Practical Problems in Human Resource Approaches in Textile Industry-A Current Scenario

Abstract

The present study examines the Human Resource (HR) planning and practices adopted by selected textile mills in Coimbatore District, Tamil Nadu, with a focus on their influence on organizational effectiveness, employee development, and industrial relations. Human resources constitute one of the most valuable assets of any organization, and effective HR planning plays a vital role in enhancing productivity, employee satisfaction, and sustainable organizational growth. The study emphasizes key HR functions such as recruitment, selection, training and development, performance appraisal, welfare measures, grievance redressal, employee participation, and organizational development. The research is motivated by the rapid expansion of the textile industry in Coimbatore, which employs a large workforce, including a significant number of migrant workers, making efficient human resource management essential for maintaining industrial harmony and competitiveness.

The study is based on both primary and secondary data. Primary data were collected from 150 employers working in selected textile mills through a structured questionnaire, while secondary data were obtained from journals, books, reports, magazines, and other published sources. Statistical techniques including percentage analysis, Chi-square test, ANOVA, Friedman test, coefficient of variation, and trend analysis were employed to analyze the collected data and examine the relationships between demographic characteristics and various dimensions of Human Resource Development (HRD).

The findings reveal that the majority of respondents perceive the behavior of workers as normal and cooperative, while shop-floor managers are generally empowered to maintain employee discipline. Grievance redressal committees play a significant role in resolving employee issues, and most organizations have established systematic grievance handling mechanisms. However, the study identifies a lack of professional counseling services for employees, indicating an area requiring immediate attention. Statistical analysis further demonstrates significant associations between executives' experience and their perception of training systems, as well as between age and opinions regarding performance appraisal systems. Welfare measures such as canteen facilities, housing, transportation, and educational assistance are widely appreciated, although awareness regarding legal aid and counseling services remains relatively low.

The study also highlights that training and development initiatives are among the strongest HR practices adopted by the selected textile mills. Promotion policies are largely merit-based, and employees are provided with both technical and managerial training to enhance their competencies. Welfare initiatives, incentive schemes, leave benefits, medical facilities, and employee participation programs contribute positively to employee morale and organizational commitment. Furthermore, effective communication systems, workers' participation schemes, and structured HR policies strengthen employer–employee relationships and improve organizational performance.

Based on the findings, the study recommends strengthening campus recruitment, redesigning training programs to be more practical and job-oriented, increasing investment in external skill development programs, introducing professional counseling services, modernizing HR planning practices, and improving awareness of employee welfare measures. It also emphasizes the need for continuous human resource development, effective communication, and strategic HR planning to meet the challenges posed by globalization, technological advancements, and changing industrial environments. The study concludes that well-designed Human Resource planning and HRD practices significantly enhance employee efficiency, organizational productivity, and long-term competitiveness of textile mills, thereby contributing to sustainable industrial development.