Strategy of human resources
The Board of Finaval S.p.A recognises that seafarers are its most valuable resource and that their welfare is essential in achieving the Company’s goals, even if they were in the position to operate for other shipowners.
The modern social and work environment requires a more focused approach to staff welfare. In response the Board has embraced its responsibility, ensuring that activities associated with protecting, promoting and supporting the health and well- being of staff are recognised in overall strategic objectives.
Corporate policy also supports the strategic aims of the human resource management strategy:
- resources –staff retention mechanisms;
- employee relations strategies – procedures to encourage performance and involvement, and to manage conduct.
The aims of the Policy are to:
a) provide support/assistance services for all employees;
b) raise awareness on the importance of staff health and well-being as per the board’s mission;
c) forward the aims of the company’s human resource strategy
Role of employees
Staff have a responsibility towards their own health and well-being at work and are advised to raise any matters of concern.
Staff also have a responsibility to be sensitive and responsive to the welfare of others at work and are required to act in a way that respects the health and well-being of others at all times.
Last, staff also have a responsibility to co-operate as far as possible with any initiatives and recommendations introduced by the Board in relation to staff welfare, and to follow any guidance provided by medical/health professionals regarding their health and well-being.
Role of the Board
The Board recognises the importance of the professional relationships between managers and staff. Managers have primary responsibility for the workplace welfare of the staff under their supervision.
Human resource mission – main methods:
1. HEALTHY SHIP
2. FAMILY POLICIES
3. CULTURAL INTEGRATION
1. HEALTHY SHIP
An innovative project for health care improvement and health promotion on board ships aimed at protecting the health of the crew on board with the stated objectives to offer safety at work and welfare, in cooperation with the CIRM and University of Camerino. It is carried out as follows:
Information campaigns are provided on the major health risks for seafarers and on their prevention. Each campaign is preceded by a questionnaire to determine the crew’s awareness on the topics to be covered.
The first campaign focuses on infectious diseases and how to prevent them. Three subsequent educational papers will cover the following topics:
• Personal hygiene
• Food hygiene
• Prevention of infectious diseases
• Healthy Food
Stress may be seen as a cross to bear. We are becoming increasingly aware and sensitised to it now because we hear about it all the time by people such as counsellors. Some people thrive on stress as it boosts their energy levels. Others find that there are more stressors than they can cope with.
Current corporate conditions may also put extra pressure on staff due to
· down-sizing and out-sourcing
· devolved responsibility
· technological change
Although a certain amount of stress is essential, this varies greatly according to each individual. Stressors are everywhere and can build up until they are beyond our ability to balance or tolerate them.
In the human body, mental and physical tension or stress is a response to danger. We become more aware and ready - fight, duck, run. In a high-tech, fast moving world, we face persistent pressures which our bodies must cope with and respond to. The body may act as though under attack. In the long-term, the body's resources can be drained by stress and may contribute to increased:
· heart disease, ulcers, back pain, skin disorders
· anxieties, disorientation and emotional rage
Although a person may be able to cope well with one type of pressure, their performance deteriorates with long-term exposure or increases in pressure leading to sleepless nights, tiredness, loss of concentration, panic, mistakes, irritability and withdrawal.
In this regard, Finaval seeks to
• raise awareness of stress and stress-related issues.
· train people to better cope with stress.
· evaluate stress levels to identify and reduce stressors
2. FAMILY POLICIES
It is apparent that Company practices and Policies have an impact on seafarers’ families in a number of important respects. The most obvious of these relate to wages, leave periods, and length of contract.
In many cases, the amount of time spent away from home has a deleterious effect on the seafarer’s relationship with his family.
In addition, company policies in relation to training demands during leave periods and the communication facilities offered to seafarers at sea also have an impact on families.
In order to create the conditions to reduce the distance between crew and their families, Finaval will evaluate any best practices that could be successfully implemented.
3. CULTURAL INTEGRATION.
Finaval pays attention to subjects concerning acculturation models or strategies such as assimilation, integration, as well as on issues of cultural retention and intergenerational socialization on board the ship.
Particular importance must be paid to the ethnic origin of seafarers, their traditional culture, and any traditional values that influence organizational culture on board the ship like food preferences, cultural transmission and socialization, as well as ethnic organizations and community governance.
For these reasons, Finaval defines Corporate Social Responsibility (CSR) as the commitment of businesses to contribute to sustainable economic development, working with staff, their families, the local community and society at large to improve quality.
Work can become monotonous if language and cultural barriers cause divisions among the crew. For this reason, Finaval shall provide information on the cultural habits and norms of different nationalities.
There are a number of policies and practices that can be successfully introduced or developed in order to create optimal workplace conditions.
Briefly these include the following:
a. Ensuring high levels of fluency in the working language of the ship amongst both Officers and Ratings
b. Pursuing policies encouraging stable crewing
c. Promoting social activities on board via Captains and Senior Officers
d. Adopting and implementing anti-discrimination policies and practices on
e. Avoiding the circulation of materials reinforcing cultural and national
f. Implementing anti-racist practices and policies
In order to solve or prevent cultural identity issues, particular attention must be given to the maritime heritage which has the potential to create jobs, make a positive impact on durable development and expand the growth of a sector that is currently affected by the world crisis. A constant focus on cultural heritage can reduce challenges and cultural identity problems.
The human resource team:
Sig. Giovanni Fagioli (President)
Sig. Gabriele Arveda (Human resource Manager)
Sig. Francesco Sabia (Crewing Manager)
Sig. Nedo Colombo (Deputy Crewing Manager)
In conclusion Finaval is aware that concepts of welfare have evolved and is thereby offering welfare services to its staff in order to help them be physically and mentally ready for high performance and loyalty.