Retaining of employees is touted as the next big thing in manufacturing and as all the stakeholders are scampering to train and re-train their workers, the training sector is buzzing with activities. But I wonder whether we are going anywhere or is this trend going to be just another fad that will lose steam.
There are two types of interventions that manufacturers are engaged with today: firstly, improving factory performance (with wide variety of deliverables from quality/productivity to lean) through engagement of professional consultants; and secondly, training of shopfloor workers (primarily sewing operators) through Government initiated development programs.
The first initiative is either due to buyer pressure, a ‘me-too’ effort to do something, or because of the understanding/realization of the importance of making use of available capacity to enhance/diversify output. Therefore, in the last one or two years we have seen brisk activities amongst consultants who were kept busy improving the efficiency of existing plants. ‘Me-too’ efforts are often directionless, as the companies try to ape the result without setting the objectives right. I have mentioned in my previous editorial that hiring a consultant is the easiest part of the job, implementing the changes rigorously is the most difficult task.
The second initiative has rather unexpectedly been made available because of the timely sop from the Government, where the training of workers is partly funded by Government schemes. Training of sewing workers was always looked upon as a futile exercise, due to poaching by other companies. However, the Government initiatives have prompted the large manufacturers to utilize the opportunity to get professional and most importantly customized trained workers. I am sure more and more manufacturers will utilize these opportunities in future and probably this will create much needed pool of trained and employable workforce.
There are two types of interventions that manufacturers are engaged with today: firstly, improving factory performance (with wide variety of deliverables from quality/productivity to lean) through engagement of professional consultants; and secondly, training of shopfloor workers (primarily sewing operators) through Government initiated development programs.
The first initiative is either due to buyer pressure, a ‘me-too’ effort to do something, or because of the understanding/realization of the importance of making use of available capacity to enhance/diversify output. Therefore, in the last one or two years we have seen brisk activities amongst consultants who were kept busy improving the efficiency of existing plants. ‘Me-too’ efforts are often directionless, as the companies try to ape the result without setting the objectives right. I have mentioned in my previous editorial that hiring a consultant is the easiest part of the job, implementing the changes rigorously is the most difficult task.
The second initiative has rather unexpectedly been made available because of the timely sop from the Government, where the training of workers is partly funded by Government schemes. Training of sewing workers was always looked upon as a futile exercise, due to poaching by other companies. However, the Government initiatives have prompted the large manufacturers to utilize the opportunity to get professional and most importantly customized trained workers. I am sure more and more manufacturers will utilize these opportunities in future and probably this will create much needed pool of trained and employable workforce.
