Competence HR

Upcoming Training

Dec 2017
Sun 24 - Thu 28
Operations Management
Dec 2017
Sun 17 - Thu 21
Talent Management & Succession Planning
Dec 2017
Sun 10 - Tue 12
Cultural Intelligence for Multicultural Teams & Leaders
Dec 2017
Sun 03 - Thu 07
Lean Six Sigma Green Belt
Nov 2017
Sun 12 - Thu 16
Strategical Approach of HR
Nov 2017
Sun 05 - Thu 16
ILM Leadership & Management training
Nov 2017
Wed 01 - Mon 06
ILM Level 3 Coaching Award
Oct 2017
Mon 30 - Tue 31
ILM Level 3 Coaching Award ( total 6 days)
Oct 2017
Tue 17 - Mon 23
European Federation of Psychologists Associations (EFPA)
Oct 2017
Tue 17 - Mon 23
EFPA course October 17th to 23rd, 2017
Oct 2017
Tue 17 - Mon 23
EFPA course October 17th to 23rd, 2017
Oct 2017
Mon 16 - Wed 18
ILM Level 3 Coaching Award
Sep 2017
Mon 18 - Mon 09
ILM Leadership & Management training
Jun 2017
Tue 06 - Tue 06
Fire Safety Awareness
Jun 2017
Mon 05 - Mon 05
First Aid Refresher
May 2017
Wed 17 - Thu 18
Stress Management
May 2017
Mon 15 - Tue 16
Interviewing Skills
May 2017
Wed 10 - Thu 11
Presentation Skills
May 2017
Mon 01 - Tue 02
Problem Solving & Decision Making
Apr 2017
Tue 25 - Tue 25
First Aid Refresher
Apr 2017
Sun 16 - Mon 17
Train the Trainers
Apr 2017
Mon 10 - Tue 11
Business Writing
Apr 2017
Wed 05 - Wed 05
Work Ethics
Mar 2017
Mon 27 - Mon 27
Fire Safety Awareness
Mar 2017
Wed 22 - Thu 23
Performance Management
Mar 2017
Tue 14 - Tue 14
Positive Mental Attitude
Mar 2017
Mon 13 - Mon 13
First Aid Refresher
Mar 2017
Wed 08 - Thu 09
HR for Non HR
Feb 2017
Mon 20 - Tue 21
Communication Skills
Feb 2017
Wed 15 - Thu 16
HRM Skills
Feb 2017
Wed 01 - Wed 01
Time Management
Dec 2016
Wed 28 - Thu 29
Warehouse Safety
Dec 2016
Mon 19 - Tue 20
Presentation Skills
Dec 2016
Wed 14 - Thu 15
Personal Productivity
Dec 2016
Sun 04 - Mon 05
Problem Solving & Decision Making
Nov 2016
Mon 21 - Tue 22
Business Writing
Nov 2016
Sun 20 - Sun 20
Work Ethics
Nov 2016
Wed 16 - Thu 17
Interviewing Skills
Nov 2016
Tue 08 - Tue 08
Fire Safety Awareness
Oct 2016
Mon 24 - Mon 24
Defensive Driving
Oct 2016
Wed 19 - Thu 20
Crisis Management
Oct 2016
Tue 11 - Tue 11
Positive Mental Attitude
Oct 2016
Mon 10 - Mon 10
First Aid Refresher
Oct 2016
Mon 03 - Tue 04
Strategic Decision Making
Sep 2016
Tue 27 - Wed 28
Communication Skills
Sep 2016
Sun 25 - Mon 26
Interviewing Skills
Sep 2016
Tue 20 - Wed 21
Time Management
Jun 2016
Sun 26 - Mon 27
How to Deal with Difficult People
Jun 2016
Mon 20 - Tue 21
Motivational Skills
Jun 2016
Wed 15 - Wed 15
Work Place safety
Jun 2016
Mon 06 - Tue 07
Stress Management
May 2016
Wed 25 - Thu 26
Warehouse safety
May 2016
Mon 16 - Tue 17
Presentation Skills
May 2016
Wed 11 - Thu 12
Personal Productivity
May 2016
Wed 11 - Thu 12
Personal Productivity
May 2016
Sun 01 - Mon 02
Problem Solving & Decision Making
Apr 2016
Mon 25 - Tue 26
Business Writing
Apr 2016
Mon 18 - Mon 18
Work Ethics
Apr 2016
Wed 06 - Thu 07
Interviewing Skills
Apr 2016
Tue 05 - Tue 05
Fire Safety Awareness
Mar 2016
Mon 28 - Mon 28
Defensive Driving
Mar 2016
Wed 23 - Thu 24
Strategic Decision Making
Mar 2016
Tue 15 - Tue 15
Positive Mental Attitude
Mar 2016
Mon 14 - Mon 14
First Aid Refresher
Mar 2016
Mon 07 - Tue 08
Customer Services
Feb 2016
Sun 28 - Mon 29
Communication Skills
Feb 2016
Wed 24 - Thu 25
HRM Skills
Feb 2016
Mon 15 - Tue 16
Interviewing Skills

Times of Oman 05.05.2015

Muscat: "We at the Majlis Al Shura are unanimously supporting the Omanisation move at the top positions in the private sector. We have understood that there is a resistance from the expatriate-dominated managers to hire Omanis in their companies." 

These were  the words of Tawfiq Al Lawati, a Shura member, to Times of Oman yesterday after day two of talks with the Minister of Manpower. At the meeting, the Majlis Al Shura unanimously urged the ministry to go ahead with the Omanisation of the top managerial posts in the private sector.

But outside the Majlis, the plan has received less enthusiastic support with an Omani trade union leader, an Omani investor, and an Omani economic expert saying the move should be carried out cautiously. 

That message has been echoed by a leading expat HR professional.

"Most of the companies are having expatriates at the top level for decades," Tawfiq Al Lawati said. 


"Why do the expatriate managers think that top level posts reserved only for them forever? It is surprising to see that companies who are having expatriates at the top levels for the last two or three decades have failed to find even a single Omani CEO. How can they justify or explain this?"

On Monday, citing statistics, Shura members requested the Ministry of Manpower to study the reasons on why Omanis are leaving private sector jobs.

Top five positions
"
Most of the expatriate managers will avoid hiring smart Omanis who are fit to grow in their career. The expatriate managers will hire only Omanis who will never be a threat to their positions. A plan should be sought from companies now itself stating that top five positions in Oman will be reserved only for Omanis from 2020," the Shura member added.

Meanwhile, in Monday's meeting, Minister of Manpower Sheikh Abdullah bin Nasser Al Bakri, assured Shura that the government is giving prominence in offering jobs to Omanis.

The minister revealed that the number of job seekers registered at the Public Authority of Manpower is around 142,000 but those who are active and do follow ups are around only 62,000, mostly women. 

Meanwhile, responding to the Shura proposal, a trade union leader said that the private sector should carry out the proposal cautiously.

"We need to focus on the vehicle that we will use to make Omanis reach the top managerial positions. It should be built on talents, skills and experience. It should not be on the basis of the time. In the ministry, after certain period, a promotion is guaranteed. But the private sector should not follow this. Just for the sake of nationalisation, if you use wrong tools, then we will end up as a disaster," said Saud Salmi, chairman of Petroleum Development Oman (PDO) trade union and chairman of oil and gas sector, trade union.

"You have to hire locals. But should also not forget that a process of training Omanis and making them capable of going up in the ranks should also be there," Saud added.

Meanwhile, an Omani investor said that the proposal cannot be implemented immediately.

"It needs time. We have to prepare a plan, set a time frame and move ahead," chairman of Anvwar Asian Investment Group, said.

Nader Al Rawahy, account business development leader and advisory head of government and private sector at EY Oman, said that Omanis should be given a chance to take up top level positions if they have experience.

Foreign investment
However, Nader also added that if the Sultanate is going to issue an order in one day that all managerial and leadership positions have to be filled by Omanis, it could prove detrimental to Oman's foreign investment and economy.

"It will affect foreign direct investment. It will affect the economy," he added.

Meanwhile, Tonia Gray, general manager at Competence HR, said that it is important for Oman to protect its nationals in terms of employment, but, this needs to be undertaken in a measured and logical way and to support the growth and development of business.

"In my opinion, it is vital that top management positions are filled with individuals who have the appropriate qualification, skills and experience to undertake the role effectively, otherwise there will be a detrimental effect on the business and ultimately the economy. I am sure there are already individuals who can meet the necessary requirements and this should be considered," Tonia said.

"To place inexperienced individuals without the right skills in top management and without the necessary competence is very risky for Oman's future. To have a 'blanket approach' to this without the necessary development in place is a very risky strategy," Tonia added.
© - Competence HR - All rights reserved.