HR可能无法阻止加班,但可以为加班的员工提供更好的保障。乾元集团人力资源总监江镇涛(化名)手里把玩着一支铅笔,目光穿越他所在办公室的玻璃幕墙,在员工办公区睃巡着。早已经过了下班时间,但在蓝色隔板分出的众多格子里,员工们仍或在操作电脑,或在打电话,都带着一种相似的紧张继续工作。无论是隐性或是自愿,当加班越来越成为企业的一种“文化”和“习以为常”的做法时,这一现象也被众多企业的HR们所认可并作为员工绩效考核内容的一部分。在公司需要员工加班与因员工加班而带来的负效应之间,HR们如何做到兼顾二者平衡? HR may not be able to stop overtime, but can provide better protection for overtime workers. Qianyuan Group Human Resources Director Jiang Zhentao (not his real name) hands playing a pencil, his eyes through the glass curtain wall of his office, in the staff office area 睃 patrolling. Already after get off work hours, but in the many grid separated by blue partitions, employees are still operating the computer or on the phone, all with a similar tension to continue their work. Whether implicitly or voluntarily, overtime is increasingly recognized as a “cultural” and “accustomed” approach to business as part of an employee performance review that is recognized by HR in many organizations. How do HR balance the two when the company needs to work overtime and the negative effect of employee overtime?