15 DSV Panalpina Responsibility Report 2019 People GLOBAL ONBOARDING In 2019, we developed a new global framework for onboarding new employees. The process was introduced to a series of countries in 2019 to ensure compatibility with local processes. In 2020, the global onboarding approach will undergo further development, including an e-learning module – and will be introduced to all DSV Panalpina countries. The objective of this framework is to ensure that all new employees are welcomed and integrated into the business – regardless of whether they join the company through mergers and acquisitions or through standard recruitment processes. By focusing on the experience that people have when joining DSV Panalpina, we are better able to retain and to support them in performing their best from the beginning. This is essential to employees and to the business. LEADERSHIP TRAINING Our Group HR department continued to devote attention to leadership training across DSV Panalpina in 2019. Both DSV and Panalpina conducted leadership training prior to joining forces. A comparison of the leadership programmes showed that a lot of the contents were based on the same tools and the same approach. In both organisations, leadership is perceived as an operational task rather than a theoretical one. We will continue to focus on leadership training, to add new skills and to strengthen the network between leaders across divisions and countries. Leadership training More than 600 managers received training at 123 leadership workshops taught over 237 days Leadership training at DSV Panalpina focusses on a combination of business leadership and people leadership. Topics that are covered include: communication, motivation, change management, situational leadership, performance and much more. An important part of the training is the pre- and post assignments that are based on each participant’s own challenges instead of generic examples. Leadership training was conducted for managers across the organisation in 2019. More than 600 managers from more than 30 countries received training. Some 123 modules were taught in 2019 – a total of 237 training days. To make the training more flexible to each participant’s schedule, and to ensure the best possible learning environment, our Group HR department will look into the possibilities for more online learning in 2020 as a supplement to the ongoing, face-to-face leadership training. A safe working environment A good working environment is a safe working environment, and that is a top priority for DSV Panalpina. We focus on minimising risks and raising awareness about health and safety for our employees, both physical and mental. In 2019, the rate of occupational accidents in DSV Panalpina rose from 4.6 to 5.0. The result is still within the target that we set in 2018. Sadly, we had a fatal accident in 2019, which underlines the importance of always safeguarding the best and safest possible working conditions. To ensure as low a rate of occupational accidents as possible, the area will continue to have our focus. Our health and safety departments’ efforts are aimed at avoiding occupational accidents or injuries altogether. Both at Group and local levels, staff assess risks and make sure that procedures for safe conduct are in place. In 2019, we continued our efforts to safeguard the health and safety of all employees. ISO 45001 Increased number of locations upgraded from OHSAS 18001 to ISO 45001 certification RATE OF OCCUPATIONAL ACCIDENTS (per million working hours) Working hours 16 14 12 10 8 6 4 2 0 2015 2016 2017 Total Salaried employees Hourly workers 2018 2019
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