Authors : Maudlyn Ireju Victor-Ikoh; Biobele Okardi

Volume/Issue : Volume 11 - 2026, Issue 3 - March

Google Scholar : https://tinyurl.com/2jcmyvrk

Scribd : https://tinyurl.com/3ftnmy6r

DOI : https://doi.org/10.38124/ijisrt/26mar054

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Abstract : Individuals become seafarers for various reasons, often with projected timeframes from short to long-term. The Linear seafarer life cycle management model, from cadet to retirement, is a timeline often plagued by higher attrition due to a lack of career prospects, prolonged separation from family, and the physical and mental demands of maritime life. Notable in the Linear life cycle management model is the exit of experienced seafarers at the phase of retirement and transition. This is a waste of human capital, especially for the recruitment and retention phases, which have become much more challenging. This paper leverages the iterative model of the systems development life cycle to propose a strategic approach to navigating the talent seas through the circular seafarer life cycle management model. This framework is a model shift from the traditional linear Life Cycle Management of Seafarers to a regenerative and sustainable seafarers' life cycle. It harnesses the value created by one maritime entity to automatically benefit another maritime entity, and an improvement in one entity strengthens other components. This creates a virtuous cycle of continuous enhancement over time and a stable and resilient maritime. The framework also offers multiple entry and re-entry points for seafarers. This creates a continuous loop where skills and experiences of seafarers are harnessed, upcycled rather than lost to retirement or a switch in career.

Keywords : Seafarer Life Cycle Management, Circular Economy, Sustainable Career, Maritime.

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