Equitable Compensatory System and Efficiency of the Cameroon Customs Administration

This paper explores the concept of compensation and benefits in HRM, its link with organizational performance and perspectives for a better and more equitable compensatory system in the Cameroon Customs administration. In that vein the author based its study on theories relating to equity and fairness and an in-depth analysis of the economics of Social Credit's philosophy. It must be recalled that much has been written about these concepts, but so far there is no integrated conceptual framework available for the Cameroon customs administration. Our goal here is to develop such a framework and ameliorate the existing pattern. We do this in a number of steps, starting with a presentation of the existing approaches, models, theories with respect to compensation system, equity and performance. The research methodology used is based on a mixed approach that implies a triangulation of qualitative and quantitative methods in order to address efficiently the research problem. I conclude with the presentation of recommendations and suggestions for further research. The sample for the study is comprised of 70 employees drawn from the 3895 personnel constituting the Cameroon Customs administration. A total of 70 questionnaires were distributed to selected employees. Out of these, 50 questionnaires were duly filled and returned. From analysis it appears that75 % of the participants indicated that strategic planning of HR can effectively lead to efficiency of the Cameroon Customs administration. It is therefore recommended for organizations to put in place compensation and benefits schemes based on clearly defined and objective performance criteria. Furthermore the mechanism for distribution should be transparent. The author advises use of electronic means.