RECRUITMENT POLICIES AND PROCEDURES IN ORGANIZATIONS AND COMPANIES

(A CASE STUDY OF ENUGU STATE BROADCATING SERVICE (ESBS)

COMPLETE PROJECT  MATERIAL COST 5000 NAIRA OR $10 , 

. A FRESH TOPIC NOT LISTED ON OUR WEBSITE COST 50,000 NAIRA ( UNDERGRADUATE) OR 100,000 FOR SECOND DEGREE STUDENTS. $500. PLUS  FREE SUPPORT UNTIL YOU FINISH YOUR PROJECT WORK. CONTACT US TODAY, WE MAKE A DIFFERENT. DESIGN AND WRITING IS OUR SKILLED.  DESIGN AND WRITING IS OUR SKILLED.

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CHAPTER ONE: INTRODUCTION

• Background of study
• Statement of problem
• Purpose of study
• Scope of study

 

CHAPTER TWO: REVIEW OF RELATED LITERATURE

2.1  Recruitment

2.2  Organization for recruitment

2.3  Recruitment policy

2.4 Manpower planning

2.5 Sources of recruitment

2.6 Selection process

2.7 Induction

2.8 Summary of the literature review

References

 

CHAPTER THREE: RESEARCH AND METHODOLOGY

3.1 Research design

3.2 Area of the study

3.3 Population of the study

3.4 Sample and samplings procedure/technique

3.5 Instrument for data collection

3.6 Validation of the instrument

3.7 Reliability of the instrument

3.8 Method of data collection

3.9 Method of data analysis

References

CHAPTER FOUR: DATA PRESENTATION AND ANALYSIS

4.1 Presentation of data and analysis

4.2 Testing of hypothesis

4.3 Summary of results

References

 

CHAPTER FIVE: DISCUSSIONS, SUMMARY AND CONCLUSION

5.2 Discussions of results/findings

5.2 Conclusions

5.3 Implication(s) of the research findings

5.4 Suggestions for further research

5.5 Suggestions for further research

References

Appendixes

Bibliography

 

 

 

ABSTRACT

 

          The research work done is on Recruitment Policies and Procedures in organizations and companies. The research examined the recruitment policies and it’s in the ENUGU STATE BROADCASTING SERVICE (ESBS).

          The research used both primary and secondary data which were collected and analysed. In the analysis done, it revealed that recruitment policies and procedures in ESBS are based purely on merit and also that some of the positions are significantly dependent on academic qualifications

          It was discovered that some of the factors militating against recruitment policies and procedures is that personnel managers atimes lack the competent skills required for effective recruitment. Also that partiality and discrimination contributes to inefficiency and ineffectiveness.

Consequent upon the problem discovered, many solution was recommended such as advertisement of job vacancies so as to secure a pool of candidates from which suitable ones will be chosen and recruitment of personnel should be undertaken with due regard to relevant academic qualification.

CHAPTER ONE

 

INTRODUCTION

This research work is going to examine the recruitment policies and its procedure in the Enugu State Broadcasting Service.

According to M. Jackson (1998) he said that recruit is securing a supply of possible candidates for jobs in enterprises. It is the first stage in the process of staffing an organization, which continues with, selection and ends with the placement of an individual in a job. Recruitment begins with information about the job to be filled, and then determining the sources of the different kinds of recruit required to fill the vacancies.

Recruitment is thus a human resource function. It is a task that is performed continuously, sometimes in a highly independent way, but no matter the situation, in collaboration with the personnel department. The most important resource which an organization or even a nation can have are its human resources. He see its purpose as to achieve optimal use of human resources through rational human resources system and programmes. It has being continuous because enterprises needs a constant supply of capable employees moving through the system from recruitment to retirement. Staffing and other recruitment practices are thus not performed once at a go but are continuous exercise. The people that are recruited are the vital force of organization, more valuable to it, in many ways, than efficient operational methods or money in the bank. Yet, an effective recruitment programme is not simple especially if the labour requirements of the organisation are diverse, for it is necessary not only to discover appropriate sources but also the compare their value, that is to determine which of them that may be most satisfactory. That is why most authors see the staffing exercise as embracing recruitment, selection and placement.

Blunt and Popoola (1995), they said that most African managers are weighed by their communities, who were able to share in his good fortune by way of being offered paid employment. The societal requirement is quite great because paid jobs are scarce in many African societies, thus one finds that managers of all caliber put pressure on whoever is given the authority to do, to employ not just qualified, but persons recommended to them by friends, relations and towns folks. This is true of Nigeria whose economy is characterized with unemployment. Further more. He asserted that in many organizations, selections are often made on ethnic bases, through “old boy or girl” connections or to correct certain structural imbalances. These anomalies create adverse effects on employees adjustment to work, commitment, discipline and moral in some cases. It is thus strange to find that in most organizations in Africa, to be selected for a particular post demands something more that having the proper qualifications and experience with this contexts, there is another dimension to it which may be unique to Nigeria. This is the amorphous criterion of “Federal character”.

This phenomenon is quite felt in parastatals where the recruitment of staff is done on a “quota” basis whereby every state in the federation cannot have more than an allocated percentage of individual context, recruitment in certain organization is not based purely on merit but also on the state of origin. Persons recruited in manners different from the norms are likely to perform at lower levels, and some have been known to take undue advantage of their relationship with person’s authority in their organization to do whatever they like. This according to many scholars’ is one of the main reasons why things don not work n Nigeria. We have the wrong person in various positions. The search for a grater and vibrant Nigeria demands a stop to this practice, to give way to organizational efficiency and effectiveness.

Any organization worth its salt should have sound personnel policy and recruitment should be part such a policy. Recruitment should start from manpower planning, where future manpower needs forecast in advance. Recruitment of the right caliber of personnel is thus undertaken after careful analysis and in it the manager must seek to discover how qualified workers may be and also to server as basis for selection.

This research study seeks to examine the recruitment policy and procedures of company or organization with the view to ascertaining whether an established policies and procedure is being followed, if there is a pattern, how will this pattern conform in what is expected to be the norm.

 

• BACKGROUND OF THE STUDY

Background information of Enugu State Broadcasting Service (ESBS).

Broadcasting both radio and television, started simultaneously in Eastern Nigeria, Enugu regional capital on the 1^st October 1960. The radio system comprised on recording and one continuity studio as A.C.B. building Ogui Road. The transmitters were located at Hilltop, Ngwo and consisted of the medium wave and one shout wave transmitter supplied by Redifon of United Kingdom.

These two transmitters and old studio equipment, which were better for a broadcasting museum than for broadcasting, were what ESBS, fell back in 1970 at the end of civil war. The studios were war ravaged to such an extent that no same fellow would have considered using them as such.

Reconstruction of the war ravaged radio studios at Independence Layout was impeded by the fact that the studios were in use on make shift basis and there was no where to move to without disrupting the radio services. This situation gave rise to the building of a music studio at one end of the administration block. The two were medium transmitter and none short wave transmitter plus the complement of studio equipment for both Enugu and Aba were ordered in 1975 and delivered just before the creation of states in 1976.

The ABS matured into ABC in 1977, where the transmitter and emergency studio were finally installed at the 9^th Mile Station in July, 1977 and test transmission started in earnest,

ENTREPRENEURSHIP EFFECTIVENESS IN SMALL-SCALE INDUSTRIES

(A CASE STUDY MACON’S BAKERY INDUSTRY ENUGU)

COMPLETE PROJECT  MATERIAL COST 5000 NAIRA OR $10 , 

. A FRESH TOPIC NOT LISTED ON OUR WEBSITE COST 50,000 NAIRA ( UNDERGRADUATE) OR 100,000 FOR SECOND DEGREE STUDENTS. $500. PLUS  FREE SUPPORT UNTIL YOU FINISH YOUR PROJECT WORK. CONTACT US TODAY, WE MAKE A DIFFERENT. DESIGN AND WRITING IS OUR SKILLED.  DESIGN AND WRITING IS OUR SKILLED.

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Dollar conversion rate for Naira is 175 per dollar. 

ATM CARD:  YOU CAN ALSO MAKE PAYMENT USING YOUR ATM CARD OR ONLINE TRANSFER. PLEASE CONTACT YOUR BANKER SECURITY GUIDE ON HOW TO TRANSFER MONEY TO OTHER BANKS USING YOUR ATM CARD. ATM CARD OR ONLINE BANK TRANSFER IS FASTER FOR QUICK DELIVERY TO YOUR EMAIL . OUR MARKETER WILL RESPOND TO YOU ANY TIME OF THE DAY. WE SUPPORT CBN CASHLESS SOCIETY. 

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5. First Bank
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6. GTB:
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7. Heritage Bank:
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8. Keystone Bank:
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9. Sky Bank:
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10. Stanbic IBTC:
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11. Sterling Bank:
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12. UBA:
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13. Unity Bank:
—-*322*215#

14. Zenith Bank:
—-*966#

15. Diamond Bank
—-*710*555#

To know your BVN, dial
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E.g for First bank…   *894 *Amount *Acct. No. #

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ABSTRACT

 

The role of small-scale industries to any economy is indispensable recently; the emphasis has been on measures to accelerate their expansion and growth. To give this effort proper directim, it is identifiable that the key ingredient in translating this dream into reality is effective entrepreneurship.

The research is able to reveal the characteristics nature of small-scale industries, how small scale industries are financed and some of them are from personal savings and from relatives, the causes of failure of small-scale industries, covered also the importance and the needed factors to be considered before setting the industries.

In this regard, the study laid much emphasis on the whole idea of entrepreneurship effectiveness in small-scale industries. The solutions and recommendations are subsequently based on the observation and research findings for effective entrepreneurship on small-scale industries.

 

 

 

TABLE OF CONTENTS

CHAPTER ONE: INTRODUCTION

• General Background of the study
• Problems associated with the study
• Purpose of the study
• Significance of the study
• Scope and limitations of the study
• Definition of important terms
• References

CHAPTER TWO: LITERATURE REVIEW

• Characteristics of small scale industries
• The important of small scale industries
• Causes of failure in small scale industries
• Factors to be considered in sitting small scale
• Methods of financing small scale industries
• References

 

CHAPTER THREE: RESEARCH METHODOLOGY

• Data presentation
• Analysis of data
• Summary of findings
• Recommendation
• Conclusion

 

Bibliography

Questionnaires

CHAPTER ONE

 

1.0     INTRODUCTION

The roles played by small-scale industries in the growth of any economy cannot be over emphasized. This has been the singular reason why both government groups and individual in business always place greater emphasis on the unique human activity. This also accounts for its dominating prominence in government policy statements. Much multinational or even supranational business today stated as small-scale businesses, this therefore implies that small scale is the beginning of every big business.

The present day America is the richest country in the world judging by their economy the history o industrialization in this ‘’ God’s own country” has show the absolute importance of small scale industries in the economy and scheme of things, careful study and investigation has released that in America, only 1/10 of 10% of the total number of firms in the economy employ more than 2,500 workers. It is also further show that 89% of the total firms in the economy employ less than 100 employees, and 65% having less than 20 employees in their payroll.

As a standard of judgment. Using number of employees, this has at least proved that in spite of here economic glory, America is not land of giant corporations. Many countries of today like, South Korea, Taiwan, Honkong and Singapore are making enormous successes in the world export industrial market as a result of emphasis on small-scale industries.

As a way out, the efforts of every segment of the Nigerian government for small scale industries enhancement cannot therefore be surprising thus, our part administrators, national planners and development project imitators cannot excuse their lack of careful planning in this regard, therefore, following the result of these falterers in our national development economy and planning strategy, the continue ineffectiveness of our small scale industries have promote the reason for this work. The research work therefore is an attempt to look into a key and embodying factor in small-scale industrial effectiveness.

“ Entrepreneurship effectiveness in small scale industries” the scope of the project would be limited to a case study of Macon’s Bakery industry in Enugu state capital. The general opinion revealed that in spite of its key roles and functions in the success of any ventures or business adequate entrepreneurial impact has neither been felt nor matched the search for small scale industries enhancement and growth.  Investors have not shown commendable interest to accept entrepreneurial role, and this has led to a low venturing rate in spite of all this, there are still multifarious prospective areas in the manufacturing, merchandising and service sectors of the economy that exist, this was actualized through the various efforts made by the government, private individuals, industrial and financial institutions and others commercial agencies towards including small scale enterprise. For effectiveness, there is need to make adequate appraisal of entrepreneurial role towards funding of the enterprises to actual managing. These measures will ensure that the entrepreneurs achieve the rewarded profits.

As we said earlier, small is the beginning of large scale, the effort on small-scale enterprises were stepping-stones to large-scale corporation.

Prosperous individual like Ekendilichukwu, Ifesinachi, Dantat, Hamza, Adebowale, Samusie and a host of others started as a small-scale business. It is a waste of time for one to keep waiting for large capital to accumulate before establishment, thus, the statement” from grass to grace”

Taking the manpower and development needs of this country into consideration, any capital savings must be reinvested for further capital formation in the best way for multiplier effect on the economy towards small-scale enterprise promotion. In effect, our dreams will come true and fruitful if the necessary linkage between small-scale enterprise and small-scale entrepreneurship is created.

 

1.1     GENERAL BACKGROUND OF THE STUDY

          The idea has been that the glory of any economy, whether industrialized or underdeveloped depend very much on how well organized and managed the small-scale industries are given this fact; most of the developed countries of the world are champions of small-scale industries.

In the real sense, the central objectives of the small-scale enterprise are to make profits for the owner or manager/entrepreneur for expansion purposes. As a result, there should be equilibrium between the goals of the managers and those of the worker to achieve a desired psychological, economy and entrepreneurial effectiveness. Therefore, profit is a reward for an effective entrepreneurship. It is a foundation to small-scale industrial development, which is consequently and acid text for entrepreneurship effectiveness.

Therefore, government being very keen has to establish the peace of industrial funding and management to attain the much needed entrepreneur effectiveness. Other programmes aimed at promoting entrepreneurial development and enterprises in small scale should be considered by the government.

Furthermore, entrepreneurship effectiveness is a primary function of ventural personal evaluation to determine entrepreneurial qualities, taking decision creativeness ingenuity, innovative mind and skill, minimizes the risk and optimizes reward.

It is therefore, based on the above established facts of entrepreneurial and small business circumstances that the project writers intend to build some of the assumption underlying the project topic.

 

1.2     PROBLE

EXPORTATION OF “MADE IN NIGERIA” GOODS AS A TOOL FOR THE DEVELOPMENT OF THE NIGERIA ECONOMY

COMPLETE PROJECT  MATERIAL COST 5000 NAIRA OR $10 , 

. A FRESH TOPIC NOT LISTED ON OUR WEBSITE COST 50,000 NAIRA ( UNDERGRADUATE) OR 100,000 FOR SECOND DEGREE STUDENTS. $500. PLUS  FREE SUPPORT UNTIL YOU FINISH YOUR PROJECT WORK. CONTACT US TODAY, WE MAKE A DIFFERENT. DESIGN AND WRITING IS OUR SKILLED.  DESIGN AND WRITING IS OUR SKILLED.

Note: our case study can be change to suit your desire location . we are here for your success.

                                   ORDER NOW

Foreign Transaction For Dollars Payment :
Bank Name: GTBank
Branch Location: Enugu State,Nigeria.
Account Name: Chi E-Concept Int’l
 Account Number:  0117780667. 
Swift Code: GTBINGLA 
Dollar conversion rate for Naira is 175 per dollar. 

ATM CARD:  YOU CAN ALSO MAKE PAYMENT USING YOUR ATM CARD OR ONLINE TRANSFER. PLEASE CONTACT YOUR BANKER SECURITY GUIDE ON HOW TO TRANSFER MONEY TO OTHER BANKS USING YOUR ATM CARD. ATM CARD OR ONLINE BANK TRANSFER IS FASTER FOR QUICK DELIVERY TO YOUR EMAIL . OUR MARKETER WILL RESPOND TO YOU ANY TIME OF THE DAY. WE SUPPORT CBN CASHLESS SOCIETY. 

OR
PAY ONLINE USING YOUR ATM CARD. IT IS SECURED AND RELIABLE.

form>DELIVERY PERIOD FOR BANK PAYMENT IS  LESS THAN 2 HOURS

How to transfer from your bank account to All  Nigeriabanks

1. Access Bank:
—-*901#

2. EcoBank:
—-*326#

3. Fidelity Bank:
—-*770#

4. FCMB:
—-*389*214#

5. First Bank
—-*894#

6. GTB:
—-*737#

7. Heritage Bank:
—-*322*030#

8. Keystone Bank:
—-*322*082#

9. Sky Bank:
—-*389*076*1#

10. Stanbic IBTC:
—-*909#

11. Sterling Bank:
—-*822#

12. UBA:
—-*389*033*1#

13. Unity Bank:
—-*322*215#

14. Zenith Bank:
—-*966#

15. Diamond Bank
—-*710*555#

To know your BVN, dial
—-*565*0#.

E.g for First bank…   *894 *Amount *Acct. No. #

Please dail d code from d number u used to register d account from the bank

CALL OKEKE CHIDI C ON :  08074466939,08063386834.

AFTER PAYMENT SEND YOUR PAYMENT DETAILS TO

08074466939 or 08063386834, YOUR PROJECT TITLE  YOU WANT US TO SEND TO YOU, AMOUNT PAID, DEPOSITOR NAME, UR EMAIL ADDRESS,PAYMENT DATE. YOU WILL RECEIVE YOUR MATERIAL IN LESS THAN 2 HOURS ONCE WILL CONFIRM YOUR PAYMENT.

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ABSTRACT

 

An investigation into exportation of “made in Nigeria” goods as a tool for the development of Nigeria economy is an interesting topic.

The population for this study consists of all the workers of the Nigeria export promotion council information was gathered using questionnaires from thirsty-one employees of which only twenty of them were returned.

Findings showed that exportation of made in Nigeria have much role to play in the development of the Nigeria economy.  It also shows that in order to achieve this purpose incentives should be provided for producer of exportable goods, stiff prohibitive measure restricting export of goods should not be adopted and also to manufacture exportable goods to meet international make goods enhances the standard of living of Nigeria.  The so much needed foreign exchange depends on exportation of goods made in Nigeria goods enhance the  standard of living of Nigeria they include prohibitive tariffs, lack of export market.

The Nigeria export is dominated by a particular product serving as a major foreign exchanges and revenue earner, the federal government has may roles to play in strengthening the export sector of the Nigeria economy.

 

TABLE OF CONTENT

 

CHAPTER ONE

• INTRODUCTION

1.1     Background of the study

• Problem associate with the subject.
• Purpose of the study
• Research question
• Signification of the study
• Delimitation
• Limitation
• Definition of terms used

Reference

 

CHAPTER TWO

• REVIEW OF RELATED LITERATURE.

2.1     Export and exportation

• Constituent of export
• Causes of non-affectation of made in Nigeria good
• Factors leading to effective exportation.
• Barriers to effective exportation
• Export and the Nigeria economy
• Scope of the study
• Population size

References

 

CHAPTER THREE

• Research methodology

3.1     Sources of data

• Sample size determination
• Research instrument used.
• Presentation of data
• Analysis of data
• Summary of finding
• Conclusion
• Bibliography

 CHAPTER ONE

 

INTRODUCTION

1.1     BACKGROUND OF THE STUDY

The issue of exportation of good in Nigeria dates back to the beginning of this country.

Its importance cannot be over emphasized because it contributed immensely, to the development of the Nigeria economy.

After the Amalgamation of the two protectorates that formed Nigeria in 1914, exportation of goods because an economy element but mainly agricultural materials which were semi-finished.  After independence, expectation because the  main stay of the Nigeria economy.  If stood the only sources of foreign, exchange to a very great extent that if because a development stimuli of the economy exportation is the act of making available goods produce in one nation to another nations.  It is an international trade variable.  It is an international trade variable. It is difficult to write a detailed descriptions of export, its importance and implications because writers have not been interested in this field.

The exportation of made in Nigeria goods is in its infancy.  This study tends to emphasize the importance of exportation of made in Nigeria goods in order to ensure a fast growing economy.

 

1.2     STATEMENT OF PROBLEMS

Nigeria has been marketed as one of the industries state in Africa exporting  some of her goods.  If has also been showed that agriculture, products, constituted export in the early stage.  From the 1970’s, Nigeria has been know to be endowed abundant natural resources industrial institution has taken the economy sphere of Nigeria.  Despite this great achievement in the years that most made in Nigeria goods are not exported.  This project tends to emphasize the importance of exported of made “in Nigeria” goods as a tool for the development of the Nigeria economy.

 

To find out what constitutes Nigeria export and its economic effect.

To find out what reasons account for the non exportation of Nigeria goods  that is to say can the goods be exported and how, there are problems a researcher is faced with and for which this study will by to solve.

1.3     PURPOSE OF THE STUDY

motivation and interest for this study is stimulated goods dwindling exports and

EMPLOYEE MOTIVATION AND PRODUCTIVITY

(A CASE STUDY OF ESUT, ENUGU)

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LIST OF TABLES

 

Table 4.1           (Respondents Opinion) will you select

Table 4.1.2                 What has been the effect on your performance.

Table 4.1.3        In what way do you think that worker have shown elements of dissatisfaction with their job.

Table 4.1.4                 How could you rate the motivational factors in the

organisation.

Table 4.1.5                 Does your salary carry you through the month?

Table 4.1.6                 Do you engage in order business outside your work.

Table 4.1.7                 What in your opinion is responsible for it?

Table 4.1.8        Do you think if the condition of service is increased, that productivity could be enhanced.

 

 

 

ABSTRACT

 

According to N. C. Abah, motivation is the mind to do a thing because that thing has meaning to the person doing it. (N. C. Abah 1997: 115).

Also Emma E. O. Chukwuemeka said that for an individual to be motivated, he must believe that an act on his part must be followed by a given outcome. (Chukwuemeka 1998: 171). Motivation has been defined in terms of how behaviour get started and how it is sustained, is directed, stopped and how it is sustained, is directed stopped and what kind of subjective reaction is present in the organism while all this is going on. (Jonesty Rored) Nebraska symposium on motivation as quoted by N. C. Chantsl pg 97 in his book public personnel and Administration).

The relationship between motivation and productivity is the backbone of this research work. The project is an arduous attempt to study the productivity, using Enugu State University of Science and Technology, (ESUT) as a test group. Specifically, the research intends to isolate and analyse the motivational techniques employed by analyse the motivational techniques employed by the mentioned university to solicit workers co-operation.

Methodologically, this study is descriptive and pattern of descriptive analysis is based on answers to certain research questions formulated by the researcher.

Statistically tool of the chi-square (x²) is used in analyzing the views of the respondents, the high lights drawn thereof;

1. Promotion of the Enugu State University of Science and Tec is a factor of Educational qualification and handwork.
2. The workers – boss relationship affects the overall productivity of the organisation.
3. Bureaucratic processes do not prevent the formulating and implementing effective staff maintenance technique.

 

 

 

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    Scope of the study

1.5    Significance of the study

1.6    Definition of terms

References

 

CHAPTER TWO

Review of Related Literature

2.1    Introduction

2.2    Motivation – A theoretical discourse

2.3    Abraham Maslow Hierarchy of need theory

2.4    Fredrick Herzberg’s two-factor theory

2.5    Douglas Mcgregor’s Theory X and Theory Y

2.6    The concept of productivity

2.7    Enugu State University of Science and Technology; background information.

2.8    The governance of the university

2.9    The registry

2.10  Motivation in Enugu State University of Science and Technology

2.11  Discipline procedure

2.12  Suspension

2.13  Summary of the literature reviewed

References

 

CHAPTER THREE

Methodology

3.1    Research design

3.2    Area of the study

3.3    Population of the study

3.4    Sample and sampling procedure

3.5    Instrument for data collection

3.6    Validation of the instrument

3.7    Reliability of the study

3.8    Method of data collection

3.9    Method of data analysis

 

CHAPTER FOUR

Data presentation and analysis

 

 

CHAPTER FIVE    

Discussion, implications and recommendation

5.1    Discussion of results

5.2    Conclusion

5.3    Implication of the result

5.4    Recommendation

5.5    Suggestion for further research

5.6    Limited of the study

References

Bibliography

Questionnaire

 

 

 

 

CHAPTER ONE

 

INTRODUCTION

1.1     BACKGROUND OF THE STUDY

In any given state different utility functions are performed. Some of these function services can be produced by private individuals but the cost will be high as to be beyond the financial reach of every individual who requires such essential goods, functions and services. In order to avoid such situations government decides to provide these essential functions and services itself. In doing so, the government does not want such services reasons to be under taken by a government departments or agency but instead sets up special institution, gives them legal and economic advice of edicts, decrees or acts of parliament to provide essential services. Among others, such organisation so set up became known broadly as state university or polytechnic.

 

Enugu state university of science and technology is Enugu state owned institution of higher learning established by the former Governor of Anambra State Chief (Hon) Dr. Jim ifeanyichuwku Nwobodo in 1980 following the creation of Enugu state in 1991, it became Enugu State University of Science and Technology. The institution is changed with the training of middle and high level manpower, carrying out research geared towards solving human problems among others. To achieve these goals and objectives, the university was staffed with different member of academic and non-academic staff.

 

Thus, all activities of any organizations are initiated and determined by the persons who make up that institution. Dale Yoder (1972: 225) argues in affirmative, he contends that working organisations presumably begin with knowing the requirement of people, what ever may be their organisational goals and objectives, they can be implemented only through the end for the capabilities of people. Organisational structure must be manned or staffed, if they are to accomplish anything.

 

Human effort therefore is central to the attainment of any organisational goal. The ability to motivate workers in any organisation will go a long way to enhance the organisational out put and productivity. Achievement of the workforce.

 

 

1.2     STATEMENT OF PROBLEM

1. ESUT staff are not paid as at when due, these had resulted in poor performance of staff.
2. The staff of ESUT are not usually exposed to in service and other training programmes which had resulted to inefficiency.

ESUT staff are not promoted based on merit but on whether the affected officer knew those in authority and it

 

 

 

Continue reading EMPLOYEE MOTIVATION AND PRODUCTIVITY →

THE IMPACT OF INCENTIVE / WELFARE SCHEMES ON THE PERFORMANCE OF WORKERS.

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CHAPTER ONE

1.0    INTRODUCTION

• BACKGROUND OF THE STUDY
• STATEMENT OF THE PROBLEM
• PURPOSE OF THE STUDY
• SCOPE OF THE STUDY
• SIGNIFICANT OF THE STUDY
• DEFINITION OF TERMS

REFERENCES

 

CHAPTER TWO

• LITERATURE REVIEW
• NATURE OF SCOPE OF STAFF WELFARE
• GROWTH OF STAFF WELFARE
• PURPOSE OF STAFF WELFARE
• CATEGORIES OF STAFF WELFARE SERVICE / TYPE OF FRINGE BENEFITS
• DISADVANTAGES OF STAFF WELFARE PROVISION
• INCENTIVES / WELFARE SCHEMES OF NEPA

 

CHAPTER THREE

• DATA PRESENTATION AND ANALYSIS
• DISCUSSION OF RESULTS / FINDINGS
• CONCLUSIONS
• RECOMMENDATIONS

REFERENCES

CHAPTER ONE

 

INTRODUCTION

• BACKGROUND OF THE STUDY

The administration of staff incentive scheme has now become a popular phenomenon of the total personnel policy of nay organization. The scheme involves those extra benefits which may not necessarily be money, which emanate from the kind relationship of the employer to the employees, to supplement their usual wages, from the to time which are at most times geared purposely towards the enhancement of worker performance in the organization.

This scheme, where in existence is very important to both the organization and the employees. From the employer’s point of view, it is anticipated that a good staff employees incentive schemes will induce the employees to work hard and improve their general attitude towards the organization. But for the employee, these benefit represent some additional right such as extra income, additional security or more desirable working conditions that should not required any additional effort.

In business organization, employers of labour have seen in staff welfare services, as the ability to evoke commitment and co-operation of the subordinates to contribute more to the achievement of the organization goals and aspirations. This discovery has led many employers of labour to the introduction of well packaged welfare services, with the sincere belief that a good staff services, scheme will induce staff to work hard and improve the general staff moral.

The situation remains relatively the same but for the difference in methods of payment and apparent change in emphasis. The appraised of the staff welfare scheme are defined as “something of value, a part from the agreed regular monetary payment of salaries and wages given to staff”. This will be used as the working definition for this research work.

Staff welfare services exist, in all cultures and in all organization and had existed at all times. They like different shapes and forms and attract different names.

In recognition of their worker need fulfillment functions, they are variously called “welfare services” welfare benefit employees “income” or simply “supplementary compensation” pay and non wage remuneration”. As non-taxable income and expense, they are beginning to be called “indirect compensation and on tax benefit”.

In the past, they used to be tiny bits and pieces of goodies that occasionally fell from the light tables of paternalistic employers ie when the top management, play a fatherly role of the staff.

Its should be noted that for the company to achieve its objectives her welfare services should be adequate competitive who tailored towards the real need of the staff are directly influenced by nature quality and quantity of welfare services offered because they compare themselves with their counterparts in the organization.

In my research work and analysis I have found that workers do prefer increases in welfare services to increase in salaries especially during the period of inflation and rising prices. Workers normally get frustrated and dissatisfied when welfare services are inadequate. But if the opposite condition prevails, workers have been observed to be satisfied and more committed to give off their best to the achievement of the company’s objectives.

 

• STATEMENT OF THE PROBLEM

Often workers or employees are attracted to certain organizations not only because of the pay packets that are stated in the advert but also because of the benefits attached to them: These benefits usually include housing, transports and medical allowances to mention but a few.

These attractions may constitute a consid