SUGGESTIONS TO IMPROVE THE PROCEDURES OF RECRUITMENT TRAININGFOR SEAMEN AT VINIC

VIETNAM MARITIME UNIVERSITY STUDENT NAME: NGUYEN HOANG NAM DISSERTATION GLOBAL STUDIES AND MARITIME AFFAIRS SUGGESTIONS TO IMPROVE THE PROCEDURES OF RECRUITMENT & TRAINING FOR SEAMEN AT

VIETNAM MARITIME UNIVERSITY

STUDENT NAME: NGUYEN HOANG NAM

DISSERTATION GLOBAL STUDIES AND MARITIME AFFAIRS

SUGGESTIONS TO IMPROVE THE PROCEDURES OF RECRUITMENT & TRAINING FOR SEAMEN AT VINIC

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TRAININGVIETNAM MARITIME UNIVERSITY

SUGGESTIONS TO IMPROVE THE PROCEDURES OF RECRUITMENT & TRAINING FOR SEAMEN AT VINIC

Supervisor: Vuong Thu Giang Division: Basic Economics Faculty: Economics

HAI PHONG – 20153

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 relatedresearch, for his patience, motivation, and immense knowledge Her guidancehelped me in all the time of research and writing of this thesis I could not haveimagined having a better advisor and mentor for my study Also I would like toexpress my thanks to the staff of the Company VINIC whom has been very helpfuland 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 ofwhich have inspired to conduct this topic for my dissertation

TABLE OF CONTENTS

LIST OF ABBREVIATIONSHR: Human resources

PSC: Port-State Control

MOU: Memorandum of understanding

Ltd.: Limited Liability

SOLAS: International Convention for the Safety of Life at Sea

MLC: Maritime Labor Convention

LIST OF TABLES

LIST OF FIGURES

INTRODUCTIONNecessity 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 fordetention by the international PSC Overall, by the end of 2014, the number beingheld by all three organizations has decreased significantly, nominally in Paris-MOUwith only one in four ships being held Vietnamese fleets which were held byTokyo-MOU and Indian-MOU also dropped considerably, however, this still provesthat our fleets still remain inferior

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

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

Research Object

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

is to complete a certain part in the steps of improving the quality of Vietnameseseamen.

Research scope

The research will focus on the procedures recruitment and training for seamen atseveral important aspects, in which many of those will concern the matters ofmaintaining and enhancing the quality of seamen, ensuring a stable source for theneed of labor from the ship owners, namely the international ship 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 givepropose suggestions to the matter

CHAPTER 1: METHODOLOGY1.1 Relating terms

1.1.1 Ship crew & Seamen (By the Vietnam Maritime Law, number 40/2005/QH11)

Ship crew: all of the seamen within the safe manning of vessels, including captainsand other titles arranged to work on vessels (Point 45: Ship crew)

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 onVietnamese ships;

b Have sufficient health conditions, suitable age of labor, qualification andprofessional 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 isarranged to work on ships that operate on international sea routes

3 Vietnamese citizens having sufficient conditions are allowed to work on foreignships

4 Minister of The Ministry of Transport defined specifically on ranks andresponsibilities per rank of seamen, minimum safe manning, professionalstandards and qualification certificates of seamen, seaman’s license, passportand book and the conditions for Vietnamese seamen to be allowed to work on aVietnamese ships

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

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

Vietnamese seamen who work on foreign ships have the responsibilities to conductthe 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 onewho 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 mechanicalequipment and electricity of the ship

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

- Radio officer: individuals with suitable certificate provided by training centerunder 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 searchingand hiring the best-qualified candidate, within or outside of an organization, for ajob opening, in a timely and cost effective manner” (Various authors, 2013)

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

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

* Seamen recruitment: Article II, paragraph 1(h) of the MLC, 2006 defines aseamen 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 ship owners or placing seafarers with shipowners”

1.2.2 Training

Training in business term can be defined as the organized activity aimed atimparting 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 neweremployees by the experienced employees or from the outsider who are expert onthose specific fields to extend and develop capabilities for better job performanceand for a specific role in the workplace it involves transfer of gathered knowledgefrom training, skills and behaviors.” (Various Authors, 1999)

Depending on the job natures, sometimes the senior employees guide juniors intheir daily office works where they share their experience in problem solving;actually it is not training but simply sharing knowledge, skill and experience, and itdoes 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 toincrease their skill, knowledge, and behaviors If a person is available in theorganization that is qualified enough for training then an in-house training could bearranged; otherwise the organization will need to hire an expert from outside theorganization

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

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

1.3.1 National 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 inthe maritime-majored universities.

- Seamen with the following circumstances must study complementarily thesubjects that have not been completed: Graduated from the majors as defined atItem 2 of this Clause but in other universities; Graduated from similar majors inother universities specializing in educating the maritime majors; Graduated frommajor of waterway vessel navigation or similar majors in schools specializing inthose majors

- Seamen have sufficient papers as per regulations

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

- Seamen must have the certificate of foreign language efficiency correspondingwith 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 thegovernment of the maritime major, delegated by the Minister of the Ministry ofTransport to direct and guide the training, examining and granting and exchangingthe Certificate of professional ability for seamen to work on foreign ships

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

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

- Vietnam Maritime Department decides to establish the examining council for eachtest 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; thehead 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 forseamen, has the responsibilities to counsel the Vietnam Maritime Department aboutorganizing the operation of directing and supervising the maritime ranksexamination.

- Based on the reports of the council, Head of Vietnam Maritime Departmentdecides to acknowledge the pass to grant or exchange the certificates of professionalknowledge for the seamen

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

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

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

+ Age and health suitable as regulated

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

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

+ In case seamen have mistaken in qualification, violating the law, leavingconsequences, then depending on the level of violation, Head of Vietnam MaritimeDepartment has the right to temporarily or permanently revoke the certificate thathas 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 MaritimeDepartment to seamen to assume the positions as in regulations related to the law ofVietnam and suitable to STCW Convention

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

Clause 15 Certificate of basic training

1 This type of certificate is granted by the training facility to seamen, trainees thatcomplete the basic training course of rescuing technique, fire safety, basic medicalfirst-aid, human safety and social responsibility as in regulations of Ministry ofTransport, 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 thatcomplete one of the special training courses as in regulations of Ministry ofTransport, suitable to STCW Convention, as follow:

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

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

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 (GeneralOperator’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 fiveyears starting from the issued date; other types of professional competence’scertification 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 ofmaritime safety, security and environment protection The Convention has set outthe standards to ensure the safety of structure, equipment and device, as well asexploiting activities of a ship

At the adopting moment (November 1st 1974), SOLAS 74 only included thearticles and nine chapters (consisting of one chapter for General Provisions andeight 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 ofscience and technology, as well as newly emerging matters in the reality of maritimeactivities (accidents, incidents, breakdowns…), the requirements for technicalissues of the Convention were further supplemented and continuously adjusted.Until now, the content of the SOLAS 74 Convention has been increased to fourteenchapters (consisting of 13 chapters of technical matters) including: GeneralProvisions; structure –Subdivision and stability, machinery and electricalinstallations; Fire protection, fire detection and fire extinction; Life-savingappliances and arrangements; Radio-communications; Safety of navigation;Carriage of Cargoes; Carriage of dangerous goods; Nuclear ships; Management forthe Safe Operation of Ships; Safety measures for high-speed craft; Specialmeasures to enhance maritime safety; Special measures to enhance maritimesecurity; Additional safety measures for bulk carriers

SOLAS 1974 Convention is applied for all types of passenger ships in all sizes andcargo ships with gross tonnage from 500 or larger The Convention is not appliedfor: 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 andwatchkeeping for seamen with international standards This convention consists ofthe general requirements of quality and certification for departments such as deck,engine, radio and watchkeeping sailors All of the seamen working on ships musthave certificates that meet the requirements of Convention and following a unifiedform Certification for captains, officers and sailors will be granted for those thatmeets 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, engineroom and special training requirements for workers in a number of vessels such asoil 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 Conventionwas adopted by government, employer and workers representatives, and is uniquebecause of its aims in both work conditions for seamen and economic intereststhrough fair competition for ship owners The Convention includes almost everyaspect of a seaman’s work and life on board, namely minimum age, employmentagreements, hours of work or rest, payment of wages, paid annual leave,repatriation at the end of contract, onboard medical care, the use of licensed privaterecruitment and placement services, accommodation, food and catering, health andsafety protection and accident prevention and seamen’s complaint handling TheConvention was meant to be applicable internationally, understandable, updatableand simultaneously enforced, becoming the “fourth pillar” of the regime for qualityshipping, 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 anorganization needs to illustrate its capability to consistently provide product thatmeets customer demands and applicable constitutional and monitoringrequirements, and aims to “enhance customer satisfaction through the effective

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

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

1.4 Factors affecting the procedures of recruitment and training

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

1.4.1 Factors within the organization

- The structure of the organization: Organizational structure simple or complex willaffect the decision-making process and facilitate the exchange of information ordifficulty 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 productionand business organization directly affects the nature of labor organization that uses,

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

-The views of senior leaders: The views of senior leaders are concerned and led tothe development of labor will decide to have done and done how recruitment andtraining organizations If senior leaders are aware of the importance of the role oflabor 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 therecruitment and training will impact greatly to improve the effectiveness ofrecruitment and training However, senior leaders are not aware of the role ofrecruitment and training and support for the implementation of recruitment andtraining, the active recruitment and training in organizations is not done though theorganization has all the conditions and workers wishing to recruit and train orperform recruitment and training, but not as effective

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

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

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

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

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

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

(2) Labor structure by genders: Gender is not small to influence the recruitment andtraining, 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 learningconditions than men So in the recruitment and training of the organization shouldalso consider gender factors when selecting learners and to create favorableconditions for women during the study

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

Labor skills do not mention the level of those in the department in charge ofrecruitment and training If they have enough expertise will contribute to increasingthe 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 whenrecruitment 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 recruitmentand training is one of the HR policy in an organization, these policies linkedcomplementary, policy implementation will affect real patio other policies,sometimes other policies effective implementation will lead to the recruitment andtraining without having to perform For example, efficient manpower recruitment,hiring workers are eligible only adapt to every change of work is leading to therecruitment and training is not necessary and vice versa In addition to remunerationpolicies, 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 thecountry's state policy on labor, labor market, competitors, the development ofscience and technology

Economic Environment – Society: also affects recruitment and training anddevelopment of human resources As the economy developed, stable politicalenvironment, the workers often need major recruitment and training and therecruitment and training will not be affected However, in conditions of economicrecession, 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 anorganization is employer led organizations which will have to decide whether torecruit and train or recruit replacement If the labor market is labor surplus, theorganization will consider the costs for recruitment and the recruitment and training

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

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

of science and technology and consumer demand forced the organization to adoptscience-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 andtraining

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 iscarried out effectively

1.5 Content of the procedures

1.5.1 Recruitment

Preparing recruitment

Want to find excellent candidates, in line with job recruiters need to thoroughlyprepare this information initially Preparatory work is the first stage of the

recruitment procedure, so employers need to prepare thoroughly from small thingssuch 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 thisannouncement, applicants will know if the job is right or not and will submitresume

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 therewill be more candidates submit themselves blindly great job though it is not suitablefor candidates Because of this reason, the employer must select resumes Theselected file is the same as pre-qualification interview, the employer will choose themost appropriate profile for the position then scheduled interviews This will helpemployers save a lot of valuable time in the procedure of recruitment

Preliminary Interview

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

Testing

This is to assess the actual capacity of the professional candidates, it is often an IQtest, 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 levelscapable of receiving job Besides, with the port employers prepare questions toexplore more information about the personality and personal qualities suitable forbusiness or not During this interview, for the selected candidate probation

employers should also mention remuneration issues, corporate regime forcandidates 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 testingtimes, there was a period of probation This is the period in which candidates will beexposed to the work reality, an opportunity to present possibilities, theirqualifications meet the job demands or not Since then the employer to make thefinal decision

Decision of recruitment

After the probation period, the employer to make the final decision to select themost suitable candidate for the job, and eliminating candidates who do not meet therequirements of the job After hiring decision, the final work in the recruitmentprocedure that is contracting, explain and answer questions about the candidate'scorporate 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 theneed for improved job performance and determine whether training is the solution

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