Employee welfare policies are designed to improve the well-being of employees by providing financial, health, and social benefits (Bohlander & Snell, 2024). These policies aim to reduce job-related stress, enhance job satisfaction, and increase motivation, which can, in turn, lead to improved job performance. In organizations like the Nigerian National Petroleum Corporation (NNPC), where employees work in high-pressure environments, effective welfare programs are critical to maintaining high performance levels (Bamidele & Aliyu, 2023).
NNPC, a state-owned oil company, operates in a complex and competitive industry where its workforce is critical to achieving operational goals. The corporation’s ability to implement comprehensive employee welfare policies may determine its success in retaining skilled labor, enhancing productivity, and ensuring smooth operations (Olumide & Ibrahim, 2024). However, challenges such as economic instability, policy changes, and employee dissatisfaction can undermine the effectiveness of welfare programs (Bohlander & Snell, 2024).
This study will evaluate the employee welfare policies in NNPC and assess their impact on job performance in Kaduna State. It will also examine whether these policies align with employee needs and the organization’s goals.
Employee welfare policies are essential for improving job performance, yet many organizations, including NNPC, may not effectively implement these policies, leading to dissatisfaction, poor productivity, and high turnover (Olayemi & Yusuf, 2023).
The problem is that while NNPC has implemented several employee welfare initiatives, it remains unclear whether these programs are sufficient to enhance job performance in its Kaduna State operations. Without properly evaluating these policies, NNPC risks reduced employee morale and performance, impacting its operational goals. This study aims to evaluate the effectiveness of employee welfare policies in improving job performance in NNPC.
The study will focus on NNPC's employee welfare policies and their impact on job performance in Kaduna State. Limitations include potential biases in self-reported data from employees and the availability of relevant company records.
Chapter One: Introduction
1.1 Background of the Study
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