TAC has joined hands with Global brands to bring the latest products into the Oman Market. The testimony of this is our die-hard interest in acquiring the distributorship of some of these key global brands.

• Indian Auto giant Mahindra & Mahindra to launch its SCORPIO range of 4WD,
• Monroe the World leader in Shock Absorbers now finds its place in Oman
• Dupont automotive paints, the world’s No1 supplier to the automotive industry.

There is clear goal to get “Closer to the Customer”
We have added

• 3 New Mazda Showroom’s at Wattaya , Samail and Al Kamil respectively,
• 2 New Bridgestone tire centers at Rusayl and Ghala.

Towell Auto Centre firmly believes in empowerment and training their employees to improvise the team’s skills. The Company is driven by an excellent team of professionals who possess the necessary knowledge, skills and experience to lead.

• ERP software called “Kerridge Autoline” installed on IBM RS6000 multi processor server, which is designed and supported from a base of exceptional understanding of the motor industry.
• The Company’s Local Area Network is 100MBPS switched network.
• Wide Area Network to connect all branches.
• Wireless LAN for connecting adjacent locations.
• Virtual private network to provide remote support and remote sharing of data.
• E&M technology being used to inter connect multiple telephone systems.
• High speed Internet line (ADSL 328k)
• SMS service
• Windows terminal service to implement electronic parts catalogue.
• Three layer centralized Virus Monitoring Systems.

• Employees are the Company’s major asset and the key to its success.
• The company’s 94% employee retention ratio is one of the highest in the industry
• The company regards its people as its business partner and career planning is core element of HR Processes
• The teams of “FAT CATS” i.e. teams of employees are assigned specific tasks such as bringing about business and process improvement and hence support in the direct running of the organization.
• Omanization is a key area and TAC invests in regular training and retaining of skilled and unskilled Omani Manpower. Our aim is to increase Omanization levels up to 70% across next 5 years
• A well designed reward mechanism is a major motivator and continuous improvements are implemented in these mechanisms for the benefit of our Employees Empowerment - Authority & Responsibility
• Empowerment of employees by way of delegating authority and responsibility is encouraged at all levels Culture
• The company adopts an open, participative style of management to integrate its employees into the culture of the organization.

The Company believes that’s its important to recognize and reward exceptional employees by way of granting awards such as Long Service Award, Star Performer Award, Best Service Staff.

Training and development The Company has in place its annual training calendar, which is also geared to meet the Omanisation objectives of the Company.

Sports, entertainment and recreation The Company encourages employees to keep themselves fit and organizes various sports events and does not stop at that. With intent to provide an opportunity for the family members of its employees, the Company organizes a get-together on an annual basis.

The Company has always preferred to take Omanis. who have completed their schooling / college and provide them on the job training. The Company has its own training centre wherein Omanis are provided with English language and Computer training. The in-house technical training centre helps in providing technical training for new line of products.

Financial assistance for performing Hajj
The Company contributes to the fund wherein financial assistance is given to Muslim staff for performing the “Hajj Pilgrimage”

Sponsoring programs for Omani handicapped association: Support by way of providing sponsorship for fund raising programs conducted by institutions such as the “Omani Handicapped Association” is an activity that the Company takes delight in.