A HOLISTIC APPROACH FOR HR SELECTION AND PLACEMENT PROCESS: A MODEL PROPOSAL FOR MARITIME INDUSTRY

Abstract

Human resource management is one of the core functions and competences for companies operating in maritime transportation industry to enhance their sustainable competitive advantage in a dynamic business environment. Personnel selection and placement process considerably influences all areas and sub-functions of HRM regarding crew on board and thus it has been one of the most important topics in maritime HRM. This paper aims to propose a three-phase, integrated, comprehensible model that will provide an effective way and help the maritime companies in selecting the right person and placing him/her to the right job. In the first phase of the model, required and preferred skills and abilities of sailors are determined. In the second phase, how those skills and abilities are measured is established. In the third and last phase, a sound feedback and validation mechanism is established in order to validate the whole process, including developing a fuzzy complex multi-criteria mathematical model. This three-phase model based on a scientific approach is intended to be used by human resource managers as a decision support tool for choosing the right sailors.

Keywords

• Human Resource Management,Personnel Selection and Placement,Maritime Industry

References

1. [1] Kandakoğlu, A, Çelik, M., & Akgün, I. “A multi-methodological approach for shipping registry selection in maritime transportation industry”, Mathematical and Computer Modelling, Vol.49, pp.586-597, 2009.
2. [2] Çelik, M., Er, I.D., & Topçu, Y.I. “Computer-based systematic execution model on human resources management in maritime transportation industry: The case of master selection for embarking on board merchant ships”, Expert Systems with Applications, Vol.36, pp.1048-1060, 2009.
3. [3] Jensses, J.I., & Randoy, T. “The performance effect of innovation in shipping companies”, Maritime Policy and Management, Vol.33, No.4, pp.327–343, 2006.
4. [4] Panayides, P. M. “Maritime policy, management and research: Role and potential”, Maritime Policy and Management, Vol.33, No.2, pp.95–105, 2006.
5. [5] Çelik, M., Kandakoğlu, A., & Er, D.I. “Structuring fuzzy integrated multi-stages evaluation model on academic personnel recruitment in MET institutions”, Expert Systems with Applications, Vol.36, pp.6918-6927, 2009.
6. [6] Wu, B., Lai, K. H., & Cheng, T. C. “Emergence of ‘new professionalism’ amongst Chinese seafarers: Empirical evidences and policy implications”, Maritime Policy and Management, Vol.33, No.1, pp.35–48, 2006.
7. [7] Barnett, M.L. “Searching for the root causes of maritime casualties”, WMU Journal of Maritime Affairs, Vol.4, No.2, pp.131-145, 2005.
8. [8] Toffoli, A., Lefevre, J. M., Bitner-Gregersen, E., & Monbaliu, J. “Towards the identification of warning criteria: Analysis of a ship accident database”, Applied Ocean Research, Vol.27, No.6, pp.281–291, 2005.

9. [9] Yousefi, H. & Seyedjavadin, R. “Crew resource management: The role of human factors and bridge resource management in reducing maritime casualties”, International Journal of Marine Navigation and Safety of Sea Transportation, Vol.6, No.3, pp.391-396, 2012.
10. [10] Barsan, E., Surugiu, F., & Dragomir, C. “Factors of human resources competitiveness in maritime transport”, International Journal on Marine Navigation and Safety of Sea Transportation, Vol.6, No.1, pp.89-92, 2012.
11. [11] Lin, H.T. “Personnel selection using analytic network process and fuzzy data envelopment analysis approaches”, Computers & Industrial Engineering, Vol.59, pp.937-944, 2010.
12. [12] Li, K. X., & Wonham, J. “Who mans the world fleet? A follow-up to the BIMCO/ISF manpower survey”, Maritime Policy and Management, Vol.26, No.3, pp.295–303, 1999.
13. [13] Chien, C. F., & Chen, L. F. “Data mining to improve personnel selection and enhance human capital: A case study in high-technology industry”, Expert Systems with Applications, Vol.34, No.1, pp.280–290, 2008.
14. [14] Hogan, J., Barrett, P., & Hogan, R. “Personality measurement, faking, and employment selection”, Journal of Applied Psychology, Vol.92, No.5, pp.1270–1285, 2007.
15. [15] Leigh, I. W., Smith, I. L., Bebeau, M. J., Lichtenberg, J. W., Nelson, P. D., Portnoy, S., Rubin, N. J., & Kaslow, N. J. “Competency assessment models”, Professional Psychology: Research and Practice, Vol.38, No.5, pp.463–473, 2007.