Project Abstract

Abstract
The relationship between remuneration and employee performance in the private sector has been a subject of interest and debate among researchers and practitioners. This study aims to explore the effects of remuneration on the performance of employees in the private sector, specifically focusing on how different forms of remuneration packages impact various aspects of employee performance. The research will utilize a mixed-methods approach to gather data from employees working in different private sector organizations. Quantitative data will be collected through surveys to measure the correlation between remuneration levels and employee performance indicators such as productivity, job satisfaction, and employee engagement. Qualitative data will be obtained through interviews and focus group discussions to provide a deeper understanding of the mechanisms through which remuneration influences employee performance. The study hypothesizes that a well-structured remuneration package that includes competitive salaries, performance-based incentives, and non-monetary benefits such as training opportunities and work-life balance initiatives will positively impact employee performance in the private sector. It is expected that employees who perceive their remuneration as fair and competitive will exhibit higher levels of motivation, job satisfaction, and commitment to their organizations, leading to improved performance outcomes. The findings of this research are expected to contribute to the existing body of knowledge on the relationship between remuneration and employee performance in the private sector. By identifying the key factors that influence this relationship, organizations will be better equipped to design and implement effective remuneration strategies that enhance employee performance and overall organizational success. The study also has implications for human resource management practices, as it highlights the importance of aligning remuneration policies with organizational goals and employee needs to optimize performance outcomes. Overall, this research seeks to provide valuable insights into how remuneration influences employee performance in the private sector and offers practical recommendations for organizations seeking to improve their performance management strategies. By understanding the impact of remuneration on employee motivation and engagement, organizations can create a work environment that fosters high performance and employee satisfaction, ultimately leading to increased productivity and competitiveness in the marketplace.

Project Overview

INTRODUCTION

1.1       General Background of the Subject Matter

The public and private organization in Nigeria have different people, sort various ways of increasing the employees performance and also maintain employee loyalty “According to management, introduction and Nigeria perspective by Akpala 18 “Employees wanted raising wages and managements wanted profit and depend on productivity which is their common quest.

From the above, I can deduce that productivity is the glue which holds employee and employer together. How does an organisation in the private sector go above to achieve its objectives and maintain its employees on long time? A careful and efficient management of remuneration packages to an extent determine the progress an organization record at a given time. My experience on the private organization indicates that remuneration which is not exploitative enhance employee performance.

This does not mean that factors such as making an employee to have a sense of belonging in an organisation does not enhance performance, but an employee who gets equivalent of what he put in, in an organisation stands to perform higher .

This is because his needs of feeding, clothing, housing which ranks among the physiological needs according to Abraham Maslow’s need in hierarchy.

1.2       Problem That the Study Will Be Concerned With

There are many problems facing the private organization. These include, high labour turnover, government policy limited administrative skill, thus perception on low productivity. Yet the researcher still want to know, is remuneration of employee plays a significance role his or her performance.

What role does employers on private sector play to encourage performance in area of employee remuneration?

1.3       Importance of Studying the Area.

The importances of this research study are:-

1.         To make adequate recommendations aimed at bringing harmony between organizational importance and employees performance through effective remuneration package.

2.         To look into various types of remuneration, their merits and demerits.

3.           The government policy on remuneration of public employee and see how it has affected those in private sectors.

4.           They find it out if remuneration plays any role on the performance of employee in the private sector.

1.4           Limitation of the Study

This project does not cover the entire sector of Nigeria economy rather it is limited to the employees in the private sector.

1.5           Research Questions

1.                   To what extent has the government policy on remuneration of public employed affected the employee of labour in the private sector.

2.                   The employers remuneration contributed to the mobility of labour in the society.

3.                   To what extent has remuneration of employees ameliorated their problems and at the same time helps in achieving organizational goals?

4.                   What are the effects of remuneration on employees productivity?

Not only that the researcher used table in which the responses and the number of respondent for each group shown in percentage method.

Furthermore, it was concluded that for remuneration scheme to achieve a desired objective its implementation must not frustrate the employee. Also for employees to be loyal, the agreement reached with the management has to be adhering to the management. Where this is change the reason for such change should also be communicated to the employees promptly.

References.

Koontz O. Donnell Weihrish, Management International student

Hikert, R. Motivating the human resources, Harvard Business.

Review (New York, 1967).