Handling Difficult People & Employees | Role of HRD in Textile Sector

As a small business owner, you wear many "different hats" from strategic planner to bookkeeper. However one area may owners aren't prepared for is managing people. Although employees allow you to get more work done, they create a whole new series of problems from hiring issues to worker's compensation. And there is no way to tell if the people you hire today are going to be a good fit for your company. At a certain point, you might find you need a crash course in handling difficult people.

Many conflicts can arise between small business owners and their workers. These problems can range from salary disagreements to performance problems. A conflict with one of your employees, for example, can cost you a valuable client because he or she is misrepresenting you and your company. On the other hand, one of your workers may have attendance issues or may refuse to perform certain necessary tasks.

Whatever the issue, difficult employees all have one thing in common. They will negatively impact your business. So as a business owner, you must accept the realities of handling difficult people. Here are a few tips that will help you deal with such individuals.

Handling difficult employees? Here's what you must do before they destroy your business.

The advent of technological advancement in industrial set-ups has altered the working conditions and requirements on the part of employees and employers. Also the changes in government policies have also been taken place since the last decade. Different work patterns like night shift, part time work, overtime, etc is being experienced. The situation is same in textile sector also.

Now-a-days the recruitment of the workforce has become a specialized field. The main motive is skill development as technical jobs are becoming more complex and demand more professional skill. As at managerial and marketing level, skills and knowledge demand have increased in importance. So before imparting training with respect to textile or garment industry the training program should be so designed that it covers the skills that will be required in long term and short term basis.

Many countries of the world have understood the importance of human resource development, thus encourages the business organizations to take active part in designing and execution. The changing face of business organizations in national and international markets demands a new breed of skills that are non-technical in nature.

Generally, when some new skills are to be taught to upgrade the ongoing work profile, on the job training and special course classes could be arranged to upgrade the employee's skills and knowledge. But after a certain level, the recruitment of higher posts requiring specialized skills are done through direct recruitment method. If the employers wish to extent the contribution of laborers in growth in textile industry, then the laborers should be given technical as well as non-technical training to enhance their skills and knowledge base.

HR inference

Introduction of new technologies and processes in the textile industry have increased productivity on the one hand, but had been the cause of redundancy and eventual retrenchment for a lot of workers who used to work in repetitive, boring but labor intensive job in this particular sector. This condition is happening not only in developing countries like India, Pakistan, Bangladesh etc. but in industrialized countries as well, which were able to increase productivity through developments in technology.

With the technological advancement in the textile industry the overall production with higher quality is been seen, due to usage of high end machineries and technologies it has been a witnessed that the number of workers employed in the textile sector are facing job-loses. This scenario is same in developed as well as developing nations where there is increased productivity due to advanced technology, but cut in the number of laborers.

There are four elements of production namely manpower, time, materials and machines. Due to globalization seen in the textile industry out of these four elements of production, the two viz. manpower and time are to be cut down, i.e. sacrificed as the invent of improved machines and the cost of materials.
Due to the modern HR practices are affected by terms such as multiskilled, production measures, advantages of competition, casual labor, social security, subcontracting, etc. Now-a-days a lot depends on the bargaining power of the labor, legal policies and the scenario of the labor market. This has started since the foundation of WTO (World trade organization).

Human resource development

Textile industry gives employment to millions of people. In order to recruit skilled workforce in textile sector, proper training programmes would thus facilitate in supply of well qualified workforce. Thus the role of HRD has gained momentum in terms of employing manpower that satisfies the professional requirements of this sector and that is well skilled. Thus many collaboration among many multinational companies and educational institutions is been observed.

The HRD department of any company is responsible recruiting skilled labors and executives, allocation and planning of work, monitoring of workforce and performance appraisal. It is also responsible to timely upgradation of skills of the workforce by organizing educative professional workshops or seminars. If HRD activities are carried out in proper professional manner it could result into minimization of cost and wastage, right recruitment of workforce, increased stability of the company, flexible enough to cope up with futuristic developments and most important maximizes production.

Human Resource in textile sector
The advent of HR practices in textile sector was rather slow in comparison to other industrial sectors. But due to globalization there is increase in competition as a result development of human resource has become essential. However organized HR practices are being adopted mostly by the mill sector. In last decade we have seen not so good performance by textile sector, this was because of lack of HRD department in many mills. But the scenario has changed as HRD departments have taken up their role in textile sectors. Various training programmes pertaining to training of workforce, textile related topics have helped in enhancing the overall performance of the textile companies.

In order to get increased productivity from workforce it is essential to have a well framed HRD system in the organization. If the principles of HRD are adopted it could result in decrease in non-attendance by 20% and increase in productivity by 30%. So to cope up with the market competition HRD is very essential element for the textile industry.

HRD department is responsible for developing the feeling of motivation in the employees, this motivation in other words is the commitment of the employees towards the job and the organization. When the work of HRD is done effectively it would result into co-operation among team members, demolition of centralized system of decision making, creates homely environment, feeling of ownership and positive working atmosphere.