Course catalogue

Presentation

This training course is based on the Convention on the International Regulations for Preventing Collisions at Sea - 1972, (COLREG 72), which aims at determining the signalling system requirements for safe navigation.

Objectives

On completion of the training, students will be able to: Get familiar with steering and sailing rules. Understand the meaning and the positioning of navigation lights. Know the requirements of the Convention concerning lights, shapes and sound signals.

Program

Application and responsibilities

Definitions

Steering and sailing rules

o Conduct of the vessel in any conditions of visibility

o Conduct of the vessel in sight of one another

o Conduct of the vessel in restricted visibility

Lights and shapes

o Technical specification of lights

o Technical specification of shapes

o Definitions

o Visibility of lights

o Applicability: power-driven vessels, towing and pushing, sailing vessels, fishing vessels, vessels not under command, vessels restricted in their ability to manoeuvre, vessels constrained by their draught, anchored vessels and vessels aground

Sound and light signals

o Whistle

o Bell

o Gong

o Vessel equipment for sound signals

o Manoeuvring and warning signals

o Sound signals in restricted visibility

Certificate

On completion of the training program, the student will be awarded the following qualifications:

Certificate of COLREG awarded by Bureau Veritas Solutions Marine & Offshore.

The Certificate of COLREG, issued by Bureau Veritas Solutions Marine & Offshore, is obtained after completing the course and passing the qualification examination.

Strict regulations and procedures exist for the safe and efficient operation of ships - and UK regulations and procedures may differ from those you may be familiar with in other flag vessels. 

This online course will help to comply with UK requirements by focusing on the guidelines set out in 'A Master's Guide to the UK Flag', released by the UK DfT Maritime and Coastguard Agency.  

This course aims to allow the learner to train themselves in vital regulation and procedures in the most efficient way possible - by studying each of the 14 subjects in this course, with learning consolidated via confirmation and assessment questions.

We know how important it is for us all to do what we can to ensure an effective transition for ourselves and our teams back to work. The landscape of the workplace has and will inevitably continue to change and today’s ‘new normal’ may not be tomorrow!

Mentoring is a process that follows coaching. Coaching makes a person equipped with the skills required for a job whereas mentoring is on-the-job process. It helps a person practice the skills learned, enhance the skills, and learn new skills to be future ready. Hence, coaching is a short-term relationship whereas mentoring is a long-term. Coaching is always task oriented whereas mentoring is relationship oriented. It is all about reaching a stage where the mentor can easily share the real issues influencing the trainee. On the other hand, coaching can be implemented immediately on any particular topic. This course will help you acknowledge the difference between coaching and mentoring and make you learn when to use them.

• List the differences between coaching and mentoring 

• Identify the requirements that are suitable for coaching and mentoring

"“Communication works for those who work at it.” 

-John Powell  

Upward communication flows from the lower level to the upper level of a hierarchy. For example, employees communicating with their immediate manager, the immediate manager communicating with their reporting manager, and so on up to the board of directors or owner of the company. This form of communication helps employees express their requirements, ideas, or goals. Managing upward communication is an art to be acquired if you are looking for a long-term career in your organization and wish to get ample opportunities to learn and grow. This course will help you communicate upward effectively.

Establish your interest in the organization  

Look for opportunities to contribute and think big 

Be yourself and do not encourage or be involved in manipulation 

Take ownership of your mistakes and avoid politics

You want to develop a team that feels comfortable approaching you with new ideas, suggestions for improvements, and even their personal challenges. You want your clients to know that you are genuinely interested in hearing their concerns and ideas. And you want your superiors and peers to see you as someone who encourages innovation and open communication in your department. Working to improve your active listening will take patience and practice. But if you learn how to put this powerful communication skill to work for you, you’ll discover that the benefits are well worth the effort.

• Define active listening

• Confirm your understanding of the meeting

• Pay attention to body language

Leaders must focus on developing their ability to be more agile and strategic – within an environment of constant change. They should explore tools that can be leveraged to achieve the goal. Good agile leaders make sure that their teams identify the desired long-term goals, and then work backward from these to identify all the conditions that must be in place for the goals to occur.

• Define the theory of change and identify factors impacting the change

• Enlist 5 types of organizational change and successful ways to implement them

• Apply strategies which help in creating an organization that is always ready for change

If you want to unleash the power of your diverse team, you must also foster inclusivity. Your team members are more likely to contribute their unique perspectives and experiences when they feel welcomed and respected within the group. Inclusion is a team-wide endeavor, and you must be the leader. Helping team members find common ground and at the same time learning about and respecting each other’s differences is the key to creating an inclusive work environment that will leverage both talents and abilities of your diverse team.

• Identify the importance of managing diversity

• Enlist tips for building a strong team

• Explore the strategies of managing diversity

Your success as a leader isn’t dependent upon how much technical knowledge, business expertise, or years of industry experience you have. If you want to achieve goals consistently, build strong, collaborative teams, and establish solid relationships with colleagues, superiors, and clients, then you need Emotional Intelligence (EQ). Emotional Intelligence, also known as Emotional Quotient (EQ) is the ability to properly gauge your emotions as well as the emotions of others in all situations, use proper judgment and behave appropriately for the desired outcome. In other words, EQ is the ability to identify your emotions, and those of others, and use that knowledge to make the best decisions, regardless of the circumstances.

• Define EQ 

• Describe the four components of EQ 

• Use tips and techniques to develop your EQ

Making your hires successful requires a lot of work. There is a science to identify talent that matches the needs and culture of your organization. The process of interviewing candidates based on behavioral questions is a proven way of pinpointing the best-qualified applicants. In this course, we will review the whys and hows of using this popular interviewing practice so that you can make the most of its benefits.

• Determine what behavioral interview is   

• Enlist steps to prepare for the behavioral interview   

• Create questions using STAR model   

• Conduct behavioral interviews