top of page

Top Challenges in Crewing Management and How to Overcome Them

Monday, 10 June 2024

Like all job functions, crewing management in the maritime industry has to go through various challenges on a daily basis. In this article, we address some of the most common challenges seen in this field:

  1. Lack of Work Experience One of the most significant challenges in seafarer crewing management is the lack of work experience from candidates. Many seafarers enter the industry without prior experience, which can hinder their ability to perform their duties effectively even with the right educational background. To address this issue, companies can invest in practical training programs and offer apprenticeships to provide new seafarers with the necessary skills and knowledge to excel in their roles.

  2. Poor English Skills English is the universal language of the maritime industry, and proficiency in English is essential for effective communication between crew members and with other vessels. However, many seafarers from non-english speaking countries struggle with English, which can lead to misunderstandings and safety issues. To improve English skills, companies must provide language training programs and encourage open communication to foster a supportive learning environment.

  3. Unfamiliarity with New Instruments and Navigation Systems The maritime industry is constantly evolving, with new technologies and navigation systems being introduced regularly. Seafarers must be familiar with these systems to ensure safe and efficient operations. Crewing managers must work closely with clients and the industry at large to identify incoming technologies and promote investment in training programs that provide opportunities for seafarers to learn about new technologies and systems, ensuring they are well-equipped to handle the demands of their roles.

  4. Poor Retention Management System High turnover rates are a common problem in the seafaring industry, with many seafarers leaving their jobs due to dissatisfaction with their working conditions or career development opportunities. To address this issue, companies can implement effective retention management systems, such as offering competitive salaries, providing opportunities for career advancement, and fostering a supportive work environment.

  5. Unfair Promotion and Organisational Injustice Seafarers often feel that promotions and career advancement opportunities are not distributed fairly, leading to feelings of frustration and dissatisfaction. Companies can address this issue by implementing transparent promotion policies and providing regular feedback and training to help seafarers improve their skills and advance their careers.

  6. Poor Working Conditions In a study from Trong Thanh Nguyen et al, Over 93% of the 38 seafarers who were interviewed had complaints about working conditions onboard. One respondent whose comments stands out had this to say: “many of times you miss your wife and kids and expect to get off the ship immediately to go meet them. Because, there is a lot of pressure from the bosses and you are not able to have enough sleep on board. I think they have to provide more access to internet and phone and also entertainment”. Poor working conditions create challenges for recruitment. Seafaring is always considered a hard and demanding job with long working hours, too much paperwork, problems of fatigue, no proper relaxation or recreation and perhaps most the most angst, seafarers are apart from families and friends for long periods of time

While these challenges cannot be ignored challenges, there are also solutions that maritime companies can employ such as:

  1. Collaborate with Specialized Recruiting Firms Work with maritime staffing companies that have a deep grasp of the unique needs of the sector and have large databases of skilled maritime personnel.

  2. Embrace Digitalization To improve staff training and development programs, increase efficiency, and improve communication, embrace new technologies such as artificial intelligence (AI).

  3. Implement the Comprehensive Crew Retention Strategies into Practice To keep talented employees, provide them with competitive pay packages, training and development opportunities, and efficient talent management procedures.

  4. Invest in Crew Training and Development To guarantee that crew members have the abilities and know-how to carry out their responsibilities efficiently, offer chances for continuous training and development.

  5. Leverage Technology for Effective Crew Management Put crew management software and other technologies into place to increase communication, expedite procedures, and guarantee regulatory compliance.

By confronting these various obstacles head-on and deploying carefully crafted strategic measures, companies operating within the maritime industry have the opportunity to fine-tune their crewing management processes, thus augmenting the overall efficacy and efficiency of their operational endeavors.

Through a concerted effort to tackle these challenges, maritime entities not only streamline their crewing protocols but also cultivate an environment conducive to heightened productivity and seamless execution of tasks at sea. This approach not only ensures smoother sailing in terms of crew deployment but also opens avenues for continuous improvement, ultimately propelling the company towards greater success on the maritime stage.

Scorpa Pranedya Commitment to Enhancing Crewing Management: Initiatives to Reduce Threats and Improve Working Conditions

At Scorpa Pranedya, we understand the challenges faced by seafarers in the maritime industry. We are committed to addressing these challenges and creating a supportive work environment that fosters the professional and personal growth of our crew members. Our initiatives are designed to reduce threats in crewing management, improve working and living conditions, and address the root causes of seafarer turnover.

  1. Transparent Promotion and Training Policy We believe in fairness and transparency in our promotion and training policies. Our policy is designed to ensure that all seafarers have equal opportunities to advance their careers based on their skills, experience, and performance. By providing clear guidelines and regular feedback, we aim to reduce feelings of unfairness and promote a sense of job satisfaction among our crew members. In addition, we offer on-land and at-sea continuous training opportunities to ensure seafarers working with us can upgrade their skills to the highest levels.

  2. Improving Working and Living Conditions We recognize the importance of physical and mental well-being for our seafarers. That's why we are constantly working to improve working and living conditions onboard our vessels. We adhere to international maritime labor standards and invest in upgrading our vessels with modern amenities to ensure that our crew members have access to basic necessities and a comfortable living environment

  3. Effective Communication Service We understand that seafarers can sometimes feel isolated onboard vessels. To address this issue, we have launched an effective communication service that allows our crew members to stay connected with their families and friends, as well as with their colleagues onboard and ashore. This service provides a platform for open communication and fosters a supportive work environment that reduces feelings of isolation and loneliness.

  4. Addressing the Root Causes of Seafarer Turnover We are committed to understanding the underlying issues that cause seafarers to leave their jobs. To this end, we have launched a series of initiatives to gather feedback from our crew members and identify areas for improvement. By addressing these issues and implementing changes based on feedback, we aim to reduce turnover rates and create a more stable and skilled workforce.



bottom of page