The Challenges on Talent Management in Turkish Container Shipping Industry

Abstract

Talent management (TM) is a critical aspect of organizational success, particularly in industries characterized by constant change and intense competition, such as the Turkish container shipping industry. This study aimed to explore the barriers to talent management practices and identify potential actions that companies in this industry can take to overcome these challenges. Through structured interviews with 31 participants employed in Turkish shipping companies, a range of barriers emerged, including economic conditions, the employment of incompetent individuals, lack of investment in talent management, disregard for employee value and development, lack of institutionalism, high employee turnover, failure to implement education effectively, and time constraints. In response to these barriers, potential actions were identified, including the development and utilization of innovative and remedial strategies, valuing employee development, providing employee welfare, and allocating adequate time and budget resources. These findings provide valuable insights into the challenges faced by organizations in the Turkish container shipping industry and offer actionable recommendations to enhance talent management practices. By implementing these actions, companies can create an environment that attracts, develops, and retains talented individuals, contributing to their long-term success in a competitive industry. Acknowledging and addressing these challenges is crucial for organizations seeking to improve talent management practices and remain competitive in the Turkish container shipping industry.

A comprehensive review of talent management strategies for seafarers: Challenges and opportunities

“…The latter half of the 20th century and the onset of the 21st century have seen further transformative changes in talent management strategies, driven by globalization, digitalization, and an increasing emphasis on safety and environmental sustainability. The global nature of the maritime workforce necessitated the development of more sophisticated recruitment, training, and retention strategies, capable of addressing the diverse needs and expectations of seafarers from various cultural backgrounds (Yildiz, 2023). Furthermore, the advent of digital technology and automation has shifted the skillset required for modern seafarers, placing a premium on technical proficiency, adaptability, and continuous learning (Pantouvakis and Vlachos, 2020).…”

“…The review extends its scope to analyze the current landscape of talent management in the maritime industry, emphasizing the integration of digital technologies, the importance of sustainability and environmental stewardship, and the increasing focus on diversity and inclusion. These contemporary themes represent pivotal areas where the maritime sector is experiencing rapid change, impacting how organizations attract, develop, and retain talent (Pantouvakis and Vlachos, 2020;Yildiz, 2023).…”

“…One of the foremost challenges in seafarer talent management is the recruitment of qualified personnel. The maritime industry competes with land-based industries for talent, often facing difficulties in attracting younger generations due to the perceived hardships and long periods away from home associated with seafaring life (Yildiz, 2023). To address this challenge, shipping companies have begun to leverage digital recruitment strategies, utilizing social media and online job portals to reach a broader audience.…”

“…One of the primary challenges in managing talent in the maritime industry is the global nature of the workforce, which necessitates a nuanced understanding of diverse cultural backgrounds and the creation of inclusive work environments that promote collaboration and respect (Yildiz, 2023). Additionally, the sector faces a chronic shortage of skilled personnel, exacerbated by the physically demanding and often hazardous working conditions on board ships, which can deter younger generations from pursuing seafaring careers (Thai et al, 2013).…”