[TC]² Bi-Weekly Technology Communicator

Seminar Offerings at [TC]²

This program has been designed to provide an introductory overview of basic technical design concepts with an emphasis on:

Master the basics of seam and stitch formation during this one-day program. The program covers both the appearance and performance aspects of seams and stitches. Learn how to achieve necessary quality levels to ensure customers’ expectations are met by using standard terminology to communicate. Understanding performance criteria by matching stitch and fabric compatibility is also covered. Don’t miss this opportunity to increase skill sets and knowledge on seam and stitch formation.

These seminars will be presented at [TC]²’s facility - 5651 Dillard Drive, Cary, NC.

To register, contact Debra Gill at 919.653.3501, or use our contact form.

For more information on other educational offerings, go to: http://www.tc2.com/index_education.html.

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Recruiting Strategies

By Kim Anderson, [TC]²

Michael Eisner, former CEO of the Disney Corporation, succinctly expressed his view of employees—“My inventory goes home every night.” Attracting, developing and retaining the best employees is important, especially in today’s competitive marketplace. But are there tools and procedures that can maximize an employer’s chances for getting the right fit between a job and an employee?

In the recent economic downturn, many companies have ceased to recruit new employees—and have even struggled to retain their strongest people. However, the current economic condition can provide an opportunity to seek out new talent. After all, hiring good people is a key competitive advantage. But few companies have clear cohesive hiring practices. Relying primarily on the hiring manager’s gut feeling and basing the hiring decisions mainly on interview performance are common practices.

The number of years of relevant work experience is considered to be one of the top reasons for hiring a candidate. The ability to collaborate in teams and a readiness to learn new things may be underrated. However, in the current rapidly changing business climate, these two characteristics should be given more weight.

Research shows that there are widely varying views on whether it is best to hire insiders or outsiders; who should be involved in the recruiting process; what assessment tools are most suitable; and most importantly—what is the key to hiring and retention.

Specific criteria have been developed to help companies hire the best employee for the job.

ANTICIPATE THE NEED
Many companies react to hiring as an emergency, when it might be more beneficial to anticipate the need for hiring by reviewing the company’s requirements and projected needs. It is also useful to develop a plan that addresses pertinent questions such as:

• How many people will we need?
• In what positions?
• What qualities are we looking for and how will we know when we find the right employee?
• What will the organizational structure look like?

SPECIFYING THE JOB
The necessary job skills for a position should be clearly defined. The ‘portfolio model of human capital’ published in the Harvard Business Review defines three important competencies—job-based; team-based; and firm-based. Each competency identifies key questions.

Job-based competencies

• What specific skill sets will the job require over the next few years?
• Will the focus be on growth?
• Does the position require someone who is an entrepreneur, manager or a leader?
• What are the next jobs he/she will move into and what capabilities will be required for those positions?

Team-based competencies

• Does the candidate have the skills to lead a team?
• How will the candidate manage resistance or political dynamics?
• Will the candidate hire?
• Can they recruit talent?

Firm-based competencies

• How well will the candidate fit into the organization’s culture?
• Will they flourish with the resources the organization can provide?
• If the candidate hails from a more resource-rich environment, can equivalent support be provided?
• Can the candidate adapt to less?

RECRUITING CANDIDATES
Research shows that often the candidate selected was the only one considered. Settling on the first adequate choice is a mistake. There are a few reasons to interview more than one candidate. Interviewing a number of prospects can reveal valuable information about different ways an individual might tackle a job.  And obviously, interviewing a number of candidates can only increase the likelihood that the best one will be found!

Candidates should be recruited from within the organization as well as outside. An outsiders-insiders strategy is also recommended. An outsider-insiders strategy includes recruiting former employees, customers, suppliers and advisors to the firm.

THE INTERVIEWERS
It is important to have the right people involved in the interview process. Having the wrong people involved may increase the risk that an unsuitable candidate will be hired—or worse yet, result in the rejection of a good candidate. In addition, in some cases an interviewer might have unconscious psychological biases; for example, a bias toward people like themselves. If the interviewer is a weak manager, they may rate candidates who are weak managers high and rate candidates that are strong managers low.

There is no need to have a large number of interviewers. Research has shown that it is best to include the person the candidate will report to, their boss and the HR manager. Results indicate that the person who the candidate will directly report to should be the one to make the final decision.

REFERENCES
References should be diligently checked. A broad spectrum of references will yield the best information. A boss versus colleagues will often reveal different characteristics about the candidate—including leadership skills, ability to influence colleagues, vendors and the people they interact with in the industry and the ability to collaborate with others.

THE LAST STAGE
The candidate should be made aware of the opportunities and the challenges of the prospective position. Knowing both the pros and cons results in a higher rate of offer acceptance, better job satisfaction and decreased turnover. Candidates need to be capable of deciding whether they will be able to deal with the challenges they may face. The candidate should be made aware of any opportunities the company offers that differentiate them from their competitors—such as flexible job design, non-financial benefits, and growth and development opportunities.

INTEGRATING THE CANDIDATE
After a candidate is hired, integration into the firm is paramount. If the new employee is not integrated properly, retention can drop. Good integration results in greater job satisfaction and commitment. The boss and HR manager should check in regularly with the new hire to see if everything is going well. It has proved beneficial to assign a mentor to the new employee to ensure that the employee becomes fully integrated.

CONCLUSION
Even the best hiring practices will not eliminate hiring mistakes—but they can be minimized, and retention maximized, by utilizing clear and cohesive hiring strategies.

References
Accreate Financial Search & Selection, June 2009.

Claudio Fernandez-Araoz, Boris Groysberg and Nitin Nohria. The Definitive Guide to Recruiting in Good Times and Bad. Harvard Business Review, May 2009.

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[TC]² Activity
IFAI 2009
San Diego, California
September 23-25, 2009

By Arturo Rodriguez , [TC]² Industry Services Latin America

Since this was the first time that I had attended an industrial fabric show of this scale, I did stop to wonder - where does the textile concept end and science fiction kick in? From smart textiles and the sustainability-oriented use of them; space age applications to architectural structures; replacement of human tissue; etc., this was a first class global gathering of the specialty fabrics marketplace.

During the three days of the show, some 344 exhibitors from 16 countries showcased textile products that cater to the awning, marine, tent and fabric graphics industries. These four industry segments make up about 80% of this specialized textile usage. International visitors made up about 20% of the 6,000 registered attendees during the show. Attendees from China, Korea and India made up the largest sum, while visitors from Canada, Germany and Mexico were also evident.

The Industrial Fabrics Association International (IFAI) with headquarters in Roseville, MN, held the 2009 edition at the San Diego Convention Center, next to San Diego’s vibrant Gas Lamp District.

What exactly does the term “specialty fabrics” include? It can be said that these products are indeed “high performance” textiles that provide speed, safety, and comfort to the users and can be broken down into the following categories:

• High tech apparel / textiles with applications in sports, medical, military and aerospace fields
• Green construction applications for buildings, such as roofs and shading structures
• Biomedical uses, with some life preserving applications in the use of surgical fabrics for tissue and bone repairs and/or substitutions.

One conclusion that I came to during my three days of walking the show was that in many cases, these exhibitors (suppliers, either of textiles and/or the equipment to make it or use it) have product lines that span the entire textile spectrum. Hopefully, many of these companies will be exhibiting at the SPESA Expo 2010 event in Atlanta next May.

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Member Profile

By Karen Davis, [TC]²

From photo to proto…
TUKATECH was formed in 1997 by Ram Sareen, an industry veteran.  It is a world leader in providing affordable product development solutions to the apparel industry around the globe. The company has continually added business units to its offerings; TUKAweb and TUKAcenters now provide production and development services via the internet to apparel businesses of all sizes.  In addition to the widely adopted TUKAcad, several other software solutions are available covering a wide range of professional apparel development.  Beyond its software offerings, TUKATECH makes customizable TUKAforms, soft and life-like duplicates of fit models, with pinnable and chalkable surfaces, designed to achieve better fit, and TUKAtrack, an RFID tracking system for use on the shop floor. TUKATECH also offers manufacturing equipment including cutters, spreaders, and plotters.

TUKATECH’s e-fit Simulator allows users to create virtual garments from TUKAcad patterns through the use of a 3D digital copy of the fit model. Many companies are using e-fit to develop fit and samples while others have completely eliminated physical samples altogether and begun giving approvals on digital samples instead.

 Viewing the virtual sample, determinations can be made regarding fit and the look of a garment on the virtual model.  The image can be viewed frame by frame for fit approval, and moreover, an instant check of the fit in motion can be made using the built-in motion simulator.

Using 3D draping, the digital pattern is wrapped onto the model, and an appropriate movement is applied to test the fit. Any fit issues are immediately apparent. The pattern can be adjusted, the garment is then re-draped to view in the e-fit Simulator, and the file is forwarded to supply chain partners for an e-fit session.  There is zero tolerance between the digital sample and the physical sample which makes users much more confident that what they see is what they get.

Tukatech recently debuted the Professional Edition of TUKAcad, which includes new features that enable non-computer-aided-design (CAD) users to manage pattern and marker files via Windows Explorer. TUKAcad is fully integrated with e-fit Simulator, and includes libraries of graded 3-D basic block patterns that have been pre-stitched and pre-draped in cotton muslin fabric that can be altered in CAD with live updates to e-fit.

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Apparel’s Tech Conference
The Apparel Industry’s Must-Attend Technology Event
November 11 - 12, 2009 | Fashion Institute of Technology | New York, NY

New in 2009 - Expanded Hours!

New in 2009 - All Educational Sessions To Include Case Studies!

Apparel's Tech Conference is an ideal environment for apparel brands, manufacturers and retailers to preview technology solutions and services from a select group of providers. Combining keynote presentations from industry thought-leaders with ongoing educational workshops and a Tabletop Exhibit area, the Conference provides convenient access to information and ideas designed to help you in your strategic technology decision-making.

Content focus includes: Design and Product Development, including PLM; Manufacturing; Information Technology; Sourcing, Logistics, Transportation; and Retail Intelligence. All of the 2009 concurrent educational sessions will include a case study component.

The Opening Keynote Session on November 11 will include recognition of Apparel's 2009 All-Stars. That same day, all Tech Conference attendees are invited to a Networking Reception immediately following the final sessions.

Attendance is complimentary for qualified apparel brands, manufacturers and retailers.

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Important Dates

October

November

For detailed information about industry events, visit www.techexchange.com

Thanks to the techexchange site sponsors
Apparel Magazine, Gerber Technology, Lawson, Lectra, Methods Workshop and Reach Technologies.

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A Look Ahead in the Newsletter



Gerber User’s Conference Review
2009 ExpoTextil

View previous editions of this newsletter

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[TC]²
5651 Dillard Drive
Cary , NC 27518
www.tc2.com
Phone: 919-380-2156
Fax: 919-380-2181

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