Talent Management Strategies and Challenges at DHL International GmbH

This report investigates the effective talent management strategies employed by DHL International GmbH, focusing on recruitment, development, and retention of employees. It begins with an overview of talent management and its importance for organizational success, particularly in the context of DHL's global operations. The research aims to identify DHL's talent management processes, evaluate their effectiveness, and explore potential risks and challenges faced by the HR department. The literature review explores existing research on talent management strategies, emphasizing planning, attracting, selecting, developing, retaining, and transitioning employees. The methodology section details the research philosophy (pragmatism), approach (deductive), strategy (survey), and data collection methods (quantitative data via questionnaires). The report also discusses the sampling method, research instruments, and associated costs. The data analysis section interprets the findings, followed by a reflection on alternative research methodologies and recommendations. The conclusion summarizes the key findings and provides recommendations for improving talent management practices within DHL, addressing challenges such as competition, employee morale, and skill gaps. The report highlights the importance of effective talent management for DHL's growth and sustainability.

Effective talent management
strategies

Table of Contents
INTRODUCTION ..........................................................................................................................3
Overview of the research topic ...................................................................................................3
Research aim and objectives ......................................................................................................3
LITERATURE REVIEW................................................................................................................4
RESEARCH METHODOLOGY ....................................................................................................6
DATA ANALYSIS AND INTERPRETATIONS...........................................................................8
REFELECTION AND RECOMMENDATION FOR ALTERNATIVE RESEARCH
METHODOLOGY .......................................................................................................................14
CONCLUSION..............................................................................................................................15
RECOMMENDATIONS ..............................................................................................................15
.......................................................................................................................................................17

INTRODUCTION
Overview of the research topic
Talent management Refers to that process of an organisation which includes
identification recruitment and development of employees engaged in the business. It is an
essential function for an organisation to achieve growth and success. It is necessary for HR
department to engage in talent management process to retain existing talent in the organisation
and invite new talent(Al-Halal, 2017). DHL is broadly known as DHL International Gmbh. It is a
German company which is the engaged in courier Express mail services and package delivery. It
operates internationally and is a part of German Logistics. The organisation delivers
approximately 1.5 billion parcels in a year. This research contains effective talent management
strategies which are used by DHL to manage talent and employees in the organisation effectively
and efficiently(Sennewald and Baillie, 2020). It helps us to understand the importance of talent
management and the challenges which are faced by Human Resource Department in an
organisation to effectively manage talent in the organisation.
Research aim and objectives
Research aim:
Chief aim of this study is “To determine the effective talent management strategies within DHL
International GmbH (DHL).
Research Objectives:
⮚ To determine the strategies and the process of talent management in DHL.
⮚ To evaluate the importance or effectiveness of the talent management of DHL.
⮚ To elaborate on the possible risks that could cause problems regarding the talent
management inside DHL.
Rationale of the research

The chief reason of choosing this topic is to analysis and determine strategies and the
procedure of talent management in DHL company. Also, to identify the importance of the talent
management. This investigation is much essential at the professional and personal level. This
investigation is going to develop and enhance the qualities and skills of the investigator in
regards of time management, skills, data collection and many more.
Research questions
⮚ What are the strategies and the process of talent management?
⮚ What is the importance and significance of talent management in the organisation?
⮚ What are the problems and obstacles faced by the human resources team in context of
talent management?
⮚ What are the risk factors that are faced by the DHL Company in context of talent
management?
LITERATURE REVIEW
According to Oplatka, I., 2017, literature review inform or define that the procedure of
collecting the information and data from the secondary origin or sources that are journals, books,
articles and many more. In this report there are few research questions which are applied for
accomplishing every aims and objectives of the investigation. Investigation questions of the
current report will going to defined below:
What are the strategies and the process of talent management?
Talent management is a strategic procedure of acquiring correct talent individuals or
candidates and supporting them in order to grow their effectiveness, capabilities,efficiency in
order to develop and accomplish the objectives of the company. The procedure of talent
management included analysing and determining the talent gaps and vacant positions and select
the appropriate and suitable applicants in order to develop them with required skills and training
procedures. Talent management procedure include few steps in context of managing the talent
effectively. Planning, attracting,, selecting, developing, retaining, Transitioning. The talent
management procedure focusing on gathering and assembling transformation of the company by
the growth of the individuals in the company. There are few strategies which is followed by the

talent management in order to maintain the effectiveness in the company. The detailed
information about the job role because its help the sourcer to analysis and understand the job role
better. The human resources team of the company focusing on execution of the strategies in
order to execute a strategies like training sessions, metrics, software system, workflow. These all
are the crucial part of the talent management.
What is the importance and significance of talent management in the organisation?
There are several kinds of importance and significance of talent management. As talent
management helps the company or human resources department to assist and develop the
effective environment in the company so that they can develop and grow the company. Talent
management help them to identify and analysis the effective and capable person for the company
so that they can get positive outcomes for the company and create more opportunities for the
company. Talent management helps them to enhance the motivation and productivity of the
employees so that they can increase the profitability of the organisation. Talent management
improve and develop the on boarding experience of the company. Also, it will help them to
develop the employees performance and their efficiency in the company. Talent management is
very effective procedure as it raise the engagement level among the manager and employees of
the company so that they can plan and make effective strategies in order to minimise the risk
factors. This will also help them to build a good relation between them and build team work
under the organisation. So talent management is very effective procedures and much important
for any organisation.
What are the problems and obstacles faced by the human resources team in context of
talent management?
There are various problems and obstacles faced by the human resources management
team of the company In regards of talent management. As it is very difficult for the human
resources team to found and select most suitable and talented candidates for the company. The
another factor is change management, This may be another very major challenges which is faced
by the HR department of the company. As in the market the competition level has been
increasing day by day so, it is become much challenging for the HR department to recruit strong
and loyal candidate for the company who can give better outcomes for the company. Another
issue is minimisation of workers morale and motivation towards the work because of several
opportunities in the market and the changes which are rising in the organisation. As they are not

able to accept the changes and these things lead to failure and negative outcomes. The another
issues which is very common and which is lack of effective skills, not able to adapt the
modification, need more training and many more. These are issues that are facing by the HR
department of the company in order to maintain the talent management in the company. So its
become very necessary for the DHL to overcome the challenges and problems of talent
management in order to increase the efficiency and productivity of the company.
What are the risk factors that are faced by the DHL Company in context of talent
management?
There are several risk factors which are faced by the DHL company in regards of talent
management. Lack of capability development and the programs of talent management because
the company is failing in catering suitable and proper learning and development programmes so
it will create negative impact on the employees performance and their efficiency. In DHL

company there are lack of critical system like performance management so this will create
impact on culture and productivity of the employees towards the work. The another risk factors
is No additional programmes and sessions like, appreciation, appraisals , motivation So this will
also minimise the motivation and morale of the workers towards the work. So these are the Risk
factors which is faced by the DHL company in regards of talent management and create much
negative impact towards their growth and success and sustainability in the market. So it is
become much required for the company to focus on the risk factors which is arise because of
improper talent management in the company.
RESEARCH METHODOLOGY
Research methodology is a process for method to conduct a research on a topic by using
sources which are primary source or secondary source(Walford-Wright and Scott-Jackson,
2018). It is not essential to identify the source of research in order to complete this research.
There are various parts in research methodology which are given below
Research philosophy: Research philosophy is the belief in which the way in that data
information should be collected or gathered and utilised by the investigator. There are generally
two types of research philosophies and that is interpretivism, and pragmatism. This investigation
is conduct pragmatism philosophy in order to select best an appropriate way. The major on main
aim of selecting this philosophy is as it supports the investigator to collect and measure the
numerical or quantitative data in the particular time of period.
Research approach: There are two types of approaches which are considered as for
research that are inductive approach and deductive approach. Deductive approach is is more
valuable because it includes quantitative information of a data where as inductive approach
includes qualitative information from data (Chikere, Moradeyo and Adisa, 2020). This research
includes deductive approach because it is less time consuming and provides more reliable data to
conduct this research.
Research strategy: This portion of methodology help the investigator in make it easy for
the investigator to collect a data and information by the use of effective approach of research
Strategies for stop there are different several kinds of approaches of Investigation strategy that
our survey, case study, action research, experiments and many more . These strategies are very
important for the investigator and for the investigation as well but on the basis of current topic
the investigator A select survey for investigation (Dundon and Rafferty, 2018). Main aim of

selecting survey is because it helps the researcher to collect of numerical data from the huge
sample and make it easy for the researcher.
Quantitative and qualitative research During conducting a research a researcher has two
options either to collect qualitative information for quantitative information. In this research
researcher decided to collect quantitative information because it provides reliable data in short
period of time as compared to the time taken in collection of qualitative information (Mabika,
2016).
Primary and secondary research: There are two types of method for collecting data which
I used in this investigation. For assembling primary information in context of the talent
management the researchers select questionnaire. In secondary study there are some sources
which are generals’ magazines, publications, books, articles, and many more are used by
researchers. All these are the types of secondary data that help the researcher to collect a data. In
this investigation both methods of data collection are used by investigator in a very appropriate
way.
Sampling method: The main important method which is is used by most of the resources
to collect data sampling method stop in this method a portion of the group has been selected by
the researcher randomly to collect the required information by conducting an interview or
creating questionnaire by the selected candidates(Solaja and Ogunola, 2016). For the purpose of
this research a sample of 50 people has been selected from the employees of DHL to take
required information about the organization.
Research instruments: This is very important section of the investigation on mythology
because it has different equipments or instruments like Focus Group, observation, questionnaire
interview, observation, and many more (Groves, 2019). These are the very required and essential
equipment for instrument of the investigation because it supports the researcher to collect a data
in a very effective manner. This report for investigation conduct questionnaire in order to collect
a data in context of talent management full stop main aim of selecting questionnaire is because it
provide numerical information about the selected topic in the particular minimum time of period.
Cost: To collect data either from primary or secondary source requires an amount of capital
to be invested in the research process approximately 1700 pounds in this process of research.
Researcher needs this amount of capital to be provided in order to complete this research
successfully.

Access: It is very essential for the investigator to have appropriate access for doing primary
and secondary research in a effective manner full stop for doing for conducting primary
investigation investigator must have full access from their workers of the company (Serrat,
2017). For secondary research researcher must have full access of using websites, books,
magazines, and any other sources. So, that is why it is much important for conducting a primary
and secondary research successfully.
Ethical issues: there is different reflection or deliberation of the ethics that should be
followed by the researcher for conducting the investigation. These are well versed informed that
disagreement of interest respect for the individuals and honesty for the person and many more
these are the main values and believes which must be following by the investigator in order to
complete the each and every activity of the investigation (Le, 2016).
Timeline: Time is the most valuable and necessary part in a research as it needs to be
completed in an allotted time period. Gantt chart helps to the process of research in a proper
timely manner which is given below:

DATA ANALYSIS AND INTERPRETATIONS
This is the process of evaluating data gathered from research instrument. In accordance to
the current project, data was gathered from questionnaire and for analysing such type of data,
frequency distribution analysis is followed (Bizri, Wahbi and Al Jardali, 2021). This will be
shown as below:
Frequency distribution table
Q1 Do you know, the concept of the talent management in the DHL? Frequency
a) Yes 30

b) No 20
Q2 What are major roles and responsibilities played by human resources
department at DHL?
Frequency
A Talent management 15
b) Training and development 20
c) Selection and recruitment 15
Q3 In human resources team, what is the affect of talent management on
their functions?
Frequency
a) workers preservation 10
b) enhance efficiency of worker 20
c) advanced workers agreement 20
Q4 In DHL, what is the significance of Talent management? Frequency
a) develop commerce presentation 20
b) make modernism 15
c) Motivates others to develop 15
Q5 IN DHL what are obstacles faced by the HR while handling managing
the concept of Talent?
Frequency
a) not have involvement between workers 12
b) elevated worker turnover 13
c) condensed effectiveness 25
Q6 What are the effective methods to minimise the problems which are
connected to talent management?
Frequency
a) Providence of training 15
b) growing contentment 15
c) rising inspiration 20
Q7 Do you know, the process of the talent management in the DHL? Frequency
a) Yes 40
b) No 10
Q8 What are functions of Human resources management team in DHL? Frequency
a)Recruiting and hiring 15
b) training sessions 20

c) appraisals and rewards 15
Q9 Do you understand the importance of the talent management in the DHL
company DHL?
Frequency
a) Yes 35
b) No 15
Q10 Talent management support the company towards the development and
growth procedure?
Frequency
a) Yes 30
b) No 20
Q11 What are the features of the talent management? Frequency
a) motivates the workers 25
b) effective and give positive outcomes 25
Question 1: information about the concept of talent management in DHL?
Q1 Do you know the concept of the talent management in the DHL? Frequency
a) Yes 30
b) No 20
Interpretation It has been analysed all interpreted that there are most of the the
candidates had a accurate and understanding information about the impacts of talent management
all concept of talent management in the workplace (Oduwusi, 2018). In this assertion there are
a) Yes
b) No