Consultant Margaret Huebner successfully updated the human resources (HR) function for the emerging Port of Salalah in the Sultanate of Oman. When Huebner arrived, the Port was in an early stage of development to become a world-class shipping hub and employer of choice in Oman (Al-Sarihi, 2020). However, its human resources procedures needed to be revised. The Port needed hundreds of new workers because its rapid expansion had outpaced its compensation structure, job design, and communication system (Al-Busaidi et al., 2021). The case gives a general overview of the Port’s operations and workforce before going into detail about the contextual aspects of the organization and the country. For instance, the country’s efforts to Omanize itself through hiring and retaining locals in important leadership positions and the role of women in the workforce (Sumpter & Zanhour, 2020). Huebner’s methodical, business-focused strategy illustrates how expatriates can influence organizational change while respecting local culture.
Based on the case study, important recommendations can be formulated for other companies in the industry. First of all, it is necessary to develop a strong organizational culture integrating local and foreign workers. Creating an inclusive organizational culture can positively influence the effectiveness of communication within and outside the company. Secondly, it is important to develop HR functions based on the cultural and linguistic characteristics of the region in which the company is located. The organizational culture should be based on the provision of inclusive support for employees from different cultural and linguistic backgrounds. This can be achieved through the recruitment of HR professionals from various groups who can ensure inclusive interaction within the company. Finally, it is important for companies to be open to finding talent, for example, by opening positions for summer internships. This approach can help companies recruit talented employees from diverse cultural backgrounds with the right qualities and skills.
References
Al-Busaidi, Z. A. H., Alias, R. B., & Alam, M. N. (2021). The influence of human resource management practices on employee performance at private companies in Oman: Moderating role of organizational politics. Review of International Geographical Education Online, 11(12), 1667-1683.
Al-Sarihi, A. (2020). Oman’s shift to a post-oil economy. In H. Miniaoui (ed.), Economic development in the Gulf Cooperation Council countries: From rentier states to diversified economies (pp. 125-140). Springer, Singapore. Web.
Sumpter, D., & Zanhour, M. (2020). Margaret Huebner: Building the human resources function at Oman’s Port of Salalah (case W15C21). WDI Publishing. Web.