{"id":51172,"date":"2026-01-06T16:28:45","date_gmt":"2026-01-06T15:28:45","guid":{"rendered":"https:\/\/www.sloneek.com\/?post_type=blog&p=51172"},"modified":"2026-08-13T13:11:06","modified_gmt":"2026-08-13T11:11:06","slug":"top-hr-priority","status":"publish","type":"blog","link":"https:\/\/www.sloneek.com\/cs\/blog\/top-hr-priority\/","title":{"rendered":"HR priority pro rok 2026: Jak se m\u011bn\u00ed role HR"},"content":{"rendered":"\n

Zaj\u00edm\u00e1 v\u00e1s, co rok 2026 zam\u00edch\u00e1 v HR kartami a pro\u010d u\u017e to nebude jen \u201edal\u0161\u00ed rok zm\u011bn\u201c? Do hry vstupuj\u00ed technologie, nov\u00e9 n\u00e1roky lid\u00ed, tlak na v\u00fdkon i \u00fanava mana\u017eer\u016f a v\u0161echno se to dot\u00fdk\u00e1 HR agendy. Pr\u00e1v\u011b v oblasti HR se bude rozhodovat, jestli firmy zm\u011bny ustoj\u00ed, nebo je nechaj\u00ed p\u0159er\u016fst p\u0159es hlavu.<\/strong><\/p>\n\n\n\n

Jak vypadaly HR priority v letech 2023 a\u017e 2025?<\/strong><\/b><\/h2>\n\n\n\n

Poj\u010fme si ud\u011blat kr\u00e1tk\u00fd exkurz do posledn\u00edch let a p\u0159ipomenout si t\u00e9mata, kter\u00e1 rezonovala HR sv\u011btem po pandemii covidu. Mrkneme, jak se priority postupn\u011b posouvaly, co firmy \u0159e\u0161ily nejv\u00edc a jak\u00e1 t\u00e9mata se st\u00e1le opakuj\u00ed s je\u0161t\u011b v\u011bt\u0161\u00edm akcentem. Zm\u011bny <\/strong><\/b>toti\u017e p\u0159ich\u00e1zely rychle, \u010dasto soub\u011b\u017en\u011b a bez varov\u00e1n\u00ed. A pr\u00e1v\u011b schopnost reagovat, p\u0159izp\u016fsobovat se <\/strong><\/b>a nenechat se zm\u011bnami paralyzovat<\/a> se uk\u00e1zala jako naprosto z\u00e1sadn\u00ed.<\/p>\n\n\n\n

HR priority 2023: Leadership a zm\u011bna v dob\u011b nejistoty<\/strong><\/b><\/h3>\n\n\n\n

Rok 2023 byl o nastavov\u00e1n\u00ed fungov\u00e1n\u00ed po pandemii. Zam\u011bstnanci si rychle zvykli na remote pr\u00e1ci <\/strong><\/b>a organizace postupn\u011b zav\u00e1d\u011bly hybridn\u00ed modely<\/a>. HR \u0159e\u0161ilo, jak v tomto re\u017eimu udr\u017eet spolupr\u00e1ci, v\u00fdkon i vztahy v t\u00fdmech, kter\u00e9 u\u017e netr\u00e1vily \u010das na jednom m\u00edst\u011b. Do pop\u0159ed\u00ed se dostala t\u00e9mata \u0159\u00edzen\u00ed zm\u011bny a human leadership<\/strong><\/b>, tedy d\u016fraz na to, jak mana\u017ee\u0159i komunikuj\u00ed, vedou lidi a nastavuj\u00ed o\u010dek\u00e1v\u00e1n\u00ed v prost\u0159ed\u00ed nejistoty. Zm\u011bn p\u0159ib\u00fdvalo, \u010das na pl\u00e1nov\u00e1n\u00ed se zkracoval a tlak na HR i management v\u00fdrazn\u011b rostl.<\/p>\n\n\n\n

HR priority 2024: Od wellbeingu ke kultu\u0159e a d\u016fv\u011b\u0159e<\/strong><\/b><\/h3>\n\n\n\n

Rok 2024 p\u0159inesl siln\u011bj\u0161\u00ed tlak na to, aby se hodnoty, kultura a EVP<\/strong><\/b><\/a> za\u010daly skute\u010dn\u011b prom\u00edtat do ka\u017edodenn\u00ed pr\u00e1ce. Wellbeing, flexibilita i benefity<\/a> z\u016fstaly d\u016fle\u017eit\u00e9, ale bez souladu mezi slovy a ka\u017edodenn\u00ed realitou pr\u00e1ce samy o sob\u011b nefunguj\u00ed. HR se proto v\u00edc zam\u011b\u0159ilo na mana\u017eery a to, jak\u00fdm zp\u016fsobem funguje leadership ve firm\u011b<\/a>.<\/p>\n\n\n\n

HR priority 2025: St\u0159et strategie, AI a lidsk\u00e9 reality<\/strong><\/b><\/h3>\n\n\n\n

Rok 2025 znamenal pro HR z\u00e1sadn\u00ed zlom. Gartner report <\/strong><\/b>na z\u00e1klad\u011b glob\u00e1ln\u00edho pr\u016fzkumu mezi v\u00edce ne\u017e 1 400 HR l\u00eddry jasn\u011b uk\u00e1zal, \u017ee u\u017e nejde \u0159e\u0161it v\u011bci po \u010d\u00e1stech. Leadership, kultura, pl\u00e1nov\u00e1n\u00ed lid\u00ed, \u0159\u00edzen\u00ed zm\u011bny a <\/strong><\/b>HR technologie<\/strong><\/b><\/a> se za\u010daly potk\u00e1vat v jednom bod\u011b, a to ve fungov\u00e1n\u00ed cel\u00e9 organizace.<\/p>\n\n\n\n

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\u201eGartner report z roku 2025 opakovan\u011b upozor\u0148uje na pot\u0159ebu <\/em><\/i>t\u011bsn\u011bj\u0161\u00edho propojen\u00ed HR a byznysu<\/strong><\/b><\/i> v prost\u0159ed\u00ed rychl\u00fdch a soub\u011b\u017en\u00fdch zm\u011bn.\u201c<\/em><\/i><\/p>\n<\/blockquote>\n\n\n\n

Sou\u010dasn\u011b se naplno uk\u00e1zal rozd\u00edl mezi o\u010dek\u00e1v\u00e1n\u00edm a realitou, hlavn\u011b kolem <\/b>technologi\u00ed a AI<\/strong><\/b><\/a>. <\/strong><\/b>Firmy \u010dekaly skok v produktivit\u011b, ale spousta lid\u00ed nev\u011bd\u011bla, jak nov\u00e9 n\u00e1stroje smyslupln\u011b zapojit do pr\u00e1ce, a o\u010dek\u00e1van\u00fd p\u0159\u00ednos se \u010dasto nedostavil. Do toho se p\u0159idala \u00fanava ze zm\u011bn, kter\u00e1 se propsala do engagementu<\/strong><\/b><\/a>, retence i psychologick\u00e9 bezpe\u010dnosti. Rok 2025 tak naplno uk\u00e1zal, \u017ee bez siln\u00e9ho leadershipu, <\/strong><\/b>pr\u00e1ce s firemn\u00ed kulturou<\/strong><\/b><\/a> a promy\u0161len\u00e9ho \u0159\u00edzen\u00ed zm\u011bny<\/strong><\/b> \u017e\u00e1dn\u00e1 technologie v\u00fdkon sama nezachr\u00e1n\u00ed.<\/p>\n\n\n\n

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TIP:<\/strong><\/b> V dob\u011b, kdy se HR rozhodov\u00e1n\u00ed komplikuje a zm\u011bny b\u011b\u017e\u00ed soub\u011b\u017en\u011b, je kl\u00ed\u010dov\u00e9 m\u00edt p\u0159ehled o tom, co se v organizaci skute\u010dn\u011b d\u011bje. Sloneek Intelligence<\/strong><\/b><\/a> propojuje HR data, engagement a chov\u00e1n\u00ed lid\u00ed v t\u00fdmech, aby HR i mana\u017ee\u0159i vid\u011bli souvislosti d\u0159\u00edv, ne\u017e se projev\u00ed v poklesu v\u00fdkonu nebo odchodech. D\u00edky tomu se HR m\u016f\u017ee op\u0159\u00edt o data, ne o odhady, a c\u00edlen\u011b \u0159\u00eddit zm\u011bny i leadership.<\/p>\n<\/blockquote>\n\n\n\n

Jak\u00e9 HR priority formuj\u00ed rok 2026?<\/strong><\/b><\/h2>\n\n\n\n

Sou\u010dasn\u00e9 trendy nazna\u010duj\u00ed, \u017ee v roce 2026 u\u017e nep\u016fjde reagovat jen drobn\u00fdmi \u00fapravami. \u010cek\u00e1 n\u00e1s sp\u00ed\u0161 p\u0159estavba ne\u017e dal\u0161\u00ed vrstven\u00ed iniciativ. Podle Gartneru se HR bude posouvat bl\u00ed\u017e k j\u00e1dru fungov\u00e1n\u00ed organizace<\/strong><\/b>, ke zp\u016fsobu pr\u00e1ce, dovednostem a rozhodov\u00e1n\u00ed.<\/p>\n\n\n\n

AI u\u017e nen\u00ed HR tech t\u00e9ma, ale p\u00e1te\u0159 zm\u011bny<\/strong><\/b><\/h2>\n\n\n\n

AI jako zm\u011bna fungov\u00e1n\u00ed pr\u00e1ce<\/strong><\/b><\/h3>\n\n\n\n

V roce 2026 AI sed\u00ed p\u0159\u00edmo u pracovn\u00edho stolu. Ovliv\u0148uje, kdo co d\u011bl\u00e1, jak se rozhoduje i jak se hodnot\u00ed v\u00fdsledky. Firmy ji u\u017e pou\u017e\u00edvaj\u00ed, ale jen \u010d\u00e1st z nich p\u0159izp\u016fsobila pr\u00e1ci tak, aby AI opravdu pom\u00e1hala<\/a>. HR se tak dost\u00e1v\u00e1 do bodu, kdy nesta\u010d\u00ed dal\u0161\u00ed n\u00e1stroj nebo \u0161kolen\u00ed, ale je pot\u0159eba s\u00e1hnout do samotn\u00e9ho fungov\u00e1n\u00ed pr\u00e1ce.<\/p>\n\n\n\n

Role HR v AI transformaci<\/strong><\/b><\/h3>\n\n\n\n

HR v roce 2026 p\u0159eb\u00edr\u00e1 roli spolul\u00eddra AI transformace<\/em><\/i>. AI se toti\u017e dot\u00fdk\u00e1 lid\u00ed, pr\u00e1ce i rozhodov\u00e1n\u00ed a pr\u00e1v\u011b tady m\u00e1 HR sv\u00e9 m\u00edsto. Do pop\u0159ed\u00ed se dost\u00e1v\u00e1 AI gramotnost HR t\u00fdm\u016f i mana\u017eer\u016f<\/strong><\/b>, jasn\u00e1 pravidla pro rozhodov\u00e1n\u00ed o lidech a pr\u00e1ce s d\u016fv\u011brou zam\u011bstnanc\u016f. Kdy\u017e nen\u00ed jasn\u00e9, jak se AI pou\u017e\u00edv\u00e1 a kdo za to nese odpov\u011bdnost, za\u010dnou si lid\u00e9 dom\u00fd\u0161let sc\u00e9n\u00e1\u0159e. A to v\u00fdkonu ani d\u016fv\u011b\u0159e nikdy nepom\u00e1h\u00e1.<\/p>\n\n\n\n

Z headcountu na skill count<\/strong><\/b><\/h2>\n\n\n\n

Konec pl\u00e1nov\u00e1n\u00ed podle po\u010dtu lid\u00ed<\/strong><\/b><\/h3>\n\n\n\n

Pl\u00e1nov\u00e1n\u00ed pr\u00e1ce jen podle headcountu <\/strong><\/b>p\u0159est\u00e1v\u00e1 d\u00e1vat smysl. U\u017e v roce 2025<\/a> Gartner upozor\u0148oval, \u017ee v\u011bt\u0161ina firem pl\u00e1nuje pracovn\u00ed s\u00edlu maxim\u00e1ln\u011b na rok dop\u0159edu a podle po\u010dtu lid\u00ed, ne podle jejich schopnost\u00ed. V prost\u0159ed\u00ed rychl\u00fdch zm\u011bn se tenhle p\u0159\u00edstup rychle vy\u010derp\u00e1v\u00e1. V roce 2026 se proto pl\u00e1nov\u00e1n\u00ed posouv\u00e1 k dovednostem zam\u011bstnanc\u016f, konkr\u00e9tn\u00edm \u00fakol\u016fm a projekt\u016fm, kter\u00e9 je pot\u0159eba zvl\u00e1dnout.<\/strong><\/b><\/p>\n\n\n\n

Skills-based organizace v praxi<\/strong><\/b><\/h3>\n\n\n\n

Firmy se v roce 2026 skl\u00e1daj\u00ed z intern\u00edch lid\u00ed, externist\u016f i AI. Tradi\u010dn\u00ed role se rozpadaj\u00ed, kari\u00e9ry se posouvaj\u00ed do later\u00e1ln\u00edho a projektov\u00e9ho re\u017eimu. HR proto \u0159e\u0161\u00ed pr\u00e1ci s dovednostmi<\/strong><\/b>, jejich p\u0159ehlednost a vyu\u017eit\u00ed v praxi a spolu s t\u00edm i nov\u00e9 nastaven\u00ed hodnocen\u00ed v\u00fdkonu a odm\u011b\u0148ov\u00e1n\u00ed. Po\u010det lid\u00ed p\u0159est\u00e1v\u00e1 b\u00fdt v\u00fdhodou. Rozhoduje schopnost rychle poskl\u00e1dat spr\u00e1vn\u00e9 dovednosti tam, kde je pot\u0159eba.<\/strong><\/b><\/p>\n\n\n\n

Leadership a zm\u011bna jako ka\u017edodenn\u00ed realita<\/strong><\/b><\/h2>\n\n\n\n

Zm\u011bna u\u017e nen\u00ed projekt<\/strong><\/b><\/h3>\n\n\n\n

Rok 2026 definitivn\u011b poh\u0159b\u00edv\u00e1 p\u0159edstavu, \u017ee zm\u011bna je projekt s jasn\u00fdm za\u010d\u00e1tkem a koncem. Zm\u011bna je zkr\u00e1tka stav. Organizace, kter\u00e9 to nep\u0159ijmou, nar\u00e1\u017eej\u00ed na \u00fanavu lid\u00ed, odpor a ztr\u00e1tu v\u00fdkonu. Gartner mluv\u00ed o nutnosti \u201eroutinize change\u201c,<\/em><\/i> tedy ud\u011blat ze zm\u011bny b\u011b\u017enou sou\u010d\u00e1st pr\u00e1ce.<\/p>\n\n\n\n

Nov\u00e9 n\u00e1roky na l\u00eddry<\/strong><\/b><\/h3>\n\n\n\n

L\u00eddr v roce 2026 nese zm\u011bnu ka\u017ed\u00fd den v b\u011b\u017en\u00e9m provozu. Rozhoduje v prost\u0159ed\u00ed, kde se v\u011bci vyv\u00edjej\u00ed rychle, pracuje s emocemi lid\u00ed a p\u0159\u00edmo ovliv\u0148uje kulturu sv\u00e9ho t\u00fdmu. Pr\u00e1v\u011b v t\u011bchto drobn\u00fdch, ale opakuj\u00edc\u00edch se situac\u00edch se ukazuje, jak zm\u011bna skute\u010dn\u011b funguje. \u00dakolem HR je l\u00eddr\u016fm dodat n\u00e1stroje, spole\u010dn\u00fd jazyk a jasnou strukturu, d\u00edky kter\u00fdm dok\u00e1\u017eou zm\u011bnu v\u00e9st v\u011bdom\u011b a konzistentn\u011b, ne nahodile podle moment\u00e1ln\u00ed situace.<\/strong><\/b><\/p>\n\n\n\n

EVP, benefity a wellbeing jako jeden syst\u00e9m<\/strong><\/b><\/h2>\n\n\n\n

Prvn\u00ed t\u00fddny rozhoduj\u00ed o setrv\u00e1n\u00ed zam\u011bstnance<\/strong><\/b><\/h3>\n\n\n\n

St\u00e1le \u010dast\u011bji se ukazuje, \u017ee o setrv\u00e1n\u00ed zam\u011bstnance se rozhoduje velmi brzy. Prvn\u00edch 30 a\u017e 60 dn\u016f \u010dasto ur\u010d\u00ed, jestli \u010dlov\u011bk z\u016fstane, nebo za\u010dne koukat jinam. Z\u00e1sadn\u00ed roli hraje onboarding<\/strong><\/b><\/a>, p\u0159\u00edstup mana\u017eera<\/strong><\/b>, podpora buddyho <\/strong><\/b>a pr\u016fb\u011b\u017en\u00e1 zp\u011btn\u00e1 vazba<\/strong><\/b><\/a>. EVP <\/strong><\/b>se tak p\u0159est\u00e1v\u00e1 ps\u00e1t do prezentac\u00ed a za\u010d\u00edn\u00e1 se \u017e\u00edt v ka\u017edodenn\u00ed pr\u00e1ci.<\/a><\/p>\n\n\n\n

Benefity podle reality \u017eivota<\/strong><\/b><\/h3>\n\n\n\n

Benefity se posouvaj\u00ed sm\u011brem k \u017eivotn\u00edm f\u00e1z\u00edm. Podpora rodi\u010dovstv\u00ed, flexibiln\u00ed \u00favazky, \u00fapravy rol\u00ed podle situace zam\u011bstnance. Wellbeing u\u017e nen\u00ed samostatn\u00e1 iniciativa, ale sou\u010d\u00e1st fungov\u00e1n\u00ed pr\u00e1ce. HR v roce 2026 \u0159e\u0161\u00ed propojen\u00fd ekosyst\u00e9m, ne jednotliv\u00e9 programy.<\/p>\n\n\n\n

F\u00e9rovost, odm\u011b\u0148ov\u00e1n\u00ed a d\u016fv\u011bra<\/strong><\/b><\/h2>\n\n\n\n

Benefity \u0161it\u00e9 na m\u00edru lidem<\/strong><\/b><\/h3>\n\n\n\n

Benefity <\/strong><\/b>se p\u0159est\u00e1vaj\u00ed \u0159e\u0161it univerz\u00e1ln\u011b<\/a> a za\u010d\u00ednaj\u00ed se p\u0159izp\u016fsobovat \u017eivotn\u00ed situaci. Do pop\u0159ed\u00ed jde podpora rodi\u010dovstv\u00ed, flexibiln\u00ed \u00favazky a \u00fapravy rol\u00ed podle aktu\u00e1ln\u00ed situace zam\u011bstnance. Wellbeing <\/strong><\/b>u\u017e nen\u00ed samostatn\u00fd program<\/a> n\u011bkde bokem, ale sou\u010d\u00e1st toho, jak se pr\u00e1ce skute\u010dn\u011b d\u011bl\u00e1. HR tak skl\u00e1d\u00e1 propojen\u00fd ekosyst\u00e9m, ne dal\u0161\u00ed katalog iniciativ.<\/p>\n\n\n\n

F\u00e9rovost jako sou\u010d\u00e1st HR strategie<\/strong><\/b><\/h3>\n\n\n\n

F\u00e9rovost <\/strong><\/b>se posouv\u00e1 z hodnot na strategickou kartu, se kterou se hraje o v\u00fdkon, d\u016fv\u011bru i reputaci zam\u011bstnavatele. To, jak f\u00e9rov\u011b firma jedn\u00e1, se p\u0159\u00edmo prom\u00edt\u00e1 do retence<\/strong><\/b><\/a> i toho, jak o n\u00ed lid\u00e9 mluv\u00ed navenek. HR m\u00e1 v roce 2026 kl\u00ed\u010dovou roli v tom, aby kultura nebyla jen hezk\u00e9 slovo na webu, ale ka\u017edodenn\u00ed realita<\/strong><\/b>, kterou firma dok\u00e1\u017ee obh\u00e1jit p\u0159ed zam\u011bstnanci i okol\u00edm.<\/p>\n\n\n\n

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

Co z toho plyne pro HR l\u00eddry?<\/strong><\/b><\/h2>\n\n\n\n

Rok 2026 stav\u00ed HR l\u00eddry do role t\u011bch, kte\u0159\u00ed dok\u00e1\u017eou spojovat t\u00e9mata, AI, dovednosti, leadership, kulturu i f\u00e9rovost, do jednoho funk\u010dn\u00edho celku<\/strong><\/b>. Pr\u00e1v\u011b tahle schopnost rozhoduje o tom, jak srozumiteln\u011b a udr\u017eiteln\u011b firma funguje. HR se t\u00edm p\u0159irozen\u011b posouv\u00e1 k roli architekta pr\u00e1ce, kter\u00fd d\u00e1v\u00e1 sm\u011br tomu, jak se pracuje, rozhoduje a rozv\u00edj\u00ed zam\u011bstnance. \u010c\u00edm d\u0159\u00edv HR tuto roli p\u0159ijme, t\u00edm v\u011bt\u0161\u00ed vliv z\u00edsk\u00e1 na budouc\u00ed fungov\u00e1n\u00ed cel\u00e9 organizace.<\/p>\n","protected":false},"featured_media":51173,"template":"","meta":{"_acf_changed":false,"_acf":"","inline_featured_image":false,"footnotes":""},"class_list":["post-51172","blog","type-blog","status-publish","has-post-thumbnail","hentry","blog_categories-tipy-a-triky"],"acf":[],"yoast_head":"\nHR priority pro rok 2026: Jak se m\u011bn\u00ed role HR | Sloneek<\/title>\n<meta name=\"description\" content=\"HR priority v roce 2026 m\u011bn\u00ed roli HR: AI ????, dovednosti, leadership a f\u00e9rovost rozhodnou, zda firmy zm\u011bny ustoj\u00ed a udr\u017e\u00ed v\u00fdkon.\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.sloneek.com\/cs\/blog\/top-hr-priority\/\" \/>\n<meta property=\"og:locale\" content=\"cs_CZ\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"HR priority pro rok 2026: Jak se m\u011bn\u00ed role HR\" \/>\n<meta property=\"og:description\" content=\"HR priority v roce 2026 m\u011bn\u00ed roli HR: AI ????, dovednosti, leadership a f\u00e9rovost rozhodnou, zda firmy zm\u011bny ustoj\u00ed a udr\u017e\u00ed v\u00fdkon.\" \/>\n<meta property=\"og:url\" content=\"https:\/\/www.sloneek.com\/cs\/blog\/top-hr-priority\/\" \/>\n<meta property=\"og:site_name\" content=\"Sloneek\" \/>\n<meta property=\"article:publisher\" content=\"https:\/\/www.facebook.com\/sloneekcom\/\" \/>\n<meta property=\"article:modified_time\" content=\"2026-08-13T11:11:06+00:00\" \/>\n<meta property=\"og:image\" content=\"https:\/\/www.sloneek.com\/wp-content\/uploads\/2026\/01\/hr-priorities.webp\" \/>\n\t<meta property=\"og:image:width\" content=\"1000\" \/>\n\t<meta property=\"og:image:height\" content=\"563\" \/>\n\t<meta property=\"og:image:type\" content=\"image\/webp\" \/>\n<meta name=\"twitter:card\" content=\"summary_large_image\" \/>\n<meta name=\"twitter:label1\" content=\"Odhadovan\u00e1 doba \u010dten\u00ed\" \/>\n\t<meta name=\"twitter:data1\" content=\"8 minut\" \/>\n<script type=\"application\/ld+json\" class=\"yoast-schema-graph\">{\"@context\":\"https:\\\/\\\/schema.org\",\"@graph\":[{\"@type\":\"WebPage\",\"@id\":\"https:\\\/\\\/www.sloneek.com\\\/cs\\\/blog\\\/top-hr-priority\\\/\",\"url\":\"https:\\\/\\\/www.sloneek.com\\\/cs\\\/blog\\\/top-hr-priority\\\/\",\"name\":\"HR priority pro rok 2026: Jak se m\u011bn\u00ed role HR | Sloneek\",\"isPartOf\":{\"@id\":\"https:\\\/\\\/www.sloneek.com\\\/cs\\\/#website\"},\"primaryImageOfPage\":{\"@id\":\"https:\\\/\\\/www.sloneek.com\\\/cs\\\/blog\\\/top-hr-priority\\\/#primaryimage\"},\"image\":{\"@id\":\"https:\\\/\\\/www.sloneek.com\\\/cs\\\/blog\\\/top-hr-priority\\\/#primaryimage\"},\"thumbnailUrl\":\"https:\\\/\\\/www.sloneek.com\\\/wp-content\\\/uploads\\\/2026\\\/01\\\/hr-priorities.webp\",\"datePublished\":\"2026-01-06T15:28:45+00:00\",\"dateModified\":\"2026-08-13T11:11:06+00:00\",\"description\":\"HR priority v roce 2026 m\u011bn\u00ed roli HR: AI ????, dovednosti, leadership a f\u00e9rovost rozhodnou, zda firmy zm\u011bny ustoj\u00ed a udr\u017e\u00ed v\u00fdkon.\",\"inLanguage\":\"cs\",\"potentialAction\":[{\"@type\":\"ReadAction\",\"target\":[\"https:\\\/\\\/www.sloneek.com\\\/cs\\\/blog\\\/top-hr-priority\\\/\"]}]},{\"@type\":\"ImageObject\",\"inLanguage\":\"cs\",\"@id\":\"https:\\\/\\\/www.sloneek.com\\\/cs\\\/blog\\\/top-hr-priority\\\/#primaryimage\",\"url\":\"https:\\\/\\\/www.sloneek.com\\\/wp-content\\\/uploads\\\/2026\\\/01\\\/hr-priorities.webp\",\"contentUrl\":\"https:\\\/\\\/www.sloneek.com\\\/wp-content\\\/uploads\\\/2026\\\/01\\\/hr-priorities.webp\",\"width\":1000,\"height\":563,\"caption\":\"HR priority - 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