{"id":22744,"date":"2026-01-06T10:16:08","date_gmt":"2026-01-06T09:16:08","guid":{"rendered":"https:\/\/www.sloneek.com\/?post_type=blog&p=22744"},"modified":"2026-08-13T13:09:25","modified_gmt":"2026-08-13T11:09:25","slug":"ai-hr-trendy","status":"publish","type":"blog","link":"https:\/\/www.sloneek.com\/cs\/blog\/ai-hr-trendy\/","title":{"rendered":"AI HR trendy 2026: 3 oblasti, kter\u00e9 z\u00e1sadn\u011b zm\u011bn\u00ed pr\u00e1ci personalist\u016f"},"content":{"rendered":"\n

Podobn\u011b jako ostatn\u00ed obory, kter\u00e9 se do velk\u00e9 m\u00edry vyzna\u010duj\u00ed prac\u00ed s lidmi a kde z\u00e1sadn\u00ed roli hraje mezilidsk\u00e1 komunikace, ani HR nen\u00ed v\u00fdjimkou a AI do t\u00e9to oblasti pronik\u00e1 st\u00e1le intenzivn\u011bji. Zat\u00edmco AI trendy v HR v roce 2025 byly hlavn\u011b o automatizaci<\/a>, experimentech a prvn\u00edch use-casech, rok 2026 p\u0159in\u00e1\u0161\u00ed struktur\u00e1ln\u00ed zm\u011bnu. Um\u011bl\u00e1 inteligence p\u0159est\u00e1v\u00e1 b\u00fdt \u201epomocn\u00edkem HR\u201c a za\u010d\u00edn\u00e1 ovliv\u0148ovat samotn\u00fd zp\u016fsob, jak firmy pracuj\u00ed s lidmi, v\u00fdkonem a rozhodov\u00e1n\u00edm. N\u00e1sleduj\u00edc\u00ed t\u0159i oblasti projdou touto zm\u011bnou nejrychleji.<\/strong><\/p>\n\n\n\n

Jak\u00e9 t\u0159i AI HR trendy, kter\u00e9 se objevily u\u017e v roce 2025, budou v roce 2026 rozhoduj\u00edc\u00ed pro pr\u00e1ci personalist\u016f?<\/strong><\/b><\/p>\n\n\n\n

1) Recruitment a onboarding<\/strong><\/b><\/h2>\n\n\n\n

P\u0159ipravenost na vstup AI<\/strong><\/b>: 80 %
\nIndex zv\u00fd\u0161en\u00ed efektivity pomoc\u00ed AI<\/strong><\/b>: velmi vysok\u00fd
\nPr\u00e1h implementace<\/strong><\/b>: velmi n\u00edzk\u00fd
\nHlavn\u00ed bari\u00e9ry pro posun:<\/strong><\/b> N\u00edzk\u00e1 znalost aktu\u00e1ln\u00edch mo\u017enost\u00ed<\/p>\n\n\n\n

Recruitment<\/h3>\n\n\n\n

Hrub\u00fd p\u0159edv\u00fdb\u011br kandid\u00e1t\u016f, spolutvorba inzer\u00e1t\u016f, tvorba z\u00e1kladn\u00edch checklist\u016f nebo t\u0159eba automatick\u00e9 dopl\u0148ov\u00e1n\u00ed formul\u00e1\u0159\u016f. Jestli v n\u011b\u010dem AI exceluje, pak je to nahrazen\u00ed nezbytn\u00e9 exekutivn\u00ed agendy.<\/p>\n\n\n\n

Pr\u00e1v\u011b tady se u\u017e v roce 2025 za\u010daly r\u00fdsovat prvn\u00ed trendy AI v HR<\/strong><\/b>, kter\u00e9 se v roce 2026 stanou nov\u00fdm standardem. To, co v mnoha firm\u00e1ch tvo\u0159\u00ed nadpolovi\u010dn\u00ed v\u011bt\u0161inu pr\u00e1ce kvalifikovan\u00fdch a \u010dasto seniorn\u00edch personalist\u016f, mohou zvl\u00e1dnout s m\u00edrn\u00fdmi z\u00e1sahy lidsk\u00e9ho faktoru \u010dasto i voln\u011b dostupn\u00e9 n\u00e1stroje.<\/p>\n\n\n\n

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Podle odhad\u016f expertn\u00edho panelu HRIS start-upu Sloneek bude v roce 2026 naprosto b\u011b\u017en\u00e9, \u017ee se AI postar\u00e1 nejen o p\u0159edv\u00fdb\u011br kandid\u00e1t\u016f, ale tak\u00e9 v\u00fdznamnou \u010d\u00e1st jejich onboardingu. Algoritmy budou schopn\u00e9 vyhodnocovat \u00fa\u010dinnost n\u00e1bororv\u00fdch kampan\u00ed a na jej\u00edm z\u00e1klad\u011b automaticky m\u011bnit jejich sady a navrhovat \u00fapravy zn\u011bn\u00ed inzer\u00e1t\u016f.<\/strong><\/b><\/p>\n<\/blockquote>\n\n\n\n

V r\u00e1mci p\u0159edv\u00fdb\u011bru kandid\u00e1t\u016f dok\u00e1\u017ee AI analyzovat na z\u00e1klad\u011b CV nebo LinkedIn profil\u016f vhodnost kandid\u00e1ta<\/strong><\/b> a p\u0159\u00edpadn\u011b se automatizovan\u011b doptat na detaily t\u011bch, jejich\u017e profesn\u00ed profil nepokr\u00fdv\u00e1 v\u0161echny po\u017eadovan\u00e9 oblasti. Do rukou HRisty by se tak m\u011bl dostat ji\u017e hlavn\u00ed p\u0159edv\u00fdb\u011br opro\u0161t\u011bn\u00fd od nerelevantn\u00edch kandid\u00e1t\u016f, kter\u00fdch, jak jist\u011b v\u00edte sami, je na p\u0159eh\u0159\u00e1t\u00e9m \u010desk\u00e9m trhu nadpr\u016fm\u011brn\u00e9 mno\u017estv\u00ed.<\/p>\n\n\n\n

Onboarding<\/h3>\n\n\n\n

V r\u00e1mci onboardingu<\/strong><\/b> pak AI ohl\u00edd\u00e1 samotn\u00fd proces i z\u00e1kladn\u00ed feedback<\/a>, kter\u00fd pak poslou\u017e\u00ed pro samotnou 1:1 interakci mezi personalistou nebo vedouc\u00edm mana\u017eerem. Pom\u011brn\u011b kl\u00ed\u010dov\u00fd bude tak\u00e9 AI buddy<\/strong><\/b>, kter\u00fd bude pro kandid\u00e1ta fungovat v m\u00f3du 24\/7 a v\u011bt\u0161in\u011b mezin\u00e1rodn\u00edch jazyk\u016f. Podkladem se mu stane firemn\u00ed wikipedie, kter\u00e1 pro b\u011b\u017en\u00e9ho kandid\u00e1ta nen\u00ed sv\u00fdm rozsahem \u010dasto srozumiteln\u00e1, ale AI buddy <\/strong><\/b>ji vezme jako hlavn\u00ed zdroj informac\u00ed (o firemn\u00ed kultu\u0159e, n\u00e1stroj\u00edch, procesech atp.) , kter\u00e9 pot\u00e9 srozumiteln\u011b p\u0159ed\u00e1 nov\u00e1\u010dkovi. Prvn\u00ed v\u00fdzkumy ukazuj\u00ed, \u017ee AI buddyho se nav\u00edc nem\u00e1 nov\u00e1\u010dek probl\u00e9m pt\u00e1t na celou \u0159adu z\u00e1sadn\u00edch ot\u00e1zek, u kter\u00fdch by v p\u0159\u00edpad\u011b \u017eiv\u00e9ho kolegy c\u00edtil ostych.<\/strong><\/b><\/p>\n\n\n\n

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AI agenti pat\u0159\u00ed mezi nejviditeln\u011bj\u0161\u00ed AI trendy v HR technologi\u00edch<\/strong><\/b><\/a>, kter\u00e9 se v roce 2026 p\u0159esouvaj\u00ed z f\u00e1ze experiment\u016f do b\u011b\u017en\u00e9ho provozu. Nejde u\u017e jen o automatizaci jednotliv\u00fdch \u00fakol\u016f, ale o zm\u011bnu zp\u016fsobu, jak\u00fdm HR se syst\u00e9mem pracuje.<\/strong><\/b><\/p>\n<\/blockquote>\n\n\n\n

Ve Sloneek se tento posun prom\u00edt\u00e1 do <\/strong><\/b>Sloneek intelligence, tedy AI agenta<\/strong><\/b><\/a>, kter\u00fd sjednocuje cel\u00e9 HR do jedn\u00e9 konverzace. M\u00edsto klik\u00e1n\u00ed, hled\u00e1n\u00ed v menu a p\u0159ep\u00edn\u00e1n\u00ed mezi agendami sta\u010d\u00ed \u0159\u00edct, co je pot\u0159eba ud\u011blat. Sloneek rozum\u00ed kontextu HR dat, proces\u016f i opr\u00e1vn\u011bn\u00ed a podle toho jedn\u00e1.<\/strong><\/b><\/p>\n\n\n\n

Sloneek intelligence p\u0159eb\u00edr\u00e1 rutinn\u00ed a administrativn\u00ed \u00fakoly,<\/strong><\/b><\/a> od pr\u00e1ce s absencemi a dokumenty p\u0159es onboarding a\u017e po spu\u0161t\u011bn\u00ed pr\u016fzkum\u016f nebo zah\u00e1jen\u00ed HR proces\u016f. HR t\u00fdmy tak nez\u00edsk\u00e1vaj\u00ed dal\u0161\u00ed n\u00e1stroj, ale autonomn\u00edho digit\u00e1ln\u00edho kolegu, kter\u00fd pracuje nap\u0159\u00ed\u010d cel\u00fdm syst\u00e9mem.<\/strong><\/b><\/p>\n\n\n\n

Do budoucna se role AI agenta posouv\u00e1 je\u0161t\u011b d\u00e1l. Nejde jen o reakce na pokyny, ale o aktivn\u00ed pr\u00e1ci s kontextem, daty a n\u00e1vaznostmi. V\u00fdsledkem nen\u00ed \u201echytr\u00fd chatbot\u201c, ale prost\u0159ed\u00ed, kde HR skute\u010dn\u011b \u0159\u00edd\u00ed lidi a procesy skrze jeden p\u0159irozen\u00fd dialog.<\/strong><\/b><\/p>\n\n\n\n

\"\"<\/figure>\n\n\n\n

2) People management<\/strong><\/b><\/h2>\n\n\n\n

P\u0159ipravenost na vstup AI:<\/strong><\/b> 40 %
\nIndex zv\u00fd\u0161en\u00ed efektivity pomoc\u00ed AI<\/strong><\/b>: velmi vysok\u00fd
\nPr\u00e1h implementace<\/strong><\/b>: st\u0159edn\u00ed
\nHlavn\u00ed bari\u00e9ry pro posun:<\/strong><\/b> Chyb\u011bj\u00edc\u00ed firemn\u00ed strategie pro pr\u00e1ci s talenty a intenzivn\u00ed rozvoj kompetenc\u00ed.<\/p>\n\n\n\n

\n

Pr\u00e1ce s kompeten\u010dn\u00edmi modely jsou v \u010desk\u00fdch firm\u00e1ch st\u00e1le je\u0161t\u011b v plenk\u00e1ch. P\u0159itom pr\u00e1v\u011b zde se u\u017e v roce 2025 za\u010daly objevovat nov\u00e9 AI trendy v HR, kter\u00e9 v roce 2026 z\u00e1sadn\u011b zm\u011bn\u00ed rozhodov\u00e1n\u00ed o lidech.<\/strong><\/b><\/p>\n<\/blockquote>\n\n\n\n

Nen\u00ed divu \u2013 vst\u0159ebat v\u00fdstupy, kter\u00e9 p\u0159in\u00e1\u0161\u00ed vy\u017eaduje opravdu v\u00fdjime\u010dn\u00e9 schopnosti. A proto zde m\u016f\u017ee AI ud\u011blat obrovsk\u00fd kus pr\u00e1ce. Vzhledem k tomu, \u017ee pro \u0159adu personalist\u016f te\u010f mo\u017en\u00e1 mluv\u00edme abstraktn\u011b, bude na m\u00edst\u011b drobn\u00e1 odbo\u010dka.<\/p>\n\n\n\n

Ekonomika b\u011b\u017en\u00e9 firmy je v\u017edy z\u00e1visl\u00e1 na ekonomice sv\u00fdch zam\u011bstnanc\u016f. A ta je bohu\u017eel ne\u00faprosn\u00e1 a logicky na prvn\u00ed m\u00edsto stav\u00ed finan\u010dn\u00ed p\u0159\u00ednos jednotliv\u00fdch lid\u00ed pon\u00ed\u017een\u00fd o p\u00e9\u010di, kterou je t\u0159eba jim v\u011bnovat. Nabrat nov\u00fd talent stoj\u00ed pen\u00edze<\/strong><\/b><\/a>. Rozvinout ho dal\u0161\u00ed. Udr\u017eet si ho tak\u00e9.<\/strong><\/b> Stejn\u011b jako d\u00e1t mu dlouhodobou perspektivu, aby byl ve firm\u011b spokojen\u00fd a dok\u00e1zal firm\u011b p\u0159in\u00e9st co nejv\u00edce. Jak\u00e9koli pochyben\u00ed na t\u00e9to cest\u011b znamen\u00e1 jedin\u00e9 \u2013 lid\u00e9 pro firmu vyd\u011blaj\u00ed m\u00e9n\u011b. Proto\u017ee je nedok\u00e1\u017eete motivovat, aby ze sebe dali maximum nebo aby kari\u00e9rn\u011b rostli.<\/p>\n\n\n\n

\u0158adu dat, kter\u00e9 by n\u00e1m pomohly rozhodovat se maxim\u00e1ln\u011b kvalifikovan\u011b, v\u0161ak dnes nejsme schopni evidovat<\/strong><\/b> \u2013 pozor, nejde o to, \u017ee bychom nev\u011bd\u011bli jak na to, jen je to v\u011bc, kter\u00e1 ve sv\u00e9m rozsahu p\u0159esahuje mo\u017enosti b\u011b\u017en\u00e9ho person\u00e1ln\u00edho odd\u011blen\u00ed. A nebav\u00edme se jen o tom um\u011bt zm\u011b\u0159it, jak dlouho dan\u00fd pracovn\u00edk ve firm\u011b pracuje, m\u00edru seniority, mzdu, pln\u011bn\u00ed KPI, ale i \u0159adu \u201em\u011bkk\u00fdch parametr\u016f\u201c, kter\u00e9 by dok\u00e1zaly vypov\u011bd\u011bt o jeho motivaci nebo chuti se rozv\u00edjet. Je jasn\u00e9, \u017ee pr\u00e1v\u011b sem p\u0159inesou stovky \u010dlov\u011bkohodin AI nav\u00edc z\u00e1sadn\u00ed posun. A to nejen ve sb\u011bru dat, ale i jejich interpretaci.<\/strong><\/b><\/p>\n\n\n\n

Google Analytics pro HR<\/h3>\n\n\n\n

V\u00fdsledkem se tak mohou st\u00e1t v\u00fdstupy, kter\u00fd je mo\u017en\u00e9 si p\u0159edstavit jako HR \u201eGoogle Analytics\u201c, co\u017e je jeden z nejv\u00fdrazn\u011bj\u0161\u00edch AI trend\u016f v HR technologi\u00edch posledn\u00edch let. Jen m\u00edsto dat o trafficu a chov\u00e1n\u00ed u\u017eivatel\u016f bude pracovat s daty o lidech ve firm\u011b.<\/strong><\/b> V takov\u00e9m p\u0159\u00edpad\u011b pak nebude probl\u00e9m rozv\u00edjet kompetence<\/a>, motivaci a obecn\u011b engagement jednotliv\u00fdch pracovn\u00edk\u016f efektivn\u011b a v podstat\u011b se zam\u011b\u0159ovat na kombinaci \u0159e\u0161en\u00ed re\u00e1ln\u00fdch probl\u00e9m\u016f a rozv\u00edjen\u00ed dlouhodob\u00fdch strategi\u00ed nam\u00edsto \u201eideov\u00e9ho st\u0159\u00edlen\u00ed na slepo\u201c, kter\u00e9 je v sou\u010dasnosti kv\u016fli nedostatku dat v podstat\u011b standardem.  A v\u00fdsledek? V\u00fdrazn\u011b v\u011bt\u0161\u00ed spokojenost lid\u00ed ve firm\u011b, vysok\u00e1 m\u00edra udr\u017een\u00ed t\u011bch nejtalentovan\u011bj\u0161\u00edch, nejefektivn\u011bj\u0161\u00ed rozvojov\u00e9 trajektorie v podstat\u011b pro ka\u017ed\u00e9ho pracovn\u00edka a z\u00e1rove\u0148 mo\u017enost velice rychl\u00fdch mana\u017eersk\u00fdch rozhodnut\u00ed v prav\u00fd \u010das u koleg\u016f, kter\u00fdm dan\u00e1 spole\u010dnost ji\u017e nenab\u00edz\u00ed dal\u0161\u00ed oboustrann\u011b atraktivn\u00ed spole\u010dnou cestu.<\/p>\n\n\n\n

\"\"<\/figure>\n\n\n\n

3) Kompetence firmy<\/strong><\/b><\/h2>\n\n\n\n

P\u0159ipravenost na vstup AI:<\/strong><\/b> 20 %
\nIndex zv\u00fd\u0161en\u00ed efektivity pomoc\u00ed AI<\/strong><\/b>: velmi vysok\u00fd
\nPr\u00e1h implementace<\/strong><\/b>: velmi vysok\u00fd
\nHlavn\u00ed bari\u00e9ry pro posun:<\/strong><\/b> N\u00edzk\u00e1 pr\u00e1ce firem s kompeten\u010dn\u00edmi modely a bari\u00e9ry v mindsetu personalist\u016f<\/p>\n\n\n\n

Jak\u00e9 jsou skute\u010dn\u00e9 schopnosti firmy? Jak m\u00e1 vypadat scope pro jednotliv\u00e9 t\u00fdmy, aby byl nastaven realisticky a v\u00fdkon byl efektivn\u00ed? Od dat o jednotlivc\u00edch je u\u017e jen mal\u00fd kr\u016f\u010dek k jejich spojen\u00ed v jeden celek s ostatn\u00edmi firemn\u00edmi daty a hl\u00edd\u00e1n\u00ed byznysov\u00e9 \u201etheory-of-everything\u201c prost\u0159ednictv\u00edm AI<\/strong><\/b> \u2013 ultim\u00e1tn\u00ed strategii, kter\u00e1 snad poprv\u00e9 v historii zajist\u00ed, \u017ee ekonomick\u00e1 a procesn\u00ed \u010d\u00e1st c\u00edl\u016f nesho\u0159\u00ed na nekompatibilit\u011b s mo\u017enostmi zam\u011bstnanc\u016f. Mo\u017en\u00e1 to je\u0161t\u011b v roce 2025 zn\u011blo jako zbo\u017en\u00e9 p\u0159\u00e1n\u00ed. V roce 2026 u\u017e ale firmy poprv\u00e9 dost\u00e1vaj\u00ed technologie, kter\u00e9 jim umo\u017en\u00ed propojit byznysovou strategii s re\u00e1ln\u00fdmi schopnostmi lid\u00ed. Sta\u010d\u00ed se pod\u00edvat do statistik.<\/p>\n\n\n\n

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Podle mezin\u00e1rodn\u00ed poradensk\u00e9 spole\u010dnosti RSM v \u010cesku pat\u0159\u00ed mezi \u201edigit\u00e1ln\u011b vylou\u010den\u00e9\u201c pouze 30 % podnik\u016f, zbyl\u00fdch 60 % dok\u00e1\u017ee s daty pracovat a kolem 15 % ji\u017e spad\u00e1 do t\u0159\u00eddy 4 nebo 5 a provazuj\u00ed data z r\u016fzn\u00fdch odd\u011blen\u00ed mezi sebou.<\/strong><\/b><\/p>\n<\/blockquote>\n\n\n\n

M\u00edt firmu v datech i v oblasti lidsk\u00e9ho potenci\u00e1lu bude z\u00e1rove\u0148 velice l\u00e1kav\u00e9 pro investi\u010dn\u00ed trh. V p\u0159\u00edpad\u011b f\u00faz\u00ed a akvizic dnes b\u011b\u017en\u011b valuace firmy stav\u00ed na z\u00e1klad\u011b ekonomick\u00fdch indik\u00e1tor\u016f. Nejsme v\u0161ak daleko od doby, kdy bude b\u011b\u017en\u00e9 vy\u017e\u00e1dat si HR audit, kter\u00fd jasn\u011b uk\u00e1\u017ee, jak zdrav\u00e9 jsou jednotliv\u00e9 t\u00fdmy a jak\u00e9 kompetence a potenci\u00e1l si vlastn\u011b investor plat\u00ed.<\/strong><\/b> A od toho u\u017e je jen mal\u00fd kr\u016f\u010dek k dal\u0161\u00edmu p\u0159elomov\u00e9mu momentu \u2013 schopnosti \u0161\u00edt firm\u00e1m produkty a pr\u00e1ci na m\u00edru. Co\u017e m\u016f\u017ee b\u00fdt zejm\u00e9na pro spole\u010dnosti, kde se hlavn\u00ed kapit\u00e1l nach\u00e1z\u00ed v hlav\u00e1ch kl\u00ed\u010dov\u00fdch pracovn\u00edk\u016f a talent\u016f naprosto z\u00e1sadn\u00ed.<\/p>\n\n\n\n

\"Banner<\/a><\/figure>\n\n\n\n

Co n\u00e1m br\u00e1n\u00ed?<\/strong><\/b><\/h2>\n\n\n\n

V z\u00e1v\u011bru je nam\u00edst\u011b polo\u017eit si z\u00e1sadn\u00ed ot\u00e1zku: co n\u00e1m vlastn\u011b br\u00e1n\u00ed vyu\u017e\u00edt potenci\u00e1l um\u011bl\u00e9 inteligence v HR naplno? Lakonick\u00e1 odpov\u011b\u010f \u2013 my sami.<\/p>\n\n\n\n

Zat\u00edmco u jin\u00fdch HR inovac\u00ed \u010dasto nar\u00e1\u017e\u00edme na slo\u017eit\u00e9 vyjedn\u00e1v\u00e1n\u00ed s veden\u00edm, u AI se situace je\u0161t\u011b komplikuje. Um\u011bl\u00e1 inteligence b\u00fdv\u00e1 v mnoha firm\u00e1ch vn\u00edm\u00e1na prim\u00e1rn\u011b jako technologick\u00e9 t\u00e9ma, a odpov\u011bdnost za jej\u00ed zav\u00e1d\u011bn\u00ed tak automaticky p\u0159ech\u00e1z\u00ed pod CTO nebo IT odd\u011blen\u00ed. Pokud v tomto momentu HR nezvedne ruku, snadno se ocitne v roli pouh\u00e9ho konzumenta ciz\u00edch rozhodnut\u00ed.<\/p>\n\n\n\n

Rok 2026 bude pro HR zlomov\u00fd. Odd\u011bl\u00ed t\u00fdmy, kter\u00e9 AI aktivn\u011b \u0159\u00edd\u00ed, od t\u011bch, kter\u00e9 ji pouze toleruj\u00ed.<\/strong><\/b> A rozd\u00edl mezi nimi nebude v pou\u017eit\u00fdch n\u00e1stroj\u00edch, ale v odvaze p\u0159evz\u00edt iniciativu.<\/p>\n\n\n\n

Realita p\u0159itom ukazuje, \u017ee HR pat\u0159\u00ed mezi profese, kter\u00e9 se s AI seznamuj\u00ed sp\u00ed\u0161e opatrn\u011b a \u010dasto a\u017e ve chv\u00edli, kdy je tlak p\u0159ich\u00e1z\u00ed zven\u010d\u00ed. To je pochopiteln\u00e9, pr\u00e1ce s lidmi je zalo\u017een\u00e1 na vztaz\u00edch a d\u016fv\u011b\u0159e. Jen\u017ee pr\u00e1v\u011b proto by HR m\u011blo st\u00e1t v \u010dele debaty o tom, jak m\u00e1 b\u00fdt um\u011bl\u00e1 inteligence vyu\u017e\u00edv\u00e1na eticky, smyslupln\u011b a s jasn\u00fdm p\u0159\u00ednosem pro zam\u011bstnance i byznys.<\/p>\n\n\n\n

Kdo dnes \u010dek\u00e1, a\u017e AI strategii navrhne n\u011bkdo jin\u00fd, bude ji z\u00edtra jen slo\u017eit\u011b doh\u00e1n\u011bt. A v oboru, kter\u00fd si dlouhodob\u011b st\u011b\u017euje na nedostatek respektu ze strany managementu, je to zbyte\u010dn\u00e1 ztr\u00e1ta p\u0159\u00edle\u017eitosti.<\/p>\n","protected":false},"featured_media":51189,"template":"","meta":{"_acf_changed":false,"_acf":"","inline_featured_image":false,"footnotes":""},"class_list":["post-22744","blog","type-blog","status-publish","has-post-thumbnail","hentry","blog_categories-ai","blog_categories-vzdelavani-rozvoj"],"acf":[],"yoast_head":"\nAI HR trendy 2026: Co z\u00e1sadn\u011b zm\u011bn\u00ed personalistiku | Sloneek<\/title>\n<meta name=\"description\" content=\"AI HR trendy v roce 2026 menia HR od automatiz\u00e1cie k strat\u00e9gii ???? 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