GREEN HUMAN RESOURCE MANAGEMENT PRACTICES AND ORGANIZATIONAL PERFORMANCE OF SELECTED MANUFACTURING FIRMS IN PLATEAU STATE, NIGERIA

Abstract

The persistent challenges of inefficiency, high operational costs, inconsistent output quality, and weak employee commitment continue to constrain the Nigerian manufacturing sector's contribution to GDP at approximately 8.8% (NBS, 2024), particularly in firms like NASCO and Grand Cereals in Jos, Plateau State. This study was undertaken to examine the impact of Green Human Resource Management (GHRM) practices on operational performance in selected Nigerian manufacturing firms, with a focus on how green recruitment and selection and green training and development, influence production efficiency and resource utilization. The study adopted a descriptive and survey research design. The population comprised of employees from NASCO and Grand Cereals, and a sample size of 202 was determined using Yamane's formula with a 5% margin of error and 20% attrition adjustment. A stratified random sampling technique was employed to ensure representation across HR managers, production supervisors, and operational staff. Primary data were collected using a structured questionnaire on a 5-point Likert scale and analyzed using descriptive statistics and multiple regression with the aid of SPSS Output version 26. The findings revealed that green recruitment and selection had a significant positive effect on production efficiency (β=0.550, p<0.001), green training and development showed a marginally significant negative relationship with resource utilization (β=-0.151, p=0.050). The study concluded that while green recruitment enhances operational efficiency, training and compensation practices require redesign to mitigate unintended negative outcomes in resource-constrained contexts. It recommended prioritizing environmental criteria in recruitment and integrating hands-on training with supportive infrastructure.