HR Architecture
Onboarding and developing employees is a key factors in huxaman performance
We help in structuring and aligning HR activities, systems, and processes within an organisation to establish optimal working conditions that support and foster employee development. We deal with it 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 pillar of human performance where individual and team performance fastens with organisational performance. All HR processes within the HR architecture are instruments to support the organisation’s overall mission, vision, and values. Green-Jakobsen offers support and solutions to 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 company-specific Leadership Philosophy and Business Principles, detailed requirements and expectations towards 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 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 Program’ assigning an experienced seafarer to provide a more personal onboard 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. Crews tend to focus only on potential outcomes like ‘promotion’ or ‘re-hire’ and appraisers may be unprepared and biased in their evaluations. Crewing departments often struggle to use the data reliably. Green-Jakobsen can help you to follow three simple principles and 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 appraiser and appraisee
- Bring back focus on people (forward focus) and their possible contribution to performance and own skills development
- Increase focus on ongoing development of personal and professional abilities through selection of focus points for the development plan (per contract/year)
- Improve data from the evaluations to ensure better use for the MHR/Crewing
- 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 their actions, and the organization.
Leaders play a crucial role in promoting a just culture by consistently reviewing behaviour of crew members and responding effectively,
whether it involves recognising excellence or addressing poor behaviour.
To accomplish this, Green-Jakobsen has tools such available for leaders to help them observe behaviour and understand the criteria
to consider when responding to observed positive or negative behaviours.
