Navigating HR Challenges in Oman: A Personal Memoir

Navigating HR Challenges in Oman: A Personal Memoir

This blog is a memoir of my work in Oman.This memoir is a testament to my unique journey as an HR professional in Oman. We are  narrating it because otherwise, it may remain largely unexplored. It's driven by the recognition of a substantial gap in shared experiences within the HR in an Omani Company and how we filled it. Here, my primary goal is to share, my personal experiences and insights on the less-discussed challenges faced by HR .

As we embark on this journey of storytelling, my motivation is rooted in the belief that my experiences can be a valuable resource for others in the field. By providing a real-world perspective on the intricacies of HR in Oman, I aim to help fellow HR to know the unique experience we had while working in the Gulf.

What Was The Background When I Joined?

When we embraced the challenge of transforming an Omani company's HR practices, I brought with me a blend of qualifications and hands-on experience. My journey into HR has been shaped by a desire for continuous learning and growth. As I stepped into this role, I had a background that combined academic knowledge with practical HR expertise. Say by that time, we were doctorate in psychology with decades in Industry in HR. This all when together, was a potent combination that equipped me to tackle complex challenges with confidence.

My qualifications and previous experiences had primed me for the dynamic world of HR in Oman. When in Oman, we applied this fusion of formal education and real-world know-how in HRbusinesses of the company leading to astonishing results.

 What Made Me Take The Job?

My decision to accept the role in Oman was not solely motivated by financial considerations, although they certainly played a role. The observation which we had on our entry in the Company made us see the promise of a unique challenge and that held us most allured. We noted that here is the opportunity to transform a dysfunctional HR system into an efficient and effective one and also test our learnings. We were then motivated by the chance to make a substantial impact on the Company. Simultaneously we were buoyed by the feeling of my learning which we will have in the process.

This challenge acted as a magnetic force, drawing me towards Oman. I understood that this journey would be unlike any other, and it was precisely the unpredictability and complexity that made it so appealing. I wanted to put my knowledge, skills, and adaptability to the test in a new environment. I was probably positive and proactive HR with a creatively tuned challenging mindset.

How Was HR Back Then?

When I first set foot in Oman in August 2009, the state of HR was far from what I had anticipated. While I didn't expect a perfect HR landscape, I did anticipate a basic HR infrastructure that was essential for daily operations. Unfortunately, reality fell short of those expectations. The individuals in HR roles in Oman lacked the training and knowledge needed to effectively manage HR functions.

To an outsider, this situation might have seemed daunting, but I recognized it as an opportunity for transformation. I understood that the path ahead would be challenging, but it was precisely the chaos and disarray that presented a unique opportunity for improvement. For me it was not a new experience as in whichever company I was exposed to, we were challenged there with similar expectations. The HR landscape in this company was marred by the need of immediate attention and strategic solutions.

What Was My Strategy Then?

When we joined, my strategy was simple yet effective: conduct a comprehensive assessment of the existing HR landscape. To achieve this, I gathered data through semi-structured interviews with stakeholders, examined relevant documents, and designed HR tools to assess employees' experiences and needs. This data formed the foundation upon which I would build a strategic HR plan.

After analysing the gathered data, my next step was to design a strategic HR plan that would align HR functions with the company's current and future human resource requirements and then to make a presentation to management for their approval. This plan had two objectives, one to address the existing deficiencies and another to make a roadmap for the future of HR within the company

How We Excited The Plan?

We had then two new recruits from India. With the strategic HR plan in hand, my team embarked on the journey of execution. We tackled various HR systems. Each had its unique set of challenges and opportunities. Say, from establishing a time office function to overhauling the contract system and improving recruitment and selection processes, our execution was meticulous and aligned with our strategic goals.

We were consistent in execution of our plan in the sense that we analysed the situation, the existing practices, design improvement and/or designed new HR systems for execution, and sought feedback from stakeholders before doing the needful. Whether it was streamlining the selection process or implementing performance management systems, our methodology remained the same.

What Were Final Changes In HR?

The result was fantastic. When we finally executed our plan it finally transformed HR in Oman. We pinpointed several critical HR activities demanding a complete overhaul. Here are some key changes:

1. Time Office Function

It was previously absent. The introduction of a time office function brought structure to attendance management and so regulations in effective salary distribution in the company. 

2. Contract System Overhaul

Earlier, the contract system was in chaotic form. Say, it was done on an approval slip basis and needed immediate attention. After a thorough study, we implemented a standardised contract system, streamlining entry, attendance, selection of workers, termination, and work ethics for contract workers.

3. Selection and Recruitment Process

The informal hiring process based on a first-come, first-served basis was replaced with a structured selection process. This introduced objectivity, transparency, and consistency in candidate selection.

4. Induction and Placement System

We also realised the need for an effective onboarding system in the company. So, we introduced a structured induction and placement system. New employees received the necessary support and information to integrate into the company.

5. Training and Development

We hired a Training man from India. Comprehensive training and development programs were initiated to enhance employee skills, performance, and career growth.

6. Performance Management System

There was no Appraisal System in the company. The revamped performance management system, with external agency support, ensured impartial and effective evaluation, fostering greater acceptance among employees. It was the Hay Group.

7. Annual Bonus, Reward, and Recognition System

To boost motivation and engagement, we also  introduced an annual bonus, reward, and recognition system tied to performance.

What Were Feedbak?

So, it is clearly visible that our efforts yielded remarkable results that had a profound impact on the Company. Thanks to our knowledge, experience, and relentless commitment to excellence, we not only met but exceeded expectations. The transformation was evident in various aspects: Some are below.

• The HR team became disciplined and proactive. They were now effectively managing HR functions.

• The work culture and discipline within the company improved significantly.

• The company's net profit increased by 43% from the third year onwards.

• The Board agreed to pay Annual Performance Bonus to all. It has now become a reality for all employees.

Overall, thanks to our serious effort, HR processes, including selection, contracts, training, performance management, and rewards, were systemized and aligned with company goals. These outcomes validated our strategic approach and reaffirmed the value of our efforts in transforming HR practices in that Oman company.

The Conclusion:

In hindsight, this transformative journey was made possible by a combination of intrinsic qualities – drive, perseverance, and a passion for challenges. These qualities, coupled with my knowledge and experience, allowed me to turn what seemed HR challenges into success stories. This memoir stands as a testament to our proactive powers of determination.