A STUDY ON THE CHALLENGES OF MANPOWER TRAINING AND THEIR IMPACT ON PUBLIC SECTOR DEVELOPMENT IN CAMEROON

CHAPTER ONE INTRODUCTION 1.1 Background of the Study The ultimate aim of any organization—whether public or private—is to boost productivity. Achieving this largely depends on the quality, competence, and performance of its human resources. Organizations that understand this reality recognize that their most valuable asset in reaching their goals is their workforce. As such, it becomes essential to ensure that employees are properly trained and equipped to contribute effectively to organizational objectives (Krasniqi & Topzhiu, 2016). In simpler terms, the performance and progress of any organization are directly tied to how capable and efficient its human capital is. Numerous factors can influence the efficiency of public servants, but one of the most critical tools for achieving organizational success is training. Training plays a crucial role in equipping staff—particularly those in management and operational roles—with the skills and knowledge needed to perform their duties effectively, as noted by Nabylah (2016). In today’s fast-paced world of technological change, automation, and evolving administrative environments, training is more vital than ever. These changes bring about the need to effectively manage diversity, a key feature of globalization. Many organizations have come to recognize that training is central to improving productivity. However, manpower training in the public sector faces numerous obstacles. One of the main issues is the lack of well-organized and continuous training programs, despite various reform initiatives aimed at prioritizing workforce development (Ofobruku & Nwakoby, 2015). These reforms often overlook the importance of consistent, targeted training efforts aimed at improving employee productivity. Even when the need for training is acknowledged and resources are allocated, the programs may still fall short due to poor planning, inadequate needs assessment, or ineffective execution. Sometimes, training programs are based on the wrong assumptions about what employees actually need, which limits their impact. The public sector plays a fundamental role in national development by providing critical services such as education, healthcare, and infrastructure. In Cameroon, the public sector is central to policy implementation and the delivery of essential services, as emphasized by Kaimahi (2015). However, the effectiveness of the sector is heavily reliant on the skills and competencies of its workforce. Hence, there is a growing need to invest in building the capacity of public sector workers so they are adequately prepared to handle current and future challenges. Unfortunately, in recent years, Cameroon has faced serious setbacks in strengthening the skills of its public sector employees. According to Ngoh (2018), a large number of public workers lack the necessary training and competence required for efficient service delivery. Existing training programs are often outdated and disconnected from the practical needs of the sector (Tchouaffé, 2020). Additionally, progress in workforce development is hampered by limited funding, poor access to modern training tools, and bureaucratic red tape. These challenges further complicate the goal of building a skilled and adaptive public workforce. The consequences of these issues are far-reaching. Poor training can result in low productivity, ineffective policy implementation, and substandard public service delivery, all of which negatively impact the welfare of citizens. Moreover, it can obstruct national development efforts, such as those outlined in Cameroon’s Vision 2035, which aims to achieve middle-income status and promote sustainable growth. Given these concerns, it is essential to thoroughly examine the factors hindering effective manpower training in Cameroon’s public sector. A proper evaluation can provide critical insights into the root causes of these challenges and help in developing practical strategies for improvement. Strengthening training initiatives could enhance public service performance and support national development. As a result, this study aims to investigate the challenges associated with manpower training in the development of Cameroon’s public sector. 1.2 Statement of the Problem The public sector in Cameroon plays an indispensable role in steering national development and providing vital services to citizens. However, despite the importance of a skilled public workforce, there are persistent challenges in developing and training personnel within the sector. These issues pose serious limitations on the government’s ability to implement policies effectively and meet the evolving demands of governance and service delivery. Among the major problems are outdated training methods, inadequate funding for capacity building, and a disconnect between training efforts and the actual skills required on the job (Kouamouo, 2019). Moreover, access to modern training resources is limited, and bureaucratic barriers further hinder professional growth within the public sector (Fonjong, 2017). These training gaps have the potential to lower productivity, increase inefficiencies, and obstruct the successful implementation of government initiatives. Addressing these challenges is crucial for building a competent, efficient, and motivated public workforce capable of advancing sustainable development and improving governance in Cameroon. This research aims to assess the current issues affecting manpower training, identify the root causes, and propose workable solutions to strengthen training efforts. Ultimately, the study seeks to enhance public sector performance and contribute to national growth. Therefore, the focus of this study is to evaluate the challenges of manpower training and their impact on public sector development in Cameroon. 1.3 Objective of the Study The main objective of this study is to assess the challenges of manpower training in relation to the development of the public sector in Cameroon. The specific objectives include: i. To examine the types of training programs required for public sector employees to perform their duties effectively in Cameroon. ii. To analyze how manpower training influences the development of the public sector in Cameroon. iii. To identify the key challenges faced in delivering effective manpower training within Cameroon’s public sector. iv. To propose strategies that can enhance manpower training in order to improve public sector development in Cameroon. 1.4 Research Questions This study will be guided by the following research questions: i. What types of training programs are needed by public sector workers to effectively fulfill their responsibilities in Cameroon? ii. What is the impact of manpower training on the development of the public sector in Cameroon? iii. What challenges hinder the implementation of effective manpower training in Cameroon’s public sector? iv. What strategies can be implemented to improve manpower training and support public sector development in Cameroon? 1.5 Significance of the Study The results of this research are expected to benefit several groups: Policymakers: The findings can help inform the development of more targeted and effective manpower training policies and strategies in the public sector. This would ensure that training programs align with national goals and current workforce needs. Academic Contribution: This study contributes to academic knowledge on public sector human resource development in Cameroon and similar contexts. It can serve as a valuable reference for future studies and help guide researchers exploring related topics. 1.6 Scope of the Study This research focuses specifically on examining the challenges of manpower training and its impact on the development of Cameroon’s public sector. The study will explore the training needs of public sector employees, assess how training affects sector performance, identify obstacles to effective training, and propose ways to improve manpower development to support national growth. 1.7 Limitation of the Study As with any research, there were a few limitations encountered during this study. Limited funding posed a challenge in sourcing materials, conducting interviews, and distributing questionnaires, which led the researcher to adopt a moderate sample size. Additionally, the researcher had to balance this academic work with other responsibilities, which constrained the amount of time available for data collection and analysis. 1.8 Definition of Terms Manpower Training: The process of equipping employees with the skills, knowledge, and abilities needed to perform their tasks efficiently within an organization. Public Sector: Comprises government-run institutions at various levels responsible for delivering essential public services such as education, healthcare, and infrastructure. Development: In this context, it refers to improvements in the public sector’s capacity to deliver quality services and support national progress. Challenges: Obstacles or limitations that hinder the effective implementation of manpower training initiatives in the public sector. Training Programs: Structured learning initiatives such as workshops, seminars, or courses aimed at improving the competence of public sector employees in Cameroon. Sustainable Development: A model of progress that meets current needs without compromising the ability of future generations to meet theirs. REFERENCES Fonjong, L. (2017). "Public Sector Development and Manpower Training in Cameroon." African Journal of Public Management, 9(1), 45-58. Kaimahi, T. K (2015) Improving Workplace Productivity in the Public Sector Council of Trade Unions. The New Zealand Council for Trade Unions (Retrieved on 11/5/2017). Kouamouo, M. (2019). "Challenges Facing Cameroon’s Public Sector." Journal of Public Administration in Africa, 5(2), 112-123. Krasniqi, F. X. & Topzhiu, R. M. (2016) The Importance of Investment in Human Capital: Becker, Schults and Heckman. Journal of knowledge Management, Economics and Information Technology, Vol.VI, Issue 4, pp1-18. Nabylah, A. D. (2016) Human Capital. Italy: Sapienza Universita Di Roma. Ngoh, C. (2018). "The State of Public Sector Training in Cameroon." Journal of Public Administration in Africa, 6(1), 34-47. Ofobruku, S. A. & Nwakoby, N. P., (2015) Effects of Mentoring on Employees‟ Performance in Selected Family Businesses in Abuja, Nigeria. Singaporean Journal of Business Economics and Management Studies, Vol 4 (9), pp 29-50. Tchouaffé, J. (2020). 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