{"id":50431,"date":"2025-12-12T09:38:45","date_gmt":"2025-12-12T08:38:45","guid":{"rendered":"https:\/\/www.sloneek.com\/?post_type=blog&#038;p=50431"},"modified":"2026-08-13T13:10:57","modified_gmt":"2026-08-13T11:10:57","slug":"growth-rate-formula","status":"publish","type":"blog","link":"https:\/\/www.sloneek.com\/cs\/blog\/growth-rate-formula\/","title":{"rendered":"Co je to growth rate formula a jak\u00e9 jsou propojen\u00ed na EX?"},"content":{"rendered":"\n<p class=\"wp-block-paragraph\"><strong>R\u016fst firmy m\u011b\u0159en\u00fd r\u016fstovou m\u00edrou (\u201egrowth rate\u201c) nen\u00ed jen \u010d\u00edslo. Je to sign\u00e1l zdrav\u00ed organizace, jej\u00edho potenci\u00e1lu a schopnosti p\u0159il\u00e1kat a udr\u017eet talent. Ale pokud m\u011b\u0159\u00edme r\u016fst jen kvantitativn\u011b (nap\u0159. po\u010det zam\u011bstnanc\u016f), ignorujeme jednu z\u00e1sadn\u00ed skute\u010dnost: kvalitu zku\u0161enosti lid\u00ed v organizaci, jejich agan\u017eovanost. Tyto aspekty maj\u00ed p\u0159\u00edm\u00fd vliv na to, zda r\u016fst bude udr\u017eiteln\u00fd.<\/strong><\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Pr\u00e1v\u011b zde se vypl\u00e1c\u00ed m\u00edt jasn\u00e1 HR data na jednom m\u00edst\u011b <a href=\"https:\/\/www.sloneek.com\/cs\/\" rel=\"noreferrer\">v HRIS<\/a>, kter\u00fd dok\u00e1\u017ee automaticky sledovat headcount, p\u0159\u00edchody, odchody i jejich d\u016fvody a umo\u017e\u0148uje HR t\u00fdmu porozum\u011bt, co se ve firm\u011b opravdu d\u011bje.<\/p>\n\n\n\n<h2 id=\"co-znamena-rustova-mira-a-jak-ji-vypocitat\" class=\"wp-block-heading\">Co znamen\u00e1 r\u016fstov\u00e1 m\u00edra a jak ji vypo\u010d\u00edtat?<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\"><b><strong>R\u016fstov\u00e1 m\u00edra (z angl. growth rate formula)<\/strong><\/b> se vypo\u010d\u00edt\u00e1 jako procentu\u00e1ln\u00ed zm\u011bna po\u010dtu zam\u011bstnanc\u016f mezi dv\u011bma \u010dasov\u00fdmi body (nap\u0159. na za\u010d\u00e1tku roku a na konci obdob\u00ed) a vyd\u011bl\u00edte rozd\u00edl po\u010d\u00e1te\u010dn\u00edm po\u010dtem zam\u011bstnanc\u016f. V\u00fdsledek se obvykle vyj\u00e1d\u0159uje v procentech.<\/p>\n\n\n\n<h3 id=\"priklad-kalkulace-growth-rate\" class=\"wp-block-heading\">P\u0159\u00edklad kalkulace growth rate:<\/h3>\n\n\n\n<ul class=\"wp-block-list\">\n<li>na za\u010d\u00e1tku roku m\u00e1te 120 zam\u011bstnanc\u016f.<\/li>\n\n\n\n<li>na konci roku m\u00e1te 200 zam\u011bstnanc\u016f.<\/li>\n\n\n\n<li>Growth rate formula: (200 - 120) \/ 120 x 100% = 66,7%.<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">Tento \u00fadaj ukazuje, \u017ee firma zna\u010dn\u011b vyrostla. M\u011b\u0159en\u00ed r\u016fstu umo\u017e\u0148uje HR odd\u011blen\u00ed a veden\u00ed z\u00edskat vhled do toho, zda firma skute\u010dn\u011b expanduje nebo jestli sp\u00ed\u0161e doch\u00e1z\u00ed k odlivu lid\u00ed. Pozitivn\u00ed r\u016fst znamen\u00e1, \u017ee p\u0159ich\u00e1z\u00ed v\u00edce lid\u00ed ne\u017e odch\u00e1z\u00ed; negativn\u00ed r\u016fst znamen\u00e1 opak - a to m\u016f\u017ee sv\u00e1d\u011bt k tomu, \u017ee firma m\u00e1 probl\u00e9m s p\u0159itahov\u00e1n\u00edm talent\u016f nebo retenc\u00ed.<\/p>\n\n\n\n<h2 id=\"propojeni-rustu-s-employee-experience-ex-a-angazovanosti\" class=\"wp-block-heading\">Propojen\u00ed r\u016fstu s employee experience (EX) a anga\u017eovanost\u00ed<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">R\u016fstov\u00fd trend bez kvalitn\u00ed zku\u0161enosti zam\u011bstnanc\u016f je potenci\u00e1ln\u011b neudr\u017eiteln\u00fd. Zde jsou kl\u00ed\u010dov\u00e9 vazby:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Employee experience zahrnuje v\u0161e, co zam\u011bstnanec za\u017e\u00edv\u00e1 od n\u00e1boru, onboardingu, pr\u00e1ce v t\u00fdmu, vztahu s nad\u0159\u00edzen\u00fdm, firemn\u00ed kultury a\u017e po odchod. \u010c\u00edm je vy\u0161\u0161\u00ed m\u00edra r\u016fstu, t\u00edm v\u00edc se m\u011bn\u00ed procesy, fungov\u00e1n\u00ed. Doporu\u010dujeme se na to pod\u00edvat do hloubky - co funguje nebo nefunguje. Prioritizace a pr\u00e1ce na zlep\u0161en\u00ed pozitivn\u011b ovliv\u0148uje biznisov\u00fd r\u016fst.<\/li>\n\n\n\n<li>Studie ukazuj\u00ed, \u017ee pozitivn\u00ed employee experience se projevuje ve vy\u0161\u0161\u00edm engagementu.<\/li>\n\n\n\n<li>Vy\u0161\u0161\u00ed anga\u017eovanost pak vede k lep\u0161\u00edm obchodn\u00edm v\u00fdsledk\u016fm: vy\u0161\u0161\u00ed produktivit\u011b, ni\u017e\u0161\u00ed fluktuaci, lep\u0161\u00edmu v\u00fdkonu. Firmy s vysokou anga\u017eovanost\u00ed m\u016f\u017eou b\u00fdt ziskov\u011bj\u0161\u00ed ne\u017e firmy s n\u00edzkou anga\u017eovanost\u00ed.<\/li>\n\n\n\n<li>Pokud organizace roste (v\u00edce lid\u00ed, nov\u00e1 m\u00edsta) a z\u00e1rove\u0148 zanedb\u00e1v\u00e1 EX\/engagement, riskuje, \u017ee <a href=\"https:\/\/www.sloneek.com\/cs\/lide\/\">lid\u00e9<\/a> p\u0159ijdou, ale nebudou z\u016fst\u00e1vat dlouhodob\u011b, nebo ti seniorn\u011bj\u0161\u00ed lid\u00e9 v organizaci odejdou - to v\u0161echno m\u016f\u017ee r\u016fstovou m\u00edru v kone\u010dn\u00e9m d\u016fsledku zhor\u0161it.<\/li>\n<\/ul>\n\n\n\n<blockquote class=\"wp-block-quote blockquote--tip is-layout-flow wp-block-quote-is-layout-flow\">\n<p class=\"wp-block-paragraph\"><b><strong>Tip:<\/strong><\/b> R\u016fst firmy stoj\u00ed na tom, jak rychle a dob\u0159e zapoj\u00edte nov\u00e9 lidi. Kdy\u017e <a href=\"https:\/\/www.sloneek.com\/cs\/onboarding\/\" rel=\"noreferrer\">onboarding<\/a> nefunguje, fluktuace roste a growth rate pad\u00e1. V HRIS od Sloneek si nastav\u00edte p\u0159ehledn\u00e9 onboardingov\u00e9 \u0161ablony a checklisty, d\u00edky kter\u00fdm maj\u00ed nov\u00e1\u010dci jasn\u00e9 veden\u00ed u\u017e od prvn\u00edho dne a firma stabiln\u011bj\u0161\u00ed, udr\u017eiteln\u011bj\u0161\u00ed r\u016fst.<\/p>\n<\/blockquote>\n\n\n\n<figure class=\"wp-block-image alignnone size-full wp-image-50336\"><img loading=\"lazy\" decoding=\"async\" width=\"1312\" height=\"736\" src=\"https:\/\/www.sloneek.com\/wp-content\/uploads\/2025\/12\/grow-rate-formula-2.jpg\" alt=\"grow rate formula\" class=\"wp-image-50336\" srcset=\"https:\/\/www.sloneek.com\/wp-content\/uploads\/2025\/12\/grow-rate-formula-2.jpg 1312w, https:\/\/www.sloneek.com\/wp-content\/uploads\/2025\/12\/grow-rate-formula-2-300x168.jpg 300w, https:\/\/www.sloneek.com\/wp-content\/uploads\/2025\/12\/grow-rate-formula-2-1024x574.jpg 1024w, https:\/\/www.sloneek.com\/wp-content\/uploads\/2025\/12\/grow-rate-formula-2-768x431.jpg 768w, https:\/\/www.sloneek.com\/wp-content\/uploads\/2025\/12\/grow-rate-formula-2-80x45.jpg 80w, https:\/\/www.sloneek.com\/wp-content\/uploads\/2025\/12\/grow-rate-formula-2-66x37.jpg 66w, https:\/\/www.sloneek.com\/wp-content\/uploads\/2025\/12\/grow-rate-formula-2-576x323.jpg 576w, https:\/\/www.sloneek.com\/wp-content\/uploads\/2025\/12\/grow-rate-formula-2-1040x583.jpg 1040w, https:\/\/www.sloneek.com\/wp-content\/uploads\/2025\/12\/grow-rate-formula-2-200x112.jpg 200w, https:\/\/www.sloneek.com\/wp-content\/uploads\/2025\/12\/grow-rate-formula-2-20x11.jpg 20w, https:\/\/www.sloneek.com\/wp-content\/uploads\/2025\/12\/grow-rate-formula-2-30x17.jpg 30w, https:\/\/www.sloneek.com\/wp-content\/uploads\/2025\/12\/grow-rate-formula-2-45x25.jpg 45w, https:\/\/www.sloneek.com\/wp-content\/uploads\/2025\/12\/grow-rate-formula-2-65x36.jpg 65w, https:\/\/www.sloneek.com\/wp-content\/uploads\/2025\/12\/grow-rate-formula-2-68x38.jpg 68w, https:\/\/www.sloneek.com\/wp-content\/uploads\/2025\/12\/grow-rate-formula-2-240x135.jpg 240w, https:\/\/www.sloneek.com\/wp-content\/uploads\/2025\/12\/grow-rate-formula-2-270x151.jpg 270w, https:\/\/www.sloneek.com\/wp-content\/uploads\/2025\/12\/grow-rate-formula-2-180x101.jpg 180w, https:\/\/www.sloneek.com\/wp-content\/uploads\/2025\/12\/grow-rate-formula-2-294x165.jpg 294w, https:\/\/www.sloneek.com\/wp-content\/uploads\/2025\/12\/grow-rate-formula-2-63x35.jpg 63w, https:\/\/www.sloneek.com\/wp-content\/uploads\/2025\/12\/grow-rate-formula-2-61x34.jpg 61w, https:\/\/www.sloneek.com\/wp-content\/uploads\/2025\/12\/grow-rate-formula-2-400x224.jpg 400w, https:\/\/www.sloneek.com\/wp-content\/uploads\/2025\/12\/grow-rate-formula-2-810x454.jpg 810w, https:\/\/www.sloneek.com\/wp-content\/uploads\/2025\/12\/grow-rate-formula-2-1275x715.jpg 1275w, https:\/\/www.sloneek.com\/wp-content\/uploads\/2025\/12\/grow-rate-formula-2-690x387.jpg 690w, https:\/\/www.sloneek.com\/wp-content\/uploads\/2025\/12\/grow-rate-formula-2-84x47.jpg 84w, https:\/\/www.sloneek.com\/wp-content\/uploads\/2025\/12\/grow-rate-formula-2-1000x561.jpg 1000w, https:\/\/www.sloneek.com\/wp-content\/uploads\/2025\/12\/grow-rate-formula-2-500x280.jpg 500w, https:\/\/www.sloneek.com\/wp-content\/uploads\/2025\/12\/grow-rate-formula-2-800x449.jpg 800w\" sizes=\"auto, (max-width: 1312px) 100vw, 1312px\" \/><figcaption class=\"wp-element-caption\">Propojen\u00ed HR dat s obchodn\u00ed strategi\u00ed pom\u00e1h\u00e1 p\u0159edv\u00eddat n\u00e1vratnost investic.<\/figcaption><\/figure>\n\n\n\n<h2 id=\"benefity-proc-tomu-zamestnavatele-maji-venovat-cas\" class=\"wp-block-heading\">Benefity, pro\u010d tomu zam\u011bstnavatel\u00e9 maj\u00ed v\u011bnovat \u010das<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Stejn\u011b jako jin\u00e9 business jednotky sleduj\u00ed tr\u017eby, marketingov\u00e1 \u010d\u00edsla nebo zisk, HR by m\u011blo m\u00edt p\u0159ehled o datech t\u00fdkaj\u00edc\u00edch se pracovn\u00edk\u016f a r\u016fstu spole\u010dnosti. To zahrnuje <a href=\"https:\/\/www.sloneek.com\/cs\/hr-analytics\/\" rel=\"noreferrer\">HR analytiku<\/a> a kl\u00ed\u010dov\u00e9 ukazatele jako po\u010det zam\u011bstnanc\u016f, fluktuace, odchody nebo ukon\u010den\u00ed pracovn\u00edch pom\u011br\u016f. Zam\u011b\u0159me se na konkr\u00e9tn\u00ed v\u00fdhody, kter\u00e9 organizace z\u00edsk\u00e1, kdy\u017e propoj\u00ed growth rate s EX a anga\u017eovanost\u00ed:<\/p>\n\n\n\n<ol class=\"wp-block-list\">\n<li><b><strong>Sn\u00ed\u017een\u00ed n\u00e1klad\u016f na n\u00e1bor a zapracov\u00e1n\u00ed:<\/strong><\/b> n\u00e1bor nov\u00e9ho zam\u011bstnance, jeho za\u0161kolen\u00ed a zapracov\u00e1n\u00ed jsou n\u00e1kladn\u00e9 - pokud lid\u00e9 odch\u00e1zej\u00ed ji\u017e v onboardingov\u00e9 f\u00e1zi, opakuj\u00ed se tyto n\u00e1klady. Lep\u0161\u00ed EX v onboardingu znamen\u00e1, \u017ee v\u00edce lid\u00ed z\u016fstane - t\u00edm se efektivita n\u00e1boru zvy\u0161uje a growth rate je lep\u0161\u00ed.<\/li>\n\n\n\n<li><b><strong>Pos\u00edlen\u00ed employer brandu (zna\u010dky zam\u011bstnavatele):<\/strong><\/b> Firma, kter\u00e1 se star\u00e1 o kvalitn\u00ed employee experience - m\u011b\u0159\u00ed a reaguje na jejich pot\u0159eby - m\u00e1 konkuren\u010dn\u00ed v\u00fdhodu. To usnad\u0148uje <a href=\"https:\/\/www.sloneek.com\/cs\/slovnik-pojmu\/nabor-zamestnancu\/\">n\u00e1bor<\/a> a sni\u017euje tlak na benefity jako jedin\u00fd motiv\u00e1tor.<\/li>\n\n\n\n<li><b><strong>Lep\u0161\u00ed strategick\u00e9 pl\u00e1nov\u00e1n\u00ed r\u016fstu:<\/strong><\/b> Sledov\u00e1n\u00ed r\u016fstov\u00e9 m\u00edry + data o EX a engagementu umo\u017e\u0148ujou lep\u0161\u00ed rozhodov\u00e1n\u00ed: Nap\u0159. pobo\u010dka roste rychle, ale anga\u017eovanost kles\u00e1 \u2192 vhodn\u00e9 zas\u00e1hnout. T\u00edm se r\u016fst st\u00e1v\u00e1 \u0159\u00edzen\u00fdm procesem, ne jen n\u00e1hodn\u00fdm b\u011bhem.<\/li>\n\n\n\n<li><b><strong>Siln\u011bj\u0161\u00ed a zdrav\u011bj\u0161\u00ed firemn\u00ed kultura:<\/strong><\/b> Kdy\u017e rostouc\u00ed\u00a0 firmu doprov\u00e1z\u00ed pozitivn\u00ed zku\u0161enost pro zam\u011bstnance, buduje se kultura d\u016fv\u011bry, kontinuity, zapojen\u00ed. To vede k vy\u0161\u0161\u00ed adaptabilit\u011b na zm\u011bny a odolnosti v\u016f\u010di probl\u00e9m\u016fm.<\/li>\n\n\n\n<li><b><strong>Employee experience ovliv\u0148uje customer experience:<\/strong><\/b> To m\u016f\u017ee m\u00edt p\u0159\u00edm\u00fd dopad na tr\u017eby a firemn\u00ed r\u016fst.<\/li>\n<\/ol>\n\n\n\n<h2 id=\"prakticky-ramec-jak-to-v-hr-uvest-do-praxe\" class=\"wp-block-heading\">Praktick\u00fd r\u00e1mec: Jak to v HR uv\u00e9st do praxe<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Aby propojen\u00ed r\u016fstu firmy s employee experience a engagementem skute\u010dn\u011b fungovalo, je pot\u0159eba pracovat se spr\u00e1vn\u00fdmi daty a pravideln\u011b je vyhodnocovat.<\/p>\n\n\n\n<ol class=\"wp-block-list\">\n<li><b><strong>Za\u010dn\u011bte m\u011b\u0159en\u00edm r\u016fstov\u00e9 m\u00edry:<\/strong><\/b> sledujte po\u010det zam\u011bstnanc\u016f na za\u010d\u00e1tku a konci obdob\u00ed a porovnejte, zda firma roste podle o\u010dek\u00e1v\u00e1n\u00ed. Pokud ne, hledejte p\u0159\u00ed\u010diny.<\/li>\n\n\n\n<li><b><strong>Po v\u00fdpo\u010dtu growth rate je ale d\u016fle\u017eit\u00e9 sledovat v\u00edce ne\u017e jen \u010d\u00edsla:<\/strong><\/b> V n\u00e1stroj\u00edch, jako je <a href=\"https:\/\/www.sloneek.com\/cs\/hr-analytics\/\" rel=\"noreferrer\">Sloneek<\/a>, si lze tato data dlouhodob\u011b porovn\u00e1vat, automatizovat reporty a p\u00e1rovat r\u016fst s konkr\u00e9tn\u00edmi HR procesy (n\u00e1bor, onboarding, fluktuace).<\/li>\n\n\n\n<li><b><strong>Nastavte si jasn\u00e9 KPI:<\/strong><\/b> v\u00fdvoj celkov\u00e9ho po\u010dtu zam\u011bstnanc\u016f (headcount), p\u0159\u00edchody nov\u00fdch lid\u00ed, r\u016fst jednotliv\u00fdch t\u00fdm\u016f a pobo\u010dek a tak\u00e9 odchody v\u010detn\u011b jejich d\u016fvod\u016f. Tato kombinace ukazatel\u016f umo\u017en\u00ed firm\u011b nejen pochopit, jak se vyv\u00edj\u00ed, ale tak\u00e9 rychle identifikovat m\u00edsta, kde m\u016f\u017ee doch\u00e1zet k probl\u00e9m\u016fm \u2013 nap\u0159\u00edklad v n\u00e1boru, onboardingu nebo celkov\u00e9 zam\u011bstnaneck\u00e9 zku\u0161enosti.<\/li>\n\n\n\n<li><b><strong>Sou\u010dasn\u011b sledujte i kvalitu \u017eivota uvnit\u0159 firmy:<\/strong><\/b> \u00farove\u0148 anga\u017eovanosti, pravideln\u011b mapujte intern\u00ed procesy a zapojte zam\u011bstnance do diskus\u00ed - r\u016fst firmy m\u011bn\u00ed zp\u016fsob spolupr\u00e1ce i efektivitu proces\u016f, a je d\u016fle\u017eit\u00e9 je p\u0159izp\u016fsobovat aktu\u00e1ln\u00edm pot\u0159eb\u00e1m.<\/li>\n\n\n\n<li><b><strong>Na zji\u0161t\u011bn\u00ed potom aktivn\u011b reagujte:<\/strong><\/b> Pokud firma rychle roste, ale anga\u017eovanost kles\u00e1, je to sign\u00e1l investovat v\u00edce do lid\u00ed, podpory, komunikace a kultury. Pokud naopak r\u016fst stagnuje, ale engagement je vysok\u00fd, m\u016f\u017ee b\u00fdt probl\u00e9m v n\u00e1borov\u00e9 strategii, s\u00edle employer brandu nebo nastaven\u00ed HR marketingu. Kl\u00ed\u010dem je flexibilita, vyhodnocov\u00e1n\u00ed dat a ochota p\u0159izp\u016fsobit se tomu, co skute\u010dn\u011b pro\u017e\u00edvaj\u00ed zam\u011bstnanci.<\/li>\n<\/ol>\n\n\n\n<h2 id=\"zaver-rust-neni-jen-o-cislech-ale-o-lidech\" class=\"wp-block-heading\">Z\u00e1v\u011br: R\u016fst nen\u00ed jen o \u010d\u00edslech, ale o lidech<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">R\u016fst firmy bez kvalitn\u00ed employee experience a bez anga\u017eovanosti m\u016f\u017ee b\u00fdt jako vysok\u00fd r\u016fst jednor\u00e1zov\u00e9ho v\u00fdbuchu \u2013 mo\u017en\u00e1 p\u016fsobiv\u00fd, ale t\u011b\u017eko udr\u017eiteln\u00fd. Firmy, kter\u00e9 pracuj\u00ed s daty o r\u016fstu, EX i engagementu z\u00e1rove\u0148, um\u00ed l\u00e9pe pl\u00e1novat, rychleji reagovat na probl\u00e9my a budovat prost\u0159ed\u00ed, ve kter\u00e9m lid\u00e9 cht\u011bj\u00ed pracovat i z\u016fst\u00e1vat. V\u00fdsledek? M\u00e9n\u011b odchod\u016f, siln\u011bj\u0161\u00ed t\u00fdm, vy\u0161\u0161\u00ed v\u00fdkon, atraktivn\u011bj\u0161\u00ed zna\u010dka zam\u011bstnavatele a tedy v\u011bt\u0161\u00ed \u0161ance na dlouhodob\u00fd \u00fasp\u011bch.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Firmy, <a href=\"https:\/\/www.sloneek.com\/cs\/blog\/hr-metriky\/\">kter\u00e9 propoj\u00ed r\u016fstov\u00e9 metriky<\/a> s employee experience, dok\u00e1\u017e\u00ed r\u016fst \u0159\u00eddit, ne jen pasivn\u011b sledovat. 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