IMPRESSIONS from a Cross-section

Surprising it may sound, although the textiles industry is full of iconic personalities, challenge for the right talent has always existed. The foremost issue is bridging the skill gap between the skillsets offered and desired out of the position. i.e. person-position fitment. Frequently, companies end up hiring skillsets which they may not use to fullest potential, “It’s not a part of the job description!”, it’s a loss to the company as well as to the candidate. Further, textile technology is changing at a rapid pace, moving towards more complex automation and every industry is trying to upgrade their hardware. Technical obsolescence is rapidly becoming a major stumbling block. This narrows down the talent availability in the markets.

Today, the systems are well laid down and people are paid high salaries. Though performance plays a vital role, as such the industry is not facing many challenges.

Organisations are continuing to struggle with hiring and managing their talent effectively. Most corporate recruitment and talent functions are reactive and rarely are future focused. These functions aren’t aligned to their organisation’s business strategy, aren’t part of a formal organisational talent strategy, and in fact seldom even communicate with each other. Organisations must be self-aware and understand their true functional capabilities within recruitment and talent management.

AInvolvement of employees for exciting and challenging work assignments; career growth, learning and development; fair pay and benefits; good mentorship; and work-life balance are the top challenges