Suggestions to improve the procedures of recruitment training for seamen at VINIC

MINISTRY OF TRANSPORTATIONMINISTRY OF EDUCATION & TRAINING VIETNAM MARITIME UNIVERSITY STUDENT NAME:NGUYEN HOANG NAM DISSERTATION GLOBAL STUDIES AND MARITIME AFFAIRS SUGGESTIONS TO IM

MINISTRY OF TRANSPORTATIONMINISTRY OF EDUCATION & TRAINING

VIETNAM MARITIME UNIVERSITY

STUDENT NAME:NGUYEN HOANG NAM

DISSERTATION GLOBAL STUDIES AND MARITIME AFFAIRS

SUGGESTIONS TO IMPROVE THE PROCEDURES OF RECRUITMENT& TRAININGFOR SEAMEN AT VINIC

HAI PHONG – 2015

MINISTRY OF TRANSPORTATIONMINISTRY OF EDUCATION & TRAINING

VIETNAM MARITIME UNIVERSITY

STUDENT NAME:NGUYEN HOANG NAM

DISSERTATION GLOBAL STUDIES AND MARITIME AFFAIRS

SUGGESTIONS TO IMPROVE THE PROCEDURES OF RECRUITMENT& TRAININGFOR SEAMEN AT VINIC

HAI PHONG – 2015

Student Name and Signature

Nguyen Hoang Nam

ACKNOWLEGEMENT

Firstly, I would like to express my sincere gratitude to my advisor MSc Vuong Thu Giang for the continuous support of my graduate study and related research, for his patience, motivation, and immense knowledge Her guidance helped me in all the time of research and writing of this thesis I could not have imagined having a better advisor and mentor for my study Also I would like to express my thanks to the staff of the Company VINIC whom has been very helpful and generous during my internship at the office of the company During this period,

I also had the opportunity to observe some of the company’s procedures, two of which have inspired to conduct this topic for my dissertation

TABLE OF CONTENTS

PREFACE i

ACKNOWLEGEMENT ii

TABLE OF CONTENTS iii

LIST OF ABBREVIATIONS vi

LIST OF TABLES vii

LIST OF FIGURES viii

INTRODUCTION 1

Necessity of the research 1

Research Object 1

Research scope 2

Research findings 2

CHAPTER 1: METHODOLOGY 3

1.1 Relating terms 3

1.1.1 Ship crew & Seamen (By the Vietnam Maritime Law, number 40/2005/QH11) 3 1.1.2 Ranks of seamen 4

1.2 Basic definitions 4

1.2.1 Recruitment 4

1.2.2 Training 5

1.3 Laws and regulations affecting the procedures of recruitment and training for seamen 5

1.3.1 National laws 5

1.3.2 International laws 10

1.3.2.1 International Convention for the Safety of Life at Sea – SOLAS 1974 10

1.3.2.2 International Convention on Standards of Training, Certification and Watchkeeping for Seafarers-STCW 78/95 11

1.3.2.3 Maritime Labor Convention, 2006 (MLC, 2006) 11

1.3.2.4 Quality management systems – ISO 9001:2008 11

1.4 Factors affecting the procedures of recruitment and training 12

1.4.1 Factors within the organization 12

1.4.2 Factors outside the organization 14

1.5 Content of the procedures 15

1.5.1 Recruitment 15

1.5.2 Training 17

CHAPTER 2: THE PROCEDURES OF RECRUITMENT AND TRAINING FOR SEAMEN AT VINIC 19

2.1 Introduction of the company 19

2.1.1 General information 19

2.1.2 Function, duty and business majors of VINIC 20

2.1.3 Organization 22

2.1.4 Business analysis, period 2012-2014 27

2.1.5 Analysis of the HR at VINIC 28

2.1.5.1 Scale of labor 28

2.1.5.2 Scale of labor by degrees of education 29

2.1.5.3 Scale of labor by age groups 31

2.2 Evaluation of the procedures of recruitment and training for seamen at VINIC 33

2.2.1 The procedure of recruitment 33

2.2.1.1 Content of the procedure 33

2.2.1.2 Strengths 34

2.2.1.3 Weaknesses 35

2.2.2 The procedure of training 36

2.2.2.1 Content of the procedure 36

2.2.2.2 Strengths 38

2.2.2.3 Weaknesses 38

CHAPTER 3: SUGGESTIONS TO IMPROVE THE PROCEDURES OF RECRUITMENT AND TRAINING FOR SEAMEN AT VINIC 40

3.1 The short-term strategies and short-term targets of VINIC 40

3.2 Suggestions to improve the procedures of recruitment and training seamen at VINIC 41

3.2.1 Suggestions to improve the procedure of recruitment for seamen at VINIC 41 3.2.2 Suggestions to improve the procedure of training for seamen at VINIC 44 CONCLUSION 47 References

SOLAS:International Convention for the Safety of Life at Sea

MLC:Maritime Labor Convention

LIST OF TABLES

Table 1 Statistics of Vietnamese fleets held by PSC 1

Table 2 Business results of the Company, period 2012-2014 27

Table 3 VINIC's scale of labor 2012-2014 28

Table 4 Scale of labor by degrees of education 29

Table 5 Scale of labor by age groups 31

Table 6 A model of the basic content of the training plan 44

LIST OF FIGURES

Figure 1 The overview of procedures in company VINIC 21

Figure 2 Model of VINIC’s organization 22

Figure 3 Scale of labor by degree of education 29

Figure 4 The recruitment procedure of VINIC 33

Figure 5 The training procedure at VINIC 36

Necessity of the research

Table 1 Statistics of Vietnamese fleets held by PSC

Source: Department of Vietnamese registration of shipping

The above table illustrates the data of Vietnamese fleets being checked and held for detention by the international PSC Overall, by the end of 2014, the number being held by all three organizations has decreased significantly, nominally in Paris-MOU with only one in four ships being held Vietnamese fleets which were held by Tokyo-MOU and Indian-MOU also dropped considerably, however, this still proves that our fleets still remain inferior

Vietnamese fleets are checked and held by international organization every year and the major reasons are from the quality of the seamen: insufficient qualifications, ship owners have not had sufficient concern to the status of the seamen; The conduct of the regulations of the International Convention for the Safety of Life at Sea (SOLAS) is still being neglected; The professional skills, experience and communicating by foreign language of Vietnamese seamen are still deficient; The supervising and inspecting and granting certificates relating to SOLAS of our departments still have their limitation Therefore, improving the quality of seamen

is the most important objective of the relating departments in Vietnam, as it is necessary to enhance the position of Vietnam in the international labor market, as well as providing the well-qualified human resource for the highly demanded market

Research Object

The research aims to analyze the actual state and determine the causes of the disadvantages in the procedures of recruitment and training for seamen, with VINIC Company as the primary subject Then, it will give some suggestions to improve the recruitment and training procedures forseamen at the company Finally, it purpose is

to complete a certain part in the steps of improving the quality of Vietnamese seamen

Research scope

The research will focus on the proceduresrecruitment and training forseamen at several important aspects, in which many of those will concern the matters of maintaining and enhancing the quality of seamen, ensuring a stable source for the need of labor from the ship owners, namely the internationalship owners

as the conventions, foreign laws on seamen Furthermore, it uses the available data

of the company in research, VINIC and analyzes them thoroughly in order to give propose suggestions to the matter

Seaman working on vessels (Point 46):

1 Individuals who have sufficient conditions, standards to undertake the positions

on Vietnamese ships;

2 Seamen working on foreign ships must have the following conditions;

a Are Vietnamese citizens or foreign citizens who are allowed to work on Vietnamese ships;

b Have sufficient health conditions, suitable age of labor, qualification and professional certificates as regulated;

c Are arranged to a certain position on the ship;

d Have seaman’s book

e Have seaman’s passport to enter or leaving a country, if the seaman is arranged to work on ships that operate on international sea routes

3 Vietnamese citizens having sufficient conditions are allowed to work on foreign ships

4 Minister of The Ministry of Transport defined specifically on ranks and responsibilities per rank of seamen, minimum safe manning, professional standards and qualification certificates of seamen, seaman’s license, passport and book and the conditions for Vietnamese seamen to be allowed to work on a Vietnamese ships

5 Minister of The Ministry of Health Care co-ordinates with Minister of The Ministry of Transport to regulate the health standards of seamen to work on a Vietnamese ships

Responsibilities of seamen on foreign ships (from Point 47):

Vietnamese seamen who work on foreign ships have the responsibilities to conduct the contract signed with the ship owners or the international labor users

1.1.2 Ranks of seamen

- Captain: has the right to control the ship

- Chief Officer: deck officer that has the rank right under the captain and is the one who control the ship under the circumstance that captain loses this ability to control

- Chief Engineer: the highest-rank officer with the responsibility of physical force

of the ship, the ship’s procedure as well as preservation of the mechanical equipment and electricity of the ship

- 2nd Engineer: mechanical officer with rank right under chief engineer and is responsible for the physical force of the ship under the circumstance that chief engineer loses his ability to control

- Radio officer: individuals with suitable certificate provided by training center under regulations of radio controlling

- Sailor: member of the crew, is neither captain nor officer

1.2 Basic definitions

1.2.1 Recruitment

In the popular understanding, recruitment is defined as “the process of searching and hiring the best-qualified candidate, within or outside of an organization, for a job opening, in a timely and cost effective manner” (Various authors, 2013)

Another explanation for recruitment is “Recruitment is a positive process of searching for prospective employees and stimulating them to apply for the jobs in the organization When more persons apply for jobs then there will be a scope for recruitment better persons.” (Edwin B Flippo)

The procedure of recruitment is the process of finding out the sources from where required individuals will be available for recruitment, developing the techniques to attract the suitable candidates and stimulating as many applicants as possible for the jobs In order to select a best person, attraction is needed

* Seamen recruitment: Article II, paragraph 1(h) of the MLC, 2006 defines a seamen recruitment and placement service as “any person, company, institution, agency or other organization, in the public or the private sector, which is engaged in

recruitment seafarers on behalf of shipowners or placing seafarers with ship owners”

1.2.2 Training

Training in business term can be defined as the organized activity aimed at imparting information and/or instructions to improve the recipient's performance or

to help him or her attain a required level of knowledge or skill

Additionally, training could also be understood as “the process of guiding newer employees by the experienced employees or from the outsider who are expert on those specific fields to extend and develop capabilities for better job performance and for a specific role in the workplace it involves transfer of gathered knowledge from training, skills and behaviors.” (Various Authors, 1999)

Depending on the job natures, sometimes the senior employees guide juniors in their daily office works where they share their experience in problem solving; actually it is not training but simply sharing knowledge, skill and experience, and it does not become a schedule, just when juniors are required to come to help

Primarily, the training is to guide employees in carrying out a specific job or to increase their skill, knowledge, and behaviors If a person is available in the organization that is qualified enough for training then an in-house training could be arranged; otherwise the organization will need to hire an expert from outside the organization

* Training for seamen: the activity that assist seamen in harnessing knowledge and temper their skills necessary for the demanded tasks

1.3 Laws and regulations affecting the procedures of recruitment and training for seamen

1.3.1National laws

The regulations of educating and granting certificates of Vietnam (By the Decision

of the Ministry of Transport No 31/2008/QD-BGTVT on Dec.26, 2008)

* The regular conditions to granting the Certificate of qualification for the seamen:

- Seamen must have sufficient age of labor and health standards as per regulations

- Seamen have graduated from the majors of ship navigation or ship exploitation in the maritime-majored universities

- Seamen with the following circumstances must study complementarily the subjects that have not been completed: Graduated from the majors as defined at Item 2 of this Clause but in other universities; Graduated from similar majors in other universities specializing in educating the maritime majors; Graduated from major of waterway vessel navigation or similar majors in schools specializing in those majors

- Seamen have sufficient papers as per regulations

- Seamen have sufficient qualification and time to assume the positions corresponding to the ranks as defined by regulations

- Seamen must have the certificate of foreign language efficiency corresponding with level A, B or C of English or an equivalent certificate of Japanese efficiency

* The regulation of examination and granting Certificate of professional ability for seamen

- Vietnam Maritime Department is the managing bureau representing the government of the maritime major, delegated by the Minister of the Ministry of Transport to direct and guide the training, examining and granting and exchanging the Certificate of professional ability for seamen to work on foreign ships

- Annually, Vietnam Maritime Department directs the operations of opening the training courses and organizing the tests to granting certificates for the professional

s for seamen being the captain and officer ranks, boatswain, chief engineer, sailor and engineers

- Vietnam Maritime Department decides to establish the examining council for each test depending on the content and scale of each training course The council consists

of the following members:

+ Council Chairman is delegated by Vietnam Maritime Department

+ The members are: representatives from the functioning board of Department; the head of training center; representatives from the agencies of The Ministry; the head

of the judges of the test

- The examining council, in order to grant certificates of professional knowledge for seamen, has the responsibilities to counsel the Vietnam Maritime Department about organizing the operation of directing and supervising the maritime ranks examination

- Based on the reports of the council, Head of Vietnam Maritime Department decides to acknowledge the pass to grant or exchange the certificates of professional knowledge for the seamen

Seamen who participate in the examination meet the condition of all the test subjects as regulated will be acknowledge as passed and have the right to conduct the internship on ships as regulated

In case seamen only pass half of the number of the test subjects, the results of this subjects will be saved within the period of one year

- All of the certificates of qualification granting for seamen and special training papers have the validity within five years from the granting day When expired, if one wished to extend, exchange or receive a new one, the seamen must have the following conditions:

+ Age and health suitable as regulated

+ Guarantee the suitable rank as in the certificate of qualification, granting in twelve months within five years

+ Seamen who were granted the certificates but do not work offshore within three years wish to be re-granted or re-confirmed to use must pass the examination and demand as regulated

+ In case seamen have mistaken in qualification, violating the law, leaving consequences, then depending on the level of violation, Head of Vietnam Maritime Department has the right to temporarily or permanently revoke the certificate that has been granted for that seaman

*Types of certificates of qualification(in the Decision of the Ministry of Transport

No 31/2008/QD-BGTVT on Dec.26, 2008)

Clause 13 Category and forms of certificates

1 The certificates of seamen on Vietnamese ships consist of the following types:

a Certificate of professional ability

b Certificate of basic training

c Certificate of special training

d Certificate of professional competence’s training

2 Forms of the certificates in Appendix I of this Decision

Clause 14 Certificate of professional ability

1 Certificate of professional ability is granted by Head of Vietnam Maritime Department to seamen to assume the positions as in regulations related to the law of Vietnam and suitable to STCW Convention

2 This type of certificate has the validity within five years starting from the date of issue

Clause 15 Certificate of basic training

1 This type of certificate is granted by the training facility to seamen, trainees that complete the basic training course of rescuing technique, fire safety, basic medical first-aid, human safety and social responsibility as in regulations of Ministry of Transport, suitable to STCW Convention

2 This type of certificate has no expiration date

Clause 16 Certificate of special training

1 This type of certificate is granted by the training facility to seamen, trainees that complete one of the special training courses as in regulations of Ministry of Transport, suitable to STCW Convention, as follow:

a Getting used to oil tankers, chemical tankers, liquefied gas tankers, passenger ships or RO-RO

b Enhancing the exploitation of oil tankers, chemical tankers or liquefied gas tankers

c Crowd management

d Passenger safety, cargo safety and the intact status of ship hull

a Observation and radar diagram

b ARPA – Automatic radar plotting aid

c GMDSS - Global Maritime Distress and Safety System: GOC rank (General Operator’s Certificate), ROC (Restricted Operator’s Certificate)

d Advanced fire fighting

e Medical first-aid

f Medical healthcare

g Life rafts, rescue boats

h High-speed rescue boats

i Ship security officer

j Workforce management in deck

k Workforce management in engine room

l Maritime English

m Digital nautical chart

n Ship safety management

2 This type of certification at GOC and ROC ranks has the validity within five years starting from the issued date; other types of professional competence’s certification have no expiration date

1.3.2 International laws

1.3.2.1 International Convention for the Safety of Life at Sea – SOLAS 1974

This is considered to be the convention which covers all of the relating matters of maritime safety, security and environment protection The Convention has set out the standards to ensure the safety of structure, equipment and device, as well as exploiting activities of a ship

At the adopting moment (November 1st 1974), SOLAS 74 only included the articles and nine chapters (consisting of one chapter for General Provisions and eight chapters for technical matters) These articles defined the general regulations of signing procedures, ratification, agreement, consensus, validity, cancellation, amendments… to the Convention The chapters defined the standards of structures, equipment and exploitation of vessels to ensure safety

The articles were adjusted in Protocol 1978 With the ever-lasting development of science and technology, as well as newly emerging matters in the reality of maritime activities (accidents, incidents, breakdowns…), the requirements for technical issues of the Convention were further supplemented and continuously adjusted Until now, the content of the SOLAS 74 Convention has been increased to fourteen chapters (consisting of 13 chapters of technical matters) including: General Provisions; structure –Subdivision and stability, machinery and electrical installations; Fire protection, fire detection and fire extinction; Life-saving appliances and arrangements; Radio-communications; Safety of navigation; Carriage of Cargoes; Carriage of dangerous goods; Nuclear ships; Management for the Safe Operation of Ships; Safety measures for high-speed craft; Special measures to enhance maritime safety; Special measures to enhance maritime security; Additional safety measures for bulk carriers

SOLAS 1974 Convention is applied for all types of passenger ships in all sizes and cargo ships with gross tonnage from 500 or larger The Convention is not applied for: war ships and military ships; cargo ships with gross tonnage less than 500; ships without machinery operating engine; wood vessels with simple structure; cruisers which do not participate in business activities and fishing vessels

1.3.2.2 International Convention on Standards of Training, Certification and Watchkeeping for Seafarers-STCW 78/95

The convention established the basic requirements of training, certification and watchkeeping for seamen with international standards This convention consists of the general requirements of quality and certification for departments such as deck, engine, radio and watchkeeping sailors All of the seamen working on ships must have certificates that meet the requirements of Convention and following a unified form Certification for captains, officers and sailors will be granted for those that meets the requirements defined by authorities of: Sea service, Age, Medical fitness, training, qualification, examination

The convention also regulated the basic rules of watchkeeping for decks, engine room and special training requirements for workers in a number of vessels such as oil tankers, chemical tankers and liquefied gas tankers

1.3.2.3 Maritime Labor Convention, 2006 (MLC, 2006)

This is an international labor convention from the International Labor Organization, providing the international standards for maritime labor industry The Convention was adopted by government, employer and workers representatives, and is unique because of its aims in both work conditions for seamen and economic interests through fair competition for ship owners The Convention includes almost every aspect of a seaman’s work and life on board, namely minimum age, employment agreements, hours of work or rest, payment of wages, paid annual leave, repatriation at the end of contract, onboard medical care, the use of licensed private recruitment and placement services, accommodation, food and catering, health and safety protection and accident prevention and seamen’s complaint handling The Convention was meant to be applicable internationally, understandable, updatable and simultaneously enforced, becoming the “fourth pillar” of the regime for quality shipping, supporting the other major Conventions dealing with safety and security

of ships and protection of the marine environment

1.3.2.4 Quality management systems – ISO 9001:2008

ISO 9001:2008 specifies requirements for a quality management system where an organization needs to illustrate its capability to consistently provide product that meets customer demands and applicable constitutional and monitoring requirements, and aims to “enhance customer satisfaction through the effective

application of the system, including processes for continual improvement of the system and the assurance of conformity to customer and applicable statutory and regulatory requirements”

All requirements of ISO 9001:2008 are standard and are intended to be applicable to all organizations, regardless of type, size and product provided

1.4Factors affecting the procedures of recruitment and training

In a general business and transport enterprises in particular, recruitment and training are influenced by a number of fundamental factors

1.4.1 Factors within the organization

- The structure of the organization: Organizational structure simple or complex will affect the decision-making process and facilitate the exchange of information or difficulty The organizational structure is also the basis for the use of different types

of labor If organizational structure and management enforcement is simple, recruitment and training is also easier and vice versa

- Characteristics of production and business organization: Features of production and business organization directly affects the nature of labor organization that uses,

to social standards and funding for recruitment and training If organizations use highly qualified labor and the nature of work often have to change the inevitable job content delivered to workers must change and the need to recruit and train appears and should be meet to ensure the work is executed efficiently However, in the organization of production and business characteristics is the production of crafts, simple, requires labor skills is primarily the recruitment and training is not necessary On the other hand, some businesses in those industries requiring enforcement of social standards to ensure that the enterprise is engaged in the business environment and increased credibility in the market Additionally, businesses can bring profits for businesses or not also affects investment funds for recruitment and training and thus will affect the efficiency of the recruitment and training

-The views of senior leaders: The views of senior leaders are concerned and led to the development of labor will decide to have done and done how recruitment and training organizations If senior leaders are aware of the importance of the role of labor and the recruitment and training in the strategic development of the

organization, senior management will facilitate all aspects: time, funding, assistance

in teaching, creating a division responsible for certain rights to enforce the recruitment and training will impact greatly to improve the effectiveness of recruitment and training However, senior leaders are not aware of the role of recruitment and training and support for the implementation of recruitment and training, the active recruitment and training in organizations is not done though the organization has all the conditions and workers wishing to recruit and train or perform recruitment and training, but not as effective

Financial capability: To implement recruitment and training necessary to calculate business costs for certain recruitment and training The ability to mobilize financial resources from public sources will determine the form and methods of recruitment and training, the number of workers recruited and trained, while recruitment and training organizations offer recruitment and training facilities to serve the process of recruitment and training, equipment and service for the recruitment and training (for the method of recruitment and training organization that carried out), opportunity costs when employees join the recruitment procedure and training So, if limited financial possibilities will limit the opportunity to choose when making recruitment and training businesses and vice versa

- Features of the organization of human resources: Characteristics of organized labor also affects greatly to the recruitment and training by making them the subject

of recruitment and training The characteristics of the human resources within the organization (such as the scale, structure, quality .) are affecting the size and content of recruitment and training within the organization Human resources of the organization must also mention that the specialized staff recruitment and training The specialized staff recruitment and training to those who recruited and properly trained professional and practical expertise and qualified professional to undertake and implement the most effective steps in the procedures of recruitment and training

(1) The scale of human resources: If the employee size of large organizations tend

to perform labor management more difficult, the number of deficient knowledge and skills tend to be higher than the organization employee size small On the other hand, the labor could replace work as other laborers are engaged in the process of recruitment and training, labor intensive and can be selected directly involved in teaching when businesses want to adopt methods of recruitment and training

measures as: Mentoring instructions, open the next class now will contribute to improving the effectiveness of recruitment and training

(2) Labor structure by genders: Gender is not small to influence the recruitment and training, by gender will affect the biological factors of labor, the development cycle

to personal capacity and rates use time rate for work, family and individual workers According to a demographic study of women have participated in the learning conditions than men So in the recruitment and training of the organization should also consider gender factors when selecting learners and to create favorable conditions for women during the study

(3).The level of labor: workers' qualifications will inevitably affect the number of employees to be recruited and trained Especially when the present level of the shortage when the job needs Pathways current employees will indicate the need to recruit and train? Recruitment and training of knowledge, skills whatsoever

Labor skills do not mention the level of those in the department in charge of recruitment and training If they have enough expertise will contribute to increasing the effectiveness of recruitment and training, and vice versa

(4) Structure of human resources with age

Ages of labor will affect the ability to acquire the knowledge and skills when recruitment and training, but it's also the psychological effect of the learner to learn

So when choosing employee recruitment and training needs to consider the degree

of influence of the working age to effectively recruit and train

The HR policies within the organization: The policies and activities of recruitment and training is one of the HR policy in an organization, these policies linked complementary, policy implementation will affect real patio other policies, sometimes other policies effective implementation will lead to the recruitment and training without having to perform For example, efficient manpower recruitment, hiring workers are eligible only adapt to every change of work is leading to the recruitment and training is not necessary and vice versa In addition to remuneration policies, benefits, performance appraisal work also a large effect on the efficiency

of recruitment and training

1.4.2 Factors outside the organization

Factors outside organizations such as the economic environment - society of the country's state policy on labor, labor market, competitors, the development of science and technology

Economic Environment – Society: also affects recruitment and training and development of human resources As the economy developed, stable political environment, the workers often need major recruitment and training and the recruitment and training will not be affected However, in conditions of economic recession, political instability organizations are looking for ways to cut spending, and preserve infrastructure, the recruitment and training have also been affected -The labor market: Tight labor market or excess labor categories that an organization is employer led organizations which will have to decide whether to recruit and train or recruit replacement If the labor market is labor surplus, the organization will consider the costs for recruitment and the recruitment and training

of choice, whereas if the labor market are scarce, the organization would be interested in nature workforce through recruitment and training in order to meet the demand for manpower, more will perform "retain" employees for recruitment and training will that help employees more engaged with the organization is work

- Science and technology: Scientific and technological factors can say a huge impact to the Recruitment and training organizations With the development trend

of science and technology and consumer demand forced the organization to adopt science-technology, buy new machinery This will lead to a shortage of labor quality of new knowledge So the need for implementation and attention to recruitment and training

In conclusion: There are many factors that affect the recruitment and training of an

organization When implementing the recruitment and training organizations need

to consider the degree of influence of the factors for the recruitment and training is

carried out effectively

1.5Content of the procedures

1.5.1 Recruitment

Preparing recruitment

Want to find excellent candidates, in line with job recruiters need to thoroughly

recruitment procedure, so employers need to prepare thoroughly from small things such as recruitment Plan for how long, requirements for the candidates, announcements contents

Recruitment announcement

Employers simply compose a detailed recruitment notice on the company's request, the applicants are entitled to benefits and posted to the media mass Thanks to this announcement, applicants will know if the job is right or not and will submit resume

Collecting and selecting resumes

When a job is notified, published sure recruiters will receive sent the resume However, records are not well suited to the job requirements, not to mention there will be more candidates submit themselves blindly great job though it is not suitable for candidates Because of this reason, the employer must select resumes The selected file is the same as pre-qualification interview, the employer will choose the most appropriate profile for the position then scheduled interviews This will help employers save a lot of valuable time in the procedureof recruitment

Preliminary Interview

After receiving and selecting applications, the next step is the appointment of employer interview schedule for the selected profile The interview will help employers identify the information in the records of candidates, as well as how to sort the candidate does not meet the requirements

Testing

This is to assess the actual capacity of the professional candidates, it is often an IQ test, logic, and language proficiency test and inspection expertise of candidates Round check will help employers continue to eliminate those candidates not eligible

to go forward to the next round

Selection Interview

Round interview to assess candidates in many aspects, dimensions and levels capable of receiving job Besides, with the port employers prepare questions to explore more information about the personality and personal qualities suitable for

employers should also mention remuneration issues, corporate regime for candidates to know and decide whether to work with the company or not

Internship probation

Although it has been employed, but the candidates have to go through the testing times, there was a period of probation This is the period in which candidates will be exposed to the work reality, an opportunity to present possibilities, their qualifications meet the job demands or not Since then the employer to make the final decision

Decision of recruitment

After the probation period, the employer to make the final decision to select the most suitable candidate for the job, and eliminating candidates who do not meet the requirements of the job After hiring decision, the final work in the recruitment procedure that is contracting, explain and answer questions about the candidate's corporate regime to candidates understood

- Implementing training plan

- Evaluate the effectiveness of training

An effective training procedure needs a close contact of four following points:

Assess training needs

- This is the process of collecting and analyzing information in order to clarify the need for improved job performance and determine whether training is the solution

- Assess training needs crews is the process of identifying the requirements of job performance and spacing requirements for job performance and current results of Seafarers