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In policy-making, the design of a policy is considered to be one of the most significant steps. A well designed policy will be able to solve sectoral problems across stakeholders as well as support the competitive development of the entire economy. Enterprises of the maritime sector have been influenced by environmental, social, and governance (ESG) changes with the push coming from financiers, insurers, regulators, and customers. To meet the ESG challenges and utilize the benefits ahead, they need to be addressed in the new policy design processes. The specificities of a maritime sector as well as science-based policy-making framework are the fundamentals of successful maritime policy development. Estonia is located on the eastern border of the EU, and has always aimed to be a maritime state. National maritime policy has been adopted (2012–2020) and currently, the Estonian Transport and Mobility Master Plan incorporates maritime aspects. Actors of the maritime sector have remained dissatisfied and advocate the reinstatement and redevelopment of Estonian maritime policy. The aim of this study was to present a framework for the design of maritime policy that uses maritime economics, ESG performance goals, and policy design analyses as inputs. As a result, a maritime policy design framework is proposed.

In today's economic context the input via productivity of highly skilled employees are crucial assets in manufacturing. The ageing of skilled workforce and unconducive work environment are some of the challenges that hold back competitiveness. Employee performance and productivity are influenced by a number of factors including satisfaction, health, safety, comfort, welfare. This paper emphasizes the human factor as a critical asset in the value chain and presents new approaches for motivating and safeguarding the employees. The collected data enables to design a human centric employee performance measurement system comprising of various indices. As a result management can make decisions based on quantitative information towards employee satisfaction, physical wellbeing and attract workforce to stay longer in the labour market. ICT tools are exploited to support the integration of different developments forming a framework that combines modules that monitor several health and well-being parameters and analysing how they affect employee performance.

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