{"id":54133,"date":"2026-03-24T16:14:03","date_gmt":"2026-03-24T15:14:03","guid":{"rendered":"https:\/\/www.sloneek.com\/?post_type=blog&p=54133"},"modified":"2026-08-13T13:11:30","modified_gmt":"2026-08-13T11:11:30","slug":"nezamestnanost-generace-z","status":"publish","type":"blog","link":"https:\/\/www.sloneek.com\/cs\/blog\/nezamestnanost-generace-z\/","title":{"rendered":"Gen Z a trh pr\u00e1ce: Co se d\u011bje v USA, \u010dek\u00e1 brzy i Evropu"},"content":{"rendered":"\n

Nezam\u011bstnanost generace Z v USA dosahuje 8,3 %. To je p\u0159esn\u011b dvojn\u00e1sobek n\u00e1rodn\u00edho pr\u016fm\u011bru. Tato generace je p\u0159itom nejvzd\u011blan\u011bj\u0161\u00ed v historii. Vyrostla s technologiemi, kter\u00e9 ostatn\u00ed generace teprve objevuj\u00ed. P\u0159esto tito mlad\u00ed lid\u00e9 nemohou naj\u00edt pr\u00e1ci. Pro\u010d se to d\u011bje?<\/strong><\/p>\n\n\n\n

Prvn\u00ed p\u0159\u00ed\u010dka kari\u00e9rn\u00edho \u017eeb\u0159\u00ed\u010dku miz\u00ed<\/h2>\n\n\n\n

Probl\u00e9m nen\u00ed v lidech, ale v samotn\u00e9 struktu\u0159e trhu. Po\u010det entry-level pozic v USA klesl od roku 2023 o cel\u00fdch 35 %. Um\u011bl\u00e1 inteligence<\/a> toti\u017e p\u0159eb\u00edr\u00e1 \u00fakoly, kter\u00e9 d\u0159\u00edve pat\u0159ily junior\u016fm. AI dnes hrav\u011b zvl\u00e1dne reporty, pl\u00e1nov\u00e1n\u00ed nebo tvorbu dokument\u016f.<\/p>\n\n\n\n

Tyto pozice v\u0161ak nebyly jen oby\u010dejnou prac\u00ed. Slou\u017eily jako kl\u00ed\u010dov\u00e9 tr\u00e9ninkov\u00e9 prostory pro budouc\u00ed talenty. Bez nich junior\u016fm chyb\u00ed kontext a profesn\u00ed sebed\u016fv\u011bra. Pokud jim nikdo ned\u00e1 \u0161anci za\u010d\u00edt, jejich kompetence<\/a> v dlouhodob\u00e9m m\u011b\u0159\u00edtku zakrn\u00ed.<\/p>\n\n\n\n

Kr\u00e1tkodob\u00e9 \u0161krty p\u0159inesou budouc\u00ed krizi<\/h3>\n\n\n\n

Firmy v posledn\u00ed dob\u011b masivn\u011b \u0161krtaly n\u00e1klady na vzd\u011bl\u00e1v\u00e1n\u00ed a rozvoj (L&D). Kr\u00e1tkodob\u00e1 logika sice vel\u00ed \u0161et\u0159it, ale n\u00e1sledky budou drsn\u00e9. Kv\u016fli t\u011bmto \u0161krt\u016fm nevznik\u00e1 \u017e\u00e1dn\u00e1 intern\u00ed l\u00edhe\u0148 talent\u016f. Proto v horizontu p\u011bti let vzniknou v leadershipu obrovsk\u00e9 mezery.<\/p>\n\n\n\n

Hiring senior\u016f se n\u00e1sledn\u011b velmi prodra\u017e\u00ed. Nav\u00edc to nen\u00ed udr\u017eiteln\u00e9 \u0159e\u0161en\u00ed pro budoucnost firmy. Bohu\u017eel se tento negativn\u00ed efekt projev\u00ed a\u017e s odstupem \u010dasu. Vzd\u011bl\u00e1v\u00e1n\u00ed zam\u011bstnanc\u016f je toti\u017e investice, nikoliv zbyte\u010dn\u00fd n\u00e1klad.<\/p>\n\n\n\n

Paradox pr\u00e1ce na d\u00e1lku a soft skills<\/h3>\n\n\n\n

Pr\u00e1ce na d\u00e1lku<\/a> p\u0159inesla dal\u0161\u00ed ne\u010dekanou p\u0159ek\u00e1\u017eku. V distribuovan\u00fdch t\u00fdmech toti\u017e kles\u00e1 tolerance k postupn\u00e9mu u\u010den\u00ed. Mana\u017ee\u0159i cht\u011bj\u00ed lidi, kte\u0159\u00ed funguj\u00ed okam\u017eit\u011b a bez dozoru. Proto dnes inzer\u00e1ty na \u201ejuniorn\u00ed\u201c pozice vy\u017eaduj\u00ed i p\u011bt let praxe.<\/p>\n\n\n\n

Mlad\u00ed lid\u00e9 nav\u00edc dosp\u00edvali b\u011bhem pandemie. Kv\u016fli tomu maj\u00ed \u010dasto mezery v interperson\u00e1ln\u00edch dovednostech. Firmy jim tyto nedostatky vy\u010d\u00edtaj\u00ed, ale ned\u00e1vaj\u00ed jim \u0161anci je napravit. Je to syst\u00e9mov\u00e1 chyba, nikoliv selh\u00e1n\u00ed samotn\u00fdch kandid\u00e1t\u016f.<\/p>\n\n\n\n

\"\"
AI n\u00e1stroje bez investic do lid\u00ed jsou slepou uli\u010dkou.<\/figcaption><\/figure>\n\n\n\n

Evropa \u010del\u00ed stejn\u00e9 diagn\u00f3ze<\/h2>\n\n\n\n

P\u0159\u00ed\u010diny krize v Evrop\u011b jsou identick\u00e9 jako v USA. AI bere junior\u016fm pr\u00e1ci a rozpo\u010dty na rozvoj miz\u00ed. N\u00e1roky na nov\u00e1\u010dky rostou, zat\u00edmco re\u00e1ln\u00fdch p\u0159\u00edle\u017eitost\u00ed je st\u00e1le m\u00e9n\u011b. V evropsk\u00e9m prostoru jsme zat\u00edm jen p\u00e1r let pozadu.<\/p>\n\n\n\n

Pr\u016fm\u011brn\u00e1 nezam\u011bstnanost mlad\u00fdch v EU je kolem 15 %. V zem\u00edch jako \u0160pan\u011blsko nebo It\u00e1lie je to v\u0161ak mnohem hor\u0161\u00ed. Specifika EU nav\u00edc situaci komplikuj\u00ed kv\u016fli siln\u00e9 ochran\u011b zam\u011bstnanc\u016f. Firmy jsou proto p\u0159i n\u00e1boru nezku\u0161en\u00fdch lid\u00ed mnohem opatrn\u011bj\u0161\u00ed.<\/p>\n\n\n\n

\u010cesk\u00e1 fale\u0161n\u00e1 jistota a talentov\u00fd dluh<\/h3>\n\n\n\n

Nezam\u011bstnanost mlad\u00fdch v \u010cesku pat\u0159\u00ed k nejni\u017e\u0161\u00edm v EU. Toto \u010d\u00edslo vypad\u00e1 jako velk\u00fd \u00fasp\u011bch, ale je to sp\u00ed\u0161e past. Demografick\u00fd pokles toti\u017e d\u011bl\u00e1 pr\u00e1ci za n\u00e1s. Proto\u017ee je lid\u00ed m\u00e1lo, trh odpou\u0161t\u00ed i m\u00e9n\u011b p\u0159ipraven\u00fdm kandid\u00e1t\u016fm.<\/p>\n\n\n\n

\u010cesk\u00e9 firmy v\u0161ak investuj\u00ed do vzd\u011bl\u00e1v\u00e1n\u00ed t\u0159ikr\u00e1t m\u00e9n\u011b ne\u017e ty n\u011bmeck\u00e9. Tento dluh se ticho kumuluje a brzy se projev\u00ed. Najednou nebudete m\u00edt koho pov\u00fd\u0161it nebo poslat k d\u016fle\u017eit\u00e9mu klientovi. AI toti\u017e p\u0159etvo\u0159\u00ed trh junior\u016f rychleji, ne\u017e si p\u0159ipou\u0161t\u00edme.<\/p>\n\n\n\n

Jak naj\u00edt cestu ven z bludi\u0161t\u011b?<\/h2>\n\n\n\n

Velk\u00e9 firmy mus\u00ed systematicky mapovat sv\u00e9 kompeten\u010dn\u00ed mezery. Je nutn\u00e9 investovat do rozvoje i tehdy, kdy\u017e to v tabulk\u00e1ch nevych\u00e1z\u00ed. Podle McKinsey bude muset do roku 2030 zm\u011bnit kvalifikaci a\u017e 32 % zam\u011bstnanc\u016f. Proto mus\u00edte za\u010d\u00edt s p\u0159eu\u010dov\u00e1n\u00edm hned te\u010f.<\/p>\n\n\n\n

Mal\u00e9 firmy zase mus\u00ed s\u00e1zet na flexibilitu a potenci\u00e1l. Naj\u00edmejte lidi podle jejich ochoty se u\u010dit, nikoliv podle perfektn\u00edho CV. Zkra\u0165te onboardingov\u00e9 cykly a zapojte nov\u00e9 lidi okam\u017eit\u011b do d\u011bn\u00ed. HR mus\u00ed b\u00fdt v \u00fazk\u00e9m kontaktu s re\u00e1ln\u00fdm byznysem.<\/p>\n\n\n\n

Spolupr\u00e1ce se \u0161kolami jako dlouhodob\u00e1 strategie<\/h3>\n\n\n\n

V na\u0161em regionu firmy st\u00e1le m\u00e1lo vyu\u017e\u00edvaj\u00ed spolupr\u00e1ci se vzd\u011bl\u00e1vac\u00edm syst\u00e9mem. P\u0159itom je to nejlep\u0161\u00ed zp\u016fsob, jak si formovat talenty od za\u010d\u00e1tku. V\u00fdsledkem je zam\u011bstnanec, kter\u00fd dokonale souzn\u00ed s va\u0161\u00ed firemn\u00ed kulturou.<\/p>\n\n\n\n

Nemus\u00edte hned kop\u00edrovat cel\u00fd n\u011bmeck\u00fd du\u00e1ln\u00ed syst\u00e9m. Sta\u010d\u00ed za\u010d\u00edt p\u0159edn\u00e1\u0161kami, placen\u00fdmi st\u00e1\u017eemi nebo mentorov\u00e1n\u00edm talent\u016f. T\u00edmto zp\u016fsobem z\u00edsk\u00e1te kontrolu nad vlastn\u00edm p\u0159\u00edsunem lid\u00ed. Je to investice, kter\u00e1 se v\u00e1m vr\u00e1t\u00ed v podob\u011b loaj\u00e1ln\u00edch odborn\u00edk\u016f.<\/p>\n\n\n\n

Generace Z jako varovn\u00fd sign\u00e1l<\/h2>\n\n\n\n

Generace Z nen\u00ed probl\u00e9m, ale jasn\u00fd sign\u00e1l zm\u011bn. Ukazuje n\u00e1m, \u017ee dosavadn\u00ed p\u0159\u00edstup k juniorn\u00edm pozic\u00edm se rozpad\u00e1. Je to slep\u00e1 uli\u010dka, kde firmy kupuj\u00ed AI n\u00e1stroje, ale zapom\u00ednaj\u00ed na lidi. \u00daspora na vzd\u011bl\u00e1v\u00e1n\u00ed se brzy zm\u011bn\u00ed v krizi veden\u00ed.<\/p>\n\n\n\n

N\u00edzk\u00e1 nezam\u011bstnanost v CEE regionu n\u00e1s nesm\u00ed uspat. Demografick\u00fd pol\u0161t\u00e1\u0159 n\u00e1s sice chr\u00e1n\u00ed, ale tato ochrana nebude trvat v\u011b\u010dn\u011b. Firmy, kter\u00e9 to pochop\u00ed dnes, budou m\u00edt v budoucnu obrovskou v\u00fdhodu. Budou m\u00edt toti\u017e to nejvz\u00e1cn\u011bj\u0161\u00ed \u2013 kvalitn\u00ed lidi.<\/p>\n\n\n\n

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