Talent Management Report: Strategies and Analysis for Aviva Company

This report provides an in-depth analysis of talent management strategies at Aviva, a British multinational insurance company. It explores the current talent management strategies, including the use of the ET web system for employee development and succession planning. The report also examines gender pay gap reporting, highlighting the distinctions between male and female pay and the associated challenges. Furthermore, it identifies and discusses various environmental factors, such as economic conditions, technological advancements, and workforce demographics, that impact human resource management within the company. The report emphasizes the importance of talent management in achieving organizational goals and adapting to external influences, offering insights into Aviva's approach to these critical aspects.

TALENT MANAGEMENT

Table of Contents
INTRODUCTION...........................................................................................................................3
PART- 1:..........................................................................................................................................3
Task-1: Firm’s current talent management strategy....................................................................3
Task-2: Gender pay gap reporting...............................................................................................4
Task-3: Identification of environmental factors impacting HRM...............................................5
PART-2:...........................................................................................................................................8
Recommendations........................................................................................................................8
CONCLUSION................................................................................................................................9
REFERENCES................................................................................................................................1

INTRODUCTION
Talent management is said to be one of that strategy that is followed by every organisation in
order to bring about and enhance the required qualifications as well as the assessment from the
employees. It is said to be an anticipation that is performed as well as identified in the
organisation upon meeting the needs that had to be covered and to be made at regular interval of
time. There seems seem to be a different pace that is followed in the organisational policies
everywhere and in the field that the organisations are operating there seems to be an interest that
is gaining at a rapid rate (Claus, 2019). This interest is dealing with certain practitioners that will
involve factors to contribute for the growth of the company. The factors nothing but the talents
that are maintained at a proper level in the organisation such that the company can attend the
level of being the best out of the lot. The entire report deals with the talent management prospect
in the organisation as well as the factors that are associated with. The organisation that is chosen
in this regard is Aviva. The organisation Aviva is one of the British multinational insurance
company that gains profits by its strategies as well as the talent management by the company. It
has a customer base of around 33 million and it is present in almost 16 countries in the United
Kingdom. The report brings forth the aspects of the company Aviva in terms of talent
management.
PART- 1:
Task-1: Firm’s current talent management strategy
Talent management strategy is set to be added by every organisation in order to bring for the
essence of development in organisation. Talent management system as to be followed by every
Organisation in order to bring forth the ideas and ideologies that are required for Organisational
Development. The employees or the workforce will have to be aware of the ultimate certainties
that are pertaining in the organisation such that they will get to know the aspects that are
deploying in the organisation (Pandita and Ray, 2018). The company Aviva being one of the
insurance company will have to deal with different prospects and the talent in terms of
maintaining the strategies will have to be immense. Therefore for this prospect the company has
employed certain talent management strategies that will focus upon covering the entire 60000
staff in the organisation. It is not easy to maintain the policies with our huge staff when even one
person is not perfectly fit in the company. Therefore in order to balance every activity in the
organisation that will contribute for a better talent management system the company has focused

upon employing ET web system from stepstone. In talent management it is an essential factor to
balance the workforce as well as the activities that are pertaining in the organisation. For this the
company Aviva focuses upon the system called stepstone which is designed purposefully in
order to develop the entire staff of the organisation. This can help them deal with internal aspects
which are the promotions has the last the new hiring processes that will pertain in the
organisation. Succession planning is said to be one of the aspects that the company majorly
focuses upon. For this there are senior level promotions that are incorporated in the organisation.
These promotions can be attained by those that are valuable towards talent management. in order
to boost the Careers of all the employees that are present in the organisation the ET web system
will help them to attain their policies as well as a service features that are important to be dealt
with full stop certain feedback can also be achieved through the line of manager as well as the
different professionals that are in the organisation (Whysall and et.al, 2019). The skills and the
objectives will have to be sharpened at regular intervals of time in order to stay updated with
different technological developments that at present in the world. the insurance companies will
probably deal with the development aspects according to different divisions that are made in the
year. For the company of the development will pertain in the first quarter of the next year. These
are usually tackled by the senior management staff in the organisation. Every aspect revolves
around the most prominent part of the organisation which is finding and developing the team as
well as the employees such that the organisation can stay committed to the objectives and targets
that are to be achieved at regular intervals of time.
Task-2: Gender pay gap reporting
When it comes to payment in the organisation there seems to be different modes of payment that
is tackled in the organisation. The workforce consists of both male and female and they are
differentiated upon the terms and policies that are followed in the organisation. Based on this
differentiation there is also a kind of strategy that is being adopted by different companies in
order to provide the wages according to the gender. This is termed as gender pay GAP. This
means that both the male and female are not paid accordingly. Generally most of the companies
will offer more pay to male than female. This distinction between the genders is said to be a
typical phenomena that is practiced by many organisations all over. The two kinds of distinction
between the male and female pay are regarded as non adjusted and adjusted gap. Since the pay is
varied for both male and female therefore the work is also distributed between them accordingly.

While considering the company of the gender pay gap is same to be followed and therefore it is
negotiable very slow. This seems to be one of the most committed prospect in the organisation
which will compensate the work processes between men and women (Krishnan and Scullion,
2017). At different levels of work in the organisation women cannot perform the duties that men
usually do. Therefore this distinction between the work that is to be distributed between male and
female is being practiced by the organisation in order to make sure that all the tests of the
organisation will be completed in not less than the time that is stipulated. Based on this the
recruitment is carried in Aviva where during the recruitment process the company and shares to
maintain the flexibility conditions that are stipulated to the employees that gets fired into the
company. There are certain regulations that are explained while the recruitment process is going
on and 15% of the employees will take a back step because of the distinction that is followed
between male and female. All the roles are equally prioritised yet the pay level is said to be
varied. This is not usually considered by many and therefore the balance between the factors will
not happen. There are different specialists that are related in this policy where the retention and
progression is balance. In order to make sure that employees will not feel obsessed with the rules
and regulations of the organisation there are also certain conditions that pertain to full-time as
well as part time employment. These specific rules will certainly satisfy those employees that are
really having and urge about this discrimination.
Task-3: Identification of environmental factors impacting HRM
Different external factors will impact the organisational performance. External factors are said to
be those potential components that will pertain in the external aspects of the organisation
(Gallardo-Gallardo and et.al, 2020). When an organisation is working in a field where there is a
lot of competition and there are different competencies that will fall upon the graph of the
organisation and that which will impact the growth. These external factors are seen to be those
that are mutually in connection with the organisational policies as well as to the environment that
is operating externally. The Aviva company is said to be one of the most potential one in the
field of insurance and therefore they will be different external factors through which the
company will have to swim across. All these factors will determine the growth of the company
and how far the company is able to tackle with the sources that follow up on it. The company
will have to tackle with number of customers every now and then and there are different policies
and programs and might as well as from the customers that will impact the organisational

performance. When a company is being targeted upon by the external activities the first
management that will fall as a prey to it is the human resources management. The human
resources management in every company deals with the organisational performance as well as
the employee management in the company. Whatever kind of activities that are related to the
company's policies will be evenly dealt with the use of strategies that are implemented at regular
intervals of time to cope up with the atrocities (Taylor, 2018). The human resources management
will take charge over all these demands that will occur at regular intervals of time and which are
to be corrected such that the organisation can work at peace. The different external factors that
fall upon the human resources management and are dealt with in the company Aviva are as
follows:
Economic conditions: one of the greatest external influence in the present scenario that will
affect the company and can go even worse as the economic condition. the economy of a
company will directly be influenced by the policies of Government as well as through the
revenue generation. the ability to withstand all the effects will depend upon the talent
management that is incorporated in the organisation. In order to deal with the economic
conditions that prevailing in the organisation the company will have to train its employees in the
way they are to be such that they will deal with all the finances that is required to be delivered.
The economic conditions if not dealt in a proper manner they will stand as the biggest barrier for
growth of the company. Sometimes the company will go bankrupt because of the economic
conditions. They are to be dealt in the way that will help the company to flourish.
Technological advancement: technology is said to be reaching the greatest height in this present
era (Collings and et.al, 2019). Every development as well as every performance of the company
is related to the technological implementations that are being implemented in the company. The
company or we were being one of the best insurance agents and the employees in the company
will have to learn few tactics related to the technological implementations. Technology will help
the work to be completed in the stipulated time and therefore the worst aspect of technology is
that the data will have to be preserved at regular intervals such that there will not be any theft
that is related to technical error. Sometimes they will be different types of cities that are related
to the technological implementations and these are to be dealt by the human resources
management of the company upon implementing strategies that can come across and win over
the atrocities. This is a necessary aspect and will have to be focused upon in order to maintain a

good pace in the company. Technological errors are identify it to be those potential sources that
can lift the company as well as that can also be a reason for the downfall of the company.
Therefore this external factor will have to be done carefully by the employees and they will have
to have a clear knowledge about how far they can been over the aspect of technology.
Workforce demographics: a company when it is operating in the field that it is doing since ages
will come across different plants and different issues related to the workforce. Every organisation
is composed of a particular workforce that is performing their duties that are allotted to them.
When a set of workforce is taking retirement and the other set is entering into the organisation
then there will be avoid that is arising in the workplace (Crane and Hartwell, 2019). It is the duty
of human resources management to fill this gap of identifying the workforce as one of its major
potential to train them according to the norms that are being performed by the old and earlier
workforce. This workforce demographics will have to be identified and are to be corrected at the
earliest because the gas that is occurred with the earlier workforce will have to be replaced by the
fresh talented and trained workforce such that the same pace can be carry forwarded. There will
be different worst scenario that are associated with improper workforce management. The human
resources management will have to identify the atrocities that are prevailing in the employees
every now and then such that they will get to know the aspects that are related to them and can
correct them at the earliest. There can be issues that are related to compensation and the pay and
they are to be performed in the better possible ways such that that can be soothing to the
employee and that move ahead with learning things that are required to be delivered in the
organisation.
Other than all these factors there are also the PESTEL factors which act as the external factors
that fall upon the company. The PESTEL factors stands for political, economic, social,
technological, environmental and legal scenarios that fall upon the company. These factors will
contribute upon conquering the best part of the company and the human resources management
will have to deal with them strategic early (Narayanan and et.al, 2019). The PESTEL factors will
determine the position at which the company is standing in the competitive in the field that the
organisation is operating. There will be a set of political scenarios that will be acquired by
government policies and that with regards to insurance company it is said to be one of the
mandatory in auto link the government policies through the customer demand. When there is no
proper government implementation and imprinting upon the company then the customer will not

be able to trust the efficiency of the workforce. For this purpose that human resources
management will have to maintain this trouble policies that are playing offered by the
government such that they can perform the duties according to the norms of customers as well as
in a more better manner.
PART-2:
Recommendations
Enhancing workforce: enhancement is necessary in order to win how were the circumstances
that are pertaining and prevailing in the organisation. When the work force is properly trained
than it can win over the atrocities that are occurring in the organisational policies. The human
resources management in every organisation will have to identify the choices that it will have to
make in order to move over the factors and therefore that can determine the growth prospect of
the organisation. The company Aviva will have to implement the strategies and have to keep
check over the external atrocities such that the organisation can move ahead with a good talent
management system.
Identifying issues: to perform a good talent management and to implement a system of strategic
talent management in the organisation Aviva the human resources management will first have to
identify the sectors in the company that will have to be implemented. The ones that are eroded
from here will first have to be identified and then the strategies are to implied upon them to win
over the circumstances. This can help the company to achieve a good talent management system
which is a necessity in the field of insurance policies. There will be a different set of customers
that the company will have to tackle and a good talent management is required to move ahead
with the circumstances that will enhance the company.
Implementing strategies: strategies are to be implemented by the human resources management
in order to ensure that a secure deal as well as performance criteria will therefore be enjoyed.
Aviva company will have to deal with a lot of finances as well as different economic policies
that will pertain to every customer that is inheriting a policy with the company. Therefore all the
strategies will have to be thoroughly learnt by every employee that is working in the organisation
and that can contribute to the talent management of the organisation (Collings and et.al, 2017).
The talent management revolves around how far the employee is being able to win across the

circumstances that fall upon the company and therefore the company will also prosper and
harmony.
CONCLUSION
The entire report concludes upon explaining the aspects of talent management and its importance
in the organisation. Through this report one can easily understand the prospect of talent
management and the role it plays in an organisation. It is important to identify the circumstances
that are pertaining in the company in order to ensure that every aspect is performed in the better
possible manner that will contribute for the growth of the company. This is being derived from
the report and is explained in context to human resources management. the report explains the
forms current talent management strategy. the company that is opted for this report in order to
bring about the talent management aspects is company Aviva. Therefore the talent management
strategies that are implied in the company along with the prospects that are being mentioned
against maintaining strategies are being penned in this report. The report stresses upon the role of
human resources management in bringing about the talent management aspects in the employees
and training them at regular intervals of time. The aspect of gender pay gap reporting is being
explained in the report along with the context to the company and the role it plays in the
organisation. The report explains that the considerable aspect and committed prospect of the
organisation will have to be performed in the stipulated time basis along the recruitment
processes is what is being depicted in the report. There are different external factors that will
impact the human resources management and those are being identified in the report and are
mentioned. The environmental factors are said to be those crucial components and that is what
the report brought forth the organisational policies. The different factors in this prospect that are
mentioned in the report are economic conditions, technological advancement, workforce
demographics with these subtle examples that are required. Certain recommendations are also
mentioned in the report which can be implemented in the organisation for a better growth
prospect.

REFERENCES
Books and journals
Claus, 2019. HR disruption—Time already to reinvent talent management. BRQ Business
Research Quarterly. 22(3). pp.207-215.
Pandita and Ray, 2018. Talent management and employee engagement–a meta-analysis of their
impact on talent retention. Industrial and Commercial Training.
Whysall and et.al, 2019. The new talent management challenges of Industry 4.0. Journal of
management development.
Krishnan and Scullion, 2017. Talent management and dynamic view of talent in small and
medium enterprises. Human Resource Management Review. 27(3). pp.431-441.
Gallardo-Gallardo and et.al, 2020. Talent management: Context matters.
Taylor, 2018. Resourcing and talent management. Kogan Page Publishers.
Collings and et.al, 2019. Global talent management and performance in multinational
enterprises: A multilevel perspective. Journal of management. 45(2). pp.540-566.
Crane and Hartwell, 2019. Global talent management: A life cycle view of the interaction
between human and social capital. Journal of World Business. 54(2). pp.82-92.
Narayanan and et.al, 2019. Talent management and employee retention: An integrative research
framework. Human Resource Development Review. 18(2). pp.228-247.
Collings and et.al, 2017. The Oxford handbook of talent management. Oxford University Press.
Online
Talent Management: [Online]. Available through: < https://www.valamis.com/hub/talent-
management>
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