Business Question

Academic Year: 2023 – 2024, Semester: 2 – Student AssessmentModule Title:
People Resourcing and Development
Assessment Title:
Coursework
Student Name:
Sami Khalfan Almashrafi
Student ID:
1910314
Submitted to:
Mrs. Suzan Al Najjar
Table of content
1.
Introduction
3
2.
Overview
3
3.
The goals of the course
4
4.
Critical analysis
5.
A Review of the Literature to Gain an Understanding
of Employment Life Cycle Strategies
Examining the Effective Application of Employment
Life Cycle Stages by Amjad’s Tech Solutions
A critical evaluation of the advantages and
disadvantages of Amjad’s Tech Solutions’
Employment Life Cycle techniques
Conclusion
6.
7.
8.
5
5
6
13
15
9.
Conclusion
15
10.
Recommendations
15
11.
References
2
17
1. Introduction:
a. Overview:
Through Jane Anderson’s experience, the case of Amjad’s Tech Solutions provides a
thorough look at the company’s strategic approach to people resourcing throughout the
employment life cycle. The employment life cycle management of the organization is supported
by a number of important techniques.
Professionals such as Jane Anderson are drawn to Amjad’s Tech Solutions because of its
emphasis on hiring exceptional personnel and encouraging creativity and learning (KerberRose,
2024). Their onboarding procedure helps new personnel integrate seamlessly into the
corporate culture by introducing them to its values, mission, and expectations (Klein et al.,
2015).
Jane and other talent are assessed by Amjad’s Tech Solutions using a comprehensive
performance management system that includes yearly reviews and continuous feedback
(Schleicher et al., 2018). The emphasis goes beyond previous results to give helpful criticism
and encouragement for continued development. As seen by Jane’s assignment to significant
projects, managers take advantage of their staff members’ strengths (Walters et al., 2017).
Amjad’s Tech Solutions places a high value on the training and development of its staff,
providing Jane with chances to advance her technical and leadership abilities (Moldoveanu et
al., 2019). Specialized training courses and events enable workers like Jane to take on
increasingly challenging positions, which is advantageous to both the skills of the company and
its members.
Jane’s aspirations for leadership are supported by Amjad’s Tech Solutions through
training programs and mentorship, which actively promote career growth (Jyoti, 2015). By
fostering employee potential, this proactive approach improves long-term engagement and
happiness
(Mdletshe,
2023).
Through regular check-ins, honest communication, and a supportive work atmosphere, Amjad’s
Tech Solutions prioritizes employee happiness and retention (Igbinoba et al., 2022). Jane’s
3
continued success and contentment are a result of these proactive efforts that promote loyalty
and satisfaction (Asiedu, 2015).
b. The goals of the course :
People Resourcing and Development Courses strives to build essential skills through a variety
of goals, including:
–
Improvement of Research Skills: Students compile data from multiple sources and
perform in-depth literature analyses on Amjad’s Tech Solutions and the job life cycle.
–
Critical Analysis: Based on academic research, students evaluate the company’s peopleresourcing tactics critically, pointing out areas for improvement and gauging their
efficacy.
–
Application of Theory to Practice: Students learn how to apply theoretical ideas to realworld situations by dissecting the case study and learning about efficient HR
procedures.
–
Communication Skills: Students exhibit clear, succinct, and well-structured
communication of their critical analysis, backed by academic evidence, by creating an
extensive company case report.
2. Critical analysis:
a. A Review of the Literature to Gain an Understanding of Employment Life
Cycle Strategies:
Every stage of the Employment Life Cycle (ELC), from hiring to retention, calls for a
different approach to improve employee happiness and organizational performance. Attracting,
nurturing, and keeping talent requires efficient ELC management.
Recruiting and Onboarding: Methods seek to draw applicants who share the
organization’s values and objectives (Hsu, 1999). Smooth integration with organizational values
is ensured by onboarding (Bauer, 2010). In order to draw talent, Amjad’s Tech Solutions highlights
creativity and learning (Jeske et al. 2021).
4
Performance management entails giving regular feedback, defining clear expectations,
and acknowledging accomplishments (Bonifacio, 2024). As demonstrated by Amjad’s, ongoing
feedback maximizes employee potential and inspires workers (Neher et al., 2019).
Enhancing skills to adjust to changing employment requirements is the main goal of
learning and development (Arulsamy et al., 2023). Training investments, like the one Jane
received, promote effectiveness and growth (Whitehead, 2022).
Career advancement is giving people the chance to advance based on their aptitude and
merit (River Software, 2024). Similar to Amjad’s, mentoring and training facilitate job
advancement (Jyoti, 2015).
The goal of employee satisfaction and retention is to promote communication and a
positive work environment (Tsipursky, 2023). Amjad’s actions promote loyalty and contentment
(Igbinoba et al., 2022).
b. Examining the Effective Application of Employment Life Cycle Stages by
Amjad’s Tech Solutions:
1. a critical analysis of how Amjad’s Tech Solutions skillfully used the hiring process to
draw talent like Jane:
Jane’s story demonstrates how Amjad’s Tech Solutions carefully organizes their
recruitment process to attract top talent. According to Klein et al. (2015), the company’s
emphasis on innovation and continual learning attracts qualified people. Amjad’s portrays itself
as an employer of choice for people like Jane by emphasizing its dedication to employee
development (Klein et al., 2015).
Candidates who are in line with the company’s principles are more likely to be drawn to
individuals who share its vision (Bauer, 2010). Jane’s choice to join is impacted by the business’s
standing for innovation and education.
A comprehensive evaluation of candidates’ abilities and cultural fit is part of the hiring
process (Neher et al., 2019). This guarantees the recruitment of people with outstanding
5
technical skills and a dedication to teamwork, such as Jane. Amjad’s improves employee
retention by placing a higher priority on fit and competence (Neher et al., 2019).
2. an analysis of the ways in which Amjad’s Tech Solutions successfully included Jane into
the business culture through the use of onboarding strategies:
Amjad’s Tech Solutions approaches onboarding with initiative, which is essential for
successfully integrating new employees like Jane into the business culture. The process
immerses individuals in the organization’s values, objectives, and expectations, going beyond
simple administrative chores (Bauer, 2010). During onboarding, giving Jane a glimpse into the
company’s innovative and ever-learning culture lays the foundation for her seamless
integration and enduring dedication.
Mentorship and buddy systems—which match Jane with an experienced coworker or
mentor—are important tactics used. This quickens her learning curve, facilitates navigating the
workplace, and creates a feeling of community and support (Saks, 2019).
For new hires like Jane, onboarding provides an opportunity to outline career options
and performance requirements. Establishing definite objectives and offering direction enables
her to make a significant contribution and chart her professional path (Arulsamy et al., 2023).
Moreover, during the onboarding process, Amjad’s Tech Solutions appreciates input
from recent hires like Jane. Seeking feedback allows for the improvement of onboarding
procedures and guarantees that new hires feel supported. It also shows a commitment to
employee satisfaction and continual improvement (Tsipursky, 2023).
3. a critical examination of how Amjad’s Tech Solutions’ learning and development
programs help Jane advance her professional development and skill set:
Amjad’s Tech Solutions places a high value on training and development for staff
members, which is essential for Jane’s professional advancement there. Jane’s technical and
leadership abilities are improved by a substantial expenditure in specialized training programs,
workshops, and conferences (Arulsamy et al., 2023).
6
The corporation customizes programs to meet Jane’s unique needs by coordinating
learning opportunities with corporate objectives and her aspirations (River Software, 2024).
This guarantees that her educational path aligns with her career development path.
Jane’s career advancement and skill development are accelerated by an environment
that values lifelong learning and information exchange. She can put new abilities to use and
grow her network through collaboration and cross-functional projects (Whitehead, 2022).
Workers are encouraged to take charge of their own growth, which gives Jane the freedom to
seek after opportunities that fit with her objectives (Saks, 2019).
The learning strategy offers planned programs in addition to practical experiences like
stretch assignments and job rotations, combining formal training with experiential learning
(Arulsamy et al., 2023). With an all-inclusive approach, Jane is guaranteed to acquire skills that
are pertinent to her current position and her goals for the future.
4. a critical analysis of how Amjad’s Tech Solutions’ performance management helped to
discover Jane’s areas of strength and growth:
At Amjad’s Tech Solutions, performance management is essential to identifying and
fostering individuals’ strengths and addressing areas in need of development. According to
Bonifacio (2024), the organization has a strong structure in place that includes frequent
evaluations, feedback meetings, and goal-setting procedures.
By comparing Jane to predetermined goals and key performance indicators, regular
performance evaluations help Jane’s management pinpoint her areas of strength and growth
(Neher et al., 2019). Jane receives timely performance evaluation via feedback sessions, which
foster productive discourse (Bonifacio, 2024).
Furthermore, by establishing clear expectations and goals through the goal-setting
process, Jane and her managers are able to concentrate Jane’s efforts on utilizing her strengths
and attending to her development needs (Bonifacio, 2024).
7
In order to give objective insights on Jane’s performance from a variety of angles,
performance management may also entail the use of appraisal methods like competency tests
or 360-degree feedback surveys (Neher et al., 2019).
5. a rigorous examination of Amjad’s Tech Solutions’ retention tactics to guarantee that
workers like Jane stayed involved and dedicated to the business:
Amjad’s Tech Solutions employs a range of retention tactics aimed at enhancing worker
commitment, engagement, and satisfaction. These tactics include encouraging open lines of
communication and frequent check-ins, encouraging well-being and work-life balance, funding
chances for professional growth, and developing a happy work environment.
Establishing open lines of communication and doing frequent check-ins with staff
members, promoting openness, and asking for feedback in order to foster a positive work
environment are all important components of a retention strategy (Tsipursky, 2023).
Additionally, the organization reduces the risk of burnout and attrition by prioritizing
employee well-being and work-life balance through wellness programs and flexible work
arrangements (Igbinoba et al., 2022).
In addition, Amjad’s Tech Solutions makes investments in chances for professional
growth and promotion, providing leadership development courses and mentorship programs to
support staff members like Jane (River Software, 2024).
Furthermore, the organization cultivates a pleasant work environment that is marked by
cooperation, teamwork, and acknowledgment, which boosts employee morale and long-term
loyalty (Tsipursky, 2023).
c. A critical evaluation of the advantages and disadvantages of Amjad’s Tech
Solutions’ Employment Life Cycle techniques:
Strong point :
–
Comprehensive Approach: Amjad’s Tech Solutions manages the Employment Life Cycle
comprehensively, addressing hiring, onboarding, performance management, learning
8
and development, career advancement, and employee retention, thereby improving
organizational effectiveness and satisfaction (Arulsamy et al., 2023). This is one of the
company’s strengths.
–
Emphasis on Staff Development: Amjad’s Tech Solutions makes investments in staff
development by providing mentorship, workshops, and specialized training, enabling
staff members like Jane to progress in their careers (Whitehead, 2022).
–
Culture of Innovation and Continuous Learning: Promoting innovation and ongoing
learning increases engagement and retention while drawing in top talent. According to
Klein et al. (2015), industry preferences are met by offering growth opportunities and
staying up to date with technology improvements.
–
Regular feedback sessions and open communication foster a healthy work atmosphere
where employees feel appreciated and supported, which enhances organizational
success (Tsipursky, 2023).
Drawbacks:
Amjad’s Tech Solutions’ drawbacks
–
An excessive focus on technical skills Employee performance in jobs involving
interpersonal skills may be limited if technical expertise is prioritized above soft skills
and leadership development (River Software, 2024).
–
Potential for Burnout: Due to heavy workloads and pressure to continuously improve
one’s skills, an intense focus on innovation and continuous learning may cause
employee burnout (Igbinoba et al., 2022).
–
Limited Initiatives for Diversity and Inclusion: According to Neher et al. (2019), there is a
chance that the strategies in place will not adequately address diversity and inclusion,
which could strengthen prejudices and impede innovation.
–
Retention Challenges: In a competitive talent market, retention tactics may not fully
match employee needs, despite efforts to encourage engagement (Tsipursky, 2023).
This can result in employee turnover.
9
d. Conclusion:
To wrap it up, the way Amjad’s Tech Solutions handles the Employment Life Cycle shows both
good points and areas for growth. They’re great at encouraging new ideas, helping employees
grow, and keeping everyone in the loop. But, they need to work on making sure everyone gets
the same chances for growth, balancing work and personal life, and getting better at diversity
and inclusion.
Here are some ideas for Amjad’s Tech Solutions:
– Focus on All-Around Growth: Make sure training covers not just tech skills but also soft skills
like leadership, talking to people, and working well with others.
– Do Better with Diversity and Inclusion: Work on hiring without bias, teach everyone about
diversity, and make sure the workplace welcomes everyone.
– Help with Work-Life Balance: Make it easier for employees to have a good work and life balance
by offering flexible schedules, programs for health, and encouraging bosses to show the way.
– Keep Getting Feedback and Improving: Always be open to what employees have to say and be
ready to make changes to get better.
– Keep People Around Longer: Make sure to notice and thank employees for their hard work,
offer chances to move up in the company, and look into why people might leave.
By following these tips, Amjad’s Tech Solutions can get better at managing its team, keep
everyone happy and involved, and achieve more as a company..
10
References
KerberRose. (2024). The Recruitment Revolution: Finding Business Potential with Strategic Hiring.
Retrieved from https://kerberrose.com/news/the-recruitment-revolution-finding-businesspotential-with-strategic-hiring/
Klein, H. J., Polin, B., & Sutton, K. L. (2015). Specific Onboarding Practices for the Socialization of
New Employees. International Journal of Selection and Assessment, 23(3).
doi:10.1111/ijsa.12113
Schleicher, D. J., Baumann, H. M., Sullivan, D. W., Levy, P. E., Hargrove, D. C., & Barros-Rivera, B.
A. (2018). Putting the System Into Performance Management Systems: A Review and
Agenda for Performance Management Research. Journal of Management, 44(6), 2209–
2245. doi:10.1177/0149206318755303
Walters, K., & Rodriguez, J. (2017). The Importance of Training and Development in Employee
Performance and Evaluation. International Journal, 3(10), 206-212. Retrieved from
http://www.wwjmrd.com.
Moldoveanu, M., & Narayandas, D. (2019). The Future of Leadership Development. Harvard
Business
Review.
Retrieved
from
https://hbr.org/2019/03/the-future-of-leadership-
development
Jyoti, J., & Sharma, P. (2015). Impact of Mentoring Functions on Career Development:
Moderating Role of Mentoring Culture and Mentoring Structure. Global Business Review,
16(4), 700-718. doi:10.1177/0972150915581110
Mdletshe, N. E. (2023). Unraveling Career Development Practices and Employee Engagement in
South African Logistics Companies. European Journal of Human Resource Management
Studies, 7(1). doi:10.46827/ejhrms.v7i1.1606
Igbinoba, E., Joel, O., Igbadumhe, F., & Peter, D. (2022). Employees’ retention strategies and
organizational performance. Academy of Entrepreneurship Journal, 28(S5), 1-12.
11
Asiedu, E. (2015). Supportive Organisational Culture and Employee Job Satisfaction: A Critical
Source of Competitive Advantage. A Case Study in a Selected Banking Company in Oxford
City-UK. International Journal of Social Sciences and Management, 2(3), 290-300.
doi:10.3126/ijssm.v2i3.12551
Saks, A. M. (2019). Managing Performance through Training and Development (7th ed.). Nelson
Education.
Hsu, Y.-R. (1999). Recruitment and Selection and Human Resource Management in the Taiwanese
Cultural Context (MBA Thesis). Business School, University of Plymouth. Retrieved from
https://core.ac.uk/download/pdf/29818879.pdf
Bauer, T. N. (2010). Onboarding New Employees: Maximizing Success. SHRM Foundation’s
Effective Practice Guidelines Series. Sponsored by Right Management. Retrieved from
https://penedulearning.com/wp-content/uploads/2019/05/Onboarding-NewEmployees_Maximizing-Success.pdf
Jeske, D., & Olson, D. A. (2021). Onboarding new hires: Recognising mutual learning
opportunities. Journal of Work-Applied Management, 14(1), 63-76. doi:10.1108/JWAM04-2021-0036
Neher, A., & Maley, J. (2019). Improving the effectiveness of the employee performance
management process: A managerial values approach. *International Journal of
Productivity and Performance Management*, ahead-of-print. doi:10.1108/IJPPM-042019-0201.
Retrieved
from
https://www.researchgate.net/profile/Jane-
Maley/publication/337511371_Improving_the_effectiveness_of_the_employee_performance_
management_process_A_managerial_values_approach/links/5dffb7ee4585159aa492b6a4/Impr
oving-the-effectiveness-of-the-employee-performance-management-process-A-managerialvalues-approach.pdf
Whitehead, T. A. (2022). Training and development: Investing in employees through assessment.
Scholar Chatter, 3(1), 1–6. doi:10.47036/SC.3.1.1-6.2022.
12
Tsipursky, G. (2023, July 11). A Guide to Onboarding New Hires (For First-Time Managers).
Harvard Business Review. Retrieved from https://hbr.org/2023/07/a-guide-to-onboardingnew-hires-for-first-time-managers
River Software. (2024, March 6). Aspirations Unleashed: Achieving Career Goals through
Mentorship.
Retrieved
from
https://www.riversoftware.com/career-
development/aspirations-unleashed-achieving-career-goals-through-mentorship/
Bonifacio, R. (2024, March 6). Driving Organizational Excellence: The Role of Performance
Management.
Retrieved
from
https://www.shiftbase.com/glossary/performance-
management
13
Academic Year: 2023 – 2024, Semester: 2 – Student Assessment
Module Title:
Business Structures & Regulations
Assessment Title:
Assignment
Student Name:
Sami Khalfan Almashrafi
Student ID:
1910314
Submitted to:
Muna Al-Alawi
Table of content
1)
Introduction
3
2)
introduction
3
3)
Objectives of the coursework
4
4)
Content and Analysis
5
5)
The Main Law for Health Insurance in Oman
5
6)
The Health Coverage for Omani and Expatriate
6
Employees
7)
Why the Unified Health Insurance Policy
7
(UHIP) Matters a Lot in Private Businesses
8)
Oman’s New Mandatory Health Insurance Law
9
9)
Conclusion
11
10)
References
13
2
1. Introduction:
a. Introduction:
The workplace is the heart of our economy, where keeping employees safe and well is
super important. In many jobs, having strong health and safety plans is more than just following
the rules—it’s about doing the right thing (Dorman, 2000). This part talks about why health and
safety are key at work, especially in Oman, and also looks at laws about health insurance.
Making sure workers are safe and healthy is really important. It’s not just about meeting
legal needs, but also about protecting everyone’s physical and mental health (Dorman, 2000). In
jobs with big risks, like oil and gas, it’s crucial to follow strict health and safety steps. This helps
avoid dangers at work, stop accidents, and keep workers from getting sick because of their jobs
(Magellanx,2023).
Having good health and safety actions can also make a company do better and help its
workers be more productive. When people feel safe at their job, they’re happier, more involved,
and more satisfied. If fewer people miss work because they’re sick or hurt, the company runs
smoother and keeps going strong (Dorman, 2000). So, focusing on health and safety is great for
both workers and the companies they work for.
In Oman, the government has made rules to make sure all workers get health insurance.
According to the Omani Labor Law, bosses have to give health insurance to all their workers,
whether they’re from Oman or other countries. These laws show Oman’s promise to look after
its workers’ health and safety (Oman Observer, 2019).
If companies don’t follow these health insurance rules, they could get in big trouble,
including having to pay fines. So, it’s very important for businesses in Oman to know these laws
and stick to them. By following these health insurance rules, companies not only meet their legal
needs but also show they care about their workers’ well-being (Oman Observer, 2019).
b. Objectives of the coursework:
The coursework aims to help students:
3
–
Learn why it’s really important to follow health and safety rules at work, especially in
places where the work can be very dangerous, like in the oil and gas industry.
–
Look into the laws in Oman that explain how health coverage should work, including the
main rules and regulations.
–
Think about how these health coverage laws affect companies in Oman, especially those
in the oil and gas industry.
–
Find out what bosses need to do to make sure all their workers, including people from
Oman and other countries, get good health coverage.
–
Discover how spending money and effort on health and safety is good not just for
businesses but for everyone in society.
–
Learn about how the government, with plans like Oman’s Vision 2040, is trying to make
workplaces safer and healthier and help the country grow in a good way.
–
Share advice for companies on how to follow the health coverage laws properly and make
their health and safety practices even better, matching up with the best standards from
around the world.
–
Show how to do research and write well for school, including how to cite sources the
Harvard way, when talking about laws related to health coverage and keeping workplaces
safe and healthy.
2. Content and Analysis:
2.1.
The Main Law for Health Insurance in Oman:
In Oman, there’s a set of rules that make sure everyone who works gets health insurance
from their boss. These rules are mainly from the Omani Labor Law and some other guidelines too
(Oman Observer, 2019).
According to these laws from 2014, companies have to give all their workers, no matter
if they’re from Oman or other countries, full health insurance. This shows Oman cares a lot about
keeping its workers healthy and safe.
4
Businesses must pay for their workers’ medical needs. This includes doctor visits, getting
treated, staying in the hospital, operations, medicine, and any other health stuff they need. They
also need to make sure workers can go to good doctors and hospitals (SASLO, 2024).
The laws also tell companies to help stop sickness before it starts. They should have
regular health checks and tests at work to keep everyone healthy and stop injuries or illnesses
before they happen.
Workers have rights too, like being able to get medical help quickly and keeping their
health information private. Companies must treat all their health info fairly and keep it secret.
If a company doesn’t follow these health insurance rules, they could get into big trouble,
like having to pay money or other penalties. So, it’s really important for businesses in Oman to
know and follow these rules to keep out of trouble (Ministry of Health, 2014).
2.2.
The Health Coverage for Omani and Expatriate Employees :
According to the laws in Oman:
In Oman, laws make sure that everyone working there, including local citizens and
foreigners, get good health benefits. The laws in Oman require companies to look after their
workers’ health, keeping them safe and healthy.
For Local Workers:
Omani people working in Oman get health care from their jobs as the law requires. This
means they can go to the doctor, get treatment when they’re sick, stay in the hospital if needed,
have surgery, get medicine, and more, without worrying about the cost. Usually, they are covered
by the government’s health care, which lets them get medical help at public hospitals and clinics
all over the country (Mawany, 2017).
Also, some workers might choose private health insurance from their jobs, which can give
them more options like going to private hospitals. Jobs must make sure their Omani workers can
go to good doctors and hospitals and must pay for any medical needs they have (Mawany, 2017).
For Foreign Workers:
5
People from other countries working in Oman get health care too, according to the law.
Companies must give them health insurance that covers seeing a doctor, getting treatment,
hospital stays, medicine, and anything else they need for their health (Nair, 2023).
Foreign workers can use both public and private hospitals in Oman, depending on what
their work health insurance says. They’re often signed up for private health insurance plans,
giving them more choices of where they can get medical care.
Companies have to make sure these workers can get medical care quickly and that their
health insurance follows the law. If a company doesn’t do this, they could have to pay fines or
face other legal problems (Times News Service, 2019).).
2.3.
Why the Unified Health Insurance Policy (UHIP) Matters a Lot in
Private Businesses:
UHIP is super important for companies that aren’t run by the government. It helps make sure
employees can get medical care without worrying too much about the cost. This plan is a big deal
for keeping workers healthy and happy.
The Unified Health Insurance Policy (UHIP) in Oman’s private sector marks a big step in making
sure workers have better access to health care. It was set up with help from the Ministry of Health
and the Capital Market Authority (CMA). UHIP’s goal is to make health insurance better and more
uniform for people working in the private sector. It does a few important things:
First, UHIP makes it easier for workers, including those from other countries, to get health care.
Employers have to give health insurance. This means more workers can get the medical help they
need, which helps them stay healthy and happy.
Next, UHIP works to make sure all health insurance in the private sector is good quality and
reliable. It sets the basic needs for what health insurance must cover, like doctor visits, medicine,
and stays in the hospital. This helps stop the problem of not having enough insurance and makes
it easier for people to get the care they need without worrying about the cost.
6
Also, UHIP gives strong financial safety to workers by covering a lot of different health needs. This
takes away the worry about the cost of getting sick or hurt, making workers feel better about
their jobs and more productive.
About following rules, UHIP makes sure private companies give their workers health insurance.
This means companies have to follow the law and take good care of their employees, or they
might get in trouble. This pushes employers to follow the policy.
Lastly, UHIP helps Oman’s private sector companies be more competitive. By offering good health
insurance, companies can attract and keep the best workers. This shows they care about their
workers’ health, making their business look better and more competitive.
So, UHIP is doing a lot to help workers in Oman get better access to health care, making sure
they’re well taken care of, and making companies stronger and more appealing to talented
workers.
2.4.
Oman’s New Mandatory Health Insurance Law:
In the last few years, Oman has made big steps in making sure everyone living there has better
access to healthcare. A big moment for healthcare in the country happened when they
introduced a new law that makes health insurance a must for everyone (SASLO, 2024). Let’s
look at the main points of this new health insurance law in Oman.
Main Points of the New Health Insurance Law (Isgar, 2019):
–
Health Insurance for Everyone: This law says every citizen and person living in Oman must
have health insurance that covers the basic health services they might need. This includes
doctor visits, treatments, medicines, staying in the hospital, and services to keep you from
getting sick.
–
You Have to Sign Up: The law says everyone, including people from other countries
working in Oman and their families, must have health insurance. If your job doesn’t give
you health insurance, you have to buy it yourself from a company that’s allowed to sell
health insurance in Oman.
7
–
What Your Insurance Must Cover: The law also says what the minimum services the health
insurance should cover, like seeing a doctor without having to pay too much, staying in
the hospital if needed, emergency services, taking care of babies being born, and dealing
with long-term sicknesses.
–
Making Sure Everyone Follows the Law: The law sets up rules to make sure insurance
companies do what they’re supposed to. The Capital Market Authority (CMA) keeps an
eye on these companies to make sure they’re following the rules and treating customers
right.
–
What Happens if You Don’t Follow the Law: If you don’t get health insurance, or if a
company doesn’t give it to their workers, there could be fines or other legal problems.
Insurance companies that don’t follow the rules could also get into trouble, like losing
their license to operate.
So, Oman’s new law is all about making sure that everyone can get the health care they need
without worrying too much about the cost, and it sets rules for how this should be done. In
the last few years, Oman has made big steps in making sure everyone living there has better
access to healthcare. A big moment for healthcare in the country happened when they
introduced a new law that makes health insurance a must for everyone (SASLO, 2024). Let’s
look at the main points of this new health insurance law in Oman.
Argument:
The new Health Insurance Law in Oman is a big step towards making the country’s
healthcare better and available to everyone. This law makes sure everyone has health insurance
and sets basic rules for what benefits these insurances should cover. Because of this law, people
should find it easier to get the healthcare they need without worrying too much about the cost.
This move is expected to make the nation’s health better overall (Isgar, 2019).
Also, the Capital Market Authority watches over health insurance companies to make sure
they are doing their job right. This means they have to be fair, stable financially, and protect their
customers. With these rules in place, people can trust the health insurance system more. This
8
makes sure that folks are treated fairly and can help everyone feel more secure about using
healthcare services (Ministry of Health, 2018).
3. Conclusion:
To wrap it up, this essay took a close look at the rules and laws about health insurance in Oman,
especially focusing on what they mean for people who hire others and the workers in private
companies. Here’s what was talked about:
–
Why Health and Safety at Work is Important: At the start, there was a big focus on how
crucial it is to have good health and safety practices at work. It talked about how these
practices help keep workers safe, make them more productive, and make sure companies
are following the rules.
–
Laws About Health Insurance: Then, the essay looked into the main law in Oman that
requires bosses to make sure their workers have access to medical care and health
insurance. It explained how the Omani Labor Law asks for complete health insurance for
everyone working, including people from other countries.
–
Insurance for Local and Foreign Workers: It also looked closely at the health insurance
that Omani citizens and workers from other countries get. The discussion pointed out that
the law aims to treat all workers the same when it comes to getting health care services.
–
The Big Deal with the Unified Health Insurance Policy (UHIP) in Private Companies: Later
on, there was a talk about how the Unified Health Insurance Policy (UHIP) is making things
better for health insurance in private companies in Oman. It talked about how this policy
is improving health care coverage, making sure services meet certain standards,
protecting people financially, making sure companies follow the rules, and helping
businesses stay competitive.
–
A New Law on Health Insurance: Finally, the paper went over the main points of Oman’s
new health insurance law. It stressed how this law is important for making sure everyone
has health insurance, making it a must to join, setting the minimum for what benefits
should be included, watching over how the law is followed, and what happens if the rules
aren’t followed.
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References:
Dorman, P. (2000). The Economics of Safety, Health, and Well-Being at Work: An Overview.
InFocus Program on SafeWork, International Labour Organisation, The
Evergreen State College. Retrieved from
https://www.ilo.org/wcmsp5/groups/public/—ed_protect/—protrav/–safework/documents/publication/wcms_110382.pdf
Magellanx. (2023). Safety in Oil and Gas Industry: Common Hazards & Prevention. Retrieved
from https://magellanx.co/safety-in-oil-and-gas/
Oman Observer. (2019). Details of Mandatory Health Insurance in Oman Revealed.
Retrieved from https://www.omanobserver.om/article/34709/Main/detailsof-mandatory-health-insurance-in-oman-revealed
Ministry of Health. (2014). Health Vision 2050: The Main Document (First Edition). Prepared
by Undersecretariat for Planning Affairs, Ministry of Health, Sultanate of
Oman. Retrieved from
https://www.moh.gov.om/documents/16506/119833/Health+Vision+2050/7b6
f40f3-8f93-4397-9fde-34e04026b829
SASLO. (2024). Oman Pursues Its Strategic Development of The Health Insurance Sector.
Retrieved from https://www.saslo.com/latest/oman-pursues-its-strategicdevelopment-of-the-health-insurance-sector
Mawany, A. (2017, November). Health Insurance for The Private Sector In Oman. Retrieved
from https://www.tamimi.com/law-update-articles/health-insurance-privatesector-oman/
Times News Service. (2019). OMR3,000 health insurance cover for Omanis, expats. Times of
Oman. Retrieved from https://timesofoman.com/article/74963-omr3000health-insurance-cover-for-omanis-expats
UHIP. (2024). UHIP services. Retrieved from https://uhip.ca/uhip-services/coverage-details/
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Cigna. (2024). Cigna UHIP – Group Medical Insurance in Oman. Retrieved from
https://www.cigna-me.com/en/businesses/oman/uhip
Isgar, S. (2019). New Mandated Health Insurance Law in Oman. Retrieved from
https://bsabh.com/new-mandated-health-insurance-law-in-oman/
Ministry of Health. (2018). Responsive Health System: the path to Universal Health Path.
Retrieved from
https://www.moh.gov.om/documents/2317925/0/News/95bfc185-93d3bffd-f495-b2540a8b8c59
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