THE IMPACT OF MANPOWER DEVELOPMENT AND TRAINING IN EFFICIENT MANAGEMENT OF PARASTATAL

(A CASE STUDY OF NIGERIA RAILWAY CORPORATION EASTERN DIVISION ENUGU) 

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ABSTRACT

The growth and innovation in the field of science and technology and the complex nature of modern business activities and the need for the expert handling of modern equipment and budget I call for the urgent training and development of organization manpower resources in order to meet these challenges. Today, we know that our problem is not how to avoid change but how to analyze the victim that all development spells opportunity and get ourselves equipped to handle the increasing complexity in manpower and managerial activities.

The research work undertake a survey of the manpower development policies and programmes of the Nigeria Railway Corporation and found that though there exists an established policy and programmes for employee development there polices and programmes are deficient in content and complementary.

Based on the followings, we suggested an immediate review of the training and development policy and programme in order to make it more functional and adaptable to the present and future needs of corporations intended objectives.

In carrying out the research, oral interview and research questionnaire were used.  The analysis of the questionnaire was done based on percentages.  Allowing the greater or less than factor to influence the judgment either by mollified the oral interview responses gotten.  The work is divided into five chapters.  The first chapter contains the statements of problem and purposes of the study.  Three assumptions were made as forming basis for the study.

In chapter two, relevant literature on manpower development and man power development problems, methods and strategies were reviewed.  In chapter three, the research methodology and source of data are presented.  Chapter four contains the presentation and analysis of data and test of hypothesis.  The chapter five contains summary of the findings, conclusion and recommendation.

TABLE OF CONTENTS

CHAPTER ONE

1.0            INTRODUCTION

1.1     Background of the study

1.2            Statement of problem

1.3            Objective of the study

1.4            Significance of the study

1.5            Scope of the study

1.6            Limitation of the study

1.7            Research question

1.8            Hypothesis

1.9            Definition of term

CHAPTER TWO

2.0            LITERATURE REVIEW

2.1     Defining manpower training and development

2.2            Areas and objectives of manpower development

2.3            Aims and objectives of manpower development

2.4            Methods and types of manpower development

2.5            Determination of development needs

2.6            Steps in designing a manpower development programmes

2.7            Manpower development problems

2.8            Manpower development in Nigeria

References

 

CHAPTER THREE

3.0            Research Design And Methodology

3.1     Introduction to the study

3.2            Area of study

3.3            Population of the study

3.4            Sample size determination

3.5            Instrument for data collection

3.6            Validation of the instrument

3.7            Reliability of the instrument

3.8            Methods of data collection

3.9            Method of data analysis

 

CHAPTER FOUR

4.0     Presentation, analysis and interpretation of data

4.1            Testing of hypothesis

 

CHAPTER FIVE

5.0     Summary of findings, conclusion and recommendation

5.1            Summary of findings

5.2            Conclusion

5.3            Recommendation

5.4            Bibliography

5.5            Research questionnaire

CHAPTER ONE

 

INTRODUCTION

Contemporary thoughts on national development and growth emphasize the need for the training and retaining of the human resources and economic independence of the nations.  The objectivity of this assertion becomes apparent when viewed against the background of the study.  Damages wrecked on the socio-political and economic structure and integrity of most independent developing nations by foreign interest acting under pretension of assisting them in their development efforts.

The realization of complete independence is therefore a function of an effective development strategies and efficient utilization of a country’s potentials studies shows that most countries are blessed with abundant natural resources.  They lock the basic technology for transforming and maximizing the benefits of these natural endowment resulting from the under development of the human portentous.

Since Nigeria gained her independence in 1960, we have been faced with the challenge of providing adequate and effective manpower need for the management of our economic resources.

Our inability to provide for the necessary manpower needs results in the inefficient and under utilization of the abundant economic resources.  Most organization in Nigeria is so much concerned with the profits maximization, they ignore the need for training their workers, and instead, they consider the money they will spend on their training programme as waste rather than as an investment.  The fail to foresee the desirability of continuous retaining and development of their workers in order to promote the efficiency and effectiveness of their organization.  Consequently instead of growing, the business rather fails and much capital wasted.

 

Commenting on the general poor development of the Nigerian workers, W.R. Haires observed that the Nigerian workers are under used, under employed, frustrated and preventive from bringing their talents to bear on the well-being of their employers, organization and the nation at large.

Manpower development is a dynamic process, in other words, it is a response to change in the beliefs, attitudes and behaviour of individuals so that they can better adopt new techniques and challenges.

In recognition of the need for the training and development of the human potentials and resources of employees as a means of achieving organizational objectives and goal with efficiency and effectiveness, the Nigeria railway corporation established a training policy for her employee.  In pursuance of this noble objective of manpower development and training by the organization, a lot of difficulties arises which affected the success of the programme.  This research work is therefore directed towards an evaluation of the manpower development and training programme of the corporation with a view to identifying problem areas (where any) and making suggestions on ways of achieving greater successes in their manpower development efforts.

 

1.2            STATEMENT OF PROBLEMS

After an employee has been recruited and inducted, his skills must be updated and developed to better fit into the job and the organization.  The need for training and developing the employee not only arises from the fact that he might not fit in the job posses the necessary skill needed in the job but have the effect of the dynamic nature of the society influenced by changes in the field of science and technology necessitated the continuous improvement of worker’s skill and the sill he expected to have in order better fit into the new job demands is bridged by manpower training.

Many organizations have over the years established good manpower training and development programmes in order incite better employee performance at work and increased productivity.  Good development programmes have not always been easy to attain in organization because of the forces that impede against the achievement of their objectives.  Some of the impeding forces include selections or recruitment problems, training procedure and inadequate facilities, government policy, the economy and labour legislation.  The crucial problems this research will address include:

1. The problem of inadequate manpower resources in the Nigeria railway corporation.
2. The lack of functional manpower development programmes.
3. The under utilization of available manpower resources.

 

A critical analysis of these problems will be done with a view to determining their causes and consequences on the corporation.  The researcher will also make contribution on ways of redressing the problems.

 

1.3            OBJECTIVE OF THE STUDY

The decision to research on this field of human development results from my interest in the areas of manpower planning and development as it occupies a strategic position in the effective and efficient realization of organization’s goal.

Apart from giving the reader a general idea of what manpower training and development entails, this study is designed to examine and clarify the following issues:-

1)                To identify the manpower training and development programme of the Nigeria railway corporation.

2)                To determine the impact of this programme on workers performance.

3)                To identify the problem which negatively affect the successful implementation of the programme and achievement of the desires result?

4)                Make recommendation on ways of ensuring greater successes in future.

 

1.4            SIGNIFICANT OF THE STYDY

We have noted earlier in this research the important role of manpower training and development in achieving organizational goal.  We also noted the problem of lack of well-developed, specialized and dynamic management that will be capable of harnessing the development.

The significance of the study therefore in it’s potentiality in serving as a reference took for both individual organization and government policy makers who desire to eliminate all and avert obstacles associated with manpower planning.

It will also be of immense benefit particularly in the organizers and executors of manpower development and training programmes in the Nigeria railway corporation.  This is because the clearly identified problem areas in the design and implementation of manpower development programmes.  This research will also discuss various manpower development and training related issues and suggests ways that can be adopted to solve manpower training and development problems.

1.5            SCOPE OF THE STUDY

THE NATURE, CONCEPT AND SCOPE OF MANAGEMENT IN AN ORGANISATION

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ABSTRACT

          This research project examined the structure of the nature, concept and scope of management existing in NEPA as well as the extent to which this management policy satisfies the employees of the organization towards greater productivity. The research observed that despite the huge amount of money spent by management of NEPA on workers welfare, these workers still feel dissatisfied with management policy for than specifically, the workers amongst others would proffer most of their management policy to be in case rather than in kind.   They also wanted the management to include pension scheme in the management policy.   Absence of these and many others have led to various forms of indiscipline and non-commitment and fraud among NEPA workers.   These militate against the efficiency of NEPA as an organization.   The researcher therefore recommend amongst others that pension scheme should be included in NEPA management policy should be in cash and less in kind.   She also suggested some other ways NEPA can raise more fund to support her management policy for workers and how these management policy can effectively implemented without their abuse.

TABLE OF CONTENTS

 

 

CHAPTER ONE:          INTRODUCTION

1.1            General Background to the Subject Matter

1.2            Problems Associated with the Subject Matter

1.3            Problems that the Study ill be Concerned with

1.4            The Importance of Studying the Area.

1.5            Definition of Important Term.

1.6            Reference.

 

CHAPTER TWO:        LITERATURE REVIEW

2.1            The Origin of the Subject Area

2.2            Schools of Though Within the Subject Area.

2.3            Schools of Though Relevant of the Problem of Studying

2.4            Summary.

2.5            References.

 

CHAPTER THREE

3.1            Data presentation and Analysis of the Data

3.2            Recommendation

3.3            Conclusion.

3.4            Reference

Bibliography

 

 

CHAPTER ONE

 

INTRODUCTION

The management policy has become pervasive as an integral part of an employee in most federal parastatals.  The effect of the current economic recession on the nation have become so tense that the salary earned by employees can no longer accommodate the numerous needs. Thus, the important role these management policy in business organization today can never be emphasized.

NEPA is one of the numerous federal parastatals which have continue to offer some package for its employees over the years.   The ultimate aim has been to increase the quality and volume of service offered by NEPA to its billions of customers nationwide, upon all this packages being offered to NEPA workers.   Their various customers seem generally to be dissatisfied with the quality of services.   It is against this background that the researcher intends to find out whether such a management policy is a enough criteria that should motivate the worker for increase productivity.

 

1.1     GENERAL BACKGROUND TO THE SUBJECT MATTER.

          NEPA is one of the numerous public enterprises established by the federal government with the primary aim of providing Electrical services to Nigerians and other people living within the country.   This enterprise is also designed to generate fund and make profits from its operations and render accounts to federal government.

However, at present, the quality of services offered by NEPA is noting to write home about.   Private individuals and organizations in the country had always had one complaints or the other with regards to the quality of services they received from NEPA.

Most places in the country hardly have assessed to electricity and those that have assessed do not enjoy it due to its unsteady nature.   Despite all these some have continued to receive electricity bills even when it is not steady or functioning for a long period of time.   There are usually series of interference mostly in business centers.   Company or organizations while running their business activities.

In the final analysis, the worker blames their inefficiency on their poor conditions of services.   Some of them claim that they have no incentives at all that would make them happy.  Yet, to most Nigerians NEPA is a gold mine for old any young one that grows economically in the public sector.

NEPA had always undertaken among other things a review of salary structure and management policy.   This management policy thus becomes a corporate strategy which amounts to costs.   The fear there is that if these beautiful management policy are actually implemented with a reciprocal increase in productivity on the part of the employees, the aim of these management policy would be defeated, and the organization may begin to loose its customers if proper management is not given to such organization and may soon collapse like its counter-parts, such as the Nigeria Railway Corporation, the Nigeria Cola Corporation and others.

 

1.2     PROBLEMS ASSOCIATED WITH THE SUBJECT MATTER

NEPA as one of the public enterprises established by the federal government with the major aim of supplying electricity to Nigerians and other people living within the country.   This enterprise is also designed to generate fund and make profits from its operations and renders accounts to federal government.

Presently, NEPA is associated with series of problems.   That is the quality of service offered by NEPA is noting to write home about.   Private individuals and organizations in the country had always had one complaints or the other with regards to the quality of services they received from NEPA.

For instance, some places in the country hardly have asses to electricity and those that have assess to it do not enjoy it due its unsteady nature.   Despites all these some have continued to receive electricity bill even when it is not steady or functioning for a long period of time.

There are usually series of interference mostly in business centers, industries or organization, why running their business activities.   Even interference also occurs in our various homes while watch or listening to new and so on.

Finally the workers blame their inefficiency on their poor conditions of services.   Some of them clams that they have no incentive at all that would make employee happy in NEPA.

 

 

 

1.3            PROBLEM(S) THAT THE STUDY WILL BE CONCERNED WITH.

This research work is to be accepted with some reservations considering the constraints which characterized the research procedure.   One of such constraints is the time use for the study.   The researcher has less than twelve (12) calendar months for this research work.   Thus, most of the works are designed to be carried out considering this time factor.

Secondly, financial constraints could not allow the researcher to carryout the research on all the staff of NEPA in the area being covered.

 

1.4     THE IMPORTANCE OF STUDYING THE AREA

The importance of this study is that it would enable the researcher to discover the nature, concept and scope of management existing in an organization such as NEPA and also to determine whether or not such nature, concept and scope of management will improve the management of NEPA.

Its importance also enables the researcher to determine the span of control of each department manager and the determination of the cost of new management technique.

Consequently, the researcher intends to find out the best options for NEPA as far as the management policy in the organization is concerned.   Also to find out the effect of the economic recession on management.   As the researcher intend to peep into other factors that can improve the productivity of NEPA management, the researcher intend to bring these in as a part of her recommendation in this research work/report.

The ultimate aim is to increase all efficiency of each departmental manager in NEPA and also determine the best management concept for NEPA department manager.

MANAGEMENT PROBLEMS OF PUBLIC ENTERPRISES

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ABSTRACT

This research study tries to investigate the management problems of public enterprises, a case study of Anambra motor manufacturing company (ANAMMCO)  One of the major objectives of any government is a stable growth and development of the country through industrialization.  One of the avenues through which this is achieved is by the establishment of public enterprises.  ANAMMCO, being a public enterprise, the researcher has undertaken to investigate how much it has contributed to the general growth and development of Nigeria and also investigate any managerial problems of may have.

This research study contains five chapters. Chapter one introduction of the topic “management problem public enterprises (a case of ANAMMCO) along with the statement of the problem, objectives of the study and hypotheses.  Chapter two talk about the review of the literature on the topic.  Chapter three is about the research methodology.  Chapter four talk about analysis and interpretation of data.  Chapter five contains conclusions followed by recommendations to the management of ANAMMCO.

It is the belie of the researcher that this research work will be of great beretit to the management of ANAMMCO and other public enterprises that may have similar problems.

TABLE OF CONTENT

 

CHAPTER ONE

INTRODUCTION

1.1            Background of the study

1.2            Historical background of case study

1.3            Statement of problems

1.4            Objective of the study

1.5            Hypotheses formulation

1.6            Significance of the study

1.7            Scope of the study

1.8            Limitation of the study

1.9            Definition of term

References

CHAPTER TWO

LITERATURE RENEW

2.1            Purpose of public enterprises

2.2            The history and growth of public enterprises

2.3            Structure of the public enterprises

2.4            Problems of public enterprises

2.5            Economic factors

2.6            Financial problems/ms management

2.7            Political factors

2.8            Ethnicity problem

2.9            Nigeria work attitudes

2.10       Administrative factors

2.11       Operational technical factors

2.12       Summary of the review

Reference

CHAPTER THREE

RESEARCH METHODOLOGY

3.1            Sources of data

3.2            Research instrument

3.3            Population sampling and sampling technique

3.4            Methods of investigation

3.5            Reliability of instrument

3.6            Data press

3.7            Method of analysis

CHAPTER FOUR

          PRESENTATION ANALYSIS

4.1            Data presentation and analysis

4.2            Testing of the hypotheses

CHAPTER FIVE

SUMMARY OF FINDINGS AND CONCLUSION AND RECOMMENDATIONS

5.1            Summary of findings

5.2            Conclusion

5.3            Recommendations

Bibliography

Appendix: questionnaire.

 

 

CHAPTER ONE

 

INTRODUCTION

1.1            BACKGROUND OF STUDY

In any developing economy, the government is the main initiator and promoter economic development, especially in Nigeria.  In developing countries, governments usually intervene some areas of the economic in which the private sector cannot perform, according to Abubalar (1986) in order to facilitate the federal government has instituted and made use of many public enterprises over the years.

It would be recalled however that in the fifties and sixties, agriculture was the main stay of the Nigeria economy.  The early seventies earned for Nigeria loge enude oil revenue at a level that never was anticipated.  This new dimension got government involved more with videly diversified investments in areas that span both the traditional public sector and exclusive private sector business.

As a result of this development in chide oil, agriculture that was the main stay of our economy was later given less attention. Owing to this circumstance, the government investments were sponsored mostly by the oil revenues.  The oil boom era (1974-1979) has been described as the golden era for public investment.  The government invested in over 30 parastatals and companies within this period.  Most of them have been unprofitable, some cannot even meet their operating costs and have depended on government subventions for their year to year survival.

Public co-operations in Nigeria have been considered inefficient and wistful.  This is because they have viewed it with the profit criterion.  Kindleberger (1986) however Hinks that this is not a fair judgment, economic activities, it is usually not appropriate to use the performance standard of the private sector “they are hoses is different colours, the objective of private business is profit, while the government enterprises is seines to the society or promotion of general welfare”.

Olisa (1985) said that prior to independent and after Nigeria was faced with the problem of attaining her social-economic objectives, there was no well destined capitalist class that could operate the much needed development through their productive and industrializing activities.  The civil services at that time was inappropriate for accelerated development and the country was saddened with the problem of running many business.

These parastatals are established out side the civil services and this allows for greater freedom of action, quicker decision making which will promote their efficiency and effectiveness.  These corporations are managed through government appointed officials who could utilize the profits accruing from their operations in catering for the public interest (onwudunmi:1970).

(ugwu:1990) said that in Nigeria, it is very unfortunate that government have rapid development and this is because the management of these enterprises have constituted the bane of these enterprises.  Most of them failed to meet people’s expectations in terms of provision of goods and services and development in general.  The commercially oriented ones neither make profits or even sustain themselves.  All efforts by successive government yield no positive result despite various commissions of inquiry and review parties. The performance of these enterprises still fall short’s of people’s expectation. It is based on this that the researcher finds the need to investigate these problems in Anambra motors manufacturing company (ANAMMCO).

1.2            HISTORICAL  BACK GROUND OF ANAMBRA MOTOR MANUFACTURING COMPANY.

Anambra motor manufacturing company incorporated on the 17^th of January 1977, was commissioned on the 8^th of july 1980 ,and started official production in January 1981.

The company , which has a staff stein 9^th of seven hundred and ninety – four and an installed capacity of producing seven thousand and five hundred commercial vehicles (T nick assembly) annually is presently utilizing fifteen (15%) of installed capacity . its product range includes Mercedes Benz trucks and buses of various sizes, fire fighting vehicles, ambulance, refuse disposal vans as well as vehicle refurbishment. It is however worthy of not that its production actinty is limited to assembly and spare parts sales.

Incorporated with an authorized and fully paid up share capital of seven million naira ,ANAMMCO was set up under a joint agreement between Nigeria and Daimlar Mercedes Benz of Germany .Although it was initially licensed to produce trucks, it later went into the production of buses.

And they set up with the objective of manufacturing and marketing Mercedes Benz trucks and buses ,assisting in manpower development through technology training, acceviating transport problem in the country, helping to reduce unemployment in the country. ANAMMCO is located at Emene near Enugu.

With company operations organised into six functional divisions and numerous departments under the division. Its board of director is made up of six members. Anambra Motor manufacturing company has two workers union –the senior and junior staff union.

1.3            STATEMENT OF THE PROBLEM.

It is important to note that public enterprises in any given economy has important role to play in the rapid socio-economic development of the country.

Government owned enterprises and business in Nigeria are established to accelerate the pace of economic development in which government is the major investor. Due to the important roles associated with the major public enterprises in Nigeria. There is need for good management for its efficiency. It is a fact that government spends large sums of money in setting up these enterprises and thus, looks forward to making profit. As a result of inefficiency in running these enterprise, federal government and state government have in the recent past set up committee which studied the public corporations and parastatals and recommended privatization and commercialization of some of these enterprises. These enterprises perform so poorly than privately owned business.

Since public enterprises are important in growth of any economy, there is the need to investigate the problems of public enterprises in Nigeria? Also, there is need to identify the reasons for criticism leveled against them. Despite the enormous investment in public enterprises, is Nigeria obviously not getting good value for the money being speny or invested on these public enterprises. This gives the decision to this research on “management problems of public enterprises in Enugu state” using ANAMMCO as a case study.

1.4            HYPOTHESES FORMULATION

Ho     There is no need for management inefficiency due to the important roles associated with the major public enterprises in Nigeria.

Hi      There is need for management proficiency due to the important roles associated with the major public enterprises in Nigeria.

Ho     Government does not spend large sums of money in setting up these enterprises.

Hi      Government spend large sums of money in setting up these enterprises and thus, look forward to parastatals and companies within this period.

Ho     There is no need for government enterprises in management efficiency established business in Nigeria government.

Hi      There is need for government enterprises in management efficiency established business in Nigeria government.

Ho     public enterprises are not important in their growth of any economy in which both public and private enterprises operates.

Hi      public enterprises are not important in their growth of any economy in which both public and private enterprises operates.

Ho     National economy was given attention to public sector and private sector.

Hi National economy was given less attention to public sector and private sector.

1.5            OBJECTIVE OF THE STUDY

EMPLOYEE PERFORMANCE APPRAISAL AS A STRATEGY TO MANAGEMENT

 

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ABSTRACT 

This research work discussed the management function, which is used in achieving desired results through efficiency utilization of human and material resources.

It is intended to be problem solved and revealing the management and subordinates as well.

I have organized this work in chapters to enable full discussion in each area  selected. This first chapter deals with the introduction general background to the subject matter, problem associated with the subject matter, problems that the study will be concerned with, the importance of studying the  area, definitions of important terms and references. This chapter reveals the reasons of the research work to enable the reader to know the area of coverage.

The second chapter is concerned with the literature review, the origin of the subject area, school of thought within the subject area, the school of thought relevant to the problem of study, difference methods of studying the problems, summary and references. This chapter tells us the meaning of the word we are dealing with, how it was seen by some management theorists, reasons for performance appraisals in organization.

The final chapter, which is chapter, three reveals the conclusions, data presentation (highlights of the study) analysis of the data, recommendation, conclusion and references of their research work. This chapter is very vital because it explains the result of the research work and give suggestions on what should be done and what should not be done depending on the finds of the researcher

 

 

 

 

 

 

 

 

 

TABLE OF CONTENTS

 

 

CHAPTER ONE

1.0      Introduction

1.1            General background to the subject matter

1.2            Problems associated with the subject matter

1.3            Problems that the study will be concerned  with

1.4            The importance of studying the area

1.5            Definition of important terms

1.6            Reference

 

CHAPTER TWO

2.0      Literature review

2.1            The Origin of The Subject Area

2.2                          Schools of Thought Within The Subject Area

2.3                          The School of Thought Relevant to the Problem of Study.

2.4                          Different methods of studying the problem

2.5                          Summary

2.6                          Reference

 

CHAPTER THREE

3.0      Conclusion

3.1                          Data presentation (highlights of the study)

3.2                          Analysis of the data

3.3                          Recommendation

3.4                          Conclusion

3.5                          Reference

 

 

CHAPTER ONE

 

1.0            INTRODUCTION

It is of immense importance is any firm or organization to put the employees’ welfare first because no organization can exist on theories except if human beings carry out those theories and apply them to practical things. When a worker is employed in an organization, a guide, a rule and regulation are given to him or her to make sure that he effort and performance is directed towards  one channel, which is objectives of the organization.

As well management expects high performance and corporation from the employee who is given incentives by given remuneration but when the things expected by both management and employee is not far fetched then there exists a phenomena, which raises the eye brow of the management to ask what is a miss.

This research work deals with such phenomena, which  such phenomena, which is “Employee performance appraisal as a strategies to management”.

 

1.1                                    GENERAL BACKGROUND TO THE SUBJECT MATTER

The first and only indigenous network provider in Nigeria called NITEL was originally known as post & telegraph communication. It was established during the coloninai era.

The Nigeria Telecommunications Limited (NITEL) is a federal Government owned company that provides public telecommunications services in  Nigeria it started operations as a company in 1985 as an amalgam of the telecommunications Division of the default P & T Department and the Nigeria  External Telecommunications limited (NIT) and now has staff strength of about 11,000.

In 1992, NITEL was commercialized following a tripartite agreement between it, the government and the Technical Committee on Privatization & Commercialization (TCPC). In the same year, NITEL pioneered the mobile telecommunications services in Nigeria, which was later excised from the company to form M-Tel in 1996. M-Tel was however reemerged resulting conglomerate was constituted into three directorates which all  reported to the corporate headquarters. The directorates were for long Distance communications, Domestic  Communications.

M-Tel was again excised from NITEL in April 2003. As a result of   the excision, M-Tel became legally, administratively, operationally and financially autonomous but it remained fully owned by and as  a full subsidiary of NITEL. The company operates a six zonal structure, the zones are:

(a)              Lagos zone with headquarters in Lagos

(b)             North West Zone with headquarters in Kaduna

(c)              North East zone with headquarters in Bauchi

(d)             South East zone with headquarters in Enugu

(e)              South West zone with headquarter in Ibadan

(f)               Central zone with headquarters  in Abuja

Each state of the Federation and the Federal capital represents a territory. Lagos  is however structured into their territories because of the volume of business in the city.

Fully commercialization policy of the federal government, NITEL Limited, more than ever, is committed to the provision of efficient, reliable and cost effective telecommunication services nationally and internationally. This set of objectives has remained the guiding principles which the company’s operations are based.

NITEL has about 800,000 telephone lines and about 13000 telex lines in the network with the introduction of digital system into the network  from 1990 and the commencement of GSM operations by M-Tel its subsidiary, the total installed capacity of telephone lines is expected to reach three million next year. About 450,000 lines, while 80% of transmissions digital.

In April 2003 the management of NITEL was contracted to messers pentascope. International following another tripartie agreement between the Bureau of Public Enterprises (on behalf of the National Government). NITEL and pentascope international. This contract is for a period of three years  during which pentascope international will positively turn around the operational, technical, financial and administrative fortunes of NITEL for the betterment of the company’s customer’s shareholders and stakeholders.

In the last quarter of 003, a comprehensive business plan was approved for NITEL. The programme is a blue print too turns the company around. Components of this programme are already being implemented. Some of these are a new organogam for the company investment in various projects that would on completion, earn significant revenues for the company and an intra-industry policy of cooperation, mutual understanding and national cohesion.

NITEL limited has continued to live up to the expectations of the Federal Government by improving on its achievements in the efficient management of its operations and network. The company has consolidated its corporate existence and is firmly on path to providing adequate effective, modern and viable telecommunications services for t he nation development.

This motivation which is one of the functions of management is directed at stimulating workers and therefore, the personnel management department of any organization does appraisal to verify the extent to which they have stimulated workers or employees in an organization toward achieving the organizational main objective.

According to Abraham Mashow and Douglas McGregor who are known for motivational theories said that an employee comes to work to get both the intrinsic rewards such as recognition esteem and self-fulfillment and also the extrinsic  rewards like promotion, improved condition of service and an adequate emuneration. It may seem realistic to say that only pay increase motivates subordinates but it is a blatant lie.

We want to use this study to explore the employees motivational strategies in NITEL Limited and then know what the employees in this company want from their jobs and how best their expectations can be met with a view to motivating them to a higher performance which leads to higher productivity.

 

1.2                                    PROBLEMS ASSOCIATED WITH THE SUBJECT MATTER

There is a question that always strikes ones mind whenever motivation is mentioned. That question is why is it that the self employed Nigerian is always highly motivated to produce more while the public sector employees are not usually responsive to the motivation giving to them.

It is also observed that private company employees performances are very high compared to that of public company employees. All these question and observation revolves around the phenomenon of motivation.

The problem above creates greater economic depress in Nigeria economy and NITEL Ltd. In particular but after this research work remedy will be made.

In answering the question above, some psychologist and some social scientist postulated various theories on motivation, which includes Abram Maslow’s theory of motivation, the popular theory of Herzberg. “motivation Hygiene factors”. Theory  x  and  Y.

It is a pity that many Nigerian managers and employees of labour are not aware  of this important factor called motivation and its effects on employees.

 

1.3     PROBLEMS THAT THE STUDY WILL BE CONCERNED WITH

The problem employees’ performance Appraisal encounter in an organization affects its productivity. Over the years business organizations has tried a lot to eradicate this problems that some times engulf managerial progress in Business organizations and NITEL Ltd. In particulars. These problems are:

1. Favourtism
2. Nigerian quota system
3. Financial worries
4. Domestics problem
5. Ignorance of the effect of ones effort to the achievement of organizational goals

This problem also attaches itself with research question and will use the same opportunities to discuss research questions.

 

RESEARCH QUESTIONS:

1. Why is employees’ performance appraisal needed in an organization?
2. What impact can it create in progress of an organization?
3. Does employee performance appraisal have any theoretical backup and background?
4. Can we be really done without Employees Performance Appraisal?

On the reason why employee performance Appraisal is needed in an organization, both charitable and non-profit organization has failure because of inadequate employees Performance Appraisal. Employees’ Performance Appraisal is needed in an organization to either motivate workers or remind them. NITEL Ltd. Appraisal its staff yearly, after the exercise hard working staff will be promoted and some incentive will be give to them

1.4        THE IMPORTANCE OF STUDING THE AREA

EMPLOYEE WELFARE PROGRAMME IN NIGERIA

 

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ABSTRACT

          In this study an attempt was to determine the Employees welfare in Nitel Limited. In chapter one of this project, it was the introduction which contains the background of the study here in Nigeria.  In chapter two, the literature review, where I discussed the meaning and nature of Employees welfare.   The origin of the subject area, the school of though relevant to the problem of study and different method of studying the problem.

In chapter three of the project I discussed the topic in data presentation, data analysis, recommendation and finally conclusion, some of the reasons for accepting employees development and motivation.

 

 

 

 

TABLE OF CONTENTS

 

Title Page

Approval Page

Dedication

Acknowledgment

Abstract

Table of Contents

 

CHAPTER ONE: INTRODUCTION

1.1             Background of the Study

1.2             Statement of the Problem

1.3             Objective of the Study

1.4             Significance

1.5             Scope of the Study

1.6             Reference.

 

CHAPTER TWO:         LITERATURE REVIEW

2.1             Origin of the Subject Matter

2.2             School of Thought Within the Subject Matter

2.3             School of Thought Relevant to the Problem

2.4             Different Method of Studying the Problem

2.5             Definition

2.6             Reference.

 

CHAPTER THREE

3.1             Conclusion

3.2             Data Presentation

3.3             Recommendation

3.4             Conclusion

3.5             Reference.

 

 

CHAPTER ONE

 

INTRODUCTION

1.1     BACKGROUND ON THE SUBJECT MATTER-NITEL

The Nigeria Telecommunication Limited (NITEL) come into existence in January 1985 as a result of the merger between the former Nigeria External Telecommunication limited (NET) and the Telecommunication, sector of the former Post Telecommunication Department (P&T), by the Federal Government.   The reason for the merger as advised by the government were the compatibility of service equipment and the streamlining of activates in both NET & P & T it was envisaged that NITEL will definitely create harmonization and complimentarily of services which up till the merger, were handled by NET (External and P & T (international).

Unlike most government parastatals, NITEL was created to render its service at a profit.   The company is not only self-financing but serves as a source of revenue per government.   It would be recalled that with NET & P & T, the parent bodies, were solely owned by the federal government hence NITEL could be described as the “Bain child” of government.   The main objective of the company is other provision of telecommunication services both internally and internally through in a combination of communication satellites, submarine cable of microwave links and the high frequency radio network.   The telecommunication services provided by NITEL include the following (both internal and external)

1)                 Telephone Service

2)                 Telex service

3)                 Telegram service

4)                 Press recreation

5)                 Presses international direct delivery service (100)

6)                 Voice cast

7)                 Zeased Grant

8)                 Photo telegrams

9)                 Ship shore service

10)            Television courage the satellite.

11)            High frequency radio service.

The above service are being rendered to the public by NITEL at us head offices in Lagos and at its branches all across the nation on a 24 hours daily basic.

The important of the above service cannot be overstated in the development of our country’s economy.   It is a know fact that communication is and essential and vital means of efficiency one not only desirable but inevitable if the nation must achieve of economic objective and maintains its proper place in the comity of nations.

NITEL in its strive of producing improved and efficient telecommunication service in segmented into five zones of operations, with the national headquarters in Lagos.   The zones are:

1)                 Lagos

2)                 South West

3)                 South East

4)                 North West

5)                 North East

The zones are further divided into 23 territories, all across the 21 states of the federations including the Federal Capital Territory Abuja.

The company is structured into a division for proper and effective administration.   Each division is headed by a direction or general manager, as the case may be.   There are two deputy managing director who co-ordinate the division together for achieving the company’s objectives, the company as a whole is being headed by a managing director.   At the top of the organization hierarchy, the company has a beard of director comprising the chairman, the managing director, the two deputy managing directors and heads of division and zones, as well as the company secretary I Lager Adviser.   The organization is really a complex one and was a designed to case the achievement of the company objectives.

In the area of administration the company had formulated many new polities.   One of such polities includes the recently revised fringes benefit schemes.

 

1.2     STATEMENT OF PROBLEM

Problem of administration of employee welfare Administration of employee welfare programme are fraught with complex problem’s some of these problems device from the installation of the welfare programmes, other purely from inherent bureaucratic procedures.

A few of these problems are:

1)                 Accounting problem.

2)                 Telex service

3)                 Telegram service

4)                 Press recreation

5)                 Press international direct service (100)

6)                 Voice cast

7)                 Leased telegrams

8)                 Photo telegrams

9)                 Ship shore service

10)            Television coverage via satellite

11)            High frequency video service

The above service are being rendered to the public by NITEL at its head office in Lagos and its branches all across the nation on a 24 hours daily basic.

The importance of the above service cannot be overstated in the development of our company’s economy.   It is a known fact communication in an essential and vital means of development in terms of peace and war.   Its effectiveness and efficiency are not only disabling, but inevitable of the nation must achieve its economic objective and materials its proper place in the country of nations.

NITEL in its strike of providing improved and efficient telecommunication services is segmented into five lines of operations with the national headquarters in Lagos.  The lines are:

6)                 Lagos

7)                 South West

8)                 South East

9)                 North West

10)            North East

 

1.3     OBJECTIVE OF THE STUDY

1.       Accounting problem:

The curse of accounting problem facing managers is the fact that very few companies maintain a break-down of the costs of these fringe benefits to reflect.

a)                 Cost per employee per year

b)                Percentage of payroll made up of fringe benefit costs.

c)                 Cost per employee per hour-actual productive hour worked.

In companies where any regular fringe account at all is attempt, it is likely to be a terms of total (naira) cost of fringe benefits and total schedule hours to work.

2.       Eligibility Problem:

The issue of those who are eligible for fringe benefits; has a profound effect on the cost of the programmes.   The more liberal the eligibility rules the higher the cost.   For example, some companies do not allow their new employees to enjoy certain benefits until their precautionary period is over.   Sometimes, some companies do restrict the eligibility of employees for a particular benefit plant a specified categories or levels of employees.

3.       Employee financing:

Should employee make any contribution to the expense of the firm’s benefits programmes? Most union and employees are strongly opposed to “contributory” programmes.   Since many employees feel that they have earned the benefits that they are being grated, they cannot understand why they should pay part of the cost any more from their own wages.

4.       Financial Problem:

Many companies introduce some benefits plan when it is financially sound and tend to run into trouble when they can no longer support the plan financially.

Management must therefore realize that when it introduces a benefit plan it premises some part of the firm’s economic resources.   Even where there are no legal obligation to do so, employee often feel that management has made a moral commitment to continue the programme, the management should face the problem of having to make through, realistic evaluation of its cost, both short-term and long-term.   But the management finds itself incapable of continuing a programme; it would bring the company’s plight before the union so that renegotiations would take place for trading of the programme.

5.       Other Problems:

There are so many other problems such as difficulty in making accurate predictions of the cost of benefit programmes, as they have the tendency to grow more expensive over time; freezing the mobility of labour among rank and file workers; change in the national economy etc.

1.4     SIGNIFICANCE OF THE STUDY