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Of late the textile and apparel industry became acutely aware of its need for more and better training for management to keep up its place in the competitive economic struggle. Accordingly many schemes are started which are directly orientated towards the personnel function. 'Human relations' became the fashion, and it is increasingly realized that the human aspect of management cannot be delegated. It must be an integral part of all management, at all levels, from the directors to the foremen.
Although personnel management is not now regarded as a monopoly of specialist departments, there are a great many responsibilities and services that remain in their sphere. As these functions are related to the textile and apparel industry, it is convenient to consider the recognized functions of today under the following headings: employment and conditions of service; training; health, safety, the working environment, employee services and welfare; remuneration; and industrial relations, communication, and joint consultation.
Like many of other industries, textiles and apparel industries have their own localities in which development have taken place. This means that a local tradition of work in the industry has been transmitted from generation to generation, often for more than a hundred years. In the same way, the interpretation of the personnel aspects of management reflects the customs and traditions of the industry, which, in textiles, go back to the beginning of the factory system itself.
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