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Exploring employer of choice potential in the shipping industry: an organisational perspective
Kokoszko, N (2006) Exploring employer of choice potential in the shipping industry: an organisational perspective. Honours thesis, Australian Maritime College.
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Available under University of Tasmania Standard License.
This dissertation into the maritime industry and its current shortage of seafarers examines
the possible applicability of an employer of choice strategy into organisations employing
seafarers to increase their recruitment and retention. This exploratory study examines how
organisations may be able to increase the recruitment and retention of seafarers by
implementing strategies, concerned with satisfying the needs of their employees while still
achieving organisational goals and objectives.
The implementation of an employer of choice strategy emerged after an analysis of the
literature revealed that although the maritime industry has become increasingly aware of
the shortage of experienced and highly qualified seafarers there has been little development
of practicable strategic solutions. An exploration of other industries revealed that an
employer of choice strategy may provide maritime organisations and the shipping industry
with a practicable solution to the shortage ofwell trained and experienced seafarers.
In order to assess the current practices of Australia's maritime organisations as well as the
applicability of the employer of choice strategy, primary data collection was conducted
according to procedures outlined in the research design and methodology chapter of this
study. A telephone survey instrument was developed and used to collect in-depth data from
the small sample selected specifically for their knowledge and experience in managing the
recruitment and retention of seafarers in their respective organisations. The design of the
survey was considerate of the presence of bias and potential error, which could impact on
the validity of the data collected. Reducing the likelihood of errors and bias was controlled
during the design process and through the use of pre-testing.
The data analysis and discussion were combined to produce a single chapter evaluating the
results of the telephone surveys. The initial discussion examined the high response rate and
varied survey length. The discussion of results undertook a functional approach as per the
order of the survey instrument. The results indicate shipping organisations in the sample,
are aware of the shortage of highly skilled and experienced seafarers, however, the
practices to increase recruitment and retention varied in application. The conditions of
employment in these organisations were found to be in line with employer of choice
organisations. There was evidence that some organisations are adopting employer of choice
characteristics but not necessarily the complete employer of choice strategy. Interestingly,
attention was lacking to increase the awareness of the industry to a broader range of
potential applicants who may increase the number of highly qualified and experienced
seafarers produced in Australia.
The application of an employer of choice strategy to increase the recruitment and retention
of seafarers in shipping companies is possible. However, given the isolation of a single
organisation trying to increase recruitment and retention in an industry experiencing poor
awareness and reputation, there is a need for industry level investment. Therefore, an
industry-wide initiative to improve operational standards, raise the image and awareness of
seafaring careers and thereby increase recruitment and retention may be more effective.
|Item Type:||Thesis (Honours)|
|Publisher:||Honours thesis, University of Tasmania|
|Date Deposited:||06 Aug 2008 04:17|
|Last Modified:||18 Nov 2014 03:48|
|Item Statistics:||View statistics for this item|
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