Report: Talent Management Strategies and Practices at Lloyds Bank

This report provides an in-depth analysis of talent management strategies employed by Lloyds Banking Group. It begins with an introduction to talent management and its importance, followed by a detailed examination of the bank's talent management strategy, including recruitment, selection, performance management, reward systems, training and development, and the promotion of equality and diversity. The report then explores the impact of regulatory factors such as employment law, the Equality Act, and the gender pay gap on the bank's HRM practices. Furthermore, it investigates the influence of environmental factors, including Corporate Social Responsibility (CSR), on the bank's operations. The report concludes with recommendations for enhancing talent management within Lloyds Banking Group, offering insights into how the bank can further improve its workforce development and overall business performance. The report emphasizes the importance of aligning talent management with business and HR strategies, adhering to legal and ethical considerations, and addressing environmental factors to create a productive and talented workforce.

TALENT MANAGEMENT

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................3
MAIN BODY..................................................................................................................................3
Part 1: Talent Management Strategy...........................................................................................3
Part 2: Impact of Regularity Factors............................................................................................5
Part 3: Environmental Factors.....................................................................................................7
Part 4: Current Core Position.......................................................................................................8
Part 5: Recommendations..........................................................................................................10
CONCLUSION..............................................................................................................................11
REFERENCES..............................................................................................................................12

INTRODUCTION
Talent management is one of the major task to an organisation, because proper talent
management always gives opportunity to organisation for gaining an effective and talented
workforce. Currently most businesses and companies are investing very huge fund for increasing
talent and skills of their employees. In this situation, talent management is the most appropriate
way or method for different businesses to improve existing talent and abilities of its workforce.
Top-level management of each business should improve talent of their employees or people,
because management can provide it very high competitive advantage in the market. Currently
many companies have gained huge success in their respective market because of their effective
talent management steps. This report discusses talent management aspect of Lloyds banking
group. It is of the major leading baking companies within the United Kingdom. Some major
techniques and strategies also has included in this report which can support to this banking
company for increasing talent of their existing employees.
MAIN BODY
Part 1: Talent Management Strategy
Currently the Lloyds banking group follows extra-ordinary talent management strategy.
this banking company is highly able to improve talent and skills of their existing employees with
the support of this talent management strategy (Sparrow, 2019). For example; company always
give priority to such candidates in its hiring processes who has great talent and skills in personal
life. On the other side, another strategy is that, company always provides some productive
training sessions to their employees. These training sessions are highly increasing talent and
abilities of their employees. Some major aspects, which this banking company always considers
in its talent management strategy has been discussed below;
Business Strategy and HR Strategy: Lloyds banking group’s existing business and HR strategies
are too favourable for increasing levels of talent within workplace. Currently top-level
management of company has taken various productive decisions towards making their
employees highly talented and skilled. The HR department of company is mainly responsible to
manage and improve talent of existing employees. Currently the HR manager of company is too

good in its job role, because it always takes various steps towards developing various strategies
to improve talent of their employees. For example; it always invites many professional trainers
who provides various training sessions to employees. An employee can easily improve its talent
through business and HR strategies of Lloyds banking group.
Recruitment: Recruitment practices of the banking company are too effective in the terms of
promoting talent within workplace (Bogićević-Milikić, 2019). In these practices, when bank
release job advertisement for filling vacant post, in which company specially mention in
advertisements that, only talent and skilled people are able to applying for vacant post. In this
situation, only those people apply for one job who has full confident on own skills and talent.
Company mentioned some major skills and talent criteria also in job advertisement. For example;
company mostly hire such candidates into company who has effective communication skills,
decision-making skills and extra-ordinary knowledge of banking sector. That’s why currently
company has a talented workforce.
Selection: In selection practices, company always gives higher priority to those candidates who
is able to fulfil full eligibility criteria. Only those candidates are able to fulfil eligibility criteria
who has excellent skills and knowledge of banking sector. HR management always try to avoid
hire those candidates in company who has minimum talent and skills. By conducting these steps,
company is fully able to gain a productive and talented workforce (Gallardo-Gallardo, Moliner
and Gallo, 2017). Human resource manager of Lloyds bank always focuses on more improve its
selection practices, because well improved selection practices can contribute in increasing levels
of talent within organisation.
Performance Management: Performance management is another major strategy towards
develop and improve talent and skills of existing employees. Performance management
practices where HR management of company analysis of existing talent level within employees.
Through analysis, company can easily differentiate between talented employees and untalented
employees. Then company appreciate to their talented employees because of their great
contribution. On the other side, company take various productive steps towards improving talent
of untalented employees. HR manager mostly invites different trainer in the company who
provide various productive training sessions to untalented employees. There are existing talented

employees also can attend these training session for more improving their talent. At the end,
company become capable to gain a talented workforce within business environment.
Reward: Reward aspect plays very great role in terms of improving talent of existing workforce
(Cascio and Boudreau, 2017). Top-level management of company always gives reward and
appreciation to high performers, in which talented employees are only able perming well in daily
operations. Management many times provides promotion opportunities also to talented
employees. Company always gives rewards and appreciation to a talented employee in the front
of all other employees. Reason is, when company gives rewards high talented employee in front
of other employees, then those other employees also get motivated to improve their own talent in
the workplace. On the other side, reward motivates talented employees for more improving their
talented in daily operations. That’s why this type of talent management strategies also plays an
effective role increasing talent within workplace.
Training and Development: Training and development is the next most favourable steps towards
improving talent and skills. According to many business experts, a business or company has
always required to train and develop skills of their employee. In this situation, top-level
management of Lloyds bank also responsible to take some appropriate steps towards train and
develop talent of existing workforce. Currently different trainers are available to bank in the
market which can train and develop workability of employees (Iii, 2016). Training and
development is one of most to management, because without appropriate training and
development sessions this bank can’t achieve its business objectives in decided time period.
Equality and Diversity: Top-level management of Lloyds bank has successfully managed
equality and diversity within workplace. This banking highly promotes equality and diversity
management within its business environment, because equality and diversity supports to
company for improving talent of their employees. Currently the bank has large number of
employees who comes from different backgrounds. In this situation, these all employees have
different mentality and motivation as well, so equality and diversity aspect give opportunity to
all employees for gaining equal growth opportunity within company. On the other side, this
aspect is helpful in improving talent of employees as well.

Part 2: Impact of Regularity Factors
Regularity factors are highly affecting Lloyds bank and its HRM practices, because top-
level management of company is always responsible to adhere legal and ethical consideration
which government of the United Kingdom has imposed on different businesses or companies.
For example; human resource management of company is responsible to follow employment law
while conducting its hiring practices. Mainly these factors give opportunity to this banking
company for making ethical work culture within its business environment. Currently most
employees or people like to work in such organisation which completely follows all legal and
ethical considerations (Serrat, 2017). On the other hand, an employee can easily become capable
to improve its talented and skills in an ethical work culture. That’s why existing management
within organisation responsible to completely follow all regularity considerations in their daily
operations to achieve an effective and talented workforce. Some major regularity factors have
been discussed below which can highly impact this organisation and its HRM practices.
Employment Law: Employment law is very important legal term for all businesses and
companies, because existing upper management and HR management of each is responsible to
adhere this law in their business environment. This law mainly supports to employees within an
organisation, because law works for providing necessary rights to employees in the workplace.
For example; an employee has full right to gain salary according to their workability. In this
situation, HR manager of company also should follow this law in their daily practices.
Employment law ca give opportunity to HR management to avoid different negative elements
from the workplace, like discrimination and abasement etc.
Equality Act: This regularity factor is also highly affecting Lloyds bank and its HRM practices.
According to equality act, each business and company within the United Kingdom should
provide equal growth opportunity to their all employees (Okumus and et.al., 2017). In this
situation, this banking company is also responsible to completely follow this legal consideration
within their business environment. Each employee within an organisation has full right grow
itself on the basis of own talent and skills. When this company completely adhere this act in their
workplace, then it will automatically able to create an ethical work culture. Top-level
management of bank need to judge an employee only om the basis of its existing skills and

talent. On the other side, it should avoid judging employees on the basis of their religion, colour,
caste and ethnicity. It should provide equal rights to all employees with workplace.
Gender Pay Gap: Gender pay gap is another major regularity factor which is highly effecting
business environment of bank. According to the UK’s business law, a company or business
should avoid paying salary to employees on the basis of their genders. For example; currently
many organisations have different paying policies for male and female employees. Top-level
management and existing HRM need to pay salary to their employees only on the basis of their
skills, talent and knowledge etc. The management should fulfil this gender pay gap, otherwise
this factor can put negative impact on this banking company (Cooke, 2017). When an
organisation pays equal salary to their all male and female employees, then all employees feel
valued by that organisation. On the other side, this attribute can improve talent and workability
of workforce as well. That’s why top-level management should only focus on paying salary to
employees on the basis of their talent, skills and abilities.
Part 3: Environmental Factors
Environmental factors are also highly affecting HRM practices of Lloyds banking group.
Reason is, top-level management and HR management highly need to avoid such activities
within their daily practices which can negatively impact environment. For example; HR manager
can avoid use those machineries and equipment releases harmful gases. Currently many
environmental protection organisations have imposed different rules and regulations on
businesses and companies to create a happy and healthy environment. In this situation, this bank
also has required to follow these rules and regulation in their daily operations to protect
environment. Company is able to take various steps towards protecting natural environment. For
example; top-level management of company should take step towards not to use such air
conditioners and tools within workplace which consume high electricity. On the other side,
company can avoid to use such vehicles in their daily operations which highly required higher
fuel to operate. Lloyds banking group can easily protect environment through taking these
various productive steps.
On the other side, CSR (Corporate Social Responsibilities) also a major part of
environmental factors. This banking is able to improve its brand image in the market by fulfilling
CSR on time (Johennesse and Chou, 2017). According to many business experts, each business

or company should time to time fulfil its corporate social responsibilities, because most people
like to buy products and services from only companies which always fulfil their CSR on time.
That’s why bank need to consider this factor of environment in their business operations.
Through corporate social responsibility company is capable to provide an appropriate fund to
those organisations which always works for protecting environment. There are environmental
factors are one of major factors of any company’s external business environment, in which top-
level management of company is responsible to create such policies and decisions for
systematically dealing with impact of environmental factors. These factors influence HR
manager of company to inform all employees about value of different natural environment. This
steps of human resource manager can positively impact to employees, because when it informs
their employees about actual value of natural resources, then employees will try to stop wastage
of these resources in their daily operations. These are some major effects of environmental
factors on Lloyds bank’s human resource management practices.
Part 4: Current Core Position
Currently there is Data Processing Officer (DPO) is one of the major core positions
within Lloyds banking group. The main function of data processing officer is to save and manage
whole important data of bank in different offline and online sources (El Masri and Suliman,
2019). A job description, the person specification, recruitment channels, selection methods and
performance management criteria for this job role has been mentioned below;
Job Description
JOB TITLE: Data Processing Officer (DPO)
Department: Data Management
Qualifications and Experience
 MBA
 Working experience has required more than four years of data processing and
management at supervisory level in a business
 Proven track record of successfully managing and processing different data of an
organization
Work Based Skill Competencies
 Data processing officer at Lloyds banking group is responsible for managing and

processing different data flow
 Officer needs to be well-developed in conducting all processes which had based on
data.
 Data processing operations are too necessary function of bank, so a data processing
officer needs to be too active in its job role as well.
 Report to the upper management all details of resources being used in data processing.
 Maintaining strong and effective work record of all essentials and outputs produced
Duties and Responsibilities
 Assessing project and resource requirements
 Estimating and agreeing budgets with timescales of clients and managers
 Maintaining the excellent quality standards for effectively processing data
 Maintaining optimum utilization of various resources
 Overseeing the data processing procedures within all teams
 Handling training sessions of all data management teams
Skills and Specifications
 Effective communication skills to build interaction with different people or employees
within workplace.
 Strong knowledge of data processing and management standards
 Exceptional business skills
 Legislation knowledge of equality and diversity procedures
 Dynamic working skills for putting productive efforts within data processing tasks
Recruitment Channels
 Trade Journals
 Candidate Rediscovery
 Email Campaign
 Employee Referrals
Selection Methods
 Ability Test
 Integrity Test
 Data Processing Test
 Personality Test
 Knowledge Test
 Situation Test

 Assessment Test
Performance Management Criteria
The HRM of Lloyds banking group uses KPI (key performance indicator) for
analysing, managing and improving performance of a candidate and employee.
Part 5: Recommendations
The top-level management of Lloyds banking group always need to promote and support
talent within business environment, because with the support of these steps of management,
company can achieve an effective workforce (Wiblen and Marler, 2017). Of course this banking
company already has an effective workforce, but with the support of proper talent management it
can easily make their employees more productive. This is too necessary task to the bank, because
its major competitors also have taken various productive steps towards improving talent of their
employees. In this situation, if these competitors will gain an effective and talented workforce,
then they can give very tough competition to Lloyds banking group in the UK’s banking sector.
There are continually development of talent and skills within workforce is too important task to
upper of this bank. Currently most companies are investing very huge fund for improving levels
of talent within their employees. There are talented employees plays great role within an
organisation. If any business many talented employees, then performance of that particular
business will also automatically improved. That’s why existing management within company
should highly consider talent management within their daily operations.
Currently various innovative strategies and methods are available to this banking
company which can contribute in developing talent of its workforce (Crane and Hartwell, 2019).
The HR manager of Lloyds banking group should be too active in its job role, because a human
resource manager is mainly responsible to improve the talent of existing employees. It need to
use some productive ways within its HRM practices to build a talented workforce within
business environment. For example; HR manger need to hire only such candidates within
company who has extra-ordinary skills and abilities. On the other side, it is able to invite various
highly qualified trainers also for providing appropriate training sessions existing employees. An
employee can easily improve its talent and abilities by participating in these different training
sessions. Top-level management of company can in invite some motivational speakers also

within workplace, because motivation factor also plays great role in developing talent of
employees.
Lloyds banking group should always give rewards and appreciations to high performers
and talented employees. When management give rewards and appreciation, in which existing
employees feel valued by company (Rego, 2017). Then they work more effectively in the
workplace. There are rewards and appreciation encourage to employees for improving own talent
and skills. That’s why existing management highly need to use reward and appreciation aspects
for promoting talent within business environment. On other side, bank need to adhere and follow
different legal and ethical considerations in their workplace. It is too necessary for the company,
because most employees always like to work in such organisations which completely consider
this all regularity factors within the workplace. When this banking company adhere all legal and
considerations in their daily operations, then it will able to improve existing talent and skills of
their employees (Rathee and Rajain, 2019). At the end, with the support of talented workforce
Lloyds bank will able to gain huge competitive advantage in the UK’s banking sector.
CONCLUSION
It can be concluded that currently talent management plays very great role in the Lloyds
banking group, because currently this bank is able to gain highly talented employees within their
business environment. Existing human resource management of company is too active in its job
role, because I always take different innovative steps towards improving talent and skills of their
workforce. Top-level management of company should completely adhere and follow all legal
and ethical considerations within its workplace. Reason is, when an organisation completely
adheres all regularity factors, then talent of their employees will automatically get improved. The
management should continually manage talent within own business environment. Through
proper talent management Lloyds baking group will able to gain large market share in the UK’s
banking sector.

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