According to the Seafarers Happiness Index, a quarterly survey conducted by the Mission to Seafarers, based on data from Quarter 4 of 2024, training for seafarers presents a dual perspective, with both positive and negative experiences.
On the positive side, many seafarers report access to quality mentorship opportunities, where senior crew members provide valuable guidance and support.
Additionally, professional development programs are widely available, helping seafarers enhance their skills and stay up to date with industry standards.
However, the negative aspects of training are equally prominent. Many crew members express frustration with redundant training requirements, feeling that they are asked to complete the same courses repeatedly without gaining new insights.
Time management becomes a challenge as well, as training often cuts into rest periods or overlaps with other responsibilities. This raises questions about the practical value of some training programs, with many seafarers struggling to see how certain courses benefit their day-to-day work.
A respondent said: “There are so many courses that achieve little. I think I’ve done the same BRM course 4 times. I get dumber every time I attend one.”
The lack of compensation for time spent on training can add to the frustration.
Balancing the benefits of mentorship and professional growth with the challenges of time, relevance, and compensation would greatly improve the effectiveness and satisfaction of training initiatives.
While some acknowledge the importance of ongoing education, many feel that the amount of training can be excessive and often disrupts their rest or family time. It can also lead to fatigue and detract from operational efficiency.
It appears that there is a strong desire for more hands-on training opportunities, particularly in technical areas. Junior personnel specifically request more operational training related to equipment from certain manufacturers or in preparation for new fuels.
Respondents also note a shift towards online training programs, which some feel do not always meet their complex requirements. Many believe that in-person training is more beneficial, as it fosters better engagement and learning outcomes.
There is a clear call for more diverse and relevant training options that address the evolving needs of the industry.
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