LSBM205 Talent Management: An In-Depth Report on Bentley Motors

This report provides an analysis and evaluation of Bentley Motors' talent management strategy, examining various aspects such as business and HR strategy alignment, recruitment channels, selection methods, performance management (including appraisal systems), reward management, training and development initiatives, equality and diversity policies, and discipline and grievance procedures. It delves into the organization's gender pay gap statistics, highlighting trends and actions taken to reduce the gap. The report also identifies environmental factors, particularly the impact of COVID-19, on HRM practices within the company. Furthermore, it offers recommendations aimed at addressing shortcomings and reducing the gender pay gap, including a poster outlining the steps for implementation, emphasizing the importance of creating a safe and valued work environment, utilizing effective motivation tools, and implementing comprehensive training and appraisal methods to enhance employee skills and performance.

Talent Management

Contents
INTRODUCTION...........................................................................................................................1
PART 1 ...........................................................................................................................................1
TASK 1 ...........................................................................................................................................1
The analysis and evaluation of various information to identify the current talent management
strategy.........................................................................................................................................1
Business strategy and HR strategy....................................................................................1
Recruitment including recruitment channels ....................................................................1
Selection method ..............................................................................................................2
Performance management including appraisal system .....................................................2
Reward management ........................................................................................................2
Training and development ................................................................................................3
Equality and diversity policy ............................................................................................3
Discipline and grievance procedure ..................................................................................3
TASK 2 ...........................................................................................................................................3
Gender pay gap ...........................................................................................................................3
Analyse the data highlights any trends, notable changes and actions that the organisation has
taken to reduce the gap................................................................................................................4
TASK 3 ...........................................................................................................................................4
Identification of environmental factors impacting the HRM practices ......................................4
PART 2 ...........................................................................................................................................5
Develop a recommendation that will help the organisation to reduce the gap or shortcoming ..5
Poster needs to present an outline of the steps the organisation needs to undertake the
implement the recommendation ..................................................................................................7
CONCLUSION ...............................................................................................................................8
REFERENCES................................................................................................................................9

INTRODUCTION
Talent management refers to the attraction, application, selection as well as retention of
talented workforce, that includes a sum of HR processes in the life cycle of employees. It
includes employees planning, workforce engagement, development and learning, recruiting,
performance management, on boarding, retention as well as succession in the organisation to
achieve the target. To explain this, report the selected organisation is Bentley Motors which was
a British manufacture company (Ambrosius, 2018). It was established in 1919 by H.M. Bentley
and W.O. Bentley to provides luxury cars and SUV s and marketing services in the UK.
The report covers the analysis and evaluation of various information to identify the
current talent management strategy. Further, it defines the analyse the gender Pay Gap report
statistic for the organisation. It covers the current external factors impacting the companies HR
practices. At last, it highlights the recommendation report and poster.
PART 1
TASK 1
The analysis and evaluation of various information to identify the current talent management
strategy.
Business strategy and HR strategy
Business strategy refers to the set of activities as competitive actions and moves which
Bentley Motors uses to compete successfully, attract customers, improving performance as well
as achieve organisation objectives effectively. The business strategy outlines the plan for
working, operation and for the employees to perform well to reach the hight of success.
HR strategy refers to the roadmap and plan of action of managers of Bentley Motors for solving
the biggest challenges with individual centric solutions (Bhatia and Baruah, 2020). It includes
HR manager efforts while making policy as well as plans for recruitments, compensation, talent
management, corporate culture as well as succession planning.
Recruitment including recruitment channels
Recruitment refers to the process of finding, selecting and hiring the most suitable
candidates for a particular job or position. In Bentley Motors, it is the process which start from
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collecting and observing the resumes, then organising job interviews at last selecting as well as
on boarding the perfect employee to perform their practices for the company growth. In Bentley
Motors, the HR managers use multiple recruitment channels such as web advertising, by
contracting recruitment agencies, social media, campus recruitment, and referrals (Cascio and
Aguinis, 2018).
Selection method
Selection refers to the process of selecting and picking up persons among the many job
applications with competence and essential qualifications to fill vacant jobs in the company
(Dalal and Akdere, 2021). In Bentley Motors, the HR managers evaluate application form and
CVs of many job applicants and then start their selection process to hire employees. Selection
process of the Bentley Motors includes many steps such as application, resume screening,
screening call, assessment test, face to face interviewing, background checks, references checks
at last decision and job offers to the selected candidates.
Performance management including appraisal system
Performance management is a tool which is used by managers to monitor, evaluate and
improve employees work in the organisation. In Bentley Motors, the managers and leaders set
performance management objectives to make the competitive environment where employees can
put their best efforts to perform the task best as well as produce the high standard quality work
with most effectively and efficiently (Khoreva and Vaiman, 2021). The managers compare the
performance of employees to generate confidence, motivation and determination among
employees to give their full efforts to receive rewards, appreciation and promotions. The
manager of Bentley Motors uses grading system to evaluate the performance to determine the
shortfalls and achievement in the employees performance so the give suggestion to them for
improvement.
Reward management
Reward management refers to the formulation and execution of policies which aim to
reward workforce equability, fairly as well as consistently as per their work or post in the
organisation. The manager of Bentley Motors give reward to their employees for their great
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efforts or outstanding work to motivate and make them feel valued to increase the productivity of
the company (Latukha and Veselova, 2019).
Training and development
Training and development refers to the educational activities in the Bentley Motors which
are organised to improve the skills and performance of employees or group. These programme is
designed to advancing the knowledge and skills as well as create motivation or confidence
among employees to perform complex and specialised task. IN Bentley Motors, the managers
conducted workshop, seminars, conferences, on job training, off job training and job rotation to
provide training according the need and position of employees. By contracting various training
agencies and other big companies the manager of Bentley Motors provide training to the
employees (Latukha, 2020).
Equality and diversity policy
Equality and diversity strategy in Bentley Motors are the evidence of an effective people
management and positive work environment. In Bentley Motors, all the applicants and
employees have to be given fair and equal opportunities without any partiality on basis of their
race, age, gender, sexual orientation and religion.
Discipline and grievance procedure
Procedure of disciplinary is used by the manager and leader to dictate and guide the
performance of employees as well as evaluate their performance as per the plan. A grievance
procedure is used by the leader to handle problems and deal with the complaints rises by the
employees or in their work (Nowak and Scanlan, 2021). The manager of Bentley Motors makes
strategy to maintain discipline in the working and behaviour of employees in order to reduce
problems and conflicts among them.
TASK 2
Gender pay gap
Gender pay gap refer to the average difference among the salary, remuneration and
increment for men and women working in the organisation. Generally, salary and increment of
the women is less as compare to men salary and increment. Due to differences in occupation,
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benefits, working hours, job experience and complexity of task. In Bentley Motors, the pay scale
of men and women are different due to these reasons as well as they think women are weaker
and cannot carry out the task properly as the men does (Saurombe and Barkhuizen, 2022)
The summary of the gender pay gap over the previous four year of Bentley Motors are as follows
Year Mean pay gap in % Median pay gap in %
2018 21.80% 23.10%
2019 24.40% 24.40%
2020 21.60% 24.40%
2021 17.40% 18.50%
In the year 2021, the Bentley pay gap report shows decrease in overall employees by
18.75% decline in male employees by 18.41% as well as decline in female employees by
21.34%. due to COVID 19 the gender pay gap between all the staff members in 2020 was 15.5%
which was from 2019 that is 17.4%. in last four years the mean pay gap show fluctuation or up
and down by 3 % as well as median pay gap show fluctuation by 1 or 2 % (Bentley, 2021).
Analyse the data highlights any trends, notable changes and actions that the organisation has
taken to reduce the gap
Bentley Motors take many actions to reduce the gap of gender pay they make proper
report and evaluate all the data for past year to make societal changes and improvement in the
gap for the benefit of employees and retention of them. To support female employees, they hire
more female in fast year and provide training to promote the women and their efforts in the
growth of company. They create healthy workplace environment for women so they work can
late till night as well as stay in the company for the development and training program. They
provide equal opportunities to both men and women as well as support them to take initiative to
get positive response from them and boost the talent pool and engagement of women in the
industry (Schreuder and Noorman, 2018).
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TASK 3
Identification of environmental factors impacting the HRM practices
In recent times the most impacting environmental factor is COVID 19 which has
impacted the working, operations, sales and premises of many companies. In Bentley Motors, it
has also great impact on the company cost, working methods, policies and values of employees.
During COVID 19 the HRM have to change their working policies, practices, strategy and
procedure for the employees (Self, Gordon and Jolly, 2019). The company adopts many changes
such as home working, social distancing and transformation in their arrangements which create
disturbance and confusion among employees working. Many employees generate fear of losing
their life, many employees enjoy working from home, many employees leave their job. As well
as to follow the guidelines of COVID 19 many employees find difficulties to adopt changes in
their working and do not perform their task well which leads to decline in the productivity and
functioning of the company.
It also impacted the practices of HRM in Bentley Motors as they have to change their
policies, sitting arrangements of the employees in order to maintain social distancing to prevent
form the spread of corona virus. They also provide facility of work from home to many
employees who belong to different place or different countries which creates many problems and
confusion among the working and understanding of employees (Shulga and Busser, 2019). All
the changes, transformation and policies impacted the premises, production function,
management as well as performance of employees in Bentley Motors which leads to decline in
sales, productivity as well as increase cost and time of production process.
PART 2
Develop a recommendation that will help the organisation to reduce the gap or shortcoming
There are many problems in the recruitment, appraisal system, reward system, gender pay
gap and many more in the Bentley Motors which they need to improve for the smooth working,
talent retention as well as increase the profitability and productivity of company. To reduce the
high employee turnover as well as gender pay gap the HRM take many actions and make
effective strategy for the talent management. They make proper report by evaluating the data of
past years to get clear image of their employees working, turnover and the ratio of male and
female workforce in the organisation. The manager must provide healthy and safe working
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environment to the employees both male and female so they feel safe and valued. The manager
also use various motivation tool such as conducting training and development program to
improve the skills of employees for their personal development as well as they also perform the
task in a better manner as before (Sivathanu and Pillai, 2019). By providing training through
various methods such as conducting seminars, workshop, on job training, off job training for the
employees so they create a sense of feeling to be valued and take interest to learn new things to
improve the skills and quality of their performance. They can also provide training by job
rotation, role play as well as sending the employees into another company as well as training
agencies to get special knowledge and learn technical skills to perform the complex task. They
can also use various appraisals method such as KPI, benchmark, 360 degrees and many more to
evaluate the performance of employees and compare their performance with pre-set target as
well as performance of other employees to give them suggestion for the improvement. By using
these techniques, the management can find out the mistakes, error, shortfalls and achievement of
employee’s employees to give them rewards for the good work as well as suggestion for the
improvement. By these they can engage more the work force towards the achievement of
organisation goal.
The management make most effective strategy for business and for talent management in
the Bentley Motors to recruit, hire and retention of experience employees for long run as well as
to reduce the cost incurred on selection process frequently. The recruitment process of Bentley
Motors is very outdated and lengthy which take most time and cost to recruit the candidates of
the job role. By using various channels of recruitment such as campus recruitment, web
advertising, networking of agencies, referrals and direct hiring the HR manager can pick most
suitable candidates to the vacant job role which bring innovation and new energy among old
workforce. By recruiting best and experienced candidate they can increase the productivity and
quality of their product which leads to increase in sales and market value. They must hire
experienced and new talent to get better ideas, innovation and smart way of working in the
organisation which also helps other employees to work smartly and achieve the organisation goal
with less time by using various smart or digital techniques (Tarique, 2021). They can also use
various motivation and reward techniques such as bonus, recognition, promotion, incentives as
well as extra pay for better work to motivate and encourage employees to work with their best
abilities and give their full efforts to achieve the target of task effectively and on time. By
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implementing most effective equality and diversity policies they can provide best or equal
opportunities to all employees by treating them equal as give benefits to all. By treating them
same and provide opportunities as they give male employees for future growth thy can reduce
the gender gap. They can also make same policy regarding benefits, working hours, pay scale as
well as assigning the task for both male and female employees to promote equality among the
industry.
They must record all the data into computer system by using automation software to
maintain the clear and accurate information about all the employees regarding their qualification,
skills, experience and background. By all this information they can classified into various group
and assign task to them as per their skills to create better understanding and coordination among
them. Also, by maintaining proper record they also conduct training program for all employees
and provide them suitable development program as per their interest and needs. The manager of
Bentley Motors can reduce gender gap and retain more employees by interacting with them well,
by building trust among them, by providing job security and safe environment for late night work
as well as by taking strict and fast action for misconduct activity by any employee (Yaseen,
Shatnawi and Obeidat, 2018). They can also solve various problems like miscommunication,
conflicts and delay in working by overlapping through making better work policies, by
transforming organisation structure as well as by using best communication channel to share
information easily.
Poster needs to present an outline of the steps the organisation needs to undertake the implement
the recommendation
Covered in poster
CONCLUSION
As per above presented information, it is concluded that the talent management is
essential part of the company to conduct smooth working in the organisation in order to achieve
organisation goal effectively. It is related with HR practices to attract, recruit, develop,
encourage and retain the experienced and high performing employees in order to get competitive
advantage in the dynamic market. They can also make various policies such as set fixed
percentage to hire the female employees in the company to reduce the gender gap as well as give
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them training and make them capable to work as male employees. They can make changes in
their recruitment process to reduce the shortcoming and gender pay gap.
REFERENCES
Online
Bentley 2021. [Online] available through : <https://www.mottmacbentley.co.uk/gender-pay-
gap>
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Khoreva, V. and Vaiman, V., 2021. Talent management: decision making in the global context.
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Latukha, M., 2020. The Need for New Talent Management Agenda. Covid-19 and International
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Saurombe, M.D. and Barkhuizen, E.N., 2022. Talent management practices and work-related
outcomes for South African academic staff. Journal of Psychology in Africa. pp.1-6.
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Self, T.T., Gordon, S. and Jolly, P.M., 2019. Talent management: A Delphi study of assessing
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Shulga, L.V. and Busser, J.A., 2019. Talent management meta review: a validity network
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Sivathanu, B. and Pillai, R., 2019. Leveraging technology for talent management: Foresight for
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