Bhavna Batra

P.O. Box 1499  Al Athaibah, Oman  +968 95213236  bhavanabathra@gmail.com

LinkedIn: http://om.linkedin.com/in/bhavanabathra/en

Sr. Professional – HR, Events & Business Support Consulting

Accomplished HR, Events & Business Support Leader and subject matter expert with 20+ years’ experience
in building and aligning HR functions to optimize organizational effectiveness and service delivery. Trusted
HR & Management Business partner and Advisor, skilled at supporting Executives, Managers, and
Employees in Organizational Redesign, Talent Management, Employee Relations, Competency
Management, Performance Management, Training & Development, Career Planning, HR administration,
Employment policies and practices harmonization. Detailed Events Manager with extensive background
in Corporate event planning and execution. Consistent delivery of client satisfaction for ongoing repeat
and referral business. Patient yet direct communicator successful in streamlined workflow and efficient
facilitation of above-par delivery.
SKILLS:
• Extensive experience in Project Planning & Execution;
• Intimately familiar with operations, delegating work, and managing a leadership team to keep
businesses successful;
• Active listening and strong communication and cooperation skills;
• Evaluation abilities and Consulting experience;
• Decision making, critical thinking, and an attention to details;

GOAL:
My goal right now is to lead and manage projects and associate with individuals & organizations where I’ll
have opportunities to further develop my skills as a lead expert resource for strategic business initiatives,
workforce development, HRM & organizational consulting functions along with cutting edge event
management, digital marketing initiatives globally;

RESOURCE ALLOCATION, Muscat, Oman Jan 2018 – Aug 2019

Sr. Consultant - HR & Business Support
Responsible for providing Human Capital Management advisory services. Help the Company develop and
communicate policies, train employees, and implement a recruitment process;

• Design & Develop HR Manual, Employee Handbook, Systems & Processes for the Company;
• Helps strategically integrate effective HR processes, programs and practices into their daily
operations;
• Conduct Training Needs Analysis for employees;
• Perform internal reviews and audit of current systems and policies;
• Perform quality assurance checks;
• Deliver Employee Surveys, work on Employee Relations Manual & Strategy;

Page 1 of 12
 • Ensure business practices are in accordance with Human Resource Policies and Labor laws;
• Help train managers and HR employees;
• Provide company with updated salary and job description information;
• Help implement applicant tracking systems;
• Provide consultation and guidance to senior management and Managers in the interpretation of
human resource management policies, procedures, programs and application of related
government laws and regulations;
• Lead HR-related projects;
• Provide advice on discipline process, conduct disciplinary review conferences and advise on
appropriate outcomes;
• Working on Designing Competency Manual and Behavioural Competencies;
• Develop employee restructuring plans;
• Participate in the design, development and implementation of innovative workforce retention
programs;

OMAN CEMENT COMPANY, Muscat, Oman Nov 2016 – Dec 2017

Sr. HR & Business Support Consultant

Accountable for the provision of high-level Human Resource Management advice and consultancy
services to senior management and staff. I undertook Human Resource Management projects and lead
Human Resources Policy Development and Implementation.

As a Senior Consultant for Oman Cement Company (OCC) my role was to:
• Work closely with the Top management and HR Committee Board to understand their
requirements and be a part of the team to design Company’s Strategic Plan;
• Analyze all the existing processes and systems through an HR Audit and prepare the report with
details of areas to work on with steps and timelines;
• Provide expert advice and support to management and staff on a range of human resources
functions of some complexity, in accordance with established government policies and
procedures and legislative requirements.
• Review and create job descriptions with measurable KPI’s, technical and behavioral
competencies;
• Work on designing the Competency Manual and dictionary for OCC;
• Under broad direction, develop, review and implement various human resources policies,
procedures and processes for OCC.
• Exercise responsibility for the timely and successful completion of human resources related
project outcomes, including supporting the transition of employees;
• Implement HR strategies and practices that contribute to OCC achieving its strategic priorities and
business objectives, including workforce planning and Organizational reviews.
• Provide assistance on a range of employee and industrial relations matters, such as the resolution
of disputes, conflicts and other situations between staff, unions and management.
• Contribute to the achievement of Company’s objectives, goals and priorities, through the
application my knowledge, expertise and experience.
• Design and implement a Performance Management System for OCC;
• Design Employee Handbook, policies and procedures for OCC;
Page 2 of 12
 • Design Employee Relations, Employee communication plan & strategy;
• Review the present salary and grading structure and develop it as per the present market
requirements;
• Undertake human resource development projects and activities that contribute to building a
positive organizational environment.

AL TAKWEEN BUSINESS, Muscat, Oman May – October 2017

Consultant – HR & Business Support

Al Takween Business is a company specializing into various activities like Foodstuff, Exhibitions, Interior
Designing, Money Exchange, Business Centre etc. This was a Consulting assignment where I was
responsible for setting up the complete HR systems and processes namely designing the Organizational
structure, conducting job analysis exercise, designing Job Descriptions, preparing the HR Manuals, policies
and procedures, Employee Handbook, performance appraisal system etc. and also looking into recruiting
right staff for their group companies.

AL JADAF ENGINEERING & CONTRACTING LLC, Muscat, Oman Feb – April 2017
HR & Management Consultant

Al Jadaf is a Construction company based in Oman. In this project I was responsible for setting up the
complete HR systems and processes including designing the Organizational structure, conducting job
analysis exercise, designing Job Descriptions, preparing the HR Manuals, policies and procedures,
Employee Handbook, working on designing the competencies framework for staff, performance appraisal
system, along with Employee Induction program.

ECOVISION, Muscat, Oman May 2016 – Jan 2017

Head - HR & Business Support

Ecovision is a Company specializing in Wastewater Management Solutions. This was a Secondment Project
where I was responsible for setting up the complete HR systems and processes including designing the
Organizational structure, conducting job analysis exercise, designing Job Descriptions, preparing the HR
Manuals, policies and procedures, Employee Handbook, working on designing the competencies
framework for staff, KPI’s, KRA’s, performance appraisal system, also handling the ERP system along with
conducting the Training needs analysis and handling all employee issues;

SYNERGGIE EVENTZ, Muscat, Oman Dec 2010 – April 2016

Director – HR & Events

A well presented, highly personable and efficient Event Director with an ability to work independently
in a changing and multi-tasking environment with numerous and competing deadlines. Having a strong
customer service orientation and delivery focus and an active commitment to continuous improvement

Page 3 of 12
and quality standards; excellent communication skills and comfortable working in a fast paced, hands-
on, growth orientated work environment.

Conceptualizing, planning, organizing, marketing, branding, and liaising with clients to ascertain their
precise event requirements; working closely with key stakeholders at every level of the business to
ensure the effective delivery of events;

Key Role
➢ Lead the way by launching new event concepts, growing sales and brand value of the Company.
➢ Worked on Re-branding strategy of Synerggie.
➢ Along with the above overseeing strategy, vision and P&L for the Company, delivered a $300k increase
in revenue and a $300k increase in contribution level, within only 1 year.
➢ Managed Celebrity Speaker portfolios, including Magazine, Newspaper and Website, across multiple
platforms: magazines, websites, email, newsletters, and social media.

Key Successes Include:

• Successfully managed revenues ranging from $60k to $300k within a span of 2 years;
• Turned the Company into a Successful Brand within Oman and internationally.;
• Launched & executed dozens of profitable Events including:
✓ First time visit of Prof. Robert Kaplan, creator of Balanced Scorecard to Oman having 250
attendees from all sectors in Oman;
✓ Successfully diversifying business by executing a Book launch and a play by India’s famous
Bollywood actor – Anupam Kher. The event was attended by 700 people;
✓ Launching ‘Knowledge Empowerment Series’ of programs over the period of 4 years bringing
in World No. 1 authority in HR i.e. Prof. Dave Ulrich;
✓ Bringing in ‘Robin Sharma’ to motivate the clientele and individuals alike and attracting a
crowd of 400+ participants attending the event;
• Build strong connections with Clients by addressing their needs and working with them to achieve
their requirements;
• Have strong companies as loyal clients in every sector namely Oil and Gas, Power, Finance,
Construction, Telecom, Banking etc. namely – PDO, Oxy, Oman LNG, Electricity Holding Company,
Muscat Electricity, Al Ghubrah Desalination Plant, Oman Airports Management Company, Al
Madina Insurance, Bank Muscat, NBO, Bank Nizwa, NBAD, OAB, Oman Oil, Takatuf, Takamul,
Voltamp to name a few;
• Negotiated multiple $MM long-term media and licensing partnerships, in Oman and UAE;

RENNA MOBILE, Muscat - Oman Oct 2008 – Nov 2010

Head – HR & Business Support

• Earned 1 significant promotion from being the HR Manager to Head of the HR & Business Support
department within 3 months of joining the Company for achieving management goals;
• Successfully recruited and inducted 100+ employees for various positions ranging from Head of the
departments to call center executives within a short span of 2 months;
Page 4 of 12
• Lead the implementation of performance standards, quality processes and controls successfully in all
the departments.;
• Ensured legal and regulatory compliance of all HR activities at Majan Telecommunication.
• Operationally managed the HR acquisition process including recruitment, employee data gathering,
contracting, induction etc. i.e. all activities to ensure that the right human resource is available at the
right time and the right cost;
• Create and/or maintain area documentation of necessary standards, policies and processes related to
Majan HR Management, whereof some are intended for staff (Employee Handbook) and others are
company internal work routines (HR Manual);
• Introducing and implementing Performance Management system;
• Planning and conducting Training needs analysis;
• In cooperation with Finance, define and maintain HR budget and projections in accordance with
corporate methodology;
• Operationally managed the HR operations process i.e. ensure that the acquired human resources
function well and contribute to the overall business development of Majan and that the company
fulfils all its obligations towards its employees and authorities. The activities include:
- Monthly management of leave/attendance, performance measurement, data etc.
Remuneration payments;
- Continuous management of Majan ‘Brain-Heart-Body’ concept including competence
development, attitude/culture measures, health/medical care etc and therefore necessary
HR insurances;
- On need operationally lead and coordinate ant grievance or disciplinary actions;
• Closely monitored quality, efficiency and budget KPI targets and report progress on outcome and
results achieved;
- Define KPI’s for all HR processes and their output also defining realistic target levels for all
defined KPI’s along with the definitions of how, when and to whom report on outcome;
- Measure and monitor HR KPI outcome and analyse area operations efficiency and
effectiveness (and where relevant benchmarking outcome against international standards);
- Identify areas of improvements and subsequently define the best way forward in terms of
changes to HR processes/procedures;

BTME Co. Muscat, Oman Nov 2007 – Sept 2008

HR Advisor

My responsibilities as the HR advisor included:

• Dealing with various HR queries throughout the business;

• Monitoring, reviewing and updating all HR policies and ensuring these are in line with the current
legislation;
• Informing employees of their rights and entitlements and keeping them up to date on any changes
that are made;
• Managing staff relationships, responding to any queries or problems that they have and managing
their expectations;
• Handling HR matters reliably and in accordance with legal requirements;

Page 5 of 12
 • Supporting the HR manager with various capability investigations, including grievance and
disciplinary;
• Assisting with and developing on any recruitment campaigns;
• Driving the business performance in relation to the organisation’s objectives;
• Partnering with line managers to review employee relations, performance management,
resourcing and staff management;

MUSCAT ELECTRICITY DISTRIBUTION CO. (MEDC), Muscat, Oman May 2007 – Oct 2007
HR & Training Consultant

Here I was responsible for providing support in the various human resources and functions, which include
recruitment, staffing, training and development, performance monitoring and employee counseling;

• Plan, implement and manage the overall Talent Acquisition strategy;

• Provide counselling and support on policies and procedures;
• Perform duties such as job descriptions, job posting and promotion and hiring analytics;
• Create, implement and manage onboarding plans;
• Identified KPIs for HR department;
• Plan and implement training programs;
• Assist in performance management and employee evaluation;
• Maintaining employee records and paperwork;
• Adhere to laws and regulations;
• Drawing up plans for future personnel hiring procedures and goals;

SALALAH FREE ZONE (SFZ), Muscat, Oman June 2006 – Oct 2007
HR & Business Support Officer

As Human Resources (HR) Officer I was responsible for providing customer focused, pragmatic and timely
HR advice, support and consultancy services to managers and employees, in line with operational
objectives and organizational policies and procedures. My role had a HR generalist focus supporting all
aspects of HR including (but not limited to): Recruitment and Selection, Learning and Development,
Administration, Performance Management, Remuneration, Risk Management, Health Wellbeing and
safety and HR reporting. I also supported the Finance and Administration Department in other activities
as directed;

 HR Service, Administration & Systems

 Prepare and issue new employee contracts and contract variations;
 Administer the coordination, processing and data entry of all paper and electronic HR
transactions against quality standards and agreed timeframes;
 Provide initial point of support to employees on HR systems;
 Monitor and respond to telephone and HR mailbox queries and provide advice, guidance and
support to both managers and employees across all aspects of the employee life cycle,
escalating where appropriate;

Page 6 of 12
  Administer and support the implementation of changes or modifications to HR systems and
processes to ensure they are fit for purpose;
 Coordinate the production and development of management information for the purpose of
producing HR reports and metrics used by the business;
 Coordinate and undertake auditing of employee files for the purpose of accuracy and
correctness against standard processes, delegations and business requirements;
 Provide back up support for payroll;
 Manage HR systems and databases for the provision and management of HR transactions
ensuring accuracy of records and information;
 Ensure the creation and ongoing management of local working instructions for all internal
process and procedures;
 Ensure that HR intranet and internet resources are fit for purpose for users and that they are
accurate and aligned to processes systems;
 Contribute to the development and review of HR Policies and Procedures;
 Ensure the quality and compliance of HR documentation with appropriate storage;

 Recruitment & Selection

 Providing advice on position descriptions, advertising content and options for publication
 Placing advertisements in the chosen media;
 Monitoring the applications mailbox and forwarding screened applications to recruiting
managers;
 Coordinating the approval of invoices for advertisements;
 Coordinating recruitment activities including scheduling interviews, performing reference
checks, managing correspondence during the recruitment process and all associated tasks
and administration;
 Contributing to the development and delivery of a standard corporate induction and on
boarding program to all new staff;

 Learning & Development

 Organize learning and development training sessions as required;
 Coordinate information sessions for employees with external providers such as salary
packaging, other benefit related organizations;
 Maintain and update employee personnel records on HRIS with learning and development
activities and compliance details;
 Publish and maintain the annual training and events calendar on the intranet;

 HR Processes
 Drafting & Designing the HR Manual, Employee Handbook, Policies & Procedures;
 Demonstrate a commitment to Occupational Health and Safety policies and procedure and
contribute to the development of health and wellbeing initiatives;
 Co-ordinate administration processes for probation reviews, performance development
reviews, employee visas, passport renewals, Resident ID Renewals, PASI, Payroll etc.
 Maintain and enhance professional knowledge and technical skills by keeping up to date with
new developments and relevant trends;
 Undertake any reasonable additional tasks as directed by the Company;
 Ensure compliance with all relevant legislation, service standards and contractual obligations;

Page 7 of 12
LM ERICCSON, Muscat, Oman Jan – May 2006
HR Business Partner

As an HR business Partner, I was responsible for the following:

• Building trusted relationships with senior stakeholders and leaders in the business;
• Providing strategic and day-to-day leadership to drive the delivery of the business’ HR plans;
• Using experience, skills and knowledge of the HR industry to make an impact in key areas such as
Change Management, Organisational Design, Employee Engagement and Talent Management;
• Assisting in building strong talent pipelines and managing recruitment up to C-Suite Level;
• Coaching and mentoring junior team members and HR line managers;
• Supporting line managers across the business on organisational structure and design;

IMC OMAN, Muscat, Oman June – Dec 2005

HR & Business Support Consultant

As an integral part of the Company I was recruited to handle the CEO’s office and my other responsibilities
included:

• Drafting Consultant’s Profiles;

• Working on designing & drafting the HR Manual;
• Drafting Job Descriptions;
• Recruiting, training and developing staff;
• Making sure that staff get paid correctly and on time;
• Pensions and benefits administration;
• Approving job descriptions and advertisements;
• Looking after the health, safety and welfare of all employees;
• Organising staff training sessions and activities;
• Monitoring staff performance and attendance;
• Advising line managers and other employees on employment law and the employer's own
employment policies and procedures;
• Ensuring candidates have the right to work at the organisation;
• Negotiating salaries, contracts, working conditions or redundancy packages with staff and
representatives;

RURAL AREAS ELECTRICITY CO. (RAECO), Muscat, Oman Jan – May 2005
HR Consultant

• To provide expert HR advice and guidance to Managers & Department Heads on a range and
employment law related queries on the telephone, face to face and via email;
• To manage projects and individual pieces of work on behalf of Managers such as managing
disciplinary & grievance scenarios, bullying and harassment complaints, recruitment campaigns,

Page 8 of 12
 long term sickness issues, performance management and capability processes, job evaluations
and salary benchmarking;
• To carry out HR audits and advise Department Heads on HR compliance;
• To deliver training on HR related topics;
• To actively engage with employees and recognise new ways to provide additional HR services as
required;
• To undertake other reasonable duties as and when required within the general scope of the job;

OMAN RESOURCES DEVELOPMENT CONSULTANTS (ORDC), Muscat, Oman Jan 2003 – Dec 2005
Consultant – HR, Recruitment & Business Support

ORDC was a Management Consulting Company that provided HR & Consulting Services to Companies in
Oman. My Role of HR Business Partner was an integral part of the client management team whereby I
was responsible for developing effective working relationships, influencing, working on designing &
drafting client proposals, execute Client Recruitment projects, Execute HR projects for various clients and
support the Team with all the help they required in the following areas;

 Organization Design
 Worked on organization’s mission, vision and objectives;
 Job descriptions
 Job evaluation
 Succession Planning;
 Career Development;

 HR Transformation
 Designed & Set up HR department;
 Maintained an up to date framework of policies and procedures that enable the business to
employ, engage, develop and manage its people in accordance with the Company’s values
and within Country’s employment law;
 Enabled managers and staff (including new starters) to understand and access these policies
and procedures as appropriate to their roles and responsibilities;
 Advised the Management Team on HR trends that affect the business;

 Internal & External Resourcing / Manpower Planning

 Provided and managed a recruitment and selection service to the business that enables
temporary and permanent job vacancies to be filled with suitable candidates within the
country and overseas;
 Advised management on resource planning and appropriate employment options;
 Ensured that all managers involved in recruitment and selection decisions are supported and
trained to act professionally;
 Provided advice, guidance and support to employees who wish to develop their careers within
the Company;

 Training & Development

 Organized Open and In-house training programs for Corporate;
Page 9 of 12
  Conducted Training needs analysis;
 Provided a service that effectively meets the needs of the business, the managers and its
employees through the implementation and management of processes that ensure that
training and development needs are regularly identified and that activities to meet needs are
planned, delivered and evaluated;
 Monitored employee participation rates and report to management;
 Liaised with training companies, institutes, speakers, venues and other suppliers so that all
elements for a training program are properly booked organized and accounted for.

 Compensation & Reward

 Advised management on appropriate approaches to reward and recognition practices;
 Ensured that the Company’s pay, bonus, and benefits structure reflects market values, and
appropriate internal relativities;
 Administered the annual review process and advice management on the distribution of
employees of any salary increase or bonus budget;

 Performance Management & Appraisal

 Designed the performance appraisal forms for all levels;
 Trained the department heads / line managers to conduct the appraisals;
 Supported the business to implement the Company’s system and ensure that all employees
can effectively participate;
 Reported on the outcome of the process and develop action plans accordingly;

 Employee Relations
 Provided advice, guidance and support to managers and staff in order to effectively manage
the issues of discipline and grievance in accordance with Company values, policies and
procedures;
 Ensured that managers understand their roles in these processes and are trained accordingly;
 Facilitated regular staff consultation and communication processes;
 Developed informal / formal approaches to monitor the ‘pulse’ of the workforce to identify
any barriers to employee engagement;
 Tracked and reported on staff retention rates and ensure that exit interviews are conducted;

 Health & Safety

 Maintained high standards of health and safety according to Company policy and procedures;
 Proactively advise management on areas for potential improvement such as staff ‘well-being
program’
 Organized HSE trainings on regular basis;

 HR Information Systems
 Worked on Employee data;
 Developed and maintain the accuracy of data contained therein. Where necessary, enable
managers and staff to input data into the systems;
 Provisioned of reports to management;
 Maintained payroll and generate salary and other receipts as required;

Page 10 of 12
  Development of HR Function
 Contributed to the development of the Company’s people agenda in the Country and globally,
through involvement in design, involvement, implementation, and evaluation of HR program
and HR Strategy;

Key Successes Include:

• Assisted the Management Team on various projects for major Companies in Oman including: RAECO,
Bank Muscat SAOG, ONIC Holding, Al Mawarid Securities Co, Oman Waster Water Services, Dhofar
Power Co, Dhofar Fisheries Co, Ministry of Foreign Affairs, Alliance Housing Bank, Oman Refineries
Co, Assarain Group of companies, Directorate General of Civil Aviation (DGCA), Oman Air, Zubair
Group of companies, Habib Bank , Occidental of Oman, Loay Enterprises, Majan College, Shell, Al
Maha Petroleum, BP Oman, Oman Arab Bank, National Bank of Oman, The Chedi, OCIPED, OIFC,
Oman Chlorine, Oman LNG, PDO, Oman International Bank, Towell Auto Centre, Travellex, Talal
Zawawi, Shanfari Automotive, OMINVEST, State General Reserve Fund(SGRF), Ministry of Health,
Ministry of Defence, Mazoun Bank, Ministry of National Economy, Ministry of Higher Education,
Ministry of Interior, Ministry of Oil & Gas, Omantel, Muna Noor, Muscat Securities Market,
Lufthansa, Al Omaneya Financial Services, Muscat Finance Co, Bahwan Cybertek, Al Sawadi Beach
Hotel, Ericsson, Siemens, Al Ansari, Al Nabha, Sultan Qaboos University, Public Establishment for
Industrial Estates (PEIE), Khimji Ramdas, Port Services, Oman Mobile, Oman Proman, Truck Oman,
Oman Terminal Towage Company, Suhail Bahwan Group, Dalma Energy Co. LLC;
• Managed and executed various projects in areas like Organizational Design like creating Job
descriptions, Manuals, conducting job evaluations, HR Transformation, Performance Management,
and Recruitment;
• Doubled the sales starting from 30K Omani Riyals to 70k Omani Riyals by launching a series of soft
skills and technical training programs;
• Started working as HR Consultant and earned 5 significant promotions in 5 years for achieving
management goals in every position filled. Successes include increasing revenue by 243% and
decreasing costs by 78% within 2 years;

CROWNE PLAZA HOTEL, Muscat, Oman Jan – Dec 2002

Executive – Sales & PR

• Worked on creating opportunities for the hotel that led to increased sales;
• Also led the task of preparing and producing publicity brochures, handouts, leaflets, promotional
videos, photographs, press releases along with organizing hotel social events;

QABAS UNITED TRADING, Muscat, Oman Jan 2000 – Dec 2001

HR & Admin Officer
• Encouraged learning experiences, train and develop the HR business support team to continually grow
their professional skills and knowledge whilst also benchmarking within and outside the industry to
stimulate ideas for change a professional growth;
• Conducted new employee orientations and safety training programs, ensuring all necessary forms and
documents are completed. Set up all necessary personnel files and maintain related records;

Page 11 of 12
• Conducted exit interviews with employees leaving the company. Providing them with pertinent and
accurate information, notifying necessary health/insurance providers;
• Processed all salary changes due to merit increases, promotions, bonuses, and pay adjustments. And
ensure that all necessary documents are received; information is entered into computer database and
forwarded to payroll;

INTERNATIONAL CAPITALS CO, Muscat, Oman Jan – Dec 1999

Executive – HR & Business Support

• Led all HR operations including recruiting, training, day-to-day supervision, new employee induction,
processing salaries, holidays, sick leave, PASI etc.
• Designed the Company HR Manual & Employee Handbook;
• To finalize HR set up strategy;
• To ensure legal and regulatory compliance for all HR related matters;
• To liaise and follow up with relevant authorities directly or through company PRO for company
registration, visa applications, labour contracts, labour cards, HR related opening etc.
• To identify candidates through multiple channels including but not limited to, existing private pool of
CV’s, internet, website screening, existing business club and social networking memberships;

EDUCATION
MBA in Marketing
University of Mumbai; 2005
Bachelor of Commerce
Indira Gandhi Open University (IGNOU), 2002

SKILLS & TOOLS

MANAGERIAL: Team Leadership • Product Launches • Budget Management • Event & PR Content, Editing
& Production • Sales Management & Business Development • Event Management • Business Strategy &
Planning • Talent Acquisition • Human Resource Management •

INTERESTS & ACHIEVEMENTS

MOVIES: Acted & produced a short movie for Muscat International Film Festival 2012. The film was among
the top 5 out of the 60 movies that were shortlisted  PUBLIC SPEAKING: VP Membership for Muscat
Chapter of Toastmasters International year 2007-2008 VP Public Relations for Muscat Chapter of
Toastmasters International year 2003-2004

Page 12 of 12