1.1. BACKGROUND OF THE STUDY
Some experts define management as the process of effective and efficient use of human and material resources through planning, organizing, directing, leading and controlling in order to achieve organizational goals. What this definition and the same ones imply is that increased efficiency and effectiveness is such an issue being in the focus of management measures. Organizations have primarily been created in order to achieve the goals and the rate of success in achieving organizational goals is associated with the performance of human resources working in organizations. The performance of human in many cases reflects ones’ characteristic, spirit, and attitude about the universe. The difference between successful and unsuccessful people is not in things they have, but in the things that they choose and perform with the help of their available resources and also their experiences of life. Accordingly, organizational life depends on the proper functioning of employees, and managers should recognize that they can raise employees through effective management of performance, remind them of their strengths and weaknesses, and proceed toward organizational goals and objectives [Ramzgooyah et al, 2013]. Paying attention to the welfare of employees has always been one of the main factors in their productivity [Nasiri et al, 2012]. Employees of an organization always become particularly interested in and believe in organizations based on the value that the organization respects to provide them with well-being, comfort, and safety [Hosseini et al, 2013]. The provision of health and welfare of employees and compatibility of the work conditions with the requirements of their physical and mental situations are no longer solely a privilege, but a humane duty and a prerequisite for the possibility of productive activities contributing to the preservation and improvement of the workforce, enhancement of efficiency, and multiplication of capital [Saghari et al, 2014]. Similarly, Bell and Menguc (2014) stated that the welfare of employees is critical to their participation in the success of organization. The facilities of employees in an organization will be fulfilled by the use of techniques for the quality of working life [Nasiri et al, 2012].Providing an incentive necessary to work and paying attention to motivational forces of employees account for the most important yet most complex tasks of an administrator [Ann, 2014]. In this research, the amenities presentable to the studied employees are in seven facility dimensions of credit, health and insurance, transportation, housing, cultural-sports- tourism, and allowances. For decades, job performance has been a significant issue for researchers and organizations seeking ways to improve the job performance of employees through a variety of different studies [Tabiu et al, 2013]. However, what is observed in the organizations of the country reflects the fact that taking advantage of human resource factor is of limited utility and the lack of efficient use of these factors has caused challenges for many of the organizations [Ramzgooyah et al, 2013]. Lack of attention to the needs of employees and neglecting the provision of efficient facilities will have negative and irreversible impacts on the staffs’ attitude and performance. Therefore, this study is to verify the effect of welfare catering on employee performance.
1.2 STATEMENT OF PROBLEM
In according to that human resource management consist of a various range such as welfare services and benefits, in-service training and employment compliance as titled absorption or selection, placement and maintenance personnel, should be can evaluate the main indices of human resource management effects on staff performance. So, with emphasis on welfare benefits is trying to be can to determine the constructive factors role and contribution of welfare services and benefits on employees' performance. On the other hand, structure of performance that is affected by many factors such welfare facilities and benefits, leaving behind many challenges as one of the basic issues in the fields of management and psychology, and today provide new perspective in the fields of applied psychology. However, identifying the factors affecting performance still is dealt with different ambiguities and not a comprehensive approach towards it as possible. In the field of relationship between performance on the one hand and welfare facilities and benefits, on the other hand, can be explain existing theories and researches show that in most cases performance is affected by facilities and benefits and the attitude of staff to welfare facilities and benefits have dramatic impact on job behaviour. Accordingly, should be attempted to identify strengths and weaknesses and advantages of welfare facilities management and in this way pay attention to increase welfare facilities and benefits of the employee's satisfaction. Human resource development not only deals with attract efficient recruits and job facilities providing even looking for ways to increase human resources maintain. On one hand, human resources development process and on other hand specialists recruit and attraction has been set training and maintain human resources to as an organizational relationships major issue. Thus, is emphasis on provide job facilities in human resource development that it provides the highest efficiency in terms of manpower and maintenance. In this way, as well as governmental and nongovernmental organizations are trying with minimal resources and the best possible methods available to carry out maintenance manpower. In the meantime, it can be raised, since job satisfaction is such variables that can be considered a decisive factor in the maintenance of human resources and according to previous research in the organizations which has been emphasized on employee dissatisfaction and the welfare benefits, It is necessary to analysis benefits distribution status and welfare facilities and be provide a useful strategy for improving job satisfaction in order to increase the efficiency of the employees of any organization, Thus, in organizational an official environments or in industrial complexes if the decline job satisfaction increasingly and does not provide amount of payment of welfare services mutual ,not only job dissatisfaction be increase, but also decreases the increasing the efficiency of its employees. This rise more seen when job stresses is increased and employee immigration is occurred. Management provides welfare facilities to its employees hence they want to find out whether present employees are satisfied with the facilities and company also wants to know the impact of the facilities on the employee performance.
1.3 AIMS OF THE STUDY
The major purpose of this study is to examine the effect of welfare catering on employee performance. Other general objectives of the study are:
1.4 RESEARCH QUESTIONS
1.5 RESEARCH HYPOTHESES
H01: Employee welfare facilities do not have significant effect on employee performance.
H02: There is no significant relationship between welfare catering of employees and employee performance.
1.6 SIGNIFICANCE OF THE STUDY
The findings would enable effective management of workers towards achieving organizational goals. The study will enable managers of organizations in Nigeria to identity how productivity can be improved through effective and efficient welfare services. It will also be of benefit for policy makers in various forms of business organization. It will be of immense guide to future researchers who intends to exploit and understand further concepts of employee welfare catering as a managerial tool to enhance productivity in an organization like Nestle Nigerian Plc.
1.7 SCOPE OF THE STUDY
The study is based on the effect of welfare catering on employee performance, a case study of Nestle Nigerian Plc, Lagos state.
1.8 LIMITATION OF STUDY
Financial constraint- Insufficient fund tends to impede the efficiency of the researcher in sourcing for the relevant materials, literature or information and in the process of data collection (internet, questionnaire and interview).
Time constraint- The researcher will simultaneously engage in this study with other academic work. This consequently will cut down on the time devoted for the research work.
1.8 DEFINITION OF TERMS
Welfare catering: Is nothing but providing the catering services for welfare organizations where the senior citizens and many other disabled people stay.
Employee Performance: The job related activities expected of a worker and how well those activities were executed. Many business personnel directors assess the employee performance of each staff member on an annual or quarterly basis in order to help them identify suggested areas for improvement.
Management: The organization and coordination of the activities of a business in order to achieve defined objectives. Management is often included as a factor of production along with machines, materials, and money.
OTHER SIMILAR HUMAN RESOURCE MANAGEMENT PROJECTS AND MATERIALS