Human resources strategies play a key role in the development of textile enterprises, both in day-to-day activities and long-term objectives. HR is responsible for enhancing the capacity of the sales department in negotiation and contract management, motivating staff through benefits programs and creating conditions that facilitate technological advancement. Whether your company operates in the United States or has subsidiaries in other countries, your human resources strategies should be designed to meet your objectives.
Textile industries promote the work of fashion designing, product pattern and styles, so your human resources strategy should focus on recruiting suitable skilled manpower for the production function as well as sales and marketing departments. Personnel in these areas are crucial to the productivity, performance and bottom line of your company. If you operate globally, recruit talented local candidates whose overall compensation will likely be several times lower than deployed personnel with similar skill levels from the home office.
Human resources personnel have to develop programs to train employees to adapt to new technology that improves production operations in a changing garment market. Typically, such training courses help employees enhance their career growth and update new products for competitiveness. You also will need soft skills training courses on sales and marketing as a strategic management endeavor for increased sales volumes. Human resources should have a qualification system for existing and new employees to determine their respective training needs. For best results, align the training programs in home and overseas subsidiaries with your firm’s strategic goals and objectives.
Your human resources strategy should establish a salary and compensation policy to encourage your existing workforce to stay and attract qualified candidates to your firm. Perform periodic reviews of salary levels to ensure workers are remunerated competitively. Incorporate an incentive system based on employees’ performance, such as instant bonuses for the sales team once they get contracts or year-end bonuses for reaching performance targets. Determine compensation for overseas subsidiaries based on company regulations and the dynamics in the labor market.
Human resources should ensure a favorable working environment. Implement safety and security measures, such as having fire alarms, first aid and monitoring systems in place. Establish a professional working environment. Spell out job descriptions to avoid confusion. An open door policy can improve communication and productivity when implemented correctly. Integrate diversity by accommodating cultural values such as religious holidays or prayer times, especially for overseas branches. Hold regular team-building events to connect workers across departments and management, as well as reduce working stress.