Human Resource Development (HRD) has been a cornerstone of success for ORC.

From the training of fresh recruits to become plant operators and technicians to the introduction of programmes in management, safety and other areas, the company has shown its commitment to its most valuable resource.

Two years ago ORC launched an Individual Development and Study Plan (IDP), an integrated system for defining and benchmarking skills and knowledge to achieve superior performance on the job. Last year, the Training Centre conducted some 17 technical and other programmes which are aimed to improve the overall productivity in the refinery. Last year also saw 20 ORC technicians receive Level 3 NVQ Certification in Maintenance Engineering, the first-ever batch of technicians in the Sultanate to receive Level-3 NVQ qualification in an industrial base.

Some ORC staff have also gained hands-on experience and exposure in leading institutions in the GCC, the UK, Japan and India.

This year, the ORC Training Centre will launch its first Open Learning Centre which will ultimately house Computer-Based Training in the key areas of core competencies. Staff will have access to this newest source of learning material. At ORC, the company believes the right combination is in the mix between traditional and new 'computer-based' classrooms, on-the-job coaching and informal mentoring.

Omanisation has been fully embraced by ORC for more than a decade, playing a vital role in the development of the company. As of December 31, 2000, the refinery had 334 staff, of whom 304 were Omani which meant 91 per cent Omanisation rate. With the government's assistance, the company says that it is attracting more and more qualified young Omanis to occupy technical and administrative positions.