The paper reviews the compliance status of the Federal, State and private sector pension systems in Nigeria after the reform in 2004 that changed the funding strategy from pay-as-you-go to the contributory modality. It first spotlighted the grim factors of the old pension system that made reform inevitable. The paper in the main argues that compliance with the provisions of the law remains the only guarantee of workers' retirement future. It further points out the specific role labour leadership must play in this regard. The paper disclosed that the observed failure to implement the provisions of the law across the tiers, especially the federal and state government segments, arose in part due to a conspiracy of factors, including, recession, legislative loopholes, supervisory negligence, and absence of sustained engagement of labour leadership with employers across the tiers. The paper therefore concludes by recommending a more focused engagement strategy by labour leadership and a stricter penalty that makes default in making contributions less attractive.

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Failure of leadership and inefficient utilisation of human capital have continued to agitate the minds of researchers and managers alike in Nigeria. Therefore, this paper evaluated the relationship between leadership development and human capital condition of non-metallic product manufacturing firms registered with Manufacturers Association of Nigeria (MAN) in South East, Nigeria. A survey research design was used for the study. A sample size of 310 was utilized and drawn from a population of 2862 personnel. Data collected were presented in tables and were further analysed using mean scores and standard deviation, and the hypotheses were tested using the F-statistic. Three major findings were made, namely: that there was significant positive relationship between leadership skills and employee output at work  of non-metallic  product manufacturing  firms in South East, Nigeria [ F(4,20 = 13.07771), p < 0.05]; there was significant positive relationship between managers’ level of education and operational cost  of non-metallic  product manufacturing  firms in South East, Nigeria [ F(4,20 = 19.89737), p < 0.05] and that there was a significant positive relationship between leadership training and team building and or cohesion among staff of non-metallic  product manufacturing firms in South East, Nigeria [ F(4,20 = 15.98143), p < 0.05,5]. Hence, it was concluded that there was positive relationship between leadership development and human capital condition of non-metallic product manufacturing firms in South-East, Nigeria. It was therefore recommended that management of non-metallic manufacturing firms in South-East, Nigeria, should install and implement regular staff training and retraining programmes, coupled with robust staff welfare/reward packages, which motivate them for optimum productivity.

This paper is focused on the strategies to motivating technical staff in Nigeria. Nigeria is an emerging economy with various challenges imposed by globalisation and climatic change agents. Strategies adopted and their efficacy in motivating technical staff are expected to result in better appreciating and handling of environmental/climatic changes, satisfaction and improved productivity of the staff. The study investigated the peculiar characteristics of technical staff, the effects of monetary rewards on the technical staff, the effects of 'private practice' and non-provision of work on technical staff. A sample of 110 technical staff was selected. The findings indicate that junior technical staff (artisans and foremen) preferred monetary rewards, while senior technical staff (technical officer cadre) preferred nonmonetary rewards. More of the technical staff preferred provision of work and 'private practice' as motivational strategies/tools. It is concluded that a technical staff who is provided with work and who is allowed 'private practice' is more likely to be committed to his/her job and would avoid strike. It is recommended that technical staff should be given time of their own to engage in 'private practice' and should always be provided with job to avoid loss of skill.

The study examined the effect of non -financial rewards on staff productivity in Shoprite Company Enugu. The study sought to determine the relationship between medical benefits and level of absenteeism; the relationship between having relaxation areas and volume of output. Relevant research questions were asked, and hypotheses were formulated and tested. Primary and secondary data were used. The primary sources were the administration of a questionnaire to the staff of Shoprite. The population of 275 was used. Copies of the questionnaire were administered and were returned. Two hypotheses were tested using F-statistic. It was found that the relationship between medical benefits and the level of absenteeism was significantly high, hence F(95, n = 275) =1046.270. The relationship between having relaxation areas and volume of output was significantly high, hence F(95,n=275)=1345.096,p<0.05. It was concluded that non-financial reward impacted on staff productivity, and commitment to the task. It was recommended amongst others that organizations should offer the proper medical facility to its employees to keep them motivated.