Competence HR

Upcoming Training

Aug 2019
Tue 27 - Thu 29
Lean Six Sigma Green Belt
Aug 2019
Mon 19 - Wed 21
Performance Management (Arabic)
Jun 2019
Mon 24 - Wed 26
Performance Management
Apr 2019
Mon 29 - Tue 30
Presentation Skills
Apr 2019
Tue 16 - Thu 18
Competency based Interview Skills
Apr 2019
Mon 15 - Tue 16
Client Management
Apr 2019
Sun 14 - Thu 18
Train The Trainer (Arabic)
Apr 2019
Wed 10 - Thu 11
Building a Winning Team
Apr 2019
Wed 10 - Thu 11
Conflict Management Skills
Apr 2019
Wed 10 - Thu 11
Stress Management
Apr 2019
Mon 08 - Wed 17
ILM Coaching Award
Mar 2019
Tue 26 - Wed 27
Developing Team Effectiveness
Mar 2019
Sun 24 - Thu 28
Train The Trainer
Mar 2019
Tue 19 - Thu 21
Lean Practitioner
Mar 2019
Tue 12 - Thu 14
Operations Management
Mar 2019
Sun 10 - Tue 12
Human Resource Management
Mar 2019
Sun 10 - Thu 14
Strategic Approach of HR
Mar 2019
Tue 05 - Thu 07
HR for Non HR Professionals
Mar 2019
Mon 04 - Thu 21
ILM level 3 in leadership & Management ( Module 1 to 8)
Feb 2019
Wed 27 - Thu 28
Emotional Intelligence
Feb 2019
Mon 25 - Tue 26
Customer Services
Feb 2019
Sun 24 - Thu 28
Strategic Approach of HR (Arabic)
Feb 2019
Wed 20 - Thu 21
Communication Skills
Feb 2019
Sun 17 - Sun 17
Work Ethics
Feb 2019
Tue 12 - Thu 14
Talent Management & Succession Planning
Feb 2019
Wed 06 - Thu 07
Cultural Intelligence for Multicultural Teams & Leaders
Jun 2018
Mon 25 - Wed 27
Performance Management
May 2018
Sun 13 - Mon 14
Stress Management
May 2018
Sun 06 - Thu 10
Strategic Approach of HR
May 2018
Wed 02 - Thu 03
Conflict Management
Apr 2018
Tue 24 - Thu 26
Talent Management & Succession Planning
Apr 2018
Mon 16 - Wed 18
Presentation Skills
Apr 2018
Tue 10 - Tue 17
ILM Coaching skills
Apr 2018
Tue 10 - Wed 17
ILM Coaching skills
Apr 2018
Mon 09 - Wed 11
Strategic Planning & Implementation
Apr 2018
Tue 03 - Wed 04
Building a Winning Team
Apr 2018
Sun 01 - Mon 02
Competency based Interview skills
Mar 2018
Tue 13 - Thu 15
Lean Practitioner
Mar 2018
Sun 11 - Tue 13
Hr for Non HR Professionals
Mar 2018
Thu 08 - Thu 08
Work Ethics
Mar 2018
Tue 06 - Mon 12
EFPA - Level 1 & Level 2
Mar 2018
Tue 06 - Thu 08
Operations Management
Feb 2018
Wed 21 - Mon 22
Emotional Intelligence
Feb 2018
Tue 20 - Thu 22
Human Resource Management
Feb 2018
Tue 20 - Thu 22
Performance Management
Feb 2018
Sun 18 - Mon 19
Communication Skills
Feb 2018
Wed 14 - Thu 15
Customer Services
Feb 2018
Tue 13 - Wed 14
Developing Team Effectiveness
Feb 2018
Tue 06 - Thu 08
Cultural Intelligence for Multicultural Teams & Leaders

Times of Oman 27th March 2016

‘Imposing a clear rule for private sector quite hard’

Employees have the freedom to accept it or look for better offers from other companies.

“The government only interfered in the minimum wages for Omani in the private sector only to push citizens to join the private sector,” noted Al Saadi.

He explained that while it is always better to set a clear salary structure for private sector employees, but imposing a clear rule is quite hard. “The ministry come across several cases involving salary structure and the ministry always tries to negotiate with the companies and employees to settle the issue individually,” Al Saadi pointed out.

Ahmed Mohammed Hamdan, a graduate with a few years of work experience, said that lack of salary structure scale in the private sector is disappointing for jobseekers. “When I joined a reputed company in Muscat, I felt that the salary provided by them was not equivalent to my qualifications and skills. A majority of staff in the office had the same opinion. And there were a lot of noises in the office among the workers. If the labour law includes or chalks out a clear strategy for well defined salary structures in the private sector, then it would be a boon for the job aspirants and employees in private sector,” Ahmed said.

Aadil Al Saadi, a Sloan fellowship holder in Leadership and Strategy from the London Business School, said regulations, compensation, compliance and performance monitoring, and appraisal should be streamlined to be employee-employer centric instead of being conflicting redtape centric one.

“From my personal experience and struggle working in the private sector for six years before moving to the government sector, the salaries are not the determining factors that discourage Omanis. Instead, it is the poor pension schema, the mounting red-tape associated with PASI compensation procedures and most importantly the incongruence between Ministry of Manpower employment policies, and the oversight of compliance to an outdated labour law that needs to be revamped,” Aadil added.

Meanwhile, Tonia Gray, general manger at Competence HR, said that there are now many companies in the private sector that have a grading/salary structure scheme in place and obviously it is good HR practice to implement such a scheme.

“However, I do not think that having a scheme in place is a determining factor in encouraging anyone to join a company or not. I have never had anyone in Oman ask me whether a company has a grading structure during any recruitment process except in government sectors, where the candidates will ask what the grade of the job is,” Tonia said.

© - Competence HR - All rights reserved.