{"id":2334,"date":"2022-09-29T12:18:19","date_gmt":"2022-09-29T10:18:19","guid":{"rendered":"https:\/\/www.euroekonom.sk\/?page_id=2334"},"modified":"2024-05-13T14:59:03","modified_gmt":"2024-05-13T12:59:03","slug":"mzdove-uctovnictvo-a-personalistika","status":"publish","type":"post","link":"https:\/\/www.vrtulniky.sk\/news\/mzdove-uctovnictvo-a-personalistika\/","title":{"rendered":"Mzdov\u00e9 \u00fa\u010dtovn\u00edctvo a personalistika"},"content":{"rendered":"<p>Mzdy a personalistika s\u00fa samostatnou \u010das\u0165ou \u00fa\u010dtovn\u00edctva podniku. Personalistika vyjadruje obsah \u00faloh person\u00e1lneho mana\u017ementu. M\u00f4\u017eeme ju tie\u017e definova\u0165 ako ucelen\u00fd syst\u00e9m obsadzovania pracovn\u00fdch miest v podniku, formovania pracovn\u00fdch vz\u0165ahov a vytv\u00e1rania optim\u00e1lnych podmienok na vyu\u017eitie person\u00e1lu podniku.<\/p>\n<h2>Oblasti personalistiky<\/h2>\n<p>Hlavn\u00e9 <a href=\"https:\/\/www.euroekonom.sk\/manazment\/personalny-manazment\/\">oblasti person\u00e1lneho mana\u017ementu<\/a> s\u00fa tieto:<\/p>\n<ul>\n<li>vznik, zmena a skon\u010denie pracovn\u00e9ho pomeru<\/li>\n<li>person\u00e1lne pl\u00e1novanie<\/li>\n<li>v\u00fdber a rozmiest\u0148ovanie pracovn\u00edkov<\/li>\n<li>ur\u010dovanie re\u017eimu pracovn\u00e9ho \u010dasu<\/li>\n<li>vytv\u00e1ranie vhodn\u00fdch pracovn\u00fdch podmienok<\/li>\n<li>vzdel\u00e1vanie pracovn\u00edkov<\/li>\n<li>odme\u0148ovanie pracovn\u00edkov<\/li>\n<li>hodnotenie \u00fa\u010dinnosti pr\u00e1ce<\/li>\n<\/ul>\n<p>Je samozrejmos\u0165ou, \u017ee podnikov\u00e1 personalistika mus\u00ed re\u0161pektova\u0165 platn\u00fa legislat\u00edvu, hlavne jeho z\u00e1sadn\u00e9 dokumenty: Z\u00e1konn\u00edk pr\u00e1ce, z\u00e1kon o zamestnanosti, z\u00e1kon o mzde, z\u00e1kon o kolekt\u00edvnom vyjedn\u00e1van\u00ed.<\/p>\n<h2>Pracovn\u00fd pomer<\/h2>\n<p><a href=\"https:\/\/www.euroekonom.sk\/ekonomika\/pracovne-pravo\/\">Vznik, zmena a skon\u010denie pracovn\u00e9ho pomeru<\/a>: pracovn\u00fd pomer vznik\u00e1 pracovnou zmluvou medzi podnikom a pracovn\u00edkom. Pred jej uzatvoren\u00edm je podnik povinn\u00fd pracovn\u00edka obozn\u00e1mi\u0165: s pr\u00e1vami a povinnos\u0165ami, ktor\u00e9 na neho vyplyn\u00fa z pracovnej zmluvy, s pracovn\u00fdmi a mzdov\u00fdmi podmienkami.<br \/>\nV\u00fdznamn\u00fdm in\u0161tit\u00fatom trhu pr\u00e1ce s\u00fa \u00farady pr\u00e1ce, ktor\u00e9 vykon\u00e1vaj\u00fa komplex \u010dinnost\u00ed v oblasti zamestnanosti:<\/p>\n<ul>\n<li>poskytuj\u00fa inform\u00e1cie o mo\u017enostiach zamestnania<\/li>\n<li>eviduj\u00fa uch\u00e1dza\u010dov o zamestnanie<\/li>\n<li>eviduj\u00fa vo\u013en\u00e9 pracovn\u00e9 miesta, m\u00f4\u017eeme hovori\u0165 o pracovn\u00fdch inzer\u00e1toch<\/li>\n<li>sprostredk\u00favaj\u00fa ob\u010danom vo svojom obvode zamestnanie<\/li>\n<li>zabezpe\u010duj\u00fa odborn\u00fa pr\u00edpravu a r\u00f4zne rekvalifik\u00e1cie pre uch\u00e1dza\u010dov<\/li>\n<li>poskytuj\u00fa poradensk\u00fa \u010dinnos\u0165 o oblasti zamestnanosti<\/li>\n<\/ul>\n<h2>Syst\u00e9m odme\u0148ovania pracovn\u00edkov<\/h2>\n<p>Syst\u00e9m odme\u0148ovania je k\u013e\u00fa\u010dovou oblas\u0165ou pr\u00e1ce s \u013eu\u010fmi v ka\u017edej spolo\u010dnosti. Jeho vhodn\u00fdm nastaven\u00edm je mo\u017en\u00e9 zv\u00fd\u0161i\u0165 v\u00fdkony a motiv\u00e1ciu, zn\u00ed\u017ei\u0165 fluktu\u00e1ciu a posilni\u0165 stabilitu pracovn\u00edkov. Aby bol syst\u00e9m odme\u0148ovania efekt\u00edvny, mal by by\u0165 vytv\u00e1ran\u00fd tak, aby vyhoval potreb\u00e1m a z\u00e1ujmom podniku, a bol akceptovan\u00fd v\u0161etk\u00fdmi pracovn\u00edkmi.<br \/>\nS\u00fa\u010dasn\u00e1 te\u00f3ria riadenia \u013eudsk\u00fdch zdrojov a taktie\u017e prax v slovensk\u00fdch podnikoch roz\u0161iruj\u00fa defin\u00edciu syst\u00e9mu odme\u0148ovania, ch\u00e1pe ho komplexnej\u0161ie a zah\u0155\u0148a do neho i r\u00f4zne nepe\u0148a\u017en\u00e9 a nehmotn\u00e9 formy odmeny. Autori Livian a Pra\u017esk\u00e1 vymedzuj\u00fa tri z\u00e1kladn\u00e9 kateg\u00f3rie v syst\u00e9me odme\u0148ovania a to:<\/p>\n<ul>\n<li>priame pe\u0148a\u017en\u00e9 odme\u0148ovanie, kam zara\u010fuj\u00fa mzdu\/plat, vr\u00e1tane r\u00f4znych doplnkov a mzdov\u00fdch zv\u00fdhodnen\u00ed, pr\u00e9mie, odmeny a prov\u00edzie;<\/li>\n<li>nepriame pe\u0148a\u017en\u00e9 odme\u0148ovanie, prostredn\u00edctvom zamestnaneck\u00fdch akci\u00ed, poistenia, p\u00f4\u017ei\u010diek poskytovan\u00fdch zamestnancom podniku, pr\u00edplatkov na stravovanie, o\u0161atenie a pod.;<\/li>\n<li>nepe\u0148a\u017en\u00e9 odme\u0148ovanie, ktor\u00e9 zah\u0155\u0148a in\u00e9 materi\u00e1lne hodnoty ako s\u00fa poskytovanie slu\u017eobn\u00e9ho automobilu a mobiln\u00e9ho telef\u00f3nu, r\u00f4zne soci\u00e1lne v\u00fdhody, slu\u017eby \u2013 vyu\u017e\u00edvanie rekrea\u010dn\u00fdch zariaden\u00ed, r\u00f4znych foriem poradenstva, starostlivos\u0165 o deti a pod.;<\/li>\n<\/ul>\n<h2>Syst\u00e9m odme\u0148ovania<\/h2>\n<p>\u010co motivuje jedn\u00e9ho zamestnanca, nemus\u00ed motivova\u0165 ostatn\u00fdch. Syst\u00e9m odme\u0148ovania je v\u00fdsledkom vz\u00e1jomne prepojenej politiky odme\u0148ovania s konkr\u00e9tnymi procesmi a praktick\u00fdmi postupmi podniku pri odme\u0148ovan\u00ed zamestnancov v nadv\u00e4znosti na ich pr\u00ednos, schopnosti a ich trhov\u00fa hodnotu. Armstrong uv\u00e1dza \u00falohy syst\u00e9mu odme\u0148ovania:<\/p>\n<ol>\n<li>odme\u0148ova\u0165 \u013eud\u00ed pod\u013ea toho, ako si ich organiz\u00e1cia cen\u00ed, a ako ich na z\u00e1klade toho chce plati\u0165;<\/li>\n<li>odme\u0148ova\u0165 \u013eud\u00ed za hodnotu ktor\u00fa vytv\u00e1raj\u00fa;<\/li>\n<li>odme\u0148ova\u0165 spr\u00e1vne veci, aby bolo jasn\u00e9, \u010do je d\u00f4le\u017eit\u00e9 z h\u013eadiska chovania a v\u00fdsledkov;<\/li>\n<li>vytv\u00e1ra\u0165 kult\u00faru v\u00fdkonu;<\/li>\n<li>motivova\u0165 \u013eud\u00ed a z\u00edskava\u0165 ich oddanos\u0165 a anga\u017eovanos\u0165;<\/li>\n<li>pom\u00e1ha\u0165 z\u00edskava\u0165 a udr\u017eova\u0165 si potrebn\u00fdch, vysoko kvalitn\u00fdch pracovn\u00edkov;<\/li>\n<li>vytv\u00e1ra\u0165 procesy celkov\u00e9ho odme\u0148ovania, ktor\u00e9 uzn\u00e1va v\u00fdznam jako pe\u0148a\u017en\u00fdch, tak i nepe\u0148a\u017en\u00fdch odmien;<\/li>\n<li>vytv\u00e1ra\u0165 pozit\u00edvne zamestnaneck\u00e9 vz\u0165ahy;<\/li>\n<li>fungova\u0165 spravodlivo, \u013eudia c\u00edtia, \u017ee sa s nimi zach\u00e1dza spr\u00e1vne a spravodlivo v s\u00falade s t\u00fdm, ak\u00fa maj\u00fa pre organiz\u00e1ciu hodnotu;<\/li>\n<li>odme\u0148ova\u0165 rovnak\u00fdm sp\u00f4sobom, \u013eudia musia by\u0165 spr\u00e1vne odme\u0148ovan\u00fd v porovnan\u00ed s in\u00fdmi \u013eu\u010fmi v podniku;<\/li>\n<li>fungova\u0165 d\u00f4sledne, rozhodnutie o odmene nesmie by\u0165 z\u00e1visl\u00e9 na \u013eubov\u00f4li a nesm\u00fa sa bezd\u00f4vodne l\u00ed\u0161i\u0165, ani u r\u00f4znych \u013eud\u00ed, ani v r\u00f4znom \u010dase;<\/li>\n<li>fungova\u0165 transparentne a zrozumite\u013ene \u2013 \u013eudia vedia, ako proces odme\u0148ovania funguje a ako na nich p\u00f4sob\u00ed;<\/li>\n<\/ol>\n<p>Syst\u00e9m odme\u0148ovania by mal by\u0165 navrhovan\u00fd a vytv\u00e1ran\u00fd tak, aby zabezpe\u010dil potrebn\u00fd po\u010det pracovn\u00edkov, zabezpe\u010dil ich motiv\u00e1ciu, podporoval podnikov\u00fa kult\u00faru a bol v s\u00falade so zvolenou strat\u00e9giou spolo\u010dnosti. Pre zamestnancov by mal by\u0165 jasn\u00fd, preh\u013eadn\u00fd a \u013eahko pochopite\u013en\u00fd.<\/p>\n<h2>Politika odme\u0148ovania<\/h2>\n<p>Podnikov\u00e1 politika odme\u0148ovania a benefitov m\u00e1 za \u00falohu zabezpe\u010di\u0165 motivovan\u00fdch zamestnancov, n\u00edzku fluktu\u00e1ciu, s\u00fastredenie zamestnancov na dosiahnutie obchodn\u00fdch cie\u013eov, pozit\u00edvne myslenie a dobr\u00fa atmosf\u00e9ru na pracovisk\u00e1ch. Politika sa v praxi realizuje prostredn\u00edctvom pravidiel a postupov. Ak chce podnik realizova\u0165 politiku odme\u0148ovania spr\u00e1vne a efekt\u00edvne, mal by si vypracova\u0165 aj n\u00e1stroje na jej praktick\u00e9 pou\u017e\u00edvanie.<br \/>\nPolitiku odme\u0148ovania ovplyv\u0148uj\u00fa 4 faktory:<\/p>\n<ol>\n<li>vonkaj\u0161ia (mzdov\u00e1) konkurencieschopnos\u0165 \u2013 mzdy v porovnan\u00ed s konkurenciou (viac, menej, rovnako);<\/li>\n<li>vn\u00fatorn\u00e1 konzistencia \u2013 vn\u00fatorn\u00e1 etika, je v\u00fdsledkom porovn\u00e1vania jednotliv\u00fdch typov pr\u00e1c a vyjadruje \u00farove\u0148 schopnost\u00ed pracovn\u00edkov vo vn\u00fatri organiz\u00e1cie;<\/li>\n<li>pr\u00ednos zamestnancov \u2013 zodpoved\u00e1 d\u00f4razu, ktor\u00fd sa kladie na v\u00fdkon alebo senioritu pracovn\u00edkov vykon\u00e1vaj\u00facich rovnak\u00fa pr\u00e1cu. Porovn\u00e1vanie pracovn\u00edkov pri tej istej pr\u00e1ci;<\/li>\n<li>administrat\u00edvne (riadiace) postupy \u2013 pl\u00e1novanie mzdov\u00fdch prvkov, komunik\u00e1cia so zamestnancami a hodnotenie;<\/li>\n<\/ol>\n<p>Pri rozhodovan\u00ed o finan\u010dnom ohodnoten\u00ed by sa malo vzia\u0165 do \u00favahy, \u017ee nie v\u0161etci zamestnanci rovnakou mierou prispievaj\u00fa k v\u00fdsledkom spolo\u010dnosti. Odme\u0148ovanie by malo zoh\u013ead\u0148ova\u0165 d\u00f4le\u017eitos\u0165 a ve\u013ekos\u0165 pracovnej poz\u00edcie. Odme\u0148ovanie by malo zoh\u013ead\u0148ova\u0165 dosiahnut\u00fd v\u00fdkon. Spr\u00e1vni \u013eudia by mali by\u0165 na spr\u00e1vnych miestach.<br \/>\nOdme\u0148ovanie m\u00e1 zoh\u013ead\u0148ova\u0165 primeran\u00e9 schopnosti pod\u00e1va\u0165 v\u00fdborn\u00fd v\u00fdkon. \u00dalohou riadiacich pracovn\u00edkov je pozna\u0165 d\u00f4le\u017eitos\u0165 ka\u017edej poz\u00edcie, ktor\u00fa riadia, riadi\u0165 v\u00fdkonnos\u0165 a podporova\u0165 rozvoj ka\u017ed\u00e9ho jednotlivca.<\/p>\n<h2>Ot\u00e1zky politiky odme\u0148ovania<\/h2>\n<p>K\u013e\u00fa\u010dov\u00e9 ot\u00e1zky na ktor\u00e9 sa mus\u00ed politika odme\u0148ovania v organiz\u00e1ci\u00ed zamera\u0165 s\u00fa:<\/p>\n<ul>\n<li>minim\u00e1lna a maxim\u00e1lna \u00farove\u0148 pe\u0148a\u017enej odmeny (s oh\u013eadom na mo\u017enosti organiz\u00e1cie, \u0161t\u00e1tnu regul\u00e1ciu, doh\u00f4d s odbormi a situ\u00e1ciou na trhu pr\u00e1ce);<\/li>\n<li>zaistenie spravodlivosti, vn\u00fatornej i vonkaj\u0161ej zrovnate\u013enosti s odme\u0148ovan\u00edm (aby pracovn\u00edci boli za rovnak\u00fa pr\u00e1cu rovnako odme\u0148ovan\u00fd);<\/li>\n<li>vytv\u00e1ranie prostriedkov na odme\u0148ovanie, ve\u013ekos\u0165 ich podielu na celkov\u00fdch n\u00e1kladoch organiz\u00e1cie (h\u013eadisko konkurencieschopnosti);<\/li>\n<li>rozdelenie celkov\u00fdch prostriedkov ur\u010den\u00fdch na odmeny (t.j. ak\u00fa \u010das\u0165 venova\u0165 na z\u00e1kladn\u00e9 mzdy a platy, ak\u00fa na zamestnaneck\u00e9 v\u00fdhody);<\/li>\n<li>ko\u013eko prostriedkov bude venovan\u00fdch na rast odmien v nasleduj\u00facim obdob\u00ed, ak\u00fdm sp\u00f4sobom bude stanoven\u00fd rast, kto bude o tom rozhodova\u0165, ako sa rast rozdel\u00ed medzi jednotliv\u00e9 formy odme\u0148ovania a kateg\u00f3rie pracovn\u00edkov, v ak\u00fdch intervaloch bude doch\u00e1dza\u0165 k rastu odmien, ako sa bude diferencova\u0165 pod\u013ea seniority, z\u00e1sluh, at\u010f.;<\/li>\n<li>zaistenie motiva\u010dn\u00fdch \u00fa\u010dinkov odme\u0148ovania;<\/li>\n<li>utajovanie \u010di zverej\u0148ovanie informaci\u00ed o pe\u0148a\u017en\u00fdch a in\u00fdch odmen\u00e1ch;<\/li>\n<li>miera v akej bude mo\u017en\u00e9 vyjedn\u00e1va\u0165 s jedincami \u010di skupinami pracovn\u00edkov o odch\u00fdlkach od stanoven\u00fdch tarifov, mzdov\u00e9 \u0161trukt\u00fary a \u0161trukt\u00fary odmien v\u00f4bec;<\/li>\n<li>dodr\u017eiavanie z\u00e1konov, re\u0161pektovanie \u013eudsk\u00fdch pr\u00e1v a z\u00e1sad slu\u0161nosti a spravodlivosti pri odme\u0148ovan\u00ed;<\/li>\n<\/ul>\n","protected":false},"excerpt":{"rendered":"<p>Mzdy a personalistika s\u00fa samostatnou \u010das\u0165ou \u00fa\u010dtovn\u00edctva podniku. Personalistika vyjadruje obsah \u00faloh person\u00e1lneho mana\u017ementu. M\u00f4\u017eeme ju tie\u017e definova\u0165 ako ucelen\u00fd syst\u00e9m obsadzovania pracovn\u00fdch miest v &hellip; <\/p>\n","protected":false},"author":1,"featured_media":25047,"comment_status":"open","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[77,549],"tags":[78,76,79,80],"class_list":["post-2334","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-ludia","category-pracujem","tag-odmenovanie","tag-uctovnictvo","tag-zamestnanec","tag-zamestnanie"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.6 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Mzdov\u00e9 \u00fa\u010dtovn\u00edctvo a personalistika<\/title>\n<meta name=\"description\" content=\"Syst\u00e9m odme\u0148ovania pracovn\u00edkov. Politika odme\u0148ovania zamestnancov. 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