Talent Management Report: Aviva Company Strategy and Gender Gap

This report provides a comprehensive analysis of Aviva's talent management strategies, examining its current approach to recruitment, selection, performance management, reward systems, and training and development. The report delves into Aviva's gender pay gap reports, analyzing trends over four years and highlighting the company's initiatives to address these gaps, including recruitment strategies, flexible working policies, and leadership programs. Furthermore, it identifies key environmental factors, such as political, economic, globalization, and technological influences, that impact Aviva's human resource practices. The report culminates in a recommendation report addressing technological gaps, proposing solutions to enhance Aviva's human resource practices. The report also includes a podcast summary of these recommendations. This report is valuable for understanding talent management in the UK insurance sector and offers insights into addressing challenges and improving HR practices.

Talent Management

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................3
MAIN BODY...................................................................................................................................3
PART-1-Report................................................................................................................................3
TASK-1............................................................................................................................................3
Analysing the current talent management strategy of AVIVA company ..................................3
TASK-2............................................................................................................................................5
Examining the gender gap report of the company .....................................................................5
TASK-3............................................................................................................................................6
Identifying the environmental factors that has the impact on the human resource practices.....6
PART-2-Recommendation report and podcast................................................................................8
A-WRITTEN REPORT..............................................................................................................8
B. Summarizing my recommendation to Aviva plc..................................................................10
CONCLUSION..............................................................................................................................11
REFERENCES..............................................................................................................................13

INTRODUCTION
Talent management is the termed that is related to the improving of the business performance
that is done by performing different practices from the employees which will result in more
productive. The chosen firm of the report is Aviva company that deals in giving the financial
services across the sixteen countries in the world. The present report will identify the current
talent management strategy of the company along with his gender gap report which will also
include the statistics. The report will also discuss about the environmental factors that has the
impact upon the human resource practices. Along with this it will also evaluate the
recommendation that are based upon addressing the gap or shortcoming of the company.
MAIN BODY
PART-1-Report
TASK-1
Analysing the current talent management strategy of AVIVA company
The current talent management strategy of the company is that they are focused towards taking
the step in simplifying their business(Our strategy.2020). Mainly they are implement their
strategy on the countries like Canada, UK and Ireland were they have leading positions (Burrel
2020).
Business and human resource strategy: The business strategy of the company is to divide their
business into five divisions that are Asia life, general insurance, Europe life, investments,
savings, retirements and UK life. By introducing the different channels that are digital
applications and direct to customers. On the other hand the human resource strategy of the
company regarding the current trend is to perform all the activities that includes best practices,

training programmes that will result in competitive edge at the time of competing in the markets
(Al and Kasim, 2019).
Recruitment and its channels: The recruitment process of the company includes the mangers or
the other person will contact the candidate then they will send the test that should be performed
by the individual after that interview and offer making lastly screening checks and job vacancy
filled. The recruitment channels of Aviva are tied channels, team building, business
developments, life insurance, agent recruitment and agency sales. The company have also
advertised their job vacancy on the different apps that are naukri.com, shine.com etc (Ogbazghi
2017).
Selection methods: Aviva uses and follows the consistent and conservative strategy for its long
term investment approach that is regarding the security selection. Investment are based on the
company who is using different business valuation techniques, volatility and scenario analysis
for knowing that it is safe investment or not.
Performance management along with Appraisal systems: It is used by Aviva to manage the
performance of its employees. It includes the activities that are related to the capturing
quantitative and qualitative feedback after that turning them into the actionable insights. The
company uses human resource accounting method as its performance appraisal methods.
Reward management: Under the company reward system is managed in the form of offering
the group personal pensions and different benefits package that includes health screening, salary,
pension, life insurance, bonus and medical insurance.
Training and development: In the company training and development procedure is used to give
information about something or its is the activity which was aimed at improving the organisation
and individual performance that are important for achieving the goals and objectives. In the
training employees are taught about the skills and knowledge that are needed to perform the
activity in the organization. On the other hand development is used for developing the
management and personality skills of the employees (Jain and Bain 2017).
Equity and diversity Policy: The diversity policy is made by the company that is related to the
Uk. Along with this equity and diversity policy are written document that is made to avoid the
discrimination against the people. Further it is also made by Aviva tp create the safe atmosphere
for its members in the organisation.

TASK-2
Examining the gender gap report of the company
Gender pay gap of company of four years
The above statistics shows the distribution that is related to the mean and median of Aviva from
the last four years in the united kingdom. From the figure it has been see that both the mean and
median of the company have decreased which is good for the company. In the year 2017 the
mean of the company is 28.5% which is not good for the company after that in the year 2018 it
has been decrease form 28.5% to 27.7 which have resulted in betterment of Aviva. Later on in
the year 2019 the company have decreased its mean by 1% which is good for the growth of the
company as they are decreasing the gender gap in the company (Ghaffari, Rafie and Sahranavard
2018). On the other hand by seeing the data of the median of Aviva it has been noticed that
company have planned various strategies to decrease the median of the company. In 2017 the
median of the company was 26.7% after that it has been increase to 0.2% which is not good for
that the company have made the different strategy after that in the year 2020 the median of the
gender gap has decreased at 0.6%.
By understanding the different challenges the company have taken the actions that are
related to reducing the gender pay gap:

Recruitment: They have offered different roles for the women for their flexible working that
will result in increasing and encouraging the applications for women. In UK around 15% of the
employees are working in part-time in that around 87% of them are the women. The company
have also shortlisted the gender balanced for both the internal and external hirings. Along with
this they have also developed the special software that is related to attracting the diverse
candidate by gender neutral vacancy marketing (KADYRBEKOVA 2017).
Progression and retention: the actions regarding this was that all the employees under the
company will be given flexibility and part-time working in the workplace. They have also made
the strategy that is regarding providing equal parental leave for all the employees who are
working in the company along which six months leave are fully paid up. Employees of the
company have to work for thirty five hours for caring commitments in the year. Along with this
Aviva have also launched the accelerating leadership from the inside out programme that will
focus on the leadership that is related to the women.
TASK-3
Identifying the environmental factors that has the impact on the human resource practices
The human resource department of the company are affected by the external factors of the
environment that are

 Political environment: It affects the activities of the human resource as they are related to
the different rules and regulations that are made by the government and are to be
followed by the companies (Wong, and Sixl-Daniel 2017). It has impact upon the practices
that includes human resource planning, employment relations, separations, placement,
recruitment and selection(What are the environmental factors affecting human resource
management?,2020). It also includes the government regulation that are regarding the
standards that are set for the workplace compliance and the companies are under the
pressure to follow that standards.
 Economic environment: it is related to the economic factors that affects the operation of
the business directly or indirectly. It includes different components that are the suppliers
of the human resource management that have different parties which are colleges, casual
labour contracts, universities, employment exchanges and training institutions. Other
component are regarding the competitors as they are the important factor of the human
resource that will increase the function of staffing along with its appraisal and
compensation activity. It also has the impact upon the industrial labour as because of the
Covid-19 their was no jobs for the labours in different sectors.
For example at the time of Covid-19 the business have to face various problems that are related
to home working and social distancing which have resulted in slow process in the work premises.
Increase in the home working have resulted in the bad performance as the manger or the human
resource department have to recruit and take the training of the employees on the video
conferencing which have also resulted in not getting all the things in proper manner (Beamond,
Farndale and Härtel,2020). They are not able to interact with their customers and employees face
to face on the other hand it has resulted in bad communication and different misunderstanding
among the employees. Further social distancing has also caused that no business can do the
meeting more than 10 members that have resulted in wasting the time of the company.
 Globalization affects in other manner that is all the process that are motivation, hiring,
selection, retaining are guided on the basis of global perspective.
 Technological is the important source that is used by the human resource department as
they have to make the strategy by using the new technology to become more upgraded
from their competitors. Its impact it that it allows the company to improve it structures as
whole and internal processes which will result in effectiveness and efficiency.

PART-2-Recommendation report and podcast
A-WRITTEN REPORT
Rationale
The biggest gap identified in Aviva plc is technological factor that impact human
resource practice of organization. There are several components that can improve the prevailing
situation in current scenario of organization. The purpose for choosing technological external
factor is to assess the problems that creates hurdle in functioning of organization. Working
scenario of every sector has transformed due to changing circumstances of world with adoption
of technology(Ybema, van Vuuren and van Dam, 2020). To attain competitiveness and higher
profitability firms done each business practices through usage of technological devices. It's
absence create inappropriate business practice via consuming more time, material and other
financial resources. Moreover, proper adoption of required tools and techniques becomes
essential while performing human resource activities in company.
Challenges that company has to face due to technological uncontrollable factors are
regulatory compliance, expensive, time-consuming, insecure data storage facility, etc. The
reason behind giving emphasis on this element on human resource practices is that in insurance
sector availability of current information is crucial. With respect to this, on basis of current rates
are determined for smooth functioning of industry. Talent management through proper utilization
of advanced devices makes appropriate flow of communication, developing required
competencies, personal development, qualitative products, etc. furthermore, the issue need to
overcome by organization in order to obtain competitive advantages (Khoreva and Wechtler
2018). Human resources practices like performance appraisal, evaluation and coaching requires
proper support of advanced resources (7 human resource practices, 2021).
Problem criticizing evidence-based on previous analysis
There are several problems that Aviva has faced because of technical lacking practices.
Aviva plc employs over 28000 employees around the globe. Managing all employees with
traditional methods enable organization to face many hurdles. This problem comprises
inappropriate skills, knowledge, and experience for competing external challenges. The present
company has lack human resource management & information system that has resulted into
unproductive cultural environment. In order to evaluate performance of each employee in
insurance sector require tech assistance which was not appropriately utilized by company. The

compensation and remuneration miscalculation reduces job satisfaction, commitment,
engagement, loyalty. It has increased employee turnover rate of Aviva that impacted
organization reputation in adverse manner. Internal processes of Aviva are not capable due to
biases of paying gender gap in each department decreases efforts sharing capacity of company.
All this negatively affect performance of company in both monetary and non financial manner.
Training and development, recruitment, selection, performance evaluation, talent
management, appraisal are some the crucial activities of every firm. Implementing technological
assistance in acquiring, retaining and managing personnel of Aviva found to be non capable of
competitive with otters similar firms. In insurance sector the importance of advancement has
been defined by merging both words and framing 'InsurTech'. With changing requirements of
customers new insurance plans and policies are issued by companies to cover wide range of
market segment. The industry focuses on cover all types demographic factor for attracting and
completing targets given to each employee. In accomplishing targets of each subordinates
appropriate resources for gaining knowledge regarding market condition is needed which is
lacking in current organization.
Describing solutions for challenges occurring due to technological factors
There are various ways that can be used by Aviva in order to overcome the current
condition (Wang, Kim, Rafferty and Sanders,2020). The most essential practice that can help
HR of Aviva to handle it in effectual manner. Insurance Tech can be obtained by organization
through adopting these technological software by replacing its conditionals structure of working.
 It is suggested to Aviva to utilize HRMS, HRIS, performance evaluations and recruitment
software, payroll services through updating every version can bring implementation of
accurate activities. Aviva should make sure that these tools are suitable to its changing
external circumstances as it become crucial for organization to cope up these elements.
Coordination with this makes whole internal process efficient that increases subordinate
motivation by achieving personal development with company growth. Once this
perception is developed among subordinates by HRM in turn innovative participation can
be seen There are various crucial decision that Aviva need to follow democratic
leadership style via implementing effective personnel management strategies. It should
comprise involvement of employees for sharing their opinions regarding procedure as
they are the one who need to accomplish these objectives.

 It is suggestible to Aviva plc to have round able technological innovation in insurance.
This can be exerted by providing training & development to subordinates to learn
mentioned devices by ensuring compliance with financial education and consumer
protection. Encouraging staff to make proper research and development for easing
process of customer by providing teem, feasibility to get connected witch company (Rana
and Malik, 2017). It can be done by mobile applications, Artificial Intelligence (AI),
algorithms & robo advice, etc. The availability of these permits organization to build
strong business practices.
Explaining how it can be implemented
For executing recommended practices Aviva can hire professionals for providing
training. With respect to this, managers can also take training for developing understanding of
this software would be very beneficial for organization (Mothe and Nguyen-Thi, 2021). There
are several another ways that can utilized by Aviva for implementing the suggested strategies. It
comprises the pattern of evaluating required training and development ways that are essential for
better functioning of organization.
Acquiring specialized supervisor for implementing techniques which are expected to
enhance productivity and profitability of Aviva plc. The insurance sector has changing
requirement of customers that need to be fulfilled with making integrated and collaborative
working environment (Dello Russo, Parry and Bosak, J.,2020). The practical exposure for
gaining knowledge regarding suggested strategies can be attained through providing trial
practices. Furthermore, this demo sessions can be used to evaluate more improvement areas that
are occurring with implemented course of actions.
B. Summarizing my recommendation to Aviva plc.
In modern world the insurance industry has evolved various innovations that has enabled
it to get growth. There are several challenges that company faces but according to me the biggest
hurdle in gaining success is technological factors. The current scenario requires advance
technological assistance for carrying out various business practices. In my opinion every
organization should be able to adapt changes in order to get competitiveness. Profitability and
productivity of firm is partially dependent on the policies and regulations followed by company.
I think that Aviva should make changes to derive positive outcome from its business activities. I
have evaluated the issues that can make more difficult for Aviva to continue its operation by

gaining economies of scale. Mine perception regarding these challenges is that it can result into
lack of job satisfaction, employee relation, unproductive working culture, low moral, etc.
According to me business should be capable to make appropriate modifications regarding
requirements of employees. The important measures that can made working scenario more
effective is hiring professionals which will provide more effective environment. In my opinion
training and development is the best measures that company can take for improving existing
situation. Moreover, I have analysed that the problems that Aviva has faced in industry is
incapability of maintaining, retaining and monitoring employees to beat competition against
similar firms. I assessed that customers taste and preferences get modified with changing
circumstances so Aviva should make appropriate modification by establishing research and
development department for effective.
In my opinions the crucial course of actions Aviva can take is proving coaching facility
to subordinates for improvement of existing lacking areas. Subordinates can get motivated when
important actions are taken for their personal development. It not only enhances the productivity
and morale of workers but also encourage them to obtain better opportunities. Implementation of
software can change whole current prevailing working environment. Technological devices such
as HRMS & HRIS can modify employees morale in perspective of mine. I think that
implementation of these HRM practices will share in significant manners for overcoming
technological barriers. I have recommendation which plays important part in giving positive
impact on insurance company. The changes that can be build strong foundation for HRM
activities which will decrease impact of external factors.
CONCLUSION
From the above report it can be conduced that talent management is essential for
managing, monitoring and encouraging the subordinates. The present case study has given
emphasis on current talent management strategy of Aviva. It has included business, HR,
recruitment,s election, performance, reward and training management. In addition to this, the
gender gap that report has given focus is positive. It is has taken downward trend which is
decreasing from 2016-2020 which reflects positive outcome of current methodologies. It is still
working on evolving new plans for managing mean and means shown in report. Present case
study has recruitment and selection method that comprise women encouraging strategies.
Furthermore, report has described external factor such as political, technological, social , cultural

and economical. The element that has been identified in case study that significantly impact HR
practices of Aviva is technological. This has represented rationale that describes issues related to
it along with problems criticized. Recommendation has as well given in case study for improving
prevailing problems with the ways it can be implemented. The reflective statement has been
presented for gaining proper knowledge of current report.