Talent Management: Current Strategy, Gender Pay Gap, HRM Practices

Talent Management

Contents
INTRODUCTION...........................................................................................................................1
PART 1............................................................................................................................................1
TASK 1: Identify the firm’s current talent management strategy...................................................1
TASK 2: Gender Pay Gap Reporting..............................................................................................5
TASK 3: Identification of environmental components impacting the HRM practices...................6
PART 2: Recommendations Report and Podcast............................................................................7
Recommendation that will support the firm address this gap or shortcoming............................7
CONCLUSION................................................................................................................................8
REFERENCES................................................................................................................................9

INTRODUCTION
Talent management is the procedure and a hard and fast of HR processes that integrate with
each other. This states that expertise control sports are larger than the sum of the individual
segments. This also approach that a talent control approach is wanted to capitalise on its
complete capability. The fundamental reason of skills control is to maximise execution and
overall performance. It goals to inspire, contain and maintaining people to make them perform
higher. Talent control is the procedure and a hard and fast of HR processes that integrate with
each other. This states that expertise control sports are larger than the sum of the individual
segments. This also approach that a talent control approach is wanted to capitalise on its
complete capability. The fundamental reason of skills control is to ma This is why the crucial of
skills management is so critical (Bibb, 2016). When it's far whole proper, organizations can
construct a sustainable competitive benefit and outperform their competition through an
incorporated gadget of talent management practices and sports which are hard to copy and
imitate. For the crowning glory of this evaluation, Aviva is the organization which is taken in to
consideration. Aviva Plc is a British multinational insurance employer which became integrated
in 2000 and is centered in London, England. It has approximately 33 million customers’
crosswise 16 nations. In the United Kingdom, Aviva is the biggest general insurer and a main
lifestyles and pension’s issuer. The file will talk approximately the organization’s cutting-edge
talent control strategy, gender pay whole reporting and identification of environmental
components impacting the HRM practices.
PART 1
TASK 1: Identify the firm’s current talent management strategy
Business strategy and HR strategy- Aviva have taken main phases forward in simplifying the
business. The business organisation focus is now on the UK, Ireland and Canada where they
leading positions (Desai, 2016). They are putting consumers at the heart of everything they do
and they will support in transforming Aviva’s fiscal execution and deliver greater value for
shareholders. In order to operate their business successful manner, the management of Aviva
concentrates on the things as business strategy that actually matter and puts the consumer at heart
of what they do:
 True customer composite
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 Digital First
 Not Everywhere
In context of HR strategy, the management of Aviva consider several strategy in order to
manage, retain and attract skilled people of the firm. Human Resources Management makes a
speciality of human beings staffing and choice, teaching and improvement, overall presentation
administration, employee inspiration and blessings (Human Resources Management (HRM) in
Aviva. 2020). Human Resources Management is mess functioning part of Aviva Life Insurance
Company which offers with human capital manipulate and its management. Human Resources
administration is composed of style of capabilities and its Human Resources Functioning stays
trade with the passage of time and in step with the requirements of a corporation (Casagrande,
2017). When they examine the organization among human property organization and teaching
and expansion within an Aviva it is also preserve several. The sports activities associated with
education are as significant as unique human property abilities are regularly crucial. There
changed right into a time at the identical time as schooling have end up taken into consideration
to be the waste of time, cash and assets, and taken into attention to be unproductive.
Recruitment, including recruitment channels- Recruitment is explained as an activity to find
out the resource of workforce to meet the need of the recruitment plan and to provide work for
effectual measures to assemble the need of the staffing plan and to utilize efficient measures for
getting attention of applicants in appropriate numbers to make easy proper selection of the right
candidates (Study of Recruitment & Selection Process in Aviva Life. 2020). In Aviva, the Human
resource function of the company consider different channels or tools of recruitment such as
internal sources like transfers, promotions, upgrading and demotion of present workers, retired
and retrenched workers etc. Along with this, they also consider outside sources of staffing like
press ads by endorsing position in newspaper and journals, campus hiring, take support of
placement agencies and service connections, labour outworkers, unwelcome candidates, worker
recommendation and employment at gate etc.
Selection methods- Selection is the procedure of interviews, reference checking and trying out
or assessment that enables the firm to ensure the high-quality individual is appointed, utilising
powerful, honest and equitable practices. Selection is largely a series of hurdles or steps every
one should be successfully cleared earlier than the applicant proceeds to the subsequent step. The
time, emphasis and series of levels will range amongst businesses (Matata, 2017). There are
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