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‘Ships do not move cargo - people do’ is the foundation of our philosophy
Hence it follows naturally that we place the utmost importance on recruiting, nurturing and retaining talent both onboard and onshore.
Core human resource principles
Bernhard Schulte Shipmanagement’s core principles of managing our human capital are designed to achieve our primary goal of becoming the employer of choice both for seafarers and for shore staff.
In general, we value employees with strong domain expertise, teamwork and interpersonal skills, entrepreneurial flair, affiliation for technology and managerial capability. In addition, the ability to render the highest quality of service and to meet stringent regulatory and best practices within the framework of our values and principles is essential. All our efforts must result in the company becoming a leader in quality shipmanagement and related services.
Legal compliance: we believe strongly in adhering to international and local laws in all countries in which we operate and expect all our staff to comply with national and international laws governing our business operations at all times.
Equal opportunity and anti-discrimination: we hire qualified candidates without regard to race, religion, color, gender, age, national origin, ethnicity, citizenship or any discriminatory factor prohibited by law, and as such affirm in policy and practice to support and promote the concept of equal employment opportunity in accordance with all applicable laws. The company also prohibits discrimination on other bases such as ancestry or marital status under applicable laws. Candidates must ideally possess the right to work in the various locations for which they are being recruited; however, where applicable, the company will make best efforts to obtain sponsorship for individuals for work visas.
Diversity: our company has operations in several countries globally and values the diversity of our staff in terms of nationality, ethnicity, gender, education and culture.
Teamwork: we place a particular emphasis on teamwork and collaboration across locations, functions and management levels. We believe that no single person has all the answers and that today’s complex issues require a multifaceted and collaborative approach to both the identification of solutions and their implementation.
Performance management: we believe in continuously defining, monitoring and improving performance - and to this end we believe in rewarding good performance and results.
Employee development: with a global operation across multiple offices, our employees have an opportunity to develop their potential along functional lines, product lines, value-added services and across locations. Hence both vertical and horizontal career opportunities are encouraged, especially at the middle management and senior management levels. In fact, one of our key focus areas is to provide a career path for our high-performing seafarers to take up shore responsibilities – to this end, we host training programmes not only for skill enhancement but also for managerial competency enhancement and leadership programmes.
Rewards: Bernhard Schulte Shipmanagement believes in competitive guaranteed pay, discretionary bonus, benefits and incentive schemes at appropriate management levels. We continually benchmark with the sector to ensure that our total compensation and rewards package is competitive enough to attract and to retain talent. Financial compensation is just one factor in our total offer and we believe just as much in empowerment, career development opportunities, training and a caring work environment to nurture and motivate our staff.
Benefits: employee benefits are designed to boost productivity, create a safety net and to build a lasting relationship that promotes health, wellbeing, work-life balance as well as a defined contribution package that could be useful as a retirement fund or in times of emergency or need for professional development.
Recruitment process
Our recruitment process follows the flowchart below:
- Job requirement – we identify a need within the organisation
- Job description / Person specification – we outline the position and the key skills and competencies required of prospective candidates. As an Equal Opportunities employer, we will ensure that our selection process is non-discriminatory
- Attracting candidates – we determine the best way of sourcing suitable candidates (internal advertisement / external advertisement / recruitment agency)
- Selection process – applications are reviewed and a shortlist of prospective interviewees is drawn up
- Interview – applicants are interviewed by appropriate managers
- Appointment – the best candidate is determined and an offer of employment is sent out. Once accepted, references and qualifications are verified.
- Joining company – the successful applicant joins the company and begins the induction process
