Needs analysis

Student fairs

FB FutureCrew

HR key figures

Equal

opportunities

Employer demands

Education

supply

Scenario

planning

Employer

branding

Curriculum Cluster

definition

Staying focused on maritime education. Magda Wilewska Bien Chalmers University of Technology, Sweden

How should we develop and coordinate our education programmes to ensure a competitive maritime sector?

What will be the maritime sector competence needs in the future?

• Existing/new business segments?

• Roles/positions?

• Number?

• Skills/knowledge?

255 education programmes and courses mapped

Recruitment needs: 35 primary questionnaires

142 simplified questionnaires 65 in-depth interviews

Results: Presented for each sector category

General findings: A post–secondary level of education preferred (exceptions) Recent graduates employed occasionally and mainly for trainee positions The global financial crisis changed the market situation: skilled employees are available (exceptions)

The crucial competencies depends on branch

Logistics

Languages

Environment and energy

IT

Economicsand

finance

Engineering

Managementand

leadership Seafaring

Branch experience

Specialists and generalists

Project skills

Legal skills

Other qualities Attitude to

work

Ability to work with

others Communication

skills

Most of the interviewed employers expressed a willingness to collaborate with education institutions.

The role of education institutions

to integrate the required skills

into course design to provide both relevant academic staff and guests lecturers from the industry

The quality of the graduates generally

regarded as acceptable

Practical training

(Transport, Service & Operations, Research)

English

(Manufacturing)

Knowledge about the maritime industry as a whole

(Service & Other Operations)

Management training

(Transport)

Leadership training

(Transport)

Practical training on modern equipment

(Transport)

Emergency management

(Service & Other Operations)

Analytical skills

(Public Sector)

Ability to write and present reports

(Public Sector)

Employmentship

(Manufacturing)

Team spirit

(Manufacturing) Responsibility

(Manufacturing)

Know-how of shipbroker profession

(Transport)

Know-how of chemicals and liquids

(Transport)

Know-how of railway logistics

(Transport)

Sea fishing

(Resources)

Fishing insurance matters

(Resources)

VTS , pilotage

(Public Sector)

IMO, EU matters

(Public Sector)

social media pedagogy,

teachers should be more updated with the current trends in

the maritime industry

interdisciplinary education

The response in general positive

“Good if the study gave any results in

practice since it is really needed”

Related projects

International:

Markis

Know-me

National, local initiatives

Strategy process, Maritime Forum

Development of a Masters programme at

Chalmers

BSR further initiatives?

Competence needs

Competence

needs?

Education supply

Education supply

Future challenges

Regulations

Environmental/Safety etc

eSea

Post-secondary

Harmonization ->

mobility

2013

EEDI

SEEMP

2015

Marpol

Annex VI

SOx NOx ->

Cleaning technologies

Alternatives fuels

2016

BWC ->

Cleaning

technologies

Exam

ple

s

Staying focused on maritime promotion. Linda Holmqvist Swedish Maritime Administration

Communication plan for maritime promotion (WP3_1) ”The need to enhance the images of shipping, the awareness of maritime professions and to promote maritime education, training and mixed careers in order to provide the necessary human resources”.

Purpose? To find out if and how the administrations in participating countries (BSR) are promoting maritime sector to raise awareness of maritime careers.

Questionnaire • Cluster networking

• Promotional campaings • Social media (web 2.0) • Communication plan • Employer branding

WP3.1 Current state and future educational needs within maritime sector in the BSR • Maps the range of maritime education.

• Identifies the maritime cluster. • Very few organisations engage in long term strategic recruiment planning. • ”The Maritime sector’s competiveness in a BSR perspective can be boosted by innovation, colloboration and mobility across borders.”

Responding administrations

• GMU, Poland

• MUS, Poland

• NCA, Norway

• FTA, Finland

• KyAMK, Finland

• EMA, Estonia

• SMA, Sweden

Conclusions • All but one of the respondents are engaged in some kind of networking.

• All respondents promote maritime careers on their own.

• Four respondents have a communication plan.

• Five respondents have eastblished their presence in social media

(Facebook, Twitter, YouTube).

Listing of promotional activities, a Master thesis from Chalmers supervised by EfficienSea WP3:

Promotion Campaigns in the Maritime Sector and the Attitude of Young People towards a Career at sea • Master Thesis in Shipping and Marine Technology

• Kaisa Hammarstedt & Staffan Zaar

The maritime sector often describes itself as unknown to the public. The interest of a career seems decreasing worldwide

Mapping of promotion campaigns intending to attract young people to a career at sea (BSR).

Web analysis

Gathering of information on attitudes and career choices of young people.

Swedish Students attitudes towards a career at sea or within the maritime cluster.

Survey study

Purpose and Method

Conclusions (web analysis)

• Campaigns in Denmark, Finland, Norway and Sweden were

organized in cooperation with different actors within the maritime sector. • None of the other countries had carried out joint promotion activities. • The websites were a central part of the campaigns. • The Danish and Finnish sites were more extensive and even focused on the shore based side of the sector.

Conclusions (survey) • Almost half of the respondents could see themselves working on board.

• The image of the Swedish shipping industry is not that negative.

• Almost half of the respondents considered the periods away from home

too long.

Points

• School visits

• Ship visits

• Spend a few weeks onboard!

•”Working at sea is not a dead end”

Staying Focused!

Staying focused on the attractiveness. Henriette Brandstrup Danish Maritime Safety Administration

From trainee program to HR network

HR network participants:

NCA

EMA

SMA

DaMSA

Network – purpose 3 ”apples” is chosen: HR key figures Gender Employer Branding

HR key figures

Gender

Employer Branding

Future topics How to manage different professions and personality types Working with competences in a strategic way: how to do it and which systems can be used Pilots: training, logistics, health etc. Organizational change and development

Staying focused on the competence needs. Eva Nordström Swedish Maritime Administration

A network for future oriented change

• intelligence • responsiveness • strategy

Kairos Future International seminar and workshop SMA workshop

Tracking Analyzing Imaging Deciding Action

Certain trend Trend analysis

Driving forces

Trend Consequence

Technical Development

Att

ractiveness

Slow Fast

Low

High

”The charter trip” ”The space trip”

”The train trip” ”The virtual trip”

Thank you. Coffee, tea and…fruit?