Dear Friends,
I am working in the Apparel industry, as HR assistant. I would like to know what is the role of HR in Apparel industry mainly in recruitment, where there is high attrition rate and the new workers are hired by the Production manager and the batch supervisor. The HR just fills in the employment form just as formality. (this is the process followed in our organization)
I would like to know the actual recruitment practices in other apparel industry from my dear friends working in the same industry.
Mangala
From India, Bangalore
I am working in the Apparel industry, as HR assistant. I would like to know what is the role of HR in Apparel industry mainly in recruitment, where there is high attrition rate and the new workers are hired by the Production manager and the batch supervisor. The HR just fills in the employment form just as formality. (this is the process followed in our organization)
I would like to know the actual recruitment practices in other apparel industry from my dear friends working in the same industry.
Mangala
From India, Bangalore
Hello friend,
First of all you need to study the attrition - is it possible to talk to the people who are leaving - if it is staff category then you can conduct a formal exit interview. I suppose you are talking about workment category.
Since attrition rate is high it must be a cause of concern to production people as well - since any new employee will not be able to deliver the quantity of output as also quality. If you discuss on this aspect with the production manager and supervisor and suggest how we can work for reducing attrition BY proper recruitment procedure. You can also propose to start a training course for a set of people who will be trained on certain machine operations for a period of 1 month and on successful completion they will be given job in the company - this will ensure that there will be a set of trained people available at the end of every month to fill the vacancies. Also since the manpower is trained the production quantity and quality will be maintained.
You will therefore need to think of a training set up - this can be run in second or third shift when the load is less [ I assume so].
You will also need to consider some other aspects for workmen - the wage structure etc and other issues which are causing attrition will need to be addressed.
I am sure your production manager and supervisors will give full cooperation to these initiatives because it is very much in their interest also.
Regards
Nishikant
From United States, Greensboro
21First of all you need to study the attrition - is it possible to talk to the people who are leaving - if it is staff category then you can conduct a formal exit interview. I suppose you are talking about workment category.
Since attrition rate is high it must be a cause of concern to production people as well - since any new employee will not be able to deliver the quantity of output as also quality. If you discuss on this aspect with the production manager and supervisor and suggest how we can work for reducing attrition BY proper recruitment procedure. You can also propose to start a training course for a set of people who will be trained on certain machine operations for a period of 1 month and on successful completion they will be given job in the company - this will ensure that there will be a set of trained people available at the end of every month to fill the vacancies. Also since the manpower is trained the production quantity and quality will be maintained.
You will therefore need to think of a training set up - this can be run in second or third shift when the load is less [ I assume so].
You will also need to consider some other aspects for workmen - the wage structure etc and other issues which are causing attrition will need to be addressed.
I am sure your production manager and supervisors will give full cooperation to these initiatives because it is very much in their interest also.
Regards
Nishikant
From United States, Greensboro
You are in sales , Sales has more scope then any other department. Being in HR you will enjoy in office only but being in sales you will get recognition both in office and outside. ( eg of CEO and Md )
Knowledge of HR is value addition for your career so if you choose HRM its fine.
I would suggest be in sales when you have 2 yrs Bizz Devlopment. Continue with sales after 3 years you will rock with Salary and benefits. Being in HR you need to start from scrap and pay package will be less then sales.
From India, Mumbai
Knowledge of HR is value addition for your career so if you choose HRM its fine.
I would suggest be in sales when you have 2 yrs Bizz Devlopment. Continue with sales after 3 years you will rock with Salary and benefits. Being in HR you need to start from scrap and pay package will be less then sales.
From India, Mumbai
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