Staff Training Program

GK Ocean Line GmbH

Outline (19 Slides)

Introduction
Training Purpose
Training Program Overview and
Description
Program Committee Structure
Ship Location and Schedules
Risk Assessment
Financial Budget
Companys Benefit

Introduction
Dry bulk service

10
Mother
Vessels

30
Tugs and
Barges

Head Office: Jakarta

Branches: 10
Total Employees: 1162

6
Floating
Cranes

Companys Financial
Performance
Financial Performance
(in Million Euro)
Profit

Turnover

1.2

0.87

268.11

0.79

255.75

2011

2012

249.43

2013

Head Office Employees

Directors; 1%

Managers and Senior Technical; 57%

Administrative; 14%

Professional; 28%

Total Head Office Employees = 962

Resignation Statistics
Number of
Resignations

Levels Contributing to
Resignation

62
49
Managers and Senior Technical; 22%

32

Administrative; 47%

Professional; 31%

2011

2012

2013

Work Climate Survey

Measurements:
Credibility
Respect
Fairness
Camaraderie
Pride

Great Place to Work

Index Points
70.07
63.9

50.98

2009

2010

65.05
2011

2012

48.31

2013

Human Resource Roles

Business partner by providing dashboards
Executing Employee Engagement initiatives
Providing continuous skills development

Staff Training Program

Training Purposes
Sharing experiences
Developing new knowledge in
maritime
Developing sense of ownership
Increasing motivation and loyalty to
the company
Refreshing minds

Training Program Overview

2 days training program
Proposed dates: Various days (Email
announcements)

Participants: All administrative staff

Number of participants: 10 (each round)
Trainers:
Mr. xxx (Technical Manager)
Capt. Xxx (Health Safety and Environment Manager)

Training Program
Description
Day One
Briefing / Introduction
Location: Head Office Seminar Room
Duration: 6 hours
Objectives:
Have a broad knowledge about ships
Deck department
Engine department

Training Program
Description
Day Two
On board the ship
Location: Suralaya, West Java,
Indonesia
Duration on board: 6 hours
Objectives:
Practically recognizing the ships
equipment
Understanding various duties of crew

Program Committee
Structure

Ship Location and Schedules

PLTU Suralaya (picture, map)
Anchorage at Merak (picture, map)

Risk Identification

External environment
Internal environment
Supervision on board
Fire and Evacuation
First Aid
Security

Budget Allocation
Yearly Budget : 600 Euro/person
External programs(16 percent)
Internal programs(84 percent)

Program Financial Budget

Company Benefits
1. Employees would:
have
high quality

be able to promote

Company Benefits
2. Marketing our training program
Target market:
Administrative staff in shipping companies

Competition:
Demands on employee time
Negative attitudes

How will we know if we are

successful?
Soft Measures :
Learners express confidence and
enthusiasm
Learn the knowledge
Put skills to use in their work
Create positive results for the company
Hard Measures:
Questionnaire

Further Recommendation

Thank You

 Introduction of company? Turnover as shipping company

Purpose
Company benefit
sell the program
Quality, Loyalty and motivation of the employees

Overview
Structure of responsible persons
Participants
Travel arrangements
Ship location, schedules, ships name&type
Risk assessment
Financial budget certificates costs?
Questionnaire
Logo
The effect on ships operation
Diagram:
Motivation higher
Loyalty (estimation of resignations reduction, describe resignation rates)

 Service: Dry bulk, liquid cargo,

agency
Shipping company with 10 panamax
mother vessel, 30 tugs and barges, 5
floating cranes
Turnover since last 3 years
With many branches, head office in
Jakarta
With total employees =
Focus on Head Office employees

 We knew our training program would be

successful when learners expressed
confidence and enthusiasm about
training, learned the knowledge and skills
being taught, put the skills to use in their
work, and created positive results for the
company.
Our marketing efforts would be effective
based on the degree to which they added
to that success.

Great place to work

Work climate survey
The methodology is a model for the understanding and
comprehension of the organizational environment and
culture from the construction, recognition and
interaction of the three basic relationships in any
workplace: the person with the administration or
management, with their role or organization, and with
peers or colleagues.

The measurement includes five dimensions: credibility,

respect, integrity, camaraderie and pride.
Kepercayaan, kehormatan, integritas, persahabatan,
kebanggaan

 Credibility: by surveying employee opinions,

attitudes and perceptions on the level of trust
between colleagues and between management
and employees
Respect: which employees feel they are treated
Fairness: the extent to which employees expect
to be treated fairly.
Camaraderie: relationships with other
employees
Pride: have pride in what they do with their jobs

 the goal in management positions is to motivate the staff to work

satisfactorily and efficiently.
it is necessary to provide skills development on a continuous basis to
develop competencies and enhance the level of performance. This is
achieved through on-going training to ensure that work runs smoothly.
Keep ears to the ground and reach out to all employees through
communication with employees at regular intervals to gather insights @
workplace and feed them back appropriately to the leadership team of
the organisation
5. Act as a business partner and provide dashboards/analytics to business
heads/department heads to help them have a pulse of their team
Executing Employee Engagement initiatives to keep people together
and make the workplace exciting, rewarding and engaging
Conduct periodical employee surveys to collate insights @
workplace and in turn design employee interventions accordingly
to address concern areas

Driver allowance
Fuel costs (car)
Boat costs
Boiler suit costs
Safety shoes costs
Helmet (available at office)
Catering
Supt allowance
Training manuals
Pocket guides
Telephones
Car depreciations
miscellaneous

 HR Manager is responsible for the program, supervising

and controlling the whole process
HR staff: assist HR Manager and creating advertisement
Superintendent
Finance staff:
Technical manager: advise Superintendent, briefing at
office
HSE manager: giving training session at HO
Operation manager: to inform master and to provide
ships location and schedule
Corpsec: documentation & medical supply
Procurement staff is responsible for

 Coorperate secretary roles:

Facilitating Communication
develop a communication strategy that can
facilitate sharing of informing in and outside
of the organization.
Managing Records
When the corporation hires new employees,
the secretary enters employment contracts
into the system and enrolls them in the
company's employee benefit schemes.

 http://
www.ecopetrol.com.co/especiales/Reporte%20de%20Sostenibilidad%20inges%202010/practicas_laborales_02
.html
Healthy workplace:
http://news.medill.northwestern.edu/chicago/news.aspx?id=162652
Recognition:
http://www.corporategiftspens.com/blog/category/sales-awards /
Sell market programme:
http://www.techrepublic.com/article/think-like-a-marketer-to-sell-your-training-program /
HR Budgeting:
http://www.hrzone.com/blogs/hr-best-practices/hr-budgeting-best-practices-budgetary-allocations/142739
http://www.citeman.com/11080-hr-budget-a-part-of-the-whole.html
Staff turnover:
http://smallbusiness.chron.com/staff-turnover-effects-budget-59620.html
Logo:
http://www.google.co.id/imgres?imgurl=http%3A%2F%2Fnew-images.ttnet.net%2FM%2F6297%2F90086297logo.jpg&imgrefurl=http%3A%2F%2Fwww.ttnet.net%2Fttnet%2Fgotohtm
%2F0%2F9303038363239373.htm&h=378&w=504&tbnid=MivpwMnFV0JEbM
%3A&zoom=1&docid=rZex8fkliMBsgM&ei=ieKWU5DCDI3nPI75gNgI&tbm=isch&ved=0CFAQMyggMCA&iact=
rc&uact=3&dur=734&page=2&start=16&ndsp=17
Tug boat:
http://oceantitan.itrademarket.com/923121/tug-and-barge-for-charter.htm
FC:
http://www.pacifichandling.com/wp-content/uploads/2011/01/1082_012.jpg

Budget allocation
On average companies spent $706 $867 per learner.
External programs(16
percent)
External programs are those training
and development programs that are
conducted by third parties.
Internal programs(84
percent
600 Euro/person