Talent Management: Strategies, Gender Pay Gap, and HR Practices

Talent
Management

Table of Contents
INTRODUCTION...........................................................................................................................1
PART 1............................................................................................................................................1
TASK 1............................................................................................................................................1
Identify firm’s current talent management strategy.....................................................................1
TASK 2............................................................................................................................................3
Gender pay gap reporting ............................................................................................................3
TASK 3............................................................................................................................................7
Analyse current external factors that would impact their HR practices......................................7
PART 2............................................................................................................................................8
Recommendations report and podcast.........................................................................................8
CONCLUSION..............................................................................................................................10
REFERENCES..............................................................................................................................11

INTRODUCTION
The term talent management is a procedures to involves attracting and retaining their
employees for develop skills and motivate employee for their performance in an enterprise (Ali
and Guha, 2018). It is all about improving performance of an organisation through practices that
makes more productive. Selected organisation is Aviva is a life insurance firm which is formed
between Dabur invest group and Aviva group. It can began operations in July 2002 and it was
founded in 1884 in UK. For this assessment, it includes various topics such as identify current
talent management strategy, gender pay gap reporting, identify environmental factors impact on
HRM practices and recommendations that one gap should be identified.
PART 1
TASK 1
Identify firm’s current talent management strategy
Business strategy and HR strategy: This strategy consist of taking all decisions and
actions that firm can accomplish their goals and objectives in the marketplace (Asplund, 2020).
Aviva follows investment strategy which should be consistent their long term approach in
security selection. They focus on invest in best quality models and process at reasonable measure
and emerge various different sectors. HR strategy is a long term plan that would be created
objectives in field of human resource and capital management for development of organisation.
When Aviva develops a strong strategy for recruitment and selection so that they hired best
candidate to improve their bottom line and increase their customer satisfaction of employee.
Recruitment and their channels: It is a procedures that firm identify, hiring, selecting,
interviewing to choose their best candidate and involve choosing their individual with unpaid
roles. It is a strategy to suitable selection should be conducted in an organization. Aviva use
corporate websites and online job boards channels are as mentioned below:
Corporate websites: This means firm can look their candidates when they search for any
job post and especially if they have start a new start-up and no one knows about their company to
check out their websites. This website provides a quality of firm but they have an greater way to
market to potential clients and employees.