functioning and operations. This is the culture embraced by OPAL where over 318 members are working with the same spirit to serve the community. This is the way I think OPAL will move forward. We just need to deepen the bonding and live this relationship on a daily basis. ARE YOU PLANNING TO INTRODUCE ANY NEW PROGRAMME(S)? We would like to increase our momentum with respect to our workshops. We want these workshops to be practical with tangible results. For example, if we take the case of new Labor Law, OPAL could facilitate a workshop and creating a platform for dialogue. istration function managing employees’ leaves, etc. to an HR which is rightly considered as ‘capability building’ function. The programme includes a section on the Oman’s Labour Laws. The programme is so popular that the batches are always full before the programme starts. The programmes such as ‘Training for Employment’ are supported by our members such as Oman Oil, PDO, Qalhat LNG, etc. These programmes target small-to-medium sized businesses operating in the oil & gas sector. We are living in a symbiotic environment where everyone is inter-connected in one way or another. In the capacity of a contractor or a sub-contractor, Small & Medium Establishments (SMEs) provide services to the large operators, the like of PDO, Oxy, BP and others. If these operators could help the SMEs to raise their standards, it will ultimately help the large companies to further improve their
As mentioned earlier, we have recently launched a new OPAL initiative along with Oman Oil Company called ‘My Job, My Oath’. This programme is focusing on elevating the work ethics. The aim of this initiative is to engage the young recruits in a dialogue on the understanding of work; why their commitment to work is important to them and their company; the consequences of their performance towards the company, the country’s economy and on themselves. If we develop this understanding very early on in their career, it will lead to a very healthy relationship between the employers and employees. We have successful launched the programme in Muscat, Sohar, Nizwa, Sur and Salalah. We are hoping that with the success of this programme, this will encourage other organisations to participate in funding similar new initiatives.
IS THE DIVERSITY AMONG THE MEMBERS ‘A CONFLICT OF INTEREST’? Not necessary. For example, encouraging local content and enhancing in country value for services and products is something that all can benefit. If services’ companies are able to further raise their standards, it will benefit the operators, exploration and production companies. And if operators become more profitable with service companies supporting them more effectively, they (operators) will be able to expand their business and provide more and better business opportunities for the service companies. It is a win-win situation for both of them. So they need not be in competition to safeguard their interests. Instead, they should work together towards a common goal. HOW DO YOU PLAN TO ACHIEVE IT? We are working on a number of programmes and once they materialize and approved by OPAL board, we will move forward with their implementation. ARE YOU LOOKING AT OTHER AVENUES FOR FUNDING APART FROM THE SUPPORT GIVEN BY MEMBERS? Yes, we are considering other options. DO YOU BELIEVE IN OMANI HUMAN CAPABILITIES TO MOVE THE INDUSTRY FORWARD? In the past, with just dates, frankincense, copper and dry lemons we rode the deep sea and flourished in far-off places. It shows that we had the human capability to withstand the challenges and overcome them successfully. We have the human capability to do the same again, meet the challenges and succeed against odds. We have many Omani oil & gas professionals who are doing exceedingly well in the international arena. We can develop human capability beyond our needs. We could Jan-Feb, 2012
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