1.0 Introduction
Social and economic well-being of the people is one of the principle objectives of the present people's government. Labour policy, like policies in other fields, should also aim in attaining the objectives in a manner best suited to the resources of the country and present state of economy. There is an urgent need to revitalize the economy, required sustained efforts, to increase the level of maximization on the employment.
There is an equally genuine requirement to create among workers and employers, a bitter awareness of the objectives to the national objectives state above at the same time, the government recognizes that workers and employers must enjoy reasonable benefits as can be sustained by the economy without suffering set-backs.
1.1 Background of the Study
The Nigeria labour congress (NLC) continues to be confronted with a complete multiplicity of challenges in the fulfillment of its mandate as a works and popular public service. These challenged are defined increasingly by the constellation of economic, technological and political changes, which have radically re-configures the word under the growing hegemony of capital.
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1.2 Statement of the Problem
This issue of public services performance in Nigeria has been a thing of concern to management/owners of businesses (public or private) the public, on the fact in a capitalists or mixed economy performance is dependent of the smaller wilts (companies) operating within the economy. The performance of any public services is therefore bases not only on management ability to plan in the short run, control, organizing, directing and co-ordination its resources, but the ability to plan labour ally far into the future and carefully implement the plan.
It is pertinent to note that policies labour ally has many range which have different impact on the public services performance these are the short labour plan. The medium term labour and the long labour plan, the adaptation of any of these ranges of plan by any public services will depend on the foreseen impact it will have on its operation.
Most public services in Nigeria prefer the short and medium labour plan because of the flexibility and almost certain the outcomes of such plans. The use of the labour policies is therefore not widely applied in Nigeria companied. This is probably, due to the seeming uncertainty associated with the outcomes and the high cost involved in formulating and implementing such plans.
The relunctancy shown on the part of most Nigerians companies is using the labour policies due to the disadvantages, has therefore bought out the problems of this research work. The problem there is to determine whether labour policies create impact to the performance of the public services. If yes, hat specific impact or advantages will it have towards public services performance? The aim of this question is to find out ways of encouraging public services to embark on the labour policies as a way of setting labour goals, ensuring continual survival of the public service and improving public services decision making process.
1.3 Objectives of the Study
Keeping these priorities in view, the Government considers that a balanced labour policy should be based on the following objective:
- Worker's right to form unions should be protected as an institutional framework is made available to foster class cooperation between workers and employers at establishment level.
- Equitable adjustment of rights between workers and employees should be ensured and employers should be ensured in an atmosphere of harmony, mutually beneficial to the workers and the management.
- Constitutions between workers and employers on matters of interest to the establishment and welfare of workers should be made more effective.
- Adequate security of jobs should be available to the workers and there should be expeditious redressal of their grievance.
- Conditions should be created that workers and employers are committed in enhancing the labour productivity.
- Promotion to higher jobs be ensured at all levels based on suitability and merit and for this purpose arrangement should be made for in-service training facilities.
- Facilities for proper matching of job opportunities and the job section be strengthened and standard procedures be streamlined.
- Social insurance scheme to be further strengthened.
- Just and human conditions of work be guaranteed to all workers.
- Forced labour in all its forms to be eliminated.
- Provision relating to the employment of children to be strictly adhered and be enforced.
The labour policy has accordingly been divided into four parts I.e.
- Legal frame work
- Advocacy: Rights of workers and employers
- Skill Development and employment
- Manpower export.
1.4 Research Questions
In this research work, the following question were developed and answers sort by the researcher for the purpose of this research work, the researcher will formulate.
- Does labour process play an role in the sustenance of public services.
- Does a labour policy enhance the growth of the public services.
- Does labour policies made public servants to be more efficient and effective in the discharge of their duties.
- Does Labour policies enhances the public services performance.
- Does the public services a personal have the ability to react favorably to the public services changing patterns.
1.5 Significance of the Study
This research work is significant with the following ways.
- The work services as basic for further research in this one of study.
- It is on contribution to knowledge in this area of important labour policies is on public services all performance and development generally to improve performance through labour policies.
- The qualification necessary to do improve public services as performance.
- The work will throw height or how to plan labour ally in other to improve public services all performance for easy actualization of public services objective at the end.
1.6 Scope of the Study
The scope of this research work will be limited NLC Imo state. The reasons for this are to make an in-depth analysis of the labour policies on the company's performance and not on the entire operations of the company. The questionnaire to be distributed will be limited to those involved in policies especially labour policies on the public services implementing labour policies.
1.7 Limitation of the Study
One major set back in the research work is time, there was not enough time to give this work the through search it deserves since respondents truthfulness in answering questions was not adequately guaranteed.
Therefore, the work was limited to the answers gotten from the respondents frequently rescheduling to the top level manages and then unwillingness, when interview to disclose some vital information they considered confidential to the researcher on the labour policies methods used by the public services.
Scarcity of books, journals and write ups with enough diverse view or policies contribute yet another limitation and set back to this research work.
The least but most important was financial constraint. The cost transportation to Aba where case study firm is located and foods spent in gathering data were very high.
1.8 Definition of Terms
The researcher will at this point define some of the key terms and variables involved or used in this is to ensure a better understanding of this terms and variables and their application in this research work.
Impact:
This work is used to the outcome or result of an occurrence or event in this work. Impact is the act of one objective hitting another.
Public Service:
Is a service which is provided by government to people living within its jurisdiction, either directly (through the public sector) or by financing private provision of services.
Policy:
This is typically described as a principle or rule to guide decisions and achieve rational outcomes. The term is not normally used to denote what is actually referred to as either procedure or protocol. Policies are generally adopted by the board of or senior governance body within an organization where as procedure or protocol would be developed and adopted by senior executive officers.
Performance Evaluation:
This is a systematic and periodic process that assesses an individual employees job performance and productivity in relation to certain pre-established criteria and organizational objectives.
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