Attracting and Training Competent Personnel to Serve w88 login Sustainable Development Strategy – A Core, Ongoing Task of w88 login Boards of Directors in Textile Enterprises

Twenty years ago, when w88 login scale of industrial enterprises was still small and less diverse, recruiting labor and enrolling students in w88 login textile industry did not pose too many challenges. Companies could select talent, and with a solid entry-level workforce, we were able to cultivate a fairly skilled group of personnel, even without highly systematic training and development. This workforce laid w88 login foundation for an exponential growth phase, increasing w88 login industry’s scale tenfold compared to 2005. However, with w88 login strong development of w88 login country and w88 login significant investment in high-tech industries to Vietnam, attracting both simple and highly skilled labor has become difficult. Over w88 login past five years, w88 login workforce has consistently decreased by about 2-3% per year. From an economic efficiency perspective, this workforce reduction has been offset by new technologies, allowing total output to continue growing. Yet, from a human resources development perspective, w88 login pool of talent for training “talents for w88 login textile and garment enterprises” has become scarce, placing both short- and long-term pressures on w88 login companies in w88 login industry.

Therefore, this issue must be recognized as an ongoing core task for w88 login boards of directors of enterprises. New strategies are required to overcome these increasingly acute challenges. This article provides an overview of essential tasks for boards to attract, identify, and train competent personnel for their organizations.

What is “talent”?
According to Dave Ulrich, w88 login world’s leading human resource management expert (named w88 login most influential figure in human resource development by HR Magazine in 2010 and awarded w88 login Nobel Colloquia Prize for leadership in economic and business thought in 2010), “competence” and “talent” are two distinct concepts. As Ulrich explains, “competence” is a necessary condition; for someone to become genuine “talent,” they must possess several additional qualities.

A “competent person” cannot be considered “talented” if their competence is innate but remains dormant and is not utilized to create value. In other words, no matter how intelligent, if they are unwilling or unable to apply their abilities, they are deemed to lack value.

Conversely, some competent individuals generate significant value but also create disruptions, complications, or conflicts within their organizations. Such individuals cannot be classified as “talent” or considered w88 login “vital essence” of an organization.

Dave Ulrich introduces a formula for talent often referred to as w88 login 3C Theory, comprising:

• Competence– ability,
• Commitment – dedication
• Contribution – meaningful impact.

He definesTalent = Competence × Commitment × Contribution. This formula is based on extensive surveys of thousands of businesses, including half of w88 login Fortune 500 companies, and over 40,000 individuals identified as “talent” in w88 login labor market.

Awareness, Guiding Perspectives, and Talent Attraction Strategies of w88 login Board of Directors

Before addressing w88 login specifics of talent attraction and development, it is essential to emphasize that w88 login prerequisite for cultivating talent within an enterprise lies in w88 login awareness, guiding perspectives, and strategic planning for talent attraction by w88 login Board of Directors (BoD). Without a clear strategic vision at w88 login highest level, all training, attraction, and talent compensation activities will only be isolated, short-term solutions to address immediate gaps.

So, what is this awareness and guiding perspective? In w88 login book My Vision (published in 2013) by w88 login ruler of Dubai and w88 login Prime Minister of w88 login UAE, he writes:
“In Africa, every new day, a gazelle wakes up knowing it must run faster than w88 login fastest lion, or it will be eaten. At w88 login same time, a lion wakes up and stretches, knowing it must run faster than w88 login fastest gazelle, or it will starve to death.”

Thus, whether one is a gazelle or a lion, they must “run their fastest.” Within a business, w88 login ones “running” every day are undoubtedly w88 login entire workforce, and those who set w88 login pace and lead w88 login charge must be w88 login “talent.” This means that w88 login BoD, and particularly w88 login chairpersons, must maintain daily awareness of how to ensure their organization is “running w88 login fastest.” This perspective and orientation must be seen as a routine of w88 login BoD, in line with its role in determining w88 login development strategy and w88 login speed of its execution within w88 login company.

What is w88 login prerequisite for implementing a Talent Attraction Strategy?
For talented individuals to join w88 login organization, w88 login prerequisite lies with w88 login top leadership. This involves building trust within w88 login organization through trust in its leadership. In w88 login preface to My Vision, w88 login author emphasizes:
“Trust in a leader can only be established through actions, not words.”

Leaders must take concrete, visible actions through company policies that inspire “talent” to believe and progressively demonstrate w88 login 3Cs (Competence, Commitment, Contribution) within w88 login organization.

Steps to Attract, Identify, and Build w88 login 3Cs in Enterprises

Competence

An employee is considered competent when they possess w88 login knowledge, skills, and values suited for today’s tasks and, more importantly, remain relevant for w88 login future. Competence involves w88 login 3 Rights: w88 login right skills, in w88 login right position, and performing w88 login right job. w88 login main challenge lies in predicting new skills and job roles that are not part of traditional operations but are critical for survival in an era of circular production and innovation. Identifying and defining these emerging roles is a strategic responsibility of w88 login Board of Directors (BoD).

In simple terms, daily operations, handling orders, and organizing production fall under w88 login remit of executive management. However, forecasting w88 login company’s future trends and identifying w88 login “3 Right” people for that future is a BoD responsibility.

There arefour steps to determine and develop competence:

Step 1. Establish a Competency Framework

• • What are w88 login current social and technical competencies available within w88 login company?
  • How is w88 login business environment changing, and what strategies are in place to respond?
  • Based on future scenarios and strategic choices, what technical and social competencies must employees demonstrate?

w88 login BoD and executive management need to identify key positions critical for both daily operations and long-term development. w88 login framework should include, but not be limited to, managerial roles from senior to mid-level and specialized technical positions essential for sustained high efficiency. w88 login challenge lies in w88 login rapidly evolving technology and operational methods, which introduce roles and requirements not yet clearly defined. Research and forecasting must inform these competency frameworks.

Step 2. Evaluate Individuals and Teams
Once competency standards and job role expectations are defined, employees can be assessed against them. In recent years, talent evaluation has incorporated both job performance and behavior.

Step 3. Develop Talent with w88 login “6B” Toolkit

• • Buying: Recruiting, sourcing, and integrating new talent into w88 login organization.
  • Building: Developing employees through training, practical work, or life experiences.
  • Borrowing: Bringing knowledge into w88 login organization via consultants or partners.
  • Bounding: Appointing w88 login right individuals to critical positions.
  • Bouncing: Removing underperforming or redundant personnel.
  • Binding: Retaining talent.

In theory, enterprises should use all six tools to develop their talents. In practice, however, textile companies face difficulties in “buying” talent due to w88 login industry’s low attractiveness. Therefore, they must focus on w88 login other five tools, emphasizing short-term strategies such as internal training, coaching, and assigning challenging tasks. At w88 login corporate level, talent borrowing can be coordinated to transfer skilled individuals from stronger units to weaker ones. Borrowed talent solves immediate workforce issues and, more importantly, builds new specialized teams and injects fresh energy into less innovative organizations. Concurrently, removing weak performers to create a conducive environment for talent is a key leadership responsibility.

Step 4. Monitor, Identify, and Develop Competence
Talent is evaluated not only by w88 login value they create for w88 login company but also by their ability to develop future generations of talent. Simply excelling individually is insufficient to be recognized as a talent in an organization.

Dave Ulrich emphasizes:
“Talent must excel in today’s tasks and especially in those of w88 login future. It is a grave mistake to judge talent solely based on past achievements. Instead, organizations must look ahead to determine what kind of people they will need in w88 login future.”

Commitment

Competence alone is insufficient without commitment. Commitment means employees are willing to dedicate themselves fully to w88 login success of w88 login company. Some individuals may be highly skilled, intelligent, and experienced but fail to create value due to a lack of effort or dedication.

Employees are more likely to commit fully when they perceive that contributing to w88 login organization also benefits them. These “benefits” can include:

1. Vision: A clear sense of purpose and direction.
2. Opportunities: Growth, development, and learning.
3. Incentives: Fair and reasonable compensation.
4. Impact: A visible connection between their work and results.
5. Community: A supportive environment of colleagues, managers, and leaders.
6. Communication: Transparency about what is happening and why.
7. Flexibility: Empowerment and adaptable working conditions.

Evaluating employee commitment requires in-depth processes, including channels for monitoring, listening to, and addressing their concerns to maintain and enhance their dedication to w88 login organization.

Contribution

In w88 login past, talent evaluation often focused on two factors: competence (w88 login ability to work) and commitment (w88 login will to work). However, for w88 login current and future workforce, these are no longer enough. Talent must also contribute and be acknowledged for their efforts.

Contribution means understanding w88 login meaning and purpose of one’s work. As Dave Ulrich stresses, talent must also experience fulfillment and a sense of purpose in their professional and personal lives.

This is achieved when both w88 login organization and individuals can answer w88 login following seven questions:

1. Who am I? – Employees understand their identity, roles, and responsibilities within w88 login organization.
2. Where am I going, and why? – w88 login organization helps employees achieve their goals.
3. Who am I going with? – Support systems are built to ensure employees do not feel isolated.
4. How do I cultivate my spirit? – w88 login organization upholds moral standards such as humility, service, forgiveness, and gratitude.
5. What challenges will I overcome? – w88 login organization helps employees tackle challenges with enthusiasm and confidence.
6. How do I access resources? – w88 login organization assists employees with health, workspace, and financial needs.
7. What inspires me? – w88 login organization fosters a joyful and fulfilling work environment.

In w88 login “3C Equation,” w88 login three variables are multiplicative rather than additive. If any component is missing, w88 login others cannot compensate. For example, a person with low competence cannot be considered talented, even if they are committed and contribute. Likewise, talent must demonstrate skills, dedication, and purpose through their work, effort, and contributions.

How to Identify Talent Within an Organization?

Identifying Talent Through Personal Goals

An individual’s actions and behavior within w88 login organization often reflect their objectives. Talented individuals typically have clear strategies and goals, aiming not only for personal growth but also for w88 login success of w88 login entire organization. Such individuals are not afraid of losing their positions or overly eager to display their abilities. Their words and actions are natural and genuine.

Recognizing Talent Through Actions

Talent often manifests in different stages—emerging, growing, or fully developed. However, talent always includes innate qualities. These might include unconventional thinking, exceptional traits, or standout performance in their work.
Talented employees consistently exhibit distinctive qualities that set them apart. w88 login organization’s role is to observe and assess objectively to identify those worth retaining.

Evaluating Talent Through Peer Feedback

To identify talent within w88 login organization, leaders need objective perspectives and should avoid being influenced by negative biases. An effective talent attraction and retention strategy includes listening to subordinate feedback. Peer evaluations provide critical insight into identifying individuals with high potential.

How to Retain Talent?

Define Roles and Responsibilities Clearly for New Hires

To retain new hires, it is essential to clarify their roles and responsibilities from w88 login start. This ensures businesses can select w88 login most suitable candidates while helping new employees perform effectively in their roles.

Strong Leadership: A Key to Retaining Talent

Talented individuals often assess whether a company’s leadership can help them develop their skills and reach their career goals. They are more likely to work for organizations led by capable and inspiring leaders. To attract and retain talent, businesses must prioritize having strong and effective leadership.

Develop a Clear Business Strategy

Talented employees are drawn to leaders with vision and companies with clear long-term strategies. Without a well-defined plan, their contributions may feel wasted. Professionals are unlikely to commit to organizations lacking prospects or an environment conducive to their growth and contribution.

Offer Competitive Benefits

Providing fair and competitive compensation packages, along with opportunities for advancement that match employees’ capabilities and contributions, is a proven strategy for attracting and retaining talent. Without these, talented individuals are unlikely to stay long-term. Therefore, businesses need to establish equitable and attractive benefit structures.

Build a Robust Organizational Culture

This includes fostering regular engagement activities and promoting professional conduct within w88 login workplace. Building a team united by shared values and a unique company culture is one of w88 login most effective ways to attract and retain talent.
Organizations with weak cultures or poor employer reputations will struggle to attract talent. A strong, positive culture makes it easier to draw in and retain skilled individuals. When employees resonate with w88 login company culture and find it a good fit, they are likelier to stay loyal to w88 login organization.

Translated from Chairman of Vinatex Le Tien Truong’s publication in 2024.November Textiles and Fashion Magazine