Digital HR Transformation in the Textile Sector

-

The textile and apparel sector is undergoing a significant digital shift as factories strive to enhance efficiency, transparency, and workforce performance. Digital HR transformation—powered by ERP systems, HRIS platforms, biometric attendance, and HR analytics—plays a critical role in supporting lean manufacturing, labour optimization, and compliance with global buyer requirements (Ahamed & Mohaimen, 2022). Additionally, AI-driven hiring is emerging as a strategic tool for selecting machine operators and technical experts in increasingly automated mills and garment factories.

ERP & HRIS Integration

Enterprise Resource Planning (ERP) systems integrated with modern HR Information Systems (HRIS) streamline attendance, payroll, skills databases, and shift planning. In textile mills, this helps link workforce availability to production planning, improving manpower allocation and reducing bottlenecks (Hines et al., 2021).

Biometric Attendance Systems

Biometric fingerprint and facial-based attendance systems increase accuracy and transparency in labour-intensive environments. These systems reduce proxy punching, improve discipline, and simplify buyer audits on ethical labour standards (Kumar & Kumar, 2020).

HR Analytics for Workforce Efficiency

HR analytics dashboards track absenteeism, operator efficiency, turnover, and training impact. For example, knitting and sewing floors use real-time data to monitor manpower productivity and skill gaps, enabling targeted upskilling programs (Womack & Jones, 2003). Data-driven decisions enhance both quality and speed in production lines.

AI-Driven Hiring for Factory Talent

AI tools now screen candidates for sewing operator roles, lab technicians, dyeing technicians, and maintenance mechanics. Algorithms assess experience, technical skills, and expected performance, reducing hiring time and turnover while improving workforce fit (Haddad & Ikram, 2022).


Digital HR transformation enables textile manufacturers to automate HR operations, strengthen compliance, and develop a skilled and motivated workforce. By integrating ERP, HRIS, biometrics, workforce analytics, and AI hiring systems, mills and garment factories can achieve operational agility and global competitiveness in an evolving industry landscape.


đź“š References

Ahamed, F., & Mohaimen, F. (2022). Digital HR in apparel manufacturing.
Haddad, S., & Ikram, A. (2022). AI adoption in garment sector.
Hines, P., et al. (2021). Lean technology in manufacturing.
Kumar, S., & Kumar, A. (2020). Biometric systems in industry.
Womack, J., & Jones, D. (2003). Lean Thinking.

Comments

  1. Sandun T Jinadasa26 November 2025 at 09:30

    Your explanation shows clearly how tools like ERP, HRIS integration, biometrics, HR analytics, and AI-driven hiring directly strengthen efficiency and global competitiveness. In an industry where labour optimization and transparency are critical for meeting buyer expectations, these digital solutions are no longer optional, they are strategic necessities. A very insightful analysis that highlights the future direction of Sri Lanka’s apparel and textile workforce.

    ReplyDelete
  2. Ruchina Gayanthi27 November 2025 at 07:50

    Your blog captures how digital transformation reshaping textile sector.Your perspective highlights it not just gain efficiency but also how innovation enrich creativity and reach sustainable goal.This clarification provide about digital evolution .I appreciate how you explained strong link between technology and industry impact.

    ReplyDelete
  3. Sandaruwan Wijerathne 27 November 2025 at 19:29

    Digital HR transformation is reshaping the textile sector by streamlining processes, improving workforce planning, and enhancing employee experience. As textile operations often involve large, shift-based workforces, digital solutions such as HRIS, biometric attendance, e-learning platforms, and data-driven performance systems help improve accuracy and reduce administrative workload. Automation supports faster recruitment, better skill mapping, and improved compliance with industry standards. Moreover, digital communication tools strengthen coordination between HR and factory-floor employees, promoting transparency and engagement. Overall, digital HR enables textile organizations to become more agile, cost-efficient, and competitive in an industry that demands speed, flexibility, and continuous innovation.

    ReplyDelete
  4. Harindra Ranjan28 November 2025 at 07:38

    This comment has been removed by the author.

    ReplyDelete
  5. Harindra Ranjan28 November 2025 at 07:39

    A truly insightful perspective! The textile sector, especially in rapidly evolving markets, stands at a critical juncture where digital HR transformation can become a powerful game-changer. From automating repetitive HR tasks to leveraging real-time data for workforce planning, digital tools can significantly enhance productivity and decision-making.

    ReplyDelete
  6. chamith mahesha10 December 2025 at 02:54

    You present a very clear and well-structured explanation of how digital HR tools are reshaping the textile sector, and I appreciate how you connect ERP–HRIS integration, biometrics, analytics and AI hiring to real operational needs like labour optimization and compliance. Your industry-specific examples also make the post practical and relevant.

    ReplyDelete

Post a Comment

Popular posts from this blog

Data-driven Human Resource (HR) strategies—inspired by Quality Assurance (QA) principles

-
Image
 In the competitive fabric-manufacturing industry, maintaining consistency, efficiency and quality requires not only advanced machinery but also a high-performing, well-aligned workforce . As the sector embraces automation and digitalisation, applying data-driven Human Resource (HR) strategies —inspired by Quality Assurance (QA) principles —becomes vital to improving both process and people outcomes (Cascio & Boudreau, 2016).                                            Just as QA professionals track measurable indicators such as defect rates, extrusion consistency, or production efficiency, HR departments in a textile plant can adopt quality metrics like absenteeism, operator efficiency, training-effectiveness scores, turnover rate, and skill-utilisation. These indicators serve as a factual basis for decision-making (Bassi, 2011). For example, if productivity drops in a...
Read more

Lean Human Resource Management (Lean HR)

-
Image
In the competitive textile industry, particularly in knitting operations, efficiency and quality are crucial to sustaining global competitiveness. As manufacturers adopt modern management practices, Lean Human Resource Management (Lean HR) has emerged as a strategic approach to optimize workforce productivity by eliminating non-value-adding activities, building skills, and improving performance (Bamel et al., 2020). Lean HR in Knitting: Why It Matters Knitting operations require continuous machine monitoring, rapid troubleshooting, and standardized handling of yarns and fabrics. Lean HR supports these needs by aligning workforce practices with operational excellence principles, thereby reducing variation and improving consistency (Haddad & Ikram, 2022). Key Lean HR Practices in Knitting Units ✔ Skills Mapping & Cross-Training Mapping operator skills and enabling cross-training improves labor flexibility, machine uptime, and defect prevention (Womack & Jon...
Read more