HR Architecture
Onboarding and developing employees is a key factor in human performance
We help structure and align human performance activities, systems, and processes within an organisation to establish optimal working conditions that support and foster employee development. We approach this through the lens of human performance architecture. Just like the architecture of a building, our approach facilitates the efficient management of an organisation’s human capital.
What is HR Architecture?
HR architecture is the organisational framework where individual and team performance aligns with organisational performance. All Human Resource Management processes within the HR architecture are instruments to support the organisation’s overall mission, vision, and values. Green-Jakobsen offers support and solutions for specific human performance-related elements.
Induction and Onboarding
Our induction and onboarding concept usually consists of three phases.
Phase 1: Self-Study
The employee receives an induction package containing a company video and employee handbook. The video introduces the employee to the company’s leadership philosophy and business principles, as well as detailed requirements and expectations for working in the company.
Phase 2: Pre-Joining
The employee attends a seminar where they are tested on the self-study material’s content and introduced to details of the company’s policies, values, and QMS systems.
Phase 3: On-Board Familiarisation
The employee receives a personalised training plan, recorded in the competency management system. Consider implementing a ‘Buddy Programme’, assigning an experienced seafarer to provide a more personal on-board induction alongside the formal shore-based training.
Performance Appraisal
Beyond mere report filing, we often encounter cases where on-board performance appraisals lack real value. The crew tend to focus only on potential outcomes like ‘promotion’ or ‘re-hire’, and the appraisers may be unprepared and biased in their evaluations. Crewing and HR departments often struggle to use the data reliably. Green-Jakobsen can help you follow simple principles, define clear performance criteria, and fit them into your appraisal system.
Performance appraisal with a development mindset
- Establish the development process as a partnership between the appraiser and the appraisee
- Bring back the focus on people and their future potential and possible contribution to performance, as well as their own skills development
- Increase focus on the ongoing development of personal and professional abilities through the selection of focus points for the development plan (per contract/year)
- Improve data from the evaluations to ensure better use by the Crewing and Marine HR departments
- Increase focus on actual performance by separating the promotion eligibility evaluation from the performance appraisal process
Performance Feedback
In a just culture, individuals are accountable for both their own actions and those of others within the organisation.
Leaders play a crucial role in promoting a just culture by consistently reviewing the behaviour of crew members and responding effectively,
whether it involves recognising excellence or addressing poor behaviour.
To accomplish this, Green-Jakobsen has tools available for leaders to help them observe behaviour and understand the criteria
to consider when responding to observed positive or negative behaviours.
Designed as an application, the Just Culture Response Map is a valuable tool that is readily available and easy to use.
