THE IMPACT OF SUSTAINABLE HRM FOR THE APPAREL INDUSTRY

  The apparel industry is a global sector that is heavily influenced by changing global trends, such as economic shifts, technological advancements, globalization, increased competition, and evolving work trends (Gereffi & Frederick, 2010; Taplin, 2014; Shen, 2014). Global economic trends mainly affect the apparel industry. In the current world of globalization, apparel organizations can easily reach the global market(Gereffi & Frederick, 2010). Depending on global political stability, the economic stability of the global market fluctuates(ILO, 2021). For example, based on political situations, some countries may experience higher economic stability. As a result, the apparel requirements of the global market change according to the societal needs of those countries. For instance, if the global economic trend is biased toward the European market, the requirements will differ from those of other markets. Based on this, the economic sustainability of organizations may change, ...

   The apparel industry has faced several challenges in applying sustainable HRM to the organizations. A major concern is the need for significant financial investment with no clear timeline for recovering that cost (Jabbour & de Sousa Jabbour, 2016; Kramar, 2014). Additionally, even if organizations provide proper training to employees, employees may not fully understand it or deliver the expected outcomes due to resistance to change or a lack of awareness about sustainability goals (Renwick, Redman & Maguire, 2013; Shen et al, 2020).    Also, at the same time, management will face difficulties in releasing people for that purpose due to limited cadre, high absenteeism, short lead times, and high production pressure (Jabbour & de Sousa Jabbour, 2016; Vickers et al., 2013). Additionally, employees are expected to participate in sustainable practices while performing their day-to-day duties, which creates additional pressure. As a result, this may lead to ...

  The apparel industry is a powerful global industry, and its core driving factor is efficiency. Efficiency largely depends on people's engagement, motivation, skills, positive mindset, etc. (Armstrong & Taylor, 2020). According to the sustainable human resource practices, long-term benefits are obtained by the organizations, while short-term approaches can lead to some drawbacks for the industry(Ehnert et al., 2016; Gollan et al., 2014). Sustainable HRM focuses on long-term people management strategies that support both organizational performance and social responsibility. The core focus of sustainable HRM is to engage with people in the long term and get the economic, social, and environmental benefits to the organization (Ehnert et al., 2016) .  In the recruitment process, apparel organizations do not simply select individuals for the organization and always try to find the most suitable candidates who match the organizational culture, goals, expectations, etc (Jia...

  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, c...

  The people's motivations and engagement are essential for the apparel industry to achieve their long-term and short-term goals. Therefore, in the apparel industry, hard work is a very powerful tool. Also, efficiency and quick decision on highly recommended. Due to these situations, the people turnover percentage is higher in this industry. (Anitha, J. 2014) Applying sustainable HRM in apparel organizations can positively convert the employee mindset.  Effective human resource management (HRM) practices, especially in large apparel sectors, play a critical role in shaping employee attitudes, enhancing engagement, and aligning individual goals with organizational objectives ( Armstrong, M., & Taylor, S. 2020) Applications of sustainable HRM for recruitment Correct people recruiting is very important for the apparel industry. If it is not, recruiting people are not more engaged with the organization's goals.  Under the sustainable HRM process, in the long term, conside...

  The apparel industry is one of the most powerful industries in Sri Lanka as well as the world. It has a large workforce and uses advanced technologies and methods to improve profitability. Also, it moves quickly with new trends in the world. Industries are looking at sustainable HRM and trying to apply this concept to different areas in the HRM process ( Ehnert et al., 2016; Kelegama & Wijayasiri, 2004; Fernando et al., 2022). The manpower is highly used in the apparel industry, Also, it works people has different level of capacities such as high educated, mid educated also very low educated people oh there worked. According to their education gaps, their thinking pattern also have differences. So different thinking pattern large number of peoples handling is huge challenge in the apparel organizations ( Gunawardana, 2007) . Unlike other industries, the apparel industry has a higher people turnover rate, and there are different reasons behind that.  Low satisfaction, hig...

Overview - SUSTAINABLE HRM Sustainable human resource management shows the HR practices and that engaging long-term economic, social, and environmental sustainability while ensuring people's being ethical practices and business success. (Ehnert et al, 2016).   This is a strategic approach to managing human resources in organizations that focuses on increasing long-term economic growth, social equity, and environmental sustainability. Sustainable HRM is based on the understanding that organizations have a responsibility to not only maximize economic profit margins and productivity but also to consider the well-being of employees, society, and the planet. This approach highlights the importance of fair and equitable treatment, employee engagement, work-life balance, and opportunities for learning and growth.  (Pathirana, 2024). Practicing sustainable HRM in an organization (such as recruitment, development, and regeneration) can positively impact employees, the environment, and ...