Increasing water demand, acute water shortage, and climate change have led to signifi cant water insecurity in the Sultanate of Oman suggesting the need for government policies, through the Ministry of Regional Municipalities and Water Resources, to ensure effi cient water supply and consumption. Such policies can be implemented by developing government institutions’ human resources. Therefore, this study aims to (1) examine human resource management (HRM) theories, such as training, knowledge management, and employee motivation and (2) determine whether these theories are employed in Oman’s public institutions and assess their impact on such institutions’ performance. This study utilised secondary data from existing sources of information and primary data collected through questionnaires. The fi ndings show that the relationship between HRM practices and organisational performance is partially mediated by HRM outcomes, and that employee incentives, training, and job security are positively associated with the performance of the government institutions, while selective hiring and decentralisation are not.
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