Weaving cooperative societies provide an important role in conserving traditional weaving practices, while creating jobs for many artisans. The study examines some baseline HRM practices such as training and development, performance appraisal, and compensation and reward packages among others. It examines how these HRM practices shape employee satisfaction, commitment, and organizational performance within the workplace. Using a quantitative research design, this study collected primary data using structured questionnaires from handloom weaving co-operative societies with 750 weavers. This study used exploratory factor analysis, regression analysis and structural equation modelling (SEM) to examine and understand the relationships between HRM practices and employee outcomes. The findings of this study highlighted the importance of having strong HRM practices to improve employee commitment and performance. Such HRM practices significantly improve organizational performance and sustainability in the weaving industry. By having an emphasis on continuous skill improvement with regular defined training opportunities, where appraisal systems are defined, measured and rewarded and remuneration which is competitive, weaving cooperative societies can facilitate the work engagement and job satisfaction of workers. The study underscored the need for tailored HRM practices that meet the distinct needs of cooperative members as a mechanism to organizational success. The elucidation provided by this study can offer other cooperatives an HR process framework to further develop their HRM practices, resulting in a motivated and committed workforce as well as providing what are very much needed continuance of the traditional weaving culture as a source of economic activity.