4. Employee Motivation techniques for SUSTAINABLE HRM FOR APPAREL INDUSTRY.

 

Sustainable HRM techniques are mainly used in the apparel industry to increase the motivation of the people. Further, the below-discussed organization's employee motivation techniques are related to sustainable HRM pillars (economic, social, and environmental).

 In today's business environment, organizations use various techniques to motivate their employees. These techniques include financial benefits, promotions, training for learning and development, and extracurricular activities. These elements are crucial not only for motivating employees but also for their development(Deci & Ryan, 2000; Armstrong & Taylor, 2020). Like other industries, the apparel industry also implements various strategies to motivate its workforce as part of a sustainable human resource management policy (Gollan et al., 2014). 

Mainly, the apparel industry is categorizing the employee motivations method according to the people position (job level), education background, culture (apparel sector has local and global partners), Local and global economics requirement. (Armstrong & Taylor, 2020; Bratton & Gold, 2017; Hofstede, 2001).

When new employees join the apparel industry, people will not be directly assigned to the job role. Instead of directly assigning, give proper introductions and give proper understanding of the organization vision, mission, Job description, how affects own responsibilities to the organization goals, what is the value of the responsible role like all kind of things are explained and through that create the motivation on the employees' mind. Similarly, the introduction is about the financial stability of the organization (Armstrong, M. & Taylor, S. (2020)). Also, explain wadges and benefits, labor right inside of the organization create the mental sustainability about organization (Bratton & Gold, 2017). After the introduction, offer the training for the cross departments in the company and sometimes give the opportunity to play roles according to own favor. As a long-term result, the organization can get better output from their employees and maintain economic sustainability. (Deci & Ryan, 2000)

In addition, the Apparel industry uses the micro-level appreciation method to motivate the employees. Such as selecting the best team leader, best operator of the module, and best module in the week and promoting those people around the organization (by circulating emails or posters) and appreciating winners through the weekly and monthly meetings. Also, giving small gifts with appreciation is the most powerful technique to motivate employees, and as a result, people get motivated and try to achieve those goals (Nel et al., 2019). Not only productivity base motivation techniques promoting social and environmentally sustainable things improve employee motivations and engage to organizations. example for planning the get to gather with parallel organizations, tree planting projects, environmental cleaning projects, new year project and added more value to participations and give more other benefits (when promoting the people consider it).Ehnert, I., Parsa, S., Roper, I., Wagner, M., & Muller-Camen, M. (2016)

Furthermore, provide free transports, meals, extra voucher give to employee (to get school instrument, buy the new year cloths etc.).  Also, providing death donations and injury donations to employees and, as a result, who own families create a good picture of the organization. Additionally, planning family trips and family gatherings creates more bonds with people and the organization, and it will directly affect the increase in people's engagement and motivation to organizations.(Gunasekara & Jayaweera, 2018) 

References

Armstrong, M. & Taylor, S. (2020). Armstrong's Handbook of Human Resource Management Practice. 15th ed. London: Kogan Page 

Deci, E.L. & Ryan, R.M. (2000). The “what” and “why” of goal pursuits: Human needs and the self-determination of behavior. Psychological Inquiry, 11(4), pp.227-268

Gollan, P.J., Kalfa, S. & Xu, Y., (2014). Strategic HRM and performance: theory and practice in the New Zealand and Australian apparel industry. Asia Pacific Journal of Human Resources, 52(1), pp.27–46

Gunasekara, A. & Jayaweera, M. (2018). Human resource management practices in Sri Lanka’s apparel sector: Implications for employee retention. South Asian Journal of Human Resources Management, 5(2), pp.204–222.

Nel, P., Werner, A. & Botha, C., (2019). Human Resource Management. 10th ed. Cape Town: Oxford University Press Southern Africa

Bratton, J. & Gold, J. (2017). Human Resource Management: Theory and Practice. 6th ed. London: Palgrave Macmillan.

Hofstede, G. (2001). Culture's Consequences: Comparing Values, Behaviors, Institutions and Organizations Across Nations. 2nd ed. Thousand Oaks, CA: Sage Publications.

Jabbour, C.J.C., Santos, F.C.A. & Nagano, M.S. (2010). Contributions of HRM throughout the stages of environmental management: Methodological triangulation applied to companies in Brazil. The International Journal of Human Resource Management, 21(7), pp.1049–1089.