EMPLOYEE WELFARE PROGRAMME IN NIGERIA
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EMPLOYEE WELFARE PROGRAMME IN NIGERIA
CHAPITRE ONE
1.1 BACKGROIND OF THE SUBJECT MATTER-NITEL
The Nigeria Telecommunication Limited (NITEL) was formed in January 1985 as a result of the Federal Government’s merger of the previous Nigeria External Telecommunication Limited (NET) and the Telecommunication sector of the old Post Telecommunication Department (P&T).
According to the government, the reason for the merger was the compatibility of service equipment and the streamlining of activities in both NET and P & T. It was anticipated that NITEL will definitely create harmonisation and complementarity of services that were previously handled by NET (Enternal and P & T (international).
Unlike most government parastatals, NITEL was established to make a profit. The corporation not only self-funds but also generates revenue for the government. It should be noted that the parent entities, NET and P & T, were wholly controlled by the federal government, making NITEL the “Bain child” of government.
The company’s main goal is to provide communications services both internally and externally via a combination of communication satellites, undersea cable of microwave links, and a high frequency radio network. NITEL’s telecommunication services comprise the following (both internal and external):
1) Telecommunications Service
2) Telecommunications service
3) Telegram messaging service
4) Playing with the press
5) International direct delivery service (100) presses
6) Cast of characters
7) Zeased Grant is an abbreviation for Zeased Grant.
8) Photographic telegrams
9) Ship-to-shore services
10) Television bravery the satellite.
11) Radio service with a high frequency.
NITEL provides the aforementioned services to the public 24 hours a day, seven days a week at its headquarters in Lagos and at its branches around the country.
The significance of the aforementioned service in the development of our country’s economy cannot be emphasised. It is a well-known reality that communication is a crucial and vital means of efficiency, one that is not only desirable but also necessary if a nation is to achieve economic goals and keep its proper place in the community of nations.
NITEL’s efforts to provide better and more efficient telecommunications services are divided into five operational zones, with the national headquarters in Lagos. The zones are as follows:
1) Lagos
2) To the south-west
3) To the south-east
4) To the north and west
5) To the north and east
The zones are further subdivided into 23 territories spread over the federation’s 21 states, including the Federal Capital Territory of Abuja.
For proper and effective administration, the corporation is divided into divisions. Each division is led by a direction or general manager, depending on the scenario. There are two deputy managing directors who work together to coordinate the division in order to achieve the firm’s goals; the company as a whole is led by a managing director.
The firm has a beard of directors at the top of the organisational structure, which includes the chairman, the managing director, two deputy managing directors, division and zone leaders,
and the company secretary I Lager Adviser. The organisation is extremely sophisticated and was created to demonstrate the achievement of the company’s goals.
Many new policies have been developed by the corporation in the field of administration. Among these policies are the recently amended fringe benefit plans.
1.2 STATEMENT OF THE PROBLEM
Employee welfare administration issues Employee welfare programme administration is plagued with complex challenges. Some of these problems stem from the implementation of the benefit programmes, while others are the result of intrinsic bureaucratic procedures.
Among these issues are:
1) There is an accounting issue.
2) Telecommunications service
3) Telegram messaging service
4) Playing with the press
5) International direct press service (100)
6) Cast of characters
7) Telegrams that have been leased
8) Photographic telegrams
9) Ship-to-shore services
10) Satellite television broadcasting
11) Video service with high frequency
NITEL provides the aforementioned services to the public 24 hours a day, seven days a week through its headquarters in Lagos and its offices around the country.
The significance of the aforementioned service in the development of our company’s economy cannot be emphasised. It is common knowledge that communication is a crucial and vital way of development in both peace and war.
Its efficacy and efficiency are not only disabling, but also necessary for the nation to achieve its economic goals and materials its proper place in the country of countries.
NITEL’s aim to provide better and more effective communications services is divided into five divisions of business, with the national headquarters in Lagos. The lines are as follows:
6) Lagos
7) To the south-west
8) To the south-east
9) To the north-west
10) To the north and east
1.3 OBJECTIVES OF THE STUDY
1. Accounting difficulty:
The curse of accounting that managers face is that relatively few businesses keep a breakdown of the costs of these fringe perks to reflect.
a) The annual cost per employee
b) The percentage of payroll that is made up of fringe benefit costs.
c) Employee cost per hour worked-actual productive hour worked.
If a regular fringe account is attempted at all, it is likely to be in terms of total (naira) cost of fringe benefits and total scheduled hours to work.
2. Eligibility Issue:
The issue of who is qualified for fringe benefits has a significant impact on the cost of the schemes. The higher the cost, the more permissive the eligibility rules. Some organisations, for example, do not allow new employees to enjoy certain benefits until their precautionary period is finished. Some companies restrict employee eligibility for a specific benefit plant to specific groups or tiers of employees.
Employee financing is the third option.
Should employees contribute to the cost of the company’s benefit programmes? The majority of unions and employees are vehemently opposed to “contributory” plans. Many employees believe that they have earned the perks that they are receiving and cannot understand why they should pay a portion of the cost out of their own salaries.
4. Financial Issues:
Many organisations implement a benefits plan when they are financially sound, but they run into difficulties when they can no longer financially maintain the plan.
Management must recognise that when it implements a benefit plan, it is putting some of the firm’s economic resources at risk. Even if there is no legal responsibility to do so, employees frequently believe that management has made a moral commitment to continue the project.
Management should face the dilemma of having to make a thorough, realistic assessment of its cost, both short-term and long-term. However, the management is unable to continue a programme; it would bring the company’s plight before the union so that renegotiations for trading of the programme might take place.
5. Additional Issues:
There are also other issues, such as the difficulty in establishing accurate projections of the cost of benefit schemes, which have a propensity to become more expensive over time; the freezing of labour mobility among rank and file workers; changes in the national economy, and so on.
1.4 THE STUDY’S IMPORTANCE
Worker compensation and safety programmes Most companies have some type of safety programme to educate workers, such as posters, warning signs, safety talks, and other medial by which employees are given instructions in safe work methods and are urged to follow them; some companies also conduct safety education courses that are aimed at reducing the occurrence of accidents at work place is compensated the benefit are standardised to match any degree of accident.
As a result, management attempts to eliminate the need for legal action. They do this in accordance with the Workman’s Compensation Act of 1958
Health Coverage: Accidents and occupational diseases are compassable, and several forms of health and accident insurance are available, some wholly sponsored by the employer and others split with the employee. Various companies offer the following types of insurance.
a) Inpatient treatment
b) Surgical expenditure
b) Eye-care services
d) Dental care, and so on.
Medical Services: There is an increasing interest among many large corporations in providing medical services to their employees. Other corporations hire one or more clinics to provide medical services to their employees and dependents.
1.5 OBJECTIVE OF THE STUDY
1. Retirement and Old Age:
The risk of dependency in old age is a key cause of worker concern about economic security. Employees and their family may face major financial difficulties if they are forced to retire, become disabled, or die. To address these issues, current policy has formed public, union, and individual firm programmes. Public programmes now offer both old-age pensions and retirement plans.
2. Corporate retirement plans:
A formal company retirement programme can aid with the numerous adjustments that may be required inside the firm and on the employee’s part when they retire. Many organisations provide their employees a large sum of money upon retirement, known as a gratuity.
This is a form of reward for the employee’s successful years with the organisation in Nigeria. Depending on the company’s policy, the retirement age ranges from 55 to 60 years or more.
3. Retirement Plans
Many businesses establish pension plans for their employees in order to protect them when they retire. The majority of plans are funded by employee contributions, although others are co-funded by the business and the employee.
Insurance companies or trustees of non-insured programmes administer benefits. Employees who participate in the schemes are paid a set sum each month once they retire. This is frequent in the Nigerian public sector.
The scheme’s basic provision entails the payment of a defined sum to the employee after retirement on a monthly basis from the contribution. It is paid in bulk to the employee upon retirement in some organisations. Other provisions include death benefits, gratuity, and so on. It is universal and applies to all employees regardless of their status.
Nature and Range
Despite the fact that the term ’employee welfare’ implies a voluntary provision on the side of the employer. The administration of the state benefit plan, as well as some legislative requirements for other benefits and service purposes, is the employer’s responsibility.
However, in addition to such obligations, a large number of companies provide employee services for they used to be they bits and pieces of goodies that occasionally feel from the high table of paternalistic employers,
thus they are known to be fringe (ie managerial) benefit of recent, the package has grown hydra headed in from and monstrous in relation size, and in apprehension that is beginning to be called the “hidden pay roll”.
Managers and employers do not have a dominant role in managing all benefits and sources and may do little more than comply with required public regulations; hence, public policy plays a significant role in explaining numerous important types of fringe provision. It has long emphasised the expansion of economic stability and quality benefits such as public pensions, paid vacations, industrial, illness, and accident compensation.
Employee-unions, on the other hand, have supported all of these public aims and have also sought paid sick leave, health and welfare programmes, improved pay for workers, and other benefits with Nigeria for the benefit of their members. Even while managers and employers may appear to be opposed to all of the fringes in which they have invested and advertised any of their own.
Those are in recognition of the fact that many benefits give the possibility of adopting their policies to promote employee morale, encourage order absenteeism, and aid employees in defining their personal aims and interests as they relate to those of the organisation. As a result, employees have grown to see fringe benefits as a form of output that is charged alongside other forms of remuneration.
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