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At Eurasia, we believe that "Ships do not move cargoes, people do" and a ship manager's first and foremost challenge is to have the right people, at the right place and at the right time for the ships under its management. In this regard, there are two primary challenges; one is to attract the best people, and the other is to train them into leadership positions.
Our HR policy is designed to achieve the objectives listed above and revolves around the following cardinal principals:
- Core values of integrity, loyalty and professionalism
- Equal opportunity without discrimination
- Providing a safe and good working environment
- Alignment of personal and corporate goals
- Matching measured competencies to job profiles
- Specifiable, measurable, time-bound goals
- Empowerment at each level
- Gap analysis by cross-checks and feedback
- Continued development and training
- Performance linked rewards and recognition.
While most of these are self-explanatory a few need a little enumeration to be seen as we ourselves see them.
Values:
It is a tremendous human resource challenge to ensure that people have a certain set of values, because it is the values which mould perceptions and perceptions in turn mould attitudes. Attitudes mould behaviour; behaviour moulds actions and actions mould results. So if we want consistency…a predictable result, then we have to start from the bottom of the chain - that is the values and if we can get the values right in each one of our floating factory's staff, then we can expect a predictable result.
Safe working environment:
The starting point for a motivated crew is the workplace environment. We try to ensure that our ships are ergonomically efficient and that means that they provide a good and safe working environment. This means listening to feedback, not just from the legislators and the equipment-manufacturers. Listening to the frequently fairly inaccessible people at the operational end and truly addressing their concerns is a crucially important part of building a good social environment.
Empowerment:
A ship's captain is likened to the managing director of a floating factory - responsible for the ship's mission, for allocating resources and for ensuring the safety of the ship, its crew and cargo. The chief engineer is likened to a general manager and the staff of marine engineers was responsible for all technical aspects of ship maintenance and operations, including communications technology.
The chart below lays out the conceptual underpinnings of our HR policy at a glance.
Conceptual Underpinning of HR Policy in Eurasia
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