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Succession Planning and Competency Profiling:

Eurasia places highest priority on competency profiling and succession planning for its staff while planning their promotions. It is the company's policy to give first priority to its own seafarers for shore based staff positions: 66% of the Senior Management and 77% of Middle Management have a seafaring background.

Seafarers are encouraged to work ashore during their sea career for evaluation of their skills needed for shore-based jobs later. A promotion board comprising senior management continually appraises eligible and long-standing seafarers for elevation to a higher rank onboard. The senior sea-staff are also monitored for absorption ashore in suitable positions.

However, qualification, competency and experience by themselves do not guarantee promotion. A scientific leadership test is conducted to determine if a candidate possesses necessary skills and is ready for superior responsibilities.

Seafarer Motivation Measures

Apart from promotion and salary incentives, Eurasia uses many other measures to motivate, reward and retain good individuals and teams. The single most motivating factor for our employee's is the absolute trust that Eurasia uses an open, transparent and fact based system to reward and recognise performance. Some examples are given below.

  • Ten- year service award to reward loyalty
  • Six-monthly team-based best ship performance award to motivate and encourage good vessel performance
  • Citations on a job well-done to motivate and encourage good individual performance
  • Exceptional raise for exceptional performances on an annual basis.
  • Annual salaries for key employees on specialised vessels

  • Clubs in each center of concentration of seafarers, headed by a senior seafarer
  • Seminars on development of soft skills, which will benefit seafarers in their professional and personal lives
  • A young seaworthy fleet

  • Personal contact with families of seafarer, when onboard, also when on leave

  • Meet the Management sessions, where free interaction allows greater rapport between the management and sea-staff

  • Quarterly Newsletters to share achievements and inculcate a team spirit amongst the shore and floating staff

  • Alliances with banks and other third parties related directly with hygiene factors like allotments and leisure

  • Multi-cuisine, Nutritious, hygienic, tasty meals on board from Seachef ensures seafarers want to come back

  • Get-togethers of families of seafarers

Satisfaction Surveys

Every two years, a satisfaction survey is conducted and satisfaction levels in each of the listed areas recorded in standard HR forms.

Building Relationships

Each year, Eurasia organises at least one large scale one to two-day outing for shore based staff including families, two seafarers' seminars, and three to four gatherings for all staff, which helps in team building. Eurasia has a mix of nationalities in its employment. For all nationalities, whether on vessel or ashore, important religious festivals are celebrated such as Christmas, Chinese New Year, etc