In Cambodia, while there are many naturally gifted people, finding well trained technical or financial resources is difficult.  Training programs of international reputation are difficult to find and have limited student throughput.

Recruitment of good staff into the civil service is difficult due to the uneven salary and reward levels available between the civil service and the private sector.  Many potential recruits seek further training internationally and either do not return to Cambodia or do not seek employment within the civil service structure.

To support the IT Department’s responsibility for the FMIS program, the Department struggles with the constraints of budget limits on numbers of staff and on the remuneration scales allowable under RGC policies.  A recruitment drive during 2008 managed to gain a number of recent graduates of good skills levels and a training program to develop and support these resources has commenced and will continue with funding for the FMIS project.  Similar success in finding financially competent resources for engagement as Business Analysts is proving more challenging.  The objective is to have a pool of local staff in both areas than can work with, and support, the FMIS project and the ongoing development and support of the environment following the conclusion of this project.  Rewarding these resources is difficult at a competitive level so that other incentives including training programs hope to both develop skills useful to the project and also to help retain staff in a challenging and career enhancing manner.