Organisational Behaviour and Human Resource Management at Bank Muscat

Running head: BANK MUSCAT
Organisational Behaviour and Human Resource Management
[Bank Muscat]
Name of the student:
Name of the university:
Author note:

1BANK MUSCAT
Executive summary
This project discusses about organisational behaviour and human resource management. It does
so in the context of the chosen company Bank Muscat. The study finds that Bank Muscat is the
leading banking and financial service providers in the Middle East simply for its excellence in
HRM practices and innovation. The HR practice drives employee performance and facilitates a
transparent recruitment process at Bank Muscat. It is being found that training and development
programs at Bank Muscat are driven by extensive use of strategies and the latest technologies.
This study further reflects on the performance management system at Bank Muscat. Performance
management as found in this study is driven with technologies such as Citrix and XenApp. The
study identifies a few issues concerning employee relationship at Bank Muscat. Employee
engagement as found in this study is pretty low at Bank Muscat.

2BANK MUSCAT
Table of Contents
1. Strategic goals/objectives towards human resource planning and development of human
resources..........................................................................................................................................3
2. Discuss the recruitment and section mechanism.........................................................................4
3. The initiatives adopted for training and development.................................................................7
4. The performance management system........................................................................................8
5. A critical appraisal of employee relationship..............................................................................9
Task 2: A brief report on industry expert talk and reflective learning..........................................11
References......................................................................................................................................14

3BANK MUSCAT
1. Strategic goals/objectives towards human resource planning and development of human
resources
Bank Muscat is being voted the best bank in Oman for seven years. There are various
factors, which enabled Bank Muscat to bag this achievement for consecutive years in a row. One
of the factors is its vision to provide employment to Omanis. The bank was able to achieve more
than 92% Omanis (Bankmuscat.com 2019). There is no stoppage to this as the bank is intended
to further this number. The bank was awarded for its national manpower initiatives. It was also
voted the best place to work in the Middle East. The mission is to recruit Omanis and to help
them equip with competency required to achieve its strategic business objectives towards the
development of human resources and human resource planning. The strategic business objectives
are to continuously work towards improving its productivity and customer service
(Bankmuscat.com 2019).
The bank gives high priority to human resources development. Hence, they have
identified innovative ways to achieve this goal. Bank Muscat has extensive strategies for training
and development of employees. They are intended to develop skills, which are also the
requirements of different departments. The multi-skill development programs have proved to be
beneficial for many staff of Bank Muscat. The training and development programs are not just
in-house oriented but also expanded to external resources. This means Muscat Bank has a
collaboration partnership with international institutes specialised in providing skill-based training
to professionals. The use of technology for the training and development programs is proving to
be beneficial for staff especially the millennials (Bankmuscat.com 2019). Millennials are
increasingly switching to media technology like smartphones for conducting their day-to-day
activities (Jha, Sareen and Potnuru 2019). The use of technology indicates the efficiency of