Archive for the ‘Learning’ category

The Gap between HR Leaders and Managers

February 28th, 2014

Ulrich (1998) defined four roles within the HR Business Partner Model, namely Strategic Partner, Change Agent, Administrative Expert, and Employee Champion, and furthermore argues that you need a blend of each to make the organisation successful. The Strategic Partner aligns the HR functions with the global business in order to map the people strategy to the business strategy. The Change Agent drives the change agenda and creates the capacity for the change to be delivered. The Administrative Expert is expected to ensure the delivery of the highest » Read more: The Gap between HR Leaders and Managers

CIPD South London March 2014 Events

February 26th, 2014

CIPD Special Events Notice

Amanda Potter, Katie Bissell and Natalie Ruffell from Zircon are speakers at the CIPD South London Branch Event on the 26th March 2014 summarising Zircon’s new White Paper “HR and Talent in the 21st Century”!
» Read more: CIPD South London March 2014 Events

My Internship at Zircon

February 18th, 2014

Over the past 4 weeks I have been lucky enough to be interning at Zircon alongside studying for my MSc in Occupational & Organisational Psychology. Until now, my experience of psychology has been mainly limited to lectures and journal articles and whilst I had an understanding of what an Occupational or Business Psychologist does, it has been great to gain first-hand experience of this. As everyone at Zircon is working on different projects, I have got a real insight into a variety of tasks. » Read more: My Internship at Zircon

What Proportion of High Performers are High Potential?

January 30th, 2014

The Statistics

Within Zircon, our Business Psychologists run high potential assessment validation events for our clients in order to identify and validate the managers’ assessments of their employee potential. When we work with these organisations we find that managers predict at least 30% of their employees have the potential of success in the future. However, from our experience the percentage of employees who are actually talented/high potential is » Read more: What Proportion of High Performers are High Potential?

CIPD South London 26th March 2014

January 28th, 2014

HR and Talent in the 21st Century

Dr Amanda Potter will be speaking at the CIPD in Croydon on the 26th March 2014 and sharing the findings of Zircon’s latest White Paper titled, “HR and Talent in the 21st Century: How can the leaders of today meet tomorrow’s business needs?” The paper summarises the results of this research and the steps leaders need to take in order to deal with these future challenges successfully. » Read more: CIPD South London 26th March 2014

Zircon is presenting at the Learning and Skills Conference 2014

January 16th, 2014

HR and talent in the 21st Century – how can the leaders of today meet tomorrow’s business needs?

London has recently been named the talent capital of the world, employing 1.5 million people into high-skilled sectors. The 2013 study, published by Deloitte, predicts that 300,000 more jobs will be created in London by 2020. Of these jobs approximately 100,000 will be within high-skill sectors, with a predicted decline in the number of roles within finance industry, but growth in London’s creative, digital and life science sectors. Another expected shift is in how organisations will operate. Businesses are now preparing for a future state which includes growth, digitisation and commercial advantage. » Read more: Zircon is presenting at the Learning and Skills Conference 2014

External Challenges Facing HR and Talent

January 10th, 2014

What External Challenges Impacted HR and Talent Leaders in 2013?

Operating as a successful HR or Talent leader has become increasingly difficult in the past few years with increasing organisational complexity, increased external competition, reduced budgets, reduced head count and tougher demands from the business. However, Zircon’s 2013 research found that HR and Talent leaders continue to be passionate about delivering the strategic requirements of the business, despite the external challenges and forces impacting them. » Read more: External Challenges Facing HR and Talent

The Power of Introversion

November 13th, 2013

Within Zircon we continue to use the MBTI as one of our tools of choice for development. During those meetings we are inevitably asked, “what is the real difference between introverts and extroverts?” and “do we need to be extrovert to survive in business?”

MBTI practitioners would argue that business is moving in an ENTJ direction, and that yes we are required to be more E in the workplace. An interesting article, written by John Morrish (2012) suggests » Read more: The Power of Introversion

Examining the Relationship between Meaning, Performance and Potential

October 15th, 2013

Researchers are increasingly looking at the importance of meaning at work and its relationship to talent and potential. ‘Meaning’ is the sense among employees that what they do really makes a difference to themselves, to others, or to their company and as a result have a strong belief in their work and the value they add. ‘Meaning quotient’ (MQ) is the measure of that level of meaning and success for the individual. » Read more: Examining the Relationship between Meaning, Performance and Potential

My Occupational Psychology Internship

September 24th, 2013

As an undergraduate psychology student at the University of Nottingham about to embark upon my final year, I was keen to secure myself work experience amongst experienced psychologists. The previous year, I had taken the decision to extend my degree by adding a year of study in a Mexican business university. It was while completing my year abroad that I discovered Zircon’s website. Zircon was exactly what I was looking for. I found myself gripped by one of their blog entries – ‘Are Competency Interviews Valid for Graduate Assessment?’ Following links back to their home page, I read how Zircon was a team of Business Psychologists who had a focus on Talent Management. Immediately, I knew that this was where I wanted to work. Working with Zircon would not only complement my study of psychology and business perfectly, but would give me real experience » Read more: My Occupational Psychology Internship