MINISTRY OF TRANSPORTATIONMINISTRY OF EDUCATION & TRAINING VIETNAM MARITIME UNIVERSITY STUDENT NAME:NGUYEN HOANG NAM DISSERTATION GLOBAL STUDIES AND MARITIME AFFAIRS SUGGESTIONS TO IMPROVE THE PROCEDURES OF RECRUITMENT& TRAININGFOR SEAMEN AT VINIC HAI PHONG – 2015 MINISTRY OF TRANSPORTATIONMINISTRY OF EDUCATION & TRAINING VIETNAM MARITIME UNIVERSITY STUDENT NAME:NGUYEN HOANG NAM CLASS: GMA 02 DISSERTATION GLOBAL STUDIES AND MARITIME AFFAIRS SUGGESTIONS TO IMPROVE THE PROCEDURES OF RECRUITMENT& TRAININGFOR SEAMEN AT VINIC Supervisor: Vuong Thu Giang Division: Basic Economics Faculty: Economics HAI PHONG – 2015 Suggestions to improve the procedures of recruitment & training for seamen at VINIC Suggestions to improve the procedures of recruitment & training for seamen at VINIC PREFACE I declare that this report is my own unaided work It has not been submitted before If violated, I am solely responsible for and bear the punishments of the Institution and University Student Name and Signature Nguyen Hoang Nam Nguyen Hoang Nam – GMA02 Page i Suggestions to improve the procedures of recruitment & training for seamen at VINIC ACKNOWLEGEMENT Firstly, I would like to express my sincere gratitude to my advisor MSc Vuong Thu Giang for the continuous support of my graduate study and related research, for his patience, motivation, and immense knowledge Her guidance helped me in all the time of research and writing of this thesis I could not have imagined having a better advisor and mentor for my study Also I would like to express my thanks to the staff of the Company VINIC whom has been very helpful and generous during my internship at the office of the company During this period, I also had the opportunity to observe some of the company’s procedures, two of which have inspired to conduct this topic for my dissertation Nguyen Hoang Nam – GMA02 Page ii Suggestions to improve the procedures of recruitment & training for seamen at VINIC TABLE OF CONTENTS PREFACE i ACKNOWLEGEMENT ii TABLE OF CONTENTS iii LIST OF ABBREVIATIONS vi LIST OF TABLES vii LIST OF FIGURES viii INTRODUCTION Necessity of the research Research Object Research scope Research findings CHAPTER 1: METHODOLOGY 1.1 Relating terms 1.1.1 Ship crew & Seamen (By the Vietnam Maritime Law, number 40/2005/QH11) 1.1.2 Ranks of seamen 1.2 Basic definitions 1.2.1 Recruitment 1.2.2 Training 1.3 Laws and regulations affecting the procedures of recruitment and training for seamen 1.3.1 National laws 1.3.2 International laws 10 1.3.2.1 International Convention for the Safety of Life at Sea – SOLAS 1974 10 1.3.2.2 International Convention on Standards of Training, Certification and Watchkeeping for Seafarers-STCW 78/95 11 1.3.2.3 Maritime Labor Convention, 2006 (MLC, 2006) 11 1.3.2.4 Quality management systems – ISO 9001:2008 11 1.4 Factors affecting the procedures of recruitment and training 12 Nguyen Hoang Nam – GMA02 Page iii Suggestions to improve the procedures of recruitment & training for seamen at VINIC 1.4.1 Factors within the organization 12 1.4.2 Factors outside the organization 14 1.5 Content of the procedures 15 1.5.1 Recruitment 15 1.5.2 Training 17 CHAPTER 2: THE PROCEDURES OF RECRUITMENT AND TRAINING FOR SEAMEN AT VINIC 19 2.1 Introduction of the company 19 2.1.1 General information 19 2.1.2 Function, duty and business majors of VINIC 20 2.1.3 Organization 22 2.1.4 Business analysis, period 2012-2014 27 2.1.5 Analysis of the HR at VINIC 28 2.1.5.1 Scale of labor 28 2.1.5.2 Scale of labor by degrees of education 29 2.1.5.3 Scale of labor by age groups 31 2.2 Evaluation of the procedures of recruitment and training for seamen at VINIC 33 2.2.1 The procedure of recruitment 33 2.2.1.1 Content of the procedure 33 2.2.1.2 Strengths 34 2.2.1.3 Weaknesses 35 2.2.2 The procedure of training 36 2.2.2.1 Content of the procedure 36 2.2.2.2 Strengths 38 2.2.2.3 Weaknesses 38 CHAPTER 3: SUGGESTIONS TO IMPROVE THE PROCEDURES OF RECRUITMENT AND TRAINING FOR SEAMEN AT VINIC 40 3.1 The short-term strategies and short-term targets of VINIC 40 3.2 Suggestions to improve the procedures of recruitment and training seamen at VINIC 41 Nguyen Hoang Nam – GMA02 Page iv Suggestions to improve the procedures of recruitment & training for seamen at VINIC 3.2.1 Suggestions to improve the procedure of recruitment for seamen at VINIC 41 3.2.2 Suggestions to improve the procedure of training for seamen at VINIC 44 CONCLUSION 47 References Nguyen Hoang Nam – GMA02 Page v Suggestions to improve the procedures of recruitment & training for seamen at VINIC LIST OF ABBREVIATIONS HR: Human resources PSC:Port-State Control MOU:Memorandum of understanding Ltd.: Limited Liability SOLAS:International Convention for the Safety of Life at Sea MLC:Maritime Labor Convention Nguyen Hoang Nam – GMA02 Page vi Suggestions to improve the procedures of recruitment & training for seamen at VINIC LIST OF TABLES Table Statistics of Vietnamese fleets held by PSC Table Business results of the Company, period 2012-2014 27 Table VINIC's scale of labor 2012-2014 28 Table Scale of labor by degrees of education 29 Table Scale of labor by age groups 31 Table A model of the basic content of the training plan 44 Nguyen Hoang Nam – GMA02 Page vii Suggestions to improve the procedures of recruitment & training for seamen at VINIC f Step 9: Passed, then the exam council will notify examination results report to Crew manning Department and they will organize medical examinations for candidates who pass round of recruitment (step 10) g Step 11: If health does not meet the standards, then that candidate will be disqualified and be notified; if met, the Crew manning Department will send a proposed labor recruitment to Board of Directors to approve and notify successful candidates, appointing the meetings (step 12-13) h Step 14: In the date of appointment, Crew manning Department will be responsible for carrying out procedures of receiving new seamen 2.2.1.2 Strengths The procedure of recruitment for seamen at VINIC has certain advantages Every year, VINIC set its own specific plan in order to recruit the needed amount of good seafarers, based on the following criteria: the number to recruit, degrees of skills and competence, ranks, speculation on the targets of application VINIC has its own set of strategy to market the recruitment through several media such as TV, internet and advertisements to the employment service centers, universities, colleges, high schools… Additionally, VINIC has its unique schedules in recruitment The time frame to receive resumes for application is very strict The admission forms must have the following: CV, adequate degrees and certificates, sufficient health to work offshore (through checking), and commits to work on long-term for the company The procedure of recruitment is also clear with steps and instructions There are several rounds in the procedure: - Preliminary interview: this is often organized by the Crew manning department in order to research overall of the selected candidates This was represented from step 1-5 of the procedure - Contents of examination: English or Japanese, the professional knowledge (step 69 of the procedure) - In-deep interview: this is conducted by the crew division of the Crew manning department They will check the skills and ability to react of the candidates VINIC prioritizes the just-graduated university students over the crew members which only have primary degrees With crew transferred from other firms, VINIC will prioritize Nguyen Hoang Nam – GMA02 Page 34 Suggestions to improve the procedures of recruitment & training for seamen at VINIC the recruitment for the officers ranks and sailors ranks which have good qualifications and good capacity of foreign language (step 12-13) - Based on the results of examination, CV and degrees and requirements, company will recruit in the order from the highest to the lowest - The recruitment results are checked extremely thoroughly and only after that, the contract of labor can be signed The decision to sign contracts is officially announce only after the candidates have gone through a period of work trial The jobs of the recruitment council are defined thoroughly: - Degrees and certificates are checked clearly - Interviews and evaluation are strictly organized to evaluate the ability of seamen of qualifications, foreign language and professional skills with the set of questions from the seamen training facility The board of members, along with the president directly consider the results and gives a fair decision to the candidates - The procedure has been conducted under the national and international law system, ensuring the best results possible 2.2.1.3 Weaknesses By researching and analyzing the procedure of recruitment seamen of VINIC, it is obvious that the procedure still has some following drawbacks: - The methods: The Company often applies the indirect recruitment through announcement at the company or inside the specialized universities and the introduction of the staff within the company and very few announcements made on the mass media (TV, websites…) Therefore, there have been very few opportunities that general laborers know about the recruitment, limiting the candidates during the recruitment period - The steps are still excessive at certain points and some of them can be combined into one, but this have not been solved yet and could make it complicated for candidates to follow - The selection of staff for the company is still partly under the influence of the personal connections within and outside the company This is considered partly breaking law and should be dealt with the create fairness for candidates Nguyen Hoang Nam – GMA02 Page 35 Suggestions to improve the procedures of recruitment & training for seamen at VINIC 2.2.2 The procedure of training 2.2.2.1 Content of the procedure Figure The training procedure at VINIC a Step 1: When the company wants to train crew members, Crew manning Department will set up the training plan, then presented to the Board of Directors b Step 2: After the Board of Directors approved the plan to train, VINIC conduct the training courses by its own or by sending the seamen that need to be trained to the nearby training facilities Additionally, the company receives degrees and certificates of seamen who used to be Vietnam Maritime University students c Step 3: If VINIC decides to not train crew members by its own: The Company will send the crew members who needs more training to the available training facilities to acquire and complete a required training course d Step 4: Crew members after participating and completing a training course (not organized by the company) will bring the certificate issued to the Training Department e Step 5: Training Department receives certification which crew members has brought to, confirming the crew had been trained and certified f Step 6: From the courses, the crew members will be checked for the obtained experience and knowledge from studying by direct methods (interviews, supervising by the department) or indirectly (observation through field work, reaction…) in order to decide whether the member has been ready to work off-shore or not All of the results will be finalized and sent to the Board of members for the final decision Nguyen Hoang Nam – GMA02 Page 36 Suggestions to improve the procedures of recruitment & training for seamen at VINIC Nguyen Hoang Nam – GMA02 Page 37 Suggestions to improve the procedures of recruitment & training for seamen at VINIC 2.2.2.2 Strengths In the period 2012-2014, the company achieved certain results in training seamen Basically, the training was taken care of carefully by leaders, creating favorable conditions for the implementation procedure Both the division in charge of training and the crews have been trying, putting efforts in the procedure of implementing the training The training methods are carried out in diverse and different forms, the number of train crews through the year is relatively high Each step of the procedure has proved to be clear and helpful to the training objectives The training has the contribution of captains, officers and engineers with experience from inside and outside the company The procedure utilizes most of the available onboard the ships, helping the seamen in catching the work situation fast Results of training crews over the years has helped companies ensure the legal standards of the International Conventions on standards of seamen, following the standards defined by the national government and international organizations 2.2.2.3 Weaknesses The process of identifying training needs are not effective, the training needs are only focusing on the need to standardize criteria for the crews, while whetherthey lack of knowledge, practical skills or not has not been properly concerned The objective of the training is not specifically identified The training objectives for each training method unidentified individual skills, knowledge and crewmen missing after training crews gain some degree Therefore, after the process of training crews and company objectives measured only through qualifications and certificates of Seafarers gain, while how the knowledge and skills are gained is undetermined Training subjects, which just focus on subjects lacking qualifications and certificates, have not been the object selection has achieved a degree or certificate, lacking the knowledge, skills, job performance The training time of the courses for certificatesis not reasonable, especially for practicing the professional skills Nguyen Hoang Nam – GMA02 Page 38 Suggestions to improve the procedures of recruitment & training for seamen at VINIC The choice of training methods is purely subjective, not carefully analyzed the relevance between the training objectives and training methods, the method further training outside the company is due to the initiative of crew members suggested that the lack of orientation and analysis from departments in charge of education The cost for training is still rather high Planning and implementation resources for training have a common weakness is that cost is always larger than initially expected led the company to mobilize other sources to supplement the costs incurred in the training During the training methods of the company have many methods cost too high without giving practical effect There are still no proper way to deal with the situations after the final step In case that the seamen still not pass the training course, they would have to wait until other programs are available to participate, not being able to continue and improve their qualifications right away Therefore, six main steps of the procedure at the company is still rather short, leading to insufficient solutions for further training for seamen Nguyen Hoang Nam – GMA02 Page 39 Suggestions to improve the procedures of recruitment & training for seamen at VINIC CHAPTER 3: SUGGESTIONS TO IMPROVE THE PROCEDURESOF RECRUITMENT AND TRAINING FOR SEAMEN AT VINIC 3.1 The short-term strategies and short-term targets of VINIC 2015 and 2016 are two very important years to advance to the 20th anniversary of the founding and development of VINIC (scheduled for November 10/2017) Therefore, the task of the focus for this year 2015 and probably to 2020 is as follow: Regarding the number of crew members: maintain stability and additional number of crew members is from 580 to 600 people, with the appropriate structures; Regarding the quality of seafarers: continue the implementing of measures to improve quality, which is particularly focused on recruitment, training classes directly on board the ships and strictly implement quality assessment of workload of seafarers working on board; Regarding the number of ship: With plans to reach 17 ships in 2017, the company will be active in negotiations with the shipowners, which is particularly expected in the number of ships of NS United will rise faster in the future; Regarding partners: The Company continues to build relationships closely linked with the traditional partners, in particular with NS United as the top priority Besides, the company also plans to actively seek additional partners to expand the job market as well as create an enabling environment for officers and crew members accumulate more experience 2014 was a difficult year but the working aspects of activities of sending laborers to work overseas has achieved important results Workers are arranged enough jobs, enough income, stable life The social welfare schemes, learning conditions and improved training, working environment and conditions for accommodation, activities have continued to be ensured The image and reputation of the company continues to be confirmed The partners continue to commit long-term cooperation The economic indicators, the handing-over obligations are fulfilled 2015 continues to be a more difficult year as anticipated, requiring council members, board of directors and staff exercise and officers, crew members must Nguyen Hoang Nam – GMA02 Page 40 Suggestions to improve the procedures of recruitment & training for seamen at VINIC make every effort, uphold the spirit of responsibility, owners initiative, creativity to accomplish the company’s objectives 3.2 Suggestions to improve the procedures of recruitment and training seamen at VINIC 3.2.1 Suggestions to improve the procedure of recruitment for seamen at VINIC * Short-term suggestions -VINIC should continue to give out scholarships to maritime students with studying capacity from moderately good to good and good capacity of foreign languages to attract their attention to work for the company -Next, the period of recruitment must be widely announced more on mass media such as radios, newspapers, TV, the company’s website…VINIC should focus more on the period of graduation of students The procedure of recruitment should continue to be conducted justly under the specific standards as defined -When recruitment, the matters of time for work and study should be concerned to avoid the situation of quitting job or asking for transferring - The classes for training maritime officers and engineers should be looked after in order to early determine individuals who have the desire to work for the company - The procedure of recruitment should be conducted quickly and effectively The steps in which the entry exam and the health check should be combined into one step, avoiding the complexity for the candidate With this solution, the procedure can avoid notifying candidates multiple times, simplifying it in the process - VINIC should also give more concern to the human resources outside the company rather than only from the university - Otherwise, in the procedure some points should be noticed: + Individuals who changed jobs multiple times in the past + Individuals who got fired by other companies + The work at the company is similar to what they did in the previous career but individuals not like their previous job Nguyen Hoang Nam – GMA02 Page 41 Suggestions to improve the procedures of recruitment & training for seamen at VINIC + At the moment they are working for another company but answer that they are ready for any available jobs The company should additional checks practical skills of crews, by the work of the crews was to use the equipment on board so if the company does not test practical skills they cannot assess competence of crews right from recruitment Because according to the regulations on recruitment, "for experienced crews who have worked on board 12 months, it is not necessary to get training in work-testing period, crews with no work experience or work experience of less than 12 months must train during work-testing period"With regulations and the company ignores the actual capacity tests from experience leads to inaccuracies when selecting trainees, maybe experienced seafarers working on vessel less than 12 months but with good thinking they can still meet the requirements of the job without training, or crew may have experience for years but still have to get training * Long-term suggestions To test practical skills, the company should provide the venue of recruitment in gathering places near the equipment of the company to have the means of testing - The company should have specific regulations for recruitment resources from family members of employees of the company It should have clear standards to meet the criteria when recruitment participants for their efforts in the process of learning and training themselves, avoiding subjective errors in assessing seafarer recruitment, leading to increase training costs and avoid risks of future work, as well as complying to the national laws and international conventions of maritime labor - Content of seafarer recruitment assessment must be based on job descriptions and standards for the crews It should ease the pressure on the number of crews to train right from recruitment The following suggestion advises the company to increase their cooperation with the universities in the necessary fields - The company needs to invest in establishing a number of new training facilities in order to solve the situation of lacking good-quality officers, reducing the imbalance in supply-demand of seamen at the moment Nguyen Hoang Nam – GMA02 Page 42 Suggestions to improve the procedures of recruitment & training for seamen at VINIC - The maritime-specializing universities should be equipped with to ships with the duty of training or transporting cargo and training simultaneously in order to letstudents have internships within 12 months during their studying, ensuring their capacity to become operating officers or intern officers - The company should collaborate with universities more in investing in more simulation systems of maritime and ships, as well as in updating the library for the interns to get acquainted with the environment early The good collaboration between the training facilities and the company having ships will create good condition for interns in working in a real laboring environment - The company should increase their investment in the facilities in order to have more qualified candidates for recruitment - The company should work more with and help the university in accepting students for internship on its fleets, contributing to the training of the young generation of seamen Standardizing the educating programs: - Decreasing the unnecessary subjects, increasing the intern periods for students Researching and comparing the experience of education of the neighbor countries - The educating programs needs to be complemented the knowledge of science, new technology of the maritime fields, as well as the modern equipment, computer knowledge and maritime laws - Increasing the schedule of learning foreign language for students of offshore study majors, improving the methods of learning languages so that students can work on foreign ships right away after graduating -Updating the information on mass media of the status of Vietnamese seamen, comparing them to that of the foreign countries to find out what Vietnamese seamen are lacking and what still has to be done Getting specific evidence so that students could take that as the motivation - Increasing the education of industrial working style, the awareness of collectiveness, discipline, occupation loyalty as soon as they are students or trainees in training facilities Nguyen Hoang Nam – GMA02 Page 43 Suggestions to improve the procedures of recruitment & training for seamen at VINIC 3.2.2 Suggestions to improve the procedureof training for seamen at VINIC * Short-term suggestions Participants determine training needs for crews to choose who knows about work and the process of implementing the work of the crew members were identified So through the process of implementing the work, the actual capacity of the new crews are shown, they also had the best insight into the cause of the job performance of the crews Through the process of gathering information, staff specialized in the procedure of training are the basis for determining training needs When developing training plans, studying work plan of the vessel crews that should be trained must be considered carefully; VINIC need to build development plans’ basis, managing to nominate crews to go to school-standard job positions that have been appointed Additionally, in order to pursue the order of priority of training needs to be prepared, the company should build all the content of the training plan and consider a reasonable level of all the contents of the training plan The basic content can be structured through the following form: Table A model of the basic content of the training plan Priority Training target Name Division Training Training method period Trainer resource Internal External Sponsor Estimated cost … When formulating training objectives, it should be based on the results of determining training needs to develop goals for individual needs or group needs Training objectives when establishing must be clear, specific and try to quantify as much as possible so that after completion of the training, division in charge of training and crew can know targets are being met, achievingat some degrees Additionally, when defining training objectives, it should be based on existing resources and the company's crews In selecting training targets: with the seamen of the managing responsibilities, firstly, based on the standards of crews and assess the degree of learning, age and time of crews working in the next stage to select crews for attending courses The higher the age, the less likely seamen are going to work for a long time before Nguyen Hoang Nam – GMA02 Page 44 Suggestions to improve the procedures of recruitment & training for seamen at VINIC retirement Therefore, the company needs to estimate the cost and benefits when choosing training targets or the non-training methods With seamen of serving duties, for the crews had just been recruited, it should be based on the test results of the entrance exams; with experience crews, firstly the company should choose the crew have not achieved the prescribed certificate to send for training; then, the company needs to refine the targets have the capability of development to train for future job The participants to evaluate the effectiveness of training include: participate in training crews, teachers, staff and teachers in companies outside the company, direct leadership of the crews went to school, staff specialized training Specifically, seamen who participate in training courses have the responsibilities to perform the tests under any forms and exchange, discuss with the lecturers about the training content and through that, lectures will evaluate the level of understanding the knowledge of the participating seamen The lecturers have the responsibilities of evaluate the training effectiveness as soon as the course starts and when it finishes During the lecturing process, lecturers must supervise, evaluating the suitable level of contents compared to the aims in order to have the necessary adjustment, simultaneously evaluating the understanding capacity of the training seamen so that the methods of teaching could be adjusted, providing the information for the training department to get the experience when selecting the training targets When the course ends, lectures need to collaborate with the training department to organize and evaluate the effectiveness The training department needs to base on the content of the planned evaluation to design the form of evaluating the courses, organizing the evaluation process and summarizing the information when the courses end The trainingprocedure needs to standardize qualifications but the choice of training methods needs to be considered carefully the skills, deficient knowledge of the Company to select appropriate training methods The company should apply synchronized regulations of compulsory studying and improving their qualifications and skills There should be another step for the procedure After the training course, if seamen not pass the score, then the next step should be to solve the circumstance, avoiding putting the seamen on hold for the next training programs In order to this, when planning the training scheme, the company should look out for all of the Nguyen Hoang Nam – GMA02 Page 45 Suggestions to improve the procedures of recruitment & training for seamen at VINIC possible training courses so that the training procedure can follow through continuously, helping the seamen to have their required skills for the jobs The company should also have concern in the level of foreign communications of the seamen so that they could communicate well during their work onboard an international ship The seamen just need the ability to communicate flawlessly and understand well the work they are responsible for onboard that ship Moreover, the knowledge of foreign relations, diplomacy, laws and customs of seamen should also be complemented The company should increase their frequency of training for seamen to reduce the usual faults of seamen under the foundation of PSC (Ports-State Control) as well as their working reports on the ships The company should frequently observe the periodically training programs of the Maritime Bureau in order to quickly schedule the plans, allowing seamen to participate these training program * Long-term suggestions For the training of human resources to be completed and bring practical value, it is necessary to ensure the following conditions in order to implement the solutions: - The training continues to receive the attention and encouragement by the company and its collaborators - There is a clear division of responsibilities of leadership, the department in charge of the training, the crews in training - The management levels to coordinate monitoring and close supervision of training and training crews Trainers must have enthusiasm, willingness to learn, not against- Regularly update the provisions of the State, the policy of the Corporation on the training and dissemination to the individual, especially the organized labor room, room crews and staff training - There is coordination and consistency among stakeholders - To provide adequate facilities as well as facilities for the training served.Allocation of budget for training activities is appropriately performed Nguyen Hoang Nam – GMA02 Page 46 Suggestions to improve the procedures of recruitment & training for seamen at VINIC - Encouraging the self-study and improving the professional skills, updating the knowledge by creating the benefits of time and expense of training, keeping the basic level of salary during the study CONCLUSION Human resources are a crucial element to ensure the sustainable development of the organization, human resource quality assurance will contribute to creating the sustainable development of the organization To improve the quality of human resources organizations need to perform synchronous HR policies, including recruitment and training policies is the most central policies In order to conduct the procedures of recruitment and training effectively,the company should firstly have the proper recognition of the major role of each procedure, then it should have its staff trained and knowledgeable of reality to implement appropriately to the characteristics of the organization and bring practical results Regarding the recruitment and training of seafarers atVINIC, the procedures also had significant successes Leaders ofthe company are interested in these proceduresto improve the quality of crews The company also cares about the workers, care to the material and spiritual life of the staff of the company In the dissertation, the author has tried to find out the status of recruitment and training, searching the shortcomings of each procedure and give some suggestions to the companyfor the purposes of researching and overcoming the drawbacks; giving some proposed solutions to companyto help recruiting the recruitment and training of the company effectively However, as this is a big matter, its scope and duration of dissertation research is limited, though the author have tried the best, contributions of the dissertation are still limited at a certain degree This issue needs to be continued researching to find more effective solutions, contributing to further improve the recruitment and training of crews in company VINIC Ltd The author also wishes to continue receiving the guidance and instructions, as well as the contribution of the teachers and colleagues to further complete the dissertation Nguyen Hoang Nam – GMA02 Page 47 Suggestions to improve the procedures of recruitment & training for seamen at VINIC References Department of Vietnamese registration of, s (2014) Statistics of Vietnamese fleets held by PSC Hanoi: Department of Vietnamese registration of shipping Flippo, E B (1984) Personnel Management New York: McGraw-Hill Companies IMO (1974) International Convention for the Safety of Life at Sea London: IMO IMO (1978) International Convention on Standards of Training, Certification and Watchkeeping for Seafarers London: IMO International Labour Office (2006) Maritime Labour Convention Geneva: International Labour Organization Various Authors, (1999, October 6) xa.yimg Retrieved from xa.yimg Web site: http://xa.yimg.com/kq/groups/4749922/217350788/name/Defining+Training+and+I ts+Importance.pdf Various authors (2013, January 10) Business Dictionary Retrieved from http://www.businessdictionary.com/definition/recruitment.html Vietnam Maritime Bureau (2005) Vietnam Maritime Law Number 40/2005/QH11 VINIC (1997) Regulations on recruitment Hai Phong: VINIC VINIC Crew Manning Department (2015) Data and statistics of human resources of VINIC Hai Phong: VINIC International Organization for Standardization (2008) ISO 9001:2008 Geneva ISO Central Secretariat Nguyen Hoang Nam – GMA02 ... iv Suggestions to improve the procedures of recruitment & training for seamen at VINIC 3.2.1 Suggestions to improve the procedure of recruitment for seamen at VINIC 41 3.2.2 Suggestions to improve. .. Suggestions to improve the procedures of recruitment & training for seamen at VINIC LIST OF FIGURES Figure The overview of procedures in company VINIC 21 Figure Model of VINIC s organization... recruitment & training for seamen at VINIC CHAPTER 2: THE PROCEDURES OF RECRUITMENT AND TRAINING FOR SEAMEN AT VINIC 2.1 Introduction of the company 2.1.1 General information The Company VINIC s first