In recent years, how to be more inclusive of youth and their capabilities in the workforce has been one of Oman’s primary challenges. The National Center for Statistics & Information's census suggests that Omani youth between the ages of 18 to 29 represents 46.7% of the Sultanate’s population. As such, every year there is an influx of fresh graduates met with an imbalance of available opportunities. Fortunately, a series of reforms issued by His Majesty Sultan Haitham bin Tariq has ensured steady rotation in the workforce, specifically in the government sector. These include a reduction in the retirement age and the introduction of a Job Security Fund with a starting budget of $26 million. To bridge the skills gap between national workforce supply and industry demand, the Omani government has also set up a nationwide training infrastructure and tasked the Ministry of Labour with developing Omani talent for the jobs of today and opportunities of tomorrow. Omani companies keen to compete in the global marketplace will have to reinforce their training commitments as job requirements evolve, particularly as working lives get longer, and workers of all ages will need to regularly update existing skills and learn new ones. Constant reskilling to add to an individual’s pre-existing area of expertise and life-long learning are challenging the traditional reliance on solely school-based learning. The digital age has made continued learning easy with tools including e-learning platforms. Acquiring and honing new skills that are relevant to the need of the hour is beneficial; predicting and meeting the skill needs of the future is critical to make our economies shatter-proof. Discuss the challenges facing the Omani labour market and their impact on HRM functions.
In recent years, how to be more inclusive of youth and their capabilities in the workforce has been one of Oman’s primary challenges. The National Center for Statistics & Information's census suggests that Omani youth between the ages of 18 to 29 represents 46.7% of the Sultanate’s population. As such, every year there is an influx of fresh graduates met with an imbalance of available opportunities.
Fortunately, a series of reforms issued by His Majesty Sultan Haitham bin Tariq has ensured steady rotation in the workforce, specifically in the government sector. These include a reduction in the retirement age and the introduction of a Job Security Fund with a starting budget of $26 million.
To bridge the skills gap between national workforce supply and industry demand, the Omani government has also set up a nationwide training infrastructure and tasked the Ministry of Labour with developing Omani talent for the jobs of today and opportunities of tomorrow.
Omani companies keen to compete in the global marketplace will have to reinforce their training commitments as job requirements evolve, particularly as working lives get longer, and workers of all ages will need to regularly update existing skills and learn new ones.
Constant reskilling to add to an individual’s pre-existing area of expertise and life-long learning are challenging the traditional reliance on solely school-based learning. The digital age has made continued learning easy with tools including e-learning platforms. Acquiring and honing new skills that are relevant to the need of the hour is beneficial; predicting and meeting the skill needs of the future is critical to make our economies shatter-proof.
- Discuss the challenges facing the Omani labour market and their impact on HRM functions.
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