Talent Management in Aviva: Strategies and Impact of External Factors

TALENT MANAGEMENT

Table of Contents
INTRODUCTION...........................................................................................................................3
PART- 1:..........................................................................................................................................3
Task-1: Firm’s current talent management strategy....................................................................3
Task-2: Gender pay gap reporting...............................................................................................4
Task-3: Identification of environmental factors impacting HRM...............................................5
PART-2:...........................................................................................................................................8
Recommendations........................................................................................................................8
CONCLUSION................................................................................................................................9
REFERENCES................................................................................................................................1

INTRODUCTION
Talent management is said to be one of that strategy that is followed by every organisation in
order to bring about and enhance the required qualifications as well as the assessment from the
employees. It is said to be an anticipation that is performed as well as identified in the
organisation upon meeting the needs that had to be covered and to be made at regular interval of
time. There seems seem to be a different pace that is followed in the organisational policies
everywhere and in the field that the organisations are operating there seems to be an interest that
is gaining at a rapid rate (Claus, 2019). This interest is dealing with certain practitioners that will
involve factors to contribute for the growth of the company. The factors nothing but the talents
that are maintained at a proper level in the organisation such that the company can attend the
level of being the best out of the lot. The entire report deals with the talent management prospect
in the organisation as well as the factors that are associated with. The organisation that is chosen
in this regard is Aviva. The organisation Aviva is one of the British multinational insurance
company that gains profits by its strategies as well as the talent management by the company. It
has a customer base of around 33 million and it is present in almost 16 countries in the United
Kingdom. The report brings forth the aspects of the company Aviva in terms of talent
management.
PART- 1:
Task-1: Firm’s current talent management strategy
Talent management strategy is set to be added by every organisation in order to bring for the
essence of development in organisation. Talent management system as to be followed by every
Organisation in order to bring forth the ideas and ideologies that are required for Organisational
Development. The employees or the workforce will have to be aware of the ultimate certainties
that are pertaining in the organisation such that they will get to know the aspects that are
deploying in the organisation (Pandita and Ray, 2018). The company Aviva being one of the
insurance company will have to deal with different prospects and the talent in terms of
maintaining the strategies will have to be immense. Therefore for this prospect the company has
employed certain talent management strategies that will focus upon covering the entire 60000
staff in the organisation. It is not easy to maintain the policies with our huge staff when even one
person is not perfectly fit in the company. Therefore in order to balance every activity in the
organisation that will contribute for a better talent management system the company has focused

upon employing ET web system from stepstone. In talent management it is an essential factor to
balance the workforce as well as the activities that are pertaining in the organisation. For this the
company Aviva focuses upon the system called stepstone which is designed purposefully in
order to develop the entire staff of the organisation. This can help them deal with internal aspects
which are the promotions has the last the new hiring processes that will pertain in the
organisation. Succession planning is said to be one of the aspects that the company majorly
focuses upon. For this there are senior level promotions that are incorporated in the organisation.
These promotions can be attained by those that are valuable towards talent management. in order
to boost the Careers of all the employees that are present in the organisation the ET web system
will help them to attain their policies as well as a service features that are important to be dealt
with full stop certain feedback can also be achieved through the line of manager as well as the
different professionals that are in the organisation (Whysall and et.al, 2019). The skills and the
objectives will have to be sharpened at regular intervals of time in order to stay updated with
different technological developments that at present in the world. the insurance companies will
probably deal with the development aspects according to different divisions that are made in the
year. For the company of the development will pertain in the first quarter of the next year. These
are usually tackled by the senior management staff in the organisation. Every aspect revolves
around the most prominent part of the organisation which is finding and developing the team as
well as the employees such that the organisation can stay committed to the objectives and targets
that are to be achieved at regular intervals of time.
Task-2: Gender pay gap reporting
When it comes to payment in the organisation there seems to be different modes of payment that
is tackled in the organisation. The workforce consists of both male and female and they are
differentiated upon the terms and policies that are followed in the organisation. Based on this
differentiation there is also a kind of strategy that is being adopted by different companies in
order to provide the wages according to the gender. This is termed as gender pay GAP. This
means that both the male and female are not paid accordingly. Generally most of the companies
will offer more pay to male than female. This distinction between the genders is said to be a
typical phenomena that is practiced by many organisations all over. The two kinds of distinction
between the male and female pay are regarded as non adjusted and adjusted gap. Since the pay is
varied for both male and female therefore the work is also distributed between them accordingly.