How strong are the systems managing your crew?
The GlomarHR Maritime HR Gap Analysis is a structured diagnostic for cruise and maritime operators designed to identify weaknesses in the systems, controls and operating practices used to manage the shipboard workforce.
It looks across ship, shore and third-party providers to identify where gaps may be creating unnecessary risk, cost, operational complexity or crew instability.
This is not a generic HR audit or compliance checklist. It is a broader review of how effectively the Maritime HR operating model works as a whole.
Find the gaps before they become cost, compliance or crew problems.
What does the Gap Analysis review?
The assessment examines 12 core areas of Maritime HR. Together, these provide a clear view of whether the organisation's crew-management framework is defined, controlled, consistently applied, evidenced and scalable.
HR Governance & Accountability
Select an area to explore — tap any tile below.
What can it identify?
The Gap Analysis is designed to highlight issues such as:
- unclear ownership or accountability
- overlapping responsibilities
- inconsistent ship/shore practices
- weak escalation or decision-making
- excessive reliance on individual knowledge rather than defined processes
- insufficient oversight of outsourced activity
More than a score
The Gap Analysis does not simply produce a percentage. It provides a structured view of:
This helps leadership understand not only where the organisation is weak, but also what should be addressed first.
Critical Controls
Not every weakness carries the same level of risk. The Gap Analysis separately identifies Critical Controls where a single failure may create significant regulatory, employment, financial, operational or crew exposure. This prevents a strong overall score from masking an issue that requires immediate attention.
A single failure in a Critical Control may create significant exposure — regardless of the overall score.
Critical areas may include:
Evidence matters
A policy existing on paper does not necessarily mean the control is effective in practice. Where appropriate, the assessment reviews supporting evidence such as:
This helps distinguish between what an organisation believes is happening and what can actually be demonstrated.
When is a Gap Analysis useful?
An Organisational Health Check
To understand the current maturity and effectiveness of the Maritime HR operating model.
Two ways to use the Gap Analysis
Self-Assessment
The organisation completes the structured diagnostic internally to identify strengths, weaknesses and improvement priorities.
GlomarHR Verified Assessment
GlomarHR conducts or reviews the assessment using supporting documentation, evidence and stakeholder discussions to provide greater independent challenge and validation. A Verified Assessment can also form the starting point for a wider Maritime HR transformation or improvement programme.
What do you receive?
Depending on scope, the completed assessment can provide:
0–30 day Stabilise actions
31–90 day Strengthen actions
3–12 month Build priorities
The objective is not to create more HR bureaucracy. It is to help ensure that the systems managing crew are clear enough to operate, strong enough to control risk, simple enough to execute, and robust enough to scale.
Interested in understanding where your Maritime HR model may be exposed?
If you are reviewing your current crew-management framework, preparing for growth, dealing with increasing operational complexity or simply want an independent view of where improvements may be needed, we would be happy to discuss the Gap Analysis with you.