STUDENT REPORT ON BED320

STUDENTS’ INDUSTRIAL WORK EXPERIENCE SCHEME

UNIVERSITY OF ILORIN
FACULTY OF EDUCATION

DEPARTMENT OF EDUCATIONAL MANAGEMENT

HELD AT

BURSARY DEPARTMENT, UNIVERSITY OF ILORIN.

2nd floor, Senate building University of Ilorin, Kwara State. PMB

1515.

PRESENTED BY

SULEIMAN, ABDULWAHAB
16/25PM114

BEING A REPORT SUBMITTED TO DEPARTMENT OF

EDUCATIONAL MANAGEMENT (BUSINESS EDUCATION)

April to September, 2019

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 FORWARD
The advent of Business education in Nigeria stressed the need
providing the youths the educational experiences which equip then with
sealable skills and competencies for the purpose of self-reliance and
sustainment. Hence, business education is an integral part of general
vocational studies that deals with heads and hands.
However, an attempt to provide some of the requirements of
business education is the introduction of Students’ Industrial Work
Experience Scheme (SIWES) which will enable students to have first
hand experience of what is being taught in the classroom.
The report comprises of the description of the place of attachment,
the experiences gained during the exercise and ends with conclusions
and recommendations to the various concerned stake holders.

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 ACKNOWLEDGMENT

With a deep sense of appreciation, respect and gratitude, I want to

say a big thank you to my parents, brothers, sisters and other relatives
and non relative friends for their caring attitude and support from the
beginning of my pursuit for B.Sc (Ed.) degree in Business Education to
this point.
I also want to express my appreciation to all my superiors, mentors
and specially my amiable coordinator in the salary unit bursary
department.
I equally appreciate the astonished efforts and contributions of my
able and capable lecturers in the department of educational
management, faculty of education, University of Ilorin.
My sincere appreciation also goes to everyone that has been by me
all this while. A Big Thanks to you all.

SULEIMAN ABDULWAHAB

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 TABLE OF CONTENTS
Title Page………………………………………………………………………1
Foreword ………………………………………………………………………2
Acknowledgement ………...………………………………………………….3
Table of Contents…………………………………………………………..…4
CHAPTER ONE…………………………………………………………….....5
INTRODUCTION……………………………………………………
1.1History and Background of SIWES…………… …………….3-4
1.2Aims and objective of SIWES..…………………………………5
CHAPTER TWO……………………………………………………………….6
2.0 DESCRIPTION OF THE ESTABLISHMENT OF
ATTACHMENT………..6
2.1 Description of the bursary department……………………………..6
2.2 Location And Brief History Of university of Ilorin……………….7
2.3 Objective of Bursary department……………………………..…8-9
2.4 Organizational Structure of Bursary department………………10
2.5 Department/Units in the Bursary and their Functions…………11-12
CHAPTER THREE…………………………………………………………..13
3.0 WORK ACTUALLY CARRIED OUT IN THE BURSARY
DEPARTMENT…..23
3.1 Work Actually Carried Out……………………………..….13-14
3.2 Terms use in bursary department………….…………15-17
3.3 Equipment use in bursary department……………………
CHAPTERFOUR…………………………………
4.0 Gained Experience……………………………………18
CHAPTER FIVE…………………………………………………20
SUMMARY, CONCLUSIONS AND RECOMMENDATIONS…………20
5.1Summary of Attachment……………………………………….20

Problems Encountered During The Programme…………………….21

Suggestions For The Improvement Of The Scheme………………...21
Recommendation…………………………………………….........22
Conclusion…………………………………………………………..22

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 CHAPTER ONE

1.0 INTRODUCTION
1.1 ABOUT INDUSTRIAL TRAINING (IT)
Industrial Training Fund (ITF) was established in 1971, it has
operated consistently and painstakingly with the context of its enabling
laws, i.e. Decree 47 of 1971. The objective for which the fund was
established has been pursued vigorously and efficaciously. In the three
decades of its existence, the ITF has not only raised training
consciousness in the economy, but has also helped in generating a
corps of skilled indigenous manpower which has been manning and
managing various sectors of the national economy. Over the years,
pursuant to its statutory responsibility, the ITF has expanded its
structure, developed training programs, and reviewed its strategies,
operations and services in order to meet the expanding and changing
demands for skilled manpower in the economy.
Beginning as a parastatal “B” in 1971, headed by a Director-General
as the chief executive under the aegis of the Ministry of Industry. The
Fund has a thirteen (13) member Governing council and operates with
six (6) Departments and three (3) units at the headquarters, 38 Area
offices, 2 skills Training center, and a center for Industrial Training
excellence. As part of its responsibilities, the ITF provides Direct
Training, Vocational and Apprentice Training, Research and consultancy
service, Reimbursement of up to 60% Levy paid by employers of labour
registered with it and administers the Student Industrial Work Experience
Scheme (SIWES). It also provides human resource development
information and training technology service to Industry and commerce to
enhance their manpower capacity and in-house training delivery effort.
The main thrust of ITF programs and services is to stimulate human
performance, improve productivity and induce value-added production in
Industry and commerce. Through its SIWES and Vocational Apprentice
Training programs, the fund also builds capacity for graduates and youth
self-employment in the context of small scale Industrialization in the
economy.
VISION STATEMENT:
To be the foremost skills training and development organization in
Nigeria and one of the best in the world.

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 MISSION STATEMENT:
To set and regulate training standards and offer direct training
intervention in Industry and commercial skills training and development
using a corps of highly competent professional staff, modern techniques
and technology.
HISTORICAL BACKGROUND OF SIWES.
The students’ Industrial Work Experience Scheme (SIWES) is a skill
development program initiated by the Industrial Training Fund (ITF), in
1973 to bridge the gap between theory and practice among students of
engineering and technology in institutions of higher learning in Nigeria. It
provides for on-the-job practical experience for students as they are
exposed to work methods and techniques in handling equipment and
machineries that may not be available in their institutions. Started in
1974, with 748 students from 11 institutions of higher learning
participating, by1978, the scope of participation in the scheme had
increased to about 5000 students from 32 institutions. The Industrial
Training Fund however withdrew from the management of the scheme in
1979 owing to problems of organizational logistics and the increased
financial burden associated with the rapid expansion of SIWES (ITF,
2003). Consequently, the Federal Government funded the scheme
through the National Universities Commission (NUC) and the National
Board for Technical Education (NBTE) who managed SIWES for five
years (1979-1984). The supervising agencies (NUC and NBTE)
operated the scheme in conjunction with their respective institutions
during this period.
The scheme was subsequently reviewed by the Federal Government
resulting in a Decree No 16 of August, 1985 which required that “all
students enrolled in specialized engineering, technical, business, applied
sciences, and applied arts should have supervised industrial attachment
as part of their studies”. In the same vein, the ITF was directed by the
Federal Government to take charge and resume responsibility for the
management of SIWES in collaboration with the supervising agencies
i.e. National Universities Commission (NUC), the National Board for
Technical Education (NBTE) and the National Commission for Colleges
of Education (NCCE).
Following the resumption of management of SIWES by the ITF IN
1984, the scheme has witnessed rapid expansion. Between 1895 and

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 1995, the number of institutions and students participating in SIWES
rose to 141 and 57,433 respectively. Between 1995 and 2003, a total of
176 institutions and 535,210 students participated in the scheme. In
2008 alone, the number of institutions which participated in SIWES rose
to 204 while the number of students from these institutions who
participated in the scheme was 210,390.
Presently, participation in the scheme is limited to science,
engineering and technology program in Universities and Polytechnics
while in Colleges of Education, NCE programs in Technical Education,
Agriculture, Business, Creative Arts and Design, Computer Studies and
Home Economics are eligible.
The scheme was designed to expose students to the industrial
environment and enable them develop occupational competencies so
that they can contribute their quota to national economic and
technological development after graduation.
1.2 OBJECTIVES OF SIWES
 Provide an avenue for students in institutions of higher learning to
acquire industrial skills and experience during their courses of study.
 Prepare students for industrial work situations that they are likely to meet
after graduation.
 Expose students to work methods and techniques in handling equipment
and machinery that may not be available in their institutions.
 Make the transition from school to the world of work easier and enhance
students’ contacts for later job placements.
 Provide students with the opportunities to apply their educational
knowledge in real work situations, thereby bridging the gap between
theory and practice.
 Enlist and strengthen employers’ involvement in the entire educational
process through SIWES.
 Opportunity for students to blend theoretical knowledge acquired in the
class room with practical hands-on application of knowledge required to
perform work in industry.
 Exposure of students to the environment in which they will eventually
work, thereby enabling them to see how their future professions are
organized in practice.
 Minimization of the bewilderment experienced by students, particularly
those from a non-technological background, pursuing courses in

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 sciences, engineering and technology with regard to different equipment,
processes, tools etc. available in industry.
 Enabling SET students appreciate work methods and gain experience in
handling equipment and machinery which may not be available in their
institutions.
 Preparing students to contribute to the productivity of their employers
and national development immediately after graduation.
 Provision of an enabling environment where students can develop and
enhance personal attributes such as critical thinking, creativity, initiative,
resourcefulness, leadership, time management, presentation skills and
interpersonal skills amongst others.
 Preparing students for empowerment and making the transition from
school to the world of work easier after graduation.
 Enhancing students’ contacts with potential employers while on training.
 Enabling students bridge the gap between the knowledge acquired in
institutions and the relevant production skills (RPSs) required in work
organizations.
 Making SET students appreciate the role of their professions as the
creators of change and wealth and indispensable contributors to growing
the economy and national development.

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 CHAPTER TWO
2.1: DESCRIPTION OF THE ESTABLISHMENT
Every organization has a Department saddled with the responsibility of
carrying out its Finance and Accounting functions. The Bursary
Department of the University of Ilorin performs this role. Their function is
to keep financial records of the University. Advises the Vice Chancellor
on financial issues, relate with External and government auditors and
other supervising agents on financial matters.
The Bursary Department performs the Financial and Accounting
functions of the University. It is headed by the University Bursar, who is,
the Chief Financial Officer of the University and is responsible to the
Vice Chancellor for the day to day administration and control of the
financial matters of the University. The Bursar is also a member of the
Management of the University. He is ably assisted by a number of Unit
Heads.
The following are the former Bursars of the university
Mr.I.A. Oyawoye. (August, 1976-July,1980), Mr.I.A. Adeniran. (1983-
February,1985), Mr.O.O.Fajinmolu. (November, 1985-1995), Mr. J.O.
Adewuyi(1997-2001), Mr. A. Sijuwola (2002-2006.) and Mr. S. A Yusuf

Vision and Mission

OUR VISION: To create a proactive and first rate ICT driven financial
department poised to contribute to the University’s wider vision of
Ranking among top 110 Universities in the world.
OUR MISSION:To Guarantee the University and stake holders the most
efficient and effective way of Resources Mobilization, Allocation and
Management, using appropriate information technology aimed at the
provision of excellent services
OUR CORE VALUES: In carrying out our mission, we will be guided by
the following values:
 Integrity and honesty
 Transparency and accountability
 Equity and fairness
 Self-discipline and mutual respect
 Financial Accoimtability
 Prudency e.t.c

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2.2 LOCATION AND HISTORY OF THE ESTABLISHMENT.
Bursary department as a subset of university of Ilorin.
University of Ilorin, also known as Unilorin, is a federal government-
owned university in Ilorin, Kwara State, Nigeria.It was established by a
Decree of the Federal Military Government in August, 1975.The
establishment aimed to implement one of the educational directives of
the Third National Development Plan which was aimed at providing more
opportunities for Nigerians aspiring to acquire university education and
to generate high-level manpower, so vital for the rapidly expanding
economy. Compared to other higher institutions of learning in the
country, the institution has one of the largest landmass covering
approximately 5000 hectares of land
University of Ilorin, is located in Ilorin, the capital city of Kwara State
on latitude 8.4799° N and longitude 4.5418° E, covering an approximate
land mass of 5,000 hectare. University of Ilorin is located at about 500km
apart from Nigeria national capital (Abuja) and about 300km away from
the Nation’s economic capital (Lagos).
University of Ilorin was one of the seven institutions of higher
learning established by a decree of the Federal Military Government in
August, 1975. This step, taken to implement one of the educational
directives of the country’s Third National Development Plan, was aimed
at providing more opportunities for Nigerians aspiring to acquire
university education and to generate high level man-power, so vital for
the rapidly expanding economy. The University began as a University
College affiliated to the oldest university in Nigeria in 1975 under the
leadership of the then principal, Dr. T.N. Tamuno. The first set of 200
students, selected following an entrance examination, were admitted into
residence on 23 October 1976, while academic work started on 25
October after the Principal’s address. The University College started with
three academic faculties of Arts, Science and Education. In October
1977, the institution attained full autonomous status with appointment of
the then Principal, Professor O.O Akinkugbe as first vice chancellor.
The University started off on a portion of the temporary campus of
the Kwara State Polytechnic known as the mini campus. This was the
site of academic programmes in the Faculties of Arts, Science,
Education, Engineering & Technology, Business and Social Sciences,
and basic clinical sciences of the Health Sciences Faculty. It was the

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only campus of the university until January 1982 when more than 1000
students studying science were moved following completion of new
Faculty blocks and residences for Natural Sciences and Engineering on
the permanent campus site. From 1983, the law programme was started
as a department in the Faculty of Business and Social Sciences.
Following a 6-year hiatus, it was re-established in 1993 as a full-fledged
Faculty. The university now has 15 faculties: Arts, Agriculture,
Environmental Sciences, Life Sciences, Management Sciences, Physical
Sciences, Social Sciences, Communication and Information Sciences,
Education, Engineering and Technology, Pharmaceutical Sciences,
Veterinary Medicine, and Law; a College of Health Sciences (with 2
Faculties-Basic Medical Sciences and Clinical Sciences); two institutes
(Institute of Education and Unilorin Sugar Research Institute); and the
Postgraduate School. These faculties have over 60 academic
departments. Undergraduate degree programmes are run for 3-5, or 6
years, depending on entry qualifications and discipline.

2.3 OBJECTIVES OF THE ESTABLISHMENT

The primary purpose of bursary department is to manage the financial
resources of the university through efficient application of accounting
principles, practices and procedures.
Major Scope of its Operations are:
Fiscal: This is to ensure that financial resources are effectively mobilized
and acquired, held safely and allocated for the interest of the University
economically, effectively and efficiently.
Cost Efficiencies: This ensures that set objectives are achieved at
minimum cost.
Liquidity: This is to ensure that the University as an Organization meets
its financial obligations as and when due. It also involves efficient
financial management in order to ensure optimal utilization of fund at
lowest cost and maximum yield on invested resources.
Accountability and Reporting: This is an application of efficient
Financial Management using accounting tools which enables
management to give stewardship of resources under its custody. This
also includes reporting obligation for spent funds.

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Financial Information per Decision Making: Necessary Financial
Information that enables decision making is provided to the leadership
team and other decision makers at all levels across the University.

The following are also highlighted to be part of the sub- objective.

1. To focus on maximum utilization of the limited financial resources at
the University’s disposal
2. To provide Accurate account to the University community
3. To report on income and expenditure of the varsity
4. To ensure proper and adequate management of university capital
renounce
5. To serve as agent in the control of the university spending
6. Adhering to standard operation procedures
7. To keep financial records of the University.
8. To advise the Vice Chancellor on financial issues.
9. To relate with External and government auditors and other
supervising agents on financial matters.

2.5 VARIOUS UNITS IN THE BURSARY DEPARTMENT

The Bursary Department is divided into Five broad Divisions these are :
BUDGET AND EXPENDITURE UNIT: this a unit that responsible for
budgeting the annual expenditure of the university, in addition they are
saddled with the responsibility of recording and calculating all university
expenditure I.e salaries and allowances , payment of grants,
conference allowance etc.
CASH OFFICE: thisis a unit that responsible for paying the voucher
raised by the salary, validated by budget. Its a last chain to expenditures
and revenues
FINAL ACCOUNTS UNIT: this a unit that responsible for selecting
money recieved ( income and revenue) and money paid(Expenditure)
into separate entity for easy and understanding. They are usually
perform thie operation through computer.
REVENUE AND INVESTMENT: this is a unit that responsible for
receiving money on behave of university, they are handling and money
to be paid to the university e.g convocation fees, rent fees, overpayment
refund e.t.c.

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SALARIES, LOANS and ADVANCE: its a unit under bursary
department that responsible for paying salaries, granting loan to the
employees as well as coordinating and monitoring the employees to
back their loans and advances.
Each of these Units is usually headed by a Chief Accountant who is
responsible for the overall management of the Units. And all chief
accountants are responsible to report to the deputy bursar of their
respective unit. Its be note that most of the activities carried out in the
bursary department are interdependent to each units

However the following are the current management of Bursary

department of university of Ilorin.
Mr Hakeem O.Shonde Bursar
Mr. B.O. Badmus. Deputy Bursar, Revenue and investment.
Mr. M.A. Dere. Deputy Bursar, Cash office
Mrs. C.N. Abimbola. Deputy Bursar, Salaries, Loans & Advances
Mr.I.O. Ogunbiyi. Deputy Bursar, Budget & Expenditure
Mr. O. AbdulBarki. Deputy Bursar, final account Unit.
Mr. Sunday Oluwasehun Department’s Secretary

2.3 ORGANISATONAL STRUCTURE OF BURSARY DEPARTMENT

CHAPTER THREE
3.0 ACTUAL WORK CARRIED OUT

During my six month siwes programme i was posted to salary uni

of bursary department.
Salary unit is a sub-unit under salaries, loans and advances they
are saddled with the responsibility of monitoring and paying the
employee salaries and allowances. However all activities carried
our in salary unit and bursary department in general are
interdependent to each other.

3.1 Work actually carryout in salary unit

The following are the activities perform by the salaries unit.

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1. Computation of salaries and allowances: this computation is not
limited to salary overpayment, salary arrears, salary over deduction,
hazard allowances,
i. Salary overpayment: A Salary overpayment condition arises when an
employee has been compensated for more than their approved salary.
This can occur due to late receipt of or late processing of the Personal
Services Form (PSF). The causes for the overpayment include, but are
not limited to: errors in assumption of duty, appointment letter
Policy Statement:
Any salary overpayment paid to an individual must be refunded to the
university immediately. If not, the following procedure will be initiated.
Procedures:
When PSF's are received in the Salaries units, the effective date of the
action is reviewed by Salaries staff. If the action date has passed, a
further review of payroll processing is initiated to determine if an
overpayment appears to exist. The Salaries Unit then calculates the
salary overpayment and validates the existence with the department.
transcripts and receiving a Payroll will send a certified letter to the
employee through registry requesting immediate repayment (all
communications to the employee will be copied to the department). If the
overpayment was made to an active employee, the next pay check will
be decreased by the amount of the overpayment. If the overpayment
was made to a terminated employee, a check will be immediately
forwarded to the salary unit.
If the overpayment was made to a terminated employee who has an
Annual Leave Balance, the overpayment amount will be deducted from
the employee's annual leave payout. The remaining leave balance will
be paid to the terminated employee with the next available payroll
process for their pay group.
ii. Salary over deduction: this is exactly opposite side of salary
overpayment I.e the university will pay back the money reduced from the
employee salary.
iii. Salary in arrears means payment is behind. Arrears can mean
payment is overdue, or that the payment isn't due until after the service
period. ... When someone perform a service is paid in arrears, they don't
receive money until after the pay period is over. this usually happen
mostly to new staffs, sabbatical staff etc.

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 2. Raising of Voucher: Preparation of voucher is always perform
following the receiving of Memo, as Voucher is a piece of paper or
receipt that entitles the holder to a discount or bear the payment of
money to a particular person and also contain the description, date,
code number, PV code, amount e.t c vide the narration of what the
money is meant for.
3. Dispatch of Voucher/files: Already prepared voucher are always
taken to budget department for the proper execution and further cross
checking after which they will determine if the money is to be paid out, in
addition with dispatch of incoming memo to various department in the
bursary e.g Revenue, salary, loan and Advance, Director of human
resources, final Account depend on the nature of file/memo received.
4. Computation of datas: Some confidential office data are always
computed on the laptop or desktop computer using excel, MS-word or
power point which are always kept for future use or when the situation
warrant for its presentation.
5. Photocopy and duplication of files/docouments: all the treated
mails are to be photocopy before filling them to the cabinet in the store
room
6. Filing and sorting into the cabinet: Filing is the arrangement and
sorting of business documents in a neat, effective and efficient manner
so that one can easily locate them when needed. These types of filing
include; Centralized filing: a system where files are sorted at a central
location this is not limited to keep in view file ( kiv), treated files,
untreated files, and late incoming files.
Decentralized filing: this contains files maintain for the various
employees of the university department its updated base on the recieved
memo on the particular employees. Filing materials include: Cabinets,
File Jacket, File tag, Punch hole machine, Marker, Red pen to number
the pages, Stapler e.t.c
Here it’s should be noted that, Numerical Filing is used by Unilorin
record office where there is larger number of correspondents in order to
avoid confusion.
3.2 Some basic terms used in salary unit
1. Basic salary
Basic salary is the amount paid to an employee before any extras are
added or taken off, such as reductions because of salary sacrifice

15
schemes like cooperative, Association or an increase due to bonuses,
Allowances, such as hazard allowances, call duty allowances,
transportation allowances, be added to the basic salary.
2. Payroll
The term "payroll" can be defined as the financial records of a company
relating to the payment of wages and salaries to employees. Its the total
record of earnings of all employees for a year
3. Gross Pay
Gross pay is the total paid to an employee each pay period, and it is
determined in different organization.
For university employees, gross pay is stated as an annual amount. To
determine gross pay for a pay period, the annual salary is divided by the
number of pay periods (12) in the year. It is an amount the employee
pays income taxes on.
4. Net Pay
Net pay is the amount of pay an employee receives after all withholding
and deductions from gross pay. In other words, net pay is the amount of
the employee's paycheck. The calculation for net pay begins with gross
pay. Then withholding for federal and state income taxes are taken out,
as well as deductions for association ( ASSU, SSANU, NANSU). Finally,
discretionary deductions like health plan and retirement plan amounts
are taken out.
5. Withholding
Withholding refers to amounts taken from an employee's paycheck for
federal and state income taxes. Withholding is determined for federal
income tax by a Form completed by the employee at hire, and for state
income tax by a state tax form.
6. Overtime
Overtime is the additional amounts paid to hourly employees who work
over 40 hours in a week, who work on weekends, or other additional
amounts. The university minimum overtime requirement is that overtime
must be paid base on their level and step pay rate for employees who
work more than 40 hours in a work week. Of course, you can pay
overtime at higher rates.
7. Pay Period

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A pay period is a recurring length of time over which employee pay is
recorded and paid. Some common pay periods are monthly, weekly, bi-
weekly (every other week) and semi-monthly (twice a month).

8. Compensation
Employee compensation is a term that is often used instead of using the
term "pay," but it is a more general term that includes other payments to
employees e.g. Vice chancellor, librarian Deans, Directors e.t.c.
Some of employee compensation are benefits of using a university car,
stock options, bonuses, awards, gifts, some commuting and
transportation benefits and some educational benefits
9. Call duty
The terms "call duty" relate specifically to medical employees such as
veternery doctors, clinic doctors as well as teaching hospital staff.
These employees are paid base on their call, in addition to their basic
Salary.
10. Exempt vs. Non-exempt Employees
Exempt means "exempt from overtime." Exempt and non-exempt
employees are categorized typically by the work and the position they
hold in the university services. Exempt employees (sometimes called a
"principal officer's") work in professional, managerial, and executive
positions. They are Vice chancellor, Bursar, Register and Librarian.
Other workers are non-exempt.
11. Payslip: this a documents used in the salary unit that show the level,
step, status and financial position of the employees as related to
services render for the university. It’s clearly show the salaries and
allowances on the debit side and show the expenses of tax, association
at the credit side.

3.3 Equipment used in the salary unit.

The following are the equipment used in the bursary department.

1. Computer: it is an electronic device used to perform some arithmetic
calculation through Excel and its also use for storing information I.e
honorarium for adjunct and associate lecturers.
2. Photocopier: this is a machine use to photocopy documents before
dispatch or filling.

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3. Salary table : this a table that show the annual salary of university
employees it doesn't limited to pay tax table, call duty table,
consolidated university academic salary scale( CONNUASS),
consolidated university non academic salary scale( CONTISS) and
others.
4. Calculator: it's a small electronic device that is used to calculate
some numerical figure so as to arrive at the moment of accuracy.
5. Perforator: it is a device used to make holes to make hole to the
documents and files before filling them to the filling cabinet.
6. Printer: its use to print out the computation from the computer, its also
use to print out payslip of the various employees.
7. Mails book: its use to recording mails received and outgoing mails, its
serve as an evidence purpose for the unit.
8. Stamp: it is a special device used to put the unit design on the
document.
9. Stapler: its used to staple to or more documents together.
10. Pen: it is used to write mails and compute computation and payment
voucher. Red pen are usually use to write Account number and account
name while raising payment vouchers

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 CHAPTER FOUR
4.0 WORK EXPERIENCE GAINED
During the course of the student industrial work experience
scheme, I was given the unique opportunity to work directly with the
chief accountant.
Firstly, I noticed the interaction between the Heads and their
subordinates. I learnt as a superior you should be approachable. The
chief accountant and his subordinates used different leadership style
depending on the situation at hand. They are sometimes permissive,
democratic and also authoritative when the need arises.
Secondly, I learned more on the importance of record keeping and
the process of delegating official duties. Which does not limited to the
process of filling and documentation of both incoming and outgoing
mails.

Thirdly i was privileged enough to fully participate in all office

activities which include handling the traetment of incoming and outgoing
mails respectively, (Computing employee salaries and allowances).
Lastly, i got to learn and understand what it truly takes to be humble as
one needs it to go very far in life and I learnt that no knowledge is
wasted and I was exposed to the benefit of team work, conflict
resolution and resource management.

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 CHAPTER FIVE
5.0 SUMMARY, CONCLUSIONS AND RECOMMENDATIONS
i. Transportation:
One of the problems encountered during the programme is the
problem of transportation due to the distance and in ability to get a
vehicle on time to the place of attachment.

ii. Financial Problem

Finance is another major problem encountered during the
programme. Because of the distance of my house from the bursary more
expenses were incurred on transportation and feeding and other
expense.

iii The SIWES programme clashed with other academic activities

The siwes program was clashing with my Lectures in school which made
it tedious and also restricted me to running the SIWES program here in
Ilorin even though I would have loved to do it outside of Ilorin and Kwara
state as a whole. Due to this fact also, most of us could not get a good
placement for our programme, we could not go outside Ilorin to get
better organisations because it was clashing with our lectures.

5.3 SUGGESTIONS FOR THE IMPROVEMENT OF THE SCHEME

The following are likely suggestions for improving the scheme;
The SIWES allowance to the students by the end of the program as
most students often complain of no payment of the allowance by the
school, If possible, part payment of the SIWES allowance should be
made available to students by the beginning of the program to
encourage and assist them on transportation fair
The SIWES body should strictly advice Tertiary Institutions where
SIWES programme is being carried out as part of their academic
requirement for the awarding of certificates, not to combine the
programme with any other academic work.

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5.4 RECOMMENDATION
For subsequent trainees being taken up by the board, I strongly
recommend a more stringent supervision of their training program,
especially by the director. This will go a long way in ensuring that
trainees do not lose focus and will constantly re-mind them that their
services to the bursary staff remain valuable.

5.5 CONCLUSION
In conclusion Student industrial work experience has afforded me
the basic practical and theoretical knowledge that I may not have gotten
from the lecture room. It also gave me the opportunity to have a feel of
what it would be like after graduation when I start working.

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 Certification
I hereby certify that Suleiman Abdulwahab completed the six months
students industrial work experience (SIWES) and this technical report
was written and submitted by me in partial fulfillment of the requirements
for the award of B.sc (Ed.) Business Education, University of Ilorin.

STUDENT’S NAME: ………………………………………………………...

SIGNATURE: ………………
DATE: …………………….

SIWES COORDINATOR'S
NAME: …………………………………………………………………………..
SIGNATURE: ……………………………
DATE: ………………………………..

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