3.The Impact of SUSTAINABLE HRM FOR APPAREL INDUSTRY
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, consider the people's behavior, company growth, and social contributions and select the most suitable candidates to the organizations instead of emergency fulfilling (Shen, J., & Benson, J. 2016). Those people have long been engaged with the organization and will give best effort to both organizational and personal improvements. As a result, that impact positively affects the organization's success.
Recruiting the right employees through a sustainable HRM view ensures ultimate organizational commitment and contributions, supporting both business success and employee development (Guerci, M, & Pedrini, M., 2014)
Sustainable learning and development are not for the training of the employees. It is always considerate and creates long development plans for the employee. These people developments trainings are not only focuses on one side and try to develop every side of the peoples. Because knowledgeable and improved people are the best asset of the organizations(Garavan, McGuire & O'Donnell, 2004). Additionally, organizations plan the environmental projects and social services projects, and measuring the involvement for those projects will give marks or points when people promoting stages (Spreitzer et al, 2005). So, people have the benefit of improving their capacity and efficiency, not only they have ability to re fresh their main set in positive way. Those positive changes will give the highest efficiency to the organizations(Bratton & Gold, 2017).
Society has a completely different perspective about the apparel industry and its working people. Such as being less educated and having fewer qualities. Also, less is given to respect with compared to the other industries(Yamin et al., 2016). Considering social sustainability, apparel people can be more engaged with the society, and as a result, the Organization can add some value about its own industry. This will positively affect more people to engage in the industry(Clarke & Boersma, 2017).
References
Jagannathan, Anitha. (2014). Determinants of employee engagement and their impact on employee performance. International Journal of Productivity and Performance Management. 63.pp 308-323.
Shen, J., & Benson, J. (2016). When CSR is a social norm: How socially responsible human resource management affects employee work behavior. Journal of Management, 42(6),pp 1723–1746.
Armstrong, M., & Taylor, S. (2020). Armstrong's Handbook of Human Resource Management Practice. Kogan Page Publishers.
Garavan, T.N., McGuire, D. & O'Donnell, D. (2004). Exploring human resource development: A levels of analysis approach. Human Resource Development Review, 3(4), pp.417–441.
Spreitzer, G.M., Lam, C.F. & Quinn, R.E. (2005). Human resource strategies and organizational behavior: Transforming work systems for the knowledge economy. In: J.A. Colquitt and J.A. Lepine, eds. Organizational Behavior: Improving Performance and Commitment in the Workplace. New York: McGraw-Hill.
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.
Clarke, T. & Boersma, M. (2017). The governance of global value chains: unresolved human rights, environmental and ethical dilemmas in the apple supply chain. Journal of Business Ethics, 143(1), pp.111–131.
This post provides a comprehensive overview of how global trends influence sustainable HRM in the apparel industry. The discussion on economic shifts and technological advancements highlights the need for adaptive HR strategies. It would be interesting to explore how these trends specifically affect employee engagement and retention within the industry
ReplyDeleteUnder the sustainable HRM pillars, economic, social, and environmental are the key factors, and those three factors will help to improve the employee engagement and retention. as example, when covering their thinking pattern negative to positive side, organizations can retain them to organization.
DeleteReplied by Lahiru Randima
This is a great read! It’s inspiring to see how sustainable HRM can transform the apparel industry by improving employee engagement, development, and social value. Focusing on long-term growth and people’s well-being really seems like the right step toward a stronger and more respected industry. Thanks for sharing these insights! (commented by Anuradha Gunasekara)
ReplyDeleteI agree and appreciate your valuable thoughts. People's well-being is a really strong factor in creating a respectful industry(Guest, 2017).
DeleteReplied by Lahiru Randima
The blog appropriately discusses the importance of sustainable HRM in transforming the CSR practices of Sri Lanka’s apparel industry. The relationship between strategic hiring, long-term learning and development, and employee engagement is quite clear, especially within a sector that is associated with high turnover and negative stigma. I like how the post incorporates social and organizational sustainability to link the development of employees to the community. This reference to established HR theories and practices further enhances the credibility of thoughts shared. It contributes timeliness and relevance to the ongoing conversation on ethical and sustainable business practices in new-age industries. Well done!
ReplyDeleteThank you for your valuable thoughts on my blog. It will motivate me in a positive way
DeleteReplied by Lahiru Randima
This is a great discussion on the importance of sustainable HRM in the apparel industry. What are some practical steps that apparel organizations can take to implement sustainable HRM practices during the recruitment process? And how can companies measure the long-term impact of these practices on employee engagement and organizational success?
ReplyDeleteApparel organization does not just select employees. They will always consider education, behaviors, and company growth factors. Because it will secure the employee retention of the organizations.
DeleteAlso, sustainable practices cannot be measured directly. Organizations applying those practices long term and parallelly collecting data and analysis can measure their success
Replied by Lahiru Randima
Excellent breakdown of how digital L&D tools are reshaping learning in the IT sector. The integration of LMS platforms, gamification, and virtual labs really shows how tech is making continuous learning more engaging and effective. Loved the point on using data to drive unbiased talent development—very relevant in today’s HR landscape!
ReplyDeleteYou clearly mentioned the impact of sustainable HRM on the apparel industry. Furthermore, I want to add that at present, people in the apparel industry have better engagement with society because apparel is a very well-known industry, and it directly affects the country's GDP.
ReplyDeleteYes, Bensith. With the inflation in our country, the apparel industry has become a main income source, and society has started to create a more respectful environment around apparel.
DeleteReplied by Lahiru Randima