Crew Connect Global 2024: Preparing Teams for an LNG Energy-Transition
The LNG sector is experiencing unprecedented growth, driven by its dual role as a fuel for domestic power generation and a transition fuel for the maritime industry. As the number of LNG vessels and LNG-fuelled ships continues to increase, the competition for experienced seafarers is becoming more intense.
At Crew Connect Global 2024, John Wood, Assistant General Manager and Head of Manning and Marine for China LNG Shipping International Co., Ltd. (CLSICO), joined Raal Harris, Chief Creative Officer at Ocean Technologies Group (OTG), to discuss how CLSICO’s strategy for investing in people and leveraging OTG solutions can help managers come out ahead in the inevitable talent war.
Below is a summary of the key points and strategies covered over the course of their discussion.
John Wood
Assistant General Manager and Head of Manning and Marine for China LNG Shipping International Co., Ltd. (CLSICO)
Raal Harris
Chief Creative Officer, Ocean Technologies Group
Meeting the Twin Demands of Growth and Competence
The LNG sector is poised for significant expansion, with the number of LNG vessels projected to rise by 40% in the next five years. This growth necessitates a dual focus: increasing the supply of skilled seafarers to crew these ships and ensuring that crew members are competent to safely carry out their responsibilities in this safety-critical trade.
In his introductory remarks, Raal highlighted how LNG’s rigorous safety standards offer a framework for adopting future fuels such as hydrogen, methanol, and ammonia. The stringent safety measures and competencies required for LNG are pivotal not only for maintaining environmental safeguards but also for preparing for the next wave of decarbonisation.
Building a Culture of Competence
Since its first vessel put to water in 2008, CLSICO has been a pioneer in LNG in China, and its commitment to enhancing LNG expertise in China and developing its people has been instrumental in establishing it as a leading operator in the sector. With a fleet that continues to expand as CLSICO’s reputation sees it win new business, including with QatarEnergy, it has made a strategic decision to prioritise in-house talent development.
John outlined that CLSICO’s customers “want to know that competent people are handling their ships, whether that’s teams ashore or a crew onboard.” A core element to John and his teams’ ability to provide this confidence to their stakeholders is the use of OTG solutions.
“We build confidence in our operations by investing in people,”
A Partnership in Excellence
Central to CLSICO’s training and development strategy is its partnership with OTG. The Ocean Learning Platform (OLP) provides an integrated solution that encompasses e-learning, competency management, and performance assessment tools.
By digitalising promotion checklists and adopting the Competency Management System (CMS) built into OLP, CLSICO has been able to showcase its commitment to crew excellence to key stakeholders.
“All our officers are enrolled in the SIGTTO LNG cargo-handling competency programme,” John explained. “We also utilise APRO testing, which evaluates crew members’ ability to process information and make critical decisions, giving us insights to better support our teams.”
John noted how the reputation of OTG enhances CLSICO’s standing during TMSA audits; “The beauty of working with Ocean Technologies Group is when we undergo TMSA audits for new business when auditors are looking at training and crew competence, and we mention OTG or OLP, they know the quality.”
The integration of these tools has streamlined training and development and drives performance. “Everything is one place; all the crews’ data, their training records is in one place, it’s easy to go to. Manning agents have access, the seafarers have access, the master and chief engineer have access – they can drive it from the ship.” he added.
Mentorship and Retention: The CLSICO Advantage
Another cornerstone of CLSICO’s strategy is fostering a mentoring culture. Long-serving seafarers share their expertise with younger crew members, creating a virtuous cycle of knowledge transfer.
“A lot of our guys have been with us for a very long time. They are still happy to be sharing their experience and passing it on.”
The combination of a mentoring culture and investment in people positively impacts CLSICO’s retention and recruitment numbers.
“Our retention rates are excellent because we focus on creating a workplace where people feel valued and empowered,” said John. “It’s part of why we’ve never needed to advertise for recruits – word of mouth speaks volumes about our reputation.,” he added.
Investing in People to Power the Future
As LNG continues to play a pivotal role in the energy transition, CLSICO’s focus on its people is not just a response to market demand – it’s a strategy for sustained success. Through its partnership with OTG, CLSICO is demonstrating how investing in talent development underpins operational excellence, builds stakeholder trust, and prepares for the challenges of tomorrow.
Standardisation is critical for John; through OLP, he has been able to make sure that everybody, regardless of location, vessel or nationality, goes through the same training. This gives everyone a “shared mental model.”
Discover the details of how CLSICO is using OTG solutions to drive growth and performance in thier case study:
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