Planning & Development  

Human Resources Development Strategy » Labour and Omanization

Human resources constitute one of the primary pillars for achievement of comprehensive and sustainable development. The labour force plays a pivotal role in the production process beside land, capital, management and technology. The human resources development constitute one f the main bases for refinement and mobilizing capacities and development of human potentials in its scientific practical professional and attitudinal terms to meet the demands of the society and labour market for labour force at its different standards and specializations which satisfy the development requirements. In consideration of this aspect of development, human resources development our affairs education qualification and training have been awarded special attention in the objectives and polices for the long term development strategy for the period (1970-995). The experiences from that period indicated that the Sultanate achieved a noticeable progress in relation to broadening labour market and increasing national labour force participation and qualification.

In spite the pronounced improvement in the indicators related to labour market and human resources development during the period (1970-1995) there was still a group of challenges that face the labour and omanization sector. To overcome theses challenges the Vision for Oman's Economy: Oman 2020 gave a special attention to human resources development and qualification of national labour force. The vision for human resources involves: (creation of well developed Omani human resources with capacities and skills that conform with the technical and technological development and characterized by high efficiency for management of changes. This is in order to face the regional and international continuously changing conditions and ensure maintenance of Omani traditions and customs. The labour and Omanization sector Vision in the Vision for Oman's Economy: Oman 2020 objectives involve provision of employment opportunities in both Omani public and private sectors and their training and qualification in a manner suitable to labour market. This can be achieved through .

• Provision of employment opportunities for Omani to avoid unemployment and provide them with training and qualification in order to conform to the labour market needs.

• substituting expatriate labour with highly qualified Omani labour. This is to shift the economy from low value added economy to one with high value added. Furthermore to increase the participation of the Omanis in the labour market in general and with particular focus on increasing the Omani women participation.

• increasing the efficiency Omani labour market through reducing the differentials in allowances between the public and private sectors.

• Omanization ratio in the private sector increased from (14.7%) in 1995 to (16.6%) in 2000 due to increased employment rate of Omanis compared to non-Omanis by (5.1%) relative to (2.3%). Hence it appears that the planned Omanization ratio in private sector employment by the end of the plan in 2000 which was estimated to be (25%) has not been accomplished.

• In the civil public sectors the Omanization rate slightly increased from (68.5%) to (74%) during the period (1995-2000). This increase is attributable to the increasing number of Omani employees at a growth rate of (1.5%) and the negative growth for non-Omanis during the period at a rate reaching (3.8%)

• Regarding the total employees in the two sectors it was noticed that the Omanization ratio did not change much as it increased from (34%) to (34.3%) between 1995 and 2000. Therefore the planned Omanization ratio for total labour in 2000 which is estimated at (38.9%) has not been achieved.

Omanis qualification and training of Omanis received special attention and support in the plan as tangible steps have been taken to expand the technical education and vocational training. This has led to increased enrolment in technical and vocational training institution in spite of this the enrolment rate in technical education and Vocational Framing relative to the total enrolment in higher education is still low not exceeding (20.1%) in 2000. In addition, the qualification and training processes in the plan had faced some difficulties. The most important of these involved the problems and obstacles that faced the implementation of the General National Vocational Qualifications (GNVQ). To deal with this, adoption of improved technical education in the technical and industrial colleges was proposed in the form of a High National Diploma (HND).