RE: FG REDUCES MAN-HOUR BENCHMARK FROM 40 TO 20
Having perused through this article, I realized that fundamental issues of the impact of this reduction were not stated; this necessitated this piece.
A man-hour is defined as the amount of work performed by the average worker in one hour. Man-hours do not take account of the breaks that people generally require from work e.g rest, eating etc. Engagement of labour in a society like ours is basically determined by the employer or his representative(s) taking full consideration of the company structure and policy. Prospective employee hardly influence his/ her mode of operation in a new working environment all thanks to no effective regulation of workforce. There is no data bank of labour, more-so many organization fails to disclose accurate number of their workforce in most cases. The worse of all is that no body (institution) regulates engagement of labour but individuals are subjected to personal bargaining qualities with their prospective bosses.
Furthermore, the condition of engagement varies from one industry to the other and even from one company to another. So it would have been better for the FG to give exclusive information about what and how they intend to achieve this task and most importantly the legal backing for this policy. It is time to tame casualisation of workers in Nigeria and the seriousness of the FG toward the full implementation of man-hour benchmark will aid the actualization of this noble act.
By
Abiodun Ayinde
A man-hour is defined as the amount of work performed by the average worker in one hour. Man-hours do not take account of the breaks that people generally require from work e.g rest, eating etc. Engagement of labour in a society like ours is basically determined by the employer or his representative(s) taking full consideration of the company structure and policy. Prospective employee hardly influence his/ her mode of operation in a new working environment all thanks to no effective regulation of workforce. There is no data bank of labour, more-so many organization fails to disclose accurate number of their workforce in most cases. The worse of all is that no body (institution) regulates engagement of labour but individuals are subjected to personal bargaining qualities with their prospective bosses.
Furthermore, the condition of engagement varies from one industry to the other and even from one company to another. So it would have been better for the FG to give exclusive information about what and how they intend to achieve this task and most importantly the legal backing for this policy. It is time to tame casualisation of workers in Nigeria and the seriousness of the FG toward the full implementation of man-hour benchmark will aid the actualization of this noble act.
By
Abiodun Ayinde
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