The International Maritime Human Element Bulletin

Issue No. 31 January 2013

ISSN 1747-5015

Human Resources
Fitting the correct peg into the correct hole
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For Human Resources p7
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Modesto was surprised to find another document, above the empty cargo hold. He was a small man
not part of the SMS, which indicated that and he struggled to get any useful purchase. The
everybody was needed to work on deck during ladder continued to be lifted, sliding up and over
sponsored by mooring operations and in order to help to retrieve the outboard rails and Modesto leaned further out
The Lloyds Register and stow the ships portable gangway. Nothing over the open hold. Then, suddenly, the ladder
Educational Trust had been said about this by the manning agency. movement increased as another crewmember lent
The bosun walked him around the deck and a hand. Modesto, still holding the steadying line,
explained his role including the labour intensive was pulled over the railings, falling 6 metres into
process of lifting the gangway on board before the hold, and sustaining very serious injuries.
w: www.he-alert.org
e: editor@he-alert.org
 Introduction
David Squire, FNI FCMI

T hrough the last 3 series of Alert! bulletins,

we have focussed on the various issues that
can influence the interaction between a person
and any other person, system or machine aboard
ship. We have examined the causes and effects of,
and offered some solutions for, mitigating fatigue.
We have stressed the importance of effective
communication; and we have explained how to
avoid complacency. We have argued that careful
thought at the design stage can head off slips, trips
The Editor and falls before they happen. We have pointed
Alert! out that seafarers have a right to enjoy a safe and
The Nautical Institute secure working environment, decent working
and living conditions, fair terms of employment,
202 Lambeth Road health protection, medical care, family support
London SE1 7LQ and contact with home.
United Kingdom
We have emphasised the importance of training,
experience, skills and competence. We have
editor@he-alert.org
cautioned against too many disparate information
management systems being detrimental to the
safe conduct of the ship and the safe and timely
delivery of its cargo.
We have also highlighted the knowledge, skills
and attributes required of the various maritime
stakeholder groups, with a view to developing a
set of human element competencies.
Next, we offer some human element solutions,
drawing on the key domains of Human Resources
(HR) and Human Factors Engineering (HFE)
previously featured in Alert!, Issue No. 11.
The theme of this Issue of Alert! is Human
Resources fitting the correct peg into the
correct hole. The case study described on Page
1 demonstrates how accidents can occur if you
dont have the right number nor the correct mix
of people with the necessary competencies and
familiarity with the ship to be able to do the job.
There are some who question whether the term
Human Element is appropriate because it implies
that the human is simply a constituent part of
a system. The IMO describes the Human
Element as: A complex multi-dimensional issue
that affects maritime safety, security and marine
environmental protection which involves the
entire spectrum of human activities performed by
ships crews, shore-based management, regulatory
bodies, recognized organizations, shipyards,
legislators, and other relevant parties. Put
simply, it is about People, and their interaction
with other people, systems and machines.
The Alert! videos support these efforts to promote
the awareness of people issues in the maritime
industry by highlighting the key issues from each
of the first 21 Alert! bulletins. They can be
viewed online or downloaded, or can be
embedded into a PowerPoint presentation for
education/training purposes.
(www.he-alert.org/en/videos.cfm)

Reports & Studies

From craft to control Administrative Burdens in Shipowners offices
Danish Maritime Authority Danish Maritime Authority

Danish Seafarers perception of administrative burdens in the Danish Shipowners assessment of administrative burdens in the
maritime sector - draft Technical Report . maritime sector.

www.dma.dk/SiteCollectionDocuments/Publikationer/ www.dma.dk/SiteCollectionDocuments/Publikationer/
DrafTechnicalReport_19122011.pdf BurdensInShipownersOffices.pdf

Problems with the proper use of PPE Procedures: To do or not to do?

Captain Shahrokh Khodayari Captain Shahrokh Khodayari
An essay An essay

www.he-alert.org/documents/published/he01105.pdf www.he-alert.org/documents/published/he01100.pdf

2 | Alert! | January 2013

Attracting and retaining talent
Joanna Sawh, Wallem Shipmanagement Limited

T he ability to attract talent and to retain

seafarers within an organization is
one of the essential KPIs in the shipping
industry. In a recent in-house survey
our seafarers identified four elements
which they looked out for when seeking
employment: stability of employment, fair
treatment, fair salaries, and training and
promotion prospects. These elements may
not be ground-breaking, but they are often
overlooked by employers in favour of a
quickfix solution.
Shipping Performance Indexes (SPI),
Key Performance Indicators (KPI) and
Performance Indicators (PI) express an
organisations ability to employ, retain
and develop personnel with the required
competences in order to ensure safe and
efficient ship operations.
When structuring salaries and contract
lengths, it is crucial to have an
understanding of shipping economics,
to be up to date with the global markets
and regional requirements; and to
understand the individual needs of each
and every seafarer in the pool, and those
who potentially may become part of the
organization.
beyond - to secure a long-term commitment
Recruitment and selection processes are
closely linked with retention rates. Take
a chaotic approach to the placement of
the crew and you will struggle to retain
talent. But, if you spend the additional
time to plan, you will eventually reap the
rewards. The theme, therefore, is to refrain
from quick fixes and opt for a long term
approach when it comes to planning and,
consecutively, retention.
The process should start with open, two-
way communication with seafarers, giving
clear information about company goals,
future placements, promotion prospects
and company intentions all addressed in
a clear and transparent way. It sends the
right message across the organization and
from seafarers, the employer must show
commitment to them.
Some of the factors allowing attraction and
retention of seafarers are highlighted in the
centrespread feature on pages 4/5.

The Shipping KPI Standard

...as it relates to HR management performance

T he Shipping KPI Standard is a global

standard for defining, measuring
and reporting information on operational
performance in order to improve
performance in companies engaged in ship
operations, and to provide an efficient
communication platform for ship operation
performance to internal and external
stakeholders.
The Shipping Performance Index (SPI)
combines a set of relevant Key Performance
Indicators (KPIs) best expressing an
organisations/vessels ability to perform
within the theme of the SPI.
7 SPIs are defined:
Environmental Performance,
KPI
Crew disciplinary frequency - The
ability of management to maintain
discipline
Crew planning - The Companys
ability to relieve crew on time as
well as avoiding violations of rest
hours regulations
HR deficiencies - The Companys
HR related performance measured
by number of deficiencies recorded
during external inspections and
PI These Key Performance Indicators and
associated Performance Indicators are
A: Number of absconded crew
shown in the diagram.
B: Number of charges of criminal offences
C: Number of cases where drugs or alcohol is abused
D: Number of dismissed crew
E: Number of logged warnings
F: Total exposure hours
A: Number of crew not relieved on time
B: Number of violation of rest hours
A: Number of HR related deficiencies
B: Number of recorded external inspections

Safety Performance,
audits

Security Performance, Cadets per vessel - The Companys

efforts to take on new cadets
A: Number of cadets under training with the ship manager

HR Performance, B: Number of vessels under technical management

Technical Performance, A: Number of terminations from whatever cause

Navigational Performance Officer retention rate - The

Companys ability to retain officers
B: Number of unavoidable officer terminations

Operational Performance. within the organization C: Number of beneficial officer terminations

With respect to HR Management
Performance, the SPI, KPIs and Performance
Indicators (PIs) express the organisations
ability to employ, retain and develop
personnel with the required competences
in order to ensure safe and efficient ship
operations.
D: Average number of officers employed
Officers exerience rate - The A: Number of officer exerience points
percentile experience of the officers
currently onboard the vessel B: Number of officers onboard
Training days per officer - The A: Number of officer trainee man days
Companys commitment to
maintain and enhance officers B: Number of officer days onboard all vessels under
competence technical management
For further information go to: www.shipping-kpi.org/
January 2013 | Alert! | 3
4

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 Competence Management
...vital in the pursuit to reduce the risk of human error Thome Group Crewing

A number C ompetence Management is vital in the

pursuit to reduce the risk of human error
and companies must have the ability to identify,
The system has a number of purposes:
To provide management with a systematic
approach to competence development
define, develop and improve the competence
of different of seafarers, and those supporting them ashore,
with regard to economy, efficiency, and
effectiveness;
in accordance with mandatory requirements,
Competence customers needs and expectations and the To support management in the identification,
companys own defined business goals. implementation, administration, monitoring,
Management The aim must be to create expert level decision
and evaluation of competence development,
education, and training to achieve the stated
makers, which requires an individual to constantly
business objectives of the group;
systems have engage with unfamiliar scenarios and tasks
just beyond current levels of performance and To reinforce the groups commitment
become available comfort, with the guidance of teachers and to Quality and its compliance with the
coaches who can provide the individual with the requirements of international conventions,
feedback needed. national legislation, and relevant industry
in the market standards;
A number of different Competence Management
over time
systems have been become available in the Setting the standard of performance for each
market over time to assist the development of rank in terms of knowledge, understanding,
seafarers in a more structured way. For example, application, integration, and psychomotor
Intertanko has developed the Tanker Officer skills;
Training Standards (TOTS), and the Society of
International Gas Tanker & Terminal Operators
Setting a standard method of assessment of
current competence;
(SIGGTO) has its own competency requirements
embracing the ship/shore interface. Thome Ship Planning, implementing, and monitoring
Management has, since 2010, been using a DNV competence development activities and their
developed Competence Management System effectiveness;
(known as CrewPETS), which also incorporates
the TOTS and SIGGTO requirements.
Documenting career development;
Clearly defined promotion requirements;
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For further information about Competence Management
Programmes go to Alert! Issue No.20, page 3:
Thome Competence Management System cycle www.he-alert.org/objects_store/Alert_Issue_20.pdf

6 | Alert! | January 2013

Technical best practice
... for human resources Dr Jonathan Earthy, Principal Human Factors Specialist, Lloyds Register

form the basis of staff development, The instruction, education, on-the-job

A ddressing the human element to
achieve safe and effective operation
requires two underpinning sets of technical
processes: those related to the acquisition
and support of systems, equipment
and technical resources that are fit for
purpose; and those related to the correct
and timely delivery of the right number of
competent crew to do the job.
This article describes the technical
processes which form the components of a
continuous improvement cycle for human
resources, the objectives of which are to:
identify the numbers and competence of
crew and support staff that need to be
deployed and maintained;
define and promulgate the intended
social environment and desired
human performance outcomes for the
organisation;
which is the organisations operational,
technical and organisational requirements
for safe and effective ship operation;
reconcile individual and collective
training requirements with system and
organisational technical requirements and
desired human performance outcomes.
Achieving these objectives gives the
following benefits for the business:
The workload requirements for ship
operation, maintenance and support, and
undertaking of associated training are
defined and optimised.
The physical and cognitive capabilities
required to train for, operate, maintain
and sustain ship operations are defined
and made available.
and group training required to give
staff their essential values, attitudes,
knowledge and job skills are provided.
The human resources strategy for the
organisation adapts to changes in
organisational needs and technical and
operational context.
The figure describes the activities within
the four processes that comprise the human
resources continuous improvement cycle.
Properly managed, these sets of activities
can not only track business needs but
enable the organisation to genuinely use
staff as its most important asset.
Taken from the Lloyds Register
publication: The Human Element, Best
Practice for Ship Operators
For further information contact:
jonathan.earthy@lr.org

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January 2013 | Alert! | 7

 Mentoring
...in the Maritime Industy
B y many estimates, as much as 70% of
professional knowledge comes from
various forms of informal learning. There
are very few forms of informal learning as
effective and personal as mentoring.
Mentoring is particularly applicable to
the maritime industry where practices and
traditions are deep and varied. It is one of
the most effective ways of transferring this
knowledge from one generation of mariner
to the next. In addition, the maritime
industry is in desperate need of attracting
new, bright, young mariners. Raising
awareness and knowledge of the industry
through the availability of career mentors
and role models can help meet this need.
Despite these values, the availability of
mentoring can be limited in the maritime
industry. At issue is the isolation of being at
sea, and the small size of most crews. When
mentoring in the maritime industry does
happen, it is typically short-lived because
one of the participants sooner or later ends
up on a different vessel or different shift.
Fortunately technology has provided some
solutions which are discussed later in
this article.
What Isnt Mentoring?
Before discussing what mentoring is, it
is important to understand what it is not.
Mentoring is not training. Training and
mentoring have different goals, teach
different knowledge, and require different
techniques and tools.
Training should be formal, structured,
standardized, and well analysed. Its
outcomes should be reliably and validly
assessed. Mentoring, while extremely
valuable, is not formal, structured,
standardized nor well analysed. Its
outcomes are rarely assessed. Mentoring
and training work together - neither is a
substitute for the other.
Then what is Mentoring?
Mentoring is a confidential, trust-based,
voluntary relationship between a mentor
(someone with significant experience in
some area) and a protg (someone who
This bulletin is distributed and promoted with the kind support of:
Global Maritime Education & Training Association (GlobalMET); International Federation of Shipmasters' Associations
(IFSMA); International Institute of Marine Surveying (IIMS); Institute of Marine Engineering, Science and Technol-
ogy (IMarEST); International Maritime Pilots' Association (IMPA); NewsLink; Royal Institute of Navigation (RIN); Royal
Institution of Naval Architects (RINA)
8 | Alert! | January 2013
Murray Goldberg,
either wishes to work in that area, or is
working their way through the ranks). The
idea, of course, is that the mentor is able
to provide guidance based on his or her
experience to help the protg make more
informed professional choices.
Mentors are role models, advisors,
supporters, leaders, motivators, network
enablers and sources of wisdom,
experience, and inspiration
The most important characteristics of a
good mentor, other than expertise and
experience, include a genuine desire to be
helpful, good communication skills and
patience.
Good mentoring relationships
and interactions have a number of
characteristics:
Long-Lived: The value of a long-
lived relationship is that the mentor has
much more intimate knowledge of the
personality, goals and context of their
protg. It is this intimate knowledge
that enables the mentor to provide
appropriate guidance.
Personal: The implications of the
mentors guidance to the life of the
protg are significant, and the personal
connection creates a responsibility to
the protg to respect this significance.
Likewise, protgs need to feel as
though they can trust their mentor, and
this trust only comes from respect and,
for lack of a better word, intimacy.
Unconflicted: Mentors should never
be in a position of conflict or influence
with respect to their protg. While it
is true that many successful mentoring
relationships do not obey this rule, such
relationships can never reach their full
potential due to the constraints placed on
open discussion.
Mutual benefit: Mentoring benefits
for the protg are generally well
understood. But interestingly, mentors
also invariably find these to be highly
satisfying and rewarding experiences.
For myself, as a past mentor to a very
Founder and CEO, Marine Learning Systems Inc
large number of university students, I
found that being a mentor challenged
me, kept me sharp, and kept me
connected with, and informed about the
needs and issues of young academics.
Clearly these four characteristics, while
arguably some of the most important, only
touch the surface of what makes a healthy
mentoring relationship.
Conclusion
Mentoring is a timely and valuable
activity in the maritime industry, yet it is
underutilized due to operational constraints.
All mariners and shore-side workers
are encouraged to share their expertise
by engaging in mentoring relationships
whenever possible. The benefit to all
participants and to the industry as a whole
is enormous.
For further information, contact Murray Goldberg
at: Murray@MarineLS.com
The International Maritime
Human Element Bulletin
Editor: David Squire, FNI
Published by the Nautical Institute, the
worlds leading international professional
body for qualified mariners
www.nautinst.org
Membership info: sec@nautinst.org
The opinions expressed herein are those of the editor
or contributors and do not necessarily represent the
views of The Nautical Institute or Lloyds Register.
The Nautical Institute and Lloyd's Register, their
affiliates and subsidiaries and their respective officers,
employees or agents are, individually and collectively,
referred to as 'The Nautical Institute and Lloyd's
Register'. The Nautical Institute and Lloyd's Register
assume no responsibility and shall not be liable to
any person for any loss, damage or expense caused
by reliance on the information or advice in this Bulletin
or howsoever provided, unless that person has signed a
contract with an entity from The Nautical Institute and
Lloyd's Register for the provision of this information or
advice and in that case any responsibility or liability
is exclusively on the terms and conditions set out in
that contract.
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