Attracting and retaining appropriately qualified staff at seafarer training institutions
-Discuss using the the case of South Africa and West Africa.
– A historical & contemporary view of MET in South Africa and West Africa
Talent Management . The concept of Attraction & Retention.
– MET recruitment in South Africa
– Quality Management –
-Impact of Digitalisation on MET
– Impact of COVID-19 on MET
– Seafarer training locations
– Training providers
-Required Academic & Seafarer Qualifications
– Attraction to MET as a career of choice -3 Capacity building & Retention
-Limitations, Conclusion and Recommendations of the study
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Maritime Education and Training (MET) plays a crucial role in ensuring the safety and efficiency of maritime operations. However, attracting and retaining appropriately qualified staff at seafarer training institutions is a major challenge faced by the industry. This article will discuss the issue using the case of South Africa and West Africa and provide recommendations for improvement.
South Africa and West Africa have a long history of maritime trade, with the former being a major contributor to the global economy through its port operations. Despite this, the MET sector in these regions has faced challenges in attracting and retaining qualified staff.
Talent management is an essential component of attracting and retaining staff in any industry, including MET. The concept of attraction and retention involves identifying the needs and desires of potential employees, as well as creating a supportive work environment that enables them to achieve their career goals.
In South Africa, MET recruitment is often limited by a lack of qualified candidates, with many institutions relying on foreign trainers to fill positions. To address this challenge, the government has implemented various initiatives to promote MET as a career of choice, such as capacity building and skills development programs.
Quality management is also an important factor in attracting and retaining staff in MET institutions. This involves ensuring that training programs are of high quality and meet international standards, such as those set by the International Maritime Organization (IMO).
The impact of digitalization on MET cannot be overstated, with advancements in technology transforming the way that seafarers are trained. This includes the use of simulation and virtual reality techniques to enhance the learning experience, as well as online courses and e-learning platforms to increase accessibility.
The COVID-19 pandemic has also had a significant impact on MET, with many institutions facing reduced enrollment and funding. This has led to a greater reliance on online training and a shift towards remote working, which has created new challenges for the sector.
Seafarer training institutions can be found in various locations, including ports, universities, and private training centers. These institutions offer a range of training programs, including basic and advanced courses, as well as specialized programs for specific maritime roles.
Training providers must have the necessary academic and seafarer qualifications, as well as relevant experience in the industry. This includes meeting the standards set by the IMO, as well as any relevant national and regional regulations.
Attracting individuals to MET as a career of choice requires a range of initiatives, including capacity building, career development opportunities, and supportive work environments. Retention is also important, with initiatives such as professional development programs, flexible working arrangements, and competitive salaries crucial in keeping staff engaged and motivated.
The limitations of this study include the limited data available on the MET sector in South Africa and West Africa, as well as the challenges posed by the COVID-19 pandemic. Nevertheless, the findings of this study highlight the importance of attracting and retaining appropriately qualified staff in MET institutions.
Attracting and retaining staff in MET institutions is essential for ensuring the safety and efficiency of maritime operations. To address the challenges faced by the sector, it is important to promote MET as a career of choice, implement quality management practices, and provide supportive work environments. Additionally, initiatives such as capacity building, professional development programs, and flexible working arrangements can help to retain staff and improve the overall competitiveness of the industry.
Bibliography:
-International Maritime Organization. (n.d.). Standards of Training, Certification and Watchkeeping (STCW). Retrieved from https://www.imo.org/en/OurWork/HumanElement/TrainingCertification/Pages/Default.aspx
-Department of Transport (South Africa). (n.d.). Maritime Education and Training. Retrieved from https://www.dot.gov.za
