Revisiting the Graduates’ English Competency

Interviewed by: Saleh Abdullah Alkhamyasi

English is the language of business. It is a vehicle to bridge the human element in a global economy. Regardless of the geographical area in which you are destined to work, a mastery of English provides you with a key to success. As a gesture to equip the Omani nationals with competency in English and make sure that the leaders of Tomorrow are well prepared to meet the constantly changing demands of the corporate world. “HR Fragrance” met with DR. Rahma Al-Mahroogi, Assistant Professor, English Department, College of Arts & Social Sciences at the Sultan Qaboos University who is the Head of the Research Team entrusted to conduct this study to shed light on this project. Our conversation proceeded on the following lines:    

·        What is the title of the research project?

An Investigation of the Linguistic, Communicative, and Pragmatic Needs of Tertiary Education Students:  Bridging Tertiary Education and Employment Fields

·        Who is financing the Project?

This project is financed by The Research Council

·        Why assessing the students’ competency in English and why now? Does it have any link with the cry for the comprehensive evaluation of the education system?

The study focuses on the linguistic, pragmatic, and communicative abilities (in English) of Omani higher education graduates.  It was motivated partly by the call for a comprehensive evaluation of the education system at all levels, but it was mainly instigated by employers’ complaint about higher education’s graduates’ inability to communicate in English, both orally and in writing.

·        What feedback do you have about the graduate students from the employer side?

Much dissatisfaction has been heard from employers who need the use of English in their organizations.  Some employers have found that they have to enroll their newly hired graduates in private institutions to study English to be able to communicate.  Some graduates face unemployment for years due to their low proficiency in English and their inability to communicate in it.

·        How long will this study take? And when did you actually start?

The study will last for 3 years.  It started on May 31 2011.

·        What are the research questions and what methodology will be utilized to research this problem?

The main research questions are:

a.  What linguistic, pragmatic, and communicative skills and competencies the job market requires of higher education graduates?

b.  Are higher education graduates well equipped with these skills?

c.  What English competencies and skills are actually taught in Omani higher education institutions?

d.  Is there a difference between the perceptions of the different stakeholders, including teachers, students, employers, and employees of the linguistic, pragmatic, and communicative skills required by the job market?

e.  If a gap exists between the perceptions, how can it be bridged?

f.   What can be done to align English programs in higher education institutions with job-market requirements?

As for the methodology, we are using four questionnaires, eliciting both qualitative and quantitative data. There is a questionnaire for higher education students, alumni, teachers, employers and employees.  We will also use interviews and focus group discussions.

·        How many members in your research team? Are they all from the English department?

There are seven people involved in the research: two investigators, 3 research assistants, and two consultants.

·        Who will be included in the sample of your research project?

Our research sample will include wide segments of Higher education students, alumni, teachers, employers and employees.

·        Did you put forward any recommendations so far?

We have started data collection and have written four papers based on our theoretical and practical work in the project, but it is too early to state any recommendations as we are not yet done with the data collection.

·        A Last Word?

Thanks for the interest you have shown in this project. I wish your blog initiative further progress in the days to come.

Recruitment: The Positive Process

By: Saleh Abdullah Alkhamyasi

inspiringtouch@yahoo.com

At the beginning of each financial year most job seekers are diligently monitoring the vacancies that are advertised through various means by the corporate world.

The recruitment function is the gate through which organizations wink at the supply side of the labor market. It is a vehicle through which they attempt to attract a pool of candidates for certain positions based on certain job profile for each position. As Charter Institute for Personnel Development fact sheet indicates “Having the right person, in the right place, at the right time, is crucial to organisational performance. Recruitment is a critical activity, not just for the HR team but also for line managers who are increasingly involved in the selection process.”

Prior to initiating the recruitment process, organizations have to set certain prerequisites aside to ensure that recruitment is done on a solid ground. These prerequisites include the following:

• ·       The Manpower plan
• ·       The Job Description
• ·       The Job Specifications/Job Profile
• ·       The Job Analysis

Once these steps are set aside and available the HR Department considers the various options through which they can source the targeted potential candidates. It goes without doubt that if the recruitment strategy is well calculated then there would be many options before the organizations but the particular job profile and its availability within the local market will dictate the most suitable one. Among the available sources to attract candidates are the following means:

• ·       Tapping the internal employee pool.
• ·       The existing CV data bank
• ·       Advertising through various news papers
• ·       Resorting to recruitment agency
• ·       E Recruitment
• ·       Participating on career fairs
• ·       Company website
• ·       Social media
• ·       Walk in applicants

No doubt organizations will apply multiple methods to source the needed candidates they are aiming to attract.  Factors such as time, position or level of job, specialty and cost will determine the method being utilized for the recruitment purpose. We can visualize recruitment like a dam which receives water resources from various streams. Where all roads to lead to Rome likewise all CVs or applications reach the Human Resources Department of the demanding organization.

We should realize that recruitment is a positive process through which all candidates are welcomed to apply. Every candidate gets an equal opportunity to apply. No door will be shut before any candidates. Once the list of the applying candidates is gathered it undergoes a filtering process to create a shortlist of candidates who will be invited to appear for assessment and initial judgment.

Therefore, the quality of the recruitment coupled with the selection that follow suit will set the stage for quality of Manpower that will prevail in the organization and determine its ability to compete and realize its targeted objectives and goals.

The Intellectual Interaction of ICT

On Sunday 4^th of March 2012, Ibra College of Technology embraced “Oman Symposium on Management (OSOM 2012”, an event which attracted intellectuals, professionals from different industries and educational Institutes in Oman. The symposium inauguration was held under the auspices of HE Dr. Muna bint Salim Al Jardaniya, Undersecretary for Technical Education and Vocational Training, Ministry of Manpower. The juicy agenda of the program included theme such as

The Role of Entrepreneurship in the growth and development of Oman, People Management in Oman: Opportunities and Challenges, Education and its Role in the Economic Development of the Country and Identifying Key Sectors for Growth in Oman

HR Fragrance approached Mr. Abdul Jaleel R.S, Head of Business Studies at Ibra College of Technology to shed light on this mega-event which the college initiated.  He welcomed our invitation and with an open heart and enthusiasm our interaction with him led to the following dialogue:

Interviewed By:  Saleh Abdullah Alkhamyasi

·         How did the idea come to light?

OSOM was one of the implementation steps for faculty development initiatives of our Strategic plan 2009-2012. The idea of OSOM saw the light of the day with the plan to conduct a international conference so as to germinate and disseminate knowledge as a premier educational institution in the Sharqiya region. The plan was however converted into a symposium on the advice of the Ministry of Manpower, the sponsor and management of Ibra College of Technology. The business department of Ibra College has many firsts to its credit amongst the seven colleges of technology in Oman and therefore wanted to take the lead in conducting a national symposium, keeping its spirit alive.

·         What is the motive behind it?

The motive behind it is to germinate and disseminate knowledge pertaining to business, management and economy of Oman, which in turn can lead to a holistic development of this blessed nation. The prime objective is to enable the major stakeholders involved in the teaching-learning domain to grow by way of sharing knowledge and ideas. The symposium would also provide a forum to the industry chieftains to share their insights with the teaching fraternity, culminating in a win-win proposition for all concerned.

·         Who are the participating speakers?

OSOM have a blend of speakers representing the world of academia and industry of Oman. The occasion would be illuminated by the sugust presence of- Dr. Fauzi A Ghairabeh, President, Al Sharqiya University, Amar Al Matani, Deputy CEO, Oman LNG, Sheikh Khalfan Al Esry, MD, Prosper Management, Prof. Stephen Hill, Dean-College of Business, Sohar University, Muhammed Al Asfoor, Chairman-Injas Development, Sr. HR Expert, Omantel, Shaikh Salah Al Mawali, DG-SME, Ministry of Commerce and Industry, Mohd. Khamis Al Hussani, Director-Economic Research, OCCI, Tariq Al Barwani, Founder and President, KO, Mohd. Al Ghailani GM-HR,Mohsin Haidar Darwish LLC

·         What would the agenda includes (themes/topics)?

 The major themes are- Role of entrepreneurship in the growth and development of Oman, People Management In Oman, Challenges and Opportunities, Education and its role in the economic development of the country, Identifying key sectors in the growth of Oman. OSOM would also have a plenary session, apart from professional networking and knowledge acquisition and dissemination.

·         How is the conference benefit your students?

OSOM would provide major takeaways to students, directly who would participate and indirectly through the teaching experts who are part of OSOM.

·          Are the students required to share their key take from the conference in the class room?

OSOM would definitely be converted into classroom learning for the business students of ICT.

·         Last word?

Knowledge grows only if it is shared and OSOM is one of our means to disseminate the fragrance of knowledge and let our Institute as a torch of knowledge bloom as the days pass by to be a heaven that is sought by scholars and students from all walks of Oman.

 

A Conversation with a Strategy Guru

By Saleh Abdullah Alkhamyasi

Although it was his first visit to Muscat, David Reay was familiar to Oman. When he lived in Dubai he regularly rode his motorcycle into Oman to visit the mountains in the Hatta and Al Sumayni areas. He said that his first impression about Muscat was the large number of low buildings which gives the city an open and airy feeling. The warm welcome at the hotel also created a good impression.

As a consultant he is passionate about enabling HR to become value adding business leadership operation. David has worked in business strategy and training and development for over 25 years. He has moved from teaching to running his own business and working with multi-national clients and government departments worldwide.

In response to a question on HR strategy David revealed that an HR strategy is a map which clearly shows HRs direction, priorities, the focus of all activities and when a goal has been achieved. He pause a little as if he was recollecting his thoughts and said all aspects of an HR Strategy should be directly linked to the overall business strategy and be designed to help the business maximise its success, as well as clearly describing the achievements HR will deliver at every level of business operation  to ensure success. He stressed that without a clear and detailed strategic map it becomes too easy  to misinterpret, drift, and waste effort. With a clear strategy map it is possible to keep a constant check that everyone is going in the same direction and that all activities add value to the business.

Our conversation leads him to reveal that aligning HR and the Business strategies is a perennial problem.  He said in an ideal world the HR strategy will be embedded in the business strategy. This is only possible however if both parts share the same methods and techniques for developing their strategic plan or strategic map. A common approach and common language for strategic plans across sectors of a business is a rarity but when it is used the benefits are huge. Where the two strategies are not aligned the chances are at best, that neither the Business or HR will ever reach their full potential and at worst they work against each other and create business failure. A simple but profound way to get it right is to use the OSCA Output approach.

highlighting  the required competencies to be able to strategize your HR activities and functions  he did not hesitate to say that competencies should be identified from the achievements required to deliver each part of the strategy. Competencies are the combination of skills, attitudes and knowledge which make it possible for people strategic outputs to be achieved.

In order to enhance ones knowledge about strategy he recommends two books by Jim Collins – Built to Last as well as From Good to Great. He is of an opinion that they are worth reading for both books were the outcomes of practical experience of certain organizations.

David G. Reay who was on a visit to conduct two training courses in line with the collaboration between Omantel and the Charter Institute of Personnel Development  added that when you are thinking about strategy the first stage is to ignore what you should do and focus only on what you should achieve or as Sun Tzu said Tactics before Strategy is the Noise before Defeat. It is worth mentioning that the courses which he delivered included:

·        An introduction of HR Strategy

·        Recruitment and on Boarding

Both training courses were conducted at Park Inn, Alkhawair from 31at of March until 3rd of April.

With broad Smile David bid me goodbye and said I am sure I have a lot to narrate to my family and friends about this beautiful Capital and its hospitable people.

The Magic of Smile: A Lesson in Customer Service

By:  Saleh Abdullah Alkhamyasi

I was at Kims Oman Hospital one day. While I was there  waiting for my turn to see the ENT Specialist a furious patient came to the nurse who was in that clinic with anger as if he was an erupted volcano. His shouting made it seem all those who are around him are deaf. He was communicating to her in a harsh language. On the other hand, the nurse was so focused and composed. She did not let his mood affect her response at all. Deep inside her she has undeterred conviction that her customers are always right. After all she is there to serve them.

The drama which was orchestrated by the patient attracted the attention of the people in that ward. In his reprimanding language the patient went on grumbling do you know that thirty minutes has elapsed without even being allowed to see my doctor? You people think it is only your time that matters has it occurred to you that I had to cancel many commitments to come and see the doctor? And to my dismay what do I get? His chain of do you and has it questions flooded without interruption. The nurse was listening to him so emphatically. Her approach of handling the situation was so professional to an extent that I found myself drawn to the scene. I was so immersed in the case at handle and eagerly awaiting the see final outcome.

She flashed an assuring smile that indicated he is right. She said sir you are absolutely right. I fully understand and agree with you. Unfortunately the doctor has to rush to the operating theatre to attend an emergency case but I assure you he will be here shortly. With a smiling face she requested him to sit in a chair in front of her and immediately started checking his blood pressure and took care of the other formalities. She fed all the inputs in his online file and politely asked him to be seated. Her pleasant smile did not depart her face at all. With her humane touch she carried the conversation with him and went out of the way to get him a newspaper and handed it to him. Sir do you care to take a look at the paper it should not take any longer until the doctor is back. She stretched her hand towards his direction with broad smile flashed on her face. The patient was compelled to take the paper after such a highly humane interaction despite his rough manner. With that she has tamed the  angry client and kept him happily at bay. I felt like giving her a thunderous round of applause for defying the odds and controlling her emotions. I felt it is such talents with their approach and commitment that make or break an organization. It is such quality of output that we need to see prevailing in all the organizations, after all  the customers are always right. We should all strive to listen to others before demanding them to listen to us. We need to be in control and not allow our emotions to dictate our response and in turn embrace a “if it is to be it should be up to me” attitude.

She was actually right within few minutes of handing him the paper the specialist came back and our friend rushed to the room behind him.

I left the hospital thinking that yes it is the little thing that makes a difference when it comes to dealing with people.