Thursday, April 13, 2017

Human Resource Management (HRM) in Apparel Industry

Human resource management (HRM) in garment industry has been defined as the function in garment factory that facilitates the most effective utilization of human resource to achieve the objectives of both the garment factory and the employee. HRM is known by different names – Personal management, personal administration, man power management.

The successful functioning of apparel industry is determined by the factors like men, material, money and market. Among all these factors, manpower assumes greater significance. So we can say that, there is no doubt that the “personnel” as the principal resource of a labor-intensive garment industry plays a crucial role in any productivity improvement and development. Every success of origination is depending on efficient and effective man power. Further, this argument is supported by the facts that labor compromises about 20% of the cost price of a garment. Therefore, the way people are directed, motivated, or utilized will be decided on whether the organization will be prosperous and survive or fail. Hence, people are the key element for competitive advantage and the most significant resources of any organization. Function of human resource management in garment industry are given in a graph below:
Function of human resource management in garment industry
Fig: Function of human resource management in garment industry
The uniqueness of the HR management lies in its emphasis on the people in work setting and its concerns for the well living and comfort of the HRs in the organization. For the textile and apparel companies it is compulsory that they treat the employees as an asset of the company. Many issues such as better productivity and production, social compliance, labor problems, and coordination are still grappling the industry and efforts at a small level are being made for betterment of the existing scenario. Thus HR plays the role and acts as a bridge between the management and the employees and provides a structure in such a way that it satisfies both.

HR must consider the following steps for a much needed organizational development in the apparel industry:
  • HR should find ways to align its aims and objectives with the organizational mission and goals, for example, proactive participation in addressing the quality and productivity issues in various departments.
  • HR functions should develop smart, user-friendly, and effective staffing, development and compensation procedures to support objectives of each functional area, for example, production, merchandising, and R&D (research and development).
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  2. How to Estimate Garment Production in Apparel Industry
  3. How to Increase Production in Garment Industry
  4. Production Planning and Control in the Apparel Industry
  5. Production Management System in Apparel Industry