Generelt mangler der organisatorisk

Generelt mangler der organisatorisk og strategisk klarhed (så som komminikationsvejene -hvem refereres til på land og hvor er vi på vej hen? Politikken er ikke kommunikeret godt nok ud, ej heller strategien for det tidligere år) Desuden er der plads til interne forbedringer på skibet mht. informationsformen, hvor det anbefales at etablere faste uge møder med management hvor planen for den kommende uge gennemgås.
Management var meget engageret i at mindske uheld i det daglige arbejde, men grundet mange nye medarbejdere uden skibsuddannelse (ROV-, servey- og dæk ansatte) og en oplevelse af at flere medarbejder ikke er tilstrækkelig engageret bliver det mere og mere udfordrende og ressourcekrævende med at få forklaret, hvordan kulturen er på et skib og at få sikkerhed i højsædet. På skibet er der ikke p.t. plads til sidemandsoplæring og på sikkerhedssiden er det adfærd og mentaliteten, der især skal ændres og arbejdes med at forbedre og svært at afse de nødvendige ressourcer til.
Det forventes at der tages fat i problematikken evt. med hjælp fra land med kampanger eller at nyansatte kommer forbi kontoret for at få en introduktion til sikkerhed ect.

Results (English) 1:

generally lacking organizational and strategic clarity (such as komminikationsvejene-who referenced on land and where are we going? policy is not communicated well enough, nor the strategy of the previous year) also has room for internal improvements on the ship in terms of the shape information,where it is recommended to establish solid week for meetings with management where the plan for the coming week are reviewed.
management was very committed to reducing accidents in the daily work, but due to many new employees without training ship (prey,servey and tire employees) and an experience of more employee is not sufficiently engaged it becomes more and more challenging and resource intensive with an explanation of how culture is on a ship and get assured safety. of the ship is not P.T. space for job training and on the security side, the behavior and mentality,particularly want to change and work to improve and difficult to allocate the necessary resources for.
It is expected to take hold of the problem possibly. with the help of country struggle remorse or new recruits come by the office to get an introduction to security ect

Results (English) 2:

In General, there is a lack of organizational and strategic clarity (such as komminikationsvejene-who referred to on land and where are we heading? Policy is not communicated well enough out, nor the strategy for the previous year) in addition, there is room for internal improvements on the ship. information form, where it is recommended to establish fixed week meetings with management where the plan for the coming week are discussed.
Management was very committed to reduce accidents in the daily work, but due to many new employees without training ships (ROV-, servey and tire employees) and an experience of that more staff is not sufficiently committed to it becomes more and more challenging and resource-intensive to get explained how culture is on a ship and to make safety paramount. On the ship there is currently room for worker training and on the security side is the behavior and mentality, in particular, need to be changed and be worked with to improve and hard to dedicate the necessary resources to.
It is expected to be addressed in the issue. with the help of country with fighting remorse or that new recruits come by the Office to get an introduction to security ect.

Results (English) 3:

In general there is an organizational and strategic clarity (such as komminikationsvejene -who is referred to the country and where are we going? This policy is not communicated well enough, nor the strategy for the previous years) in addition, there is space for internal improvements in the ship for informationsformen,Where it is recommended to establish fixed week meetings with management where the plan for the coming week are reviewed.
Management was very committed to reduce accidents in the day-to-day work, but due to many new employees without skibsuddannelse (loot-,Servey and tire employees) and the experience of more than one employee is not sufficiently involved will become more and more challenging and resource-intensive to be explained, how culture is on a ship and to get security to the fore. The ship is not currently accommodate sidemandsoplæring and on security side is the behavior and mentality,In particular there must be changed and working to improve and difficult to find the necessary resources.
It is expected to be addressed in the problem if necessary. With the help of country with kampanger or that new recruits get past the office to get an introduction to security ect.