Edinburgh Napier University

  Omanisation is a national programme that focuses on creating job opportunities for the citizens of Oman by training and employing Omani nationals in jobs previously held by expatriates. In this study the aim was to explore the role of human resources management (HRM) practices in enhancing the success of nursing Omanisation. A mixed methodology approach was used to obtain the data needed for this study, starting with an extensive review of the literature, followed by an empirical field work comprising of interviews with senior healthcare and nursing managers, as well as a survey of nursing staff of various Omani healthcare organisations. Nine HRM practices were initially selected purposely from the literature. The relevance of these practices to nursing Omanisation was then confirmed by senior healthcare managers interviewed. One further HRM practice was identified. Through the interviews and survey all of these ten HRM practices were found to be in use but with varied effectiveness. The faster the Omanisation pace, the more it limited the development and preparation of Omani nurses to effectively take over from their expatriate counterparts. Challenges in implementing nursing Omanisation and its HRM related practices were identified, these included: managing young and inexperienced graduates; shortage of qualified staff; centralised Omanisation and career systems; managing cultural-work conflicts; and Omanising speciality areas. Moreover, the survey of nurses showed negative perceptions, particularly in relation to their preparation to take over from their expatriate counterparts, as well as their promotion and career progression. In the light of these findings, this study has proposed several recommendations, including gradual implementation of nursing Omanisation; review of expatriates' employment contracts; more emphasis on speciality training; resolving staff shortages; and review of the promotion and career progression systems.