船员管理信息系统的构想

此文就构建船员管理信息系统和依托信息技术对船员实行有效动态管理的必要性与可行性进行了探讨,并就发挥网络优势联系政府、船东、船员建立快速有效的船员管理信息系统提出了构想。     

大力发展琼州海峡客滚船员队伍

船员与船公司之间缺乏互信,高学历高素质船员数量不足,而成立船员协会,加强船员管理不失为一个有效的途径。     

对当前内河技术船员的管理

本文从目前船员与船公司不再成为-个固定经营体的现实情况出发,对船员和船公司的现状进行了多方位的分析,进而对新形势下船员的培养、管理和使用提出了一些看法.     

苍南大渔湾海域事故多发原因及对策

苍南大渔湾海域近几年相继发生多起恶性船舶事故,造成了重大人身伤亡,带来了严重的社会不良影响,引起中央、地方政府和安全管理部门的高度重视。本人通过几年对该水域发生的事故调查,普遍发现船舶存在重效益、轻安全,船员法制观念淡、素质差,船公司管理不到位等问题并对其分析,提出加强对船公司、船舶、船员等各方面的管理建议,确保该水域船舶安全航行。     

劳动纠纷案之三(劳动关系的解除)

船员在劳动合同有效期间内,船公司三次下达通知船员报到上船(后两次附误工劝告)的调令,船员未在合理的时间内收到,收到后也未与公司进行联系。船公司以船员连续旷工超过十五日违反公司规定为由,对其作出除名的决定。船员不服,向劳动仲裁委员会申请仲裁,请求船公司支付其合同期限内的工资和社会保险金等经济损失xx余万元。船公司的作法和船员的请求是否合法?请看律师的解释。     

停薪留职船员在新公司上班后如何维权

目前船公司招用停薪留职船员，在法律关系上大多存在如下错误认识：船员甲与船公司A签订有船员劳动合同，由于A公司经营问题，船员甲停薪留职，于是其又找到船公司B，     

浅谈商船船员健康饮食管理

文章结合船员的特殊生活、工作环境,简要介绍了船员健康饮食管理的重要性,并对船公司及船上开展船员健康饮食管理提出了一些建议。     

加强设备安全管理确保船舶安全运营

船舶安全管理是船公司管理的主要部分,设备安全管理是贯穿船公司安全管理的一项重要内容,是一项综合系统性管理工作。做好船舶设备安全管理工作,可以从建立完善设备安全管理体制、加强船员管理力度、加强和推行质量管理、重视设备维修保养工作以及培育企业安全文化等方面开展工作。     

全面履约背景下海船船员培训新探

在深入探讨STCW公约马尼拉修正案在船员培训方面的修正要点的基础上，从相关管理法规体系、船员教育与培训机构、船员和船公司等几方面对我国履约情况进行回顾，同时针对全面履约背景下提高我国海船船员培训水平提出建议与思考。     

浅论如何提高海船船员素质

根据目前国内主管机关对船员管理的实际状况和船公司对船员管理的模式,文中主要介绍国内船员素质的现状,提出五点如何提高船员素质的建议。     

市场经济的产物——专业船员公司

计划经济时期的船员管理体制已不能适应我国现今市场经济时代和国际航运市场的发展。专业化船员公司是我国航运企业生存和发展的必然产物。把船员作为一种人力资源,传统的航运企业应该通过船员体制改革,达到从拥有船员资源到控制船员资源的转变,盘活船员资源,让它在船员劳务市场中健康发展。     

Cultural diversity, manning strategies and management practices in Greek shipping

The present paper examines the way Greek shipping companies and Greek seafarers perceive culture, and how this affects their approach to crew management and operation of the ships. The analysis focuses on the manning strategies employed by the companies, on the operational problems that might occur on-board, and on any possible disturbance of the relation between the ship, the office at shore and third parties. Finally, a number of management practices which, when implemented, help to overcome these problems is also examined. The research methodology includes a review of the existing literature and interviews conducted by means of questionnaires filled in by crew managers and seafarers. Results show that some of the predominant problems encountered aboard, as far as communication with multicultural crews is concerned, are rooted in cultural and linguistic incompatibility, as well as in inadequate and inappropriate training. Furthermore, crew managers and seafarers lack both a clear perception of culture, and share opinions on the implementation of manning strategies. The present paper concludes that culture management can enhance crew team cohesion, upgrade communication at all levels, and, finally, improve the quality of the working environment, the safety of the workplace and the overall performance of the team.     

国际船员劳务市场及中国船员劳务外派

通过对国际船员劳务市场、船员资源结构、船员工资标准、船员合同期限等要素的分析,可以看出开发中国远洋船员劳务外派产业的机遇与挑战并存。呼吁中国政府和从业机构及时把握机遇,减少制约船员劳务外派产业发展的政策瓶颈,进一步加大船员外派的开放力度,加大国有企业的改革力度,引入更多的境外船东和船舶管理公司,提高中国船员劳务外派在国际市场中的比重。     

The reform of Chinese state-owned ship crewing agencies and implications for China’s seafaring labour export

ABSTRACT

With the economic reform in China, the international shipping industry and some academics anticipated, as early as the 1990s, that Chinese seafarers would flood the world’s seafaring labour market. However, China’s seafarer export has been far lower than these expectations. This article seeks to explain this lack of development through research into the management strategies of two major ship crewing agencies in China, which have been reformed to different degrees, and the experience of the seafarers who work for them. To examine this question, 86 interviews of managers and seafarers were conducted in two Chinese state-owned crewing agencies (SCAs) between 2008 and 2013. The studies demonstrate that despite the economic reform in China, the SCAs were still supported and constrained by institutions at higher levels, instead of becoming independent, market-oriented economic entities, which constrained the development of foreign manning business. This partly explains the limited rate of increase of China’s seafarer export.     

2020全球限硫令对海员权益的影响

2020全球限硫令的推出,对各方均造成了极大的影响。为确保海员权益不受损害,文章结合国内外资料以及对部分海员的访谈,在国内首次系统分析了2020全球限硫令的实施对海员在人身安全、职业健康、工作休息、工资报酬、责任追究等五方面影响;并首次从船东和主管机关的角度分别提出了履行2020全球限硫令时保护海员权益的建议,即船东要加强培训、确保船舶配员、关注海员职业健康和工资报酬,船旗国和港口国主管机关要加强海员权益保护检查、确保提供合格燃料油以及给予海员足够的宽容和理解等。     

加强船员跟踪管理

我国海运事业快速发展,需要众多高素质船员,必须加强船员跟踪管理。这是海事管理部门根本的基础管理、重要的战略举措。应面对现状和存在问题,采取系统有效的实际对策,加强船员跟踪管理,促进海运事业发展。     

Determinants of Indian sub-continent officer–seafarer retention in the shipping industry

The retention of officer–seafarers within the international shipping industry is a difficult problem facing shipping and ship management companies. One strategic option open to all companies that should improve overall retention is to seek to become an employer of choice by providing an intellectual capital environment attractive to officer–seafarers. This is investigated through a survey of officer–seafarers covering areas where ship management can exercise some control over their working conditions. These cover recognition by their employer and commensurate rewards, organizational culture and structure and building relationships with external parties. Experienced Indian sub-continent officer–seafarers were the sample population resulting in more than 200 valid completions. These were analysed using correlation and regression. Although all hypotheses were in the predicted direction, only four passed the significance test: long-term career prospects, a smooth and fair recruitment process, a better relationship with maritime authorities and an employee-friendly organizational culture. Stepwise regression indicated that only organizational culture had a significant positive effect on intention to remain a seafarer. The items in the organizational culture construct accord with recommendations from the literature on becoming an employer of choice and improving employee retention, providing guidance for attracting and retaining officers.     

Transformations and continuities of issues related to Chinese participation in the global seafarers’ labour market

Since the 1990s, Chinese seafarers have become a force to be reckoned with in the global seafarer labour market, particularly against the backdrop of the manning crisis. Compared with other groups of seafarers dominating the market such as the Filipinos and the Indians, they are commonly associated with perceptions of low cost, poor English skills, different safety/work culture, problems with the International Transport Workers’ Federation, etc. This article identifies transformations and continuities of problems related to Chinese seafarers in the global market in the last two decades or so by reviewing relevant Lloyd’s List reports as well as official documents and previous research. The review shows that Chinese authorities have been taking various initiatives to take advantage of the manning crisis and to expand and promote seafarer education, supply and export, which in general serve to make seafarers better educated and improve their communication skills. Although such initiatives have helped increase seafaring labour export, the success is nevertheless limited by tight government control on recruitment, which makes some foreign managers reluctant to employ Chinese seafarers.     

Dealing with multicultural human resources in a socially responsible manner: a focus on the maritime industry

Shipping companies’ crucial need for cost cutting is their main motive for recruiting seafarers of various nationalities and formulating multicultural teams on board ships. This paper seeks to examine ways of dealing with cultural issues by being a socially responsible company. The main point of the research is to examine how managing multicultural crews is related to the shipping companies’ and the industry’s social responsibility. An extensive literature review on the cultural issues of maritime manpower, with a focus on the working and living conditions and the management of shipping crews, reveals important aspects of the subject. This analysis is enriched with qualitative data from an on-board case study, and from a survey among crew managers and manning agents. Results show that managing multicultural human resources in a socially responsible manner requires socially acceptable behaviour towards seagoing labour from all the industrial actors.     

实现海员HOLAS 推进航运业可持续发展

海员是航运业中最重要的要素之一。高素质的、数量充足的海员队伍是航运业可持续发展的关键。目前，海员队伍，尤其是高级海员队伍，存在着数量不足、素质不高、对职业满意度低等诸多问题。本文在分析海员队伍现状的基础上，提出了“海员海上幸福生活”（海员HOLAS-Happiness of Life at Sea）的概念和实现海员HOLAS的具体措施，壮大海员队伍，提高海员素质，促进航运业可持续发展。