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A global transport and logistics company DSV, headquartered in Denmark, operates in over 80 countries. With the onset of a full-scale invasion in Ukraine, both the group as a whole and its local representation faced some of the most serious challenges. Oleksandr Krasnov, Director of DSV Air & Sea Department in Ukraine, describes.<\/p>\n
War and extensive labor migration have had an impact on the logistics industry in Ukraine. How does your company respond to these challenges?<\/strong><\/p>\n During the COVID-19 pandemic, we all learned how to work efficiently remotely. Currently, in the conditions of a state of war, our company has implemented a hybrid working scheme to support the work rhythm. At least two days a week, employees are required to work in the office: to communicate, exchange knowledge, and share experiences. A certain number of our employees continue to successfully perform their job duties while still being abroad. We do not require employees to return to the country due to security reasons, as we understand that each employee has their own \u201cpsychological\u201d threshold. However, our large and powerful team, formed even before the beginning of the war, is successfully managing the current logistical challenges.<\/p>\n How has the situation in the logistics market in Ukraine affected the company’s operations and the work of your department’s staff?<\/strong><\/p>\n Our primary services were developed and implemented before the war began. We were using the seaport in Gda\u0144sk, Poland, and the airport in Frankfurt, Germany. So we transitioned to European logistics networks without significant difficulties, as we have our own representations and strong local expertise in these countries. By the autumn of 2022, DSV in Ukraine had entered a regular work rhythm, which continues to this day.<\/p>\n Did you have to retrain a certain portion of your personnel due to the transition to new functionality?<\/strong><\/p>\n There were certain nuances. Because we had to experiment with deliveries through other European seaports in Slovenia, Romania, Germany, and adapt to the specifics and requirements of these countries. The quick adaptation to the new conditions was facilitated by the fact that our employees are experienced and competent, with a good understanding of local and international requirements for organizing exports and imports. Furthermore, many of our employees who were evacuated due to the war were scattered across Europe, from Turkey to Scandinavia, and they were able to successfully handle local shipments.<\/p>\n What values does the global brand DSV declare and implement in Ukraine?<\/strong><\/p>\n The most important value of the company is our team, our people. We aim to attract, motivate, and retain talented professionals by expanding their responsibilities, rights, and opportunities for growth. We value strong business acumen, a desire to achieve high results, and work together as one team, or even more, as one big family. Our professionals are experienced, responsible, and time-tested employees who demonstrate a high level of loyalty to DSV. Despite the war, they remain resilient and successful, ensuring the steady development of the business and the continuity of international logistics chains. We ensure comfortable working conditions and create a safe working environment for all of our employees.<\/p>\n We value our customers by providing Red Carpet Service and adhering to high business standards. Delivering high-quality services is of paramount importance to us, as we strive for maximum efficiency, enabling us to remain competitive and in demand in the logistics market.<\/p>\n Furthermore, we aim for our partners and suppliers to meet our high standards and quality service requirements and support our strategic goals.<\/p>\n What does your employer’s value proposition look like in the labor market?<\/strong><\/p>\n We have an excellent team, and all newly hired employees feel the benefits from their first days of work. Friendly and skilled mentors are open to dialogue and always ready to support, advise, and guide in the right direction. At DSV, you gain not only experience and professional skills, but also a well-coordinated, reliable support system and a true strong team.<\/p>\n I would also like to highlight two other important factors in my opinion \u2013 stability and responsibility. Among our employees, there are many individuals with over 10 years of experience at DSV \u2013 experts in their field, diligent, proactive professionals who have \u201cgrown\u201d with the company. We always support our colleagues’ aspirations to move forward, offering exciting prospects for professional growth both in Ukraine and beyond.<\/p>\n During the pandemic and the full-scale invasion, we provided maximum support to our employees \u2013 we vaccinated them, assisted with evacuation, maintained job positions, did not reduce staff, and paid salaries on time. DSV in Ukraine operates in accordance with the law and international standards, diligently pays taxes, and provides comprehensive support to the Ukrainian Armed Forces.<\/p>\n How does your EVP differ from offerings by other employers in the logistics market in Ukraine?<\/strong><\/p>\n We didn’t disappear or downsize our business; instead, we set a course for expansion. At the end of the summer, we opened our branch in Dnipro, increased our staff, and have ambitious plans for the current year.<\/p>\n Every year, the company conducts salary indexation to maintain them at a competitive level. Every day, we provide employees with pleasant perks that are a must-have in a modern company: beverages, fruits, corporate events, company cars and charging stations for electric cars, courses and training, comfortable workspaces with 24\/7 generator support during blackouts, and more.<\/p>\n Moreover, we offer language enhancement courses and English language courses for anyone interested, adapted to various levels and professional needs of our employees.<\/p>\n How are communications with employees organized?<\/span><\/b><\/p>\n<\/div>\n Certainly, nothing can replace an employee’s physical presence in the office. However, for several years, we have been using specific corporate communication tools that provide quick access and efficient response, regardless of the employee’s location anywhere in the world. We are always connected, have easy access to the necessary information and people, and, if necessary, organize online meetings to urgently address issues. Everything is straightforward and accessible.<\/span><\/p>\n<\/div>\n Periodically, we conduct employee surveys to better understand their needs and issues, listen to feedback and complaints, and make adjustments to the work process to improve job satisfaction within the company.<\/span><\/p>\n<\/div>\n How is the HR function automated in the company? What tasks does this automation address?<\/span><\/b><\/p>\n<\/div>\n For several years, an Employee Central<\/span>\u00a0<\/span><\/em>has been implemented on a global scale within DSV. It contains employees’ personal data, organizational structure with a clear hierarchy, job descriptions, and other conditions. From the perspective of HR and payroll management, this greatly facilitates administration and reporting, as all information is located in one place and is always up-to-date.<\/span><\/p>\n<\/div>\n Furthermore, we have developed the DSV E-learning corporate platform, which allows employees to easily familiarize themselves with various company policies that are mandatory for all employees. Employees can create new internal online training courses, and access video courses from the catalog at their convenience.<\/span><\/p>\n<\/div>\n Tell me about your onboarding project.<\/span><\/b><\/p>\n<\/div>\n On my initiative, we developed a starter integration training program that starts from the first day of employment and is based on a gradual \u201centry\u201d into DSV, i.e., familiarization with the company’s life, values, principles, and policies. This program is designed to help new employees better adapt to their new environment, the team, and to form a comprehensive understanding of how our work processes are organized. As part of this program, during the first few days, there are meetings with representatives from various departments of the company where our services, opportunities, and recommendations on the interaction between departments and units are presented.<\/span><\/p>\n<\/div>\n How is the adaptation of newcomers organized in the company moving forward?<\/span><\/b><\/p>\n<\/div>\n Moving forward, newly hired employees are mentored and, if necessary, managers from the respective departments provide further training and support. Operational staff, for example, are required to understand the corporate program CW1, which is in use across all DSV offices worldwide. This provides the opportunity to assess the quality of maritime transport services within the nation and respond swiftly to any \u201cred zones.\u201d In certain cases, the training period may reach 3\u20134 months.<\/span><\/p>\n<\/div>\n Regarding the adjustment of sales department staff, the focus is on optimizing teamwork, mastering time management, following corporate customer relationship principles, navigating document procedures, using software, and grasping other internal particulars, all of which are elucidated by the designated mentor.<\/span><\/p>\n<\/div>\n What educational programs are available for experienced company professionals?<\/span><\/b><\/p>\n<\/div>\n It’s common for managers in all DSV offices to lay out a 2-3 year development plan for their employees. The company group has established its own corporate Sales Academy in Europe for the education and skill development of experienced professionals, team leaders, or department directors. Professional groups are made up of individuals at the same experience level and are limited to 8\u201312 participants. The expertise acquired in the Academy paves the way for unparalleled personal and professional growth, facilitating a deep understanding of international markets and the mastery of effective sales methods rooted in practical business experience.<\/span><\/p>\n<\/div>\n You mentioned that the company regularly reviews the salaries of its employees. What are the reasons, or how does this happen?<\/span><\/b><\/p>\n<\/div>\n As a responsible employer working in compliance with Ukrainian legislation, we have conducted two salary reviews since the beginning of the war: one in October 2022 and another in March 2023. Our nominal salaries saw a slight increase because we adjusted them in accordance with unofficial estimations of the real decline in the country’s GDP.\u00a0 We also plan another salary increase for employees in 2024, but we are awaiting official data on inflation for the current year.<\/span><\/p>\n<\/div>\n What is your vision of the current labor market?<\/span><\/b><\/p>\n<\/div>\n We are already seeing a significant shortage of skilled workers in the logistics sector. For example, several of our employees were forced to leave the country and take up employment in other DSV offices in Europe and North America. As of today, we have several open positions, and unfortunately, they take a long time to close. Previously, this process lasted an average of 2\u20133 weeks, but now it takes a month or three. In addition to the increase in time, the company has to spend much more resources, including money. In addition, in most cases, new candidates do not meet the requirements of vacancies at all. That is, qualified candidates have either left the country or are not open to new job offers.<\/span><\/p>\n<\/div>\nBrand value<\/strong><\/h4>\n
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<\/p>\nManagement of HR Processes<\/strong><\/h4>\n
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