Omanisation is not just about filling quotas—it’s about building long-term capability in the national workforce. For public sector leaders, this means going beyond recruitment to focus on structured learning, growth, and retention strategies for Omani talent.
The challenge? Many government entities struggle to translate Omanisation mandates into actionable, measurable talent development strategies.
Here’s a practical L&D roadmap to support sustainable Omanisation:
Workforce Planning Workshops
Align talent needs with future national priorities (Vision 2040, digital government, etc.)
Competency Frameworks
Define core and leadership competencies for each role and level
Tailored Learning Journeys
Build training paths aligned to organizational structure and succession goals
Mentorship & Internal Mobility
Pair young Omanis with experienced staff and encourage cross-department exposure
Outcome-Based Learning
Tie every program to real workplace deliverables and KPIs
Example:
Sharef & Co worked with a regulatory body to create a full Omanisation roadmap. This included a learning strategy, monthly training sprints, and succession metrics. Within one year, 68% of middle management roles were held by Omanis who had completed the full program.
True Omanisation is achieved when talent is grown, not just hired.
Want to build a national talent pipeline that lasts? Let’s design your Omanisation roadmap.