Key Development for Our Shore Employees

MISC’s 2020 strategic targets for human resources are twofold - to have a sustainable talent pipeline in place across job levels to ensure seamless succession and progression in the organisation, and to have a competent and capable workforce through a structured and holistic developmental process.

Therefore, in line with the Group’s strategy, we extended our succession planning framework across the organisation to include non-critical managerial roles and we piloted our revised Functional Competency Framework in November 2018 to ensure that a talent pool of qualified and competent employees are readily available to lead MISC forward. The methodology of the functional competency framework is based on self-assessment by each employee on the key competencies for his/her role, followed by a superior’s assessment which is carried out through a one-to-one discussion.

Based on the findings of the assessment, Human Resources may then identify and implement relevant intervention plans to address relevant competency gaps among its employees.

On the employee competency development front, we continued to roll out a host of leadership and functional competency initiatives which includes the launch of the 2018 training calendar during HR Learning Day to enable employees to self-register themselves for relevant training programmes throughout the year. Altogether, a total of 443 employees participated in 874 man-days of leadership programmes over the year and a further 394 employees participated in 933 man-days of functional programmes. Investment in training programmes in 2018 was RM5.44 million across more than 3,000 shore employees.

We also implemented an enhanced recruitment process from 1 January 2018 to recruit better quality candidates into the Group. This process includes new assessment tools and a more structured way of tracking the progress of the
hiring process.

The year in review also saw our Marine and Heavy Engineering segment (MHB) being awarded a Certificate of Excellence in Human Resource Development from the Malaysian Ministry of Human Resources in 2018. This was in recognition of MHB’s active contributions in people management and development at the organisational as well as national level.

Key Development for Our Seafarers

MISC Group’s key focus is to develop a sustainable pool of seafarers, and we are committed to provide a pipeline of highly skilled and motivated employees who can execute the business strategies of the Group. Through our Integrated Marine Services subsidiary, Eaglestar, we are continuously seeking ways to enhance their competencies, proficiency and capabilities in various aspects of the business and operations. For the year in review, Eaglestar supported the development of its seafarers by investing USD8.7 million in training and development programmes.

Our efforts and commitment towards high standards of safety and excellent working practices were globally recognised in 2018 with the ‘Safety Conscious Employer / Ship Operator of the Year’ award at the HIS Markit Safety at Sea Awards held in London. Additionally, Eaglestar was also shortlisted as a finalist under the three other categories for the Safety at Sea awards, namely Safety Conscious Employer/Ship Operator of the Year, Crew of the Year and Best Crew Development Program of the Year in recognition of our continuous effort to improve safety practices and standards across the shipping industry.

As our Superintendents are the backbone of the ship management industry, their competency development is essential to ensure operational efficiency. Therefore, we have developed a structured and comprehensive competency matrix and intervention plans to address the gaps in technical, business and soft skills of our Fleet Operations and Quality, Assurance, Health, Safety, Security & Environment (QAHSSE) Superintendents. A total of 5 programs were conducted in 2018.

We also recognise that our future lies with the cadets that we train. In line with this, a Designated Training Officer (DTO) Programme has been launched with time-bound and clearly defined training objectives. A total of 12 Second Officer and Third Engineers with superior certificates were trained as DTOs in 2018.

To further enhance the capabilities of our seafarers, in collaboration with Akademi Laut Malaysia (ALAM), a structured multi-skilling program for deck and engineer officers was developed, to acquire skills and certification for operating multiple types of vessels in the fleet.

This programme, which was rolled out to 20 officers, will lay the foundation for future officers to be capable of operating both LNG vessels and Petroleum & Product tankers.

Complementing the Group’s innovative sustainability agenda in operating the newly delivered Aframax tankers with LNG Dual Fuel propulsion systems, Eaglestar has invested in developing more than 50 employees in 2018 with the capabilities to manage this new technology. In another growing segment, we also continued to build internal capabilities to support the expansion of our Dynamic Positioning Shuttle Tanker (DPST) fleet to meet future demands, creating value for the organisation as well as seafarers’ personal growth.

As part of our efforts to remain competitive in the market and to retain competent and capable senior officer and engineers, we have conducted a holistic salary study which will be the basis for us to review relevant remuneration packages in order to create stronger retention and attraction factors for these ranks to ensure sustainable talent pipeline is in place.