HR and HRM stands for human resource, and human resource management respectively. HR department is a very important department in any business sector or within any organization. The HR manager it’s responsible for people management, planning, evolution of employees, implementation of rules and regulation, provide optimum service and solve the problems regarding the situations.
Recently textile focus conversation with Nure A. Khan, HR Specialist. He had long experience in the RMG Sector. He worked in so many reputated RMG manufacturing company. Still he serve the industry a largest apparel manufacturing group of companies. Read the full conversation here –
Textile Focus: Could you please share your professional journey?
Nure A. Khan: My journey has been one of passion and purpose, driven by a desire to elevate the HR profession within Bangladesh’s apparel industry. Starting education from my hometown, Munshigonj, and eventually completing my BBA&MBA in Human Resource Management from Ewu and UiU followed by a PhD in HRM, I set out to make a mark in HR. Over the years, I’ve had the privilege of working with esteemed organizations like Shanta, Square, Envoy, Ha-Meem Group & Palmal Group bringing my vision of modern, strategic HR to life. Founding the Bangladesh Society for Apparel HR Professionals (BSAHRP) and HR Club, Bangladesh, allowed me to foster a community dedicated to excellence in HR. I’m a firm believer in continuous improvement—be it in process, productivity, or culture. This belief shapes my approach in both industry and academia, where I’ve mentored future professionals as an adjunct professor since 2005. For me, success is not just about achievement but about meaningful impact.
Textile Focus: How do you see the current scenario of the RMG sector?
Nure A. Khan: The Ready-Made Garment (RMG) sector in Bangladesh remains vital, contributing significantly to its economy and employing millions. Despite the post-COVID recovery, challenges persist due to global economic uncertainties, inflation, and shifts in consumer preferences toward sustainability. Bangladesh faces stiff competition from countries like Vietnam and India, which have enhanced efficiency and compliance standards. Additionally, rising labor costs and pressure to meet increasingly rigorous environmental and social compliance regulations have driven operational costs up. On the positive side, Bangladesh’s commitment to green manufacturing has given it a competitive edge, as it now boasts the highest number of eco-certified factories worldwide. Investments in technology, automation, and skill development are helping the sector adapt to global demands. However, to stay competitive, the RMG industry needs further modernization, diversification into high-value products, and strong partnerships with international buyers focused on fair trade and sustainability.
Textile Focus: Share the roles of HR in the RMG sector?
Nure A. Khan: In the Ready-Made Garments (RMG) sector, Human Resources (HR) plays crucial roles in managing a large workforce and ensuring smooth production processes. Here are the primary responsibilities:
Recruitment & Staffing: HR is responsible for recruiting workers and managerial staff to meet production demands, ensuring the right talent is placed in the right roles.
Training & Development: HR provides skills training to ensure employees meet quality standards and improve productivity. This includes technical skills, safety protocols, and quality control.
Performance Management: Setting up performance evaluation systems, providing feedback, and creating a productive work environment are critical HR functions.
Employee Relations: HR works to maintain positive relationships with employees by handling grievances, preventing conflicts, and promoting a collaborative workplace.
Compliance & Legal Issues: The RMG sector is highly regulated. HR ensures compliance with labor laws, health and safety standards, minimum wage laws, and factory regulations.
Health & Safety Management: HR implements health and safety programs, regularly assessing workplace conditions, providing PPE, and educating workers on safety practices.
Compensation & Benefits: HR develops compensation structures that are fair and competitive, managing salaries, overtime, benefits, and incentives.
Attendance & Leave Management: Tracking attendance, managing shift schedules, and handling leave requests are essential HR responsibilities.
Employee Welfare: HR often provides welfare programs, such as medical aid, support for families, and facilities like cafeterias and day-care centers.
Worker Retention & Motivation: Reducing turnover is essential in RMG. HR focuses on motivation strategies, recognition programs, and career progression to retain talent.
HR in the RMG sector plays a key role in balancing productivity with employee well-being, which directly affects overall efficiency and brand reputation.
Textile Focus: Being an HR head, what challenges are you facing?
Nure A. Khan: As an HR head in Bangladesh’s Ready-Made Garment (RMG) sector, key challenges arise from workforce management, labor compliance, and safety standards. High employee turnover is a significant issue, often driven by low wages and limited career advancement, creating constant hiring needs and affecting productivity. Additionally, ensuring compliance with labor laws, including minimum wage and working hours, is critical yet challenging due to the sector’s pressure to keep costs low. Safety is another pressing concern; implementing and maintaining safe working conditions remains complex due to resource constraints and older infrastructure. Striking a balance between meeting international buyer standards and managing costs strains HR efforts. Also, the lack of skilled labor limits productivity and competitiveness. Finally, building strong labor relations is difficult, with frequent strikes or disputes stemming from inadequate communication and wage-related grievances, impacting overall workplace harmony.
Textile Focus: What types of skills need to run the proper HR Department?
Nure A. Khan: Running a successful HR department in the Ready-Made Garments (RMG) industry requires a blend of industry-specific and general HR skills. Firstly, recruitment and staffing skills are critical, as RMG requires a high volume of skilled workers. This includes the ability to source, assess, and onboard talent effectively while ensuring compliance with labor laws.
Another key skill is labor law expertise. HR professionals must understand employment laws and regulations, as the RMG sector often faces scrutiny for labor practices. Effective HR departments ensure compliance, prevent legal issues, and promote fair working conditions.
Employee relations and conflict resolution skills are also essential. With a large workforce, HR teams need to handle conflicts and grievances efficiently, fostering a positive work environment that minimizes turnover.
Performance management and training are crucial as well. To meet production targets, HR must facilitate skills development and maintain productivity standards. This involves implementing training programs and performance evaluations.
Lastly, an HR department needs strong organizational and communication skills to coordinate between different departments, manage payroll, handle health and safety concerns, and support employee well-being. A successful HR team balances operational efficiency with a focus on employee satisfaction, supporting the company’s overall growth and reputation.
