Aviva Plc: An HRM Report on Talent Acquisition and Management

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Human Resources Management
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Table of Contents
Introduction................................................................................................................. 3
LO1 (P1, P2)...............................................................................................................4
LO2 (P3, P4)...............................................................................................................9
LO3 (P5, P6)............................................................................................................. 11
LO4 (P7)....................................................................................................................14
Conclusion................................................................................................................ 19
Reference list............................................................................................................ 20
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Introduction
“Aviva Plc” is one of the leading multinational insurance companies across the UK
premises. The company was established in 2000, headquartered in London, UK. The
company has more than 30,000-trained employees for performing different business
activities. The company mainly deals with life insurance services, pensions, general
insurance services and others. In the last year, the company generated £17,198
million revenue in business (aviva.com, 2019).
In this modern era, business competition level is increasing spontaneously and it has
created barriers to ventures in order to sustain in this competitive market world. Most
of the ventures including “Aviva Plc” have focused on improving the HR functions in
order to bring positive changes in the firm. HR is the core business function that is
directly associated with recruitment and selection, motivating employees, orientation,
encouragement, reward and compensation, reward management and other
important business roles. In an organization, HR is considered as one of the most
vital business element that improves the performance level of the existing employees
and resource the organization with proper talents.
In this paper, different aspects of HR role in a selected business context will be
explained in a precise manner. Different selection methods that are used by the
selected business organization will also be explained in this paper. The business
organization also follows some effective HR practices such as extensive training,
selective hiring and others, which will be evaluated along with their benefits that they
provide to both parties; employees and employers. Multiple external factors such as
legislations and norms impact over decision-making process of the business
organization and the HR management will be assessed in this portion of the study.
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LO1 (P1, P2)
Explain the purpose and scope of Human Resource Management in terms of
resourcing an organisation with talent and skills appropriate to fulfil business
objectives
P1 Explain the purpose and the functions of HRM, applicable to workforce
planning and resourcing an organisation.
In an organization, HR manager is responsible for perfuming a range of duties for
betterment and development of the entire organization. Ventures of modern era are
likely to have an effective HR department in the firm so that they can manage and
control over all the business operations and processes. In simple words, HRM is the
trick to manage an entire organisational workforce that it can provide benefits to
business organization in terms of raise in productivity, business profitability, growth,
success and market position altogether (Noe et al.,2017). Successful organizations
of this modern era, such as “Aviva Plc” must have effective HR department is the
company for formulating and executing exhaustive business operations. The key
function of a HR manager in an organization like “Aviva Plc” is recruiting the best
possible candidates for increasing standard of the organisational workforce unit.
Apart from this, HR personnel use a number of approaches and models for
performance of the company (DeCenzo et al., 2016).
For an instance, most of the business ventures of modern era use soft or hard
model of HRM in order to better manage their entire workforce unit and improve
organizational performance. Both of the models are completely different from each
other. Soft model of HRM advices to treat employees in such manner that
employees can feel better connection with the company so that they treat their
organization as their family, which improves their performance level as well. On the
other hand, the concept of hard HRM model is completely different from soft model
of HRM. This hard model of HRM advices to consider the employees as the labour
assets to build financial assets of the company. In simple words, this model states to
use employees only for accelerating organisational productivity and profitability
simultaneously. However, most of the successful and popular business organizations
are likely to treat their employees as vital business assets. Hence, most of the
ventures including the specified one follow the soft model of HRM in order to make
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healthy relationship with their employees and influence business growth and
success.
Figure 1: Best Fit model
(Source: Bratton and Gold, 2017)
In this process, HR department also uses the Best Fit model and Best practices to
speed up the growth and development process of the employees. Best practices are
designed to improve employee performance so that business organizations such as
“Aviva Plc” can use these best practices in their firms to bring positive changes in
the firm and to increase business performance effectively. Additionally, Best fit
model is another key consideration in this business context (Armstrong and Taylor,
2014). This model allows business ventures and their HR personnel to adopt the
most suitable model in the firm so that employees can better focus on accelerating
growth and improving performance.
Apart from this, HR personnel of the specified origination are direly associated with
multiple important responsibilities to play within the organizational premises of
“Aviva Plc”.
Recruitment and selection
In an organization, the most crucial role of a HR manager is recruiting best quality
candidates from multiple applicants those who can support the company is facing
future business challenges in an effective manner. HR personnel of “Aviva Plc”
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measures and assess the vacancies in the firm and then conducts recruitment
process to attract and recruit potential candidates from different corner of the world
(Armstrong et al.,2016). Orientation
In organizations, new employees are not familiar with the culture, staffs and working
styles so that employees need time and assistance from HR and other colleagues in
understanding their respective job role in the firm. Hence, providing orientation to
new employees is the HR’s responsibility that actually influences new employees to
contribute towards accomplishment of organizational business objectives in better
manner (Cascio, 2015). It provides clarity to workers to take active participation is
meeting organizational targets.
Adopting flexible work environment
It is the responsibility of the HR manager to adopt the most prefabricated and flexible
work environment, where employees can work freely and in precise manner.
Workers are interested in working in flexible work environment along with safety
features. It improves the motivation level of the workforce unit and encourages them
to perform better. Additionally, due to flexibility in working hours and working
environment, employees feel better connection with the company, which allows
building and developing strong employee employer relationship in the firm. HR
focuses on marinating healthy employee-employer relation for better employee
engagement in the company that is another key consideration in business context.
Training and development
Training is important to speed up the professional and personal growth and
development process of the employees. Human resource department has the
responsibility of extending standard of employee performance to generate higher
profits and better market position. HR personnel of the specified business origination
arrange training and development program, where employees get the excellent
chance of strengthening skills and extending their knowledge boundaries for making
their career brighter. Trained employees have the ability of accelerating productivity
and organizational sales performance (Cohen, 2017). Alternatively, by providing
training to employees, HR manager of “Aviva Plc” influences the employees to
generate high revenue in business.
Overall, the HR personnel of the specified organization is associated with multiple
important roles and responsibilities that are directly linked with employee motivation,
job satisfaction, increased business profits, enhanced market shares and others.
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Thus, researchers have defined HR management is the core department of modern
business ventures.
P2 Explain the strengths and weaknesses of different approaches to
recruitment and selection.
Recruitment is considered as a positive business action or public relations exercise
for recruiting workable candidates in the firm from both inside as well as outside of
the organization. The key aim of recruitment is obtain both right type and right
number of people those can contribute to accomplish business objectives. In this
modern business scenario, recruitment of talented and skilled employees has
become such necessity for ventures in order to gain competitive advantage in
business domain (Greiner, 2015). However, recruitment process can be classified
into two major segments; one is internal recruitment and the other one is external
recruitment method. Both of these recruitment methods are effective and can be
used by business ventures to recruit best possible candidates for the organization so
that the company can run smoothly. External recruitment is while the business looks
for filling the vacancies from any type of suitable candidate outside the business
premises. On the other hand, internal recruitment is while the business looks for
filling the vacancies from within its existing employee department and their family
members. In internal recruitment, employees can be hired through reference of other
effective employee those who has worked or has been working in the company.
Additionally, both of these methods are associated with pros and cons. Internal
recruitment process is cheap and time saving, where external methods take much
time to select candidates from a list of eligible applicants (Bidwell and Keller, 2014).
On the other hand, internal recruitment method is less reliable compared to external
recruitment process in terms of recruiting capable employees for greater production.
In “Aviva Plc”, both of these methods are used for making the recruitment process
effective and efficient enough to reach out and hire the most capable employees for
the origination.
Apart from this, a number of selection methods are available to business
organizations such as psychometric tests, aptitude tests, presentations, group
exercises, interviews, online screening and others. In simple words, selection is the
process to choose the most effective candidates for filling job vacancies. Most of the
successful modern firms use multiple selection methods rather than a single method
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for better selection of next generation employees. In “Aviva Plc”, mainly aptitude
test, psychometric test and interview methods are used for selection of viable
employees. However, all these methods are associated with benefits and drawbacks
that are as follows:
Aptitude test
Aptitude test is a part of hiring process that can be extremely useful to show
strengths, limitations and talents of a person in precise manner. It checks the ability
of the candidates and capacity to perform in future.
Advantages Disadvantages
 It takes less time and cost to
conduct.
 It is easy to conduct.
 Aptitude test is not so reliable that
selection decision can be made
just over the results of aptitude
test.
Table 1: Advantages and disadvantages of aptitude test
(Source: Created by learner)
Psychometric test
Psychometric test is one of the most reliable and complex methods of selection that
are mostly used by well-established and skilled organizations for selecting the best
quality candidates (Beaujean, 2015).
Advantages Disadvantages
 It is reliable
 It takes less time to select
eligible candidates along with
all the organizational required
skills
 Psychometric test is complex and
need experts help to conduct the
selection process
 It is costly selection process
compared to other processes.
Table 2: Advantages and disadvantages of psychometric test
(Source: Created by learner)
Interview
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Interview is another reliable selection process used by most of the business
organization during hiring employees. It allows judging employees and their
capabilities from a close look.
Advantages Disadvantages
 It allows selecting candidates
after judging their actual
capabilities and qualities from a
close look of an expert.
 The process is reliable
 Many of the candidates face issue
to face interviewer during the
interview process and it might lack
in their performance and
presentation as well.
Table 3: Advantages and disadvantages of interview
(Source: Created by learner)
Overall, “Aviva Plc” uses all these methods of selection in order to make their hiring
process reliable and effective.
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LO2 (P3, P4)
P3 Explain the benefits of different HRM practices within an organisation for
both the employer and employee.
Both the employee and the employer of an organization can enjoy a range of
different benefits through the help of effective and efficient HRM practices. In the
section, different benefits of diversified HRM practice have been described below:
Benefit of training
Training generally play significant role towards increasing the overall credibility and
affectivity of a range of different organizations. This exact skill regarding human
resource activity is extremely helpful towards conducting extensive practices, which
are ultimately beneficial for controlling the overall resources of a particular
organization (Noe et al., 2017). Moreover, HRM practices has also been significantly
helpful at elevating the overall skill set of different employees belonging from
different departments, which is ultimately be extremely helpful towards actualizing
the overall profit of any organization.
Moreover, training as an effective HRM practice has been significantly useful for
achieving continuous employee engagement, which will ultimately be helpful at
retaining an entire workforce, which will ultimately lowers the overall cost of
recruitment and selection.
Training can be extremely helpful towards enhancing the overall interpersonal skills
of different employees, which will ultimately be helpful at their personal and
professional growth. In addition to all of these, the employees can enjoy some other
benefits by conducting appropriate training methods (Chelladurai and Kerwin, 2018.).
As an instance, employees can radically improve their overall communication skill
through taking active part at training, which will assist them, further at making
effective communication regarding their problems. In addition to that, training as an
effective HRM practice has also been effective at performing better as a team as
through the help of training they can get to know about how to manage their
particular roles as their respective teams.
Different benefits of programs regarding reward management
The entire systems of reward management are generally being controlled and
assessed by the HRM department and it can also provide adequate benefit towards
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both employees and employers. In addition to that, it can also access that effective
and efficient reward management process can radically help employees to enhance
their spending capability. On the other hand, it is also valuable for employers since
while selecting employees for the reward management system, they can easily
navigate some basic ideology regarding the current performance assessment of their
employee base (Brewster et al., 2016). It will help them to understand the skill gaps
of their existing employee base so that they can restructure their entire training
process in accordance with these skill gaps.
P4 Evaluate the effectiveness of different HRM practices in terms of raising
organisational profit and productivity.
The overall productivity of any organization mainly depends at their diversified HRM
practices at certain extension. Both off the job and on the job training for the entire
employment base have been radically use for enhancing the overall growth of an
entire employment base. Training as a HRM practice and process can be extremely
helpful towards providing some significant knowledge regarding latest informational
technologies, which can be helpful at enhancing the overall online presence and
aspects of different organizations at certain extension. Extensive HRM practice and
training can be extremely helpful towards making promotional contexts and many
others (Reiche et al., 2016). This will automatically results into increased productivity
and profitability at far greater extension. Effective HRM practice can positively cut
down the overall cost regarding organizational affectivity and efficiency.
Moreover, employee reward management system as an extensive practice of HRM
might also be extremely beneficial towards enhancing the overall productivity and
profit ration of a range of different organizations (Guest, 2017). Since reward
management system increase the overall motivational level of employees, they will
become more productive and ultimately resulting into increased profitability ratio and
productivity.
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LO3 (P5, P6)
Analyse internal and external factors that affect Human Resource Management
decision-making, including employment legislation
P5 Analyse the importance of employee relations in respect to influencing
HRM decision- making.
Employee relation generally refers towards such a term that has been extremely
helpful for different organizations at managing the core relationship between the
employees with their respective employers. In recent scenario, every organization
has the opted to increase their respective employee relation factors, as they know
that effective and efficient employee relation is the key of moving up organizational
productivity and proficiency. In addition to that, it has been come to know that
satisfied and motivated employees are usually much more productive, in comparison
with unsatisfied, demotivated employees.
The overall selling rate of different organizations can also be increased significantly
through the assistance of influential HRM decision-making process. It is inevitable
that the most significant asset from the perspective of any organization is their entire
employment base. Therefore, it is extremely essential for different organizations to
move up their diversified policies regarding HRM decision making process so that
value their overall employment base. Moreover, effective and smooth functionality of
business practices from the perspective of different busies ventures can enhance the
operational level of different organizations so that they can avoid any form of
confliction from their entire organization. In addition to that, the overall quality of
different products and services can also be increased significantly due to effective
employee relation and influencing HRM decision making. The loyalty of employees
belonging from different organizations can also be increased significantly due to the
effect of significant employee relation at certain extension.
Organizations are needed to conduct some activities and seminars so that they can
make and maintain good and strong relationship with the employees. Apart from all
of these, prefabricated employee relation might also be extremely helpful towards
analysing the decision making process of diversified organizations. Since employees
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