In many small businesses, HR is run on instinct: a verbal agreement, a salary, and we will see later. That works until the first disagreement, the first resignation or the first inspection.
Laying HR foundations does not require a dedicated department or heavy procedures. Here are the six to put in place first.
1. Written employment contracts
The Cameroon Labour Code governs the employment relationship. A written contract stating the role, pay, duration and working conditions protects both employer and employee. It matters especially for fixed-term contracts.
2. A job description for every role
A job description says what is expected: duties, responsibilities, reporting line, required skills. It supports recruitment, onboarding, appraisal and, in a disagreement, clarity on who is responsible for what.
3. A file for every employee
Contract and amendments, ID, diplomas, certificates, payslips, leave and absences: one complete, confidential file per person, kept in one place.
4. CNPS registration and declarations
The business must be registered with the National Social Insurance Fund (CNPS) and declare its employees there. Keeping declarations up to date avoids costly regularisations and protects your team.
5. Rules everyone knows
Internal rules or an employee handbook set out working hours, leave, expected conduct and discipline. Written, explained rules reduce misunderstandings.
6. A simple annual appraisal
One conversation a year, based on the job description and a few objectives, is enough to recognise good work, correct what needs correcting and build a useful training plan.
Key takeaway
Written HR foundations cost little to set up, and far less than a badly prepared dispute.
General information, not a substitute for legal advice on your situation.
Review your HR foundations