{"id":21007,"date":"2023-05-09T15:25:33","date_gmt":"2023-05-09T13:25:33","guid":{"rendered":"https:\/\/www.sloneek.com\/blog\/10-duvodu-proc-i-maly-tym-potrebuje-hr\/"},"modified":"2026-08-13T10:58:26","modified_gmt":"2026-08-13T08:58:26","slug":"10-duvodu-proc-i-maly-tym-potrebuje-hr","status":"publish","type":"blog","link":"https:\/\/www.sloneek.com\/cs\/blog\/10-duvodu-proc-i-maly-tym-potrebuje-hr\/","title":{"rendered":"Mal\u00e9 t\u00fdmy, velk\u00e9 v\u00fdzvy. 10 d\u016fvod\u016f, pro\u010d pot\u0159ebujete HR v rann\u00e9 f\u00e1zi firmy"},"content":{"rendered":"\n<p class=\"wp-block-paragraph\">Ned\u00e1vno jsem si pov\u00eddala s majitelem zahrani\u010dn\u00ed spole\u010dnosti, kter\u00fd pl\u00e1nuje expandov\u00e1n\u00ed byznysu do \u010cesk\u00e9 republiky. Popisoval mi, jak st\u00e1vaj\u00edc\u00ed spole\u010dnost funguje, co v\u0161echno d\u011bl\u00e1 a pro\u010d si pro expanzi vybrali zrovna na\u0161i kr\u00e1snou zemi. M\u016fj mozek se hned pustil do nad\u0161en\u00e9ho brainstormingu - spole\u010dnost, kter\u00e1 je z pohledu HR tabula rasa je pro m\u011b v\u017edy skv\u011blou v\u00fdzvou. Jakmile mi ale sd\u011blil, \u017ee pot\u0159ebuje zajistit n\u00e1bor 30 seniorn\u00edch pracovn\u00edk\u016f a nev\u00ed, na koho se s t\u00edmto po\u017eadavkem obr\u00e1tit, zpozorn\u011bla jsem. Na moji ot\u00e1zku, zda do prvn\u00ed vlny n\u00e1boru zahrnul i zku\u0161en\u00e9ho HR mana\u017eera, na m\u011b z\u016fstal koukat.<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><em>\u201cV\u0161ak \u0159\u00edk\u00e1m, pot\u0159ebujeme nahirovat 30 profesion\u00e1l\u016f, tak\u017ee pot\u0159ebuji HR, aby mi zajistilo hiring\u201d.\u00a0<\/em><\/li>\n\n\n\n<li><em>\u201cTomu rozum\u00edm, nicm\u00e9n\u011b hiring je pr\u00e1ce Recruitera. Co ale s lidmi hodl\u00e1\u0161 d\u011blat po n\u00e1boru? M\u00e1\u0161 promy\u0161lenou jejich adaptaci ve firm\u011b? A co training and development? Na koho se maj\u00ed zam\u011bstnanci obracet, kdo je bude v\u00e9st, kdo jim bude hl\u00eddat mzdy a odm\u011bny a nastavovat c\u00edle?\u201d<\/em><\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">Moje ot\u00e1zky pana majitele zarazily. Nenapadlo ho toti\u017e, \u017ee by mohl hned od za\u010d\u00e1tku pot\u0159ebovat HR mana\u017eera. N\u00e1\u0161 rozhovor se rychle uch\u00fdlil k tomu, co v\u0161echno vlastn\u011b HR d\u011bl\u00e1 a pro\u010d jsou HR specialist\u00e9 pot\u0159eba i v mal\u00e9m t\u00fdmu. Na konci diskuze ji\u017e byl p\u0159esv\u011bd\u010den\u00fd, \u017ee i mal\u00e1 firma pot\u0159ebuje vlastn\u00ed HR.<\/p>\n\n\n\n<h2 id=\"jak-tedy-muze-hr-manazer-prispet-male-firme\" class=\"wp-block-heading\">Jak tedy m\u016f\u017ee HR mana\u017eer p\u0159isp\u011bt mal\u00e9 firm\u011b?<\/h2>\n\n\n\n<ol class=\"wp-block-list\">\n<li><strong>Prav\u00e1 ruka CEO<\/strong> - na za\u010d\u00e1tku je d\u016fle\u017eit\u00e9 si ujasnit, \u017ee HR nen\u00ed pouze administrativn\u00edm pracovn\u00edkem, kter\u00fd vy\u0159izuje smlouvy a doch\u00e1zky, n\u00fdbr\u017e strategick\u00fdm partnerem cel\u00e9 spole\u010dnosti. Nez\u00e1visle na po\u010dtu zam\u011bstnanc\u016f v\u00e1m HR mana\u017eer pom\u016f\u017ee nastavit procesy tak, aby maxim\u00e1ln\u011b p\u0159isp\u00edvali ke spln\u011bn\u00ed va\u0161ich c\u00edl\u016f. V neposledn\u00ed \u0159ad\u011b, jeliko\u017e mal\u00e1 firma typu start-up zpravidla rychle roste a m\u011bn\u00ed se, m\u016f\u017ee HR pomoci i s change managementem, nastaven\u00edm spr\u00e1vn\u00fdch o\u010dek\u00e1v\u00e1n\u00ed a zefektivn\u011bn\u00ed intern\u00ed komunikace.<\/li>\n\n\n\n<li><strong>Nastaven\u00ed Employee Life Cycle<\/strong> - employee life cycle neboli cesta zam\u011bstnance je souhrn proces\u016f a f\u00e1z\u00ed, kter\u00fdmi zam\u011bstnanec proch\u00e1z\u00ed b\u011bhem pracovn\u00edho pom\u011bru. Jsem zast\u00e1ncem toho, \u017ee \u00fasp\u011bch cel\u00e9 spole\u010dnosti z\u00e1vis\u00ed na spokojenosti zam\u011bstnanc\u016f a proto pova\u017euji spr\u00e1vn\u00e9 nastaven\u00ed Employee Life cycle za velice d\u016fle\u017eit\u00fd a strategick\u00fd \u00fakol. HR mana\u017eer v\u00e1m s t\u00edmto nelehk\u00fdm \u00fakolem pom\u016f\u017ee a zajist\u00ed, aby byly v\u0161echny procesy od hiringu p\u0159es hodnocen\u00ed a leadership a\u017e po <a href=\"https:\/\/www.sloneek.com\/cs\/offboarding\/\">offboarding<\/a> nastaven\u00e9 spr\u00e1vn\u011b a efektivn\u011b.<\/li>\n\n\n\n<li><strong>N\u00e1bor<\/strong> - technicky vzato je <a href=\"https:\/\/www.sloneek.com\/cs\/slovnik-pojmu\/nabor-zamestnancu\/\">n\u00e1bor nov\u00fdch zam\u011bstnanc\u016f<\/a> sou\u010d\u00e1st\u00ed Employee Life Cycle, nicm\u00e9n\u011b v rychle rostouc\u00ed spole\u010dnosti si tento proces zaslou\u017e\u00ed samostatnou odr\u00e1\u017eku. V mal\u00fdch spole\u010dnostech se ob\u010das st\u00e1v\u00e1, \u017ee roli n\u00e1bor\u00e1\u0159e zauj\u00edm\u00e1 mana\u017eer \u010di dokonce CEO. Na za\u010d\u00e1tku to sice m\u016f\u017ee fungovat, nicm\u00e9n\u011b pro dlouhodob\u00e9 zaji\u0161t\u011bn\u00ed kvalitn\u00edch kandid\u00e1t\u016f je lep\u0161\u00ed se obr\u00e1tit na HR mana\u017eera. Dok\u00e1\u017ee mimo jin\u00e9 analyzovat a pl\u00e1novat pot\u0159ebu n\u00e1boru ve spole\u010dnosti, zrevidovat n\u00e1borov\u00fd proces \u010di p\u0159epracovat inzer\u00e1ty pracovn\u00edch nab\u00eddek tak, aby c\u00edlily na spr\u00e1vnou skupinu.<\/li>\n\n\n\n<li><strong>Employer branding <\/strong>- s n\u00e1borem se poj\u00ed i dal\u0161\u00ed d\u016fle\u017eit\u00e1 aktivita: Employer branding. Pokud va\u0161e spole\u010dnost pl\u00e1nuje r\u016fst, d\u0159\u00edve \u010di pozd\u011bji se s touto aktivitou setk\u00e1te. HR mana\u017eer v\u00e1m ve spolupr\u00e1ci s marketingov\u00fdm specialistou (p\u0159\u00edpadn\u011b i s\u00e1m, kdy\u017e \u017e\u00e1dn\u00e9 marketingov\u00e9 odd\u011blen\u00ed zat\u00edm nem\u00e1te) zanalyzuje konkurenci, p\u0159iprav\u00ed autentickou strategii a zajist\u00ed jej\u00ed implementaci.<\/li>\n\n\n\n<li><strong>Nastaven\u00ed firemn\u00ed kultury<\/strong> - p\u0159esto\u017ee toto slovn\u00ed spojen\u00ed nabralo v posledn\u00edch letech na popularit\u011b, nen\u00ed to pouze <em>buzzword<\/em>. Jedn\u00e1 se o bal\u00ed\u010dek, kter\u00fd obsahuje p\u0159edev\u0161\u00edm firemn\u00ed hodnoty, celkovou atmosf\u00e9ru ve spole\u010dnosti a to, jak p\u016fsob\u00ed na ven. Firemn\u00ed kultura je d\u016fle\u017eit\u00fdm n\u00e1strojem pro zaji\u0161t\u011bn\u00ed spokojenosti zam\u011bstnanc\u016f, ale i branding cel\u00e9 spole\u010dnosti. HR mana\u017eer v\u00e1m ji pom\u016f\u017ee nastavit tak, aby byla autentick\u00e1 pro va\u0161i spole\u010dnost. Spr\u00e1vn\u011b nastaven\u00e1 firemn\u00ed kultura podpo\u0159\u00ed employee <a href=\"https:\/\/www.sloneek.com\/cs\/engagement\/\">engagement<\/a> a pos\u00edl\u00ed efektivitu pr\u00e1ce.<\/li>\n\n\n\n<li><strong>HR administrativa <\/strong>- \u017e\u00e1dn\u00fd HR specialista se nevyhne administrativ\u011b. Star\u00e1me se toti\u017e o smlouvy, doch\u00e1zky a v\u00fdkazy, p\u0159ipravujeme intern\u00ed sm\u011brnice a v men\u0161\u00edch spole\u010dnostech se \u010dasto star\u00e1me i o chod intranetu. Pokud m\u00e1 va\u0161e spole\u010dnost jen p\u00e1r zam\u011bstnanc\u016f (do cca 5-6 lid\u00ed), m\u016f\u017eete t\u011bmito \u00fakoly pov\u011b\u0159it kolegu mimo HR, nicm\u00e9n\u011b s rostouc\u00edm po\u010dtem zam\u011bstnanc\u016f by m\u011bly tyto aktivity p\u0159ej\u00edt pod k\u0159\u00eddlo HR.<\/li>\n\n\n\n<li><strong>Budov\u00e1n\u00ed vztah\u016f na pracovi\u0161ti <\/strong>- s rostouc\u00edm po\u010dtem zam\u011bstnanc\u016f vznik\u00e1 pot\u0159eba nastaven\u00ed proces\u016f a pravidel, kter\u00e9 jdou ruku v ruce s firemn\u00ed kulturou a poskytuj\u00ed zam\u011bstnanc\u016fm instrukce, jak se jeden k druh\u00e9mu maj\u00ed chovat. Jedn\u00e1 se nap\u0159\u00edklad o pravidla intern\u00ed komunikace, pod\u00e1v\u00e1n\u00ed a z\u00edsk\u00e1v\u00e1n\u00ed zp\u011btn\u00e9 vazby \u010di \u0159e\u0161en\u00ed konflikt\u016f. Z\u00e1rove\u0148 je d\u016fle\u017eit\u00e9 db\u00e1t na stabilizaci t\u00fdmu v dob\u011b r\u016fstu a vytv\u00e1\u0159en\u00ed p\u0159\u00e1telsk\u00fdch vztah\u016f na pracovi\u0161ti, s \u010d\u00edm\u017e pom\u016f\u017eou nap\u0159\u00edklad teambuildingy a dal\u0161\u00ed t\u00fdmov\u00e9 aktivity. Budov\u00e1n\u00ed vztah\u016f na pracovi\u0161ti je komplexn\u00ed \u00fakol a HR mana\u017eer v\u00e1m pom\u016f\u017ee nastavit intern\u00ed procesy a ritu\u00e1ly tak, aby odpov\u00eddaly va\u0161im hodnot\u00e1m a byly dlouhodob\u011b udr\u017eiteln\u00e9.<\/li>\n\n\n\n<li><strong>Rozvoj<\/strong> - d\u0159\u00edve \u010di pozd\u011bji budete pot\u0159ebovat zah\u00e1jit rozvoj zam\u011bstnanc\u016f: nastavit rozvojov\u00e9 c\u00edle, zav\u00e9st pravideln\u00e1 1:1 setk\u00e1n\u00ed, vytvo\u0159it kompeten\u010dn\u00ed matice a mnoho dal\u0161\u00edho. HR mana\u017eer se vyzn\u00e1 v sou\u010dasn\u00fdch rozvojov\u00fdch trendech a um\u00ed vybrat spr\u00e1vn\u00e9 n\u00e1stroje, kter\u00e9 odpov\u00eddaj\u00ed Va\u0161im pot\u0159eb\u00e1m pro r\u016fst. Zajist\u00ed V\u00e1m tak nejen nastaven\u00ed cel\u00e9ho rozvojov\u00e9ho modelu, ale i realistick\u00e9 c\u00edle a individu\u00e1ln\u00ed p\u0159\u00edstup.<\/li>\n\n\n\n<li><strong>Nastaven\u00ed benefit\u016f<\/strong> - na dne\u0161n\u00edm trhu se bez zam\u011bstnaneck\u00fdch benefit\u016f neobejde skoro \u017e\u00e1dn\u00e1 spole\u010dnost. Jak\u00e9 benefity jsou ale pro v\u00e1s ty prav\u00e9 a jak si je spr\u00e1vn\u011b vybrat? Na tyto ot\u00e1zky v\u00e1m odpov\u00ed HR mana\u017eer, kter\u00fd provede anal\u00fdzu spole\u010dnosti, trhu i konkurence a pom\u016f\u017ee v\u00e1m se zaveden\u00edm finan\u010dn\u00edch i nefinan\u010dn\u00edch benefit\u016f.<\/li>\n\n\n\n<li><strong>N\u011bkdo, komu se lid\u00e9 mohou sv\u011b\u0159it <\/strong>- v neposledn\u00ed \u0159ad\u011b m\u016f\u017ee HR zastupovat roli sv\u011b\u0159ence. D\u00edky proces\u016fm a ritu\u00e1l\u016fm, jako jsou nap\u0159\u00edklad pravideln\u00e9 neform\u00e1ln\u00ed 1:1, budou m\u00edt zam\u011bstnanci ve spole\u010dnosti n\u011bkoho, na koho se mohou obr\u00e1tit v p\u0159\u00edpad\u011b probl\u00e9mu \u010di nespokojenosti. Minimalizuje se t\u00edm vznik konflikt\u016f na pracovi\u0161ti a usnadn\u00ed se jejich \u0159e\u0161en\u00ed, \u010d\u00edm\u017e budete m\u00edt o no\u010dn\u00ed m\u016fru m\u00e9n\u011b. \ud83d\ude42<\/li>\n<\/ol>\n\n\n\n<h2 id=\"co-si-z-toho-vseho-odnest\" class=\"wp-block-heading\">Co si z toho v\u0161eho odn\u00e9st?<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\"><span style=\"color: #000000\">A\u0165 u\u017e m\u00e1te na starosti malou spole\u010dnost \u010di velk\u00fd korpor\u00e1t, pozici HR mana\u017eera je v\u017edy v\u00fdhodn\u00e9 obsadit ji\u017e v ran\u00fdch f\u00e1z\u00edch v\u00fdvoje. Nejedn\u00e1 se o administrativn\u00ed roli, n\u00fdbr\u017e o strategick\u00e9ho partnera, kter\u00fd pom\u016f\u017ee nastavit kl\u00ed\u010dov\u00e9 procesy a zajist\u00ed p\u0159\u00edjemnou pracovn\u00ed atmosf\u00e9ru uvnit\u0159 spole\u010dnosti i jej\u00ed skv\u011blou prezentaci naven.<\/span><\/p>\n\n\n\n<pre class=\"wp-block-preformatted\"><\/pre>\n\n\n\n<blockquote class=\"wp-block-quote is-layout-flow wp-block-quote-is-layout-flow\">\n<p class=\"wp-block-paragraph\">\u010cl\u00e1nek pro blog Sloneeka p\u0159ipravila <a href=\"https:\/\/www.linkedin.com\/in\/tatiana-pro\/\" rel=\"noopener\">Tatiana Protivansk\u00e1<\/a>. T\u00e1\u0148a o sob\u011b \u0159\u00edk\u00e1, \u017ee m\u00e1 r\u00e1da lidi a neboj\u00ed se v\u00fdzev. A HR ji v pln\u00e9 m\u00ed\u0159e pr\u00fd z\u00e1sobuje oboj\u00edm. Aktu\u00e1ln\u011b pracuje jako HR Directorka v IT spole\u010dnosti Wutra a ve voln\u00e9m \u010dase poskytuje HR konzultace a \u0161kolen\u00ed, p\u00ed\u0161e \u010dl\u00e1nky pro projekt HR v Kostce a na sv\u00e9m LinkedIn profilu se v\u011bnuje aktu\u00e1ln\u00edm HR t\u00e9mat\u016fm.<\/p>\n<\/blockquote>\n\n\n\n<figure class=\"wp-block-image\"><a href=\"https:\/\/www.sloneek.com\" rel=\"noopener\"><img decoding=\"async\" src=\"https:\/\/www.sloneek.com\/wp-content\/uploads\/2023\/06\/Group%201469.png\" alt=\"Group 1469\"\/><\/a><\/figure>\n\n\n\n<!--more-->\n","protected":false},"featured_media":21008,"template":"","meta":{"_acf_changed":false,"_acf":"","inline_featured_image":false,"footnotes":""},"class_list":["post-21007","blog","type-blog","status-publish","has-post-thumbnail","hentry","blog_categories-tipy-a-triky"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO Premium plugin v27.8 (Yoast SEO v28.3) - https:\/\/yoast.com\/product\/yoast-seo-premium-wordpress\/ -->\n<title>Mal\u00e9 t\u00fdmy, velk\u00e9 v\u00fdzvy. 10 d\u016fvod\u016f, pro\u010d pot\u0159ebujete HR v rann\u00e9 f\u00e1zi firmy - Sloneek<\/title>\n<meta name=\"description\" content=\"#1 HR News, Interviews, Tips &amp; Free HR Templates Downloads on the Sloneek Blog. 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