This paper is based on my PhD thesis at Charisma University under the supervision of Professor Alain Ndedi and Dr. Emmanuel Innocents Edoun from the University of Johannesburg, South Africa. For the drafting of this thesis, we drew inspiration from the existing literature on the subject (books, articles, reports, dissertations, theses, journals, etc.), the legal framework (laws, decrees), and the principles of administration of organizations with emphasis on human resource management. In terms of research, a number of scientific works have enabled us to have some avenues of direction. Our multiple field trips (with questionnaires) allowed us to show the proven link between Human Resources Management and the applicability of HR Marketing in companies in the electricity sector in Cameroon.The examination of the questionnaires confirmed our initial hypotheses. We have for example:H1: multidimensional analysis shows that companies' HRM performance is associated with their HR Marketing performanceH2: Fisher's statistic shows that there is a significant link between talent management and HRM performance. We can therefore say that companies with a good practice of talent management are inclined to be successful in HRM.H3: The multidimensional analysis provides information on the fact that the HRM performance of companies is associated with their plan to attract high potentials.H4: It emerges from the multidimensional analysis that the HRM performance of companies is associated with their talent retention plan in place.H5: The Fisher test performed at the 05% threshold allows us to reject the hypothesis of independence between these variables. We, therefore, deduce that there is indeed a significant link between HRM performance and talent retention. Companies with good talent retention strategies, therefore, tend to perform well in HRM.We were even able to detect with the multidimensional analysis that the good practices of Human Resources Management which lead to good practices in HR Marketing depend on the grade of the HR manager. It would therefore be necessary to find specialists in the business to put these practices in place and thus bring the HRD to its strategic function in the company, real advice to Top Management.At the end of this work, we have some recommendations.1. Set up HR Marketing to manage high potentials and why not, transform all agents into high potentials on whom companies can count.2. Create training schools for specific trades in the electricity network: for students and resources already employed. Consequence: reduce the shortage of qualified human resources in the sector and make companies in the sector efficient.3. Map the electricity trades for the establishment of these training schools. The beginning of this solution is part of the decree of May 04, 2020, signed by the President of the Republic, on the reorganization and operation of the EDC company. In its advisory support missions, it is asked to contribute to the development of professional skills in the field of electricity (Article 5, paragraph 1d).4. Recruit specialists in the field in the Human Resources Department to set up competent Human Resources Management.5. Recruit specialists in the field in the Human Resources Department to set up a Human Resources Marketing approach in order to be able to sell its services and sell oneself and thus become a real strategic function, the secular arm of the General Management
