This study aims to present suggesting to improve the human resource development in the ministry of education in the Sultanate of Oman in the light of the entrance to knowledge management. This study is limited to the process of the human resource development in terms of planning training and performance evaluation. it relies on the descriptive analytical method, the questionnaire is used as a tool for the study. This questionnaire included 62 closes In three axes which are human resource development processes (planning, training and performance development) the mechanisms of using knowledge managements entrance in the human resource development departments and suggestions to improve the human resource development in the ministry of education in the Sultanate of Oman in the light of the entrance to knowledge management. It has been made sure of the tool veracity by the virtual honesty method. stability was measured by cronbach alpha method. The study population included the Omani employees in the human resource development departments who hare jobs as, (director circle, deputy director of the department, the head of department, supervisor manager, director of school) in each of the Directorate-General for Human Resources Development in the Office of the Ministry of Education and the provincial education, was selected sample of Directorate-General for Human Resources Development and the four provinces of educational They are Battinah North, Muscat, Dhofar and Al-Dhahera. The study relied on a statistical treatments on SPSS software to extract averages and standard deviations, and test t- test, and analysis of variance unilateral One Way Anova, The most important results that this study could extract that the reality of the human resource development processes in the ministry of education in the Sultanate of Oman from the study population's point of view- for planning, training and performance evaluations was (average) whereas the mechamsms of using knowledge managements entrance in the human resource development departments was (high). Statistically significant differences didn't appear at the level of significance less than (0,05) among the average sample estimates about the processes of human resource development in the ministry of education in the light of people with variables of type and qualification. Whereas significant differences emerged at the level of significance is less than 0,05 in the process of performance evaluation due to the variable position and in favor of the administrative supervisor, and in the variable years of experience in favor experienced for more than ten years. Also, significant differences appeared in the processes of the human resource development (planning, training and performance evaluation) in the light of the variable of the governrates for the general directorate of the human resource development and the governrates of Al-Dhahera, Battinah North and Dhofar, whereas, significant differences didn't appear in muscat governrate. According to the results of this study, the researcher presented a group of suggestions and recommendations. The most important of those suggestions and recommendations is taking actions to correct and improve the methods and tools of carrying out the strategies of developing the human resources in the ministry of educations in the light of knowledge management and which quarantees and ensures continued commitment to its implementations.