the “SAP’s Inclusive Approach to Recruiting” and respond to the two questions below in a 2–3 page paper. Include enough detail to provide context for your ideas and to demonstrate your understanding of these concepts. Also, be sure to include all necessary APA citations and a references page.Requirements
Written communication: It should be free of errors, so the overall message is clear.
APA formatting: Resources and citations are formatted according to APA style.
Number of resources: Minimum of two scholarly resources. Distinguished submissions will likely exceed that minimum.
Parts of paper:
Body of paper.
SAP Embraces Workers with Autism
Headquartered in Germany, SAP makes software that businesses use to keep their enterprise running smoothly and efficiently. Its 65,000 employees work in more than 130 countries. Given that the company sells complex business systems rather than famous consumer products, recruiting includes educating workers about the company.
SAP’s recruiting strategy is based on the idea that its human resources are a source of competitive advantage. Co-CEO Bill McDermott has said SAP is constantly recruiting “young, brilliant minds” and training people, because “sustainability is much more than natural resources. It’s also people resources.” SAP cultivates the image of a leader in innovation. The careers page of its website says, “We respect the individuality of our employees,” and represents this with a transparent process linking each applicant to any relevant openings.
Candidates also may set up a “job agent” to send notifications of new openings meeting specified criteria, read “Advice Bytes” stories from employees, and sign up to follow SAP on Twitter.
Where SAP’s idea of sustainable human resources really stands out, however, is in an initiative to recruit workers with autism. These workers have trouble finding jobs because they struggle with social tasks like interviewing and networking. For SAP, however, hiring people with autism is not just a matter of accommodating people with disabilities, but one of identifying an often-overlooked group of workers who bring value to the table. The autism spectrum includes a wide range of conditions from high functioning to severe, and some individuals not only are able to work but are gifted in some areas.
For example, their thinking patterns may be highly structured, and they may pay careful attention to details. For some jobs, such as writing manuals and debugging software, these ways of thinking are exactly what SAP needs. The company therefore has a target that by 2020, up to 1% of its workforce will be employees with autism.
SAP tested its recruitment of workers with autism in Germany and India; based on the pilot program’s success, it rolled out the effort to Ireland, Canada, and the United States. A Danish training and consulting firm called Specialisterne screens candidates. Those who pass the screening are referred to SAP. After SAP selects employees, it provides adaptation training to help them adjust to working on teams, and it assigns them to a mentor. In exchange for this extra effort, the company sees a competitive advantage. Luisa Delgado, a member of SAP’s executive board, put it this way: “Only by employing people who think differently and spark innovation will SAP be prepared to handle the challenges of the 21st century.”