A Case Study On Senior Officers Turnover Of SB Train Ferry Company

It's the core competitiveness for a shipping enterprise to have a group of stable high-qualified seafarers. However, with the development of economy and more job opportunities on shore, great impact has been made on the resource of senior officers. In recent years, foreign ship-owners have raced to "dig" a growing number of Chinese crew by high salary, which strengthened the one way flow of Chinese crew, since the international seamen labor market has been in short supply. Furthermore, this situation will still last for a quite long period in future. How to "cultivate talents" and "retain talents" become important problems demanding prompt solution for seafarers' management experts and scholars.From the perspective of Chinese situation and the special career of seaman, the paper is based upon the theory and research achievements of motivation and human resource flowing to find out an effective way to stabilize the senior staff of SB Train Ferry Company which can be taken by other similar companies as reference.The article is a typical case study based on the HR Management theories, such as the flow of talent and employee turnover etc. And it focuses on the analysis of causes of the SB train ferry senior officer loss which is initialized from the conclusion of employee satisfaction survey. The survey has revealed the reasons of senior officer turnover and ranked the seriousness of the problems. The sequence of the employee satisfaction is as follows from low to high: salary, rules, promotion, welfare, organizational commitment, communication, colleague relationship, nature of work and supervisory relationship. And then the paper anatomized the problems of SB Train Ferry Company on organizational structure, interior cultural conflict, salary and promotion, and put forward some constructive suggestions, such as redesigning organizational structure, perfecting interior management mechanism, establishing maritime railway integration of corporate culture, keeping attractive salary in the industry, reasonable economic compensation by high position taking place of low position, and managing senior officers career lives. This research is characterized for the special company and industry as well as the detailed material and data.