The practice of employee welfare programme has now become a popular phenomenon of the total personnel policy of any organization. The programme involve given extra benefit to employee to supplement their ways to a cost to the employee.
They are important to both the organization and the employee from employee, point of view it is anticipate that a good employee welfare will include the employee to the work hard and improve their general attitude towards the organization. But for the employee these benefits represent an extra income, additional security, as more desirable working condition that is required no additional effort.
In examining this practice in Nigerian Telecommunication (NITEL) ltd, the study is divided into three chapters.
BACKGROUND INFORMATION IN THE CASE COMPANY NITEL
The Nigerian Telecommunication limited (NITEL) came into existence in January 1985 as a result of merger between the former Nigeria External telecommunication limited (NET) and the telecommunication section of the former post and telecommunication Department (D $ T) by the federal Government. The reasons for the mergers adduced by the government were the compatibility of services /equipments and the streamlining of activities in both NET and T.
It was envisaged that NITEL will definitely create harmonization and government. The main objective of the company is the provision of telecommunication services, both internally and internationally through a combination of communication satellites, submarine cables of microware links and the high frequency radio network.
The telecommunication services provided by NITEL include the following (both internal and ext
The telecommunication services provided by NITEL include the following (both internal and external)
International Direct Delivery serviced (IDD)