Brightside Insurance: Analysis of Talent Management Strategies Report

This report provides a comprehensive analysis of talent management practices at Brightside Insurance. It begins by identifying the firm's current talent management strategy, including recruitment, selection, performance management, reward systems, and equality and diversity policies. The report then delves into the gender pay gap within the organization, presenting statistics and analysis. Furthermore, it identifies the environmental factors, such as the COVID-19 pandemic and digitalization, impacting HRM practices. The second part of the report offers recommendations and insights, discussing the research rationale, the problem of gender pay gap, and potential solutions. It emphasizes the importance of strict laws, social media awareness, and organizational efforts to bridge the gap. The report concludes with references to relevant literature, providing a solid foundation for understanding the complexities of talent management and gender equality in the workplace.

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.

 Selection Methods
Post sourcing and attraction of the talent the company looks forward to selection and screening
process In order to choose the candidates who fit into the job criterion. The candidates who are
applicable for the further procedure are selected for the final round of interview. The most
suitable candidate is selected and on boarded into the organisation.
 Performance Management – including appraisal system
In Brightside Insurance, the human resource section implements its performance management
procedures by keeping an eye on the prospective performances of all the employees catering in
the organisation. Excessive monitoring is taken into consideration by the HR department in order
to identify the necessary alterations and changes that needs to be done time to time in order to
increment and enhance the productivity of the employees serving in the concerned firm. 360
degree appraisal system is also taken into consideration by the HR department of Brightside in
order to elevate the standard of performance in the organisation and appraise the talent which
deserves recognition and rewards within the business firm.
 Reward Management
The human resource department of bright side concentrates upon empowering the workforce for
their efforts and rewarding the ones who have exhibited brilliant performances in their field of
work. The HR department of the concerned business firm involves a variety of benefits to the
workforce such as the pension scheme, life insurances, health plans and allowances, holidays and
other forms of Perks and Benefits (Harsch and Festing, 2020). The company believes in
providing adequate finance assistance to the individuals who are need of the same and allow
them to strive for their dreams and goals in a deliberate manner.
 Equality and Diversity Policy
Brightside Insurance organisation believes in the equal treatment of all the employees
irrespective of their background, culture, race, language etc. Various policies and procedures
have been formulated in order to protect and preserve the right of the employees working in the
organisation. One of the same can be stated as the implementation of strict action against any
employee who has been caught discriminating or indulging in unfair means, unequal treatment,

and injustice within the organisational environment (Järvi and Khoreva, 2020). Moreover every
employee is given the equal opportunity for growth, development as well as other perks and
benefits in the organisation. Diversity is promoted within the firm by incorporating employees
from different parts of the world in the standard workforce and eliminating the nepotism and
other forms of unethical practices within the concerned business entity
TASK 2
Gender Pay Gap Reporting
• Analyse the Gender Pay Gap report statistics for your organization.

According to the above statistics, it can be stated that the gender pay gap in terms of salary is
12% between males and females within the concerned organisation. Gender pay gap in context to
bonus is 46% within males and females in Brightside Insurance organisation. The majority of the
bonuses have been provided to the men in the last couple of years whereas women are provided
less compared to the same. From the above statistics of Brightside insurance organisation, it can
be assessed that the majority of gender pay gap is seen in the upper quartile which is 63 %of
males whereas 37% of females.
TASK 3
Identification of environmental factors impacting the HRM practices
The ongoing pandemic has increase the attention of the HR department towards ensuring the
safety as well as health concerns of the individuals or the employees serving in the respective
organisation. The HR personnel of Bright Side insurance organisation is following the necessary
communication protocol that has been regulated by the government. Masks and application of
sanitizers is a compulsion in the organisational setting (Luna-Arocas, Danvila-Del Valle and
Lara, 2020). The company is investing its time and efforts on maintaining the proper hygiene as
well as the health concerns within the workplace by providing the necessary assistance to the
employees in case of any emergency.

Safety of the employees has become the primary concern for the organisation. The organisation
is taking the right measures and steps that are prominent in the need of the hour in order to
protect the employees from further human contact and provide the same with work options
through which they can work with minimum contact. Work from home has been provided to
various departments in the organisation in order to reduce the workforce count at the potential
workplace and decrease the human connect within the employees. The social distancing
phenomenon is taken very seriously within the organisation and every employee is maintaining
the much-needed distance from their peers in order to ensure that their colleagues and peers does
not get infected with the virus.
The HR department is also taking various necessary steps in order to engage the employees
within the organisational setting. The motivation of the employees in building their confidence to
deliver their best capabilities is also being accelerated within the organisational enterprise
(Thomas, 2020). The safety and security of the employees is being promoted within the firm in
order to ensure that every employee is protected from the virus and is compelled to deliver its
best endeavours in order to achieve the organisational objectives with great productivity and
effectiveness.
In these tough times, it is very important for the HR department to carry out activities that can
help the workforce to release their stress and anxiety and focus upon the better aspects of life and
career. In order to do the same zoom discussions are organised time to time in order to facilitate
meet and greet within the employees. The former allows them to share their queries and concerns
with the HR department so that the department can try their best to deliver the best service to
their employees. The Hr department of Brightside is assisting the employees to work flexibly and
easily at their homes without any burden or baggage.
The digitalisation of the corporate world is also something that Brightside insurance is trying to
capitalise in an effective manner. Hiring and on boarding process of bright side insurance has
become completely digital (Wiblen and Marler, 2021). The interviews and the further
recruitment process is being processed online in order to recruit talent which is comfortable
working online and is very flexible and adapt to the changing dynamics of the business
environment. The company is trying its best to cope up with the changing trends in the business
environment. Brightside Insurance is also optimising upon social media in order to promote its

services among the prospective individuals who are interested and keen in investing in the same.
Search engine optimisation is also being facilitated by the firm in order to reach larger set of
audience and persuade the same to look at the services provided by organisation so as to increase
the overall popularity of the organisation in the corporate market.

PART 2
Research rationale:
The research has shown possible shortcoming and serious gender pay gap which coherently
increasing into the organization is working on small level. The researcher has found this issue
throughout the analysis due to which various internal and external factors impact on organisation
productivity and its existence(Baert, 2018). It will help the researcher to provide their own ideas
and beliefs in order to reduce this gap so that the organization could overcome it within a limited
time. This issues drive from the annual report of Brightside group who does not maintain the
equality in paying system for men in women. Therefore the research has studied about the gender
pay get through conducting relevant literature sources and personal observation.
Description of problem
The organization is working for their customers to serve them the best facilities and make
immense profit by enabling the efforts of their workforce. Therefore, talent management teaches
them about employee retention and their welfare into the organization which is necessary beyond
the expectation. Without maintaining talent appropriately in the organization the company would
come under the high termination rate and face many problems in the society and could come
under legal actions. So that business requires effective strategies in order to recruit and select the
best human resources by providing them effective training and development programs and work
on their equality and Diversity policies. The problem of gender pay gap is rising from past so
many years, this old issue is now coming to low rate it as compared to past scenario. This issue is
nevertheless the major in the economy due to having same culture and beliefs followed by men
in women. This issue affect the career of women’s who are incredibly talented and has capability
to take the organization on an unexpected reach(Kumari, 2019). According to the study it was
identified that in US women are still paid less than men in about 20%. This issue to is not
between men and women but also give rise to colour and cultural differences also. Like women
with dark complexion get even less payment. The Insurance company Brightside group has their
renowned operations in all over UK but has not fulfilling the requirement of society and
economy in maintaining equality into workplace.

Description of solution
So that the required solution in order to reduce the gender pay gap which could be eradicate by
following strict law into local regional and national level. The laws need to be much strict to get
influence Brightside Group of Company by shame their image into market. A legal standard
would take serious action regarding eliminating the gap. In nowadays social media is becoming
root for every these problems which are not undertaken by organizations, social media could
help in fight for gender payment gap by bye creating much awareness and take steps to make
every people know about what the company is doing so that the organization will surely take an
action in order to manage its image into market. Becoming a social media active will create
much support for the women who did not get pay as per their working hours in right side group
for stop as the data reveal that women get only 69% less bonus pay as compared to men. t is also
necessary to take accounts into consideration of the company Brightside group in order to
analyse how much discrimination they with their woman workers(Lambrecht, and Tucker,
2019). This could be also a reliable solution for the workers who did not get their payment on
time and take legal action as per the proof. The organisation could solve this issue of gender pay
by evaluating effective HR strategies in order to provide women workers equal level of
remuneration. HR needs to create a positive and equal level of environment so that all the
employees work together with same level of inspiration and look out for each other. Brightside
Company comes under the evaluation of discrimination in payment system which impact on their
potential image and profitability into large market. Therefore the actions need to be made really
soon by making amendments in strategic policies and payment schemes into organisations. The
HR need to hire employees who fulfil the requirements of companies’ ideal position and on the
basis of their potential and knowledge. They should not hire women workers to exploit their
rights and making them feel less valuable. Recruitment and selection procedure must be on the
basis of talent and knowledge not on colour and gender. By accessing this recommendation , the
bright side groups could think of maintaining a positive picture into market. There should be no
negotiation and unfair practices by conducting nature of pay and promotion.
Implementation of recommendation
The recommendation will implement into the Brightside group by enabling staff
verification as per their talent and working criteria and executing the best HR strategies in order
to make policies for every employee welfare. The company needs to start giving bonus and