Talent Management in AXA Global Healthcare: Strategies and Impact on HR Practices

TALENT
MANAGEMENT

Table of Contents
TALENT MANAGEMENT............................................................................................................1
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
Commercial Strategy and HR Strategy.......................................................................................1
Recruitment, including recruitment channels.............................................................................2
Assortment Methods...................................................................................................................3
Performance Organization – including appraisal system............................................................3
Recompense Management..........................................................................................................3
Training including types of training courses and identifying the training provider...................4
Equivalence and Diversity Policy...............................................................................................5
TASK 2............................................................................................................................................5
Study of gender pay gap report statistics for company...............................................................5
Rapid of gender pay gap over previous four years....................................................................5
Analysis of data highlighting trends, notable changes as well as actions t................................6
TASK 3............................................................................................................................................6
Current external factors impacting their HR practices................................................................6
PART 2............................................................................................................................................7
Develop a recommendation that will help the organisation address this gap.............................7
REFRENCES...................................................................................................................................8
Book and journals.......................................................................................................................8

INTRODUCTION
The basic resolution of the talent management is to generate the staff that is motivated
towards the company to stay with the company in long run. This is different way and this
management is get differ from company to company. The talent management also naturally
look after the responsibilities of the HR department, this helps to managing the HR department.
This needs in the talent management strategy to design the place for the company to gain the
specific result of the company. This also improve the performance of the business to reach to
the any specific goals, this also allows the company to stay competitive within the organisation.
This will become to get stronger and well prepared to face the challenges. Now, in the context
of UK Global health care insurance sector, this will need to determine the various functions of
the HR and strategies adopted while considering the impact of external factor upon its HR
practices.
TASK 1
Commercial Strategy and HR Strategy
As the current company is AXA global healthcare company, the company deals with the
global healthcare and also one of the leading insurance company. The company that do
business and the group of the company based on the support and protect the peoples. The
business and HR strategy of the company is as following-
Identify the annual employee, corporate and public events- this helps to identify the
annual employee within the organisation. This helps to determine the employee performance in
respect of their growth and development, that employees are giving how much efforts to the
organisation. Employee level of dedication within the organisation, because sometimes
company need to analyse these things to decide the potential of the employee( Reilly2018). This
also helps to determine that in corporate and public events which employee can perform well in
the organisation and influence the customers in better way.
Accountable to lead in the implementation of the events- the employee should be
accountable and responsible to lead their team to perform efficiently within the organisation.
Employee should responsible to implement and organize the events, in order to conduct the
business and marketing strategy to ensure the profitability of the company.

Demonstrate the experience in translating the ideas- to evaluate the employee ideas
and suggestions within the organisation (, Nowak. and Scanlan2021). This helps to keep
motivating their employee towards their work and get them feel their ideas is valuable for the
organisation. This also make their ideas innovative by evaluating their experience in a better
way and keep modifying the ideas of the employee in order to make the employee capable to
face the different type of challenges within the organisation.
Dynamic working environment- the organisation provides their employee dynamic
working environment in order to feel them confident and make them flexible to work within
the organisation effectively and employee can easily be the multitasking employee.
Recruitment, including recruitment channels
The recruitment process is generally for the typically targeted customers towards
attracting and qualification of the candidates and get encourage the maximum candidates.
Develop a profile- the company should firstly develop the profile, according to the need
of the organisation (Dirani and Nafukho 2018). The company needs what type of employee
within the organisation and which job position is need to be filled. In order to recruit the new
employee.
Develop a source of recruitment- the company should get develop the source that from
where the organisation can get the employee. Like from newspaper, article, online advertising
or any other sources for recruiting the employee on the desired places within the organisation.
Approaching the targeted recruits- after developing the source of recruitment keep
focused on the targeted employee to fulfil the organisational position after analysing the criteria
of the employee.
Initial screening and interviews-the most important step is initial screening and the
interviews of the employee within the organisation. For hiring the employee on the vacant
position and employee should be fulfilling the criteria of the desired position of the
organisation.
Reality check- lastly there should be the reality check of the organisation, that includes
the background check of the employee (Grant, Garavan, and Mackie 2020). That verifying
their background of family and also the medical check up that physically candidate is suitable
for the position.