Textile industries have remained among the most labor-intensive sectors in India and are a major employer. Tamil Nadu is one of the most prominent destinations for textile and garment production. The growth of the textile industry has been consistent with the level of competitiveness, which is largely driven by the effectiveness and flexibility of Human Resource Management. HRM is a major determinant of whether the organization will be able to attract, cultivate, and retain a workforce capable of meeting the challenges of modernization, pursuing quality, and meeting international market demands. Therefore, this study intended to examine the impact of HRM practices on labor turnover, worker productivity, and attrition in the textile industry in the state of Tamil Nadu, India. The purpose of this study, therefore, was to examine the causes of high attrition rates and analyze HRM practices used to create a working environment conducive to employee retention in the textile industry, which was conducted in major industrial clusters including Coimbatore, Tirupur, Erode, and Karur. * To understand the impact of HR policies related to selection, training, labor welfare, remuneration, and performance appraisal on the job satisfaction and commitment of the textile labor. The methodology included both quantitative and descriptive research, and, as such, primary data were collected through a structured questionnaire administered to 150-200 textile employees to evaluate perceptions of HRM practices and the determinants of large-scale retention. The data were then analyzed using parametric tests (univariate, bivariate, and multivariate) and exploratory statistical tools, including reliability tests (Cronbach’s Alpha), Correlation Analysis, and Principal Component Analysis (Factor Analysis) to examine relationships among variables and their influence on labor turnover. The study revealed that Welfare measures, continuous training programs, and fair performance appraisal were the most correlated with employee satisfaction and retention. In other words, when emoluments were managed in a fair manner, employees were less likely to seek a change in employment. Poor compensation, high work pressure and workplace stress, and a lack of growth opportunities were responsible for high attrition. The research is an additional resource for existing studies on the subject, providing regional insight into HRM in one of India’s industrial states. The study’s results would help policymakers, trade unions, and HR managers. For instance, a common approach to mitigate the influence of this type of human resource management is to establish a regulatory framework to reduce labor turnover; these steps can be taken at the policy and industry levels, respectively.