APPRAISAL OF INVENTORY MANAGEMENT AND VALUATION IN THE COMPANY

APPRAISAL OF INVENTORY MANAGEMENT AND VALUATION IN THE COMPANY (A STUDY OF NIGERIAN BREWERIES PLC 9TH MILE CORNER ENUGU)

ABSTRACT

This study captioned an appraisal of Inventory Management and Valuation in manufacturing companies in Nigeria. A Study of Nigeria Breweries Plc 9th Mile Corner embarked upon with the view to critically appraising the efficiency of inventory management and valuation in demerits as it concerns manufacturing companies. Reliably, manufacturing companies cannot exist without stocks. Therefore, it is good for every meaningful manufacturing company to take record of its stock. This is because a little deviation form the appropriate way of stock valuation and management will lead to material wastes, reduction in profit and loss of goodwill. Specifically, the aims of this study are; (i) to appraise the management of inventories in terms of merits and demerits as it concerns manufacturing companies and Nigeria Breweries in particular (ii) to ascertain the extent of application of stock valuation methods in manufacturing companies (iii) to ascertain the effect of various stock valuation methods on the reliability of the financial statement (iv) to determine the effects of poor storage spaces, under or over-stocking and non-store record keeping. It is also the objective of this study to make suggestions in a view to helping to solve the problems.

TABLE OF CONTENTS
Title Page i
Certification ii
Dedication iii
Acknowledgement iv
Table of Contents v
List of Tables viii
Abstract x

CHAPTER ONE: INTRODUCTION
1.1 Background of the Study 1
1.2 Statement of the Problem 3
1.3 Objective of the Study 4
1.4 Relevant Research Questions 5
1.5 Research Hypotheses 5
1.6 Significant of the Study 6
1.7 Scope and Limitations of the Study 6
1.8 Definition of Terms 7
References 8

CHAPTER TWO: REVIEW OF RELATED LITERATURE
2.1 Background Information of Nigerian
Breweries Plc 9
2.2 Meaning and Classification of Inventories 11
2.2.1 Raw Material Inventory 12
2.2.2 The Work-in-Progress Inventories 12
2.2.3 Finished Goods Inventory 13
2.2.4 Supplies Inventory 13
2.3 Inventory Management 14
2.3.1 Stock Purchasing 14
2.3.2 Inventory Holding/Storage 16
2.4 Stock Utilization 20
2.4.1 Stock Insurance 20
2.4.2 Stock Coding 21
2.4.3 Stock Taking 22
2.4.4 Periodic Stocktaking 22
2.5 Stock Valuation 23
2.5.1 First-in-First-Out (FIFO) 24
2.5.2 Last-in-First-Out 25
2.5.3 Weighted Average Cost 26
2.5.4 Standard Price/Cost 27
2.5.5 Lower of Costs/Market Value 28
References 29

CHAPTER THREE: RESEARCH METHODOLOGY
3.1 Sources of Data 30
3.2 Research Design 31
3.3 Population/Sample Techniques 31
3.4 Administration of Research Instrument 34

CHAPTER FOUR: DATA PRESENTATION AND ANALYSIS
4.1 Data Presentation 35
4.2 Test of Hypotheses 46
4.2.1 Test of Hypothesis One 46
4.2.2 Test of Hypothesis Two 49
4.2.3 Test of Hypothesis Three 52

CHAPTER FIVE: SUMMARY OF FINDINGS, CONCLUSION AND RECOMMENDATIONS
5.1 Summary of Findings 56
5.2 Conclusion 58
5.3 Area for Further Study 60
Bibliography 61
Appendix 62

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Consequences of strike action on Nigerian universities

Consequences of strike action on Nigerian universities. A study of university of Benin Edo state

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The history of Academic Staff Union of Universities (ASUU)’s strike can be traced back to 1978, the period of the beginning of the decline in the oil boom, when the country faced the consequences of the failure by its rulers to use the oil wealth to generate production and a social welfare system. Military dictatorship had eroded deeply the basic freedoms in the society. Academic freedom and university autonomy were casualties of military dictatorship. The funding of education, and so of universities, became poorer. The factors required a changed orientation of the union of academics. However, questionnaires were administered to seek the opinions of the students in University of Benin (UNIBEN) and in Benson Idahosa University (BIU), Edo States and one thousand and fifty four staff and students were randomly selected. Nine hundred and seventy one respondents validly returned their questionnaire. From the analyzed data, it was observed that frequent strikes had adverse effects on the academic performance of students. Based on the findings of the study, recommendations were made that adequate measures should be put in place by government and the Academic Staff Union of Universities (ASUU) etc to check incessant strike in the educational system; and conclusively that government owned Universities should emulated private school owners by avoiding strikes and intensify efforts to convince ASUU on the evils of strikes to see that students would have enough time to study so that they can be able to face challenges in the Labour Market. This paper painstakingly appraised several of these issues and concluded that all stakeholders in the education sector and federal polity should  thread softly, be objective, rational, altruistic and magnanimous in order not to make the existence of true federalism (social, political, educational and economic cohesive existence of the people, peace and tranquillity) a fleeting illusion and a mirage.

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MANPOWER TRAINING AND DEVELOPMENT IN THE NIGERIAN BANKING INDUSTRY (A CASE STUDY OF CBN ENUGU)

CHAPTER ONE

INTRODUCTION

1.1   BACKGROUND OF THE STUDY

The task of managing the human component of the business is central and most important task, because the success of any enterprise depends entirely on the effectiveness of its human resources on their job. Human being per se is not a “resource”. He becomes a resource only if trained, developed and allocated to productive work.

No enterprise can be guaranteed a permanent place in our highly competitive society and no manager lasts longer unless he keeps his business competitive by way of training and development. The main part of any training and development programme is directed towards preparing individuals to meet future needs.

All activities of any enterprise are initiated and determined by the persons that make up the organization and the success of these activities depends on the competence, motivation and general effectiveness of its work force. A growing number of managers recognize that they can hope to find a major and lasting competitive advantage not in superiority of their plant and products, but on the quality and training of their people.

Effective manpower training and development enables an organization to move from an inefficient (to a more) productive situation, provided the important and appreciating resources are there. Amongst other factors, manpower training and development help employees and management adapt to the demands of a dynamic world of rapid social, technological, political and economic changes.

Training and development are activities aimed at helping employees overcome their limitations. An organization may save money recruiting trained individuals. When organization undergo major changes, training and development activities often are necessary to help employees make the transition to a new way of doing things. Redesign work around teams is one type of change that creates high demand for training and development (Ezigbo  2003). Development is necessary and a prerequisite for individual, organizations, and the society.

(Ezigbo 2003), training is attaining specific detailed and routine Job skills and techniques. They opine that development is the broader scope of improvement and growth of abilities, attitudes, and personality trait. Development is required to meet technology advances and to achieve greater personal satisfaction. People become developed when they have acquired the necessary education and training that could enable them exhibit growth in abilities, attitudes, and personality trait. As people become developed, they have a greater sense of dignity and worth which will’ make them to be more valuable to their employers and the society in general.

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