{"id":7552,"date":"2022-11-18T03:39:51","date_gmt":"2022-11-18T02:39:51","guid":{"rendered":"https:\/\/www.euroekonom.sk\/?p=7552"},"modified":"2024-05-13T14:58:35","modified_gmt":"2024-05-13T12:58:35","slug":"proces-vyberu-zamestnancov-a-ludske-zdroje","status":"publish","type":"post","link":"https:\/\/www.vrtulniky.sk\/news\/proces-vyberu-zamestnancov-a-ludske-zdroje\/","title":{"rendered":"Proces v\u00fdberu zamestnancov a \u013eudsk\u00e9 zdroje"},"content":{"rendered":"<h2>\u00davod<\/h2>\n<p><a href=\"https:\/\/www.euroekonom.sk\/manazment\/riadenie-ludskych-zdrojov\/\">Riadenie \u013eudsk\u00fdch zdrojov<\/a> je pova\u017eovan\u00e9 viacer\u00fdmi autormi za k\u013e\u00fa\u010d k \u201edobr\u00e9mu \u00faspechu\u201c. Ale \u010do to vlastne riadenie \u013eudsk\u00fdch zdrojov je? Presne tomu sa budeme v na\u0161ej semin\u00e1rnej pr\u00e1ci venova\u0165.<br \/>\nV\u0161etko \u010do podmie\u0148uje konkuren\u010dn\u00fa sp\u00f4sobilos\u0165 organiz\u00e1cie a to je hlavne kvalita a produktivita pr\u00e1ce, technol\u00f3gie ako aj v\u010dasne a spr\u00e1vne inform\u00e1cie maj\u00fa spolo\u010dn\u00fd menova\u0165 a to s\u00fa pr\u00e1ve \u013eudsk\u00e9 zdroje, ktor\u00e9 to tvoria svojou pr\u00e1cou, vedomos\u0165ami, schopnos\u0165ami, sk\u00fasenos\u0165ami a in\u00fdmi vlastnos\u0165ami.<br \/>\nHlavn\u00fdm \u00fa\u010delom riadenia \u013eudsk\u00fdch zdrojov je stoto\u017enenie cie\u013eov zamestnancov s cie\u013emi organiz\u00e1cie a t\u00fdm p\u00e1dom aj vytvori\u0165 tak\u00e9 podmienky a predpoklady, aby sa dok\u00e1zala prejavi\u0165 konkuren\u010dn\u00e1 v\u00fdhoda organiz\u00e1cie s priamym odrazom v jej obchodn\u00fdch v\u00fdstupoch. Samozrejme \u013eudsk\u00e9 zdroje musia hlavne by\u0165 kompetentn\u00e9, aby dok\u00e1zali na danej odbornej a profesion\u00e1lnej \u00farovni plni\u0165 \u00falohy, ktor\u00e9 pred nich postav\u00ed dynamick\u00e1 a turbulentn\u00e1 doba.<br \/>\n\u013dudsk\u00e9 zdroje charakterizujeme za tvoriv\u00fd prvok organiz\u00e1cie, navrhuj\u00fa a vyr\u00e1baj\u00fa tovar, poskytuj\u00fa slu\u017eby, kontroluj\u00fa kvalitu, rozde\u013euj\u00fa finan\u010dn\u00e9 zdroje ako aj stanovuj\u00fa celkov\u00fa strat\u00e9giu a samozrejme ciele organiz\u00e1cie a tie sa bohu\u017eia\u013e nedaj\u00fa dosiahnu\u0165 bez efekt\u00edvne pracuj\u00facich \u013eud\u00ed.<br \/>\nV pr\u00e1ci sa zaober\u00e1me tematikou personalistiky a riadenia \u013eudsk\u00fdch zdrojov. Cie\u013eom pr\u00e1ce je definovanie z\u00e1kladn\u00fdch pojmov ako \u010do je personalistika a riadenie \u013eudsk\u00fdch zdrojov, ak\u00e9 s\u00fa jej hlavne \u00falohy. Zaober\u00e1me sa \u010dinnos\u0165ami riadenia \u013eudsk\u00fdch zdrojov. Hlavnou t\u00e9mou pr\u00e1ce s\u00fa met\u00f3dy v\u00fdberu zamestnancov ako aj n\u00e1bor nov\u00fdch zamestnancov. Op\u00ed\u0161eme si priebeh z\u00edskavania nov\u00fdch zamestnancov. Ako aj samotn\u00fd proces v\u00fdberu, preto sa v pr\u00e1ci zameriame na praktick\u00fd pr\u00edklad ako by mal prebieha\u0165 n\u00e1bor zamestnancov, budeme sa sna\u017ei\u0165 vytvori\u0165 n\u00e1vod na proces v\u00fdberu s praktick\u00fdm pr\u00edkladom.<\/p>\n<h2>Personalistika a \u013eudsk\u00e9 zdroje<\/h2>\n<p>V \u00favode pr\u00e1ce sme sa u\u017e zmienili, \u017ee jedn\u00fdm z cie\u013eov pr\u00e1ce je charakterizova\u0165 \u010do to vlastne personalistika a riadenie \u013eudsk\u00fdch zdrojov vlastne je. Samozrejme ve\u013ea autorov personalistiku opisuje in\u00fdm sp\u00f4sobom preto sa budeme sna\u017ei\u0165 definova\u0165 ju \u010do najlep\u0161ie a najv\u00fdsti\u017enej\u0161ie.<br \/>\n\u013dudsk\u00e9 zdroje, <a href=\"https:\/\/www.euroekonom.sk\/mzdove-uctovnictvo-a-personalistika\/\">personalistika a dokonca aj human resources management<\/a> je v podstate oblas\u0165 procesov v organiz\u00e1ci\u00ed, ktor\u00e1 sa zaober\u00e1 rozvojom a riaden\u00edm \u013eudsk\u00fdch zdrojov. Je to nekone\u010dn\u00fd rad met\u00f3d, postupov, procesov riadenie, ako aj pr\u00e1ca s \u013eu\u010fmi v organiz\u00e1ci\u00ed. Ide o postupy, met\u00f3dy, prostriedky od z\u00edskavania pracovn\u00edkov, uzatvorenie pracovnej zmluvy a\u017e po vypl\u00e1canie miezd.<sup>[1]<\/sup><br \/>\n\u013dudsk\u00e9 zdroje s\u00fa v podniku najcennej\u0161\u00ed majetok, ale aj najdrah\u0161\u00ed, rozhoduj\u00fa o tom ako bude podnik prosperova\u0165 a ako bude konkurencieschopn\u00fd <sup>[2]<\/sup>.<br \/>\nJe v\u0161ak nutn\u00e9 e\u0161te poznamena\u0165 \u017ee personalistika je ch\u00e1pan\u00e1 ako person\u00e1lne riadenie a riadenie \u013eudsk\u00fdch zdrojov s\u00fa dva pojmy. Na z\u00e1klade teoretick\u00e9ho h\u013eadiska s\u00fa v\u0161ak odli\u0161n\u00e9 a rozli\u0161uj\u00fa sa ako dve v\u00fdvojov\u00e9 f\u00e1zy a koncepcie person\u00e1lnej pr\u00e1ce. Pri\u010dom riadenie \u013eudsk\u00fdch zdrojov sa ch\u00e1pe ako najrozvinutej\u0161ia forma person\u00e1lnej pr\u00e1ce, vzh\u013eadom na v\u00e4zby podniku na vonkaj\u0161ie prostredie je potrebn\u00e9 zv\u00fdrazni\u0165 jeho \u0161ir\u0161\u00ed kontext ako len u personalistiky. T\u00e1 ma u\u017e\u0161\u00ed v\u00fdznam a sp\u00e1ja sa zvy\u010dajne s rutinn\u00fdmi \u010dinnos\u0165ami be\u017enej person\u00e1lnej pr\u00e1ce.<sup>[3]<\/sup><br \/>\nZ\u00e1kladn\u00fdmi druhmi zdrojov v podniku s\u00fa materialn\u00e9 zdroje, finan\u010dn\u00e9, informa\u010dn\u00e9 a \u013eudsk\u00e9 zdroje. V dne\u0161nej dobe pr\u00e1ve \u013eudsk\u00e9 zdroje st\u00fapaj\u00fa na hodnote a preto pr\u00e1ve zamestnanci s\u00fa pova\u017eovan\u00fd za najv\u00fdznamnej\u0161\u00ed zdroj. Pr\u00e1ve z tejto filozofie vych\u00e1dzal Koubeka (2003) a prvou podmienkou \u00faspe\u0161nosti organiz\u00e1cie je pod\u013ea neho: \u201e\u2026uvedomenie si hodnoty a v\u00fdznamu \u013eud\u00ed ako aj \u013eudsk\u00fdch zdrojov, uvedomenie si, \u017ee \u013eudia predstavuj\u00fa najv\u00e4\u010d\u0161ie bohatstvo organiz\u00e1cie, a \u017ee ich riadenie rozhoduje o tom, \u010di organiz\u00e1cia uspeje alebo nie.\u201c<sup>[4]<\/sup><br \/>\nDefin\u00edciu riadenia \u013eudsk\u00fdch zdrojoj opisuje aj popredn\u00fd personalista Michael Amstrong (2002) nasledovne: \u201e\u2026strategick\u00fd a logick\u00fd premyslen\u00fd pr\u00edstup k riadeniu toho najcennej\u0161ieho \u010do organiz\u00e1cie maj\u00fa s\u00fa \u013eudia, ktor\u00ed v organiz\u00e1ci\u00ed pracuj\u00fa a ktor\u00ed individu\u00e1lne aj kolekt\u00edvne prispievaj\u00fa k dosiahnutiu cie\u013eov organiz\u00e1cie.\u201c <sup>[5]<\/sup><\/p>\n<h2>Riadenie \u013eudsk\u00fdch zdrojov<\/h2>\n<p>Riadenie \u013eudsk\u00fdch zdrojov sa d\u00e1 charakterizova\u0165 aj nasledovne: \u201e&#8230;sl\u00fa\u017ei tomu, aby bola organiz\u00e1cia v\u00fdkonn\u00e1 a aby sa jej v\u00fdkon neust\u00e1le zlep\u0161oval..\u201c<sup>[6]<\/sup><br \/>\nZ toho vypl\u00fdva, \u017ee predpokladom dobrej organiz\u00e1cie s\u00fa zamestnanci, ktor\u00fd ako sme u\u017e spom\u00ednali sa stoto\u017e\u0148uj\u00fa s vidinou a cie\u013emi organiz\u00e1cie a efekt\u00edvne prispievaj\u00fa k ich dosahovaniu. D\u00f4le\u017eitou s\u00fa\u010das\u0165ou motiv\u00e1cie je nie len spravodliv\u00e9 odme\u0148ovanie je d\u00f4le\u017eit\u00e9 poskytn\u00fa\u0165 zamestnancom priestor k sebarealiz\u00e1cie, rozvoju a uplat\u0148ovaniu ich pracovn\u00e9ho potenci\u00e1lu a s t\u00fdm s\u00favis\u00ed aj zvy\u0161ovanie zodpovednosti a pr\u00e1vomoci jednotliv\u00fdch pracovn\u00edkov, ktor\u00e9 prispieva k rastu motiv\u00e1cie a produktivity.<br \/>\nV dne\u0161nej dobe sa uplat\u0148uje <a href=\"https:\/\/www.euroekonom.sk\/manazment\/vseobecny-manazment\/delegovanie\/\">viacero stup\u0148ov delegovania<\/a>, preto zn\u00ed\u017eenie po\u010dtu medzistup\u0148ov riadenia vedie k zvy\u0161ovaniu flexibility podniku. <sup>[7]<\/sup><br \/>\nKacha\u0148\u00e1kov\u00e1 A. (2003, str.10) definuje riadenie \u013eudsk\u00fdch zdrojov nasledovne: \u201eSa naj\u010dastej\u0161ie definuje ako \u010dinnos\u0165, ktorej pozornos\u0165 sa s\u00fastre\u010fuje na zamestnancov a to \u013eudsk\u00e9 zdroje, a t\u00e1 sa spolu s ostatn\u00fdmi funk\u010dn\u00fdmi oblas\u0165ami mana\u017ementu podie\u013ea na dosiahnut\u00ed synergick\u00e9ho efektu \u2013 splnen\u00ed cie\u013eov zamestnancov i podniku ako celku,\u201c .<sup>[8]<\/sup><br \/>\nAmstrong v\u0161ak riadenie \u013eudsk\u00fdch zdrojov m\u00f4\u017eeme definova\u0165 nasledovne: Ako strategicky a logicky premyslen\u00fd pr\u00edstup k riadeniu najcennej\u0161ieho statku organiz\u00e1cie, \u010di\u017ee v nej pracuj\u00facich \u013eud\u00ed, ktor\u00ed ako jednotlivci, ale aj ako kolekt\u00edvy prispievaj\u00fa k dosiahnutiu cie\u013eov organiz\u00e1cie\u201c<sup>[9]<\/sup><\/p>\n<h3>Podoby riadenia \u013eudsk\u00fdch zdrojov<\/h3>\n<p>Aby sme si lep\u0161ie pribl\u00ed\u017eili riadenie \u013eudsk\u00fdch zdrojov mus\u00edme pribl\u00ed\u017ei\u0165 viacero poh\u013eadov. Rozli\u0161ujeme 2 z\u00e1kladn\u00e9 princ\u00edpy m\u00e4kk\u00fd a tvrd\u00fd pr\u00edstup., tie sa odli\u0161uj\u00fa v pon\u00edman\u00ed postavenia a d\u00f4le\u017eitosti pracovn\u00edka v organiz\u00e1ci\u00ed. Nevylu\u010duj\u00fa sa a dokonca sa st\u00e1va, \u017ee sa uplat\u0148uje zmie\u0161an\u00e1 forma t\u00fdchto pod\u00f4b.<\/p>\n<h2>M\u00e4kk\u00e1 podoba riadenia \u013eudsk\u00fdch zdrojov<\/h2>\n<p>Zoh\u013ead\u0148uje d\u00f4le\u017eitos\u0165 kvality pracovn\u00fdch s\u00edl pre \u00faspe\u0161nos\u0165 organiz\u00e1cie, preto s\u00fa zamestnanci vzdel\u00e1van\u00ed a ich pracovn\u00fd potenci\u00e1l je neust\u00e1le rozv\u00edjan\u00fd. Pri tejto podobe riadenia \u013eudsk\u00fdch zdrojov sa zameriava na z\u00edskanie srdca a myslenia zamestnancov. Oddanos\u0165 zamestnancov vznik\u00e1 v\u010faka d\u00f4vere do nich vkladanej, v tomto pr\u00edpade je im umo\u017enen\u00e1 particip\u00e1cia na rozhodovan\u00ed a ich zodpovednos\u0165 sa t\u00fdm samozrejme adekv\u00e1tne roz\u0161iruje. Kladieme d\u00f4raz na komunik\u00e1ciu s pracovn\u00edkmi, na poznanie ich n\u00e1zorov a vytvorenie d\u00f4very v organiz\u00e1ciu, ktor\u00e1 ich zamestn\u00e1va.<sup>[10]<\/sup><br \/>\nZ\u00e1kazn\u00edcky pr\u00edstup k<a href=\"https:\/\/www.euroekonom.sk\/manazment\/riadenie-ludskych-zdrojov\/uvod-do-riadenia-ludskych-zdrojov\/\"> person\u00e1lnemu riadeniu<\/a>, ktor\u00fd sa v s\u00fa\u010dasnosti presadzuje. Pod\u013ea St\u00fdbla J.(2003) charakterizuje tento m\u00e4kk\u00fd pr\u00edstup ako: \u201e &#8230;prepojovanie procesov person\u00e1lneho riadenia s princ\u00edpom podnikate\u013eskej efekt\u00edvnosti. Av\u0161ak spo\u010d\u00edva v po\u017eiadavke poskytova\u0165 zodpovedaj\u00faci zisk, z\u00e1kazn\u00edkovi kvalitn\u00e9 v\u00fdrobky a slu\u017eby a zamestnancom pln\u00fa sebarealiz\u00e1ciu a nov\u00e9 pr\u00edle\u017eitosti&#8230;\u201c<sup>[11]<\/sup><\/p>\n<h2>Tvrd\u00e1 podoba riadenia \u013eudsk\u00fdch zdrojov<\/h2>\n<p>Pristupuje k \u013eudsk\u00fdch zdrojom ako ku ktor\u00e9muko\u013evek in\u00e9mu zdroju. Na potreby zamestnancov sa berie mal\u00fd oh\u013ead pod\u013ea St\u00fdblo (2003) : \u201ePrioritn\u00e9 s\u00fa podnikate\u013esk\u00e9 potreby a z\u00e1mery. \u013dudia s\u00fa z\u00edskavan\u00ed, rozmiest\u0148ovan\u00ed a uvo\u013e\u0148ovan\u00ed tak, ako to vy\u017eaduj\u00fa z\u00e1mery a pl\u00e1ny a firmy.\u201c \u013dudia s\u00fa vn\u00edman\u00ed ako ka\u017ed\u00fd in\u00fd kapit\u00e1l, do ktor\u00e9ho rozvoja je potrebn\u00e9 investova\u0165, ak chceme dosiahnu\u0165 zisk. <sup>[12]<\/sup><\/p>\n<h2>Ciele riadenia \u013eudsk\u00fdch zdrojov<\/h2>\n<p>Ciele by mali by\u0165 hlavne v s\u00falade s celkovou strat\u00e9giou podniku a sl\u00fa\u017ei\u0165 na podporu. D\u00f4le\u017eit\u00e9 je, aby sa brali do \u00favahy aj potreby zamestnancov ale na udr\u017eanie efekt\u00edvnosti organiz\u00e1cie. Pod\u013ea Kleibla s\u00fa z\u00e1kladn\u00e9 ciele person\u00e1lnej pr\u00e1ce rozdelen\u00e9 pod\u013ea oblast\u00ed:<\/p>\n<ul>\n<li>Vytv\u00e1ranie pracovnej kl\u00edmy a v soci\u00e1lnej oblasti:<\/li>\n<li>Seba rozvoj zamestnancov, zvy\u0161ovanie kvalifik\u00e1cie a tvoriv\u00fd pr\u00edstup pri rie\u0161en\u00ed probl\u00e9mov organiz\u00e1cie,<\/li>\n<li>Naplnenie cie\u013eov zamestnancov- osobn\u00e9 ciele, ktor\u00e9 s\u00fa spojen\u00e9 s v\u00fdkonom pr\u00e1ce pre organiz\u00e1ciu,<\/li>\n<li>Pom\u00e1hanie pri identifik\u00e1ci\u00ed cie\u013eov,<\/li>\n<li>Vytv\u00e1ra\u0165 podmienky pre spokojnos\u0165 zamestnancov, s obsahom pr\u00e1ce, pracovn\u00fdmi podmienkami a pod.<\/li>\n<li>V ekonomickej oblasti :<\/li>\n<li>Zlep\u0161ovanie \u0161trukt\u00fary a zv\u00fd\u0161enie kvality fungovania \u013eudsk\u00fdch zdrojov organiz\u00e1cie,<\/li>\n<li>Zv\u00fd\u0161enie kreativity ako aj ekonomick\u00e9 zhodnotenie tohto potenci\u00e1lu aj vlo\u017een\u00fdch prostriedkov na rozvoj,<\/li>\n<li>Optim\u00e1lnej\u0161ie vyu\u017e\u00edvanie \u013eudskej pr\u00e1ce v kombin\u00e1ci\u00ed s ostatn\u00fdmi v\u00fdrobn\u00fdmi faktormi s cie\u013eom dosiahnu\u0165 potrebn\u00fd v\u00fdkon organiz\u00e1cie a jej adapt\u00e1ciu na po\u017eiadavky okolia,<\/li>\n<li>Udr\u017eanie a stanovenie person\u00e1lnych n\u00e1kladov organiz\u00e1cie na optim\u00e1lnej \u00farovni,<\/li>\n<li>Realiz\u00e1cie syst\u00e9mu odme\u0148ovania pod\u013ea v\u00fdkonu stimuluj\u00faceho rozvoj aktivity a zvy\u0161ovanie schopnosti zamestnancov,<\/li>\n<\/ul>\n<p>Pod\u013ea Kleibla sa nach\u00e1dza medzi nimi je len zdanlivo konkuren\u010dn\u00fd vz\u0165ah, zn\u00ed\u017eenie person\u00e1lnych n\u00e1kladov s\u00edce pozit\u00edvne ovplyvn\u00ed n\u00e1klady podniku, v\u00fdkonnos\u0165 \u2013 kr\u00e1tkodobo. Z toho dlhodob\u00e9ho sa zn\u00ed\u017ei v\u00fdkon organiz\u00e1cie ak hovor\u00edme o konkuren\u010dnom vz\u0165ahu iba kr\u00e1tke obdobie. Ni\u017e\u0161ia efekt\u00edvnos\u0165 vedie k obmedzovaniu v\u00fddavkov. <sup>[13]<\/sup><\/p>\n<h2>Poh\u013ead ako Armstrong<\/h2>\n<p>In\u00fd poh\u013ead na ciele m\u00e1 Armstrong (2002) vyty\u010duje 3 komplexnej\u0161ie ciele riadenia \u013eudsk\u00fdch zdrojov a tie s\u00fa:<\/p>\n<ul>\n<li>Vytv\u00e1ranie tak\u00e9ho prostredia, v ktorom bude mo\u017en\u00e9 udr\u017eova\u0165 produkt\u00edvne a harmonick\u00e9 vz\u0165ahy partnerstva medzi mana\u017ementom a zamestnancami, rozvoj t\u00edmovej pr\u00e1ce,<\/li>\n<li>Zabezpe\u010denia aby organiz\u00e1cia udr\u017eala a z\u00edskala kvalifikovan\u00fdch a dobre motivovan\u00fdch pracovn\u00edkov, Treba predv\u00edda\u0165 a uspokojova\u0165 bud\u00face potreby pracovn\u00fdch s\u00edl, zvy\u0161ova\u0165 a rozv\u00edja\u0165 podstatn\u00e9 schopnosti, u\u017eito\u010dnos\u0165 potenci\u00e1l, zamestnate\u013enos\u0165, mo\u017enosti vzdel\u00e1vania a rozvoj.<\/li>\n<li>Zvy\u0161ovanie motiv\u00e1cie a oddanos\u0165 zamestnancov zav\u00e1dzan\u00edm politiky a postupov, ktor\u00e9 zais\u0165uj\u00fa oce\u0148ovanie a odme\u0148ovanie \u013eud\u00ed ich u\u017eito\u010dnos\u0165 potenci\u00e1l a zamestnate\u013enos\u0165, a to t\u00fdm, \u017ee bud\u00fa poskytovan\u00e9 pr\u00edle\u017eitosti k s\u00fastavn\u00e9mu vzdel\u00e1vaniu a rozvoju.<\/li>\n<\/ul>\n<p><a href=\"https:\/\/www.euroekonom.sk\/interne-zdroje-financovania-podniku\/\">Ciele riadenia \u013eudsk\u00fdch zdrojov<\/a> vych\u00e1dzaj\u00fa z uvedomenia si kde sa chceme dosta\u0165. Je potrebn\u00e9 redukova\u0165 prostredn\u00edctvom prijatia zodpovedaj\u00facich cie\u013eov a rozhodnut\u00ed. Spolo\u010dnos\u0165 mus\u00ed vymedzi\u0165 2 v\u0161eobecn\u00e9 kateg\u00f3rie efekt\u00edvnos\u0165 a etika.<br \/>\n\u010cinnos\u0165 organiz\u00e1cie spo\u010d\u00edva v kombin\u00e1ci\u00ed zdrojov, aby mohla by\u0165 konkurencieschopn\u00e1. Efekt\u00edvnos\u0165 podniku sa ur\u010duje ako porovnanie vstupov, ktor\u00e9 s\u00fa tvoren\u00e9 zdrojmi a v\u00fdstupov, ktor\u00e9 s\u00fa tvoren\u00e9 v\u00fdrobkami a slu\u017ebami. Podniky maximalizuj\u00fa v\u00fdstupy pri s\u00fa\u010dasnej minimaliz\u00e1ci\u00ed vstupov. Pre zistenie efekt\u00edvnosti \u013eudsk\u00fdch zdrojov sa m\u00f4\u017eeme s\u00fastredi\u0165 na organiz\u00e1ciu ako celok (podiel na trhu, kvalita slu\u017eieb a pod.) alebo na zamestnancov (pracovn\u00e9 v\u00fdkony).<sup>[14]<\/sup><br \/>\nMusia by\u0165 zabezpe\u010den\u00e9 podmienky a to dodr\u017eiavanie z\u00e1konov, z\u00e1konov \u013eudsk\u00fdch pr\u00e1v, z\u00e1kony o zamestn\u00e1vanie \u013eud\u00ed. Pl\u00e1novanie zamestnancov, zber inform\u00e1ci\u00ed o pracovn\u00fdch sil\u00e1ch, stave trhu pr\u00e1ce, z\u00edskavanie nov\u00fdch zamestnancov, vytvorenie podmienok pre spravodliv\u00e9 odme\u0148ovanie, soci\u00e1lny program pre zamestnancov, starostlivos\u0165 o vzdel\u00e1vanie, pracovn\u00fd rozvoj, ak sa skon\u010d\u00ed pracovn\u00fd pomer treba pripravi\u0165 v\u0161etky potrebn\u00e9 doklady, pr\u00e1vne \u00fakony, poskytn\u00fa\u0165 finan\u010dn\u00fa odmenu a pod. Dodr\u017eiavanie pravidiel pre zabezpe\u010denie ochrany zdravia pri pr\u00e1ci pre zamestnancov, spr\u00e1vna komunik\u00e1cia medzi zamestnancami a mana\u017ementom, vytvori\u0165 podmienky pre pravideln\u00e9 stretnutia s mana\u017ementom, dodr\u017eiavanie citliv\u00fdch inform\u00e1ci\u00ed o zamestnancoch, aby sa uschov\u00e1vali, aby nedo\u0161lo k poru\u0161ovaniu z\u00e1kona o ochrane osobn\u00fdch \u00fadajov.<\/p>\n<h2>\u00dalohy a \u010dinnosti riadenia \u013eudsk\u00fdch zdrojov<\/h2>\n<p>Hlavn\u00e9 \u00falohy s\u00fa zameran\u00e9 na zlep\u0161ovanie vyu\u017eitia a neust\u00e1ly rozvoj pracovn\u00fdch schopnost\u00ed \u013eudsk\u00fdch zdrojov, tie rozhoduj\u00fa o vyu\u017e\u00edvan\u00ed materi\u00e1lnych a finan\u010dn\u00fdch zdrojoch, rozhoduje o zlep\u0161ovan\u00ed vyu\u017eitia ostatn\u00fdch zdrojov podniku. Hlavn\u00fdmi \u00falohami s\u00fa:<\/p>\n<ul>\n<li>Optim\u00e1lne vyu\u017e\u00edvanie pracovn\u00fdch s\u00edl v podniku, na optim\u00e1lne vyu\u017e\u00edvanie fondu pracovnej doby a optim\u00e1lne vyu\u017e\u00edvanie fondu pracovnej doby a pracovn\u00fdch schopnost\u00ed.<\/li>\n<li>Formovanie t\u00edmov, efekt\u00edvneho \u0161t\u00fdlu vedenia \u013eud\u00ed a zdrav\u00fdch medzi\u013eudsk\u00fdch vz\u0165ahov v podniku.<\/li>\n<li>Dynamick\u00fd s\u00falad medzi po\u010dtom a <a href=\"https:\/\/www.euroekonom.sk\/ekonomika\/pracovne-pravo\/\">\u0161trukt\u00farou pracovn\u00fdch miest<\/a> a po\u010dtom a \u0161trukt\u00farou zamestnancov v podniku tak, aby bol zaraden\u00fd spr\u00e1vny \u010dlovek na spr\u00e1vnom mieste, a dok\u00e1zal sa prisp\u00f4sobova\u0165 meniacim po\u017eiadavk\u00e1m pracovn\u00e9ho miesta,.<sup>[15]<\/sup><\/li>\n<\/ul>\n<p>Person\u00e1lny a soci\u00e1lny rozvoj podniku, pracovn\u00fdch schopnosti a soci\u00e1lnych vlastnost\u00ed, rozvoj pracovnej kari\u00e9ry, vn\u00fatorn\u00e9 uspokojenie, uspokojovanie soci\u00e1lnych potrieb zamestnancov.<sup>[16]<\/sup><\/p>\n","protected":false},"excerpt":{"rendered":"<p>\u00davod Riadenie \u013eudsk\u00fdch zdrojov je pova\u017eovan\u00e9 viacer\u00fdmi autormi za k\u013e\u00fa\u010d k \u201edobr\u00e9mu \u00faspechu\u201c. Ale \u010do to vlastne riadenie \u013eudsk\u00fdch zdrojov je? Presne tomu sa budeme &hellip; <\/p>\n","protected":false},"author":9,"featured_media":25027,"comment_status":"open","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[77,549],"tags":[120,84,79],"class_list":["post-7552","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-ludia","category-pracujem","tag-ludske-zdroje","tag-vzdelavanie","tag-zamestnanec"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.6 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Proces v\u00fdberu zamestnancov a \u013eudsk\u00e9 zdroje<\/title>\n<meta name=\"description\" content=\"Riadenie \u013eudsk\u00fdch zdrojov je pova\u017eovan\u00e9 viacer\u00fdmi autormi za k\u013e\u00fa\u010d k dobr\u00e9mu \u00faspechu. 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