Jiang (pseudonym), the human resources director of Gan Yuan Group, is fiddling with a pencil in his hand and patrolling the staff office area through the glass curtain wall of the office. It's been a long time since work, but in many squares separated by blue partitions, employees are still operating computers or making phone calls, and they all continue to work with similar nervousness.
Whether it is implicit or voluntary, overtime is increasingly becoming a kind of enterprise. Culture? And then what? Accustomed to it? In practice, this phenomenon is also recognized by HR of many enterprises as a part of employee performance appraisal. How does HR balance the need for employees to work overtime and the negative impact of overtime?
When recruiting, it is necessary to make clear the overtime demand.
We don't absolutely oppose or advocate the attitude of working overtime. From the sense of responsibility and the nature of work, we must work overtime when there is an urgent task, but we do not advocate working overtime often. ? Cao Laijing, human resources director of NEC Communication (China) Co., Ltd. said that the new employee explained to them during the interview that the company might have to work overtime, and whether or not to work overtime is also a condition that the human resources department must consider when deciding whether to hire this employee.
Why are overtime workers willing to bear the pressure? Cao Laijing thinks there is? Harsh? Enterprise system, left and right? Advanced? For example, in order to keep a rare post, everyone has to endure the pain of working overtime, and with the praise from family and public opinion, it is irreversible? Overtime unspoken rules? . This? Hidden rules? And the result? The atmosphere of excessive overtime gradually permeated the society and evolved into a kind of * * *? Overtime culture? .
During the interview, I will explain to the employees that working overtime occasionally may bring work pressure, and most job seekers will accept it. Most people will not take overtime as a condition for considering whether to join the job. ? Cai, the human resources director of Flowserve, said that none of the job seekers she interviewed said they could not bear the pressure of overtime.
Control overtime cost
Flowserve Company, where Zhai works, is a foreign-funded company, which mainly produces and sells valves and various seals. Most of the companies are sales and after-sales service personnel, so it is difficult to define the nature of their work. For example, if there is a problem with the product, they need to find a customer to repair it as soon as possible. Our customers are all over the country, so these people often travel between cities at the expense of their personal rest time. We call this work spirit' FOSS Spirit', and we will give our employees some spiritual and material rewards to thank them for their contribution to the company. ?
Zhang Chunhui, director of human resources of Beijing Longfa Group, talked about overtime culture and thought that overtime accelerated the consumption of office resources. Although there is no overtime pay, the company will provide some extra subsidies and rewards to the overtime department. ?
In Cao Laijing's view, employees who work overtime are not necessarily good employees. ? We have statistics on the overtime hours of every employee in the company, which will be one of the standards for evaluating employees at the end of the year. Frequent overtime work may indicate that this employee's work ability is really poor. It will take him 10 hour or even longer to complete the task that others can complete in 8 hours. Doesn't that explain the problem?
Are there any employees who work overtime? Impure motives? What's more, some employees don't work well during normal working hours, even if? Bored enough to draw turtles on paper? But I got busy as soon as I got off work, in order to give my boss one? Diligence? In my mind.
For example, our company used to subsidize overtime employees for wrong meals, and those who exceeded eight o'clock in the evening could take a taxi home. Because of this, employees who didn't need to work overtime also worked overtime and didn't go home until 8 pm. ? Cao Laijing said with a smile, in the end, the human resources department had to adjust the overtime system, change the original meal supplement to the real meal system, and control the enthusiasm of overtime employees. ? It took me more than a year to reduce overtime expenses and give overtime workers a chance to rest. Later, statistics proved that although the company's expenses in this area were reduced, it did not affect the company's performance, nor did it complain that the reduction of overtime work would affect their income. ?
Provide institutional guarantee for overtime work
As an HR, it is necessary to clarify overtime hours with employees, control overtime frequency, and make' goodwill' actions for overtime employees, such as buying some fruits and snacks during overtime, and arranging leaders to deliver dinner to overtime employees in person. ? Zhai believes that HR plays not only a bridge between overtime employees and managers, but also a planner of this system, allowing employees to accept overtime and regard overtime as a sense of accomplishment.
Jiang's group is an educational institution focusing on foreign language training. Prior to this, he has been trying to create a relatively relaxed and humanized atmosphere in the company. I flexibly implement the company's system. Some employees live far away from the company, and I allow them to be late and leave early for half an hour. It is also the implementation of various humanized systems. Before, employees said that they had found a good company, okay? Enjoy your work happily? . ?
Although many enterprises are used to working overtime, at Jiang's insistence, the company never asks employees to work overtime. This is also the case. The previous work task decided that all employees in the company, including himself, were off work on time and on time.
Can ginger advocate it? Have a good job? It didn't last long In March, the board of directors of the company redistributed the tasks of various departments. Facing the new assessment rules and tasks, invisible pressure hangs over every employee of the company. At this time, Jiang found that employees began to work overtime until late at night.
Not long after the introduction of the new company system, employees began to ask me about overtime pay. I told them that the company did not encourage employees to work overtime, so there was no overtime pay. ? Jiang's answer didn't stop employees from working overtime. Employees stay in the office after work every day to continue? Fight? ,? Some people who are far away from home even sleep on the floor of the office. ?
At this time, I gradually realized that some of the original systems of the company need to be changed, such as providing dinner for people who work overtime; For fear of affecting the health and safety of employees, it is stipulated that employees should not work overtime at night more than 12, and those who work overtime more than 3 times a week should take a break as appropriate. It is better to provide them with better protection than to prevent overtime work. ? Finally, Jiang's attitude against overtime fell silent, but this voice was not forced by someone, but caused by an invisible pressure.
Develop employee health plan
What does the human resources department need in employee health planning? The right medicine? The contents include: 1. Establish staff activity room and fitness room, so that employees can strengthen physical exercise after work; 2. Regularly carry out health check-ups for employees and apply for medical care cards to prevent problems before they happen. 3. Hold health knowledge lectures for employees to popularize health knowledge; 4. Provide reasonable nutrition work package for employees to ensure their healthy diet; 5. Carry out sports fun competitions for employees, and mobilize the enthusiasm of employees to participate in physical exercise; 6. Establish employee health files and always pay attention to the health changes of employees.
Enterprises should not only pay attention to the health of employees, improve their physical quality, but also strengthen the cultivation of their psychological quality. The human resources department can take the following measures: 1. Establish employee psychological consultation room to provide psychological help for employees. What is the current popular EAP(EmployeeAssistantProgram)? Employee assistance program? It is a psychological counseling project for employees; 2. Establish smooth communication channels between superiors and subordinates, encourage employees to communicate with their superiors, and let the top management of the enterprise know the real needs of employees in time; 3. Establish a transparent, fair, just and open competition mechanism to reduce the psychological burden of employees; 4. establish? Positive, open, inclusive and optimistic? Corporate culture atmosphere; 5. Improve the incentive mechanism for employees, especially pay attention to the spiritual incentives for employees.
The health of employees is related to the future development of enterprises, so it is necessary to incorporate the health indicators of employees into the work of human resource management. As far as recruitment is concerned, the applicant's health indicators can be used as? Interview? As the last checkpoint, it is an important assessment index to measure whether it can withstand work intensity and work pressure. Secondly, can you add? Health training? ; Thirdly, health assessment should be included in the assessment system, and employees' mental health should be assessed according to information such as self-evaluation, mutual evaluation, family and friends, and their jobs should be adjusted in time according to the results of health assessment and the requirements of their jobs. Finally, the health index will be included in the promotion system, and the health assessment results will be used as a reference for promotion.
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