DO FLEXIBLE WORK ARRANGEMENTS AND EMPLOYEE BRANDING ENHANCE TALENT RETENTION? A STUDY ON GENERATION Z IN INDONESIA’S LABOR MARKET
DOI:
https://doi.org/10.54783/16f7s376Keywords:
Work Agreement, Talent Retention, Labor Market, Gen-ZAbstract
Technological transformation and automation are reshaping the garment manufacturing industry, requiring employees to develop new competencies and adapt to digital production systems. This study examines how workforce adaptability and reskilling initiatives support technological adoption and drive innovation in the garment industry, particularly in West Java. Using a qualitative approach, data were collected through semi-structured interviews with 30 participants, including production operators, supervisors, and managers. The findings show that workforce adaptability plays a crucial role in enabling employees to adjust to automated machinery and digital systems, resulting in improved productivity, efficiency, and work accuracy. Reskilling and continuous learning programs enhance employee competence, confidence, and readiness to operate new technologies. Organizational support, including training programs and leadership encouragement, further strengthens workforce adaptation and innovation capability. This study highlights the importance of continuous workforce development and structured reskilling initiatives to support digital transformation and maintain organizational competitiveness in the garment manufacturing industry.
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