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Seafarer training: meeting the challenges of Generation Z

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Bente Boa, Senior Learning and Development Manager at Dong Energy, shares her thoughts on the challenges of efficiently and effectively training the seafarers of the future.

Bente Boa, Senior Learning and Development Manager at Dong Energy, shares her thoughts on the challenges of efficiently and effectively training the seafarers of the future.

Leah Kinthaert: In what way do you believe training needs to be developed in order to keep up with an environment that is constantly changing?

Bente Boa: Well if we don’t, it will be way too costly to adjust to changes. Meaning we have to create systems/processes that are easy adjustable – new technologies like tablets can help us.

LK: What are the key issues surrounding the training of seafarers today?

BB:  The 2010 STCW adjustments still take a lot of resources and ensuring seats for the required trainings is a challenge. Though I do believe we still have a strong compliance culture within this business. We have more focus on having the right documents stating the training has been completed than ensuring that our seafarers actually are able to use what they learnt during all the mandatory training.

We often see seafarers having completed all this training, but for some reason they don’t use the new things they have learnt when they get aboard. The famous “knowing-doing gap” – you know what you should do, but for some reason you don’t!

LK: How realistic do you think it is that the January 2017 STCW deadline will be met?

BB: Guess it doesn’t really matter how realistic I think it is – we just have to do it.

LK: As training develops to meet the needs of Generation Z, how will it do so whilst remaining cost efficient? 

BB: I don’t know if I have the insight to answer that. I don’t think we in the shipping companies develop training to meet the needs of Gen Z, the Maritime Academies have to. But I do think that using new technologies, like tablets and gaming, appeals to Gen Z and going forward, will be an easy adjustable way for some training. The challenge is, we need to develop training that caters for the needs of many generations. Using the abilities of Gen Z when executing and developing training in new equipment/technologies will be beneficial for all generations. It looks as if Gen Z has the resources and initiative to make changes if they see a need, but they might not have the necessary professional experience as they are still young. As for the cost efficiency, implementing new technologies takes some investments upfront but I do believe it will be cost efficient in the long term. Technological developments will ease the way. Just like the first mobile phone which was large, heavy and expensive, today it’s common for most people; school children, elder people in nursing homes, Massai´s in Tanzania, to cover the cost of mobile phones.

LK: How is the role of marine HR changing?

BB: From my perspective the Marine HR role has changed from sending ‘one seafarer with the right certificate to a vessel’ to sending ‘the right seafarer, with the right skills, experiences and attitude to the right vessel’. This means we have to know our stakeholders, understand the business, know the company strategy and develop our people to meet the requirements set by the strategy. We have to keep track on the talent and develop fast track solutions ensuring that the company continues to be attractive to the talents.

LK: How will these changes be beneficial?

BB: How can it not? Knowing our business, keeping the company attractive and having the right people can only be beneficial.