IMPORTANCE OF STOCK CONTROL TO BUSINESS ORGANIZATIONS

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CHAPTER ONE

INTRODUCTION

1.0     HISTORICAL BACKGROUND OF THE STUDY

For many years now a lot of manufacturing company does not know   the important of stock methods and even   when they know, it is not consciously handle or put in the care of professional. Infact, they belief that the stock control methods is not the ultimate things the organization desire this means the contribution on effective stock control can make to the success of an organization still not very widely appreciated and hence it is of great significant to reflect the impact and effective and efficient stock control would have on an organization as well as the profitability level of the company.

The fundamental point about stock control is that by the very nature of it’s operation, every items of the store receives individual attention. The stock is the key element of working capital which has the power to influence the future of the company either positively or negatively and the effect is said to prevail over the other when it is not highly controlled. Where an organization materials are not systematically controlled, it can result to unnecessary trying up capital in stock and losses through breakage, pilferage, deterioration, theft, obsolesce etc. Beside, any organization which of stock out control stock is always faced with the problem of stock out in which may cause hold up in production service and sales, the staff become idle mean while salaries still have to be paid. Effective and efficient stock control will go along way in preventing loses and waste as such increase the point level of the organization.

Infact a slide percentages increase in efficiency a stock control will amplifies the profitability level. Since stock is often regarded as a life wire or life given element of an organization, the control of stock therefore is highly significant and should start   right from the time the need is identified to purchase order expediting. Receipt and inspecting storage and issue so that services will be rendered in the most effective manner and at the lower possible cost. The achievement of the potential benefits that are there in an efficient stock control system will only be possible if any one when store personal are well trained in their profession make available necessary material handling equipment and above all ensure an effective secure o the stock card, store house, store personnel as well as the keys to every entrance.

In September, 1969 the federal military government decided to merge the (ECN) Electricity Corporation of Nigeria and (NDA) Nigeria Dams Authority into a single body to avoid duplication for resources in the two organizations.

A year later, a Canadian firm of consultants (Shansimont Ltd) was appointed to look into the technical detail of the merger. The report was submitted in 1974.consequently a decree merging the two organizations in the National Electric power authority (NEPA) is to develop in efficient, coordinated and economical system of electricity for all parts of the federation.

The national grib connected the facilities resulting from the merger, the grib interconnection includes generating at Kainji, Lagos (Ijora) Ughali (Delta) Afarm and Oji River.

In addition there were diesel generator installation at Ibadan, Benin,Warri, Aba, Enugu, Zaria, Kaduna, Owerri, Abeokuta and Oshogbo further, diesel generation supplied system in population centers isolated from the grib include Gusau, Sokoto, Bauchi, Yola, Maidugari, Potiskum and Mubi. The grib was fact two major sub-system since the connection between the western system and Onitsa and was yet to be effected, a 330Kva transmission was in operation in the western system between Kainji and Lagos.

March 2005, witnessed major milestone in the electricity power sector reform process with the signing into law of the (EPSR) act in March, 2005 and the mergence of Power Holding Company of Nigeria Plc in place of National Electric Power Authority as well as the subsequent Electricity Regulatory Commission (NERC) on 31^st October, 2005. The visible results of the ongoing transformation of the company include staff re-orientation anchored on customer service delivery. The new focus in the unbundled units has resulted in improved   revenue collection and customer services delivery with a land mark collection of seven billion Naira (N7,000,000,000) in October 2005.

In the last three months we have consistently on a daily basis achieved pack generation of over 3000- mw to the national grid we are optimistic that with this improvement in generation availability and the federal government commitment to built it new power station that will add 6000 Mw new capacity there quest to meet the 10,00 Mw target by 2010 was not reality. The National Electric Power Authority central Kaduna was established in 1976 now Power Holding Company of Nigeria (PHCN) made up of the following.

1. Administration
2. receipt and packaging
3. issue and storage
4. Account
5. stock control

At inception, there were about twenty (20) staff but since then, there has been an increased manpower section namely inspection and audit section the principal objective of establishing a central issue to fifteen (15) states at the Northern state.

Since national electric power authority has three central store which the country made up of central store Oshodi, Issuing material to western states of the country and central store port-Harcourt for eastern states of the country.

Organizational structure

1.1     STATEMENT OF GENERAL PROBLEM

Every organization is it big or small keeps stock to order to provide necessary basic raw materials for daily operation and also to provide a reservoir for absorbing the effect of variation in delivering and consumption also to maintain ready availability of supplies within the organization which may be required at short notice. But most organization does not consider the necessity of some basis consideration for keeping such items.

When good are held in stock there is great deal of administrative work involved i.e. control of receipt issues and the general custody of all the stock items in order to prevent theft and pilferage and sometimes equipment for loading and off loading such materials have to be bought all these costs must be taken into consideration. Otherwise the organization may end up tiring down it’s working capital when could be invested elsewhere and generate more profits for the organization concern.

In PHCN control store Kaduna the store is responsible for providing the standard material such as transformers, underground cable copper wires, fuses etc to the sixteen Northern states PHCN districts.

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INDUSTRIAL RELATIONS AS A STRATEGY FOR ENHANCING ORGANIZATIONAL PERFORMANCE IN PEUGEOT AUTOMOBILE NIGERIA LIMITED

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ABSTRACT

The study emphasizes on the success and effectiveness of industrial relations towards enhancing organization performance and productivity in Peugeot Automobile Nigeria Limited (PAN). The aim of this project is to analyze the effectiveness of industrial relations in minimizing industrial conflict and promoting industrial harmony in the organization.

Hence, the project attempts to highlight those factors that are paramount to achieving effectiveness and productivity through effective industrial relations system, in order to obtain the necessary data in the study, both primary and secondary sources were obtained and used in the research. Mean score were used for presentation and analysis of data. In the course of the study, it was discovered that organizations which maintain cordial management of labour relations cerates industrial harmony which forms effective production management system.

However, it is strongly recommended that management should constantly review the industrial relations system with a view to enhancing organizational performance, productivity and maintain high morals in the workplace. So also, workers concerned should be adequately informed through interactive sessions about the organization objectives, vision, mission and goals.

CHAPTER ONE

INTRODUCTION

• Background of the Study –         –         –         –         –         –         1
• Statement of the Problem –         –         –         –         –         –         3
• Objectives of the study –         –         –         –         –         –         4
• Significance of the study –         –         –         –         –         –         5
• Research Questions –         –         –         –         –         –         –         6
• Scope of the Study –         –         –         –         –         –         –         6
• Limitation of the Study –         –         –         –         –         –         7
• History of Nigeria Peugeot Automobile Limited –         –         8

CHAPTER TWO

LITERATURE REVIEW

• Introduction –         –         –         –         –         –         –         –         13
• What is industrial relation –         –         –         –         –         –         13
• Industrial relations and productivity in PAN – –         17
• Emergence of industrial relations – –         –         –         `9
• Industrial relation in PAN –         –         –         –         –         –         20
• Relationship between industrial relations and organization 22
• Workers and employers in an organization –         –         –         24
• Workers objectives –         –         –         –         –         –         –         25
• Employers objectives –         –         –         –         –         –         –         27
• Trade unionism and industrial relation – –         –         29
• Industrial relation and production –         –         –         –         30

CHAPTER THREE

RESEARCH METHODOLOGY

• Introduction –         –         –         –         –         –         –         –         32
• Research design – –         –         –         –         –         –         –         32
• Area of the study –         –         –         –         –         –         –         33
• Population of the study –         –         –         –         –         –         33
• Sample and sampling technique –         –         –         –         –         33
• Instrument of data collection –         –         –         –         –         34
• Validity of the instrument – –         –         –         –         –         34
• Reliability of the instrument –         –                   –         –         34
• Methods of data collection –         –         –         –         –         –         35
• Methods of data analysis –         –         –         –         –         –         35

CHAPTER FOUR

PRESENTATION AND ANALYSIS OF DATA

• Introduction –         –         –         –         –         –         –         –         37
• Characteristics of the respondents –         –         –         –         37
• Presentation of analysis of data –         –         –         –         –         40
• Summary of findings –         –         –         –         –         –         –         43
• Discussion of findings – –         –         –         –         –         –         45

CHAPTER FIVE

• Summary –         –         –         –         –         –         –         –         –         49
• Conclusion – –         –         –         –         –         –         –         –         49
• Recommendations –         –         –         –         –         –         –         52

References –         –         –         –         –         –         –         –         –         55

Appendix   –         –         –         –         –         –         –         –         –         56

 

CHAPTER ONE

INTRODUCTION

• Background of the Study

Industrial relations which is the matter at stake is an integral part of management, it is pointless therefore, embarking or researching industrial relation without tracing point of its conceptual framework i.e. management which is the key element in the coordination and management of employees and work in PAN.

Improving productivity in PAN can be viewed as that part of the strategic management function in the development of business policy. Enhancing performance stress the role of the individuals in Peugeot Automobile Nigeria and industrial relations, which is the core concept of the relationship between employers and employees in the organization to ensure industrial peace and harmony? Industrial relations is all about building a cordial relationship between human being working in PAN by governing the affairs of the organization in a favorable and suitable manner that will benefit both to ensure productivity.

Industrial relations talks about the relationship which exists between the three main industrial actors, the employers, the employees and the government and there is a need for the management of resources to foster industrial harmony and also develop good industrial relations. The importance of production cannot be overemphasized because they are in collaboration with other resources to make a business run properly and thus there is the need for management.

This project will examine industrial relations as a tool and strategy for enhancing organizational performance using Peugeot Automobile Nigeria Kaduna as a research study. To do this effectively this work will focus attention on aims and objectives, statement of problems, research questions, scope and limitation as well as historical background of Peugeot Automobile Nigeria Limited.

1.2    Statement of the Problem

In organizations, industrial conflict is inevitable. It is said to be the opposition of interest of both the employers and the employees.

On the part of the employer, he is constantly seeking for greater output at minimal cost, seeking to lower the wage rate, lengthen the work hours, speeds up the worker and discharges the worker when it is expected for him.

While on the other part, the employee is constantly seeking for job security at the best possible condition of service, safety and comfort in the workplace, as well as hygienic environment. But most importantly, he wants to interact freely, socially in decision making that will facilitate growth and productivity in PAN.

In other words, most organizations fail not as a result of poor planning, policies or mismanagement but as a result of management inability to keep and maintain industrial harmony within the organization.

Based on the problems highlighted above, it is fundamental for co-

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AN EVALUATION OF THE EFFECT OF MANPOWER TRAINING AND DEVELOPMENT IN SERVICE ORGANISATIONS.  (A CASE STUDY OF POWER HOLDING COMPANY OF NIGERIA (PHCN) PLC ENUGU ZONE)

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                            ABSTRACT

  This research work was designed to study training and development of employees in service organization.

This study titled “An Evaluation of the effect of manpower training and development in service organizations. A case study of power holding company of Nigeria (PHCN) PLC Enugu Zone is of/with the view of finding out the way by which training and development can be conducted.

The objective of the study is to highlight the advantages of human resource training and development and recommend an appropriate measure that could help improve the current human resource training programmes. Relevant data for this research work were collected from both primary source and secondary source of data. A descriptive method was used for this study. The total population of the staff in the organization is 250 out of which questionnaires were drawn from staff of the organization which constitute a sample size of 154.  The statistical instrument used in testing the validity of the hypothesis was chi – square. Among the major findings of the work was that training and development programme improve productivity and better performance. The research therefore recommended that there should be a free flow of information to enable all the staff to be aware of the training and development programme available to them both internally and externally.

 

TABLE OF CONTENT

Title Page

Certification

Dedication

Acknowledgement

Abstract

Table of content

CHAPTER ONE  

 INTRODUCTION

• Background of the study
• Statement of the problem
• Objective/purpose of the study
• Research Questions
• Statement of Hypothesis
• Significance of the study
• Scope and limitation of the study

CHAPTER TWO

REVIEW OF RELATED LITERTURE

•   Theoretical framework for the study

2.2      Historical background

2.3      Current literature on theories post

Reference

CHAPTER THREE

RESEARCH DESIGN

• Research Design
• Sources of data

3.2.1    Primary sources of data

3.2.2    Secondary sources of data

3.3       Population of the study

3.4       Sample design and determination of sample size

3.5       Methods of data collection

3.5.1    Questionnaire design, distribution and collection of

responses

3.5.2    Secondary method of data collection

3.6       Method of data analysis

CHAPTER FOUR

DATA PRESENTATION AND ANALYSIS

• Data Presentation and Interpretation
• Test of Hypothesis

CHAPTER FIVE

SUMMARY, CONCLUSION AND RECOMMENDATION

• Summary of findings
• Conclusion
• Recommendation

Bibliography

Appendix

Questionnaire

                                     CHAPTER ONE

                                 INTRODUCTION

• BACKGROUND OF THE STUDY

Manpower training and development must be based on a need analysis derived from a comparison of “actual performance’’ and behavior with “required performance’’ and behavior. Manpower training and development is one of the major ways organization invests in the workforce for greater return today and even in the foreseeable future.

Organizational effectiveness rests on the efficient and effective performance of workforce that makeup the organization. The efficient and effective performance of the workforce inturn, rest on the richness of the knowledge, skills and abilities possessed by the workforce. Manpower training and development in most organizations is a continuous act/exercise. The inexorable march of time and the ceaseless glamour for social change combine to make adaptability and continuing preparation of the workforce as inevitable as the initial acquisition of knowledge and skills. This cannot happen if employees training and development do not occur in an enterprise. In other to maximize the productivity and efficiency of the organization, every executive, manager or supervisor in a public or private organization has the responsibility and indeed the bounding duty to ensure the development of their employees who have requisite knowledge and expertise.

Training is like sharpening an existing skill in order to reflect the trends in technology and other social –cultural environmental changes of an organization. Productivity is the goal of today’s competitive business world and training can be a spring board to enhance productivity. The aim is to enable them contribute their full measure to the welfare, health and development of the organization (onah 1993). The main objective of training and development in service organization is to increase efficiency of employees with the resulting increase in corporate productivity. This accounts for why a large number of fund and time is expected by organization at one period or the order in the improvement of the skills of their employees at various levels.

The principal intention of training according to AKPAN (1982:128), is to equip people with the knowledge required to qualify them for a particular position of employment, or to improve their skills and efficiency in the position they already hold.

Manpower development on the other hand, implies growth and the acquisition of wide experience for future strategic advantages of the organization.

Manpower training and development therefore, improves the effectiveness and efficiency of the employee. Therefore, the aim of this research is to know the current state, nature, procedure and method of training and development used by the power holding company of Nigeria (PHCN) for their employees and let’s not forget that any organization that has no plan for the training and development of its staff is less than dynamic for learning is a continuous process and acquired skills get obsolete when the environment changes. Also, a popular caption in the field of personnel management says, “If you think training and development are expensive try ignorance’’. While training and development prosper organization, ignorance destroys it. Therefore, workers like machines must be updated on constant basis or else, they end up becoming obsolete or misfit.

• STATEMENT OF THE PROBLEM

This research as it deals with the training and development of employees in service organizations is intended to find out the efficiency and effectiveness of training and development programme in service organization with reference to power holding company of Nigeria (PHCN) Enugu Zone. Since power holding company of Nigeria (PHCN) is an organization governing the use of electricity in Nigeria serves as a source of electricity supply, distribution and maintenance round the Nation. For this reason, it encounters numerous problems which range from:

• Lack of qualified instructors and consultants to undertake training courses,
• Lack of essential training tools, to
• Lack of effective communication within the organization which makes it impossible for most employees to know about training opportunities available to them.

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AN APPRAISAL OF THE RELEVANCE OF FINANCIAL INCENTIVES TO WORKERS MOTIVATION

(A CASE STUDY OF NATIONAL BOARD FOR TECHNICAL EDUCATION, KADUNA)

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ABSTRACT

A part from the basic objectives of this research thesis, the impartial fulfillment for the award of master degree in Public Administration in the Department of political Science And Defence Studies, Nigerian Defecnce Academy, Kaduna. The thesis was conducted primarily to ascertain the effectiveness of financial incentives to workers motivation in National Board for Technical Education.

 

The whole research was divided into five chapters. Chapter one deals with the General Introduction, Background to the study, Statement of the Research Problems, Study, Research Questions, Objectives of the study, Hypothesis, Significant of the study,   Methodology, Sources of Data Collections, Scope and Limitations of the Study and Definitions of Terms.

 

While Chapter two highlight Literature Review and Theatrical Frame Work, introduction motivation Concepts, Extrinsic Motivation, Six basic Desires Concepts, Transcendent motivation, Self determination and Self Control, Motivation and Incentives as viewed by various School of Thought,  Theoretical Framework and Incentive theory.

 

However, Chapter three discussed extensively on the Historical Background of National Board for Technical Education, Kaduna. Introduction, Functions of the Board, The Structures of the Board, The Departments of the Board, Major Achievement of the Board, Challenges of the Board, Lingering issues in Federal Polytechnics.

 

Chapter four, presented and analyzed financial incentives to workers motivation in National Board for Technical Education, Data presentations and Analysis, Presentation of Tables, Pie Chart Computation and Major findings.

Chapter five, highlighted the Summary, Conclusion and Recommendations of the Study, Appendices and Bibliography of the Thesis. The researcher gave some recommendations which we hope will help to minimize the problems and enhance productivity, efficiency and Industrial harmony in the Organization. More so, in identifying the above problems not intented to discredit the present system being in operation in the organization but there are merely views as depicted through and felt in the course of the research carried out.

If researcher’s views and suggestions were implemented well, it may definitely lead to greater productivity, job satisfactions and Industrial harmony between the workers and Management of National Board for Technical Education, which will stand the test of time and assist in enhancing workers performance.

 

 

 

 

 

 

TABLE OF CONTENTS

CONTENT				PAGE
Title Page				i
Approval Page				ii
Declaration				iii
Dedication				Iv
Acknowledgment				V
Abstract				vi
Table of Contents				vii
CHAPTER ONE
1.1			Background to the Study
1.2			Statement of the Problem	1 – 5
1.3			Research Questions	7 – 8
1.4			Objectives of the Study	8 – 9
1.5			Hypothesis	9
1.6			Significance of the Study	9 – 10
1.7			Methodology	11
1.7.1			Sources of Data Collection	11
1.8			Scope and limitation of the Study	12 – 13
1.8			Definitions of Terms	13 – 14
CHAPTER TWO
LITERATURE REVIEW AND THEATRICAL FRAME WORK
2.0		Introduction		15
2.1.1		Motivation Concepts		15 – 16
2.1.2		Intrinsic motivation and the sixteen basic desires concepts		16 – 18
2.1.3		Transcendent motivation, self determination and Self Control		18 – 19
2.1.4		Motivation and incentives as view by various School of thought.		19 – 33
2.2		Theoretical Framework		33
2.2.1		Theoretical Theory		33 – 35
CHAPTER THREE
RESEARCH METHODOLOGY
3.0		Introduction		36 – 37
3.1.1		Functions of the Board		37 – 40
3.1.2		The Structures of the Board		40
3.1.3		The Board is Structured into Four Departments		40 – 41
3.2		Major Achievements of the Board		46 – 47
3.3		Challenges of the Board		47 – 48
3.4		Lingering Issues in Federal Polytechnics		48
CHAPTER FOUR
Financial Incentives to workers motivation in NBTE
4.1		Introduction		49
4.2		Data Preparation and Analysis		50 – 65
4.3		Pie Chart Computations		65 – 67
4.4		Major Findings		68 – 69
CHAPTER FIVE
SUMMARY, CONCLUSION AND RECOMMENDATIONS
5.1	Summary			65
5.2	Conclusion			68
5.3	Recommendations			69
5.4	References			72
	Appendix I			80

 

 

 

CHAPTER ONE

INTRODUCTION

1.1     Background to the Study       

In the word of Armstrong (1988), the process of motivation is initiated by the conscious and unconscious recognition of an unsatisfied need. A goal is then established which, it is thought will satisfy the need and of course action is determined that lead towards the attainment of a goal. Management should provide incentive schemes and pay workers on the basis of the result they achieve on the job instead of the more physical routine performance series activities and to retain them on their job making them feel satisfied, a motivationally-oriented wage system must adequately distinguish “Naira” wise between the different levels of efficiency for the people performing essentially job and different job categories and specialization.

 

In every organization, the management emphasis on high productivity, quality of services, quality workmanship, industrial peace, cooperative labour etc. On the other hand, employees need fair wages, job satisfaction, good working conditions, participation in decision making, self recognition and opportunity for advancement.

 

Organizations and managers have suffered tremendously in trying to utilize their human resources, they usually encounter frequent industrial conflicts and several unresolved agitations by workers and different categories of employees basically steaming from one form of dissatisfaction or the other. The main point of misunderstanding between management and employees/workers in most cases is found in the arrears of inadequate and inequitable monetary rewards.

 

Financial incentive as we all know is a process of guiding the conduct and influencing people so that they strives individual or group towards the achievement of group goals. Every employee comes to an organization with one motive, to earn a living and financial incentive play a vital role in the lives of these employees. Taking away financial incentive might jeopardize this individual or the group interest. Management on the other hand, established the organization for the purpose of return of investment and profit making, high productivity, quality of services, industrial peace, cooperative labour and to remain a going concern. Skinner B. F. (1953), states that by providing properly scheduled rewards is possible to influence behaviours.

 

The objective and purpose of this study is to examine whether or not financial incentives has contributed to workers performance and industrial harmony in National Board for technical Education. This research is by no means exhaustive but will help the establishment to take a second look that financial incentives has a significant role to play in maintaining industrial peace, increase productivity and boost the morale of the employees in an establishment.

It has generally been observed and noted that in a sample group of workers performing the same type of job, some do it better than others. This observation will raise and arouse the notion or questions or psychological tendencies, interest and differences in performance.  One school of though holds the view that “differences in performance reflect varying characteristics, abilities and skills on the part of ‘workers’. F.B. Skinner, (1985), an Industrial psychologist argues that differences in performance of workers doing the same kind of job,  might be as a result of extra monetary rewards attached to the job, conductive working environment or friends they meet in the workplace.

As a result of these possibilities, recognition and thorough understanding of workers needs/wants before adopting any form of motivational techniques such as financial rewards (money) human relations, conducive, working environment, leadership and good supervision among others, becomes apparently important since these factors has different influence and impact on different categories of workers and individuals.

The complexity of human nature, expectation, urges and drives/motives make the art of motivation of workers and employees a critical and complex point for consideration. A definite answer could not be reached since people differ in characteristics, background, traits, and needs. Thus it becomes imperative for the manager to incorporate positive motivational incentive programmes to motivate workers

 

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THE IMPACT OF SMALL AND MEDIUM SCALE ENTERPRISE DEVELOPMENT ON YOUTH EMPOWERMENT

 

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CHAPTER ONE

INTRODUCTION

1.1     Background to the Study

Small and Medium Scale Enterprises are sub-sectors of the industrial sector which play crucial roles in industrial development (Ahmed, S. 2006). Following the adoption of Economic reform programme in Nigeria in 1981, there have been several decisions to switch from capital intensive and large scale industrial projects which was based on the philosophy of import development to Small and Medium Scale Enterprises which have better prospects for developing domestic economy, thereby generating the required goods and services that will propel the economy of Nigeria towards development.

 

It is base on this premise that Ojo O. (2009), argued that one of the responses to the challenges of development in developing countries particularly, in Nigeria, is the encouragement of entrepreneurial development scheme. Despite the abundant natural resources, the country still finds it very difficult to discover her developmental bearing since independence. Quality and adequate infrastructural provision has remained a nightmare, the real sector among others have witnessed downward performance while unemployment rate is on the increase.

 

Most of the poor and unemployed Nigerians in order to better their lots have resorted to the establishment of their own businesses. Consequently, Entrepreneurship is fast becoming a household name in Nigeria. This is as a result of the fact that the so called white collar jobs that people clamor for are no longer there. Even, the touted sectors (Banks and companies) known to be the largest employer of labour are on the down-turn following the consolidation crisis and fraudulent practice of the high and mighty in the banking sector.

 

The companies of course are folding up as a result of erratic power supply, insecurity and persistent increase in interest rate which has lead to high cost of production and undermines profit making potentials of companies operating in Nigeria. As a result of banking sector practices and continuous folding up of companies, a lot of Nigerians are thrown into unemployment which inevitably detriment the economic situation of the country.

 

Since the office jobs that people desire are no longer there for the teeming population, and few ones that succeeded in getting the jobs are thrown out as a result of the factors identified above, the need for the government and the people to have a rethink on the way-out of this mess became imperative. Hence, the need for Small and Medium Scale Enterprises (SMEs) became a reality as a means of ensuring self independent, employment creation, import substitution, effective and efficient utilization of local raw materials and contribution to the economic development of our dear nation (Nigeria).

 

All the aforestated benefits of Small and Medium Scale Enterprises cannot be achieved without the direct intervention of the government and financial institutions. Over the years, a number of policies have been formulated by the government with a view to developing Small and Medium Scale Enterprises. The Nigerian government under the then leadership of Chief Olusegun Obasanjo promulgated micro-finance policy and other regulatory and supervisory framework in 2005.

The research will therefore examine the impact of small and medium enterprise development on youth empowerment in Kaduna metropolis.

 

1.2     Statement of the Problem

There has been stunted growths and sluggish development in the small and medium enterprises (SMEs) regardless of increasing targeted government assistance streamlined to benefit firms operating in this sector. There were

 

 

 

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