The introduction of employee welfare programmes in Nigeria Telecommunications
Limited has contribute immensely to the growth of the company, since its
establishment in 1985.
The programmes involve giving extra benefits to employees to supplement their
salaries at a cost to the employer. They are important to both the organization
and the employees. From employer’s point of view, it is anticipated that a good
employee welfare programme will induce the employees to work hard and improve
their general attitude towards the organization. But, for the employee, these
benefits represent an extra income, additional security or more desirable
working conditions that require no additional effort.
In examining this practice in Nigerian Telecommunications (NITEL) Ltd, the
study is divided in five chapters. In chapter one, attempt is made to define
the problems involved in the study. The purpose and significance of the study
which form the basis for the research are also considered. In addition,
important terms used in this research work are defined for proper understanding
of the research work.
In chapter two the related literatures are reviewed. These comprise of the
contribution of other authors and experts on the subject matter. Chapter three
contains the background information on the case company NITEL.
Chapter four deals with the research methodology to be adopted in carrying out
the research. The sample size determination, sources of data, methods of investigation
and limitation of study are also discussed.
Finally, the last part of this research work which forms chapter five covers
the research findings out the study, summary of findings, recommendation and
conclusion. Recommendations are offered as to how the company could improve her
welfare programme to achieve the required results.
1.2 STATEMENT OF PROBLEMS
Different governments at one time or
another have had cause to deliberate on the issue of evolving welfare
programmes for the benefits of their nationals. The various forms that such
national programmes have taken along with their importance and pertinence to
human co-existence. It is therefore little wonder on the small scale that many
a company consciously strive as part of their corporate strategy to establish
employee welfare schemes as soon as they are found or forward.
However, in this vital area of welfare, it is not obvious to a good number of
various observers what programmes they Nigerian Telecommunications (NITEL) Ltd,
a corporate body from January 1955, has in stock for her employees.
In other hand, there has been a lot of policy changes to reflect the new
arrangement. These changes do not come as a surprise in view of the basic
differences that had existed in the defunct parent bodies. The organization has
also since then undertaken among other things, a review of the salary
structures and welfare programmes of the employees.
It is on this premises that this research, among other seeks to determine the
present practices of employee welfare programmes in NITEL and the attitude of
the employees to them.
1.3 OBJECTIVES OF STUDY
To find out the range and quality of employee welfare programmes offered in
To find out the objectives for designing the employee welfare programmes in
NITEL and then extent they are being achieved.
To determine the effectiveness or otherwise of employee welfare from grievances
in NITEL as perceived by the employees.
To measure the effects of the economic recession on the employee welfare
To make Recommendations based on this study on how to improve the provision and
administration of employee welfare programme in NITEL, it need be.
1.4 SIGNIFICANCE AND NEED FOR
The roles that comprehensive employee
welfare programmes play in the efficiency with which an average employee
discharges responsibilities and the achievement of the overall corporate
objectives of an organization cannot be underplayed. Organizations, thus,
try as such as possible to attain these corporate objectives by helping their
employees to accomplish their own personal objectives. Thus they do by setting
an ideal welfare programmes for the benefits of their employees.
Hence, there is therefore a great need to determine and expand views on these
practices and the attitude of the employees to them.
1.5 DEFINITION OF TERMS
For proper understanding toward this
pertinent research work, the following key words are defined as follow:
Programme: Thisis a predetermined agreement of
activities, events or developments planned to accrue to a given expected outcome.
2. Employee: This is a person that
enters into a contract of employment with another person called employer in
return for wages, salaries or other valuable considerations.
3. Welfare: These are services
provided by companies for employee and some times, it is extended to the
employees families. In this research work the following words will be used
interchangeably with welfare. They are benefits, fringe benefits,
employee benefits, welfare benefits, welfare services/supplementary benefits
and supplementary compensation.
TERMS AND CONDITIONS APPLY
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