Posts Tagged ‘Engagement’

Learning and Skills 2014 Conference Video

April 10th, 2014

Our Zircon Director Sarah Linton recently presented the findings of our latest research “HR and Talent in the 21st Century” at The Learning and Skills Conference 2014.

HR and talent leaders are fundamental in managing these organisational changes. In order to identify how HR and Talent leaders can work strategically within the changing climate Zircon interviewed 39 HR and Talent leaders, from national and » Read more: Learning and Skills 2014 Conference Video

Zircon Occupational Psychology Internship

March 21st, 2014

Well, my time at Zircon Management Consulting as an intern has come an end.

It has been a lovely experience where I have learnt so much and have been made to feel a part of the team right from the moment I arrived.

Being a recent MSc Occupational Psychology graduate I knew that I had to build on my lack of experience within this field and was so encouraged to hear that Zircon Management Consulting recognises the need for work experience placements for current students and graduates. Seeing this made me browse the website to find out » Read more: Zircon Occupational Psychology Internship

Developing Talent: The Highs and Lows

March 6th, 2014

Within Zircon, we recognise that the identification and development of key business talent is fundamental to business success. However, it is our experience that whilst most organisations realise the importance of talent development; there is often a mismatch between an organisation’s desire to implement a strategic talent management strategy and the needs and requirements of the business strategy. As a result, talent management and the people agenda is not always high enough on the business agenda. » Read more: Developing Talent: The Highs and Lows

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

The 9 Essential Habits of Mentally Strong People

February 25th, 2014

Within Zircon we recognise that within today’s working climate, mental agility or mental toughness is imperative to overcoming barriers within the workplace. Some of the main noted characteristics of mental toughness are emotional intelligence, grit, resilience, self-control, mental toughness and mindfulness. THE OBSTACLE IS THE WAY, by Ryan Holiday quotes “In a world that we don’t control, tolerance is obviously an asset.” According to Holiday, characteristics of mentally strong people or nine essential habits and practices can be summarised as the following: » Read more: The 9 Essential Habits of Mentally Strong People

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

Attracting and Retaining your High Potential Talent Starts with a Clear Talent Strategy

February 7th, 2014

Identifying and attracting high potential employees is still a challenge for many organisations. Nearly 75% of organisations are struggling to fill vacancies (CIPD, 2011) and only 18% of organisations report that they have enough talent to meet their future business requirements and goals (Boatman and Wellins, 2011). The recurring theme is that there is a ‘War for Talent’, and there is the need to identify “the ‘right’ employee” in this knowledge driven economy (Shung & Junyu, 2012). This is clearly a significant problem that needs addressing. » Read more: Attracting and Retaining your High Potential Talent Starts with a Clear Talent Strategy

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

HR and Talent in the 21st Century

January 17th, 2014

HR and Talent in the 21st Century: How can the leaders of today meet tomorrow’s business needs?

Based on Zircons 2013 research, leaders need to be more externally and commercially focused to deliver the requirements of 2014 and beyond. Organisations should review their mix of talent within HR teams to ensure there is balance of strategic, articulate, commercial and pragmatic approaches to be fully effective. They also will need to engage the business to be more strategic and future focused when it comes to talent, and to consider the ROI, ROE and the effectiveness of the methods used. » Read more: HR and Talent in the 21st Century