2.SUSTAINABLE HRM FOR APPAREL INDUSTRY.

 



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, high pressure, and a very steep learning curve are very law; ground-level people are doing the same job roll and generate the unsatisfaction on their mind (Yamin et al., 2016).  To minimize these minus areas and improve it, Apparel organizations are applying the Sustainable HRM in different ways.  Such as recruitment, learning and development, digitalization, etc(Ehnert et al., 2016; Fernando et al., 2022).


Furthermore, unlike other industries, the apparel industry can't automate everything.  The manual working requirement is higher. So, according to the people, efficiency depends on their profit margins (Gunawardana, 2007).  During the working period, people are living in a pressurized environment, and they have limited focus on social and other environmental working areas.  Under the sustainable HRM, the environmental and social sustainable part is valuable for improving of convert their mind set in positive way. (Ehnert et al., 2016; De Prins et al., 2014).




 Sustainable Recruitment in the Apparel Industry

 Sustainable recruitment is the strategic approach to talent acquisition that not only focuses on fulfilling immediate hiring needs but also considers the long-term impact of these hires on a company's culture, growth, and societal contributions (Renwick et al. 2013).

This recruitment aims to align the candidates' values with the company culture. So, ensure the employee motivations, engage and invest in the company success. Also, one of the stones of sustainable recruitment diversity recruitment is that it is important to generate the innovative thinking and innovative culture created inside of the organization. Ensuring fair wages, safe working conditions, and transparency in hiring contributes to sustainable recruitment (Brewster, Chung, & Sparrow, 2016).



Sustainable   learning and development for the apparel Industry

Lifelong education helps to continuously improve the employee and enhance their engagement with the organization, reducing turnover (Armstrong & Taylor, 2020). Also, Sustainable HRM training and goals always align with the organization's sustainable goals; for example, environmental education will help to reduce the carbon footprint(Renwick et al., 2013), social responsibilities will help diversity and inclusions, and also give ethical leadership learnings(Siddiqui et al., 2023).


References

Ehnert, I., Parsa, S., Roper, I., Wagner. & Muller-Camen, M. (2016) Reporting on sustainability and HRM: A comparative study of sustainability reporting practices by the world's largest companies. The International Journal of Human Resource Management,27(1), pp.88-108.

Kelegama, S. & Wijayasiri, J. (2004) Globalization employment and equity: The Sri Lankan experience. Geneva: International Labour Organization.

Fernando, W., Wijethilake, C. & Evans, E. (2022) Sustainable human resource management in emerging economies: Evidence from the Sri Lankan apparel industry. Sustainability,14(60), p.3180.

Gunawardana, K.D. (2007) Human capital management practices in the Sri Lankan apparel industry. Sri Lankan Journal of Human Resource Management, 1(1), pp.53–65.

Yamin, S., Gunasekaran, A. & Mavondo, F.T. (2016) Performance measurement practices in apparel manufacturing industry. Journal of Manufacturing Technology Management,27(2),pp.180-203

De Prins, P., Van Beirendonck, L., De Vos, A. & Segers, J. (2014).Sustainable HRM: Bridging theory and practice through the 'Respect Openness Continuity (ROC)' model. Management Revue,25(4), pp.263-284.

Renwick, D.W.S., Redman, T. & Maguire, S. (2013) Managing human resource for environmental sustainability. Human Resource Management, 52(5), pp. 715–735.

Siddiqui, S.H., Khan, M.S., & Haider, M. (2023). Ethical Leadership and Sustainable HRM: Enhancing Organizational Performance. Sustainability, 15(2), pp.1–15.


Comments

  1. Rashini Maleesha DevindiApril 14, 2025 at 10:23 AM

    How do you think sustainable HRM practices can help reduce turnover and improve job satisfaction in the apparel industry, especially given the diverse education levels and the high-pressure work environment? Can the adoption of digitalization and development programs be a key solution for enhancing employee engagement and retention in this sector?

    ReplyDelete
  2. The Impact of SUSTAINABLE HRM FOR APPAREL INDUSTRYApril 14, 2025 at 8:52 PM

    Sustainable HRM can help reduce employee turnover and improve engagement in the apparel industry by providing proper training, using digital tools, and taking care of workers’ well-being. These actions make employees feel more valued, less stressed, and more interested in their work (Becker, 1964; Herzberg, 1968; Ehnert et al., 2016)
    Replied by Lahiru Randima

    ReplyDelete
  3. Melaka PushpasaraApril 15, 2025 at 3:55 AM

    An insightful exploration of the challenges faced in implementing sustainable HRM practices. The emphasis on financial investments and employee resistance to change underscores the complexity of this transition. Perhaps including case studies of organizations that have successfully navigated these challenges could provide practical guidance for others in the industry

    ReplyDelete
    Replies
    1. The Impact of SUSTAINABLE HRM FOR APPAREL INDUSTRYApril 16, 2025 at 12:38 AM

      Thank you for sharing your valuable thoughts. Studying other industries, capturing their experience, and customizing and finding a better solution is a good way
      Replied by Lahiru Randima

      Delete
  4. sadaniwijewickrameApril 15, 2025 at 10:04 AM

    This article provides an illuminating overview of the strategic application of sustainable HRM practices in Sri Lanka’s apparel industry. I appreciate how the post acknowledges the uniqueness of everyday challenges in the sector, such as the high dependency on manual labor, diversity of workforces, etc., and highlights how sustainable recruitment and development can mitigate these issues. Making employee values fit with the organizational culture and the ecosystem and social responsibility with L&D is futuristic. As the apparel industry moves towards more ethical, inclusive, and future-ready developments, this is an important and much-needed discussion. Great job on shedding light on such a critical topic!

    ReplyDelete
    Replies
    1. The Impact of SUSTAINABLE HRM FOR APPAREL INDUSTRYApril 16, 2025 at 12:44 AM

      Greate comment. Not only the apparel industry but all industries can also get more success following the sustainable HRM practices.
      Replied by Lahiru Randima

      Delete
  5. Nuwan Asanka 2020April 15, 2025 at 12:30 PM

    This is a well-rounded look at how digital L&D is transforming IT workplaces. The focus on LMS platforms, gamification, and data-driven development highlights how companies can stay ahead while keeping employees engaged and growing.

    ReplyDelete

Post a Comment

Popular posts from this blog

7.World new Trends affect on SUSTAINABLE HRM FOR APPAREL INDUSTRY

Image
  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, ...
Read more

6. Challenges of SUSTAINABLE HRM IN APPAREL INDUSTRY.

Image
   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 ...
Read more

5. Benefits and drawbacks of SUSTAINABLE HRM FOR APPAREL INDUSTRY.

Image
  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...
Read more