Strategic Human Resource Management, Firm Capabilities, and Export Performance: Evidence from Agro-Processing Firms in South West Nigeria

This research empirically examines the relationship between strategic human resource management (SHRM) practices, organisational capabilities, and export performance in agro-processing firms in South West Nigeria, covering Ogun, Oyo, and Osun states. Nigeria's agro-processing sector holds significant export potential, but human capital deficiencies and weak organisational capabilities remain barriers to export market competitiveness. A quantitative cross-sectional survey was conducted with 180 HR managers and export operations directors. Partial least squares structural equation modelling (PLS-SEM) was employed for data analysis. The study tests a model in which SHRM practices including selective hiring, training intensity, performance alignment, and employee empowerment influence export performance through the mediating role of dynamic capabilities comprising adaptive capacity, learning orientation, and marketing capability. Results indicate that training intensity and performance alignment exert the strongest indirect effects on export performance through capability-building mediators. Employee empowerment showed a direct effect on adaptive capacity, which in turn significantly predicted export market penetration. The study fills an empirical gap by integrating SHRM and dynamic capabilities frameworks in the agro-export context. Findings have implications for both firm-level HRM strategy and government export promotion policies. Keywords: strategic human resource management, dynamic capabilities, export performance, agro-processing, South West Nigeria.