Talent Management: Strategies, Gender Pay Gap, and Environmental Factors

Talent management

Contents
Talent management..........................................................................................................................1
INTRODUCTION...........................................................................................................................4
TASK 1............................................................................................................................................4
Identify the firm’s current talent management strategy...............................................................4
TASK 2............................................................................................................................................6
Gender Pay Gap Reporting..........................................................................................................6
TASK 3............................................................................................................................................8
Identification of environmental factors impacting the HRM practices.......................................8
PART 2..........................................................................................................................................11
Research rationale:.....................................................................................................................11
Description of problem..............................................................................................................11
Description of solution..............................................................................................................12
Implementation of recommendation..........................................................................................12
CONCLUSION..............................................................................................................................13
References......................................................................................................................................15
Books and journals:...................................................................................................................15

INTRODUCTION
Talent management can be characterised as one of the most important attribute in the business
structure that needs to be regulated in a prominent and effective manner. The objective of talent
management is to recruit potential talent within the organisation which can serve the organisation
with excellent performance standards that can facilitate the firm in reaching greater heights
(Gallardo-Gallardo, Thunnissen and Scullion, 2020). The first part of the proposed report
highlights upon the talent management policies and procedure of Brightside insurance. It also
reflects upon the gender pay gaps within the concerned firm. The report also incorporates the
determination of the potential environmental forces that affect upon the HRM function of the
Brightside insurance organisation. The second part of the report reflects upon the
recommendation and the podcast that can help the firm to bridge the gap and shortcomings that
are restricting the HR practices of the concerned business entity.
TASK 1
Identify the firm’s current talent management strategy
 Business Strategy and HR Strategy
The HR strategy of Brightside focuses upon personal as well as professional development of the
employees. The company believe in providing ample amount of opportunities to the workforce in
order to train them and develop them in a manner that they are able to accomplish the goals and
targets set for the company by showcasing their hard work and dedication towards the same.
 Recruitment, including recruitment channels
The recruitment process of bright side is quite systematic and organised. The company
capitalises upon various portals and websites in order to start its search for the potential and ideal
candidate. The company utilise both online as well as offline recruitment procedures in order to
hire talented individuals within the organisational setting (Haak-Saheem, 2020). The recruitment
channels capitalised and optimised by Brightside can be stated as the LinkedIn, Hr agencies,
Brightside’s official website etc.