In the current constantly advancing technological world, stakeholders are doing their best to ensure that their respective companies remain highly successful in delivering quality products and services. To be precise, top company stakeholders are fighting tooth and nail to aid in implementation of technologies that promote their competitiveness in the global market. On this sense, this report focuses on the implementation of quality technological innovations in the day-to-day operations of Libya's oil companies. To be specific, major emphasis has been laid on the need to adopt management information systems (MIS) and play a significant role in bringing in a positive impact on user competency at Libya's oil companies (Otman&Karlberg 2007). This study begins by introducing the research topic and analyzing the current operations in Libya's oil companies. It further analyzes the fundamentals of management information systems. I. Background In the current constantly advancing business world, the need to adopt innovative technologies is one of crucial subjects of concern in promoting achievement of the business goals. Among the key technologies that have dominated the global business environment is the utilization of management information systems (MIS). In essence, there are significant variations on the application of information technology from one organization to another. This is usually dependent on factors such as the physical size and nature of operations in an organization. In simple terms, a management information system entails a set of well-integrated software components that work together to enhance optimal performance of an organization in its day-to-day business operations. The most important feature is that these components work together as a single coherent unit to aid in achieving the predefined system functionalities, which include promoting efficiency in executing daily business operations. Here, all the operations of different company departments are integrated into one major manageable system (Deepshikha&Namita, 2011). There is a wide number of operational benefits brought about by the adoption of management information system. It provides an organization with high quality management components that focus on enhancing operations such as strategic budget control and monitoring financial performance. This plays a significant role in replacing the obsolete and non-integrated report generation systems that have always been complex to manage. The MIS includes a number of technologies, which includes a combination of MIS Personnel, technological processes and organizational operation mechanisms. It is essential to clarify that the success of an MIS is determined by its ability to promote the performance of employees and the company large. In this sense, the successful deployment of any type of an information technology in a business environment hugely depends on a number of competency levels. This includes user competency, which is about having a skilled workforce along with creation of a quality platform for organizational change. (Tim et al., 2011). Additionally, research outlines that an MIS lays major emphasis on using technology to improve the performance of organization and the targeted MIS personnel (Pepparda& Ward, 2004). Alongside this is promoting the competency of the respective management information system as a unit. A large number of organizations adopt competency systems to aid in simplifying organizational management and enhance staff competency levels. Through the use of mainstream competency systems, individual employee competence can easily be assessed particularly on dimensions, which include Project Management and Programming. This plays a significant role in aiding speedy and resourceful allocation of employees or staff members into a consultation firm. Based on the definition of competence in an organization, the competence systems help in developing not individual user competency but also for the organization at large. In spite of the fact that competence systems are well-designed to suit organizational success goals, the rate of use of these systems has been significantly low. In most cases, the use of competence systems is only