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Passenger Vessels & Ferries

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T W S F A Learners will receive personalized, data-driven course rec-


One of the most powerful components of this program ommendations based on their job role, skill set, and identi- will be a job and task analysis which results in a program ? ed job skill gaps.

incorporating structured on the job training. The job and The WSF plans extend throughout the ? eet and in- task analysis is a foundation which allows WSF to achieve clude all roles from the deck plates up. This includes man- the critical instructional design goals of exactly what needs agement development. Findley plans an internal WSF to be taught, to whom, and how the components of train- behavioral development program focused on personal ing ? t together. Without this foundational information it leadership, professional writing and interpersonal com- is easy to either under-train and to over-train. A careful job munications at the early career stages. As people progress and task analysis provides role clarity and procedural stan- into the management areas there will be a focus on people dardization. With this, WSF expects to develop an occu- management and task leadership. Standardization of a pational training program aligned to industry competency manager curriculum will include areas such as people and requirements and industry-developed certi? cation tests. client management, delegation, coaching, feedback and

An important part of the job and task analysis is the meeting skills. As senior managers, the focus will move to establishment of occupational job-speci? c pro? les for the in? uencing, negotiation, questioning skills and making a duties and tasks workers perform in the workplace. The personal impact.

occupational pro? le will contain additional informa- The WSF approach includes a set of enabling processes tion about so called “enablers.” Enablers are the required and tools. In terms of process, one key aspect is the es- knowledge, skills, personal attributes and worker behaviors tablishment of a ? eet trainer cohort to provide structured for a role. Additionally, these include the best practices, on-the-job training. This process will employ a one-on- tools and equipment an employee needs to know and ap- one, mentor/learner model where appropriate. It will focus ply when successfully performing their work tasks. closely on the “how” and “what” of the job in a way that

Once the job and task analysis is available, the next step everyone – managers, mentors and learners – can objec- is to establish a standard process and toolset for WSF in- tively observe and measure. dividualized employee training and assessment. A major In terms of tools, underlying the entire WSF approach component of this includes learning and assessment plans is the principle of blended learning. Blended learning, tailored to employee’s role-based and individual needs. deployed with great success at other vessel operators in-

January 2017

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