The impact of the training on employee’s performance in TMK GIPI in Oman

Introduction

Human resource management is one of the valued resources in the entity. People who work for the organization play an essential role in ensuring that the corporation attains its goals (Aguinis and Lengnick-Hall, 2012). It can assist the company to gain a competitive advantage in the industry in this era of globalization. Experts believe that human resource is the main differentiator between a good and bad company. Therefore, human resource is the backbone of the corporation as it determines its future success in the competitive business environment. My focus in this research will be TMK Gulf International that deals in oil and petroleum products in Oman.

Human resource department has a significant impact on the organization. First, the department recruits employees on behalf of the entity. As a result, they have the final say on the type of workers that will be hired into the organization (Armstrong and Landers, 2018). The process involves looking at the potential employee’s resumes and interviews. Therefore, the recruiters have an obligation of ensuring that the firm recruits staff with adequate skills and knowledge. Thus, their decisions will determine if the organization will succeed or fail going forward.

The human resource sections are also responsible for paying the workers’salaries and allowances. They also answer any queries regarding the issue of staff members’ salaries and benefits (Baker, 2007). As a result, they can improve the productivity of the workers. It is because well paid and motivated workers will work towards attaining the organizational goals. Therefore, staff members who are rewarded well are likely to produce better results than those workers who are underpaid.

Additionally, the HRM section plays an essential role in managing risks inTMK Gulf International. It is because most of the hired workers come from different origins and backgrounds (Brewster, 2004). This means that dangers are likely to increase after hiring the new workers. Some of these dangers comprise work injuries, insubordination, and arguments. The approach that the HR handles these issues might have serious financial ramifications to the enterprise. For instance, a worker who might be injured as a result of the employer’s negligence can file a case against the company (Hoch and Dulebohn, 2013). Ultimately, the corporation might be asked to compensate such a worker by paying damages. Paying large sums of money to injured workers can adversely affect the operations of the corporation.

The HRM department also plays a critical role in training the company employees. The department ensures that there are enough resources for these programs. It equips the staff members with the necessary skills they require to execute their tasks. Employee training is a continuous activity that involves all the workers in the corporation (Nordhaug, 2004). The primary goal is to ensure that the employees familiarize themselves with the new developments in the industry. Therefore, no organization can perform well in the absence of the human resource department. The organization will lack order thus, resulting in low productivity in the company.

The concept of HRM in Oman significantly differs from that of Europe. Oman is one of the nations in the Middle East. It is rich in oil and petroleum products which are the main exports for the country. Investigations reveal that there is a need for human resource development for most firms operating in Oman. It is because of the increased awareness among top managers in Oman. Most of these administrators believe that it will increase productivity and the profits of the corporations (Perrewé, 2011). However, Oman still lacks sufficient workforce to take positions in most of the companies. Besides, the country has not been able to train their workers to handle various assignments in corporations. Currently, the mainly rely on employees from other nations that have a surplus workforce. In this case, most of their foreign workers come from Africa.Therefore, there is a need for Oman to train their workers, especially in the public sector as it affects policymaking. In the future, the Oman government aim to educate their workforce to increase their proficiency while handling various tasks. Training has many benefits not only to the workers but also the entity at large.

Training will assist in improving efficiency and competence levels of the workers. Training is also likely to enhance the confidence of the workers. As a result, they will execute their duties diligently. Mentorship also helps to boost the corporate image of the company. Additionally, training also assists to decrease the level of accidents in the enterprise. This mostly applies to staff members that carry out a technical task like the machine operators (Thacker, 2012).

Moreover, training will result in better customer service in the corporation. Therefore, it might help Oman corporations to increase client loyalty. Mentorship will also help in boosting creativity and innovation in the company. The new ideas can assist the corporation to grow in the future. Finally, mentorship can result to waste reduction thus decreasing the chances of making errors. However, their training should be in line with the requirements of the gas and oil industry. Therefore, the gap that exists between the locals and the outsiders regarding the oil and gas industry should be decreased (Zafar, 2013).The local training of workers should meet the international standards on oil and gas training.

However, Europe has sufficient staff to handle their tasks within the nation. The train their staff members in several fields to handle various tasks (Chambel and Castanheira, 2012). Also, Europe has one of the best HRM strategies. Their training is employee focused. As a result, they ensure that their workers are equipped with the necessary skills to enable them to perform their work well (Korzynski, 2013).

Additionally, they have mentorship programs for their new staffs. It is where a senior employee supervises a new worker until the person perfects skills in their area of specialization. Moreover, the HRM concept is shifting from a manual process to an automated process. This is where managers can supervise their staff from a central point without being physically present. Finally, HRM policy in Europe favours their workers. They train their employees and give them jobs. It is the reason why most of their workforce comprises of their citizens (Manolopoulos, 2007).The non-locals comprise a small portion of the labor force. This is contrary to Oman where there are many foreigners in the labor force.

The government of Oman should, therefore, use this investigation to develop new training for the citizens who work for TMK GIPI(Schraeder, 2009).The primary goal is to increase their skills and competence. Therefore, this will increase their productivity and improve the revenues of the company. Workers who are well trained will also offer efficient and reliable services for their customer. However, the process of training should commence in school where students should be informed about the educational requirements of the oil and gas sector.

References

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Brewster, C. (2004). European perspectives on human resource management. Human Resource Management Review, 14(4), pp.365-382.

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Zafar, H. (2013). Human resource information systems: Information security concerns for organizations. Human Resource Management Review, 23(1), pp.105-113.

 
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