Background of the shell company 6 background of the shell compa

1. BACKGROUND OF THE SHELL COMPANY 6
Background of the Shell Company
Student’s Name
Institution
Professor
Date
Background of the Shell Company
The link to the company’s website is
https://www.shelloman.com.om/en_om/about-us/who-we-
are.html
I decided to select Shell Oman as my company to be addressed
in the assignment this week. In 1958, the Shell Corporation of
southeast Arabia was launched, and its downward marketing
strategies started. This was representative of the rights to
exchange of the Late Sultan Said bin Taimur to Shell Markets
(Middle East) Limited. Fuel was originally imported on trade
shows; oil containers hooked to a chain, floated offshore, and
then rolling inland manually. Local agents are responsible for
the whole exchange process (Al Balushi, 2019).
Human resource management applies to all the persons engaged
in the administration of property related to the staff and the
agency responsible for them. Human resources management
encompasses the whole process and system built for handling
entities in an organization. Managing human resources' tasks
and roles are split into three major fields: personnel,
compensation, benefits for workers, and work schedule (Al
Balushi, 2019). Maximizing an organization's productivity by
improving its workers' effectiveness is the main consideration

2. of human resources.
The firm succeeded in its market by the production and
execution of a successful human resource strategy. Human
resource policy preparation and development is an integral
aspect of all human resource management systems. Human
resources systems should be built as part of an overarching
approach to support the achievement of corporate objectives (Al
Shabibi, 2020).
Human resource policy planning and development is an integral
aspect of all human resource management systems. Human
resource processes must be built in the framework of an
overarching human resources plan consistent with fulfilling
corporate priorities and wishes to participate (Al Shabibi,
2020).
My paper aims to research the Shell Oman business and define
tactics and practices for its growth. Therefore, I understood the
Organization's vision, mission, and goals if they were
accomplished by the execution of the human resources
management techniques.
Vision
Shell Oman's vision states that “To be the market leader and
deliver the best value to our stakeholders.”
Mission
Shell Oman's marketing company's mission statement is “To
enhance profitability through innovative management strategies
while ensuring cost effectiveness and harnessing creative
ideas.”
Goals
The goals of Shell Oman are as follows:

3. · Innovative developments in offshore oil and gas production
security technology, protective culture, and environmental
management systems (Al Shabibi, 2020).
· The role played to encourage the development of safe,
resilient societies in the Gulf is to raise awareness and
recognize the similarities between human health and the
environment (Al Shabibi, 2020).
· Develop an understanding of the whole world area as a
complex framework of mature, integrated human and
environmental processes, roles, and procedures for advising
ecosystem resources conservation and restoration (Al Shabibi,
2020).
SWOT Analysis of the Oman Shell Company
Strengths
The strengths of Shell Oman are inner influences that have
rendered the business's policy and functionality for human
resources. The establishment of a good workplace is one of the
long-term priorities to be employees' option (Al Shabibi, 2020).
Shell workers are a strength for Shell's experience, skil ls, and
expertise in distributing goods and services to its clients. In
contrast with the rival firms, besides superior goods, workers
must be able to produce product-specific.
Weaknesses
In difficult economic conditions, which can impact employee's
capacity to perform, Shell Company can experience the budget-
cutting problem in Oman (Al-Sarihi, 2020). In the lack of
goods, human capital is not profits. Jobs rely on logic to finance
human capital investments.
Opportunities

4. Shell Oman is offered the opportunity via recruiting and
training to improve his human resources. The production
process allows the company to plan its products and services
accordingly. More commercial interpretations of greater
increases or increased pay for new workers and growth for
nearby neighbours by adding more employees. External
considerations may also be the organization's willingness to
reach a good successor whose market growth practices
strengthen its role or industry (Al-Sarihi, 2020).
Threats
If a strategic advantage benefits from a rival, it impacts the
performance of the business. In exchange, the corporation is
compelled to refuse the costs or close the firm while retaining
the profit margin.
Conclusion
The Shell Oman policy planning leadership has had an impact
on the company's executive priorities. Human resource
management plays an important role in the assortment of
management by considering reasons for loss or achievements of
last operation appreciation for decision-making. The aptitude
approach is also one of them, and a business that forecasts
potential employees' desires and then finds the recruiting of
individuals with that skill is an important advantage. Human
resources management requires defining the abilities,
experience, and skills required to play each task and create job
requirements (Al-Sarihi, 2020). This strategy is constant
training and workforce growth, which is apparent in researching
the Shell Company and how the workers must demonstrate how
the processes operate for a company to grow. Each employee
must still be qualified enough to play its part and thereby
enhance the manufacturing and selling of goods. Shell has given
its employees ample ability.
References

5. Al Balushi, M. M. (2019). The Role of Dramaturgy in Change
Management in Shell Oman Marketing Company (Doctoral
dissertation, University of Bradford).
Al Shabibi, I. (2020). Planning for entrepreneurialism in a
rentier state economy: Entrepreneurship education for economic
diversification in Oman (Doctoral dissertation, Cardiff
University).
Al-Sarihi, A., & Mason, M. (2020). Challenges and
opportunities for climate policy integration in oil-producing
countries: the case of the UAE and Oman. Climate
Policy, 20(10), 1226-1241.
Strategic Training and Development Process Flowchart
Business Strategy
based training
Strategic Training and Development Initiatives
Business Strategy
Metrics Showing Value of Training
Training and Development Activities

6. Improve Customer Service
Accelerate the Pace of Employee Learning
Capture and Share Knowledge
Mission
Values
Goals
Use online Training
Make development Training Mandatory
Increase amount of Customer Service Training
Learning

7. Performance
Reduced Customer Complaints
Reduced Turnover
Employee Satisfaction