{"id":10801,"date":"2023-03-14T04:39:14","date_gmt":"2023-03-14T03:39:14","guid":{"rendered":"https:\/\/www.euroekonom.sk\/?p=10801"},"modified":"2024-05-13T14:57:37","modified_gmt":"2024-05-13T12:57:37","slug":"manazment-odmenovania-zamestnancov","status":"publish","type":"post","link":"https:\/\/www.vrtulniky.sk\/news\/manazment-odmenovania-zamestnancov\/","title":{"rendered":"Mana\u017ement odme\u0148ovania zamestnancov"},"content":{"rendered":"<h2>Mana\u017ement odme\u0148ovania<\/h2>\n<p>Mana\u017ement odme\u0148ovania zamestnancov je jedna z k\u013e\u00fa\u010dov\u00fdch oblast\u00ed person\u00e1lneho riadenia, na ktor\u00fa sa zameriava pozornos\u0165 samotn\u00e9ho podniku ako aj jeho zamestnancov. Hlavn\u00fdm cie\u013eom je zabezpe\u010di\u0165 tzv. pozit\u00edvne spr\u00e1vanie zamestnancov, ktor\u00e9 napom\u00e1ha <a href=\"https:\/\/www.euroekonom.sk\/ciele-v-organizacii\/\">dosahovaniu podnikov\u00fdch cie\u013eov<\/a>.<\/p>\n<h3>Hist\u00f3ria odme\u0148ovania<\/h3>\n<p>V 60. a 70. rokoch minul\u00e9ho storo\u010dia sa uplat\u0148oval tradi\u010dn\u00fd pr\u00edstup k odme\u0148ovaniu, jadrom ktor\u00e9ho bolo finan\u010dn\u00e9 odme\u0148ovanie. Z\u00e1kladn\u00e9 aspekty:<\/p>\n<ul>\n<li>byrokratick\u00fd pr\u00edstup,<\/li>\n<li>hierarchick\u00e9 usporiadanie a<\/li>\n<li>\u00fapln\u00e1 izol\u00e1cia od ostatn\u00fdch podnikov\u00fdch \u010dinnost\u00ed,<\/li>\n<li>zamestnanci boli zara\u010fovan\u00ed do mzdov\u00fdch kateg\u00f3ri\u00ed v d\u00f4sledku vytv\u00e1rania detailn\u00e9ho postupu mzdov\u00fdch stup\u0148ov a tar\u00edf,<\/li>\n<li>viac pozornosti sa venovalo tvorbe pracovn\u00fdch miest ako \u013eu\u010fom a ich schopnostiam.<\/li>\n<\/ul>\n<p>80. a 90. roky boli prelomov\u00fdm obdob\u00edm, kde do\u0161lo k 4 z\u00e1sadn\u00fdm zmen\u00e1m:<\/p>\n<ul>\n<li>zamestnanec u\u017e nie je vern\u00fd jedn\u00e9mu zamestn\u00e1vate\u013eovi, m\u00e1 tendenciu predch\u00e1dza\u0165 k viacer\u00fdm zamestnavate\u013eom,<\/li>\n<li>zmluva na dobu neur\u010dit\u00fa str\u00e1ca svoj v\u00fdznam, pristupuje sa k udr\u017eiavaniu k\u013e\u00fa\u010dov\u00fdch a zmluvn\u00fdch zamestnancov,<\/li>\n<li>odme\u0148ovanie pod\u013ea po\u010dtu odpracov. rokov nahr\u00e1dza odme\u0148ovanie pod\u013ea v\u00fdkonu,<\/li>\n<li>neuplat\u0148uje sa univerz\u00e1lny syst\u00e9m tvorby zamestnaneck\u00fdch v\u00fdhod vyu\u017e\u00edvan\u00fd vo v\u0161etk\u00fdch organiz\u00e1ci\u00e1ch rovnako, ale prech\u00e1dza sa k flexibiln\u00e9mu syst\u00e9mu , ktor\u00fd zoh\u013ead\u0148uje individu\u00e1lny v\u00fdber zamestnanca.<\/li>\n<\/ul>\n<h3>Syst\u00e9my odme\u0148ovania<\/h3>\n<ul>\n<li>priame pe\u0148a\u017en\u00e9 odme\u0148ovanie &#8211; zah\u0155\u0148a mzdu vr\u00e1tane r\u00f4znych mzdov\u00fdch zv\u00fdhodnen\u00ed, pr\u00e9mie, odmeny a prov\u00edzie<\/li>\n<li>nepriame pe\u0148a\u017en\u00e9 odme\u0148ovanie &#8211; zaradi\u0165 sem m\u00f4\u017eeme zamestnaneck\u00e9 akcie, poistenie, p\u00f4\u017ei\u010dky zamestnancov, pr\u00edplatky na stravovanie, o\u0161atenie a in\u00e9.<\/li>\n<li>nepe\u0148a\u017en\u00e9 odme\u0148ovanie &#8211; ide o poskytnutie in\u00fdch materi\u00e1lnych hodn\u00f4t ako: slu\u017eobn\u00fd automobil, telef\u00f3n, r\u00f4zne soci\u00e1lne v\u00fdhody a slu\u017eby napr\u00edklad vyu\u017e\u00edvanie rekrea\u010dn\u00fdch zariaden\u00ed, poradensk\u00fdch slu\u017eieb, starostlivosti o deti a r\u00f4zne in\u00e9<\/li>\n<\/ul>\n<p>V oblasti odme\u0148ovania sleduje organiz\u00e1cia ako aj zamestnanec dosiahnutie svojich cie\u013eov.<\/p>\n<h3>Ciele organiz\u00e1cie<\/h3>\n<ul>\n<li>z\u00edska\u0165 potrebn\u00fd po\u010det uch\u00e1dza\u010dov po\u017eadovanej kvality o pr\u00e1cu<\/li>\n<li>stabilizova\u0165 v\u00fdkonn\u00fdch pracovn\u00edkov<\/li>\n<li>podnecova\u0165 ich k dosahovaniu vysok\u00e9ho v\u00fdkonu<\/li>\n<li>sna\u017ei\u0165 sa o dosiahnutie konkurencieschopnosti na trhu<\/li>\n<li>budova\u0165 kolekt\u00edv schopn\u00fd realizova\u0165 podnikov\u00e9 ciele so zdrav\u00fdmi pracovn\u00fdmi a medzi\u013eudsk\u00fdmi vz\u0165ahmi<\/li>\n<li>zabezpe\u010di\u0165 n\u00e1kladov\u00fa racion\u00e1lnos\u0165 a efekt\u00edvnos\u0165 s oh\u013eadom na svoje mo\u017enosti<\/li>\n<\/ul>\n<h3>Ciele zamestnancov<\/h3>\n<ul>\n<li>uspokoji\u0165 svoje potreby<\/li>\n<li>z\u00edska\u0165 soci\u00e1lne istoty, perspekt\u00edvy bud\u00facich z\u00e1robkov<\/li>\n<li>nadobudn\u00fa\u0165 pocit spravodlivosti v odme\u0148ovan\u00ed<\/li>\n<li>ma\u0165 mo\u017enos\u0165 sebarealizova\u0165 sa<\/li>\n<\/ul>\n<h2>Trendy v odme\u0148ovan\u00ed<\/h2>\n<h3>Individu\u00e1lne v\u00fdkonov\u00e9 odme\u0148ovanie<\/h3>\n<ul>\n<li>je to <a href=\"https:\/\/www.euroekonom.sk\/manazment\/riadenie-ludskych-zdrojov\/mzdove-systemy-v-organizacii\/\">mzdov\u00fd syst\u00e9m zalo\u017een\u00fd na v\u00fdkone<\/a>, nie \u00fakolov\u00e1 mzda<\/li>\n<li>o v\u00fdkonovom odme\u0148ovan\u00ed hovor\u00edme vtedy, ke\u010f je pohybliv\u00e1 \u010das\u0165 mzdy viazania na \u00farove\u0148 objekt\u00edvne merate\u013en\u00e9ho pracovn\u00e9ho v\u00fdkonu<\/li>\n<li>m\u00e1 p\u00f4sobi\u0165 dostato\u010dne motivuj\u00faco, aby aktivizovala zamestnancov k vy\u0161\u0161iemu v\u00fdkonu, stup\u0148ovala ich anga\u017eovanos\u0165, pouk\u00e1zala na rozdiely medzi jednotliv\u00fdmi v\u00fdkonmi, pril\u00e1kala kvalifikovan\u00fdch pracovn\u00edkov a stabilizovala t\u00fdch najlep\u0161\u00edch odborn\u00edkov<\/li>\n<\/ul>\n<h3>Formy individu\u00e1lneho odme\u0148ovania<\/h3>\n<ul>\n<li>individu\u00e1lne v\u00fdkonov\u00e9 odme\u0148ovanie &#8211; predstavuje naj\u010dastej\u0161iu formu variabiln\u00e9ho odme\u0148ovania<\/li>\n<li>v\u00fdkonov\u00e9 odme\u0148ovanie mal\u00fdch skup\u00edn &#8211; so z\u00e1merom podporova\u0165 skupinov\u00fa alebo t\u00edmov\u00fa srde\u010dnos\u0165<\/li>\n<li>v\u00fdkonov\u00e9 odme\u0148ovanie ve\u013ek\u00fdch skup\u00edn, firiem &#8211; podporuje identifik\u00e1ciu s cie\u013emi organiz\u00e1cie<\/li>\n<li>v\u00fdkonov\u00e9 odme\u0148ovanie k vyjadreniu zvl\u00e1\u0161tneho uznania zamestnancov<\/li>\n<\/ul>\n<h3>V\u00fdhody individu\u00e1lnej odmeny<\/h3>\n<ul>\n<li>je flexibiln\u00e1<\/li>\n<li>je preh\u013eadn\u00e1 a \u013eahko sa s \u0148ou pracuje<\/li>\n<li>je vypl\u00e1can\u00e1 okam\u017eite po dobre vykonanej pr\u00e1ci<\/li>\n<li>vz\u0165ahuje sa na v\u00fdkon, ktor\u00fd dosiahol alebo prekro\u010dil v\u00fdkon vopred stanoven\u00fd<\/li>\n<li>netvor\u00ed s\u00fa\u010das\u0165 z\u00e1kladn\u00e9ho platu<\/li>\n<li>funguje ako stimul pre dobr\u00fd v\u00fdkon do bud\u00facnosti<\/li>\n<li>umo\u017e\u0148uje stimulova\u0165 aj t\u00fdch, ktor\u00ed dosiahli v danej platovej kateg\u00f3rii maximum<\/li>\n<li>je ve\u013emi ob\u013e\u00faben\u00e1 medzi pracovn\u00edkmi<\/li>\n<\/ul>\n<h3>Nev\u00fdhody individu\u00e1lnej odmeny<\/h3>\n<ul>\n<li>nie je mo\u017en\u00e9 pou\u017ei\u0165 ju tam, kde sa v\u00fdkon v\u00f4bec ned\u00e1 mera\u0165,<\/li>\n<li>oce\u0148uje v\u00fdlu\u010dne v\u00fdkon jednotlivcov,<\/li>\n<li>nepodnecuje k inov\u00e1cii, nako\u013eko sa zameriava na splnenie aktu\u00e1lnych \u00faloh<\/li>\n<li>d\u00e1va prednos\u0165 kr\u00e1tkodob\u00fdm cie\u013eom pred dlhodobo prosperuj\u00facimi aktivitami<\/li>\n<\/ul>\n<h2>Zamestnaneck\u00e9 benefity<\/h2>\n<ul>\n<li>nepriame hmotn\u00e9 formy odmien, ktor\u00e9 organiz\u00e1cia poskytuje svoj\u00edm zamestnancom z titulu pr\u00edslu\u0161nosti k podniku, bez toho, aby boli priamo viazan\u00e9 na v\u00fdkon pracovn\u00edkov<\/li>\n<li>m\u00f4\u017ee v\u0161ak bra\u0165 do \u00favahy po\u010det odpracovan\u00fdch rokov, funkciu \u010di z\u00e1sluhu zamestnanca v organiz\u00e1ci\u00ed<\/li>\n<li>ich zmyslom nie je priama stimul\u00e1cia v\u00fdkonnosti, ale dosiahnutie pozit\u00edvnych postojov zamestnancov k podniku, vy\u0161\u0161ej lojality a anga\u017eovanosti, \u010do v dlhodobom \u010dasovom horizonte bude vies\u0165 i k rastu v\u00fdkonnosti organiz\u00e1cie<\/li>\n<li>d\u00f4vodom ich zav\u00e1dzania je aj snaha z\u00edska\u0165 a udr\u017ea\u0165 si kvalitn\u00fdch zamestnancov a poskytova\u0165 im da\u0148ovo zv\u00fdhodnen\u00e9 formy odmien<\/li>\n<\/ul>\n<h2>Druhy zamestnaneck\u00fdch v\u00fdhod<\/h2>\n<ul>\n<li>zamestnaneck\u00e9 v\u00fdhody povinne poskytovan\u00e9 zamestn\u00e1vate\u013eom &#8211; pod\u013ea z\u00e1kona, resp. v\u0161eobecne platn\u00e9ho predpisu<\/li>\n<li>zamestnaneck\u00e9 v\u00fdhody zmluvne zakotven\u00e9 v kolekt\u00edvnej zmluve podniku<\/li>\n<li>zamestnaneck\u00e9 v\u00fdhody dobrovo\u013en\u00e9 &#8211; ich poskytovanie je odrazom cie\u013eom person\u00e1lnej politiky podniku, \u00fasilia o spokojnos\u0165 zamestnancov \u010di z\u00edskanie dobrej povesti alebo poz\u00edcie na trhu<\/li>\n<\/ul>\n<p>Z h\u013eadiska cie\u013eovej skupiny zamestnaneck\u00e9 v\u00fdhody del\u00edme na:<\/p>\n<ul>\n<li>individu\u00e1lne &#8211; ur\u010den\u00e9 konkr\u00e9tnym osob\u00e1m vzh\u013eadom na ich osobn\u00fa situ\u00e1ciu<\/li>\n<li>skupinov\u00e9 &#8211; zameran\u00e9 na v\u00e4\u010d\u0161ie skupiny, pr\u00edpadne na v\u0161etk\u00fdch zamestnancov<\/li>\n<\/ul>\n<p>Pod\u013ea vecn\u00e9ho triedenia:<\/p>\n<ul>\n<li>v\u00fdhody soci\u00e1lnej povahy &#8211; \u017eivotn\u00e9 poistenie hraden\u00e9 v plnej v\u00fd\u0161ke alebo s\u010dasti zamestn\u00e1vate\u013eom, podnikov\u00e9 p\u00f4\u017ei\u010dk\u00fd, matersk\u00e9 \u0161k\u00f4lky, pr\u00edspevok na dovolenku, finan\u010dn\u00e9 pr\u00e1vne a osobn\u00e9 poradenstvo, dar\u010deky a dar\u010dekov\u00e9 poukazy, \u010dlenstvo v kluboch.<\/li>\n<li>v\u00fdhody vz\u0165ahuj\u00face sa k pr\u00e1ci &#8211; pr\u00edspevok na stravovanie, ob\u010derstvenie na pracovisku, nad\u0161tandardn\u00e9 pracovn\u00e9 vo\u013eno, podnikom hraden\u00e9 vzdel\u00e1vanie nad r\u00e1mec potrieb organiz\u00e1cie, pr\u00edspevok na dopravu,&#8230;<\/li>\n<\/ul>\n<h3>Kafet\u00e9ria syst\u00e9m odme\u0148ovania<\/h3>\n<ul>\n<li>ide o aspekt volite\u013enosti v odme\u0148ovan\u00ed,<\/li>\n<li>v spolo\u010dnostiach, kde sa tento pr\u00edstup aplikuje, maj\u00fa pracovn\u00edci mo\u017enos\u0165 vybra\u0165 si im vyhovuj\u00face odmeny, resp. ich kombin\u00e1ciu, kafet\u00e9ria syst\u00e9m sa m\u00f4\u017ee uplatni\u0165 v r\u00f4znych variantoch.<\/li>\n<\/ul>\n<h3>Formy kafet\u00e9rie<\/h3>\n<ul>\n<li>syst\u00e9m jadra &#8211; tvoria dve kateg\u00f3rie: pevn\u00e9 jadro a volite\u013en\u00fd blok slu\u017eieb. Pevn\u00e9 jadro pozost\u00e1va zo soci\u00e1lnych slu\u017eieb, ktor\u00e9 zamestnanec podniku z\u00edska automaticky, nezah\u0155\u0148a v\u0161ak prvok volite\u013enosti. Volite\u013en\u00fd blok slu\u017eieb predstavuje slu\u017eby, z ktor\u00fdch si zamestnanec vyber\u00e1 na z\u00e1klade svojich osobn\u00fdch preferenci\u00ed.<\/li>\n<li>syst\u00e9m menu &#8211; umo\u017e\u0148uje absol\u00fatnu vo\u013enos\u0165 vo v\u00fdbere zamest. v\u00fdhod a slu\u017eieb v r\u00e1mci stanoven\u00e9ho rozpo\u010dtu<\/li>\n<li>syst\u00e9m volite\u013en\u00fdch blokov &#8211; poskytuje mo\u017enos\u0165 vybra\u0165 si z vopred zadefinovan\u00e9ho s\u00faboru zamestnaneck\u00fdch v\u00fdhod<\/li>\n<\/ul>\n<h3>Zamestnaneck\u00e9 benefity naj\u010dastej\u0161ie pou\u017e\u00edvan\u00e9 na Slovensku<\/h3>\n<ul>\n<li>vzdel\u00e1vanie zamestnancov<\/li>\n<li>n\u00e1poje na pracovisku<\/li>\n<li>flexibiln\u00fd pracovn\u00fd \u010das<\/li>\n<li>mobiln\u00fd telef\u00f3n<\/li>\n<li>pr\u00edspevok na stravu nad r\u00e1mec z\u00e1kona a \u010fal\u0161ie<\/li>\n<\/ul>\n<h2>Zdroj<\/h2>\n<p>predn\u00e1\u0161ka z predmetu Mana\u017ement \u013eudsk\u00fdch zdrojov na OF EUBA, predn\u00e1\u0161aj\u00faca: Ing. Eva Hvizdov\u00e1, PhD.<\/p>\n","protected":false},"excerpt":{"rendered":"<p>Mana\u017ement odme\u0148ovania Mana\u017ement odme\u0148ovania zamestnancov je jedna z k\u013e\u00fa\u010dov\u00fdch oblast\u00ed person\u00e1lneho riadenia, na ktor\u00fa sa zameriava pozornos\u0165 samotn\u00e9ho podniku ako aj jeho zamestnancov. Hlavn\u00fdm cie\u013eom &hellip; <\/p>\n","protected":false},"author":21,"featured_media":25312,"comment_status":"open","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[77,549],"tags":[],"class_list":["post-10801","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-ludia","category-pracujem"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.6 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Mana\u017ement odme\u0148ovania zamestnancov<\/title>\n<meta name=\"description\" content=\"Syst\u00e9my odme\u0148ovania, trendy v odme\u0148ovan\u00ed. 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