The British Academy for Training and Development offers this training program in "Maritime Human Resource Management and Crew Performance Development", designed to strengthen the knowledge and management capabilities required to oversee maritime personnel and improve crew performance in demanding operational environments.

The program examines human resource management in the shipping industry, including crew recruitment, workforce planning, competency assessment, training, and performance evaluation. It also addresses maritime labour regulations, leadership at sea, multicultural team management, and human factors affecting safety and operational effectiveness. Particular attention is given to crew motivation, communication, fatigue management, and professional development. Participants will gain a clear understanding of how effective personnel management supports regulatory compliance, crew retention, safer operations, and the long-term performance of maritime organisations.

Who Should Attend?

• HR managers and personnel officers in shipping companies.
• Shipowners, fleet managers, and crewing managers overseeing crew deployment.
• Shipmasters, senior officers, and maritime supervisors managing crew performance.
• Maritime training coordinators and compliance professionals.

Knowledge and Benefits:

After completing the program, participants will be able to master the following:

• Understand the principles of maritime human resource management.
• Improve crew recruitment, deployment, retention, and succession planning.
• Evaluate crew performance and identify competency gaps.
• Strengthen leadership and communication in multicultural crews.
• Support regulatory compliance, operational safety, and crew wellbeing.

• Fundamentals of Maritime Human Resource Management
  • The role of HR management in shipping and ship management.
  • Responsibilities of maritime HR and crewing departments.
  • Workforce planning and crew allocation across vessel types.
• Maritime Employment Frameworks and Labour Regulations
  • Key provisions of the Maritime Labour Convention, 2006 (MLC, 2006).
  • Employment agreements, working conditions, rest periods, and seafarer welfare.
  • International maritime standards, flag State requirements, and company policies.

• Crew Recruitment, Selection, and Deployment
  • Recruitment methods for qualified maritime personnel.
  • Verification of qualifications, certificates, medical fitness, and experience.
  • Crew scheduling, rotation planning, and vessel assignments.
• Competency Management and Career Development
  • Competency frameworks and qualification requirements for maritime roles.
  • Identifying skills gaps and planning appropriate training.
  • Career progression, succession planning, and crew retention.

• Crew Performance Evaluation and Management
  • Performance standards and key performance indicators for crew members.
  • Evaluating technical competence, individual performance, and conduct.
  • Performance feedback, corrective measures, and continuous improvement.
• Maritime Leadership and Team Management
  • Leadership responsibilities of shipmasters, senior officers, and shore managers.
  • Communication, coordination, and decision-making within shipboard teams.
  • Managing cultural differences, interpersonal issues, and workplace conflict.

• Crew Training and Professional Competency Development
  • Identifying training needs based on job duties and operational risks.
  • STCW standards for seafarer training, certification, and development.
  • Continuous learning and maintaining professional competence.
• Human Factors, Safety, and Crew Wellbeing
  • Human factors affecting maritime safety and operational reliability.
  • Fatigue management, workload distribution, and seafarer wellbeing.
  • Promoting safety culture, incident reporting, and responsible conduct.

• Crew Motivation, Retention, and Employee Relations
  • Factors influencing crew motivation, job satisfaction, and retention.
  • Compensation, employment benefits, recognition, and welfare.
  • Grievance procedures, disciplinary policies, and fair treatment.
• Strategic Workforce Planning and Performance Development
  • Aligning HR strategies with fleet requirements and business objectives.
  • Using personnel data and performance indicators to support decisions.
  • Developing crew performance plans that improve efficiency, compliance, and resilience.