HR Corner Set fair for future growth by Alex Chan Maersk's expanding operations offer opportunities on a global scale One consequence of any corporate takeover is the need to integrate staff under a single management structure. Responsibilities are reviewed and roles reassigned to ensure the new organisation can operate efficiently and that duplication is avoided. Precisely that challenge faced Maersk, the world's largest container shipping company, following its recent acquisition of P&O Nedlloyd. As a result of the deal, there were approximately 850 new employees in the Greater China region, and the priority was to get the right people into the right roles without undue delay. "Our goal was to give people certainty as quickly as possible," says Tim Smith, managing director of Maersk Hong Kong Limited, adding that the initial integration process took a mere three months. It involved creating personality profiles and conducting interviews with HR and business unit managers, who could then assess the best role for incoming staff. The next challenge was to provide other opportunities for those who were unhappy with the first job offer or had missed out completely. "We wanted to give them alternatives and therefore created various self-help initiatives," Mr Smith explains. These included access to the company's global job portal which has information about every position available anywhere in the world. Individuals who saw something which matched their skills and interests were actively encouraged to apply. The HR department offered advice and guidance, where necessary, to ease any concerns. "I think success can be measured by the high number of staff who stayed with the company and the high number of customers we retained after the acquisition," Mr Smith says. By being regarded as a good employer and ensuring fair and transparent HR policies, we can attract the right candidates Product knowledge Working for a truly international business, Maersk employees require extensive knowledge of shipping and logistics services which span the globe. Customers expect detailed and accurate information on schedules, operations, rates and value-added services, all of which may vary depending on the trade route under discussion. "Our staff must have expert product knowledge to deal with customer needs, but this also opens up great opportunities," Mr Smith explains. "If they are knowledgeable about different areas of the business, many more positions will be open to them, as we expand." The company has an e-learning platform with a wide choice of training courses and assessments, which employees are encouraged to complete at their own pace. Besides that, there is a graduate trainee programme and a series of classroom-based courses to teach specific management or technical skills. "I worked for P&O Nedlloyd for 20 years before joining Maersk this February and have found that the training and development here is far more extensive than anything I experienced before," Mr Smith notes. Extra hands He adds that external recruitment is also taking place, with the logistics business unit alone already hiring 80 new employees in Hong Kong this year. If current rates of corporate growth can be maintained, the Greater China headcount will increase from the present 4,800 to as many as 6,500 by 2010. "It is always challenging to recruit people with the potential to become future leaders," says Mr Smith. "However, by being regarded as a good employer and ensuring fair and transparent HR policies, we can attract the right candidates." Essentially, that means people who are bright, ambitious, energetic, and have the drive to succeed. "For people who meet these criteria, the upward potential is limitless," says Mr Smith. "We are already the biggest in our industry, but the potential for further growth for the company and for the staff is still immense." Smooth sailing - Personality profiles and interviews used to assess best roles for incoming staff after corporate acquisition - Company's global job database provided alternatives for those unhappy with initial offer - Employees expected to be knowledgeable about all aspects of the business to meet customer needs - Platform for e-learning allows staff to study at their own pace - Greater China headcount expected to increase from current 4,800 to 6,500 by 2010 Company Profile Industry: Liner shipping Operated tonnage: More than 500 vessels Employees: More than 1,000 in Hong Kong, 4,800 in Greater China, 35,000 worldwide Operations: More than 125 countries and 325 offices Headquarters: Copenhagen, Denmark Years in operation: Founded in 1904 Listed on: Copenhagen Stock Exchange (Maersk A and Maersk B) Taken from Career Times 15 September 2006, p. A20 Your comments are welcome at [email protected]