Research Articles Base: Human Resources Management And Development

Oman Refineries and Petrochemicals (ORPC) and its Human Resource Department

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

Oman Refineries and Petrochemicals (ORPC) and its Human Resource Department

ORPC and its Human Resource Department Introduction Organizations have an umbrella of different department that functions according to t...

The impact training in organisations in Ghana

Improving organization techniques in Ghana             Having been seen as one of Africa’s most promising countries, Ghana aspires to be a more successful in the field of economy by having in different parts of the world. To be hailed as one of the economically-advanced countries, as of the moment, Ghana is challenged to undergo trainings to improve its organizational techniques.             Most of the countries which are acknowledged as the most advanced countries in terms of the economical aspects had had different programs in order for their resources, especially their manpower to develop its skills in promoting their country and its assets to the different parts of the world, thus attracting more organizations. Making the resources of a certain country, especially its assets known to the world makes it more tangible for a more globally-competent industry.             Ghana, being one of the countries rich with agricultural resources, timber, gold, diamond, chrome ore, manganese, bauxite, and other valuable minerals, being also abundant with educated and skilled enterprising people has a very great possibility of making it successful in the market. The country’s main exports which are cocoa, coffee, gold, diamonds, timber, manganese and bauxite which are known as traditional items are now increasingly supplemented by processed and semi-processed industrial and agricultural products. Tourism is the third largest foreign currency earner after cocoa and gold. In this sense, the country of Ghana has a lot of factors for them to go in the frontline of economy.             Given all these factors and great possibilities, added with proper training to its human resources and development techniques, there is not an impossible way that this country is not going to become the most successful country in Africa as well as the entire globe.             All trainings usually start in schools where proper education is started. The Ghanaians have a lot of people who are well-educated but still, there are a lot of factors that hinder these people to become useful for their country. The basic formal education system is too broad and does not focus on specific job skill training. Being once under the colony of Great Britain, it also made the Ghanaians to have no clearly defined limits or structures for accommodating their traditions and cultural practices in their western style work places. Workers still need more sense of urgency in time management, and due to low compensations, most laborers are not motivated to work. Most workers communicate on the job with local languages even though the official language is English. Most management lack adequate human relation skills, they tend to overlook the most significant element of their business which is the people. The employee package programs in work places are ineffective and need to be upgraded. There are still a lack of job process documentation and proper record keeping. The Ghanaian firms do not adequately introduce training and development techniques in an institutionally supported and coherent manner. Most management do not use sufficient quantitative approaches in business making decisions. Limited capital resources available to most leadership of corporations are misallocated and are not fully utilized.             These factors make a great deal for them not to achieve their goal as a unified country. It’s like the country needs a lot more development in terms of education and trainings in order to develop, first amongst everything themselves. Even if a country or a certain organization has every component needed for its products as raw materials, it is never going to work unless every single component works properly. One of the most significant components at all places is the people. It has always been shown that people management has a very strong impact in the performance of the people.             It had long been proven by many organizations in the United States, such as IBM and Ford Motor Company in Great Britain such as the Department of Trade and Industry and South Bank University; and also in Japan such as Toyota Motor Co. Ltd. and Fuji Photo Optical Co. Ltd. that trainings such as the Total Quality Management are indeed useful in improving communication skills, employee morale, productivity, process efficiency, and have also reduced cost and waste. Even if there are still unpleasant effects that this training and all other trainings may bring, the advantages can outstand the negative possibilities of the trainings. Yet, when these disadvantages will be prevented to come in between often accompanied with cultural factors, the trainings will still be successful. In the end, TQM, as being used by different successful organizations all around the world have become their guide in working in each of their organizations. Thus, if the firms in the country of Ghana start to utilize these widely used and successfully adopted trainings, there will be a huge possibility that they cannot just enhance their productivity, but start it by enhancing the skills of their human resources, as the beginning of a successful company as well as of a country. 	   		 		 		 		[i] Manu, J., 2004. Training and 		development techniques for improving organizational performance for 		Ghanaian firms. The Graduate School. University of Wisconsin-Stout Credit:ivythesis.typepad.com

The impact training in organisations in Ghana

Improving organization techniques in Ghana Having been seen as one of Africa’s most promising countries, Ghana aspires to b...