The Impact Of Employees Welfare Programmes On Increase Productivity (A Case Study Of D.H.L International Nigeria Limited, Enugu)

The Impact Of Employees Welfare Programmes On Increase Productivity (A Case Study Of D.H.L International Nigeria Limited, Enugu)
Abstract
A research proposal on the impact of employee welfare program on increase productivity. Employee welfare is a non-financial rewards that many organization offers as incentives to attract and retain talented employees. According to Human Resources out sourcing firm MC-Global, employee Welfare services includes good health, benefits, wellness, information, advice and support services. Employee welfare is anything done for the comfort and improvement of employees and it is provided over and above the wages. The objectives of the research is to find out the impact employee welfare services and activities have on the loyalty and satisfied labour force for the organization, how the benefits the company gives to its employees affects the company. The researchers therefore will try to highlight the problems and possible solution of employee welfare activities on increase productivity as it affected “DHL” Internal Nigeria Limited Enugu. The organization (DHL) is a courier service company with a peculiar operational and administrative set-ups. In the course of the above study a review of related literature will be ascertained. The sources of the data will include both primary and secondary data. The instrument that the researchers will use in collecting data will include questionnaire administration, interview, observation. The benefits derived by workers, such as better physical and mental health to workers, allowance in loan, transport, housing, medical, Christmas and new year etc. In conclusion, the research believe that with the findings obtained in the research, the organization particularly (DHL) should be able to identify the problem and possible alternative solution of the observed problems.
Table of Content
Preliminary Page(s)
- Title Page
- Declaration
- Approval
- Dedication
- Acknowledgement
- Abstract
- Table of Content
Chapter One
1.0 Introduction
- 1.1 Background of study
- 1.2 Statement of problem
- 1.3 Purpose of the study
- 1.4 Significance of the study
- 1.5 Research Questions
- 1.6 Scope of the Study
- 1.7 Limitation of the study
- 1.8 Definition of terms.
Chapter Two
Literature Review
- 2.1 Nature and Scope of Employee Welfare
- 2.2 Development of Employee Welfare
- 2.2.1 Reasons Growth
- 2.3 The cost of Employee Welfare
- 2.4 Purpose of Employee Welfare Activities
- 2.4.1 Categories of employees welfare services.
- 2.4.2 Benefits for safety health and welfare.
- 2.4.4 Hospitalization and group insurance plans
- 2.5 Benefits for added leisure and income.
- 2.6. Recreational Facilities
- 2.7 Benefits for old Age and Retirement
- 2.7.1 Disadvantages of employee welfare provision
Chapter Three
3.0 Research Design and Methodology
- 3.1 Research Design
- 3.2 Study Area
- 3.3 Source of Data
- 3.4 Research Instrument
- 3.5 Method of Investigation
- 3.6 Method of Data Analysis
- 3,7 Population and Sample Size
- 3.8 Sample Size
Chapter Four
4.0 Presentation, Analysis, and Interpretation of Data
Chapter Five
5.0 Summary of Findings, Conclusions and Recommendations
- 5.1 Findings
- 5.2 Conclusions
- 5.3 Recommendations
- Reference
- Appendix
Chapter One
Introduction
1.1 Background of the Study
The practice of employee welfare activities has now become a popular phenomenon of the total personal policy of any organization .the activities involved giving extra benefits to employee to supplement their wages at the cost of the employer. They are important to both organization and the employees. From the views of the employees it is seen that a good employees welfare activities will induce the employee to work hard and improve their general attitude rewards the organization and increase their level of production. But for the employee these benefits represent an extra income, additional security or more desirable working conditions that require no additional efforts.
In business organization, employers of labour have seen in employee welfare services as the ability of the sub-ordinate to contribute more to the achievement of the organizational goal, promote industrial relations so as to maintain industrial pace. It is also believed that good employees services activities will motivate and induce employee to work hard, thereby increasing their productivity level and improve the general employee morale, also enhance the public image of the organization.
French and Saward (1977:138-140) defined employee welfare services as something of who value apart from the agreed regular monetary payment of salaries and wages given an employee. In recognition of the workers need fulfillment function, they are variously called welfare services, welfare benefits, employee benefits and amenities. They are also known as pay or supplementary and non wages remuneration. As non-taxable income and expenses they are being called indirect compensation and non-tax benefits.
Employee are directly influenced by nature and quality of welfare services offered because they compare themselves with their counterparts in other organizations. Therefore, every organization should bear in minds that for them to achieve the objectives, the employee welfare services should be adequately competitive and focused towards solving the real needs of the employees.
Nwachukwu (1986:75) has shown that workers prefer increase in welfare service to increase in salaries especially during the period of inflation and rising prices, workers get frustrated and dis-satisfied when welfare services are in-adequate. But if the opposite obtains workers are satisfied and more committed to give their best to the achievement of the companies objectives apart from this, the organization is rendered impotent and managerial functions at planning organizing, directing and controlling become ineffective resulting from heavy loss if money, time and resources.
1.2 Statement of the Problem.
Workers or employees are often attracted into certain organization not only because of the pays packages that are stated in the advert but also because of the benefits attached to them. These benefits usually include housing, transport, medical, pension or retirement benefits to name but a few.
These attractions also constitute to considerable objectives for which such individuals make up their minds to these primary attractions of such individuals into the organization will certainly lower the morale as well as the efficiency of such individuals performance which will in turn effect on the organization’s productivity.
Example, where organization have been faced within increase agitation from the workers unions and staff association because of the inadequate employees welfare services, poor administration of the existing ones or total withdrawal of the existing. These dis-satisfaction expressions or administration of employee welfare services activities need proper investigation and examination in order to find a lasting solution to these numerous problems.
These assertions will be examined with respect to DHL International Nigeria Limited in Enugu State.
1.3 The Purpose of the Study.
- To determine the various employees benefits available in DHL International Nigeria Limited and how they affect the increase productivity of the employees.
- To ascertain whether any of the benefits formally enjoyed by the employees in DHL International Limited Has been withdrawn. If so the affect on the loyalty of the employees.
- To find out if there are other benefits which employees demand for effective performance of their duty that have not yet being provided.
- To ascertain the problems, if any that is encountered by the company in administering the benefits to the workers.
- To determine the effectiveness of employees performance.
- To make recommendations based of this study on how to improve provision and administration of employee welfare activities in DHL if there is need to it.
1.4 Significance of the Study
This research work is significance to the board, government, companies, private companies, research students, policy makers etc. who are interested in finding ways of improving moral and general welfare of the workers.
Another significance is that the preferred suggestions will have a direct impact in the company, thereby creating a conducive atmosphere and environment for the attainment of the organizations aims and objectives. The management and staff of DHL international Nigeria Limited would benefit immensely from any snag in the administration of the workers benefits and also show how best to implement the issue.
The research is also important to partial fulfillment for the award of National diploma (ND) in Marketing.
1.5 Research Questions
- Can increase productivity be gotten from employees when there is proper provision and administration of workers incentives program?
- Have workers benefits scheme in “DHL” International Nigeria Limited any direct effects on the productivity level or loyalty of the employees?
- To what extent has the employee benefits scheme been administered or implemented in “DHL”
- What are the attitudes of the DHL workers to work with respect to the benefits they obtain?
1.6 Scope of the Study
The scope focuses on the effective motivation of workers of DHL International Nigeria Limited in Enugu state, that is how motivation can be used to increase labour productivity through identification of problems in effectively motivating its employees and suggestions preferred on how to improve the performance of workers to wards optimum performance.
1.7 Definition of Terms.
For the purpose of this research work, the following key words are defined as follows.
a. DHL:
The founders names. D for Dalsey, H for Hilboln, L for Lynds.
b. Employee:
Is any person who enters into a contract of employment with another in returns for wages, salaries or other valuable considerations.
c. Welfare:
This is an organized efforts to ensure the basic well being of people in need. It is also a wide variety of services provided by companies for employee and in some cases for members of employee’s families. These word shall be used often and interchangeably with benefits, giving benefits, employee benefits and supplementary compensations.
d. Activities:
This refers to a pre-determined agreement of program, events or development planned to accrued, accumulate or increase to a given expected out come.
e. Motivation:
This refers to the sum of many paid regularly by the state or employer to their retired employee.
f. Benefits:
This is profits, gains and future good rewards offered to employees.
g. Retirement:
This is a situation whereby one gives up on a regular work especially because of age.
h. Paternalistic:
This refers to the policy of employees of controlling people in a patterned way by providing them wit what they need but giving them no freedom of choice.
i. Facilities:
This is circumstance or easier to do some things.
Chapter Five
Summary of Findings, Conclusion and Recommendation
5.1 Findings:
- It has been found that DHL International Nigeria Limited provides many important or necessary fringe benefits/ incentives to their workers. The cash values of these benefited are known to be high, it is also important to note that no benefits have been discontinued. Hence the productivity and loyalty of the employees have been improved by the provision and proper administration.
- On the salary structure of the employee of DHL International Nigeria limited, it has been found that there is no clear cut salary difference / structure this however affects the workers prestige since their educational qualification and length of service do not reflect any salary difference to those with lower educational qualification or relatively new workers management should immediately restore this normally before the situation deteriorates.
- Management does not disclose the full range of workers fringe benefits/incentives to their employees. This may be attributed to the high cost involved in the provision of these benefits. Also, finding has shown that the inadequacies in fringe benefits provision or administration in DHL international Nigeria Limited lies more in the structure itself than in the administration process. This attributable to the lassie faire attitude of the management to the welfare of the employees.
- Finance has been found to be the major constraints in the prompt payment of the workers’ salaries, inadequacies in the provision and disclosures of the range of the benefits to the employees.
- On workers industrial action or dispute, it has been found that DHL international Nigeria limited like any other organization is capable of industrial action in the recent time the management should take in the recent time the management should take preventive measures to foretell a factor occurrence. fortunately DHL has workers union. But finding have shown that it is not strong enough to influence the management on the provision of more incentives to their workers.
5.2 Conclusion
In a research of this nature, the objectives is to find the impact the employee welfare activities have on the loyalty and the performance of the employee. The provision of these welfare on the workers tool of an organization. However, it is the place of management to ensure that employees do not make irregular /unnecessary demands of new packages which could constitute a run down on the profitability of the company it is suggestive that constant infringement of these benefits if not stooped. Could bread in built dis-satisfaction among workers, the researchers believes that with the findings made that organization’s particularly DHL should be able to grasp the problem and prospects associated with the employees welfare activities on the other hand. the recommendation will enable DHL International Nigeria limited to improve in the area that have not been addressed which could greatly improve the performance of their workers and hence the efficiency of the company being the foremost courier service worldwide.
5.3 Recommendation
- It is an established fact that finance is the pillar on which the success of any business hinges. To this end, the researchers recommend that for DHL International Nigeria Limited to b able to fulfill its financial obligations, should broaden its revenue base. Also string financial control and management should be applied to the available fund. misappropriation of the financial resources of the company by the senior managers should be properly checked and stopped.
- On the condition of service, management should ensure that the workers are well intimated on their work conditions and policies salary structures and benefits, which are not fully disclosed, should be disclosed to them. This problem has had a tremendous impact on the performance of the workers and therefore, should made according to the education qualification and years of experience taking into consideration the prevailing economic situation. Profit in the form of dividend should be shared to the workers annually. Distinct hierarchy should be maintained to avoid personality clashes. Overtime payment should be based on hours put instead of the predetermined wages.
- On industrial action by the DHL workers, it is recommended that a special committee be set up for the review, implementation and administration of the workers fringe benefits. The committee should liaise with the workers management should take good preventive measures in providing adequate welfare as at when due.
- It is recommended that the management of DHL international Nigeria Limited introduce more of /performance award for workers. This will indeed ginger workers supervision bias also should be avoided during selection.
- Human resources development should be taking seriously. A good trained worker is a good asset to an organization. Workers is a good asset to an organization. Workers are highly motivated to work hard because of the training they get DHL should send their workers to human development programs like workshop, seminars, conferences and other formal educational courses. Also encouragement should be given to workers who wish to further their education by way of study leave with pay or in service training.


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