To address high turnover among mid-level managers, it's vital to establish a robust Employee Training program that focuses on specific competencies and leadership skills required for advancement. Customized training modules for logistics management, intercultural communication, and strategic decision-making can empower managers with the tools necessary for effective leadership in a global logistics context.

Additionally, incorporating training on the latest logistics software and technologies can keep managers up-to-date with industry advancements, fostering a sense of growth and engagement.

Revamping the Human Resources strategy to include a transparent and merit-based career progression system is key. Define clear job hierarchies and expected competencies for each level, and ensure that these are communicated effectively across the organization.

Implementing a mentorship program where senior leaders guide mid-level managers can also provide insights into career pathways and enhance leadership skills, crucial for personal and professional development within the logistics industry.

Instituting a comprehensive Performance Management system that aligns with career progression can reduce turnover. Regular performance appraisals that evaluate a manager's contributions and leadership effectiveness can serve as a basis for promotions and professional development opportunities.

Encouraging goal-setting and providing constructive feedback can help managers identify areas for growth, aligning with the firm's strategic objectives and fostering a culture of Continuous Improvement.

To retain managers, focus on Organizational Development that promotes a strong company culture and a positive work environment. Initiatives could include team-building exercises, collaborative cross-departmental projects, and recognition programs.

These efforts can enhance the sense of belonging and loyalty, which is especially important in a geographically dispersed international logistics firm.

Developing a structured Career Management framework can guide mid-level managers through their growth within the firm. By mapping out potential career paths and the required skills for each role, managers can envision their future within the company.

Offering career counseling sessions can also help managers to tailor their development plans, which can lead to increased job satisfaction and reduced turnover.

Utilizing a compilation of Strategy Frameworks, tailor a specific approach to career progression and employee development that aligns with the unique aspects of the international logistics industry. This might include adapting frameworks such as the Balanced Scorecard or McKinsey's Three Horizons to define performance metrics and set long-term growth strategies that encourage managers to commit to the firm's vision and their role within it..

Tightening the integration between Human Resources Management and business strategy will ensure that HR policies support the firm's goals of reducing turnover and fostering growth. HR should work closely with operations and executive management to understand the unique challenges faced by mid-level managers and adapt HR strategies, such as recruitment, retention, and Succession Planning to address these needs effectively..

Implementing a Leadership development program specifically designed for the logistics industry can equip mid-level managers with the skills to lead diverse teams effectively. This could include workshops on transformational leadership, Crisis Management, and leading through change, which are all relevant given the dynamic nature of international logistics and the challenges of managing a global workforce..

Looking at examples of Strategy Development from other successful international logistics firms can provide insight into Best Practices for career progression frameworks. By analyzing case studies or conducting Benchmarking studies, your HR team can glean innovative ideas and proven strategies that can be adapted to your organizational context..

Developing a comprehensive Workforce Training plan that includes upskilling and reskilling opportunities will address the skills gap and align employee capabilities with the changing demands of the logistics industry. Consider partnerships with educational institutions or specialized logistics training providers to offer certifications or courses that can be integrated into the career progression paths for mid-level managers..