Topic: The challenges in the employee turnover and retention at the DSV Global logistics company

*The focus is on the global DSV challenges, suggesting that some regions have particularly more challenges in more others employee turnover increase. DSV had more acquisitions, this is one of the reasons for employee turnover increase.
*What method is used? – quantitative if the audited reports are found
Financial reports- DSV staff costs increased from … to …. Staff costs are going high – needs investigation why this is happening. One of the reasons is mainly the Panalpina acquisition.
COVID-19 redundancies can be mention as well
Retention data to be found
https://investor.dsv.com/static-files/b4c0c890-9f25-4b45-bb00-8a7dd6d5f433
Pg 30
Pg 3
Pg 32- employee retention and mitigation strategies, how to cover the risk
Pg 53 -One retention method is giving share options to the staff
Pg 80
Retention – motivation by continuous training and development….

Objectives
What are the key reasons behind the retention and attraction challenges at DSV (what is the current situation of employee retention and turnover)?
To analyse what mitigation strategies are working for DSV (like which are working to improve retention rate and improve the employee attraction rate; what intervention DSV has taken to solve and control those issues,)
To analyse the impact of mitigation strategies on employee turnover and retention ( to analyse what is the outcome of that mitigation)

The path for objectives
Why is there a retention problem to analyse and attraction problem?
To access/ analyse which mitigation strategies are working for DSV
On the mitigation strategies say about share option scheme, training and development, etc
………………………………………………………….
THE THEORY- almost any employee retention and turnover theory can be used
……………………………………………………………………….
Needs figures and facts, show some graphs, where we can show that the mitigation is under control.
What is happening?- to take from DSV reports
Why is happening?- from audited reports/ third party reports
…………………………………..

For the introduction, can be mentioned that DSV is a 60 thousand employee company, has an enormous operation globally, and when you are working in so many different geographic with such big diverse workforce, then they need to be good at managing the human resource, and this is part of and this hr management…some data will suggest that DSV has spent so many millions on rehiring people and retrain……ultimately DSV is going to benefit financially as well if they have better retention strategies, better employee turnover to avoid employee turnover I that case…… is the reason I am interested in the employee turnover and retention issues
………………………………………..
THE CASE:
-why this topic?- the company is a big multinational globally logistics operator…then try to link dependency on staffing, contractors, full time staff, subcontractors, etc….therefore the challenges with the company is how to ensure that the staff turnover remains at a controllable rate.
…On the other hand, the company tries to invest on staff retention strategies
..therefore , from these are the main 3 objectives( to do the research):
What is the current situation in terms of employee turnover and retention?
What DSV is doing to avoid that
To assess those strategies are working or not
Data gathering….secondary data use….simple excel data use, to see …% rise or %…decreases , no need to use sophisticated data..show some graphs …employee turnover is increasing/ decreasing…..employee retention is increasing/ decreasing.

…..Keep the structure and focus on the Methodology- why you choose this topic, how the data is used…using secondary data…using the quantitative analysis , how the data will show us of employee turnover going up or down……a bit about philosophy …is a positive approach, deductive approach (2-3 lines).
Use 5 years of data to see the trend….is the trend fluctuating, then look if is going up or down and what happened in those moments.
At the conclusion , we can say if necessary, it is not as bad as it looks like…most of the fluctuations is happening because is the organic growth of the industry…when the merger happening redundancy…original business is not losing people ..the acquisition…

Type of service: Dissertation services
Type of assignment: Dissertation
Subject: Business
Pages/words: 15/8000
Number of sources: 2
Academic level: Undergraduate
Paper format: Harvard
Line spacing: Single
Language style: UK English

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