3rd Issue - Marlow Navigation

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27 Marching Marching proudly through the streets of Kherson Dec 2008 3rd Issue Presenting the wreath representing the lives of sailors lost at sea Article Provided by - Capt. Walter Wekenborg - MN CYPRUS
3rd Issue Competence Management and Self Sufficiency In times of dwindling resources for crew managers, companies have to map out clearly their strategies on how they want to make sure they can man the vessels under their management in the future. Companies have to address in their strategy very clearly quantity and quality. To find new sources of seafarers seems to be almost impossible; companies have turned every stone in search for undiscovered riches. The once praised Chinese card has been tried and found by many not as rewarding as it promised to be. When even Chinese shipping companies start recruiting in the Philippines, the last one who believed in Chinese seafarers as the solution out of the manning crisis, must get his doubts. Short Term Solutions As a short term solution, there is always the possibility to poach officers from others and lure them with higher pay, thus contributing to the never ending monetary upward spiral of remuneration. Lately fringe benefits to the salary package seem to make the rounds in terms of continuous pay, pension funds, housing funds, family funds, seniority awards etc, indicating very clearly that it has become T r a i n i n g Dec 2008 a buyers’ market. The seafarer has the ultimate choice. Companies present themselves in the best of lights to attract seafarers. Marketing activities in the past mainly directed towards the ship owner/ manager now discover the seafarer as the target audience. Qualified seafarers have become the critical factor that determines the growth or decline of a shipping company. What attracts and retains seafarers? It is not surprising that in times like these, shipping companies rediscover the value of breeding their own officers, mapping out career plans for prospective officers, from the cadet stage to master and chief engineer. And in times of attractive freight rates money is available to finance such plans. But there are obstacles on the way and the sins of the past come back to haunt us, schools and academies do not produce enough qualified cadet material to satisfy demand, vessels are lacking berths to accommodate additional crew. Senior officers lack competence or inclination to support cadets and assess their competencies, administrative duties have burdened the officers to such an extend that they hardly find the time to address training on board. For a prudent company it appears that there are no quick fixes in human resource management. When analyzing 28
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3rd Issue - Marlow Navigation

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