SOCIAL
Human Rights Protection
Pan Ocean has procedures to guarantee and protect the rights of employees. The employment rules and human resources management manual include expressive provisions on anti-bullying, anti-discrimination, child labor prohibition, and other provisions for human rights protection that must be followed. We will continue to advance our human rights protection system.
Human Rights Education
We offer education designed to promote employees’ awareness of human rights and internalize respect for human rights as a corporate culture. Our onshore employees and seafarers receive workplace bullying prevention, sexual harassment prevention, and disability awareness training. In 2023, whole employees have completed these courses.
Attracting and Fostering Talents
Talents Recruitment
Our hiring process is designed to secure top-notch talents that fit Pan Ocean at the right time. We use various online channels including YouTube and online communities to expand our online presence. We conduct blind interviews to ensure the fairness and transparency of the hiring process. In order to meet the enthusiasm and sincerity of the applicants, we make sure to develop our internal interviewers’ skills and qualities. We develop annual hiring strategies and plans and run an efficient hiring process.
Pan Ocean Talents
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- Innovator
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Innovator with creative thinking
Creative thinkers ushering new changes
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- Expert
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Experts aiming to be the best
Industry-leading experts fostering strong performance
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- Leader
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Practical leader to pioneer global markets
Highly engaged leaders ready to seize the global markets
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- Player
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Team player with an open attitude
A team player with mutual respect
Healthy Company Culture
Mentoring Program
We have a mentoring program to facilitate entry level employees and newly hired experienced employees. The scope of the program was extended from entry-level to experienced positions to help those newly joining Pan Ocean better adapt themselves to the new environment. We organize various monthly programs for mentors and mentees. At the end of each round of the mentoring program, we conduct an anonymous survey of the mentors and mentees. Findings from the survey, for example suggestions for activities and other thoughts, are reflected in the following year’s program planning. The mentoring program helps facilitate communications between colleagues and build a positive corporate culture.
Overview of the mentoring program operations
| Category | Graduate new hires | New hires (experienced position) |
|---|---|---|
| Mentees | Graduate new hires | New hires (experienced position) |
| Mentors | Managers / Senior Managers | Senior Managers / Team Leaders |
| Duration | 6 months | 3 months |
| Type | Mentee/mentor 1:1 matching Min. 2 monthly activities + @ |
Mentee/mentor 1:1 (or 2:2) matching |
| Orientation | Opening Session (Mentor-Mentee W/S) | |
| Monthly Programs |
1st : Ice Breaking 2nd : Understanding my mentor’s job and position 3rd : Meeting with colleagues in other job positions 4th : Reverse mentoring(Self Leadership) 5th : Sharing hobbies and experiencing cultural activities 6th : Wrap-up Mentees and mentors to file monthly reports (no fixed reporting templates for mentees) |
1st : Ice Breaking 2nd : Networking with colleagues in other job positions 3rd : Wrap-up (Mentoring activity with other mentor teams) |
| Reporting | ||
*The programs above are based on 2023 and we operate different programs every year according to the external environment.