SUMMARY
There are two types of decentralization that the state can use
to realize its activities, according to what it wants to lighten its functional
aspect or to be focused on its territorial parameters.
The former method consist in a transferring a part of his
competences to a service endowed
with legal personalities and with administrative and financial
self-government; this is technical decentralization, for example the state
universities with the mission of teaching and research.
The later method belongs to the spatial criterion; the state
transfers a part of its assignment to territorial entities endowed with proper
organs which enable them to acting dependently.
The word «transfer» here means the state government
yields some of its competences and resources for the benefit of decentralized
territorial councils.
It is in this way that, according to the human resources
article 19 of the law N° 2004-17 of July 2004, leading to the
decentralization in Cameroon, stipulates that the territorial council should
recruit and rule the staff to accomplish their mission according to the legal
process.
The present «study» is based on the analyses of how
these human resources are managed at the source in the rural council such as
Dibombari and the impact of this management on the growth of the locality.
We know that the implementation of decentralization in
Cameroon was conceived as a real process of local development, intending to
enhance the possibilities of a locality in order to stimulate economic growth
for an equal and harmonized development of the whole country.
To realize this work in titled «Human resources
management in the decentralized territorial collectivities: a pledge to
development of Cameroon. Case of the municipality of Dibombari. We went to the
council of Dibombari where we spend sufficient time in a work-placement,
conducting a lot of investigations, making many observations and posing many
questions; all of which allowed us to produce theoretical research.
This gave us not only the possibility to situate the
problematic and the field of study, but also to give a report on the management
of human resources in that council. A report which showed considerably
inadequacy in the terms of the real needs and number of quality of workers.
The recruitment of staff was shown to be the main problem in
developing countries. On other hand, to this lack of human resources is added
the problem of structural organization and the physical and psychological
management of workers.
This frail management of human resources leads to a lack of
efficacy which subsequently impedes the development of that locality and
consequently of the whole of Cameroon; because in view of the comparative
research that will be mentioned in this study, these problems seem to be
general to all the territorial collectivities.
9
La gestion des ressources humaines dans les
collectivités territoriales décentralisées : un gage
au
développement du Cameroun. Cas de la Commune de Dibombari
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The regulation of that sector is therefore the real way to
advance.
SOMMAIRE
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Introduction générale
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....11
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Première partie : le cadre de l'étude, la
problématique, et l'approche
Méthodologique
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15
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Chapitre 1 : Le cadre, la problématique et le
contexte et de l'étude
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17
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Section 1 : Le cadre de l'étude
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17
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Section 2 : La problématique .
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.18
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A- Les hypothèses de recherche
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19
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B- Les objectifs de l'étude
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19
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Section 3 : Le contexte de l'étude
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20
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Chapitre 2 : L'approche méthodologique
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21
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Section 1 : La recherche documentaire
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21
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Section 2 : Les travaux de terrain
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23
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A- L'échantillonnage
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.23
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B- La collecte des données
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.23
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Deuxième partie : L'état des lieux de la
gestion des ressources humaines au sein de la
Commune de Dibombari
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25
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Chapitre 1 : Le diagnostic obtenu après
enquête sur le terrain
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.27
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Section 1 : Le constat d'un déficit qualitatif et
quantitatif en matière de ressource humaine.........27
Section 2 : Une inadéquation confirmée entre
effectif et besoins réels de la commune ...29
A- Une sous-représentation des agents qualifiés
29
B- Une absence de politique de formation
30
Chapitre 2 :L'absence de formalisme des modes d'organisation des
communes et du statut de
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l'agent communal .
Section 1 : Un grave déficit de formalisation des modes
d'organisation causant des problèmes
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32
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D'opérationnalité
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32
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A- un organigramme existant mais inopérationnel
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33
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B- Une organisation de travail lacunaire
35
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Section 2 : Un corpus juridique et légal insuffisamment
élaborés
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39
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A- L'absence de statut du personnel communal
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39
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B- Le rôle de la tutelle insuffisamment rempli
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..40
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Section 3-Les conséquences de ce manque de formalisme sur
la motivation des agents 41
Troisième partie : La normalisation de la gestion
des ressources humaines au sein de la
Commune de Dibombari : gage de développement de la
localité .........46
10
La gestion des ressources humaines dans les
collectivités territoriales décentralisées : un gage
au développement du Cameroun. Cas de la Commune de
Dibombari
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