AN INVESTIGATION INTO THE CHALLENGES  OF HUMAN RESOURCE MANAGEMENT IN MANUFACTURING COMPANIES IN  CAMEROON

CHAPTER ONE

INTRODUCTION

Background of the study

Within the economic framework of Cameroon, the manufacturing sector assumes a crucial position, making substantial contributions to the increase of the Gross Domestic Product (GDP), the creation of job opportunities, and the general advancement of the industrial sector. Nevertheless, in the midst of the ever-changing economic landscape, manufacturing enterprises encounter a multitude of obstacles, namely within the realm of human resource management (HRM) (Armstrong & Taylor, 2020). Comprehending and tackling these obstacles are essential for guaranteeing long-lasting expansion and competitiveness in the manufacturing industry. The manufacturing industry in Cameroon plays a vital role in the country's economic progress by facilitating diversification, enhancing value creation, and generating export revenue. The industry encounters a range of internal and external constraints that have a substantial influence on its operating efficiency and productivity, notwithstanding its potential (Bratton & Gold, 2017). Within the realm of difficulties, human resource management emerges as a pivotal domain need careful consideration and examination. The workforce in the manufacturing industry plays a crucial role in driving production processes, fostering innovation, and ensuring quality assurance, making human resources the most precious asset for any organisation. The use of efficient human resource management (HRM) strategies is crucial in order to effectively recruit, retain, and cultivate highly trained individuals, promote employee contentment, and improve overall organisational effectiveness (Kumari, 2020). 

The human resource is widely seen as a vital asset inside every organisation. Human resources refer to the specific amount of effort within an organisation that is dedicated to the management of staffing involves providing guidance and direction to individuals inside an organisation, as well as addressing several aspects linked to personnel, including recruitment, employee motivation, compensation, communication, well-being, safety management, and training (Shaukat et al., 2015). Human resource management also emphasises individual management and the growth of the organisation. Every organisation must have a structured human resource department, and in today's world, senior management views human resource management as a strategic endeavour. The field of human resource management has seen significant transformations in the banking industry across several global regions. According to Meijerink and Keegan (2019), the outcomes of these activities need managers to possess enough justifications for being cognizant of employee behaviour and strategies that might enhance their performance. In the Cameroonian Community, the level of human resources work is rather low. However, the significance of human resource management has been widely acknowledged within the financial sectors of the Cameroonian economy. 

The issue of contemporary human resources practices and their subsequent impact on performance has posed a challenge in Cameroon. The topic of Human Resource Planning is a subject of significant discussion among policy makers, as they contemplate the potential benefits of investing in the workforce in terms of performance (Mousa & Othman, 2020). The many components of Human Resource Planning (HRP), including as selection, training, benefits, incentives, and employee performance review, have been well recognised for their influence on employee performance. Furthermore, business entities are confronted with imminent obstacles in the recruitment and retention of proficient and important personnel in order to augment their overall effectiveness (Okolie, 2020). The exponential progress in banking technology presents significant hurdles, hence exerting a dramatic impact on both personnel and organisational performance. These challenges need the implementation of efficient and forward-thinking strategies to manage the organization's most important resources.  Therefore, the researcher sought to investigate the challenges  of Human Resource Management in manufacturing companies in  Cameroon.

1.2 Statement of the problem

Human resource management (HRM) at manufacturing enterprises in Cameroon has diverse issues that limit organizational efficiency, productivity, and employee well-being. Despite the essential role HRM plays in driving performance inside manufacturing organisations, the particular setting of Cameroon poses special barriers that demand extensive analysis and understanding(Shin & Konrad, 2017). The ability to attract and retain skilled employees poses a significant challenge due to factors such as limited talent pools, competition with other sectors, and demographic shifts, insufficient investment in employee training and development programs may lead to skill gaps, reducing overall productivity and hindering innovation within manufacturing processes, ensuring a safe and healthy work environment is essential for employee well-being and organizational performance. However, manufacturing enterprises in Cameroon may confront obstacles linked to compliance with safety laws, infrastructural shortcomings, and occupational dangers,(Tende, F., & Alagah,, 2017) Imaintaining harmonious relations between management and employees while adhering to labor laws and regulations can be complex, particularly in an environment where enforcement mechanisms may be weak or inconsistent, cultural diversity and socioeconomic disparities within the Cameroonian workforce can impact HRM practices, communication strategies, and organizational dynamics, necessitating tailored approaches to effectively manage human resources, the adoption of advanced technologies and automation in manufacturing processes presents both opportunities and challenges for HRM, including concerns about job displacement, skills retraining, and workforce adaptability (Shaukat, Ashraf, & Ghafoor, 2015). In addition, strong leadership and management are critical for managing HRM difficulties, promoting employee engagement, and driving organizational transformation. However, challenges including as leadership turnover, management competencies, and reluctance to change may inhibit successful HRM methods. Understanding and tackling these difficulties are crucial for manufacturing firms in Cameroon to strengthen their competitiveness, maintain growth, and provide a favourable environment for employee development and organizational success (Shaukat, Ashraf, & Ghafoor, 2015). Therefore, careful examination and analysis of the nuances surrounding HRM in this context are crucial for discovering feasible solutions and executing focused interventions to overcome these issues. Hence, the need to investigate the challenges  of human resource management in manufacturing companies in  Cameroon.

1.3 Objective of the study

The broad objective of the study is to investigate the challenges of human resource management in manufacturing companies in  Cameroon. The specific objectives is as follows

Ascertain the Human Resource management practices of manufacturing companies in Cameroon.

Investigate the challenges impeding the effectiveness of human resources  management of manufacturing companies in Cameroon.

Propose strategies aimed at improving human resource management practices among manufacturing companies in Cameroon.

1.4 Research questions

The following questions have been prepared to guide the study

What are the Human Resource management practices of manufacturing companies in Cameroon?

What are the challenges impeding the effectiveness of human resources  management of manufacturing companies in Cameroon?

What are the strategies aimed at improving human resource management practices among manufacturing companies in Cameroon?

1.5 Significance of the study

The findings of the study is significant to the following

Manufacturing firms: Understanding the challenges faced by manufacturing companies in managing their human resources can directly impact their overall performance and productivity. Human resources are often the most valuable asset in any organization, and effectively managing them can lead to improved efficiency, reduced costs, and increased profitability.

Informing Policy and Practice: The findings of the study can inform both government policies and organizational practices related to human resource management in the manufacturing sector. By identifying common challenges and potential solutions, policymakers can develop targeted interventions to support the growth and sustainability of manufacturing companies, ultimately contributing to economic development.

Academic Contribution: The study adds to the body of knowledge on human resource management by providing empirical evidence and insights specific to the context of manufacturing companies in Cameroon. It can serve as a basis for further research and scholarly inquiry, contributing to the advancement of theory and practice in this field.

1.6 Scope of the study

The study focuses on investigate the challenges of human resource management in manufacturing companies in  Cameroon. Empirically, the study will ascertain the Human Resource management practices of manufacturing companies in Cameroon, investigate the challenges impeding the effectiveness of human resources  management of manufacturing companies in Cameroon and propose strategies aimed at improving human resource management practices among manufacturing companies in Cameroon.

1.7 Limitation of the study

Like in every human endeavour, the researchers encountered slight constraints while carrying out the study. Insufficient funds tend to impede the efficiency of the researcher in sourcing for the relevant materials, literature, or information and in the process of data collection (internet, questionnaire, and interview), which is why the researcher resorted to a moderate choice of sample size. More so, the researcher will simultaneously engage in this study with other academic work. As a result, the amount of time spent on research will be reduced.

1.8 Definition of terms

Human Resource Management: This is a strategic approach for nurturing and supporting employees and ensuring a positive workplace environment.

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