{"id":11197,"date":"2023-04-05T19:23:30","date_gmt":"2023-04-05T17:23:30","guid":{"rendered":"https:\/\/www.euroekonom.sk\/?p=11197"},"modified":"2024-05-13T14:57:17","modified_gmt":"2024-05-13T12:57:17","slug":"ludske-zdroje-v-podniku","status":"publish","type":"post","link":"https:\/\/www.vrtulniky.sk\/news\/ludske-zdroje-v-podniku\/","title":{"rendered":"\u013dudsk\u00e9 zdroje v podniku"},"content":{"rendered":"<h2>\u013dudsk\u00e9 zdroje<\/h2>\n<p>\u013dudsk\u00e9 zdroje predstavuj\u00fa prioritn\u00fd zdroj efekt\u00edvnej \u010dinnosti s prosperity podniku a v s\u00fa\u010dasnosti s\u00fa rozhoduj\u00facim predpokladom budovania siln\u00fdch str\u00e1nok a konkuren\u010dn\u00fdch v\u00fdhod podniku.<br \/>\nAko podnikov\u00fd faktor predstavuje \u013eudsk\u00e1 pr\u00e1ca vynakladanie psychick\u00fdch a fyzick\u00fdch schopnost\u00ed \u010dloveka na dosiahnutie cie\u013eov podniku. Pracovn\u00fd v\u00fdkon \u010dloveka je z\u00e1visl\u00fd od faktorov: fyzick\u00e9 a du\u0161evn\u00e9 schopnosti \u010dloveka(vek, nadanie, vzdelanie, sk\u00fasenosti) a s\u00fabor faktorov ovplyv\u0148uj\u00facich v\u00f4\u013eu a chu\u0165 pracova\u0165, t.j. maxim\u00e1lne vyu\u017e\u00edva\u0165 fyzick\u00e9 a psychick\u00e9 schopnosti.<\/p>\n<h2>Z\u00e1kladn\u00e9 \u010dinnosti person\u00e1lneho \u00fatvaru<\/h2>\n<p>V podniku zast\u00e1vaj\u00fa funkciu person\u00e1lnych \u00fatvarov r\u00f4zne org\u00e1ny (v z\u00e1vislosti od ve\u013ekosti a typu podniku). Spolo\u010dne t\u00fato \u010dinnos\u0165 naz\u00fdvame <a href=\"https:\/\/www.euroekonom.sk\/manazment\/riadenie-ludskych-zdrojov\/\">riadenie \u013eudsk\u00fdch zdrojov alebo personalistika<\/a>.<\/p>\n<ul>\n<li>pl\u00e1novanie pracovn\u00edkov<\/li>\n<li>z\u00edskavanie a v\u00fdber pracovn\u00edkov<\/li>\n<li>rozmiest\u0148ovanie pracovn\u00edkov<\/li>\n<li>hodnotenie pracovn\u00edkov a pr\u00e1ce<\/li>\n<li>zabezpe\u010dovanie kolekt\u00edvneho vyjedn\u00e1vania<\/li>\n<li>tvorba a zabezpe\u010dovanie podnikov\u00fdch soci\u00e1lnych slu\u017eieb<\/li>\n<li>presadzovanie \u00fazkej spolupr\u00e1ce a dobrej komunik\u00e1cie v\u0161etk\u00fdch \u00fatvarov podniku a v\u0161eobecnej informovanosti zhora nadol.<\/li>\n<\/ul>\n<p>Pracovn\u00edka je potrebn\u00e9 motivova\u0165! Medzi 4 faktory motiv\u00e1cie k pr\u00e1ci patria:<\/p>\n<ul>\n<li>v\u00fdber \u013eud\u00ed<\/li>\n<li>pracovn\u00e9 podmienky<\/li>\n<li>podnikov\u00e9 soci\u00e1lne slu\u017eby<\/li>\n<li>odme\u0148ovanie<\/li>\n<\/ul>\n<h2>Stanovenie potreby \u013eudsk\u00fdch zdrojov<\/h2>\n<p>Stanovenie potreby \u013eudsk\u00fdch zdrojov je zistenie po\u010dtu a \u0161trukt\u00fary zamestnancov, ktor\u00ed s\u00fa potrebn\u00ed pre dosiahnutie podnikov\u00fdch cie\u013eov. \u0160trukt\u00fara pracovn\u00edkov:<\/p>\n<ul>\n<li>v\u00fdrobn\u00ed robotn\u00edci<\/li>\n<li>re\u017eijn\u00ed robotn\u00edci<\/li>\n<li>mana\u017e\u00e9ri<\/li>\n<\/ul>\n<h2>Met\u00f3dy ur\u010dovania potreby pracovn\u00edkov<\/h2>\n<ol>\n<li>expertn\u00e9 (intuit\u00edvne) met\u00f3dy \u2013 s\u00fa zalo\u017een\u00e9 na \u00fasudku expertov, vych\u00e1dzaj\u00fa z info o podmienkach a n\u00e1ro\u010dnosti podnikov\u00fdch \u00faloh. T\u00fdmito met\u00f3dami sa stanovuje potreba mana\u017ementu.<\/li>\n<li>kvantitat\u00edvne met\u00f3dy \u2013 pou\u017e\u00edvaj\u00fa na ur\u010denie potreby matematick\u00e9 a \u0161tatistick\u00e9 prepo\u010dty a vy\u017eaduj\u00fa si pomerne \u0161irok\u00fa \u00fadajov\u00fa z\u00e1klad\u0148u.<\/li>\n<\/ol>\n<p>Princ\u00edp prepo\u010dtu t\u00fdchto met\u00f3d, ale aj v\u0161eobecn\u00e9ho prepo\u010dtu potreby \u013eudsk\u00fdch zdrojov vyzer\u00e1 takto: potreba pracovn\u00edkov = objem pr\u00e1ce\/v\u00fdkonnos\u0165 pracovn\u00edka<\/p>\n<ul>\n<li>met\u00f3da normohod\u00edn \u2013 pracovn\u00edci, ktor\u00ed pracuj\u00fa na normovan\u00fdch pr\u00e1cach, teda je to potreba predov\u0161etk\u00fdm v\u00fdrobn\u00fdch robotn\u00edkov.<\/li>\n<li>met\u00f3da noriem obsluhy \u2013 v podnikoch hutn\u00edckeho, chemick\u00e9ho priemyslu, v podmienkach, kde v\u00fdkon pracovn\u00edka je z\u00e1visl\u00fd od technol\u00f3gie (aparat\u00farne v\u00fdroby).<\/li>\n<li>met\u00f3da obsluhovan\u00fdch miest \u2013 tam, kde je viac rovnorod\u00fdch pracov\u00edsk, ktor\u00e9 je treba obsl\u00fa\u017ei\u0165. Pre pl\u00e1novanie po\u010dtu pomocn\u00fdch pracovn\u00edkov.<\/li>\n<\/ul>\n<h2>Z\u00edskavanie \u013eudsk\u00fdch zdrojov<\/h2>\n<p>V\u00fdchodiskom z\u00edskavania \u013eudsk\u00fdch zdrojov s\u00fa <a href=\"https:\/\/www.euroekonom.sk\/manazment\/personalny-manazment\/planovanie-pracovnikov\/\">inform\u00e1cie o potrebe pracovn\u00edkov<\/a> a ich \u0161trukt\u00fare a o zdrojoch pracovn\u00fdch s\u00edl (vonkaj\u0161\u00ed, vn\u00fatorn\u00ed).<br \/>\n\u00dalohou z\u00edskavania \u013eudsk\u00fdch zdrojov je zabezpe\u010di\u0165 dostato\u010dn\u00fd po\u010det vhodn\u00fdch pracovn\u00edkov a to s oh\u013eadom na n\u00e1klady procesu. Person\u00e1lna prax d\u00e1va spravidla prednos\u0165 obsadzovaniu vo\u013en\u00fdch miest z vn\u00fatorn\u00fdch zdrojov.<br \/>\nPostupnos\u0165 krokov procesu v\u00fdberu:<\/p>\n<ol>\n<li>ucelen\u00e1 a jasn\u00e1 predstava o pracovn\u00edkovi, to si vy\u017eaduje popis pr\u00e1ce a pracovn\u00e9ho miesta.<\/li>\n<li>n\u00e1bor a z\u00edskavanie \u0161ir\u0161ieho okruhu kandid\u00e1tov (\u0161ir\u0161\u00ed v\u00fdber). Realizovan\u00fd prostredn\u00edctvom inzer\u00e1tov a \u00faradmi pr\u00e1ce. Po\u010det uch\u00e1dza\u010dov z\u00e1vis\u00ed od:\n<ul>\n<li>propaga\u010dn\u00fdch opatren\u00ed podniku<\/li>\n<li>situ\u00e1cie na trhu pr\u00e1ce<\/li>\n<li>po\u017eiadaviek na dan\u00e9 pracovn\u00e9 miesto<\/li>\n<li>atraktivity podniku<\/li>\n<\/ul>\n<\/li>\n<li>anal\u00fdza schopnost\u00ed uch\u00e1dza\u010dov \u2013 zisti\u0165 a preveri\u0165 schopnosti uch\u00e1dza\u010da, roz\u0161\u00edri\u0165 okruh inform\u00e1ci\u00ed o \u0148om a napom\u00f4c\u0165 tak ku kone\u010dn\u00e9mu rozhodnutiu.<\/li>\n<li>rozhodnutie o v\u00fdbere \u2013 v\u0161etci uch\u00e1dza\u010di maj\u00fa by\u0165 slu\u0161nou formou informovan\u00ed o v\u00fdsledkoch v\u00fdberov\u00e9ho konania.<\/li>\n<\/ol>\n<h2>Tvorba pracovn\u00fdch podmienok<\/h2>\n<p>\u010casov\u00e9 podmienky pr\u00e1ce \u2013 ur\u010duj\u00fa d\u013a\u017eku a \u0161trukt\u00faru pracovn\u00e9ho \u010dasu, \u00fa\u010deln\u00e9 striedanie pr\u00e1ce a oddychu. Z\u00e1konn\u00edk pr\u00e1ce stanovuje: max. d\u013a\u017eku t\u00fd\u017edenn\u00e9ho pracovn\u00e9ho \u010dasu,<br \/>\nMaxim\u00e1lna d\u013a\u017eku pracovn\u00e9ho \u010dasu po\u010das pracovn\u00e9ho d\u0148a, minim\u00e1lny nepretr\u017eit\u00fd denn\u00fd\/t\u00fd\u017edenn\u00fd odpo\u010dinok, limity v poskytovan\u00ed dovolenky.<br \/>\nPracovn\u00e9 prostredie \u2013 skladba a \u00farove\u0148 faktorov vpl\u00fdva na pracovn\u00edka.<br \/>\nFaktory fyzik\u00e1lne \u2013 osvetlenie, farba, hluk, \u010distota ovzdu\u0161ia,<br \/>\nFaktory soci\u00e1lno \u2013 psychologick\u00e9 \u2013 mo\u017enosti participova\u0165 na rozhodovan\u00ed o sp\u00f4sobe vykon\u00e1vania pr\u00e1ce, tempo a monot\u00f3nnos\u0165 pr\u00e1ce, vz\u0165ahy na pracovisku.<\/p>\n<h2>Podnikov\u00e9 soci\u00e1lne slu\u017eby<\/h2>\n<p>Podnikov\u00e9 soci\u00e1lne slu\u017eby predstavuj\u00fa komplex \u010dinnost\u00ed ktor\u00e9 podnik poskytuje svojim pracovn\u00edkom a ich rodinn\u00fdm pr\u00edslu\u0161n\u00edkom. Podnik ich poskytuje dobrovo\u013ene. Cie\u013eom je pozit\u00edvne ovplyvni\u0165 v\u00fdkon zamestnancov a budova\u0165 lojalitu vo\u010di podniku.<\/p>\n<ul>\n<li>podnikov\u00e9 vzdel\u00e1vanie<\/li>\n<li>pr\u00edspevok na stravovanie, rekre\u00e1ciu, zdravotn\u00edcka starostlivos\u0165, slu\u017eobn\u00fd mobil, auto, byt<\/li>\n<li>cafeteria system<\/li>\n<\/ul>\n<h2>Odme\u0148ovanie zamestnancov<\/h2>\n<p>Odme\u0148ovanie zamestnancov predstavuje <a href=\"https:\/\/www.euroekonom.sk\/odmenovanie-zamestnancov-v-podnikatelskej-sfere\/\">poskytovanie mzdy a in\u00fdch pe\u0148a\u017en\u00fdch odmien<\/a> zamestnancom. Jeho \u00falohou je v prvom rade zoh\u013ead\u0148ova\u0165 \u00fasilie a pr\u00ednos zamestnancov pre podnik a podporova\u0165 ich motiv\u00e1ciu.<br \/>\nZ\u00e1kon o mzde: Mzda je pe\u0148a\u017en\u00e9 plnenie, alebo plnenie pe\u0148a\u017enej hodnoty (natur\u00e1lna mzda) poskytovan\u00e9 zamestnancovi za pr\u00e1cu.<br \/>\nEkonomick\u00e1 funkcia mzdy:<\/p>\n<ul>\n<li>n\u00e1kladov\u00e1 \u2013 mzda ako cena pr\u00e1ce je s\u00fa\u010das\u0165 N<\/li>\n<li>stimula\u010dn\u00e1\/motiva\u010dn\u00e1 \u2013 jej p\u00f4sobenie na pracovn\u00fa aktivitu zamestnancov<\/li>\n<\/ul>\n<p>Soci\u00e1lna funkcia \u2013 pri usmer\u0148ovan\u00ed minim\u00e1lnej \u017eivotnej \u00farovne.<br \/>\nZ\u00e1kladn\u00e9 mzdov\u00e9 formy:<\/p>\n<ul>\n<li>\u010dasov\u00e1<\/li>\n<li>\u00fakolov\u00e1<\/li>\n<li>podielov\u00e1<\/li>\n<li>kombinovan\u00e1<\/li>\n<\/ul>\n<p>Doplnkov\u00e9 mzdov\u00e9 formy:<\/p>\n<ul>\n<li>pr\u00e9mie a odmeny<\/li>\n<li>osobn\u00e9 ohodnotenie<\/li>\n<li>podiely na hospod\u00e1rskom v\u00fdsledku<\/li>\n<li>hodnotenie mimoriadnych pracovn\u00fdch podmienok<\/li>\n<\/ul>\n","protected":false},"excerpt":{"rendered":"<p>\u013dudsk\u00e9 zdroje \u013dudsk\u00e9 zdroje predstavuj\u00fa prioritn\u00fd zdroj efekt\u00edvnej \u010dinnosti s prosperity podniku a v s\u00fa\u010dasnosti s\u00fa rozhoduj\u00facim predpokladom budovania siln\u00fdch str\u00e1nok a konkuren\u010dn\u00fdch v\u00fdhod podniku. &hellip; <\/p>\n","protected":false},"author":13,"featured_media":24828,"comment_status":"open","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[77,549],"tags":[],"class_list":["post-11197","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>\u013dudsk\u00e9 zdroje v podniku<\/title>\n<meta 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