dnv maritime solutions\' working environment survey of the norwegian maritime cluster 2009
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Ari Marjamaa, Director, DNV Maritime Solutions October 8th 2009
DNV Maritime Solutions Working Environment Survey 2009Taking the pulse on the maritime industry
© Det Norske Veritas AS. All rights reserved.
DNV Maritime Solutions Working Environment Survey 2009
18 June 2009
2
Executive summary (1/2)About the respondents in the survey
The typical respondent is around 30 years old, but almost 40% are between 30 and 40
The majority of the Norwegian respondents have a MSc degree compared to around a third having Bachelor degrees
Norwegian women and men choose differently when it comes to education, but not dramatically so
Shipowners represent one third of the population, with the rest relatively evenly distributed across the remaining segments
Commercial positions are represented by a third of the population, while operational roles represent a fifth
The crisis is felt by us all…
The financial crisis and the downturn in shipping have influenced all parts of the maritime industry, leading to recruitment freezes and cost cutting initiatives
The larger the firm the more initiatives have been taken to adapt to the changes in the shipping market
Consulting and ship insurance are the most positive segments, while agents and shipowners are the most negative segments
Only 7 % of the respondents are afraid of losing their job, but 14% would be willing to reduce their salary to keep it
In Norway, the atmosphere is perceived to be better at the largest companies
…but we are still satisfied working in the maritime industry
Despite the market turmoil and uncertainties, more than half of the respondents are happy in their current job
Most of the respondents are happier with their job now than in the previous years, except people working with ship finance and classification
Why do we work in the maritime industry?
All age groups have similar reasons for choosing the maritime industry, but family & traditions are more important for the youngest and the oldest
Both women and men choose the maritime industry because it is an exciting business, but men rank the salary higher than women do
All educational backgrounds choose the industry because it is exciting, but MBAs in particular find the career opportunities attractive
Shipowners are the natural hub for employers in the maritime industry
© Det Norske Veritas AS. All rights reserved.
DNV Maritime Solutions Working Environment Survey 2009
18 June 2009
3
Executive summary (2/2)How does the industry players attract talents?
Advertisements are still the primary source for attracting future employees, but headhunting and personal network have been more important in the past 12 months as a means of getting a new job
Developing talents – an upside potential
Junior management training and job rotation are most used career development initiatives
Less than a fifth of respondents report having talent programmesor structured career planning in place in their organizations
Talent management is a key issue in today’s HR landscape, and it appears that the industry has some improvement potential here
Retaining talents by challenging and developing them
Satisfaction is generally lower than the importance, creating a latent dissatisfaction (AKA upside potential)
There are clear changes in 2009 compared to the overall averages for motivational factors, but little change in relativesatisfaction
There is a strong correlation between the factors important to the employee and how happy she is in her job
There is a clear relationship between how happy you are in your job and how long you expect to stay
The satisfaction of the job largely depends on the satisfaction with development initiatives and remuneration, but also of how challenging your tasks are
- The three factors explain more than half of the variability in the happiness with the current job, with challenging tasks being the most important
- The way the employer contributes to personal development influences how happy you are in your job
- The remuneration is important for job satisfaction, but not the main point
But job happiness only explains about 20% of how long an employee expects to remain in her position
Less people are actively looking for a new job, while a larger percentage have increased their time perspective in the current job
- The employees on the move will leave their current employer, but the majority will remain in the industry
- The shorter the perspective, the more likely that the employee will leave the company or the industry altogether
What are tomorrow’s challenges?
Environmental issues, recruitment and competence and increasing overcapacity of vessels are perceived as the major future challenges for the industry
© Det Norske Veritas AS. All rights reserved.
DNV Maritime Solutions Working Environment Survey 2009
18 June 2009
4
What does the presentation contain?
Background and introduction
The survey population- Who are they?- What do they do?
The times are tougher – does that make a difference?- What are the effects of the market turbulence? - Does the charm of the maritime industry remain, despite the tough times?
Managing your talents- Attract them- Retain them- But is that enough to keep them?
Who are tomorrow’s winners?
Where to next?
© Det Norske Veritas AS. All rights reserved.
DNV Maritime Solutions Working Environment Survey 2009
18 June 2009
5
Shifting the focus from the sea to the shoreThe big issue has left a shadow onshore
For many years, the maritime industry has been aware of the challenges in recruiting and retaining offshore personnel. Many efforts have been made to tackle this issue and a lot of attention has been given to it. To a certain degree, this has come at the cost of the attention given to onshore personnel.
Also, the maritime industry is inherently traditionalist, some would say conservative, and has not always lead the way in the implementation of sophisticated management practices and organizational philosophy.
People – the building block of companies and industries
DNV Advisory Services work with our clients on a wide range of issues. A constantly repeating factor in all the work we do is the importance of the competence, experience and skills of the people working at our clients’ organizations.
Over and over again, we see that this is the key driver for competitive advantage and long term business performance. We also see that often too little attention is given to the development and nurturing of onshore human resources.
Not only individual companies suffer from this, but also the industry as a whole. Only the best people can build the best industry – but they have to be recruited, trained and developed (not to say retained) by the industry to really matter.
Keeping the ball rolling
In 2007 DNV Advisory Services initiated a working environment survey for the maritime industry in Norway. The ambition was to contribute to the continuous work of the industry to maintain competitive advantage for both the Norwegian maritime industry as a whole, as well as for individual companies.
Together with YoungShip, DNV has developed the reference on the working environment for young people in the maritime industry – what attracts them, how they are and want to be developed, and how companies work to attract and retain them. The survey database currently contains more than 1000 unique respondents from the maritime industry, allowing a peek into themechanisms that makes this industry of ours tick.
Since we started the Survey in 2007, we have noticed a shift in the way companies thing about onshore employees – more focus, more development, more structure. It may seem as if the ball has started rolling.
Same procedure as last year, or maybe not?
The survey is currently in its third year – and what a year! The shipping industry has gone from a once-in-a-lifetime high to a once-in-a-lifetime low. Within less than 12 months! How does this affect life in maritime companies? And how are the people within them affected and changing?
In the following we hope to give you a glimpse of this, so let us move on.
© Det Norske Veritas AS. All rights reserved.
DNV Maritime Solutions Working Environment Survey 2009
18 June 2009
6
About the survey
The survey consists of 50+ questions on topics such as- The respondents background (age, sex,
nationality, education) - Current workplace and employer (what
company and department, size of company, etc)
- What attracts to the industry or a certain job- What are the motivation in the current
position- Mobility- Remuneration (salary, bonus & benefits)- Personal development (training, etc.)
The survey is distributed as an online questionnaire provided by Questback, www.questback.com
© Det Norske Veritas AS. All rights reserved.
DNV Maritime Solutions Working Environment Survey 2009
18 June 2009
7
What does the presentation contain?
Background and introduction
The survey population- Who are they?- What do they do?
The times are tougher – does that make a difference?- What are the effects of the market turbulence? - Does the charm of the maritime industry remain, despite the tough times?
Managing your talents- Attract them- Retain them- But is that enough to keep them?
Who are tomorrow’s winners?
Where to next?
© Det Norske Veritas AS. All rights reserved.
DNV Maritime Solutions Working Environment Survey 2009
18 June 2009
8
About the population and the respondents
THE SURVEY POPULATIONThe population consists of the members of Youngship in Norway, spread out among the entire maritime industry as well as geographically in Norway (including some abroad)
• The breadth and diversity of this group allows for drawing conclusions on an industry wide level.
• There are few respondents in some of the segments, which dictates some caution to be made in the conclusions drawn here.
DISTRIBUTION OF RESPONDENTS’ NATIONALITYDISTRIBUTION OF SEGMENTS
DISTRIBUTION OF AGE & SEX DISTRIBUTION OF LOCATION
Other6,2 %
Poland0,4 %
New Zealand0,4 %
Finland0,4 %
China0,4 %
Spain0,4 %
United States0,9 %
Turkey0,4 %
France1,3 %
Singapore0,9 %
Sweden3,1 %
Norway90,7 %
United Kingdom0,4 %
NPercent of
total20-25 years 16 7 %26-30 years 132 57 %31-40 years 83 36 %
231
NPercent of
totalShipowner 75 32 %Equipment maker 8 3 %Yard 2 1 %Ship management 21 9 %Ship broking 19 8 %
Ship financing 23 10 %Ship insurance 15 6 %Consulting 16 7 %
Maritime law 6 3 %Class society 15 6 %Agent 4 2 %Other, please specify 27 12 %
231
NPercent of
totalOslo 119 52 %Bergen 75 32 %Haugesund 1 0 %Kristiansand 10 4 %Stavanger 2 1 %
Other, please 22 10 %Total 229
NPercent of
totalFemale 77 33 %Male 154 67 %Total 231
Share of respondents
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DNV Maritime Solutions Working Environment Survey 2009
18 June 2009
9
The typical respondent is around 30 years old, but almost 40% are between 30 and 40
0,00 %
20,00 %
40,00 %
60,00 %
20-25 years 26-30 years 31-40 years
200720082009
A total of 231 respondents participated in the survey in 2009
Total number of respondents over the last 3 years is 1000+, including respondents in Singapore and the UK
The respondent group is dominated by respondents in the 26-30 age bracket, representing almost 60% of the respondents
The youngest age bracket represented less than 10% in 2009
Sha
re o
f res
pond
ents
Age distribution of respondents (2007-2009)
© Det Norske Veritas AS. All rights reserved.
DNV Maritime Solutions Working Environment Survey 2009
18 June 2009
10
One third of respondents are women and the share is rising
Since the first survey, the share of women has risen by almost 10 percentage points
This is probably a reflection of a higher share of women in the shipping industry in Norway
Male66 %
Female34 %
0 %
10 %
20 %
30 %
40 %
50 %
60 %
70 %
80 %
90 %
100 %
2007 2008 2009
MaleFemale
Distribution of gender in 2009
About one third of the respondents are female
Development in distribution of gender since 2007
Sha
re o
f res
pond
ents
Share of respondents
© Det Norske Veritas AS. All rights reserved.
DNV Maritime Solutions Working Environment Survey 2009
18 June 2009
11
The majority of respondents are located in Oslo, but around one third in Bergen and 15% in other locations
The majority are located in Oslo, with Bergen a good number two
Among “Others” are Bangkok, Bombay, London, Sopot(Poland), Tønsberg, Arendal, Grimstad, Sortland & Offshore
The survey has increased in scope, as the population has widened from being purely Oslo & Bergen based, to being national
In which locatio do you work (Norway 2009)
Oslo52 %
Bergen33 %
Other 10 %Stavanger
1 %
Kristiansand4 %
Haugesund0 %
0 %
10 %
20 %
30 %
40 %
50 %
60 %
70 %
80 %
90 %
100 %
200920082007
Other StavangerKristiansandHaugesundBergenOslo
IN WHICH LOCATION DO YOU WORK? (NO 2009) IN WHICH LOCATION DO YOU WORK? (NO 2007- 9)
Share of respondents
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© Det Norske Veritas AS. All rights reserved.
DNV Maritime Solutions Working Environment Survey 2009
18 June 2009
12
The respondent group is overwhelmingly of Norwegian nationality
France1 %
Other5 %
Sweden3 %
Norway91 %
Distribution of nationality of Norwegian respondents
The vast majority of the Norwegian respondents are of Norwegian nationalityThe second biggest group is SwedishAround 5% are of other origins, among these - Singapore- China- Finland- New Zealand- Poland- Spain,- Turkey- United Kingdom- USA
Share of respondents
© Det Norske Veritas AS. All rights reserved.
DNV Maritime Solutions Working Environment Survey 2009
18 June 2009
13
The majority of the Norwegian respondents have a MSc degree compared to around a third having Bachelor degrees
Diploma2 %
Master Mariner4 %
Bachelor33 %
Master of Science / Master (incl.
Siviløkonom & Sivilingeniø
53 %
MBA3 %
None of the above5 %
0,00 % 20,00 % 40,00 % 60,00 %
Diploma
Bachelor
Master Mariner
Master of Science / Master (incl.Siviløkonom & Sivilingeniø
MBA
None of the above
Other
FemaleMale
THE LEVEL OF EDUCATION OBTAINED THE LEVEL OF EDUCATION OBTAINED SPLIT BY SEX
Share of respondentsShare of respondents
© Det Norske Veritas AS. All rights reserved.
DNV Maritime Solutions Working Environment Survey 2009
18 June 2009
14
Norwegian women and men choose differently when it comes to education, but not dramatically so
Overall the picture is relatively similar, but with different weights
More women have chosen “other”and among these are - Natural sciences- Teaching- Merchandising/design- Marketing- Marine sciences (fishery and
aquaculture)- Humanities/Language
The men that have chosen “other”have background from among others- Logistics- Shipping and Logistics- Nautical & Business- Mathematics and Statistics - Logistics- Maritime Business w/law
What is your educational background?
0 %
10 %
20 %
30 %
40 %
50 %
60 %
70 %
80 %
90 %
100 %
Female Male
Other, please specifyMilitary educationNauticalLawITFinance/EconomicsTechnical/EngineeringAdministrative/Business
Sha
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pond
ents
© Det Norske Veritas AS. All rights reserved.
DNV Maritime Solutions Working Environment Survey 2009
18 June 2009
15
The average total work experience in Norway is between 1 to 5 years, while the majority have been 1-3 years in the maritime industry
Similar distribution of the respondents in all 3 years the survey have been undertaken
Around 50% of the respondents have between 1 and 5 years of experience, with 5-10 years being the second largest bracket with about 30%
In 2009, less than 5% were “straight-out-of-school”
Almost half the respondents have been 1-3 years in the maritime industry, with around 45% (2009) having more than 3 years experience
Around 10% have less than a year experience from the maritime industry0 %
10 %
20 %
30 %
40 %
50 %
<1 year 1-3 years 4-5 years 6-10 years >10 years,please specify
2007 2008 2009
Total work experience (Norway 2009)
0 %
5 %
10 %
15 %
20 %
25 %
30 %
35 %
<1 year 1-3 years 3-5 years 5-10 years >10 years,please specify
How many years of total work experience do you have?
How long have you worked in the maritime industry?
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ents
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ents
© Det Norske Veritas AS. All rights reserved.
DNV Maritime Solutions Working Environment Survey 2009
18 June 2009
16
No educational groups stand out with very short work experience, but law and technical/ engineering have the most respondents with less than 5 years experience
0 %
10 %
20 %
30 %
40 %
50 %
60 %
70 %
80 %
90 %
100 %
Admini
strati
ve/Bus
iness
Techn
ical/E
ngine
ering
Financ
e/Eco
nomics IT La
wNau
tical
Military
educ
ation
Other, p
lease
spec
ifyAve
rage
>10 years, please specify5-10 years3-5 years1-3 years<1 year
Total work experience by educational background
Sha
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pond
ents
© Det Norske Veritas AS. All rights reserved.
DNV Maritime Solutions Working Environment Survey 2009
18 June 2009
17
Some segments have very low average work experience, especially yards and maritime law
0 % 20 % 40 % 60 % 80 % 100 %
Shipowner
Equipment maker
Yard
Ship management
Ship broking
Ship financing
Ship insurance
Consulting
Maritime law
Class society
Agent
Other, please specify
<1 year1-3 years3-5 years5-10 years>10 years, please specify
Total work experience by employer
Share of respondents
The red marker delimits the percentage with less than 5 years experience
© Det Norske Veritas AS. All rights reserved.
DNV Maritime Solutions Working Environment Survey 2009
18 June 2009
18
Similar distribution of work experience in the different size segments
0 % 20 % 40 % 60 % 80 % 100 %
Small
Medium
Large
<1 year1-3 years3-5 years5-10 years>10 years, please specify
Total work experience by size of company
The red marker delimits the percentage with less than 5 years experience
Share of respondents
© Det Norske Veritas AS. All rights reserved.
DNV Maritime Solutions Working Environment Survey 2009
18 June 2009
19
What does the presentation contain?
Background and introduction
The survey population- Who are they?- What do they do?
The times are tougher – does that make a difference?- What are the effects of the market turbulence? - Does the charm of the maritime industry remain, despite the tough times?
Managing your talents- Attract them- Retain them- But is that enough to keep them?
Who are tomorrow’s winners?
Where to next?
© Det Norske Veritas AS. All rights reserved.
DNV Maritime Solutions Working Environment Survey 2009
18 June 2009
20
Shipowners represent one third of the population, with the rest relatively evenly distributed across the remaining segments
Yards and agents are the least represented segments with only a few respondents. This will be taken into consideration in the remaining segment wise analyses.
The other segment consists of among others
At what type of company do you work?
Shipowner33 %
Other, please specify12 %Ship financing
10 %
Ship management9 %
Ship broking8 %
Consulting7 %
Ship insurance6 %
Equipment maker3 %
Class society6 %
Maritime law3 %
Agent2 %
Yard1 %
-Drilling company-Bunker Trading-IT-Coastguard-Oil company-Maritime supply and logistics-Maritime services-Research-Ministry of Trade
-FPSO contractor-Tax law-Marine Insurance Broker-Carrier-Ships Service-Marine Operations-Coating contracting-Oil insurance,
Share of respondents
© Det Norske Veritas AS. All rights reserved.
DNV Maritime Solutions Working Environment Survey 2009
18 June 2009
21
Commercial positions are represented by a third of the population, while operational roles represent a fifth
The “Other” segment include- Analyst- Finance- Broking, Sales & Purchase +
Newbuilding- Insurance- Trainee - Bank- Product marketing- Customer service- Insurance- Client Relationship- Captein- Inspection co-ordinator- Service- IT- Consultancy/ advisory- Business Development- Marine & HSEQ
In which area of the company is your current position?
Legal7 %
Operational20 %
Commercial32 %
Technical15 %
Administrative15 %
Other, please specify11 %
Share of respondents
© Det Norske Veritas AS. All rights reserved.
DNV Maritime Solutions Working Environment Survey 2009
18 June 2009
22
More than half the respondents still being with their first employer in the maritime industry
None 1 2 3 >3
55%
Share of respondents
How many employers have you previously had in the maritime industry?
55% of the respondents are still with their first employer in the maritime industry
Only about 7% have had 3 or more employers
With work experience the number of previous employers grows, but still a third of the respondents with more than 10 years experience in the industry have only had one other previous employer or less
0 %
20 %
40 %
60 %
80 %
<1 year 1-3 years 4-5 years 6-10 years >10 years, pleasespecify
None123>4
How many employers have you previously had in the maritime industry?
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© Det Norske Veritas AS. All rights reserved.
DNV Maritime Solutions Working Environment Survey 2009
18 June 2009
23
What does the presentation contain?Background and introduction
The survey population- Who are they?- What do they do?
The times are tougher – does that make a difference?- What are the effects of the market turbulence? - Does the charm of the maritime industry remain, despite the tough times?
Managing your talents- Attract them- Retain them- But is that enough to keep them?
Who are tomorrow’s winners?
Where to next?
© Det Norske Veritas AS. All rights reserved.
DNV Maritime Solutions Working Environment Survey 2009
18 June 2009
24
The financial crisis and downturn in shipping have influenced all parts of the maritime industry
Equipment makers, class and shipbrokers suffer the most from cancellations
Lay-up of ships effects insurance, ship mgmt companies and owners
Maritime law firms and consultants see little or no negative effect of the overcapacity in the markets
0%
25%
50%
75%
100%
Shipbu
ilding
Class so
ciety
Ship br
oking
Ship in
suran
ceShip
owne
rShip
financ
ing
Ship m
anag
emen
t
Other
Consultin
gMari
time l
aw
Newbuilding cancellation affect the company Lay-up of ship affect the company
0%
25%
50%
75%
100%
Shipbu
ilding
Ship m
anag
emen
tShip
owne
rShip
brokin
gClass
socie
tyShip
insu
rance
Other
Ship fin
ancing
Consultin
gMari
time l
aw
The company has experiences loss of business Profitability has dropped All players in the maritime industry have experienced loss of business
Maritime law is “the winner” in the cluster
100 % of the shipbuilding industry report loss of profitability and class and shipbuilding report most negative effect of the situation*
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ents
* Note: Few respondents in shipbuilding segment
© Det Norske Veritas AS. All rights reserved.
DNV Maritime Solutions Working Environment Survey 2009
18 June 2009
25
The downturn has lead to recruitment freezes and cost cutting
0%
25%
50%
75%
100%
Ship m
anag
emen
tClass
socie
ty
Other
Shipbu
ilding
Ship fin
ancing
Shipow
ner
Consultin
gShip
brokin
gShip
insu
rance
Maritim
e law
Cost cutting efforts are initiated Restructuring has been initiated
External recruitment is widely stopped
Maritime law and ship insurance companies are the only employers that have not yet laid off people
Ship building and ship management companies report most employment terminations
0%
25%
50%
75%
100%
Class so
ciety
Consultin
gShip
build
ingShip
financ
ingShip
owne
rMari
time l
aw
Other
Ship m
anag
emen
tShip
brokin
gShip
insu
rance
Recruitment is stopped The company has laid off people
Organisational measures are initiated in all part of the industry
Cost cutting initiatives are more common than restructuring of the organisation
Maritime law and consulting have experience least restructuring
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© Det Norske Veritas AS. All rights reserved.
DNV Maritime Solutions Working Environment Survey 2009
18 June 2009
26
The larger the firm the more initiatives have been taken to adapt to the change in the shipping market
0% 25% 50% 75% 100%
L
M
S
YesNo
Has your company laid off people?
0% 25% 50% 75% 100%
L
M
S
YesNo
Is external recruitment to your company put on hold?
0% 25% 50% 75% 100%
L
M
S
YesNo
Has your company started cost cutting initiatives?
0% 25% 50% 75% 100%
L
M
S
YesNo
Has your company restructured to adapt to the crisis?
Small(< 50 employees)
Medium size(50-200 employees)
Larger(>250 employees)
Employees at smaller companies have up to now had the safest jobs, with less than 25 % reporting that their company has laid up people
More than half of the companies with less than 50 employees in Norway are still recruiting
The larger the firm the more initiatives has been taken to adapt to the change in the shipping market
90 % of the largest companies have started cost-cutting initiatives, while only 60 % of the smaller owners have done the same
Share of respondents
© Det Norske Veritas AS. All rights reserved.
DNV Maritime Solutions Working Environment Survey 2009
18 June 2009
27
0 % 10 % 20 % 30 % 40 % 50 % 60 % 70 % 80 % 90 % 100 %
ConsultingShip insurance
Maritime lawClass societyShip broking
Ship managementOther, please specify
Ship financingYard
Equipment makerShipowner
Agent
Bad atmosphere Good atmosphere
Consulting and ship insurance are the most positive segments, while agents and shipowners are the most negative segments
Consulting and ship insurance have thebest atmosphere in the companies
How would you describe the atmosphere at your company?
A high number of the respondents find thatthe atmosphere at agents and shipowningcompanies is bad
Share of respondents
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DNV Maritime Solutions Working Environment Survey 2009
18 June 2009
28
The atmosphere is perceived to be better at the larger companies
0 % 10 % 20 % 30 % 40 % 50 % 60 %
Very bad atmosphere
Bad atmosphere
Indifferent
Good atmpsphere
Very good atmosphere
Very bad atmosphere
Bad atmosphere
Indifferent
Good atmpsphere
Very good atmosphere
Very bad atmosphere
Bad atmosphere
Indifferent
Good atmpsphere
Very good atmosphere
Sm
all
Med
ium
Larg
e
How do you perceive the atmosphere at your company?
Largest companies have all respondents on the positive or neutral note
Medium sized and small companies show more mixed results, with respondents ranging all over the specter
Share of respondents
© Det Norske Veritas AS. All rights reserved.
DNV Maritime Solutions Working Environment Survey 2009
18 June 2009
29
Only 7 % of the respondents are afraid of losing their job, but 14% would be willing to reduce their salary to keep it
7 % of the respondents are afraid of losing their job
People with business and administration as educational background and people in commercial positions are most afraid of losing their jobs
Are you afraid of losing your job?What would you be willing to sacrifice to keep your job?
Overtime payment is set higher than benefits and perks
Reduction in salary is the least favourable situation, however employees with high bonus schemes (e.g. Ship brokers) are more willing to give up base salary
0 % 25 % 50 % 75 % 100 %
Ship broking
Agent
Ship management
Equipment maker
Other, please specify
Consulting
Shipowner
Ship financing
Yard
Ship insurance
Maritime law
Class society
Yes
No
0 %
25 %
50 %
75 %
100 %
I w ould be w illingto reduce my
bonus
I w ould be w illingto w ork overtime
unpaid
I w ould be w illingto reduce my
benefits & perks
I w ould be w illingto reduce my
salary
Other, pleasespecify
No
Yes
Overall average
Share of respondents
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© Det Norske Veritas AS. All rights reserved.
DNV Maritime Solutions Working Environment Survey 2009
18 June 2009
30
There is a clear willingness to sacrifice bonuses to keep the job, but more mixed with regards to bonus and overtime payment reductions
0 %
25 %
50 %
75 %
100 %
I would be willing toreduce my salary
I would be willing toreduce my bonus
I would be willing towork overtime unpaid
I would be willing toreduce my benefits &
perks
Other, please specify
ShipownerEquipment makerShip managementShip brokingShip financingShip insuranceConsultingMaritime lawClass societyOther
What would you be willing to sacrifice to keep your job?
Ship owners, ship finance and insurance the least motivated to
reduce salary
Half the respondents would be willing to reduce bonus to keep the job, with equipment makers and ship finance being the least willing
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© Det Norske Veritas AS. All rights reserved.
DNV Maritime Solutions Working Environment Survey 2009
18 June 2009
31
What does the presentation contain?Background and introduction
The survey population- Who are they?- What do they do?
The times are tougher – does that make a difference?- What are the effects of the market turbulence? - Does the charm of the maritime industry remain, despite the tough times?
Managing your talents- Attract them- Retain them- But is that enough to keep them?
Who are tomorrow’s winners?
Where to next?
© Det Norske Veritas AS. All rights reserved.
DNV Maritime Solutions Working Environment Survey 2009
18 June 2009
32
Despite the market turmoil and uncertainties, more than half of the respondents are happy in their current job
How satisfied are you in your current job?
0,00 %
20,00 %
40,00 %
60,00 %
Very Unsatisfied Unsatisfied Indifferent Satisfied Very Satisfied
200720082009
Somewhat less respondents are “very satisfied”in their current job
All segments are more satisfied this year, except ship finance and classification
More respondents are “satisfied”, while fewer are “indifferent”
No difference in satisfaction between the different sizes of company
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pond
ents
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DNV Maritime Solutions Working Environment Survey 2009
18 June 2009
33
Most of the respondents are happier with their job now than previous years, except people working with ship finance and classification
Ship management has improved the most with ship insurance second
Both ship finance and classification are less satisfied than last year, but marginally so
Overall, people seem to be more satisfied in their jobs in 2009 than in 2008
Satisfaction in the job is positively correlated with the general atmosphere in the company
0 %
10 %
20 %
30 %
40 %
50 %
60 %
70 %
80 %
90 %
100 %
Shipbuilding Ship broking Other Consulting Shipmanagement
Shipowner Ship financing Class society Shipinsurance
Maritime law0 %
10 %
20 %
30 %
40 %
50 %
60 %
70 %
80 %
90 %
100 %
Satisfied 2009 Unsatisfied 2009 Satisfied 2008
Sha
re o
f res
pond
ents
Share of respondents
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DNV Maritime Solutions Working Environment Survey 2009
18 June 2009
34
The satisfaction differs between the different parts of the company, but also differs from year to year
Commercial becoming increasingly more satisfied than average
Operational departments are increasingly less satisfied than average
Legal department generally more positive
Other segment has dropped from 12% above average to 4% below average Other
Administrative
Legal
Operational
Technical
Commercial2009
Other
Administrative
Legal
Operational
Technical
Commercial2008
Other
Administrative
Legal
Operational
Technical
Commercial2007
-15% -10% -5% 0% 5% 10% 15%Percentage difference in average scores by department compared to overall average satisfaction (2007-2009)
© Det Norske Veritas AS. All rights reserved.
DNV Maritime Solutions Working Environment Survey 2009
18 June 2009
35
What does the presentation contain?Background and introductionThe survey population- Who are they?- What do they do?The times are tougher – does that make a difference?- What are the effects of the market turbulence? - Does the charm of the maritime industry remain, despite the tough times?Managing your talents- Attract them
- Why the maritime industry- Changing jobs – why & how?- Mobility – where do they move?
- Retain them- But is that enough to keep them?
Who are tomorrow’s winners? Where to next?
© Det Norske Veritas AS. All rights reserved.
DNV Maritime Solutions Working Environment Survey 2009
18 June 2009
36
All age groups have similar reasons for choosing the maritime industry, but family & traditions are more important for the youngest and the oldest
0 % 20 % 40 % 60 % 80 %
Exciting business
Good career opportunities
International andmulticultural industry
The opportunity presenteditself
Family ties & traditions
Travel opportunities
Good salary and/orbenefits
The position of thenational maritime industry
Other, please specify
Job security
20-25 years26-30 years31-40 years
Why did you choose the maritime industry?
Share of respondents
The qualities of the business itself is the main reason for choosing the industry, being both exciting and international in its nature
The industry is perceived to give good career opportunities
Fairly similar picture among the various age brackets, with family ties & traditions and the position of the industry being the key differences
© Det Norske Veritas AS. All rights reserved.
DNV Maritime Solutions Working Environment Survey 2009
18 June 2009
37
Both women and men choose the maritime industry because it is anexciting business
Both men and women rank the business as primary reason
Men rank the salaries higher than women do
“The opportunity presented itself” is the second most important reason for women, which might indicate that women seem to choose the maritime industry more by chance than the men do0 % 25 % 50 % 75 %
Exciting businessThe opportunity presented itself
Good career opportunitiesInternational and multicultural industry
Travel opportunitiesGood salary and/or benefits
Family ties & traditionsThe position of the national maritime industry
Job securityOther
Exciting businessGood career opportunities
International and multicultural industryTravel opportunities
Good salary and/or benefitsThe opportunity presented itself
Family ties & traditionsThe position of the national maritime industry
Job securityOther
Wom
enM
en
Why did you choose the maritime industry?
Share of respondents
© Det Norske Veritas AS. All rights reserved.
DNV Maritime Solutions Working Environment Survey 2009
18 June 2009
38
All educational backgrounds choose the industry because it is exciting, but MBAs in particular find the career opportunities attractive
Opportunity attracts the respondents with no educational background
0 %3 %0 %0 %0 %1 %0 %Other, please specify
11 %15 %10 %15 %14 %13 %0 %International and multicultural industry
3 %0 %0 %5 %0 %5 %8 %The position of the national maritime industry
3 %0 %0 %1 %2 %1 %0 %Job security
17 %18 %25 %21 %16 %21 %25 %Exciting business
17 %12 %10 %12 %19 %12 %8 %Travel opportunities
17 %9 %10 %10 %16 %11 %17 %Good salary and/or benefits
14 %18 %25 %16 %14 %17 %8 %Good career opportunities
9 %3 %5 %6 %14 %7 %17 %Family ties & traditions
9 %21 %15 %14 %5 %12 %17 %The opportunity presented itself
Other
None of the aboveMBA
Master of Science / Master (incl.
Siviløkonom & Sivilingeniør)
Master MarinerBachelorDiploma
Why did you choose the maritime industry?
MBAs perceive the career opportunities to be good in the maritime industry
Share of respondents by educational background
© Det Norske Veritas AS. All rights reserved.
DNV Maritime Solutions Working Environment Survey 2009
18 June 2009
39
The reasons for choosing the maritime industry differ significantly between those who have or have not been to sea
The respondents who have been to sea generally rate the top reasons higher, and also have different priority than the others
Travel is important as is the salary
International industry and chance are less important reasons for choosing the industry if you have been to sea
The seagoing respondents have stronger family ties to the industry 0 % 20 % 40 % 60 % 80 %
Exciting business
Good career opportunities
Travel opportunities
Good salary and/orbenefits
Family ties & traditions
International andmulticultural industry
The opportunity presenteditself
Job security
The position of the nationalmaritime industry
Other, please specify
Have been to seaHave not been to sea
Why did you choose the maritime industry?
Share of respondents
© Det Norske Veritas AS. All rights reserved.
DNV Maritime Solutions Working Environment Survey 2009
18 June 2009
40
0 %
20 %
40 %
60 %
80 %
Don't know Very low status Low status High status Very high status
Seagoing experience SGP
No seagoing experience SGP
Seagoing experience
No seagoing experience
Those who have been to sea find the status of the industry to be lower than those who have no seagoing experience
How do you perceive the status of the industry – Norway compared to Singapore?
© Det Norske Veritas AS. All rights reserved.
DNV Maritime Solutions Working Environment Survey 2009
18 June 2009
41
The majority perceive the status of the industry to be high
0 % 20 % 40 % 60 % 80 % 100 %
Shipowner
Equipment maker
Yard
Ship management
Ship broking
Ship financing
Ship insurance
Consulting
Maritime law
Class society
Agent
Other
Don't knowLow statusHigh statusVery high status
How do you perceive the status of the industry?
Share of respondents
No respondents find the industry status to be “Very low”
© Det Norske Veritas AS. All rights reserved.
DNV Maritime Solutions Working Environment Survey 2009
18 June 2009
42
What does the presentation contain?Background and introduction
The survey population- Who are they?- What do they do?
The times are tougher – does that make a difference?- What are the effects of the market turbulence? - Does the charm of the maritime industry remain, despite the tough times?
Managing your talents- Attract them
- Why the maritime industry- Changing jobs – why & how?- Mobility – where do they move?
- Retain them- But is that enough to keep them?
Who are tomorrow’s winners?
Where to next?
© Det Norske Veritas AS. All rights reserved.
DNV Maritime Solutions Working Environment Survey 2009
18 June 2009
43
The reasons for changing job have shifted over the past years
Improving salary is less of a reason for the latest job changes than it has been over the past 5 years
Almost half of those who changed jobs in the last 1-2 years followed a better opportunity
Restructuring has been a returning issue, with between 5-10% of respondents citing that as a reason for changing jobs
0 %
10 %
20 %
30 %
40 %
50 %
60 %
70 %
80 %
90 %
100 %
0-1 year 1-2 years 2-5 years 5-10 years >10, pleasespecify
Other
More challenging position
Better salary
Better opportunity
Restructuring in my formercompany
Sha
re o
f res
pond
ents
Time in current position
Why did you change job?
NOTE: Few respondents in “>10 years” bracket
© Det Norske Veritas AS. All rights reserved.
DNV Maritime Solutions Working Environment Survey 2009
18 June 2009
44
0 %
10 %
20 %
30 %
40 %
50 %
60 %
Better opportunity More challengingposition
Better salary Other Restructuring in myformer company
Better opportunities and a more challenging position have been the key reasons for changing jobs
The respondents who have changed in the last year have somewhat different reasons from the overall average
It appears in particular that improving salary is less of a reason these days
Among other reasons are mentioned change of location, family reasons, expatriation/repatriation, following previous boss, human relations
Few respondents state that they changed job because they lost their previous job due to restructuring
Why did you change job?Overall average
Respondents who have changed job in the last year
Sha
re o
f res
pond
ents
© Det Norske Veritas AS. All rights reserved.
DNV Maritime Solutions Working Environment Survey 2009
18 June 2009
45
0 % 10 % 20 % 30 % 40 % 50 % 60 %
Morechallenging
position
Betteropportunity
Other
Restructuringin my former
company
Better salary
FemaleMale
Men are more driven by salary when changing jobs, but both sexesprimarily seek challenges and better opportunities
Men and women have different priorities
Both seek more challenging positions, but men prioritize better opportunities higher
Better salary is a more important driver for men, while only 4% of the women have changed job because of salary increases
Both groups have changed jobs for other reasons, mentioned among these- Expatriation & repatriation & moving between
cities- Following current manager to a new position - Education- Family reasons- Friends & relations- Going ashore
Why did you change job ?
Share of respondents
© Det Norske Veritas AS. All rights reserved.
DNV Maritime Solutions Working Environment Survey 2009
18 June 2009
46
Advertisements are still the primary source for attracting future employees
0 %
10 %
20 %
30 %
40 %Adv
ertisem
ent
Person
al netw
orkOpe
n app
licati
onHead
hunte
dInt
ernsh
ip
Intra-
compa
ny relo
catio
nCampus
Caree
r Fair
Other,
pleas
e spec
ify
Profes
sional
network
(e.g.
YoungS
...Sch
olarsh
ip
200720082009
Use of headhunters is growing in importance
Personal network and open application are still central
How did you get your current job?
© Det Norske Veritas AS. All rights reserved.
DNV Maritime Solutions Working Environment Survey 2009
18 June 2009
47
Headhunting and personal network have been more important in thepast 12 months as a means of getting a new job
0 % 5 % 10 % 15 % 20 % 25 % 30 % 35 % 40 % 45 %
Advertisement
Personal network
Headhunted
Open application
Campus Career Fair
Other
Internship
Intra-company relocation
Professional network (e.g.YoungShip, ICS, BIMCO)
Scholarship
200920082007
If you changed job in the past year, how did you get your current job?
Share of the respondents who changed jobs last year
When comparing how the respondents who changed job in the last year previous to answering the survey, there have been some changes over the past three years
Advertisements are less used as a medium in 2009 than has been case previously, probably due to less jobs been advertised
Open applications are also reduced in past 12 months
On the other hand, personal network and headhunting has been more used in past year
© Det Norske Veritas AS. All rights reserved.
DNV Maritime Solutions Working Environment Survey 2009
18 June 2009
48
0 % 10 % 20 % 30 % 40 % 50 %
Advertisement
Personal network
Open application
Headhunted
Intra-company relocation
Other, please specify
Internship
Campus Career FairProfessional network (e.g. YoungShip,
ICS, BIMCO)Scholarship
Both men and women use advertisements as the key medium for finding jobs, but women increasingly so
Advertisement
Open application
Personal network
Headhunted
Other, please specify
Intra-company relocationProfessional network (e.g. YoungShip,
ICS, BIMCO)Internship
Campus Career Fair
Scholarship
Female (average 2007-2009)Female (2009)
Male (average 2007-2009)Male
WO
MEN
MEN
Women are increasingly being recruited on the basis of advertisements
Personal network is somewhat less used by women for finding new jobs
Men are using advertisements and personal networks to find jobs
Headhunting men to new positions has shown an increase since 2007
© Det Norske Veritas AS. All rights reserved.
DNV Maritime Solutions Working Environment Survey 2009
18 June 2009
49
What does the presentation contain?Background and introduction
The survey population- Who are they?- What do they do?
The times are tougher – does that make a difference?- What are the effects of the market turbulence? - Does the charm of the maritime industry remain, despite the tough times?
Managing your talents- Attract them
- Why the maritime industry- Changing jobs – why & how?- Mobility – where do they move?
- Retain them- But is that enough to keep them?
Who are tomorrow’s winners?
Where to next?
© Det Norske Veritas AS. All rights reserved.
DNV Maritime Solutions Working Environment Survey 2009
18 June 2009
50
Shipowners are the natural hub for employers in the maritime industry
Where do they og next
Current employer
50 %50 %Class society25 %25 %25 %Consulting67 %33 %Ship insurance
17 %50 %33 %Ship financing7 %13 %27 %40 %13 %Ship broking
33 %33 %Ship management100 %Yard
50 %50 %Equipment maker6 %8 %6 %10 %10 %2 %49 %Shipowner
Class society
ConsultingShip insurance
Ship financing
Ship broking
Ship mgmtYard
Equipmentmaker
Shipowner
Future employer
The majority stay within their business and change to competing companies, i.e go from one shipowner to another
Shipowners recruit from the whole industry
People currently working for Shipowners choose different careers afterwards, with careers ranging from equipment makers, ship mgmt, broking, finance, consulting and class
When workers in yards change employer they go to class societies
Analysis based on where respondents currently work and their previous work experience, analyzing the patterns in job mobility
Share of respondents
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DNV Maritime Solutions Working Environment Survey 2009
18 June 2009
51
It is common to change field within the industry, however most people shift over to operational or commercial positions
Current position Future position
The majority choose positions within their current field
The exception is administrative positions who recruit more from other departments, both commercial and operational
Technical positions are held by employers with either technical or operational background
Commercial and administrative positions recruit people from different fields
Commercial roles attract from all parts of the company
Analysis based on in which departments respondents currently work and where they have previously worked, analyzing the patterns in position mobility
27 %9 %0 %9 %0 %5 %Other20 %27 %0 %6 %0 %12 %Administrative7 %0 %100 %0 %0 %0 %Legal13 %36 %0 %72 %29 %22 %Operational27 %9 %0 %3 %71 %10 %Technical7 %18 %0 %9 %0 %51 %Commercial
OtherAdministrativeLegalOperationalTechnicalCommercial
Share of respondents
© Det Norske Veritas AS. All rights reserved.
DNV Maritime Solutions Working Environment Survey 2009
18 June 2009
52
What does the presentation contain?Background and introduction
The survey population- Who are they?- What do they do?
The times are tougher – does that make a difference?- What are the effects of the market turbulence? - Does the charm of the maritime industry remain, despite the tough times?
Managing your talents- Attract them- Retain them
- Develop & grow them- Challenge them- Pay them- But is that enough to keep them?
Who are tomorrow’s winners?
Where to next?
© Det Norske Veritas AS. All rights reserved.
DNV Maritime Solutions Working Environment Survey 2009
18 June 2009
53
-30 % -20 % -10 % 0 % 10 % 20 %
Personal development
Challenging tasks
Pleasant working environment
Good base salary
The quality of the company'smanagement
Influence in decision making
International exposure
Benefits
Flexible working hours
My immediate manager
Opportunities to travel
Geographic work location
Working in a multi-cultural environment
Additional paid vacation
Personal development and challenging tasks are the most motivating factors for the young people working in the maritime industry
Average score for all motivational factors is 3,02 on a 1-4 scale
Personal development and challenging tasks are the key motivating factors for job satisfaction
Pleasant working environment is third highest factor
The top 3 factors are each more than 15% higher weighted than the overall average
Salary and benefits rank as number four and eight respectively
What are the most important factors for your job satisfaction?
Percentage difference from overall average
3,6
2,3
© Det Norske Veritas AS. All rights reserved.
DNV Maritime Solutions Working Environment Survey 2009
18 June 2009
54
Opportunities to travel
International exposure
Personal development
Pleasant working environment
Working in a multi-cultural environment
Challenging tasks
My immediate manager
The quality of the company's management
Benefits
Influence in decision making
Good base salary
Geographic work location
Additional paid vacation
Flexible working hours
The different generations are motivated by different factors
When sorting the respondents according to what generation they belong to, clear differences arise
The respective generations are all above average on the factors important to them
The Y’s focus more on “softer” factors around their personal situation, whereas the X’s focus on elements connected to the job itself
Generation Y
Generation X
Generation YGeneration X
What are the most important factors for your job satisfaction?
100%95%90% 105%
Percentage difference from overall average
* Generation X, is a term used to refer to the generation born after the baby boom ended (early-to-mid 1960s to late 1970s). Generation Y is a term used to denote demographic group born after Generation X (late 1970s to late 1990s). Distinct characteristics apply to each generation. (Source: Wikipedia)
85%
Overall average
© Det Norske Veritas AS. All rights reserved.
DNV Maritime Solutions Working Environment Survey 2009
18 June 2009
55
Generation Y must be managed in a way building on their characteristics, placing demands on current management practices
Just like any other group of human beings, Generation Y is made up of individuals. There are wide variations in their attitudes and behavior.
Viewpoint is important. How each person sees him/herself and how others may see that person is often different and leads to stereotyped images of Generation Y and of older generations by Generation Y.
Many of the attitudes and behaviors of people are more a reflection of their age than their generation.
The current education system is largely failing this generation in terms of preparation for the workforce, especially concerning communication and numerical skills, approaches to learning, creativity, working with others and rewards and development.
Core behaviors and attitudes that need focus when working with Generation Y include: confidence, ambition, self-awareness, communication, resilience and maturity.
Generation Y are very adaptable in terms of technology but have as varied skill levels as older generations.
It is more critical than ever before that the [Generation Y] individual and the organization or group where they work are matched in terms of culture and attitude to ensure success.
“Give me a child until he is seven and I will give you the man.”Many of the issues with Generation Y highlighted in this report have been created when they were very young. The focus has been to blame Generation Y for their bad behavior and yet the older generations have the ultimate responsibility.
Characteristic traits of Generation Y
Source: Ashridge Education, www.ashridge.org.uk
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DNV Maritime Solutions Working Environment Survey 2009
18 June 2009
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-25 %
-20 %
-15 %
-10 %
-5 %
0 %
5 %
10 %
15 %
20 %
Person
al de
velop
ment
Cha
lleng
ing ta
sks
Pleasa
nt work
ing en
viron
ment
Goo
d bas
e sala
ry
The qu
ality
of the
compa
ny's
manag
emen
t
Influ
ence
in de
cision
mak
ing
Inter
natio
nal e
xpos
ure Ben
efits
Flexibl
e work
ing ho
urs
My i
mmediat
e man
ager
Opp
ortun
ities t
o trav
el
Geo
graph
ic work
loca
tion
Work
ing in
a mult
i-cult
ural e
nviro
nmen
t
Additio
nal p
aid va
catio
n
Respondents are generally less satisfied with the factors that are most important for their motivation
Respondents are generally less satisfied with the factors that are important to them
Personal development and base salary are the two factors with the largest gap between importance and satisfaction
On the less important factors, respondents are more satisfied, than the factor is important
Percentage difference between how satisfied you are with the factor and how important it is for your motivation (ranked by importance from left to right)
Per
cent
age
diffe
renc
e be
twee
n m
otiv
atio
nal a
nd s
atis
fact
ion
scor
es
Average 2007-2009
Scores 2009
Satisfaction is higher than the factor is important
Satisfaction is lower than the factor is important
© Det Norske Veritas AS. All rights reserved.
DNV Maritime Solutions Working Environment Survey 2009
18 June 2009
57
0 % 20 % 40 % 60 % 80 %
Junior management training
Job rotation
External courses
Talent programmes
Internal training courses
Mentoring
Career planning
Other
Junior management training and job rotation are most used careerdevelopment initiatives….
Job rotation shows strongest growth
Less than a fifth of respondents report having talent programmes in place in their organizations
Mentoring is dropping ff somewhat from 2007/2008 levels
Only about 10% report having structured career planning in place
200720082009
What formal career development initiatives are in place at your current company?
Share of respondents
© Det Norske Veritas AS. All rights reserved.
DNV Maritime Solutions Working Environment Survey 2009
18 June 2009
58
…but not all find that satisfactory
1
2
3
4
5
Class so
ciety
Ship in
suran
ceCons
ulting
YardShip
owne
r
Ship fin
ancing
Agent
Other
Ship br
oking
Ship m
anag
emen
tMari
time l
aw
Equipm
ent m
aker
100
150
200
250
300
350
Satisfaction with developmenteffortsPeople development index
Respondents’ satisfaction with the way the company contributes to their personal development compared to the effort spent by the company
People developm
ent score index (max score 800)
Ave
rage
sat
isfa
ctio
n w
ith d
evel
opm
ent e
fforts
(sca
le 1
to 5
)
Average satisfaction 2009
Large differences in how satisfied respondents are with personal development initiatives in companies
Employees at class societies score highest on the 1 to 5 scale
Respondents at equipment makers and law firms rate the personal and career development initiatives at their companies the lowest
Overall average for respondents is a score of 3,3
No clear relationship between satisfaction and the efforts spent on development
Some seem to get a lot of satisfaction from relatively low development efforts*, e.g. ship broking
* The People Development Index summarizes the efforts a company uses on developing its employees
© Det Norske Veritas AS. All rights reserved.
DNV Maritime Solutions Working Environment Survey 2009
18 June 2009
59
0 % 20 % 40 % 60 % 80 %
Junior management training
Job rotation
External courses
Talent programmes
Internal training courses
Mentoring
Career planning
Other
200720082009
“Everyone” agrees that talent management is the top priority, but employees have not fully seen the results of it
In a survey undertaken by the Boston Consulting Group (BCG) and the European Association for People Management (EAPM) in 2009*, the headline topics for HR managers in Europe were identified:
- Managing talent
- Improving leadership development
- Strategically planning the work force
- Enhancing employee commitment
- Managing work force performance
- Managing change and cultural transformation
- Becoming a learning organization
The main issue, managing talents, does not appear to be sufficiently emphasized in the companies employing this survey’s respondents
What formal career development initiatives are in place at your current company?
* “Creating People Advantage – How to tackle the major HR challenges during the crisis and beyond”, BCG & EAPM (2009)
Share of respondents
TALENT MANAGEMENT IS THE TOP PRIORITY…. …BUT APPARENTLY NOT FOLLOWED UP IN ACTION
Source: BCG/EAPM
© Det Norske Veritas AS. All rights reserved.
DNV Maritime Solutions Working Environment Survey 2009
18 June 2009
60
Satisfaction is generally lower than the importance, creating a latent dissatisfaction (AKA upside potential)
2,0
2,5
3,0
3,5
4,0
Person
al de
velop
ment
Challe
nging
task
s
Pleasa
nt work
ing en
viron
ment
Good b
ase s
alary
The qu
ality
of the
compa
ny's
manag
emen
t
Influe
nce i
n dec
ision
mak
ing
Intern
ation
al ex
posu
re
Benefi
ts (ov
ertim
e com
pens
ation
, bon
us et
c.)
Flexibl
e work
ing ho
urs
My immed
iate m
anag
er
Opport
unitie
s to t
ravel
Geogra
phic
work lo
catio
n
Work
ing in
a mult
i-cult
ural e
nviro
nmen
t
Additio
nal p
aid va
catio
n (ov
er the
mini
mu...
(0,80)
(0,60)
(0,40)
(0,20)
-
0,20
0,40
0,60
Development index 2007-2009Relative satisfaction 2009
The difference between how important the motivational factors are and how satisfied respondents are with them, compared to the factors’ importance (2009)
Motivational factors’ importance
The satisfaction with a given factor is generally rated lower (on a 1-4 scale) than its importance, i.e. to what degree the factor motivates respondents (on a 1-4 scale).
Stated factors are ranked according to what degree they motivate respondents
Difference betw
een satisfaction and motivation
Ave
rage
sco
re, s
cale
1-4
© Det Norske Veritas AS. All rights reserved.
DNV Maritime Solutions Working Environment Survey 2009
18 June 2009
61
There are clear changes in 2009 compared to the overall averages for motivational factors, but little change in relative satisfaction
2,0
2,5
3,0
3,5
4,0
Person
al de
velop
ment
Challe
nging
task
s
Pleasa
nt work
ing en
viron
ment
Good b
ase s
alary
The qu
ality
of the
compa
ny's
manag
emen
t
Influe
nce i
n dec
ision
mak
ing
Intern
ation
al ex
posu
re
Benefi
ts (ov
ertim
e com
pens
ation
, bon
us et
c.)
Flexibl
e work
ing ho
urs
My immed
iate m
anag
er
Opport
unitie
s to t
ravel
Geogra
phic
work lo
catio
n
Work
ing in
a mult
i-cult
ural e
nviro
nmen
t
Additio
nal p
aid va
catio
n (ov
er the
mini
mum le
gal re
q...
(0,80)
(0,60)
(0,40)
(0,20)
-
0,20
0,40
0,60
Motivational factor 2007-2009Motivational factor 2009Relative satisfaction 2009Relative satisfaction 2007-2009
1
1 Challenging tasks are more important than previously
2
2 Quality of mgmt gives higher motivation
3 Benefits rising in motivational importance, but salary somewhat lower -> breadth of package more important3
A more difficult labourmarket than in the previous years may have influenced the priorities and satisfaction of employees in the maritime industry
KEY OBSERVATIONS
Difference betw
een satisfaction and motivation
Ave
rage
sco
re, s
cale
1-4
The difference between how important the motivational factors are and how satisfied respondents are with them, compared to the factors’ importance (2009 & 2007-2009)
© Det Norske Veritas AS. All rights reserved.
DNV Maritime Solutions Working Environment Survey 2009
18 June 2009
62
What does the presentation contain?Background and introduction
The survey population- Who are they?- What do they do?
The times are tougher – does that make a difference?- What are the effects of the market turbulence? - Does the charm of the maritime industry remain, despite the tough times?
Managing your talents- Attract them- Retain them
- Develop & grow them- Challenge them- Pay them- But is that enough to keep them?
Who are tomorrow’s winners?
Where to next?
© Det Norske Veritas AS. All rights reserved.
DNV Maritime Solutions Working Environment Survey 2009
18 June 2009
63
Large variability in the work load per segment, with the respondents within maritime law working the most, followed by finance and broking
0 % 20 % 40 % 60 % 80 % 100 %
Shipowner
Equipment maker
Yard
Ship management
Ship broking
Ship financing
Ship insurance
Consulting
Maritime law
Class society
Agent
Other
<4040-4546-5051-5556-60>60
How many hours do you work per week?
© Det Norske Veritas AS. All rights reserved.
DNV Maritime Solutions Working Environment Survey 2009
18 June 2009
64
0 %
20 %
40 %
60 %
80 %
100 %
Shipow
ner
Equipm
ent m
aker
YardShip
man
agem
ent
Ship br
oking
Ship fin
ancing
Ship in
suran
ceCons
ulting
Maritim
e law
Class so
ciety
Agent
Other
I do not travel in myjobAfrica
South America
North America
Australia / NewZealandMiddle East/India
South East Asia
North Asia
Europe
Domestically
The travelling is primarily within Europe, with equipment makerstravelling the most intercontinental
Where do you predominantly travel in your job?
Split between continental and intercontinental travel
© Det Norske Veritas AS. All rights reserved.
DNV Maritime Solutions Working Environment Survey 2009
18 June 2009
65
The majority travel within Europe or Norway, with equipment makers travelling the most in number of days
Europe41 %
Domestically27 %
South East Asia11 %
North America6 %
Australia / New Zealand1 %
I do not travel in my job4 %
Middle East/India4 %
Africa1 %
South America2 %
North Asia3 %
Where do you predominantly travel in your job?
0 1 2 3 4 5
Equipment maker
Agent
Consulting
Other, please specify
Ship management
Yard
Maritime law
Class society
Total
Shipowner
Ship insurance
How many travel days do you expect in 2009?
0-10 11-25 26-50 51-100 >100Travel days per year
Minimum & maximum
© Det Norske Veritas AS. All rights reserved.
DNV Maritime Solutions Working Environment Survey 2009
18 June 2009
66
Women in the commercial and legal departments report the highestsatisfaction with how they are being challenged
Both men and women in administrative departments report below average satisfaction with how they are being given challenging tasks
Among the men, it is those working in operational and legal departments who are the most satisfied
How satisfied are you with the degree of challenging tasks in your job?
Overall average 2009
- 20 40 60 80 100
Commercial
Technical
Operational
Legal
Administrative
Other
Total
Commercial
Technical
Operational
Legal
Administrative
Other
Total
Fem
ale
Mal
e
Average score as percent of maximum score on a 1-5 scale
© Det Norske Veritas AS. All rights reserved.
DNV Maritime Solutions Working Environment Survey 2009
18 June 2009
67
What does the presentation contain?Background and introduction
The survey population- Who are they?- What do they do?
The times are tougher – does that make a difference?- What are the effects of the market turbulence? - Does the charm of the maritime industry remain, despite the tough times?
Managing your talents- Attract them- Retain them
- Develop & grow them- Challenge them- Pay them
- But is that enough to keep them?
Who are tomorrow’s winners?
Where to next?
© Det Norske Veritas AS. All rights reserved.
DNV Maritime Solutions Working Environment Survey 2009
18 June 2009
68
Industry average basic salary was 517 kNOK in 2009Average basic salary in 2009 was517 kNOKAverage bonus payment was 115 kNOK (for those with bonus schemes)
Average overtime was 45 kNOK(for those with overtime payment)
Steadily increasing paymentBasic salary increased steadily
over the last three years (6% and 2% respectively)
Average bonuses increased with 8% between 2007 and 2008, but were steady last year
Increasing pay per working hourBoth basic salary per working
hour and total remuneration per hour increased over the period
0
100 000
200 000
300 000
400 000
500 000
600 000
700 000
2007 2008 2009 Total
Year
NO
K p
er y
ear
150
175
200
225
250
275
300
325
350
Ave
rage
hou
rly w
age
(NO
K)
Salary BonusBasic salary per hour Total remuneration per hour
8%
0%
6%2%
NB: Basic salary averages are based on all respondents, while bonus and overtime are averages for those respondents who have bonus schemes and/or overtime payment. Basic salary is thus comparable, but bonus and overtime are indicative only.
© Det Norske Veritas AS. All rights reserved.
DNV Maritime Solutions Working Environment Survey 2009
18 June 2009
69
There are significant differences in total remuneration between the different geographical working locations
Average total remuneration is larger in Oslo than most other locations partly due to a larger share of people working in finance and brokering
* Please NOTE: The number of participants in Haugesund and Kristiansand was fairly limited and might hence be skewed
0
100 000
200 000
300 000
400 000
500 000
600 000
700 000
800 000
Oslo Bergen Haugesund Kristiansand Stavanger Other150
175
200
225
250
275
300
325
350
375
400
Overtime Bonus Salary Basic salary per hour Total remuneration per hour
*
*
NO
K/Ye
ar NO
K/H
our
NB: Basic salary averages are based on all respondents, while bonus and overtime are averages for those respondents who have bonus schemes and/or overtime payment. Basic salary is thus comparable, but bonus and overtime are indicative only.
© Det Norske Veritas AS. All rights reserved.
DNV Maritime Solutions Working Environment Survey 2009
18 June 2009
70
Both total remuneration and basic salary is very dependent on working experience and have increased steadily for all groups up to 10 years
Average 2009 remuneration for 5-10 years experience was 935 kNOK (for those with bonus schemes and overtime payment), which was the highest earning group
All groups have been steadily increasing their basic salary, except those with 3-5 years of experience who have dropped slightly last year
Those with more than 10 years of working experience have seen a steady decline both in basic salary and total remuneration over the last three years (but there are few respondents, so conclusions are uncertain)
0
100 000200 000
300 000
400 000500 000
600 000
700 000
800 000900 000
1 000 000
<1 year 1-3 years 3-5 years 5-10 years >10 years150
175200
225
250275
300
325
350375
400
Overtime Bonus Salary Basic salary per hour Total remuneration per hour
0100 000200 000300 000400 000500 000600 000700 000800 000900 000
1 000 000
2 007 2 008 2 009 2 007 2 008 2 009 2 007 2 008 2 009 2 007 2 008 2 009 2 007 2 008 2 009
<1 year 1-3 years 3-5 years 5-10 years >10 years
Salary Bonus Overtime
NO
K/Ye
ar NO
K/H
our
NO
K/Ye
ar NO
K/H
our
NB: Basic salary averages are based on all respondents, while bonus and overtime are averages for those respondents who have bonus schemes and/or overtime payment. Basic salary is thus comparable, but bonus and overtime are indicative only.
© Det Norske Veritas AS. All rights reserved.
DNV Maritime Solutions Working Environment Survey 2009
18 June 2009
71
There are surprisingly small differences in basic salary and total remuneration between educational levels
Master mariners have the highest basic salary with 562 kNOK, but they also had the lowest average bonus and overtime pay
MBA students have seen the largest variation in total remuneration over the last three years primarily due to differences in bonus payments
Master students are the only group with steady increase in total remuneration
0
100 000
200 000
300 000
400 000
500 000
600 000
700 000
800 000
Bachelor Master mariner Master MBA Other200
225
250
275
300
325
350
375
400
Overtime Bonus Salary Basic salary per hour Total remuneration per hour
300 000
400 000
500 000
600 000
700 000
800 000
900 000
1 000 000
Bachelor Master MBA Other
2 007 2 008 2 009
NO
K/Ye
ar NO
K/H
our
Basic salary + bonus
NB: Basic salary averages are based on all respondents, while bonus and overtime are averages for those respondents who have bonus schemes and/or overtime payment. Basic salary is thus comparable, but bonus and overtime are indicative only.
© Det Norske Veritas AS. All rights reserved.
DNV Maritime Solutions Working Environment Survey 2009
18 June 2009
72
0
100 000
200 000
300 000
400 000
500 000
600 000
700 000
800 000
900 000
1 000 000
Ship fin
ancin
gEqu
ipmen
t mak
erShip
owne
rShip
insu
rance
Yard
Other
Ship m
anag
emen
t
Agent
Consu
lting
Class s
ociet
yShip
brok
ingMari
time l
aw
150
175
200
225
250
275
300
325
350
375
400
Overtime Bonus Salary Basic salary per hour Total remuneration per hour
There are large variations in pay depending on which industry segment you work in, where broking and financing receive the highest pay
There are significant differences in:
Basic salary: ship finance 570 kNOK to maritime law 435 kNOK* – 37% difference)
Total remuneration: ship finance 966 kNOK to ship mgmt 508 kNOK – 90% difference)
Composition of remuneration package
* Maritime law saw all respondents having less than five years of working experience
NO
K/Ye
arN
OK
/Hour
NB: Basic salary averages are based on all respondents, while bonus and overtime are averages for those respondents who have bonus schemes and/or overtime payment. Basic salary is thus comparable, but bonus and overtime are indicative only.
© Det Norske Veritas AS. All rights reserved.
DNV Maritime Solutions Working Environment Survey 2009
18 June 2009
73
Small companies pay significantly more than both medium sized and large companies with 593 kNOK in base salary
Small companies have the clearly highest:basic salarybonusovertimetotal remuneration…and pay per working hourof the groups
The average working experience is quite similar between the groups
* The number of respondents with over time pay is very limited0
200 000
400 000
600 000
800 000
1 000 000
1 200 000
Small Medium Large200
225
250
275
300
325
350
375
400
Overtime BonusSalary Basic salary per hourTotal remuneration per hour
Definition of company size:Small: Less than 50 employeesMedium: Between 50 and 250 employeesLarge: More than 250 employees
569 44268 695517 053Large669 560192 381490 654Medium841 348285 250593 304SmallTotalBonusSalaryCompany size
*
NO
K/Ye
ar NO
K/H
our
NB: Basic salary averages are based on all respondents, while bonus and overtime are averages for those respondents who have bonus schemes and/or overtime payment. Basic salary is thus comparable, but bonus and overtime are indicative only.
© Det Norske Veritas AS. All rights reserved.
DNV Maritime Solutions Working Environment Survey 2009
18 June 2009
74
0
100 000
200 000
300 000
400 000
500 000
600 000
700 000
800 000
Privatelyowned
Publicly owned State /government
owned
Other200
225
250
275
300
325
350
Overtime BonusSalary Basic salary per hourTotal remuneration per hour
Maritime employees in state and governmentally owned companies receive the highest basic salary and total remuneration
Average basic salary with state and governmentally owned companies was 550 kNOK,while private and publicly owned was 502 kNOK and 542 kNOKrespectively
Average total remuneration was 767 kNOK in state and governmentally owned companies while the private and publicly owned equivalents were 676 kNOK and 706 kNOKrespectively
*
NO
K/Ye
ar NO
K/H
our
* The number of respondents working with state and governmentally owned companies are somewhat limited
NB: Basic salary averages are based on all respondents, while bonus and overtime are averages for those respondents who have bonus schemes and/or overtime payment. Basic salary is thus comparable, but bonus and overtime are indicative only.
© Det Norske Veritas AS. All rights reserved.
DNV Maritime Solutions Working Environment Survey 2009
18 June 2009
75
0
100 000
200 000
300 000
400 000
500 000
600 000
700 000
800 000
900 000
Commercial Technical Operational Legal Administrative Other150
175
200
225
250
275
300
325
350
375
400
Overtime Bonus Salary Basic salary per hour Total remuneration per hour
Commercial positions offer the highest pay with technical, operational and legal positions offering the lowest
There are significant differences in:
Basic salary: commercial 570 kNOK to average other 491 kNOK* – 16% difference)
Total remuneration: commercial 871 kNOK to average other 576 kNOK – 51% difference)* Legal saw all respondents having
less than five years of working experience
NO
K/Ye
arN
OK
/Hour
NB: Basic salary averages are based on all respondents, while bonus and overtime are averages for those respondents who have bonus schemes and/or overtime payment. Basic salary is thus comparable, but bonus and overtime are indicative only.
© Det Norske Veritas AS. All rights reserved.
DNV Maritime Solutions Working Environment Survey 2009
18 June 2009
76
The supply/offshore sector have the highest salary level, both in absolute and per hour terms
-
100 000
200 000
300 000
400 000
500 000
600 000
700 000
800 000
900 000
Supply/Offshore
Cruise Container Tanker/Chemical/LNG/ LPG
Bulk RoRo Other,pleasespecify
200
250
300
350
400
450
Average salary by type of vessels primarily owned or operated
NO
K/Ye
ar NO
K/H
our
OvertimeBonusSalaryTotal remuneration per hour (2007->)Basic salary per hour (2007->)
Offshore segment has the highest base salary, followed by the cruise segment
Also hourly pay is highest in these segments
Examples of vessel types included in the “Other”segment are reefers, heavy lift vessels, FPSOs& FSOs, live fish carriers and cement
NB: Basic salary averages are based on all respondents, while bonus and overtime are averages for those respondents who have bonus schemes and/or overtime payment. Basic salary is thus comparable, but bonus and overtime are indicative only.
© Det Norske Veritas AS. All rights reserved.
DNV Maritime Solutions Working Environment Survey 2009
18 June 2009
77
What does the presentation contain?Background and introduction
The survey population- Who are they?- What do they do?
The times are tougher – does that make a difference?- What are the effects of the market turbulence? - Does the charm of the maritime industry remain, despite the tough times?
Managing your talents- Attract them- Retain them
- Develop & grow them- Challenge them- Pay them
- But is that enough to keep them?
Who are tomorrow’s winners?
Where to next?
© Det Norske Veritas AS. All rights reserved.
DNV Maritime Solutions Working Environment Survey 2009
18 June 2009
78
There is a strong correlation between the factors important to the employee and how happy she is in her job
There is a clear relationship between how happy you are in your job and how long you expect to stay
The way the employer contributes to personal development influences how happy you are in your job
The remuneration is important for job satisfaction
Correlations
1 ,313** ,457** ,184**,000 ,000 ,005
883 231 883 231,313** 1 ,562** ,224**
,000 ,000 ,001
231 231 231 231
,457** ,562** 1 ,415**,000 ,000 ,000
883 231 883 231
,184** ,224** ,415** 1,005 ,001 ,000231 231 231 231
Pearson CorrelationSig. (2-tailed)NPearson CorrelationSig. (2-tailed)
N
Pearson CorrelationSig. (2-tailed)N
Pearson CorrelationSig. (2-tailed)N
How long do you expectto remain in yourcurrent job?
How satisfied are youwith the way thecompany contributes toyour personal andcareer developement?
How happy are you incurrent job?
How satisified are youwith the totalremuneration of yourcurrent position (incl
How long doyou expect toremain in yourcurrent job?
How satisfiedare you withthe way thecompany
contributes toyour personal
and careerdevelopemen
t?
How happyare you in
current job?
How satisifiedare you with
the totalremunerationof your currentposition (incl.salary, bonus,
overtime &benefits)?
Correlation is significant at the 0.01 level (2-tailed).**.
© Det Norske Veritas AS. All rights reserved.
DNV Maritime Solutions Working Environment Survey 2009
18 June 2009
79
Model Summaryb
,731a ,535 ,528 ,521Model1
R R SquareAdjustedR Square
Std. Error ofthe Estimate
Predictors: (Constant), How satisfied are you with theway the company contributes to your personal andcareer developement?, How satisified are you with thetotal remuneration of your current position (incl. salary,bonus, overtime & benefits)?, How satisfied :Challenging tasks
a.
Dependent Variable: How happy are you in current job?b.
The satisfaction of the job largely depends on the satisfaction with development initiatives and remuneration, but also of how challenging your tasks are
The three factors explain more than half of the variability in the happiness with the current job, with challenging tasks being the most important
In addition, the overall atmosphere in the workplace seems to be an contributing factor*
ANOVAb
70,701 3 23,567 86,892 ,000a
61,567 227 ,271132,268 230
RegressionResidualTotal
Model1
Sum ofSquares df Mean Square F Sig.
Predictors: (Constant), How satisfied are you with the way the company contributesto your personal and career developement?, How satisified are you with the totalremuneration of your current position (incl. salary, bonus, overtime & benefits)?, How satisfied : Challenging tasks
a.
Dependent Variable: How happy are you in current job?b.
Coefficientsa
,902 ,195 4,620 ,000
,450 ,056 ,401 7,994 ,000
,224 ,039 ,268 5,738 ,000
,269 ,041 ,333 6,585 ,000
(Constant) How satisfied :Challenging tasksHow satisified are youwith the totalremuneration of yourcurrent position (incl.salary, bonus, overtime& benefits)?How satisfied are youwith the way thecompany contributes toyour personal andcareer developement?
Model1
B Std. Error
UnstandardizedCoefficients
Beta
StandardizedCoefficients
t Sig.
Dependent Variable: How happy are you in current job?a.
*Not included as question is only contained in 2009 survey
© Det Norske Veritas AS. All rights reserved.
DNV Maritime Solutions Working Environment Survey 2009
18 June 2009
80
But job happiness only explains about 20% of how long an employee expects to remain in her position
Job satisfaction explains about 20% of the propensity to leave your current job
The rest is either highly variable (i.e. individual reasons) or not identified in the current survey
Model Summaryb
,457a ,208 ,208 1,020Model1
R R SquareAdjustedR Square
Std. Error ofthe Estimate
Predictors: (Constant), How happy are you in currentjob?
a.
Dependent Variable: How long do you expect to remainin your current job?
b.
ANOVAb
241,280 1 241,280 231,944 ,000a
916,462 881 1,0401157,742 882
RegressionResidualTotal
Model1
Sum ofSquares df Mean Square F Sig.
Predictors: (Constant), How happy are you in current job?a.
Dependent Variable: How long do you expect to remain in your current job?b.
Coefficientsa
,945 ,166 5,680 ,000
,631 ,041 ,457 15,230 ,000
(Constant)How happy areyou in current job?
Model1
B Std. Error
UnstandardizedCoefficients
Beta
StandardizedCoefficients
t Sig.
Dependent Variable: How long do you expect to remain in your current job?a.
Reasons listed by the respondents include: - Need new challenges- Shifting from trainee position
to permanent position- Need a change
- Nearer at home - Go ashore- Better working environment- Time to get new impulses
- More personal development- More hands on position- Want more travel- Broaden horizon
© Det Norske Veritas AS. All rights reserved.
DNV Maritime Solutions Working Environment Survey 2009
18 June 2009
81
A regression analysis of the three years of data shows that the job satisfaction is largely influenced by three key factors
Three key factors explain more than half the variation in the job satisfaction
Job satisfaction only explains about 20% of the variation in the propensity to leave
Satisfaction with challenging tasks
Satisfaction with total remuneration
Satisfaction with personal development efforts
How happy you are in your job
R2 = 0,53
How long you will stay in your current position
R2 = 0,21
?
© Det Norske Veritas AS. All rights reserved.
DNV Maritime Solutions Working Environment Survey 2009
18 June 2009
82
Less people are actively looking for a new job, while a larger percentage have increased their time perspective in the current job
0 %
20 %
40 %
60 %
80 %
100 %
2007 2008 2009
>5 more years
3-5 more years
1-2 more years
< 1 year
Currently looking for a new job
How long do expect to remain in your current job?
Sha
re o
f res
pond
ents The group with a 3-5 year
perspective has grown from 29% of the respondents in
2007 to 39% in 2009
The percentage of the respondents who are expecting to change jobs
within a year has decreased from 19% in 2008 to 11% in 2009, with the
largest drop in those who are currently looking for a new job
Year
© Det Norske Veritas AS. All rights reserved.
DNV Maritime Solutions Working Environment Survey 2009
18 June 2009
83
The difficult year have made dissatisfied employees look for other opportunities
0 %
20 %
40 %
60 %
80 %
100 %
Currentlylooking
for a newjob
< 1 year 1-2 moreyears
3-5 moreyears
>5 moreyears
0 %
20 %
40 %
60 %
80 %
100 %
Currentlylooking
for a newjob
< 1 year 1-2 moreyears
3-5 moreyears
>5 moreyears
0 %
20 %
40 %
60 %
80 %
100 %
Currentlylooking
for a newjob
< 1 year 1-2 moreyears
3-5 moreyears
>5 moreyears
How long do expect to remain in your current job?
2007 2008 2009
SatisfiedIndifferentDissatisfied
Those currently looking for a job are normally fairly evenly split between the categories. In 2009, however, if you are satisfied, you do not look for a job.
Higher share of the indifferent expect to change in less than a year in 2009 than in previous years
Sha
re o
f res
pond
ents
© Det Norske Veritas AS. All rights reserved.
DNV Maritime Solutions Working Environment Survey 2009
18 June 2009
84
The majority of the respondents are solid citizens, with less zappers than before due to the market situation
Zappers are opportunists and with less opportunities in the market their share is lower than normal
More people make up the solid citizen group, with high satisfaction and long perspective
Somewhat fewer enthusiasts in the respondent group
On-the-move
3 %
Zappers
8 %
Passive workers
1 %
Solid citizens
71 %
Enthusiasts
15 %
Job
satis
fact
ion
Low
Hig
h
LoyaltyLow High
Average scores 2007-2009
On-the-move
4%
Zappers
12 %
Passive workers
1 %
Solid citizens
66 %
Enthusiasts
16 %
Job
satis
fact
ion
Low
Hig
hLoyaltyLow High
Respondents break into the following groups according to satisfaction and loyalty (2009)
Based on Ennova’s structure for employee loyalty (www.ennova.com)
© Det Norske Veritas AS. All rights reserved.
DNV Maritime Solutions Working Environment Survey 2009
18 June 2009
85
The employees on the move will leave their current employer, but the majority will remain in the industry
The shorter the perspective, the more likely that the employee will leave the company or the industry altogether
Those who expect to stay with the same employer for a long time, also expect to get a new job internally
Leaving the employer is first and foremost an immediate response, but stays an option even for those who have a longer term perspective
Comparing the absolute numbers, it is about a 50-50 chance that employers stay or leave the company if their perspective is less than 5 years
Within the same company With another company in the maritime industry Other industry
0 %
20 %
40 %
60 %
80 %
100 %
Currentlylooking for a
new job
< 1 year 1-2 moreyears
3-5 moreyears
>5 more years
Where do you expect your next job to be?
Sha
re o
f res
pond
ents
How long do expect to remain in your current job?
© Det Norske Veritas AS. All rights reserved.
DNV Maritime Solutions Working Environment Survey 2009
18 June 2009
86
What does the presentation contain?Background and introduction
The survey population- Who are they?- What do they do?
The times are tougher – does that make a difference?- What are the effects of the market turbulence? - Does the charm of the maritime industry remain, despite the tough times?
Managing your talents- Attract them- Retain them
- Develop & grow them- Challenge them- Pay them
- But is that enough to keep them?
Who are tomorrow’s winners?
Where to next?
© Det Norske Veritas AS. All rights reserved.
DNV Maritime Solutions Working Environment Survey 2009
18 June 2009
87
Top 5 employers in the maritime industry are unchanged from year 2008
13%
16%
17%
39%
53%
% ranked top 3 2009
% ranked top 3 2008
28%Wilh. Willhelmsen Group2.
32%Det Norske Veritas1.
Top employers – all education fields
14%Frontline5.
16%Odfjell4.
19%Leif Höegh3.
41% of all respondents listed at least one of the top 3 employers.
Other popular employers were:
DNBNOR BW Group StatoilHydro Grieg Maersk
© Det Norske Veritas AS. All rights reserved.
DNV Maritime Solutions Working Environment Survey 2009
18 June 2009
88
DNV and Wilh. Wilhelmsen are the winners for employees with bothbusiness and technical background, similar to 2008 and 2007
14%
14%
21%
28%
72%
% ranked top 3 2009
15%
15%
17%
45%
45%
% ranked top 3 2009
18%Frontline5.
-Aker Solution5.
-Odfjell4.
28%Leif Höegh3.
31%Wilh. Wilhelmsen Group2.
56%Det Norske Veritas1.
% ranked top 3 2008
Top employer – background in technical studies
19%Leif Höegh4.
-Odfjell3.
30%Det Norske Veritas1.
33%Wilh. Wilhelmsen Group1.
% ranked top 3 2008
Top employer – background in Admin/business studies
© Det Norske Veritas AS. All rights reserved.
DNV Maritime Solutions Working Environment Survey 2009
18 June 2009
89
What does the presentation contain?Background and introduction
The survey population- Who are they?- What do they do?
The times are tougher – does that make a difference?- What are the effects of the market turbulence? - Does the charm of the maritime industry remain, despite the tough times?
Managing your talents- Attract them- Retain them
- Develop & grow them- Challenge them- Pay them
- But is that enough to keep them?
Who are tomorrow’s winners?
Where to next?
© Det Norske Veritas AS. All rights reserved.
DNV Maritime Solutions Working Environment Survey 2009
18 June 2009
90
Environmental issues, recruitment and competence and increasing overcapacity of vessels are the major future challengers for the industry
Modernise and innovate to face
stronger competition
Recruitment & Competence
Increased regulations and focus on
environmental issues
Overcapacity of vessels and issues related to
the global financial recession
Tax issuesPiracy
The crisis is realRespondents are concerned of the overcapacity of idle vessels resulting in low earnings and a tougher market as well as access to capital
It’s a people’s business after allConcern relating to the ability to recruit employers with the right competence. Will Norway manage to remain a strong maritime cluster?
Necessary innovationConcerns are related to the large demand of innovation and new technology to adapt to stronger competition and new trades
The environment = hot issueIncreasing focus and stricter regulation on use of fuel, emission gaseous and ballast water.
© Det Norske Veritas AS. All rights reserved.
DNV Maritime Solutions Working Environment Survey 2009
18 June 2009
91
Increased environmental regulations and lack of competence personnel onshore and off shore are still among the major concerns
Debate in 2008 focused on the Norwegian fleet flagging out and an increasing oil price which is reflected in the graph of major concerns
In 2009 taxation debate has settled and shipping industry is facing high number of idle vessels and low earnings. Piracy seems to be a higher challenge than tax issues.
2008
2009
© Det Norske Veritas AS. All rights reserved.
DNV Maritime Solutions Working Environment Survey 2009
18 June 2009
92
Safeguarding life, property and the environment
www.dnv.com
For more information about the survey, please contact:
Ari Marjamaa, Director, DNV Maritime Solutions
Email: Ari.Marjamaa@dnv.com
Tel: +47 92 22 69 21
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