{"id":50542,"date":"2025-12-14T11:10:56","date_gmt":"2025-12-14T10:10:56","guid":{"rendered":"https:\/\/www.sloneek.com\/?post_type=blog&p=50542"},"modified":"2026-08-13T13:11:01","modified_gmt":"2026-08-13T11:11:01","slug":"hr-trendy-2","status":"publish","type":"blog","link":"https:\/\/www.sloneek.com\/cs\/blog\/hr-trendy-2\/","title":{"rendered":"HR trendy 2026: Co firmy hledaj\u00ed u kandid\u00e1t\u016f"},"content":{"rendered":"\n

Co kdy\u017e v\u00e1m \u0159eknu, \u017ee dovednosti, kter\u00e9 dnes pova\u017eujeme za standard, u\u017e v roce 2026 nemus\u00ed sta\u010dit? Digit\u00e1ln\u00ed revoluce zrychluje, AI se st\u00e1v\u00e1 b\u011b\u017enou sou\u010d\u00e1st\u00ed pr\u00e1ce a v\u0161udyp\u0159\u00edtomn\u00fdm t\u00e9matem je zm\u011bna. A proto\u017ee se prom\u011b\u0148uje zp\u016fsob, jak\u00fdm fungujeme ve spole\u010dnosti, m\u011bn\u00ed se i n\u00e1roky na kandid\u00e1ty a HR trendy.<\/strong><\/p>\n\n\n\n

To, co bylo je\u0161t\u011b p\u0159ed p\u00e1r lety atraktivn\u00ed, dnes \u010dasto nikoho neohrom\u00ed. Firmy hledaj\u00ed jin\u00e9 kompetence<\/a> a v\u00edc ne\u017e konkr\u00e9tn\u00ed technick\u00e9 dovednosti sleduj\u00ed, jak rychle se \u010dlov\u011bk dok\u00e1\u017ee p\u0159izp\u016fsobit<\/strong><\/b>. \u0158e\u010deno s trochou nads\u00e1zky \u2013 to, co ovl\u00e1d\u00e1te dnes, m\u016f\u017ee b\u00fdt z\u00edtra jen mil\u00e1 vzpom\u00ednka na \u201estar\u00e9 dobr\u00e9 \u010dasy\u201c.<\/p>\n\n\n\n

HR trendy posledn\u00edch let nezmizely. Naopak sp\u00ed\u0161e zesiluj\u00ed. Hybridn\u00ed pr\u00e1ce<\/strong><\/b> se stala standardem, wellbeing<\/strong><\/b> pat\u0159\u00ed mezi strategick\u00e9 priority<\/a> firmy a soft skills<\/strong><\/b> u\u017e nejsou jen dopl\u0148kem<\/a>, ale z\u00e1sadn\u00edm atributem kandid\u00e1ta. DEI<\/strong><\/b> se posunulo marketingov\u00fdch fr\u00e1z\u00ed do konkr\u00e9tn\u00edch dat a report\u016f.<\/p>\n\n\n\n

Kompetence, kter\u00e9 budou firmy u kandid\u00e1t\u016f hledat<\/strong><\/b><\/h2>\n\n\n\n

P\u0159enositeln\u00e9 dovednosti<\/strong><\/b><\/h3>\n\n\n\n

V roce 2026 budou firmy v\u00fdrazn\u011b v\u00edce \u0159e\u0161it p\u0159enositeln\u00e9 dovednosti<\/strong><\/b>, tedy to, co si \u010dlov\u011bk dok\u00e1\u017ee p\u0159en\u00e9st z jedn\u00e9, by\u0165 i zd\u00e1nliv\u011b odli\u0161n\u00e9, profese do druh\u00e9.<\/strong><\/b><\/p>\n\n\n\n

Soft skills<\/strong><\/b> stoj\u00ed v z\u00e1kladu, proto\u017ee automatizace a AI<\/strong><\/b> u\u017e n\u011bjak\u00e9 hardskills dok\u00e1\u017e\u00ed p\u0159evz\u00edt<\/a>. Komunikace, kritick\u00e9 my\u0161len\u00ed, \u0159e\u0161en\u00ed konflikt\u016f a adaptabilita se jen tak rychle nenau\u010d\u00ed, aby si je \u010dlov\u011bk osvojil trv\u00e1 to dlouh\u00e9 m\u011bs\u00edce, sp\u00ed\u0161e roky.<\/p>\n\n\n\n

Firmy hledaj\u00ed lidi, kte\u0159\u00ed um\u00ed fungovat v r\u016fzn\u00fdch situac\u00edch<\/strong><\/b>, proto\u017ee pr\u00e1ce je st\u00e1le o lidech a vztaz\u00edch mezi nimi a to \u017e\u00e1dn\u00e1 AI nenahrad\u00ed.<\/p>\n\n\n\n

Learning agility<\/strong><\/b><\/h3>\n\n\n\n

Learning agility, <\/strong><\/b>nebo \u2013 li schopnost u\u010dit se nov\u00e9mu, bude jednou z nej\u017e\u00e1dan\u011bj\u0161\u00edch kompetenc\u00ed. Firmy budou sledovat, zda kandid\u00e1t um\u00ed opustit star\u00fd postup, kdy\u017e p\u0159estane d\u00e1vat smysl, a naj\u00edt nov\u00fd. Schopnost <\/strong><\/b>u\u010dit se, reflektovat chyby a testovat r\u016fzn\u00e9 p\u0159\u00edstupy rozhoduje o tom, jak dob\u0159e \u010dlov\u011bk zvl\u00e1dne m\u011bn\u00edc\u00ed se prost\u0159ed\u00ed.<\/p>\n\n\n\n

AI dovednosti a digit\u00e1ln\u00ed gramotnost<\/strong><\/b><\/h3>\n\n\n\n

\u201eU\u017eivatelsk\u00e1 znalost MS Office\u201c u\u017e nikoho neohrom\u00ed. Firmy o\u010dek\u00e1vaj\u00ed, \u017ee kandid\u00e1t um\u00ed formulovat zad\u00e1n\u00ed pro AI<\/strong><\/b>, pracovat s daty, ov\u011b\u0159it v\u00fdstup a vyhodnotit, kdy AI zrychluje pr\u00e1ci a kdy je rizikem. Pat\u0159\u00ed sem i digit\u00e1ln\u00ed bezpe\u010dnost a schopnost kriticky nakl\u00e1dat s informacemi<\/strong><\/b>. Uchaze\u010d, kter\u00fd um\u00ed AI vyu\u017e\u00edt prakticky, z\u00edsk\u00e1 v\u00fdraznou konkuren\u010dn\u00ed v\u00fdhodu.<\/p>\n\n\n\n

Syst\u00e9mov\u00e9 my\u0161len\u00ed<\/strong><\/b><\/h3>\n\n\n\n

Roste i pot\u0159eba syst\u00e9mov\u00e9ho my\u0161len\u00ed.<\/strong><\/b> Nesta\u010d\u00ed um\u011bt vykonat vlastn\u00ed \u00fakol, je nutn\u00e9 ch\u00e1pat jeho dopad na okol\u00ed. Syst\u00e9mov\u00e9 my\u0161len\u00ed umo\u017e\u0148uje lidem p\u0159edv\u00eddat probl\u00e9my, vid\u011bt souvislosti a d\u011blat rozhodnut\u00ed, kter\u00e1 jsou smyslupln\u00e1 dnes i v budoucnosti. Pro firmy je to kl\u00ed\u010dov\u00e1 kompetence<\/a>, proto\u017ee pom\u00e1h\u00e1 vyrovn\u00e1vat se s komplexitou<\/strong><\/b>, kter\u00e1 se st\u00e1v\u00e1 nov\u00fdm standardem.<\/p>\n\n\n\n

Emo\u010dn\u00ed inteligence<\/strong><\/b><\/h3>\n\n\n\n

Emo\u010dn\u00ed inteligence<\/strong><\/b> se posouv\u00e1 do roviny vztahov\u00e9 pr\u00e1ce. Firmy budou sledovat, jak uchaze\u010di zvl\u00e1daj\u00ed n\u00e1ro\u010dn\u00e9 situace, zda um\u00ed v\u00e9st t\u011b\u017ek\u00fd rozhovor, nastavit hranice, poskytnout zp\u011btnou vazbu<\/a> nebo zvl\u00e1dnout konflikt bez zbyte\u010dn\u00e9ho nap\u011bt\u00ed. Vztahov\u00e1 inteligence je n\u011bco, co AI nedok\u00e1\u017ee nahradit, a v hybridn\u00edch t\u00fdmech je jedn\u00edm z hlavn\u00edch faktor\u016f dobr\u00e9 spolupr\u00e1ce.<\/strong><\/b><\/p>\n\n\n\n

\"HR
Mapov\u00e1n\u00ed dovednost\u00ed, kompeten\u010dn\u00ed modely a intern\u00ed tr\u017ei\u0161t\u011b talent\u016f pomohou v n\u00e1boru identifikovat potenci\u00e1l.<\/figcaption><\/figure>\n\n\n\n

Schopnost fungovat hybridn\u011b a samostatn\u011b<\/strong><\/b><\/h3>\n\n\n\n

Hybridn\u00ed pr\u00e1ce<\/strong><\/b> je \u010d\u00edm d\u00e1l \u010dast\u011bj\u0161\u00ed zp\u016fsob fungov\u00e1n\u00ed ve firm\u00e1ch<\/a>, a proto\u017ee se lid\u00e9 nevid\u00ed ka\u017ed\u00fd den, roste d\u016fraz na samostatnost<\/strong><\/b>. Firmy budou sledovat, jak kandid\u00e1t pl\u00e1nuje pr\u00e1ci, komunikuje nap\u0159\u00ed\u010d platformami a dr\u017e\u00ed tempo bez neust\u00e1l\u00e9 kontroly. Hybridn\u00ed prost\u0159ed\u00ed<\/strong><\/b> vy\u017eaduje p\u0159esnost, d\u016fv\u011bru a schopnost vysv\u011btlit my\u0161lenku tak, aby ji druh\u00fd pochopil i bez osobn\u00edho kontaktu.<\/p>\n\n\n\n

Hybridn\u00ed model<\/strong><\/b> p\u0159inesl jednu z\u00e1sadn\u00ed zm\u011bnu \u2013 spolupr\u00e1ce neprob\u00edh\u00e1 jen tehdy, kdy\u017e lid\u00e9 sed\u00ed v jedn\u00e9 m\u00edstnosti. Prob\u00edh\u00e1 v \u010dasech, kter\u00e9 si lid\u00e9 vol\u00ed sami, a na kan\u00e1lech, kter\u00e9 maj\u00ed k dispozici. To klade vy\u0161\u0161\u00ed n\u00e1roky na jasnou komunikaci a ochotu dr\u017eet spole\u010dn\u00fd rytmus i na d\u00e1lku.<\/strong><\/b><\/p>\n\n\n\n

Spolupr\u00e1ce v diverzifikovan\u00fdch t\u00fdmech<\/strong><\/b><\/h3>\n\n\n\n

T\u00fdmy jsou dnes slo\u017een\u00e9 z lid\u00ed r\u016fzn\u00fdch generac\u00ed, kultur i pracovn\u00edch styl\u016f. Firmy proto sleduj\u00ed, jak kandid\u00e1t reaguje na odli\u0161nosti<\/strong><\/b>, jak zvl\u00e1d\u00e1 nesouhlas a jak se dok\u00e1\u017ee p\u0159izp\u016fsobit<\/strong><\/b> r\u016fzn\u00fdm pohled\u016fm.<\/p>\n\n\n\n

Tlak na DEI a ESG<\/a><\/strong><\/b> nav\u00edc roste. Evropsk\u00e1 legislativa vy\u017eaduje transparentnost a firmy sleduj\u00ed re\u00e1ln\u00e1 data o rovnosti, udr\u017eitelnosti a dopadech rozhodnut\u00ed. Kandid\u00e1ti tak mus\u00ed um\u011bt p\u0159em\u00fd\u0161let v \u0161ir\u0161\u00edm kontextu a ch\u00e1pat, \u017ee jejich chov\u00e1n\u00ed m\u00e1 dopad nejen na t\u00fdm, ale i na firmu jako celek.<\/p>\n\n\n\n

Genera\u010dn\u00ed vliv: pro\u010d culture fit a hodnoty let\u00ed nahoru<\/strong><\/b><\/h2>\n\n\n\n

Nov\u00e9 generace p\u0159in\u00e1\u0161ej\u00ed jin\u00e9 priority. Zat\u00edmco d\u0159\u00edv sta\u010dilo, \u017ee pr\u00e1ce d\u00e1v\u00e1 smysl, dne\u0161n\u00ed kandid\u00e1ti cht\u011bj\u00ed v\u011bd\u011bt, jak se hodnoty <\/strong><\/b>na pap\u00ed\u0159e prom\u00edtaj\u00ed do praxe. Smysl, f\u00e9rovost a transparentnost <\/strong><\/b>se tak st\u00e1vaj\u00ed krit\u00e9rii v\u00fdb\u011bru.<\/p>\n\n\n\n

Jak HR trendy prom\u011bn\u00ed n\u00e1borov\u00fd proces<\/strong><\/b><\/h2>\n\n\n\n

D\u016fraz na m\u011b\u0159en\u00ed, ne odhadov\u00e1n\u00ed<\/strong><\/b><\/h3>\n\n\n\n

Intuice je hezk\u00e1 v\u011bc, ale rozhodnut\u00ed mus\u00ed st\u00e1t na datech, kter\u00e1 dok\u00e1\u017eete vysv\u011btlit. \u201eM\u00e1m dojem\u201c prost\u011b neobstoj\u00ed. HR bude v\u00edc pracovat s daty<\/strong><\/b><\/a>, strukturovan\u00fdmi metodami a objektivn\u00edmi n\u00e1stroji. Behavior\u00e1ln\u00ed pohovory<\/strong><\/b><\/a>, modelov\u00e9 situace a simulace uk\u00e1\u017eou re\u00e1ln\u00e9 chov\u00e1n\u00ed kandid\u00e1ta. Firmy tak zv\u00fd\u0161\u00ed kvalitu rozhodov\u00e1n\u00ed. Sly\u0161eli jste u\u017e o vyu\u017eit\u00ed VR v n\u00e1boru?<\/p>\n\n\n\n

Robot v prvn\u00edch f\u00e1z\u00edch n\u00e1boru<\/strong><\/b><\/h3>\n\n\n\n

V\u00edte, \u017ee dnes u\u017e dost \u010dasto to nen\u00ed \u010dlov\u011bk, kdo \u010dte \u017eivotopis, ale \u017ee relevanci CV\u010dka je\u0161t\u011b p\u0159ed \u010dlov\u011bkem p\u0159echroupe robot na z\u00e1klad\u011b pou\u017eit\u00fdch kl\u00ed\u010dov\u00fdch slov? Jedn\u00e1 se o ATS syst\u00e9my,<\/strong><\/b> co\u017e novinka nen\u00ed, jen budou v\u00edce a v\u00edce v HR pou\u017e\u00edvan\u00e9. Nav\u00edc chytr\u00e1 ATSka u\u017e budou poh\u00e1n\u011bn\u00e9 AI<\/a>, tak\u017ee dok\u00e1\u017e\u00ed \u201epochopit\u201c i kontext. A motiva\u010dn\u00ed dopisy? Ty pomalu vytrat\u00ed a firmy budou po\u017eadovat p\u0159ilo\u017een\u00ed kr\u00e1tk\u00e9ho video - p\u0159edstaven\u00ed.<\/p>\n\n\n\n

\n

Tip:<\/strong><\/b> N\u00e1bor v roce 2026 bude st\u00e1t mnohem v\u00edc na datech ne\u017e na intuici. Vyplat\u00ed se proto pou\u017e\u00edvat ATS, kter\u00e9 um\u00ed automaticky vyhodnotit kompetence kandid\u00e1t\u016f, porovnat jejich potenci\u00e1l a za\u0159adit je do vhodn\u00fdch rol\u00ed. V ATS od Sloneek v\u00e1m s t\u00edm pom\u016f\u017ee AI matching i p\u0159ehledn\u00fd talent pool<\/a>.<\/p>\n<\/blockquote>\n\n\n\n

Posuzov\u00e1n\u00ed potenci\u00e1lu m\u00edsto historie<\/strong><\/b><\/h3>\n\n\n\n

N\u00e1bor se posune k hodnocen\u00ed toho, co \u010dlov\u011bk m\u016f\u017ee dok\u00e1zat<\/a>. Skills mapping, kompeten\u010dn\u00ed modely<\/a> a intern\u00ed tr\u017ei\u0161t\u011b talentu pomohou identifikovat potenci\u00e1l. Praktick\u00e9 uk\u00e1zky pr\u00e1ce nebo mini p\u0159\u00edpadovky nahrad\u00ed tradi\u010dn\u00ed screening, proto\u017ee ukazuj\u00ed, jak \u010dlov\u011bk p\u0159em\u00fd\u0161l\u00ed a jak \u0159e\u0161\u00ed probl\u00e9my.<\/p>\n\n\n\n

CV ukazuje minulost, ne to, jak bude \u010dlov\u011bk fungovat, kdy\u017e se situace zm\u011bn\u00ed. Pr\u00e1v\u011b proto z\u00edsk\u00e1vaj\u00ed v\u011bt\u0161\u00ed prostor simulace a kompeten\u010dn\u00ed ov\u011b\u0159ov\u00e1n\u00ed v r\u00e1mci behavior\u00e1ln\u00edho pohovoru.<\/p>\n\n\n\n

Culture fit a hodnotov\u00e9 rozhovory<\/strong><\/b><\/h3>\n\n\n\n

Firmy budou v\u00edce testovat hodnoty<\/strong><\/b> a zp\u016fsob rozhodov\u00e1n\u00ed. P\u016fjde o konkr\u00e9tn\u00ed sc\u00e9n\u00e1\u0159e, ve kter\u00fdch se uk\u00e1\u017ee, jak \u010dlov\u011bk uva\u017euje, jak pracuje s odpov\u011bdnost\u00ed a jak reaguje v n\u00e1ro\u010dn\u00fdch situac\u00edch. C\u00edlem nen\u00ed naj\u00edt sympatick\u00e9ho kandid\u00e1ta, ale n\u011bkoho, kdo zapadne do prost\u0159ed\u00ed firmy a bude v n\u011bm moc naplno rozvinout sv\u00e9 kompetence a potenci\u00e1l.<\/p>\n\n\n\n

Trh pr\u00e1ce v roce 2026 <\/strong><\/b>bude st\u00e1t na dovednostech, kter\u00e9 odolaj\u00ed zm\u011bn\u011b<\/strong><\/b>. P\u0159enositeln\u00e9 kompetence, flexibilita, pr\u00e1ce s AI, spolupr\u00e1ce v r\u016fznorod\u00fdch t\u00fdmech a schopnost rychle se u\u010dit budou t\u00edm, co rozhodne o \u00fasp\u011bchu. Firmy kv\u016fli t\u011bmto HR trend\u016fm v\u011bnuj\u00ed v\u00edc pozornosti chov\u00e1n\u00ed, hodnot\u00e1m a zp\u016fsobu uva\u017eov\u00e1n\u00ed ne\u017e seznamu technick\u00fdch dovednost\u00ed.<\/p>\n\n\n\n

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