This research analyses the challenges facing SMEs in Oman in their quest for internationalization. The study is based on the OECD Model of Internationalization put forward in the report titled -How to Foster the Internationalization of SMEs through the Pacific Alliance Integration Process‖ which focuses on four factors namely finance, business environment, firm capabilities and market access, which are appropriate for an emerging economy like Oman. This study used a descriptive and quantitative research design in attempting to analyze the challenges being faced by Omani SMEs in their endeavors to internationalize. The research investigates causal relationship between variables using positivist and deductive approach. Data collected from 102 respondents was analysed by Structural Equation Modeling(SEM) using AMOS. It was found that finance availability was the most significant predictor of internationalization challenges followed by market access and business environment, while firm capabilities had no impact. Thus SMEs need easier access to credit and have to develop their international business networks and their marketing capabilities in order to grow internationally. Keeping in mind the contribution made by SMEs the government has to intervene by opening up easy lines of credit to SME exporters and allowing them relaxations in customs and other duties.

This paper studies the impact of Training and Development practices on the employee performance in the select Omani Public and Private sector banking organizations. The aim of the paper is to analyze the impact of training and development practices on employee performance. The study adopts descriptive research design and it imbibes both primary and secondary data. Convenience sampling method is applied for collecting the data through administering a structured questionnaire. The sample size for the study is 300. Statistical tools like Pearson Correlation Analysis, Regression Analysis and ANOVA were applied to test the proposed alternate hypothesis. The study concludes that Training and Development Practices have a positive influence on employee performance in the Omani Banking Industry

New entrepreneurs have to face multiple challenges in starting, growing and sustaining their businesses. In developing countries, these challenges can range from labour and market regulations, finding the right markets for products, finding appropriate sources of funding, education and training of entrepreneurs and a lack or R&D infrastructure (Shanfari, D., 2012). Many small businesses fail in the initial stages as the owners are unable to negotiate and find solutions to these multifarious challenges. In this context, business incubators are a much needed solution to enable SMEs to sustain and grow in the long run. Business incubation formally began in the US in the 1960s, and later developed in the UK and Europe through various related forms (e.g. Innovation centres, technopoles/science parks). It is recognized as a way of meeting a variety of economic and socio-economic policy needs which can include employment and wealth creation, support for small firms with high growth potential, transfer of technology, promoting innovation, enhancing links between universities, research institutions and the business community, industry cluster development and assessment of a company's risk profile. In general, an incubator is a physical location that provides a defined set of services to individuals or small companies. This may include specific types of office space, flexible lease terms, access to technology, financing, and technical assistance (such as marketing, legal, finance, HR, and other business development services). By locating similar or complementary entities in proximity to each other, the incubator may also play a critical role in

Mentoring is a supportive form of employee training that takes place outside the conventional top-down manageremployee relationship. It typically comes in the form of long-term guidance provided by an experienced employee, the mentor, to someone less experienced, the mentee, in an effort to support the mentee's overall development. A mentor is someone who has knowledge, skills, and experience in a particular area and is willing to share that information by providing insight and support This study seeks to determine the extent of the impact of mentoring practices on the performance of employees within NBO bank in Sultanate of Oman. A quantitative method was conducted to analyze and collect data where the sample consisted of 73 employees, 4 managers and 3 mentors within the NBO bank. Results proved that the mentoring practices affecting positively the performance of employees within the NBO bank.

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