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Title Recruitment and Selection The Case of National Oil Refinery Company SO NA RA. Sarl Cameroon, Introduction This study focuses on the implications of the recruitment policy and the overall. business strategies of SO NA RA Cameroon The study also strives to illuminate CSR as a. strategic ingredient to be integrated in HRM theory and practice by companies and to take. cognizance of local employment issues Such a requirement more likely enhances the reputation. of firms within the vicinities where they operate and guarantees that their working environments. remain conducive and serene for sustainable production as echoed by CIPD 2007b. Objectives The objective of this Thesis is to study the Recruitment and Selection Strategies in. SONARA The study attempts to unravel questions associated with human resource allocation. inefficiencies that is perceived to be perpetuated by corruption or discriminatory tendencies by. some organizations or companies in Cameroon, Methods The study is an exploratory case study It was carried out with the use of a qualitative. approach with in depth interviews, Theories The Human Capital Theory and The Resourced Based View of Firms were the. dominant theories in the study complemented by the Equity Approach These theories underline. that firms successes are determined by the quality of their human resources The theories were. relevant in the analysis of the empirical data by creating spaces for the researcher to make. inductions as well as deductions, Findings Findings reveal that despite a well conceived recruitment strategy framework aimed at. attracting the right people in the right places discrimination and corruption are major factors that. infringed on the efficiency and effectively of the recruitment policy in SO NA RA The study. also identifies CSR as an alternative route to the public delivery of development Companies. should not see it only through the lens of the business case Activities of CSR by companies. should be institutionalized to recognize employment issues at least from within the immediate. localities where such companies operate The study further opens a gap for further research on. the significance of the practice of the psychometric test in the last part of the recruitment and. selection process in the company, Keywords SO NA RA Recruitment selection CSR Policies Discrimination Corruption psychometric. test Effectiveness Efficiency Human Capital Equity Approach. TABLE OF CONTENTS,Abstract 2,List of Abbreviation 5. 1 INTRODUCTION 6,1 1 Background to the Study 6,1 2 Problem Statement 7. 1 3 Purpose 9,1 4 Research Questions 9,1 5 Expected Research Contribution 9. 1 6 Delimitation of Scope 10,1 7 Outline of the Study 10. 2 METHODOLOGIES 11,2 1 Research Philosophy 11,2 2 Research Design 12. 2 2 1 Research Strategy 12,2 2 2 Selection of Case Company 12. 2 3 Sample Size and Sampling Techniques 13,2 4 Data Collection 16. 2 4 1 Primary and Secondary Data 16,2 4 2 Interview Preparation 16. 2 4 3 Interview Guide 16,2 4 4 The Interview Process 17. 2 5 Data Analysis 17,2 6 Validity and Reliability 18. 2 7 Generalizability 18,2 8 Ethical Considerations 18. 2 9 Limitations 19,3 LITERATURE REVIEW 20,3 1 Theories 26. 3 2 The Human Capital Theory 26,3 3 The Resource Based View of Firms 27. 3 4 Equity Approach 28,4 PRESENTATION OF FINDINGS 30. 4 1 Area of Study 30, 4 2 Respondents opinions about SO NA RA s Recruitment Strategies and. Implementation 31,4 2 1 Whom to recruit 31,4 2 2 Where to recruit 32. 4 2 3 What recruitment sources to use 32,4 2 4 When to recruit 32. 4 2 5 What message to communicate 32, 4 3 Respondents opinions about the effectiveness and efficiency of the recruitment and. selection strategy in SO NA RA 33, 4 4 Respondents opinions about SO NA RA s Employment practice and CSR to the. Local Communities where its operations are carried. 4 5 Respondents perspectives of the socio economic impact of activities of SO NA RA. communities 34, 4 6 Respondents opinions on the practice of the Equal Opportunity Policy Diversity. policy and the Regional balance police in SO NA RA 35. 4 7 Respondents opinions about corruption or discrimination in recruitment selection in. 5 ANALYSES OF FINDINGS 37, 5 1 SONARA s Recruitment Strategies and Implementation 37. 5 1 1 Whom should SO NA RA recruit 37,5 1 2 Where should SO NA RA recruit 37. 5 1 3 What recruitment sources should SO NA RA use 37. 5 1 4 When should SO NA RA recruit 38,5 1 5 What message should SO NA RA communicate 38. 5 2 The effectiveness and efficiency of the recruitment and selection strategy in. SO NA RA 39, 5 3 SO NA RA s employment practice and CSR to the local communities where its. operations are carried out 39, 5 4 The socio economic impact of activities of SO NA RA on local communities 40. 5 5 The practice of the Equal Opportunity Policy Diversity policy and the Regional. balance police in SO NA RA 40, 5 6 Corruption or discrimination in recruitment selection in SO NA RA 41. 6 CONCLUSIONS 42,REFERENCES 44,APPENDIX 01 49,APPENDIX02 52. List of Figures,FIGURE 01 14,FIGURE 02 22,FIGURE 03 23. FIGURE 04 30,List of Abbreviation,Abbreviation Full Meaning. GICAM Cameroon Employers Association,SO NA RA National Oil Refinery Company. SAP Structural Adjustment Policy,CSR Corporate Social Responsibility. CIPD Chartered Institute of Personnel and Development. SPDC Shell Petroleum Development Company, USAID United States Agency for International Development. UNDP United Nations Development Programme,ILM Internal Labor Market. RBV Resource Based View,CPI Corruption Perception Index. HRM Human Resource Management,SHRM Strategic Human Resource Management. NGO Non Governmental Organization, UNCAC United Nations Convention Against Corruption. MD Managing Director,NEF National Employment Fund,EOP Equal Opportunity Policy. CPI Corruption Perception Index,1 INTRODUCTION, This Chapter will present the reader a wider background to the problem the problem statement. the purpose of the study the research questions the delimitation of the scope and how the results. of this study can contribute to existing literature in the problem area. 1 1 Background to the Study, In Cameroon the main employment protection legislation apparatus is the Cameroon Labor. Code that is bound by law No 92 007 of August 1992 The principle of this law gives equal. opportunity to access to employment to all Cameroonians of working age irrespective of gender. religion ethnicity etc and protect them in all labor matters Campbell 2006 The labor code. also has no restrictions on foreigners in as much as they are able to comply with the laws and. regulations in force, It is important to note that the labor code was introduced in the wake of harsh economic crisis. plaguing the country This was followed by the structural adjustment policies SAP which. instituted trade liberalization as one of the solutions to the crisis According to the Cameroon. Employers Association GICAM 2005 report this situation allowed employers and the. employees to negotiate terms of contracts and remuneration resulting to situations whereby. academic qualifications became a mere standard against which other variables have to be. considered before an employee could be classified on a predefined professional class Whatever. the circumstance partiality and imbalance were imminent since employers have the tendency to. impose their conditions on the employees or potential job seekers in the negotiation process. Moreover employers more or less resorted to casualization outsourcing and temporary. employment contracts which enabled them to cut labor costs and increase their control over the. labor force Phelan 2009 cf Konings 1993, The outcome of SAP is noted to have been characterized by an uncaring emaciating requirement. with loss of employment and limited employment options to many citizens GICAM 2005. Report Generally SAP has had very souring implications on the Cameroon labor market the. entire social policy and especially on the national employment policy of the country The. Cameroon regional and quota policy that gives reasonable proportions to all Cameroonians in the. allocation of opportunities and resources of the state became controversial Nyamnjoh 2011. remarked that the national cake diminishes with the worsening economic crisis corruption. mass misery and ethnicity making it more elusive for the bulk of small people to claim the same. benefits from their connections with the big or the not so big men and women of power one. can legitimately wonder just how much longer the system can continue to deflate the disaffected. Of course as revealed by Campbell 2006 Cameroon imposes no regional balance or quota. requirements for the employment of local staff in principle but Cameroon employers are. perceived to stultify the labor market through discrimination and corrupt employment practices. The high rate of unemployment and underemployment in the country justifies that most. recruitment strategies are thwarted Report from the Cameroon National Institute of Statistics. 2006 reveals a 68 3 rate of underemployment in the country This is perceived to have been. motivated also by the pluralistic cultures and diverse ethnicities that constitute the country. Cameroon has an extremely heterogeneous population consisting of approximately 250 ethnic. groups World mark Encyclopedia of Nations 2007, However in order for Cameroon companies to succeed and survive or compete effectively in the. global economy in this era of globalization employers must be in the position to propound and. practice recruitment and selection of employees in the best way that is without discrimination. Stredwick 2000 The aim of selection is to predict how likely a person is to succeed in a. particular job This prediction will be realistic if it is based on a systematic approach that is fair. unbiased rather than on a hunch or gut feeling As noted by Healy 1993 those involved in a. good recruitment selection process must be able to ensure that the best candidate is appointed. along the observation of relevant legislation and codes of practices The relevant codes of. practice serve to promote equal opportunity in employment If violated in the process there is a. tendency to discriminate either directly or indirectly on the grounds of sex marital status race. color nationality or ethnic or national origins, In this tune of globalization the Cameroon National Oil Refinery Company SO NA RA which. is the focus of this research is perceived to be facing an external environment that is becoming. more complex dynamic uncertain and competitive than ever before It is in the light of this. assumption that an investigation on how the recruitment selection processes are conducted. became an area of interest As echoed by Thomas 2002 today s companies and their managers. are exerting a lot of pressure resulting from globalization which implies that better. compensation systems extensive training and development activities effective. recruitment selection processes would have a significant effect on the a firm s performance. Bj rkman and Xiucheng 2002 Thus drawing from the above discussions one is tempted to. ponder on whether there are contradictions between policy and practice expressed in the. recruitment and selection of employees in SO NA RA. 1 2 Problem Statement, Nowadays the recruitment and selection policies of companies is more often than not highly. negligible though it is an important research area that provides valuable insights into how the. labor market functions and the social reproduction of organizations Windolf 1986 It is an. ongoing perception that some companies in Cameroon have influence in the labor market in the. allocation of resources By so doing the Cameroon labor market is being transformed into the. buyer s market where companies preferences become dominant in a manner that discrimination. in employment relation practices is interpreted as an outcome of rational decision making of. formal organizations rather than the idiosyncrasies of individuals ibid This is assumed to have. been inspired by the several ethnic groups in the country The ethnic succession strategy has. become a cultural practice It is more often employed as a power sharing instrument as well as a. tool to divide and rule Nyamnjoh 2011 Appointments to government and other important. political positions are made strictly across ethnic lines This has the tendency to have infested. prestigious companies as well resulting to marginalization of some categories of the employable. individuals irrespective of their contingencies in human capital In the mean time there is a. persistent media caption on the top official of SO NA RA soon to face the legal authorities for. accountability about the company s corporate social responsibility CSR to the South West. Region where the company is located The media also reveals that in 2009 the President of the. Republic instructed an investigation of SONARA about the alleged marginalisation of. Anglophones in this company housed in Limbe which is a typical anglophone city Findings that. were made public in 2010 showed that 80 of SO NA RA s sponsored development. programmes do not involved development projects in the South West Region whereas its leaders. take it for granted1, It has been a popular opinion that since the company was founded in 1976 the practice of. recruitment and selection is visionary based on bias and continues to sideline certain social. categories This is an indication that the recruitment policy fails to demonstrate a CSR even in. the recruitment of the immediate local people but in favor of some particular classes Of course. this is a sharp contrast of the 1992 Cameroon Labor Code section 2 ii that defines work as a. national duty incumbent on every able bodied adult citizen Yanou M 2009 This provision. serves not only as a legal requirement but also gives the best opportunities for employers to get. the right persons for the right jobs Armstrong 2006 Scholars and practitioners claim that. today s companies are in the middle of a war for talent This implies that companies that can. attract and recruit the most talented employees will be the most successful This war for talent is. based on the assumption that the employees competence is the key for success The recruitment. process is therefore very important Mistakes in the recruitment process can have serious. consequences for companies survival and success Storey et al 2009 Contrary to this premise. and as cited above information from the Cameroon National Institute of Statistics 2006 reveals. that underemployment in the country which stands at 68 3 is a product of corruption and. discriminatory practices by some employers Recruitment policies often include issues about. considering internal applications developing existing employees handling and processing. applications in a fast and proper way not exaggerating or making false claims in the job. advertisement and not discriminating in any way Stredwick 2000 The high rate of. underemployment in the country is an indication that most recruitment strategies are flawed. Corruption has been identified as an important factor in the discriminatory practices that. characterize the Cameroon labor market and or employment policies The Transparency. International s Corruption Perception Index CPI for 2009 ranked Cameroon number 146 on a. scale of 180 corrupt countries Moreover that for 2011 ranks Cameroon 134 out of 182 countries. considered in the classification In this assessment Cameroon obtained a score of 2 5 out of 10. The classification explains that a country whose rating is close to 10 is the least corrupt and that. whose score is close to zero is the most corrupt New Zealand is the least corrupt with a score of. 9 5 out of 10 followed by Denmark Finland and Sweden The report noted that corruption. erodes economic freedom by introducing insecurity and uncertainty into economic relationships. Lien 2002 also indicates that there is a possibility of allocation inefficiencies in corrupt. practices He acknowledges that though empirical verification of discrimination is difficult. discrimination is a general phenomenon in competitive bribery games It is the risk taken by. some corrupt or discriminatory managers in SO NA RA who likely do not outsource the right. people in the right places that motivate this study Even though Cameroon has an overall legal. framework for a well functioning labor market in place discriminatory recruitment and selection. www kongossa fr operation epervier 3272 operation epervier charles metouk bientot devant la barre html. approaches tend to render this inflexible and inefficient hence posing a threat to broader. normative and institutional framework of democratic governance thus requiring some attention. 1 3 Purpose, The general purpose of this thesis is to study the recruitment and selection strategies in. SO NA RA More specifically the thesis will, Study the perceived effectiveness and efficiency of the recruitment and selection policy. implementation in SO NA RA, Describe other intervening policies including the value and diversity policy the Equal. Employment Opportunity Policy the Cameroon Regional Balance Policy on the. decisions on recruitment and selection in SO NA RA. Appraise SO NA RA s sensitivity to corporate social responsibility with its local. population especially in the employment of indigenous people. Create awareness of some measures that can help improve on the effectiveness and. efficiency in recruitment and selection in SO NA RA and its loyalty to CSR. The specific objectives have been formulated in order to be able to target and address various. variables deemed relevant in the research,1 4 Research Questions. In order to meet the objectives of this study the following research questions have been. formulated, In what ways are the Recruitment and Selection Policies implementation in SO NA RA. perceived to be effective and efficient, How is SO NA RA important to the local communities where it is located with. particular attention to employment issues, It should be noted that the first research question is meant to seek answers to implementation and. the implications of the recruitment selection policies while the second question pertains to. SONARA s CSR initiatives with the local communities. 1 5 Expected Research Contribution, This work will throw light on the manner in which the recruitment selection strategies are. implemented alongside the CSR initiative in SO NA RA The unsatisfactory treatment of people. living in the communities where oil companies operate are some of the imminent issues that. relate to the increasing questions and increasing evidence of a gap between the stated intensions. of business leaders in the oil gas and mining sectors and their actual impact in the real world. Frynas 2005 CSR activities of oil companies operating in such communities should be aligned. to address employment issues environmental issues and local community issues ibid This. implies the companies presence should be able to develop a win win relationship between their. businesses and the local people, Further the knowledge interest is intended to reveal the implications linked to perceived. inconsistencies that is discrimination corruption in recruitment and selection taken for granted. by some companies in Cameroon The results will also be consequential to the various actors. involved Results will as well be published in Gothenburg University Publications Electronic. Archive GUPEA a student website for research and cooperation This will nevertheless serve. as a collective build up to earlier studies carried out in other countries and hence help to promote. understanding of what is lacking to foster the effective and efficient functioning of the. recruitment selection policies and the CSR policies of some oil companies. 1 6 Delimitation of Scope, The author has decided to limit the study to the National Oil Refinery Company SO NA RA. Cameroon The focus is on the company s strategic policies in recruitment selection and also. CSR The author actually chose to carry out an in depth analysis of a single company rather than. analyzing many companies Of course this delimitation is consequential to the results of the. study assuming that the author s conclusion will be based on how just one company implements. its recruitment selection and CSR policies or strategies within its operational environment. instead of a conclusion that involves companies in general In which case it may not be. appropriate to make generalizations from the empirical findings Nevertheless the results could. be valuable in the process of building knowledge,1 7 Outline of the Study. Chapter 01 This is the introductory chapter Here the research problem is discussed with its. wider background the purpose the research questions and the expected research contributions. Chapter 02 This is the methodology chapter The chapter explains how the research was. conducted It begins with the research philosophy followed by the method and procedures that. were used in collecting data It describes the study area the population sampling size and. sampling procedure field procedure research design instrumentation data collection technique. and data analysis, Chapter 03 This chapter presents the theoretical framework that forms the basis for the analysis. of the empirical data and a literature review of the basic concepts used in the thesis. Chapter 04 This is the chapter that presents the empirical data gathered from the field. Chapter 05 This chapter presents an analysis of the empirical findings in relation to the. research questions and relevant theories, Chapter 06 This is the conclusion chapter Here the research questions are answered and the. limitations and contributions of the study are analyzed with a gap for further research on the. 2 METHODOLOGIES, This chapter explains how the research was conducted It starts with a brief definition of. research the research philosophy the design then followed by the method and procedures that. were used in collecting data the population sampling size and sampling technique data. collection data analysis validity reliability generalizability ethical consideration and. limitations, According to Saunders et al 2009 research is something that people undertake in order to find. out things in a systematic manner thereby increasing their knowledge It is noted that this. definition captures two significant phrases systematic way and to find out things. Systematic suggest that research is based on logical relationships and not just beliefs Saunders. and Thornhill 2009 To find out things suggests that there are multiple possibilities or. purposes for your research These may include describing explaining understanding criticizing. and analysis ibid,2 1 Research Philosophy, Armstrong 2009 argues that there are two main contrasting research philosophies in the social. sciences positivism or phenomenology The key difference between these two dimensions arises. from their different conceptions of human beings and the approach to understand their behavior. Thomas 2004 Researchers with a positivist philosophy believe that reality is objective and. external This requires researchers to focus on fundamental laws and causality and to reduce. phenomena to their simplest elements reductionism formulate hypotheses and then test them. In this case the emphasis of positivism is on quantifiable observations that lend themselves to. statistical analysis Armstrong 2009, On the other hand phenomenology lays more emphasis on the meaning of phenomena instead of. on the facts associated with them Here the researcher does not follow a reductionist approach. but a holistic one as he tries to understand what is happening by covering a global picture of the. event The researcher collects and analyses evidence with the intention of using the data to. develop ideas that explain the meaning of things ibid The researcher believes that reality is. socially constructed instead of objectively determined in which case in the process of this. approach the research unfolds as it progresses giving room for earlier evidence to be used to. indicate how to advance to the next level of collection of facts and analysis and so on Therefore. researchers with this philosophy must try to understand different meanings people ascribe to. reality Thomas 2004, The research question in this study has an inductive character therefore it clearly suggest the use. of the phenomenology approach By using this perspective the researcher get involves in what is. being observed and inductively produce theoretical abstractions from a small number of cases. chosen for specific reasons in order to better understand a specific situation Lowe et al 2002. Another reason why this approach has been chosen is the consideration that one of the objectives. of the study is to provide generalized results on some suggestions that can help improve on the. effectiveness and efficiency in recruitment and selection in oil companies and their sensitivity to. CSR This is drawn from the assumption that one important characteristic of a good research is. when the researcher is able to generalize the research but within stated limits This means. attempting to extract understanding from one situation and to apply it to as many other situations. as possible Phillips and Pugh1987 cf Armstrong 2009 This henceforth illuminates the. argument that research can also be based on induction which is the process of reaching. generalized conclusions from the observation of particular instances Armstrong 2009. 2 2 Research Design, Taking in to consideration the nature of the research problem and the character of the research. question the research was done using an exploratory case study approach whereby qualitative. data was collected using in depth interviews The study was based mostly on qualitative. empirical material in order to elicit personal experiences and opinions from the study population. Moreover this method is chosen because it provides a rich and detailed picture of a particular. phenomenon Hakim 2000,2 2 1 Research Strategy, To begin the process the researcher started by searching for relevant theories and concepts. within this area of research in order to have a wider knowledge that will guide and open a gap for. the research The researcher further appraised different research strategies and resolved to focus. on what Yin defines as a Case Study approach According to Yin 1994 a case study is an. empirical investigation that studies a current phenomenon within a real life context especially. when boundaries between observable facts and context are not clearly evident It is also the. development of detailed intensive knowledge about a single case or of a small number of. related cases The details of the design typically emerge during data collection and analysis. Robson 2002 As argued by Yin 1994 the author embraces this choice because of its unique. strength It is noted for its ability to deal with a variety of evidence documents interviews and. observations which is what has been done in the process of the thesis. Moreover the research question for this study attains the criterion of a how question. assuming that a case study is appropriate when a how or why question is being asked about. issues which the investigator has limited or no control ibid As earlier mentioned the case. study has been chosen because in depth interviews have been identified as the major source of. information gathering as will be examined later in this chapter. 2 2 2 Selection of Case Company, The selection of the company was based on several factors Firstly the author has a keen interest. in the oil production industry and its socio economic impact in the communities where they. operate In this regard the author found it essential to locate a case company that would be. appropriate for the thesis and the research questions per se. The author has chosen SO NA RA secondly because it is the only state owned oil company in. Cameroon controlled by a few elites In fact many Cameroonians feel disillusioned to see how. oil wealth fails to benefit those with the optimal competencies or the country at large while. enriching some particular elites whose tenure over the control of the company is being. characterized by corruption and discrimination Moreover the case company operates in the. author s home country that will ease access to both secondary and empirical data It was. nevertheless important for the author to contribute not only to research on recruitment and CSR. policies strategies but also by making a contribution to an operating company SO NA RA This. parodies Armstrong 2009 who argues that a case study is a description or history of an event or. sequence of events in a real life setting in which case case studies are useful ways of collecting. information on the reality of organizational life and processes. 2 3 Sample Size and Sampling Techniques, The population comprised of top managing personnel and minor staff of SO NA RA Personnel. and local employees of major contracting companies in SO NA RA Fakoshipping Company and. Foster Wheeler AG heads of local authorities and community residents who have been in their. current positions for at least five years A total of 22 participants were selected from this. population More often than not researchers study a fraction of the population instead of. everybody in the population When this is done conclusions may be drawn about the entire. population under study provided the sample is considered representative Adams et al 2007. Unlike in survey studies where random sampling i e giving individuals in the population equal. chances of being selected to the sample are used regularly this study did not find it appropriate. because the selection of the various contracting companies to be included in the study was to be. determined by the type of sampling technique secondly the research questions required. respondents who must have worked in the studied company for at least five years and also those. who must have lived in the communities around it for the past five years The researcher realized. those five years were accurate for these respondents to give reliable information and experience. on the effectiveness and efficiency of recruitment and selection strategies in their work place and. also the recognition of any practical CSR initiatives in the local areas where the company is. located As a result the non probability methods were deemed appropriate for the study. Adams et al 2007 argue that a non probability that conforms to certain pre determined. characteristics is referred to as purposive sampling One of the purposive sampling approaches. used by the researcher in this study is the judgment sampling technique According to Burns. Burns 2008 when using this technique the researcher is in the position to identify and choose. the respondents deemed representative of the population In such a situation the researcher has an. advantage of using his her prior knowledge to identify and choose respondents who are. considered more reliable Bailey 2004 As already mentioned above respondents with a five. years longevity either as workers or inhabitants in the area of study where considered more. reliable in the study and representative of the population In the same vein the researcher decided. to include respondents from both local and foreign contracting companies in the sample. Secondly the snowball technique was also used Adams et al 2007 note that when using this. technique a small number of samples are used to nominate a group that will be ready to be. interviewed and this group further nominate others and so on The researcher decided to use this. method in order to get access to respondents that were difficult to be identified Gliner. Morgan 2000 In this regard those who already participated in the study were asked to identify. other potential respondents based on the pre determined criteria of longevity at work and. residence in the local communities to participate in the interview Thus a blend of the non. probability sampling method of both the judgment and snowball techniques was used in this. study Using these two techniques a sample size of 22 participants was considered for the. interview The sample was drawn from inside and outside the company to give the researcher an. objective platform to be able to compare and understand the validity reliability of the various. perspectives pertaining to the research questions From SO NA RA that is within the company. 06 respondents were interviewed These included managing personnel of administration and. human resources department Thelma personnel of the Public Relations Communication. Department Moges personnel of the Legal Department Persson personnel of the Department. of Quality Safety Environment and Inspection Uchiba a staff from the security department. Ebenitoe a staff from the department of technical control Mimi The sample also included 06. staff from the contracting companies working in SO NA RA personnel from Fakoshipping. Company Koge two local staff from the Fakoshipping Company Menyoli and Makolo. personnel of Foster Wheeler AG Fritz a foreign contracting company and two local staff from. Foster Wheeler AG Kah and Davis Respondents outside the company were 04 local. authorizes the Mayor of the Limbe 2 Council Bissong a local head of Bobende Village. Ekema a local head of Batoke village Kombe a local head of Mukondangue village. Lyonga 06 respondents from the communities around SO NA RA 02 residents from Batoke. village two residents from Mukondangue village two residents from Bobende village The. researcher s choice of inclusion of respondents outside the company was based on the. assumption that they represent the immediate beneficiaries of any job opportunities announced. by SO NA RA secondly they are liable to the social implications that come as a result of the. company activities thus their opinion counts in assessing the CSR initiatives of SO NA RA A. detailed summary is presented on table 1 below,Table 1 List of interviews conducted 22 in total. Interview Names and Interview Positions Content, SONARA Sarl Thelma personnel from the The recruitment selection and. 04 department of administration and CSR policies and strategies. Human Resources phone from the company perspective. interview implications in their, Moges personnel from the implementation awareness of. department of communication the socio economic impact of. and public relations interviewed activities of SO NA RA on. twice local communities awareness,Uchiba personnel from the of EOP corruption or. department of safety discrimination in, environment and inspection recruitment selection in. Persson personnel from the SO NA RA,Legal department. Local Authorities Bissong a mayor from Limbe 2 Their perspective about the. 04 council implementation of, Kombe a local community head SO NA RA s policies of. from Batoke village recruitment selection and, Lyonga a local community head CSR Benefits of CSR from. from Mukondangue village local authority perspective. Ekema a local community head Level of stakeholder,from Bobende village collaboration with SO NA RA. on these policies Verification,of the social impact of. SO NA RA on local,community Awareness of,discrimination and corruption. in SO NA RA, Contractors Koge personnel from Awareness of CSR and level of. 02 Fakoshipping Company collaboration The impact of. Cameroon based SO NA RA s, Fritz personnel from Foster recruitment selection policies. Wheeler AG Switzerland based and its overall business. strategies on their own,policies services and,production Awareness of. discrimination and corruption,in SO NA RA, Community Residents 1st villager taxi driver Awareness on CSR by. 06 2nd villager trader SO NA RA Impact of, 3rd villager hair dresser activities of SONARA on the. 4th villager male farmer socio economic life of local. 5th villager jobless communities Awareness of, 6th villager female farmer discrimination and corruption. in SO NA RA, Local Staff Mimi an administrative Awareness and experience of. 06 assistant department of technical discrimination and corruption. control SO NA RA in SO NA RA,Ebenitoe a staff from the Assessment of impact of. security department SO NA RA SO NA RA s policies and. Menyoli a diver Fakoshipping business strategies on own. company companies objectives goals,Makolo a staff Fakoshipping. Davis a staff from the Electrical,engineering sector Foster. Wheeler AG,Kah a welder Foster Wheeler,Figure 1 Source Author s elaboration.
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