ORPC and its Human Resource Department
Introduction
Organizations have an umbrella of different department that functions according to their respective names. In the continuous effort of every company to deliver the cutting edge in the international competition and global market, different opportunities and strategies were created to help the entire company build its own advantage.
Oman Refineries and Petrochemicals (ORPC)
ORPC is well-founded oil company that successfully operating for years. To become a competitive enterprise and a model for industrial excellence is the vision of the company and this can be only possible if the company will have a proficient workforce. The ORPC corporate strategy is for the long-term sustainability of the nation’s oil and gas production and securing its needs for the products. The milestone strategy is based on the application of the appropriate technology and the continuous development of the capable people (Oman Observer, 2009). The corporate plan of the organization, ORPC, is on the construction of the new refinery that would be equipped with the integrated petrochemical complex, in order to increase the value of the Oman’s oil. The priority of the organization is based on the issue of the increasing oil production and consumption. Through the exchange in information in contributing for the development of the oil can be the common benefit for the oil-producing and oil-consuming countries and can be an initial step in the creation of the new oil industries (JCCP, 2009).
Human Resource
The Human Resource plays an important role as the other departments within the organization. Most of the corporate leaders believe that through the constant education and collaboration with the technology the improvement among the employees is possible. HR and its principles maybe the oldest or mature way but it is considered as the most efficient strategy of all management styles (Khilawala, 2009). HR department in oil companies can be the most valuable asset or part of corporate values that acts as a strategic partner in the overall success f a company. As part of the traditional work of the department, the HR has functions in manpower planning, recruitment and selection, compensation, benefits, and training or other performance development.
For the ORPC, the development in the human resource is an instrument for their ongoing growth and success. The training is the main focus of the company to master the operations in the oil plants and as well as in maintenance technicians. The company offered the different management and training programs that is important to support the refinery operation and to have the valuable positions in the company. ORPC paid a special attention on the employee welfare for the leaders believe that within the employees, there will be another leader that can effectively lead its people.
Internal and External Challenges
In the beginning of the operation, the employees and other members of workforce should be prepared in the shift of the generation. This includes the retirement age of the employees as well as upgrading the refineries and technology-driven refinery and petrochemical operations. Addressing the major business challenges in the management of the employees will be a great benefit for the future (JCCP, 2009). The oil production is a heavy industry and has a limited rate of production as well as the percentage of the oil in terms of recovering. In this case, the company applied the knowledge and skills in operating the steam engines that enables the oil company to produce more quickly and in greater volumes (Oman Observer, 2009).
Advantages and Disadvantages
As an advantage, ORPC wants to maintain the employees in the field of expertise. Obviously, the oil company needs to stabilize the business and meet its corporate objectives, therefore the ongoing training and development is adopted by the HR department. In addition, the decision for hiring and recruitment is solely shouldered by the human resource department and most of the consultation for the promotion is based on the HR department perspective and performance appraisals.
On the other hand, the ORPC encourages the employees for higher position or deployment for the selected people. Moreover, the people that have a more capacity or capability of being a leader earn the favor of the company. The HR needs more masculine specifically in the nature of work. In this sense, the priority or the job preferences is in favor for the males and there are only few females who work in the offices.
Conclusion and Recommendations
The importance of the human resource development is the key for the company to realize their corporate principles on their course for progress and the human resource development became more important issue in the future of the corporate policies of the company. Therefore, the company should emphasize the career growth of each employees for in return, the employees may increase their overall work performance.
References:
JCCP News, 2009. Newsletter of Japan Cooperation Center, Petroleum [Online] Available at: http://www.jccp.or.jp/news/pdf/english/2009_winter.pdf [Accessed 22 Feb 2010].
Khilawala, R., (2009). History of Human Resource Management [Online] Available at: http://www.buzzle.com/articles/history-of-human-resource-management.html [Accessed 22 Feb 2010].
Oman Observer, 2009. Enhanced Amal Oil Recovery Projects gets PDO Go-Ahead, Market Report. [Online] Available at: http://www.ogwaexpo.com/pdf/ogwa_2010_market_report.pdf [Accessed 22 Feb 2010].
Other Source:
Oman Refineries and Petrochemicals Company [Online] Available at: http://www.orpc.co.om/hr.aspx [Accessed 22 Feb 2010].
Credit:ivythesis.typepad.com
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