The practice of employee welfare programmes has now become a popular phenomenon of the total personal policy of any organization. The programme involve given extra benefit to employer to supplement their ways at a cost to the employs.
They are important to both the organization and the employees. From employs point of view it is participated that a good employee welfare programme will indices the employee to work hard and improve their general attitude towards the organization.
But for the employee, these benefits represent an extra income, additional serenity or more desirable effort.
In examining this practice in Nigeria telecommunication (NITEL) Ltd. The stand is divided into (3) three chapters.
The Nigeria Telecommunication limited (NITEL) come into existence in January 1985 as a result of the merger between the former Nigeria External Telecommunication limited (NET) and the telecommunication sector of the former post Telecommunications Department (P&T) by the federal Government. The reason for the merger as advised by the government were the compatibility of service/ equipment and the streamlining of activates in both NET & P&T. it was envisaged that NITEL will definitely create harmonization and complimentarily of services. Which up till the merger, were handled by NET (external and P&T (international).
Unlike most government parastatals, NITEL was created to render its service at a profit. The company is not only self financing but serves as a source of revenue per government. It would be recalled that with NET & P&T, the parent bodies, were solely owned by the federal government hence NITEL could be described as the “brain child” of government. The main objective of the company is other provision of telecommunication services, both internally and internally through in a combination of communication satellites, submarine cables of microwave links and the high frequency radio network.
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