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If you are looking to expand your career in the world of human resources, Smart HR is seeking an experienced HR Consultant for their organization. Smart HR's cutting-edge human resources have led to a distinguished reputation within the local HR community. Smart HR offers flexible work schedules and arrangements for their employees. They understand the importance of work-life balance and mental health. Each client is paired up with an HR Consultant based on their expertise and personality in order to gain a strong and trustworthy relationship, along with developing and executing a custom HR program for their organization. Before making the final decision to apply, there are a few things to know. The HR Consultant qualifications require 15+ years of HR and business experience. A professional HR certification such as PHR or SPHR is not required but is strongly desired. To be truly successful in this role, the candidate must possess strong verbal and written communication skills and serve as the client's HR director and a resource to both management and the employees. In this position, travel to the client's location to provide support internally will occasionally be required. Other position duties can be performed remotely. Smart HR is a team of professionals that offer a wide range of HR services - employee retention, recruiting, auditing, compliance, developing a culture, and much more. Smart HR has worked with over 80 organizations in the DC, Northern Virginia, & Maryland since 2001. To learn more about Smart HR, visit their website  https://www.smarthrinc.com/  or stop by their headquarters at 917 Prince Street Alexandria VA, 22314.
New research from 15five , the holistic performance management company, reveals the modern workplace is in a state of upheaval, with one-third of workers planning to quit their jobs despite the potential economic downturn. In addition, nearly one in five organizations are planning on layoffs, and more than one-third of HR leaders have rescinded job offers. “We are seeing economic shifts driving some companies to downsize their workforces, especially in the tech sector, while other businesses are still dealing with high attrition and difficulty hiring in a competitive labor market,” said Jennie Yang, VP of People & Culture at 15Five. “But no matter the state of the economy or talent market, it's vital to first gather data on employee sentiment and performance and then take action. Tech solutions can help HR leaders to identify top performers and then equip managers to bolster employee engagement, productivity and morale.” The firm surveyed 1,000 U.S. adults employed full-time and 500 HR leaders about work-life balance, their preferred work environment, the likelihood of quitting and layoffs and other concerns about the economic climate. Work-life balance a top priority The survey reveals that work-life balance is a top concern for employees, behind only pay and health benefits. When HR leaders were asked what was most important to  their employees , work-life balance jumped to the No. 1 spot (64.6%), followed by health benefits (62.8%) and growth opportunities (54.6%). HR and employees agree they want downtime to be honored. Asked if they could change one thing about today's work environment, the No. 1 response for both groups (21.9% of employees; 20.8% of HR pros) was to have personal downtime respected. HR is on the case, actively looking into creative options to resolve the work-life balance and disappearing downtime conundrum. One option picking up steam in larger organizations — those with more than 500 employees — is the four-day workweek. Nearly 60% of HR leaders report they will likely go to the shorter week. Attrition rates slow down but continue Attrition rates will likely slow but not stop due to the potential downturn. While most employees (56%) said economic factors would influence their decision to leave, nearly one-third of employees are still planning or considering quitting in the next six to 12 months. However, the risk that fewer jobs may be available did not alter the number. Forty-four percent of HR leaders report that more employees have left in the first half of 2022 compared to the first half of 2021. Our survey confirms that the top reasons employees leave are for better pay, because they feel stressed and burnt out, and want flexible work options. Meanwhile, nearly one in five HR leaders report planning on implementing layoffs, with solid majorities acknowledging that the economic downturn has significantly impacted revenue (59.8%) and their ability to hire (68%). Over one-third (35.8%) said unexpected hiring freezes led to rescinded offers. Most of the companies reporting they rescinded offers have 500 or more employees. The hiring freeze has heightened HR's efforts to upskill workers. Nearly half (49.6%) plan to introduce manager training and add performance management software (46.4%) in the second half of 2022 and beyond. The survey indicates that the top ways HR identifies top performers is through quarterly reviews (25.8%), manager feedback (22.6%) and annual reviews (20.4%). Almost all HR leaders (95%) report that employee performance ratings are key when considering layoffs. HR leaders are feeling the pressure HR leaders are experiencing pressure from all sides: leadership is imposing financial constraints while the organization still needs to replace people leaving. HR must juggle the conflicting realities of the Great Resignation with a possible downturn and having to implement layoffs. When employers look to cut staff, HR has the difficult task of sharing the bad news. We found these pros are feeling the strain: As a result of directly communicating layoffs to employees during their careers, 42.2% reported they have anxiety, 30.2% burnout and 16.8% quit. “HR is often required to take on Herculean tasks in this highly tumultuous environment,” said Yang. “The fluctuating economy means HR must be prepared for either retraction  or  growth while ensuring top talent doesn't quit. HR is also expected to support managers in keeping their employees engaged and productive despite any upheavals happening internally within the organization or externally within society. We have found that HR teams that leverage data and insights are finding success navigating this volatile environment.” Read the full report  here .
New research finds a disconnect between employees’ need for performance feedback and how much feedback they receive. About half of workers (48 percent) report they only receive feedback on annual or semi-annual basis while eight percent say they never receive feedback on their work, according to new research from  Eagle Hill Consulting . Yet, 63 percent of workers want more immediate “in the moment” feedback on their work performance. This sentiment is higher for younger workers (74% for those aged 18 to 34) as compared to midcareer and older workers (57 percent). When it comes to remote work, those employees working in fully remote and hybrid environments are more likely to say getting constructive feedback is a challenge. More than a third (38%) of hybrid workers said getting feedback was a challenge, while 21 percent of fully remote and 19 percent of in-person workers reported feedback as a challenge. “Two years ago, employers were thrust into remote work environments, and everyone was making the best of it. Now, many employers recognize that hybrid and remote work are viable options with benefits for both employees and employers. But it’s challenging, especially when it comes to providing employees with the feedback they need to accomplish their goals and advance in their career,” says  Melissa Jezior , president and chief executive officer of  Eagle Hill Consulting . “It’s problematic that about half of employees are receiving feedback only once or twice a year. Employees need more ongoing and constructive feedback to be successful, and this research indicates they want more, especially younger workers. The key to better feedback for employers is to set up more frequent formal mechanisms for feedback and to foster a culture that embraces and promotes more “in the moment” conversations about performance,” Jezior explained. This nationwide poll of U.S. workers also finds: 82% of workers say they feel valued when someone takes time to provide feedback 79% of workers say feedback is important to their professional development 67% of workers say they receive the same level of feedback during the past two years despite proliferation of hybrid/remote work Most workers (64%) agree their organization creates a supportive, comfortable environment for delivering, soliciting, and receiving feedback in the workplace When asked what they need to succeed in their work environment, 31 percent of hybrid workers said it’s more forums to gather feedback from team leads. Twenty-two percent of fully remote workers held this sentiment, as did 16 percent of in-person employees During discussions with managers, employees say it is helpful to align on realistic goals/priorities (46 percent); review performance as it relates to promotion (21 percent); set goals (19 percent); and discuss career development (14 percent) The findings are based upon The Eagle Hill Performance Management and Feedback Survey 2022, conducted by Ipsos from May 10-12, 2022. The nationally representative survey included 1,001 adults in the U.S. aged 18 and older who are employed full-time or part-time.
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