This study is looking at how self-efficacy influences the relationship between job satisfaction and human resource management (HRM) practices for persons with disabilities. To offer solid insights into these interactions, the study uses the structural equation modeling-partial least squares (SEM-PLS) approach. The study combines HRM practices with job satisfaction using a sample of employees with disabilities, adding self-efficacy as a moderating variable. The data is analyzed using the SEM-PLS approach, which enables the investigation of intricate correlations as well as the evaluation of measurement and structural models. The findings show that HRM procedures have a major impact on disabled people's job satisfaction. Furthermore, it has been discovered that self-efficacy significantly moderates the beneficial effects of HRM practices on job satisfaction. The significance of self-efficacy in utilizing HRM methods to enhance job satisfaction for employees with disabilities is highlighted by these findings. Employers ought to concentrate on creating HRM policies that raise employees with disabilities' sense of self-efficacy. Customized training plans, welcoming workplace cultures, and inclusive policies can increase self-efficacy, which increases the impact of HRM practices on work satisfaction. This study adds to the body of literature by emphasizing the crucial part that self-efficacy plays in the relationship between job satisfaction and HRM for persons with disabilities.