{"id":27168,"date":"2023-11-15T17:22:34","date_gmt":"2023-11-15T16:22:34","guid":{"rendered":"https:\/\/www.sloneek.com\/?post_type=blog&p=27168"},"modified":"2026-08-13T10:59:23","modified_gmt":"2026-08-13T08:59:23","slug":"people-analytics-7-kroku","status":"publish","type":"blog","link":"https:\/\/www.sloneek.com\/cs\/blog\/people-analytics-7-kroku\/","title":{"rendered":"People Analytics: 7 krok\u016f, d\u00edky kter\u00fdm se nau\u010d\u00edte svou pr\u00e1ci vn\u00edmat p\u0159es d\u016fle\u017eit\u00e1 data"},"content":{"rendered":"\n

A\u010dkoli to zn\u00ed neuv\u011b\u0159iteln\u011b, naprost\u00e1 v\u011bt\u0161ina personalist\u016f v \u010cesku p\u0159izn\u00e1v\u00e1, \u017ee \u0159\u00edd\u00ed sv\u00e9 kroky bez hlub\u0161\u00ed datov\u00e9 anal\u00fdzy, a jen mal\u00fd zlomek pokro\u010dil v takzvan\u00fdch \u201epeople analytics\u201c <\/b>tak daleko, \u017ee v\u00fdsledky m\u016f\u017ee sd\u00edlet zbytku managementu. Na druhou stranu \u2013 nen\u00ed to jen \u010desk\u00e9 specifikum, pracovat s daty, kter\u00e1 produkuj\u00ed va\u0161i zam\u011bstnanci a t\u00fdmy, se postupn\u011b u\u010d\u00ed i firmy jinde po sv\u011bt\u011b.<\/p>\n\n\n\n

Poj\u010fme se tedy pod\u00edvat na to, pro\u010d by People Analytics m\u011bly m\u00edt ve va\u0161ich HR strategi\u00edch v\u00fdsadn\u00ed postaven\u00ed. <\/b>A jak za\u010d\u00edt ve chv\u00edli, kdy jste se na tuto strategickou oblast zat\u00edm nem\u011bli \u010das dostate\u010dn\u011b soust\u0159edit.<\/p>\n\n\n\n

Jak vn\u00edmat People Analytics?<\/h2>\n\n\n\n

Pr\u00e1ce s daty, kter\u00e1 produkuj\u00ed va\u0161e t\u00fdmy a kolegov\u00e9, se p\u0159\u00edli\u0161 neli\u0161\u00ed od pr\u00e1ce s jin\u00fdmi datov\u00fdmi zdroji. Zjednodu\u0161en\u011b \u0159e\u010deno \u2013 jde o to z\u00edskat v datech co nejp\u0159esn\u011bj\u0161\u00ed komplexn\u00ed obr\u00e1zek o va\u0161ich procesech a d\u011bj\u00edch. A na jeho z\u00e1klad\u011b m\u00edt mo\u017enost nejen analyzovat jednotliv\u00e9 d\u011bje, ale tak\u00e9 je modelovat nebo pomoc\u00ed dat p\u0159edv\u00eddat trendy a to, kam povedou. <\/strong><\/span><\/p>\n\n\n\n

\n

Co nem\u011b\u0159\u00edm, to ne\u0159\u00edd\u00edm. <\/strong><\/span><\/p>\n<\/blockquote>\n\n\n\n

Hlavn\u00ed c\u00edl People Analytics<\/strong> je u\u0161lechtil\u00fd: zdokonalit fungov\u00e1n\u00ed va\u0161\u00ed firmy<\/strong> tak, aby se spojila efektivita na jedn\u00e9 stran\u011b se spokojenost\u00ed a osobn\u00edm rozvojem v\u0161ech lid\u00ed ve firm\u011b na stran\u011b druh\u00e9. People Analytics by se ve va\u0161\u00ed firm\u011b m\u011bly st\u00e1t hlavn\u00ed vrstvou, kter\u00e1 zast\u0159e\u0161\u00ed v\u0161echny ostatn\u00ed \u2013 od recruitmentu p\u0159es kompetence<\/a> po talent management.<\/span><\/p>\n\n\n\n

Specifickou funkci People Analytics spln\u00ed tak\u00e9 v dal\u0161\u00ed rovin\u011b. Jakmile bude HR \u201edatov\u011b kompatibiln\u00ed\u201c, mohou se jeho sady v\u00fdrazn\u011b l\u00e9pe propojit s datov\u00fdmi sadami jin\u00fdch odd\u011blen\u00ed. Vn\u00edman\u00e1 \u201eu\u017eite\u010dnost\u201c HR se d\u00edky tomu v o\u010d\u00edch managementu p\u0159esune na \u00fapln\u011b jinou \u00farove\u0148 a cel\u00e9 odd\u011blen\u00ed se tak v r\u00e1mci respektu a zapojov\u00e1n\u00ed do d\u011bn\u00ed kone\u010dn\u011b dostane tam, kde u\u017e m\u00e1 d\u00e1vno b\u00fdt.<\/span><\/p>\n\n\n\n

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

Jak na People Analytics<\/h2>\n\n\n\n

Jak tedy ide\u00e1ln\u011b zav\u00e9st People Analytics tak\u00e9 ve va\u0161\u00ed firm\u011b? P\u0159in\u00e1\u0161\u00edme sedm z\u00e1kladn\u00edch krok\u016f<\/strong>, kter\u00e9 v\u00e1m pomohou p\u0159eklenout kritickou \u201ef\u00e1zi 0\u201c \u2013 tedy za\u010d\u00e1tek v\u0161ech za\u010d\u00e1tk\u016f.<\/span><\/p>\n\n\n\n

1) Po\u0159i\u010fte si All-in-One HRIS platformu<\/h3>\n\n\n\n

Pokud jste pr\u00e1v\u011b otev\u0159eli excelovskou tabulku s t\u00edm, \u017ee jdete budovat sv\u016fj prvn\u00ed People Analytics dashboard, tak ji zase zav\u0159ete. Pr\u00e1ce s daty, kter\u00e1 budete pot\u0159ebovat k anal\u00fdze, u\u017e bude v\u00fdrazn\u011b slo\u017eit\u011bj\u0161\u00ed. <\/span><\/p>\n\n\n\n

\n

Data za v\u00e1s maj\u00ed sb\u00edrat a p\u0159ipravovat n\u00e1stroje, va\u0161e role je v jejich vyhodnocov\u00e1n\u00ed, interpretaci a p\u0159\u00edprav\u011b strategie na z\u00e1klad\u011b v\u00fdstup\u016f, kter\u00e9 data daj\u00ed.<\/span><\/p>\n<\/blockquote>\n\n\n\n

Nic z toho nep\u016fjde bez kvalitn\u00ed All-In-One HRIS<\/a> platformy<\/strong>. Tedy jak\u00e9hosi datov\u00e9ho a procesn\u00edho mozku, kter\u00fd pracuje a vyhodnocuje maximum dostupn\u00fdch dat. V\u00fdhodou je, \u017ee je sb\u00edr\u00e1 na jednom m\u00edst\u011b, tak\u017ee o firemn\u00edm d\u011bn\u00ed m\u016f\u017eete m\u00edt velice rychle komplexn\u00ed obr\u00e1zek. A z\u00e1rove\u0148 m\u00e1 vy\u0161\u0161\u00ed efektivitu p\u0159i sb\u011bru dat \u2013 \u0159adu z nich budete pot\u0159ebovat p\u0159\u00edmo od zam\u011bstnanc\u016f a u nich plat\u00ed, \u017ee \u010d\u00edm m\u00e9n\u011b bari\u00e9r jim postav\u00edte do cesty, t\u00edm ochotn\u011bji a p\u0159esn\u011bji v\u00e1m budou pom\u00e1hat.<\/span><\/p>\n\n\n\n

Co dok\u00e1\u017ee dobr\u00e1 HRIS platforma, si m\u016f\u017eete ostatn\u011b vyzkou\u0161et zdarma sami t\u00edm, \u017ee si na zku\u0161ebn\u00ed dobu aktivujete na\u0161eho Sloneeka.<\/strong><\/a><\/span><\/p>\n\n\n\n

2) Sb\u00edrejte jen relevantn\u00ed data<\/h3>\n\n\n\n

Datov\u00e1 analytika v\u00e1s m\u016f\u017ee velice rychle chytnout. A to natolik, \u017ee se v n\u00ed utop\u00edte. Mno\u017estv\u00ed dat, kter\u00e1 byste mohli a m\u011bli sb\u00edrat, je toti\u017e obrovsk\u00e9. A ka\u017ed\u00e1 korelace s jin\u00fdmi daty p\u0159in\u00e1\u0161\u00ed nov\u00e9 \u00fa\u017easn\u00e9 \u00fahly pohledu, kter\u00e9 v\u00e1s budou l\u00e1kat. Nastavte si proto jasn\u00e9 horizonty a za\u010dn\u011bte od dat, kter\u00e1 jsou prioritn\u00ed.<\/strong><\/span><\/p>\n\n\n\n

Ta se daj\u00ed rozd\u011blit do dvou skupin \u2013 data, kter\u00e1 m\u00e1te mo\u017enost sb\u00edrat nejjednodu\u0161eji anebo je ji\u017e sb\u00edr\u00e1te, a data, kter\u00e1 jsou naprosto z\u00e1sadn\u00ed pro pokro\u010dilou analytiku. U t\u00e9to druh\u00e9 skupiny budete muset pravd\u011bpodobn\u011b zav\u00e9st celou \u0159adu nov\u00fdch proces\u016f a dost \u010dasto zjist\u00edte, jak m\u00e1lo toho vlastn\u011b v\u00edte. Ale nenechte se t\u00edm odradit, toto toti\u017e bude prvn\u00ed a velice d\u016fle\u017eit\u00fd krok k tomu, abyste v budoucnu fungovali efektivn\u011bji.<\/span><\/p>\n\n\n\n

3) Stanovte vlastn\u00ed c\u00edle<\/h3>\n\n\n\n

Pokud je va\u0161e firma v\u00fdkonnostn\u011b \u0159\u00edzen\u00e1, pravd\u011bpodobn\u011b bude m\u00edt definovanou celou \u0159adu KPI \u010di je\u0161t\u011b l\u00e9pe OKR c\u00edl\u016f a parametr\u016f. Stejn\u011b tak bude m\u00edt vlastn\u00ed KPI nebo OKR<\/a> c\u00edle definovan\u00e9 i va\u0161e odd\u011blen\u00ed.<\/span><\/p>\n\n\n\n

Znovu si je v klidu projd\u011bte a zjist\u011bte, kter\u00e1 data budete pot\u0159ebovat, abyste pln\u011bn\u00ed c\u00edl\u016f dok\u00e1zali dom\u011b\u0159ovat.<\/strong> Ta pak za\u0159a\u010fte do prioritn\u00ed skupiny. A naopak \u2013 pro kter\u00e9 c\u00edle budou kl\u00ed\u010dov\u00e1 data, kter\u00e1 ji\u017e sb\u00edrat dok\u00e1\u017eete. U t\u011bch pak zauva\u017eujte, zda bude dan\u00e1 podoba nebo zvolen\u00fd datov\u00fd detail vhodn\u00fd.<\/span><\/p>\n\n\n\n

4) Nezapom\u00ednejte na legislativu<\/h3>\n\n\n\n

P\u0159i pr\u00e1ci s daty je velice jednoduch\u00e9 spadnout do legislativn\u00ed \u201ed\u00edry\u201c \u2013 tedy nakl\u00e1dat s daty, se kter\u00fdmi byste bez dovolen\u00ed va\u0161ich zam\u011bstnanc\u016f bu\u010f pracovat nem\u011bli, anebo je uchov\u00e1vat a zpracov\u00e1vat v prost\u0159ed\u00ed, kter\u00e9 nap\u0159\u00edklad neodpov\u00edd\u00e1 element\u00e1rn\u00edm bezpe\u010dnostn\u00edm standard\u016fm. Ano, to jsou ve v\u011bt\u0161in\u011b p\u0159\u00edpad\u016f ji\u017e zmi\u0148ovan\u00e9 excelovsk\u00e9 tabulky. <\/span><\/p>\n\n\n\n

Pokud vyu\u017e\u00edv\u00e1te HRIS platformu, v naprost\u00e9 v\u011bt\u0161in\u011b p\u0159\u00edpad\u016f m\u00e1 pr\u00e1v\u011b tuto legislativn\u00ed str\u00e1nku dostate\u010dn\u011b o\u0161et\u0159enou. Pokud v\u0161ak chcete pracovat s daty nad jej\u00ed r\u00e1mec, rad\u011bji konzultujte jejich sb\u011br, uchov\u00e1v\u00e1n\u00ed a vyu\u017e\u00edv\u00e1n\u00ed s va\u0161imi pr\u00e1vn\u00edky.<\/strong><\/p>\n\n\n\n

5) Experimentujte, zkoumejte, obohacujte<\/h3>\n\n\n\n

Je to takov\u00fd kolorit \u010desk\u00e9ho HR. A mo\u017en\u00e1 do jist\u00e9 m\u00edry kolorit \u010desk\u00e9ho managementu jako takov\u00e9ho. V\u011bci se ned\u011blaj\u00ed v prav\u00fd \u010das, proto\u017ee jsou \u201emoc nov\u00e9\u201c. Procesy se nem\u011bn\u00ed, proto\u017ee \u201eto nen\u00ed vyzkou\u0161en\u00e9\u201c. S daty se nepracuje, proto\u017ee \u201enev\u00edme, co z toho bude.\u201c<\/span><\/p>\n\n\n\n

Smi\u0159me se s t\u00edm, \u017ee ob\u010das je pot\u0159eba pro\u0161lapat cestu<\/strong> a chybovat je p\u0159i tom zcela p\u0159irozen\u00e9. Nikdo v\u00e1m nedok\u00e1\u017ee dop\u0159edu \u0159\u00edci, jak\u00e1 data budou vhodn\u00e1 pr\u00e1v\u011b pro v\u00e1s a kter\u00e9 \u00fadaje maj\u00ed tu nejv\u011bt\u0161\u00ed relevanci.<\/span><\/p>\n\n\n\n

Berte tedy pr\u00e1ci s People Analytics od po\u010d\u00e1tku jako dlouhodob\u00fd a hlavn\u011b nikdy nekon\u010d\u00edc\u00ed proces<\/strong>. Experimentov\u00e1n\u00ed, zkoum\u00e1n\u00ed, obohacov\u00e1n\u00ed o nov\u00e1 data k n\u011bmu pat\u0159\u00ed \u00fapln\u011b stejn\u011b, jako uzav\u00edr\u00e1n\u00ed slep\u00fdch uli\u010dek. Dokud neztr\u00e1c\u00edte drive, je to v po\u0159\u00e1dku.<\/span><\/p>\n\n\n\n

A \u017ee ho budete pot\u0159ebovat, na to se p\u0159ipravte, proto\u017ee tak jako se m\u011bn\u00ed va\u0161e firma, budou se m\u011bnit i priority v r\u00e1mci People Analytics.<\/span><\/p>\n\n\n\n

6) Zjednodu\u0161ujte<\/h3>\n\n\n\n

Bez ohledu na slo\u017eitost projektu mus\u00ed b\u00fdt datov\u00e9 v\u00fdstupy v\u017edy jednoduch\u00e9 a efektivn\u00ed. Nau\u010dte se tedy i vy pracovat s maxim\u00e1ln\u00ed m\u00edrou zjednodu\u0161en\u00ed<\/strong>: hledejte zkratky, pokud p\u0159id\u00e1te novou metriku, zamyslete se, zda by nem\u011bla nahradit jednu starou, kter\u00e1 m\u00e1 hor\u0161\u00ed v\u00fdpov\u011bdn\u00ed schopnost.<\/span><\/p>\n\n\n\n

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Opakujte si, \u017ee \u010d\u00edm jednodu\u0161\u0161\u00ed a pochopiteln\u011bj\u0161\u00ed analytika bude, t\u00edm je v\u011bt\u0161\u00ed \u0161ance, \u017ee j\u00ed porozum\u00ed \u0161ir\u0161\u00ed management a nau\u010d\u00ed se s n\u00ed pracovat.<\/span><\/p>\n<\/blockquote>\n\n\n\n

Samostatnou kapitolu pak tvo\u0159\u00ed \u010di\u0161t\u011bn\u00ed dat. Nepracujte s ne\u00fapln\u00fdmi datov\u00fdmi vzorky nebo daty, kter\u00e1 maj\u00ed n\u00edzkou v\u00fdpov\u011bdn\u00ed hodnotu (nap\u0159\u00edklad rychl\u00e9 kvalitativn\u00ed sondy s kvantitativn\u00edm v\u00fdstupem \u2013 tedy obl\u00edben\u00e9 dotazn\u00edky, kter\u00e9 pak teprve \u201ep\u0159episujete do \u010d\u00edsel\u201c).<\/span><\/p>\n\n\n\n

7) Interpretujte a prezentujte<\/h3>\n\n\n\n

Hlavn\u00edm hnac\u00edm motorem ka\u017ed\u00e9 datov\u00e9 analytiky je jej\u00ed smysl<\/strong>. A ten nejl\u00e9pe uvid\u00edte ve chv\u00edli, kdy prvn\u00ed v\u00fdstupy budete prezentovat a interpretovat. Ud\u011blejte tak klidn\u011b nejprve na p\u016fdorysu sv\u00e9ho HR odd\u011blen\u00ed \u2013 \u0161ir\u0161\u00ed diskuze expert\u016f v\u00e1m l\u00e9pe pom\u016f\u017ee formulovat v\u00fdstupy.<\/span><\/p>\n\n\n\n

A a\u017e budete s interpretac\u00ed spokojeni, nebojte se ji p\u0159edlo\u017eit managementu. Sebrat m\u016f\u017eete rovnou zp\u011btnou vazbu na to, jak\u00e1 data by ocenily sb\u00edrat jednotliv\u00e9 t\u00fdmy.<\/span><\/p>\n\n\n\n

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

Jak pracovat s dashboardy<\/h2>\n\n\n\n

Samotn\u00e1 data se pak vyplat\u00ed prezentovat ve form\u011b dashboard\u016f, ke kter\u00fdm budou m\u00edt p\u0159\u00edstup v\u0161ichni mana\u017ee\u0159i.<\/strong> K p\u0159\u00edstupu k dat\u016fm m\u016f\u017eete vyu\u017e\u00edt aplikace jako Power BI, Tableau, Qlik anebo jak\u00e9koli, kter\u00e9 va\u0161e spole\u010dnost ji\u017e vyu\u017e\u00edv\u00e1.<\/span><\/p>\n\n\n\n

Datov\u00e9 v\u00fdstupy budete pravd\u011bpodobn\u011b p\u0159ipravovat s konkr\u00e9tn\u00edm datov\u00fdm analytikem, na v\u00e1s v\u0161ak pak bude vymyslet, co by jednotliv\u00e9 dashboardy m\u011bly obsahovat. Tady jsou tipy na t\u0159i nejroz\u0161\u00ed\u0159en\u011bj\u0161\u00ed:<\/span><\/p>\n\n\n\n

1) Provozn\u00ed dashboard<\/h3>\n\n\n\n

Z\u00e1kladn\u00ed agregace dat, jako je po\u010det pracovn\u00edk\u016f, \u00favazk\u016f, \u010dlen\u011bn\u00ed podle organigramu, po\u010det vypsan\u00fdch pozic a neobsazen\u00fdch pozic podle odd\u011blen\u00ed.<\/span><\/p>\n\n\n\n

2) T\u00fdmov\u00fd dashboard<\/h3>\n\n\n\n

Zam\u011b\u0159ovat by se m\u011bl na v\u00fdkony jednotliv\u00fdch t\u00fdm\u016f: Doslou\u017eenost nebo nedoslou\u017eenost hodin, kompeten\u010dn\u00ed kvalitu, p\u0159es\u010dasy, ale tak\u00e9 pravideln\u00fd feedback a monitoring spokojenosti.<\/span><\/p>\n\n\n\n

3) Prediktivn\u00ed dashboard<\/h3>\n\n\n\n

Slou\u017eit by m\u011bl p\u0159edev\u0161\u00edm v\u00e1m a va\u0161emu odd\u011blen\u00ed. Zam\u011b\u0159it se m\u016f\u017eete nap\u0159\u00edklad na sledov\u00e1n\u00ed kompeten\u010dn\u00edch mezer, obsazen\u00ed pozic a potenci\u00e1ln\u00edch rizik v nedokryt\u00ed nebo nap\u0159\u00edklad modelov\u00e1n\u00ed skladby t\u00fdm\u016f a definov\u00e1n\u00ed horizont\u016f roz\u0161i\u0159ov\u00e1n\u00ed jejich struktury v p\u0159\u00edpad\u011b, kdy by pr\u00e1ce p\u0159ib\u00fdvala, nebo naopak redukce v opa\u010dn\u00e9m p\u0159\u00edpad\u011b. <\/span><\/p>\n\n\n\n

Nebojte se! Jsou to \u201ejen \u010d\u00edsla\u201c<\/h2>\n\n\n\n

Kvalitn\u00ed People Analytics mohou va\u0161i firmu neskute\u010dn\u011b rychle posunout.<\/strong> Pomohou v\u00e1m rozhodovat se kvalifikovan\u011b, identifikovat probl\u00e9my, ne\u017e nastanou, a postupn\u011b d\u00edky tomu z\u00edskat \u010das na v\u011bci, kter\u00e9 v\u00e1s budou posouvat.<\/span><\/p>\n\n\n\n

Tou nejv\u011bt\u0161\u00ed bari\u00e9rou budete pravd\u011bpodobn\u011b vy sami a strach z chyby. B\u00e1t se v\u0161ak nen\u00ed t\u0159eba \u2013 po\u0159\u00e1d jsou to \u201ejen \u010d\u00edsla\u201c, kter\u00e1 m\u016f\u017eete doplnit sv\u00fdm nadhledem a intuic\u00ed. Z\u00edsk\u00e1v\u00e1te pouze dal\u0161\u00ed hlas do diskuze, kter\u00fd m\u016f\u017eete pln\u011b akceptovat teprve ve chv\u00edli, kdy nabude relevance.<\/span><\/p>\n\n\n\n

Tak se hluboce nadechn\u011bte a sv\u016fj prvn\u00ed krok ud\u011blejte co nejd\u0159\u00edve \u2013 se Sloneekem v\u00e1m budeme r\u00e1di n\u00e1pomocn\u00ed.<\/strong><\/p>\n","protected":false},"featured_media":27169,"template":"","meta":{"_acf_changed":false,"_acf":"","inline_featured_image":false,"footnotes":""},"class_list":["post-27168","blog","type-blog","status-publish","has-post-thumbnail","hentry","blog_categories-vzdelavani-rozvoj"],"acf":[],"yoast_head":"\nPeople Analytics: 7 krok\u016f jak na n\u011b - Sloneek<\/title>\n<meta name=\"description\" content=\"V\u011bt\u0161ina personalist\u016f p\u0159izn\u00e1v\u00e1, \u017ee \u0159\u00edd\u00ed sv\u00e9 kroky bez datov\u00e9 anal\u00fdzy. 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