Muscat: Oman Arab Bank (OAB) is working extensively to enhance the presence of Omanis across all job levels, to enable them to lead the bank’s march during the current period.
This is in line with OAB’s efforts to enhance its market share in the local banking sector, by focusing on attracting national talents and developing the capabilities of the team through several carefully-designed programmes.
Adil Al Rahbi, Head of the Human Resources Division, confirms that Omanisation has always been a strategic approach at Oman Arab Bank. Several interim plans have been developed to ensure the highest rates of Omanisation at every job level. This is achieved through the provision of high-level qualification and training programmes, designed by the Human Resources Division, in cooperation with renowned local and international educational and training firms. These programmes target a majority of employees regardless of their job level and allow for a flexible implementation of the division’s long-term succession plan.
Adil stated, “Our strategy’s initial launch, several years ago, was focused on setting a clear path for the Omanisation process in various job designations, with talent management being identified as one of the four key pillars. Talent management is a relatively new concept in the business management world and includes developing a work environment that is appealing to highly qualified people. Conditions, requirements and adequate funding have to be in place to maintain the workforce and consistently enhance employee knowledge, and to prepare them to take on more influential positions and responsibilities going forward. This strategy, coupled with the succession plan adopted by the Bank, has been highly effective in bringing us to where we are today, proud to have achieved an Omanisation percentage of approximately 96% throughout various levels of the bank. I believe that this milestone will enrich the bank’s future growth plans due to the presence of a highly-experienced and capable national workforce.”
The talent management strategy of Oman Arab Bank is based on its senior management’s firm belief that the presence of Omani talent is capable of enhancing the sustainable development of the national economy. OAB’s Human Resources Division, in cooperation with several renowned local and international consulting and training firms, adapted this approach through a set of highly efficient training programmes designed specifically to meet the bank’s need for qualified nationals at the highest levels.
One of the well-known programmes designed and implemented by Oman Arab Bank during the past years is the ‘Leadership Enhancement and Development’ (LEAD) talent programme, catered towards second and third line employees across various departments. LEAD’s aim is to prepare employees to take on greater responsibilities in the future and is conducted for six months, with five training sessions and two specialised workshops each. The programme, which has completed 3 editions so far, has significantly enhanced career development opportunities for participants, reflecting positively on the strategic goal of Omanisation in middle and senior positions at OAB, which are currently at 91% and 90% respectively.
The second programme implemented by the Bank, the ‘Ta’heel’ programme, provided public service employees with opportunities to develop their capabilities and qualify them to take on more specialised tasks. This programme succeeded in transforming the career path of several bank's employees across various departments. Oman Arab Bank has a notable and unique career development approach, creating an opportunity for individuals to make qualitative leaps on the career ladder.
“At the Human Resources Division of Oman Arab Bank, we are aware of the responsibility entrusted to us during this pivotal stage in the Bank’s journey, following its merger with Alizz Islamic Bank, the formation of a larger banking entity with independent wings in commercial and Islamic banking, as well as OAB’s listing on the Muscat Securities Market. Therefore, we are continuously enhancing the capabilities of the team and providing them with additional skill sets to allow them to keep pace with the current scenario and work towards achieving the strategic goals for growth that have been set by the OAB management. By empowering the local workforce, we can work towards the success and fulfilment of this major initiative,” Adil added.