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:


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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

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TABLE OF CONTENTS
PREFACE ................................................................................................................... i
ACKNOWLEGEMENT ............................................................................................. ii
TABLE OF CONTENTS ........................................................................................... iii
LIST OF ABBREVIATIONS .................................................................................... vi
LIST OF TABLES.................................................................................................... vii

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



Suggestions to improve the procedures of recruitment & training for seamen at VINIC

LIST OF TABLES
Table 1. Statistics of Vietnamese fleets held by PSC................................................1
Table 2. Business results of the Company, period 2012-2014 ................................ 27
Table 3. VINIC's scale of labor. 2012-2014 ........................................................... 28
Table 4. Scale of labor by degrees of education ..................................................... 29
Table 5. Scale of labor by age groups .................................................................... 31
Table 6. A model of the basic content of the training plan...................................... 44

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LIST OF FIGURES
Figure 1. The overview of procedures in company VINIC ..................................... 21
Figure 2. Model of VINIC’s organization .............................................................. 22
Figure 3. Scale of labor by degree of education...................................................... 29
Figure 4. The recruitment procedure of VINIC ...................................................... 33
Figure 5. The training procedure at VINIC ............................................................ 36

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44
35
6
5
1.63%
14.2%
5
2
4
1
40%
25%
Source: Department of Vietnamese registration of shipping

The above table illustrates the data of Vietnamese fleets being checked and held for
detention by the international PSC. Overall, by the end of 2014, the number being
held by all three organizations has decreased significantly, nominally in Paris-MOU
with only one in four ships being held. Vietnamese fleets which were held by
Tokyo-MOU and Indian-MOU also dropped considerably, however, this still proves
that our fleets still remain inferior.
Vietnamese fleets are checked and held by international organization every year and
the major reasons are from the quality of the seamen: insufficient qualifications,
ship owners have not had sufficient concern to the status of the seamen; The
conduct of the regulations of the International Convention for the Safety of Life at
Sea (SOLAS) is still being neglected; The professional skills, experience and
communicating by foreign language of Vietnamese seamen are still deficient; The
supervising and inspecting and granting certificates relating to SOLAS of our
departments still have their limitation. Therefore, improving the quality of seamen
is the most important objective of the relating departments in Vietnam, as it is
necessary to enhance the position of Vietnam in the international labor market, as

of the company in research, VINIC and analyzes them thoroughly in order to give
propose suggestions to the matter.

Nguyen Hoang Nam – GMA02

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CHAPTER 1: METHODOLOGY
1.1 Relating terms
1.1.1Ship

crew

&Seamen

(By

the

Vietnam

Maritime

Law,

number



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Suggestions to improve the procedures of recruitment & training for seamen at VINIC

1.1.2 Ranks of seamen
- Captain: has the right to control the ship.
- Chief Officer: deck officer that has the rank right under the captain and is the one
who control the ship under the circumstance that captain loses this ability to control.
- Chief Engineer: the highest-rank officer with the responsibility of physical force
of the ship, the ship’s procedure as well as preservation of the mechanical
equipment and electricity of the ship.
- 2nd Engineer: mechanical officer with rank right under chief engineer and is
responsible for the physical force of the ship under the circumstance that chief
engineer loses his ability to control.
- Radio officer: individuals with suitable certificate provided by training center
under regulations of radio controlling.
- Sailor: member of the crew, is neither captain nor officer.
1.2 Basic definitions
1.2.1 Recruitment
In the popular understanding, recruitment is defined as “the process of searching
and hiring the best-qualified candidate, within or outside of an organization, for a
job opening, in a timely and cost effective manner” (Various authors, 2013).
Another explanation for recruitment is “Recruitment is a positive process of
searching for prospective employees and stimulating them to apply for the jobs in
the organization. When more persons apply for jobs then there will be a scope for
recruitment better persons.” (Edwin B. Flippo).
The procedure of recruitment is the process of finding out the sources from where
required individuals will be available for recruitment, developing the techniques to

arranged; otherwise the organization will need to hire an expert from outside the
organization.
* Training for seamen: the activity that assist seamen in harnessing knowledge and
temper their skills necessary for the demanded tasks.
1.3 Laws and regulations affecting the procedures of recruitment and training
for seamen
1.3.1National laws
The regulations of educating and granting certificates of Vietnam (By the Decision
of the Ministry of Transport No. 31/2008/QD-BGTVT on Dec.26, 2008)
* The regular conditions to granting the Certificate of qualification for the
seamen:
- Seamen must have sufficient age of labor and health standards as per regulations.
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- Seamen have graduated from the majors of ship navigation or ship exploitation in
the maritime-majored universities.
- Seamen with the following circumstances must study complementarily the
subjects that have not been completed: Graduated from the majors as defined at
Item 2 of this Clause but in other universities; Graduated from similar majors in
other universities specializing in educating the maritime majors; Graduated from
major of waterway vessel navigation or similar majors in schools specializing in
those majors.
- Seamen have sufficient papers as per regulations.
- Seamen have sufficient qualification and time to assume the positions
corresponding to the ranks as defined by regulations.

- Based on the reports of the council, Head of Vietnam Maritime Department
decides to acknowledge the pass to grant or exchange the certificates of professional
knowledge for the seamen.
Seamen who participate in the examination meet the condition of all the test
subjects as regulated will be acknowledge as passed and have the right to conduct
the internship on ships as regulated.
In case seamen only pass half of the number of the test subjects, the results of this
subjects will be saved within the period of one year.
- All of the certificates of qualification granting for seamen and special training
papers have the validity within five years from the granting day. When expired, if
one wished to extend, exchange or receive a new one, the seamen must have the
following conditions:
+ Age and health suitable as regulated.
+ Guarantee the suitable rank as in the certificate of qualification, granting in
twelve months within five years.
+ Seamen who were granted the certificates but do not work offshore within three
years wish to be re-granted or re-confirmed to use must pass the examination and
demand as regulated.
+ In case seamen have mistaken in qualification, violating the law, leaving
consequences, then depending on the level of violation, Head of Vietnam Maritime
Department has the right to temporarily or permanently revoke the certificate that
has been granted for that seaman.
*Types of certificates of qualification(in the Decision of the Ministry of Transport
No. 31/2008/QD-BGTVT on Dec.26, 2008)
Clause 13. Category and forms of certificates
1. The certificates of seamen on Vietnamese ships consist of the following types:
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e. Crisis management.
f. General safety.
2. This type of certificate has the validity within five years since the issued date.
Clause 17. Certificate of professional competence’s training
1. This type of certificate is granted by the training facility to seamen, trainees who
complete one of the professional competence’s training courses as in regulations of
Ministry of Transport, suitable to STCW Convention and other international
conventions that Vietnam is a member of those, as the following:
a. Observation and radar diagram
b. ARPA – Automatic radar plotting aid
c. GMDSS - Global Maritime Distress and Safety System: GOC rank (General
Operator’s Certificate), ROC (Restricted Operator’s Certificate).
d. Advanced fire fighting
e. Medical first-aid
f. Medical healthcare
g. Life rafts, rescue boats.
h .High-speed rescue boats
i. Ship security officer
j. Workforce management in deck
k. Workforce management in engine room
l. Maritime English
m. Digital nautical chart
n. Ship safety management

installations; Fire protection, fire detection and fire extinction; Life-saving
appliances and arrangements; Radio-communications; Safety of navigation;
Carriage of Cargoes; Carriage of dangerous goods; Nuclear ships; Management for
the Safe Operation of Ships; Safety measures for high-speed craft; Special
measures to enhance maritime safety; Special measures to enhance maritime
security; Additional safety measures for bulk carriers.
SOLAS 1974 Convention is applied for all types of passenger ships in all sizes and
cargo ships with gross tonnage from 500 or larger. The Convention is not applied
for: war ships and military ships; cargo ships with gross tonnage less than 500;
ships without machinery operating engine; wood vessels with simple structure;
cruisers which do not participate in business activities and fishing vessels.
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1.3.2.2 International Convention on Standards of Training, Certification and
Watchkeeping for Seafarers-STCW 78/95
The convention established the basic requirements of training, certification and
watchkeeping for seamen with international standards. This convention consists of
the general requirements of quality and certification for departments such as deck,
engine, radio and watchkeeping sailors. All of the seamen working on ships must
have certificates that meet the requirements of Convention and following a unified
form. Certification for captains, officers and sailors will be granted for those that
meets the requirements defined by authorities of: Sea service, Age, Medical fitness,
training, qualification, examination.
The convention also regulated the basic rules of watchkeeping for decks, engine
room and special training requirements for workers in a number of vessels such as

regulatory requirements”.
All requirements of ISO 9001:2008 are standard and are intended to be applicable to
all organizations, regardless of type, size and product provided.
1.4Factors affecting the procedures of recruitment and training
In a general business and transport enterprises in particular, recruitment and training
are influenced by a number of fundamental factors.
1.4.1 Factors within the organization
- The structure of the organization: Organizational structure simple or complex will
affect the decision-making process and facilitate the exchange of information or
difficulty. The organizational structure is also the basis for the use of different types
of labor. If organizational structure and management enforcement is simple,
recruitment and training is also easier and vice versa
- Characteristics of production and business organization: Features of production
and business organization directly affects the nature of labor organization that uses,
to social standards and funding for recruitment and training. If organizations use
highly qualified labor and the nature of work often have to change the inevitable job
content delivered to workers must change and the need to recruit and train appears
and should be meet to ensure the work is executed efficiently. However, in the
organization of production and business characteristics is the production of crafts,
simple, requires labor skills is primarily the recruitment and training is not
necessary. On the other hand, some businesses in those industries requiring
enforcement of social standards to ensure that the enterprise is engaged in the
business environment and increased credibility in the market. Additionally,
businesses can bring profits for businesses or not also affects investment funds for
recruitment and training and thus will affect the efficiency of the recruitment and
training.
-The views of senior leaders: The views of senior leaders are concerned and led to
the development of labor will decide to have done and done how recruitment and
training organizations. If senior leaders are aware of the importance of the role of
labor and the recruitment and training in the strategic development of the

organization must also mention that the specialized staff recruitment and training.
The specialized staff recruitment and training to those who recruited and properly
trained professional and practical expertise and qualified professional to undertake
and implement the most effective steps in the procedures of recruitment and
training.
(1). The scale of human resources: If the employee size of large organizations tend
to perform labor management more difficult, the number of deficient knowledge
and skills tend to be higher than the organization employee size small. On the other
hand, the labor could replace work as other laborers are engaged in the process of
recruitment and training, labor intensive and can be selected directly involved in
teaching when businesses want to adopt methods of recruitment and training

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measures as: Mentoring instructions, open the next class now ... will contribute to
improving the effectiveness of recruitment and training.
(2). Labor structure by genders: Gender is not small to influence the recruitment and
training, by gender will affect the biological factors of labor, the development cycle
to personal capacity and rates use time rate for work, family and individual workers.
According to a demographic study of women have participated in the learning
conditions than men. So in the recruitment and training of the organization should
also consider gender factors when selecting learners and to create favorable
conditions for women during the study.
(3).The level of labor: workers' qualifications will inevitably affect the number of
employees to be recruited and trained. Especially when the present level of the