{"id":33349,"date":"2024-06-05T16:12:32","date_gmt":"2024-06-05T14:12:32","guid":{"rendered":"https:\/\/www.sloneek.com\/?post_type=lexicon&p=33349"},"modified":"2026-08-13T10:59:57","modified_gmt":"2026-08-13T08:59:57","slug":"struktura-hr-oddeleni","status":"publish","type":"lexicon","link":"https:\/\/www.sloneek.com\/cs\/slovnik-pojmu\/struktura-hr-oddeleni\/","title":{"rendered":"Struktura HR odd\u011blen\u00ed"},"content":{"rendered":"\n

P\u0159ehled struktury HR odd\u011blen\u00ed<\/h2>\n\n\n\n

HR odd\u011blen\u00ed je d\u016fle\u017eitou sou\u010d\u00e1st\u00ed ka\u017ed\u00e9 organizace, kter\u00e1 je zodpov\u011bdn\u00e1 za \u0159\u00edzen\u00ed nejcenn\u011bj\u0161\u00edho aktiva spole\u010dnosti \u2013 zam\u011bstnanc\u016f. Jeho struktura se obvykle skl\u00e1d\u00e1 z HR profesion\u00e1l\u016f zam\u011b\u0159uj\u00edc\u00edch se na specifick\u00e9 oblasti, jako je n\u00e1bor, vztahy se zam\u011bstnanci, \u0161kolen\u00ed a rozvoj, odm\u011b\u0148ov\u00e1n\u00ed a benefity a HR \u010dinnosti. V\u00fdznam HR odd\u011blen\u00ed spo\u010d\u00edv\u00e1 v jeho roli p\u0159i utv\u00e1\u0159en\u00ed celkov\u00e9 organiza\u010dn\u00ed kultury, zaji\u0161\u0165ov\u00e1n\u00ed souladu s pracovn\u011bpr\u00e1vn\u00edmi p\u0159edpisy, engagement<\/a> a udr\u017een\u00ed zam\u011bstnanc\u016f.<\/p>\n\n\n\n

R\u00e1mec HR \u00fakol\u016f a odpov\u011bdnost\u00ed zahrnuje strategick\u00e9 pl\u00e1nov\u00e1n\u00ed pracovn\u00edch sil, talent management, \u0159\u00edzen\u00ed v\u00fdkonu a vztahy se zam\u011bstnanci. Struktura se m\u016f\u017ee li\u0161it v z\u00e1vislosti na velikosti spole\u010dnosti, p\u0159i\u010dem\u017e men\u0161\u00ed organizace maj\u00ed obecn\u011bj\u0161\u00ed p\u0159\u00edstup a v\u011bt\u0161\u00ed spole\u010dnosti maj\u00ed specializovan\u00e9 HR role. Profesionalizovan\u00e1 struktura lidsk\u00fdch zdroj\u016f bez ohledu na velikost spole\u010dnosti v\u00fdznamn\u011b ovliv\u0148uje firemn\u00ed kulturu, udr\u017een\u00ed zam\u011bstnanc\u016f a organiza\u010dn\u00ed r\u016fst. Zaveden\u00edm osv\u011bd\u010den\u00fdch postup\u016f v oblasti lidsk\u00fdch zdroj\u016f jsou spole\u010dnosti schopny p\u0159il\u00e1kat a udr\u017eet si \u0161pi\u010dkov\u00e9 talenty, podporovat pozitivn\u00ed pracovn\u00ed prost\u0159ed\u00ed a podporovat obchodn\u00ed \u00fasp\u011bch. Proto struktura HR odd\u011blen\u00ed proto hraje kl\u00ed\u010dovou roli p\u0159i utv\u00e1\u0159en\u00ed celkov\u00e9ho \u00fasp\u011bchu organizace.<\/p>\n\n\n\n

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

V\u00fdznam struktury HR odd\u011blen\u00ed<\/h2>\n\n\n\n

Dob\u0159e definovan\u00e1 struktura HR odd\u011blen\u00ed zaji\u0161\u0165uje, \u017ee spole\u010dnosti jsou \u0159\u00edzeny efektivn\u011b, co\u017e vede ke zv\u00fd\u0161en\u00ed produktivity zam\u011bstnanc\u016f, jejich spokojenosti a udr\u017een\u00ed. Tato struktura tak\u00e9 umo\u017e\u0148uje HR odd\u011blen\u00ed efektivn\u011b zvl\u00e1dat r\u016fzn\u00e9 odpov\u011bdnosti, jako je n\u00e1bor, \u0161kolen\u00ed a rozvoj, \u0159\u00edzen\u00ed v\u00fdkonu a vztahy se zam\u011bstnanci. Jasn\u011b definovan\u00e1 struktura HR odd\u011blen\u00ed nav\u00edc umo\u017e\u0148uje lep\u0161\u00ed koordinaci a komunikaci v r\u00e1mci organizace, co\u017e v kone\u010dn\u00e9m d\u016fsledku p\u0159isp\u00edv\u00e1 k dosa\u017een\u00ed c\u00edl\u016f a z\u00e1m\u011br\u016f spole\u010dnosti. Pochopen\u00ed d\u016fle\u017eitosti struktury HR odd\u011blen\u00ed je proto z\u00e1sadn\u00ed pro ka\u017edou organizaci, kter\u00e1 chce vytvo\u0159it pozitivn\u00ed a produktivn\u00ed pracovn\u00ed prost\u0159ed\u00ed.<\/p>\n\n\n\n

Zaji\u0161t\u011bn\u00ed efektivn\u00edho \u0159\u00edzen\u00ed lidsk\u00fdch zdroj\u016f<\/h3>\n\n\n\n

Mezi kl\u00ed\u010dov\u00e9 faktory pro zaji\u0161t\u011bn\u00ed efektivn\u00edho \u0159\u00edzen\u00ed lidsk\u00fdch zdroj\u016f pat\u0159\u00ed z\u00edsk\u00e1v\u00e1n\u00ed a udr\u017een\u00ed \u0161pi\u010dkov\u00fdch talent\u016f, \u0159\u00edzen\u00ed zam\u011bstnaneck\u00fdch benefit\u016f a vytv\u00e1\u0159en\u00ed pozitivn\u00edho pracovn\u00edho prost\u0159ed\u00ed.<\/p>\n\n\n\n

P\u0159il\u00e1k\u00e1n\u00ed a udr\u017een\u00ed \u0161pi\u010dkov\u00fdch talent\u016f vy\u017eaduje strategick\u00fd p\u0159\u00edstup k n\u00e1boru<\/a> a trval\u00e9mu rozvoji zam\u011bstnanc\u016f. Spr\u00e1va zam\u011bstnaneck\u00fdch v\u00fdhod zahrnuje poskytov\u00e1n\u00ed odm\u011bn a dal\u0161\u00edch v\u00fdhod, kter\u00e9 p\u0159isp\u00edvaj\u00ed ke spokojenosti a udr\u017een\u00ed zam\u011bstnanc\u016f. Vytv\u00e1\u0159en\u00ed pozitivn\u00edho pracovn\u00edho prost\u0159ed\u00ed zahrnuje podporu kultury spolupr\u00e1ce, uzn\u00e1n\u00ed a work-life balancem<\/a>.<\/p>\n\n\n\n

\u00daloha HR p\u0159i \u0159\u00edzen\u00ed \u00fasp\u011bchu organizace zahrnuje pochopen\u00ed strategick\u00fdch c\u00edl\u016f spole\u010dnosti a slad\u011bn\u00ed HR iniciativ tak, aby tyto c\u00edle podporovaly. Nap\u0159\u00edklad zlep\u0161en\u00ed proces\u016f pro zv\u00fd\u0161en\u00ed efektivity, implementaci syst\u00e9m\u016f \u0159\u00edzen\u00ed v\u00fdkonu pro zv\u00fd\u0161en\u00ed produktivity a podporu pozitivn\u00ed pracovn\u00ed kultury s c\u00edlem zlep\u0161it udr\u017een\u00ed a zapojen\u00ed zam\u011bstnanc\u016f.<\/p>\n\n\n\n

Up\u0159ednostn\u011bn\u00edm t\u011bchto kl\u00ed\u010dov\u00fdch faktor\u016f a v souladu s obchodn\u00edmi c\u00edli m\u016f\u017ee efektivn\u00ed HR odd\u011blen\u00ed hr\u00e1t v\u00fdznamnou roli v p\u0159isp\u011bn\u00ed k \u00fasp\u011bchu organizace.<\/p>\n\n\n\n

Zvy\u0161ov\u00e1n\u00ed anga\u017eovanosti a spokojenosti zam\u011bstnanc\u016f<\/h3>\n\n\n\n

Anga\u017eovanost zam\u011bstnanc\u016f je z\u00e1sadn\u00ed pro zaji\u0161t\u011bn\u00ed \u017eiv\u00e9 firemn\u00ed kultury a vysok\u00e9 \u00farovn\u011b spokojenosti mezi zam\u011bstnanci. HR aktivity hraj\u00ed v\u00fdznamnou roli p\u0159i zvy\u0161ov\u00e1n\u00ed anga\u017eovanosti zam\u011bstnanc\u016f, jako je uzn\u00e1v\u00e1n\u00ed \u00fasp\u011bch\u016f, sd\u00edlen\u00ed \u00fasp\u011bch\u016f a ne\u00fasp\u011bch\u016f, \u017e\u00e1d\u00e1n\u00ed o zp\u011btnou vazbu, organizov\u00e1n\u00ed celopodnikov\u00fdch setk\u00e1n\u00ed a \u0159e\u0161en\u00ed konflikt\u016f. Tyto aktivity vytv\u00e1\u0159ej\u00ed pozitivn\u00ed a inkluzivn\u00ed prost\u0159ed\u00ed, kter\u00e9 vede k vy\u0161\u0161\u00ed pracovn\u00ed spokojenosti<\/a> a anga\u017eovanosti.<\/p>\n\n\n\n

Je d\u016fle\u017eit\u00e9 zd\u016fraznit v\u00fdznam obousm\u011brn\u00e9ho dialogu a zapojen\u00ed mezi zam\u011bstnanci a veden\u00edm. Pravideln\u00e1 komunikace a spolupr\u00e1ce buduje d\u016fv\u011bru, podporuje transparentnost a demonstruje, \u017ee vstup zam\u011bstnanc\u016f je cen\u011bn. Tento p\u0159\u00edstup podporuje kulturu otev\u0159en\u00e9 komunikace, co\u017e vede k vy\u0161\u0161\u00ed \u00farovni anga\u017eovanosti a spokojenosti.<\/p>\n\n\n\n

Ke spokojenosti a anga\u017eovanosti nav\u00edc p\u0159isp\u00edv\u00e1 zaji\u0161t\u011bn\u00ed toho, aby si zam\u011bstnanci byli v\u011bdomi sv\u00e9 schopnosti postupovat vzh\u016fru, nebo m\u011bnit odd\u011blen\u00ed nap\u0159\u00ed\u010d organizac\u00ed. Poskytov\u00e1n\u00ed p\u0159\u00edle\u017eitost\u00ed pro r\u016fst a rozvoj m\u016f\u017ee zv\u00fd\u0161it motivaci a odhodl\u00e1n\u00ed.<\/p>\n\n\n\n

Z\u00e1v\u011brem lze \u0159\u00edci, \u017ee implementac\u00ed t\u011bchto \u010dinnost\u00ed v oblasti HR a zd\u016frazn\u011bn\u00edm d\u016fle\u017eitosti oboustrann\u00e9ho dialogu mohou spole\u010dnosti zv\u00fd\u0161it anga\u017eovanost a spokojenost zam\u011bstnanc\u016f, co\u017e nakonec povede k \u017eiv\u011bj\u0161\u00ed a prosperuj\u00edc\u00ed firemn\u00ed kultu\u0159e.<\/p>\n\n\n\n

Slad\u011bn\u00ed funkc\u00ed HR s organiza\u010dn\u00edmi c\u00edli a strategiemi<\/h3>\n\n\n\n

Slad\u011bn\u00ed funkc\u00ed HR s organiza\u010dn\u00edmi c\u00edli a strategiemi zahrnuje integraci posl\u00e1n\u00ed a c\u00edl\u016f spole\u010dnosti do struktur a proces\u016f HR. <\/a>Toho lze dos\u00e1hnout vytvo\u0159en\u00edm p\u0159izp\u016fsoben\u00e9ho p\u0159\u00edstupu, kter\u00fd odpov\u00edd\u00e1 jedine\u010dn\u00e9 vizi a c\u00edl\u016fm organizace a zajist\u00ed, \u017ee kroky v oblasti HR jsou p\u0159\u00edmo v souladu s celkovou obchodn\u00ed strategi\u00ed. D\u00edky tomu m\u016f\u017ee HR hr\u00e1t kl\u00ed\u010dovou roli p\u0159i \u0159\u00edzen\u00ed \u00fasp\u011bchu organizace t\u00edm, \u017ee se zam\u011b\u0159\u00ed na z\u00edsk\u00e1v\u00e1n\u00ed talent\u016f, management v\u00fdkonu a rozvoj zam\u011bstnanc\u016f. Za\u010dlen\u011bn\u00ed flexibility do funkc\u00ed HR m\u016f\u017ee nav\u00edc podpo\u0159it agilitu a rychl\u00e9 rozhodov\u00e1n\u00ed, co\u017e umo\u017e\u0148uje HR p\u0159izp\u016fsobit se m\u011bn\u00edc\u00edm se obchodn\u00edm pot\u0159eb\u00e1m a podporovat organizaci p\u0159i dosahov\u00e1n\u00ed jej\u00edch strategick\u00fdch c\u00edl\u016f. Slad\u011bn\u00edm funkc\u00ed HR s c\u00edli a strategiemi organizace m\u016f\u017ee HR p\u0159isp\u011bt k celkov\u00e9mu \u00fasp\u011bchu spole\u010dnosti a zajistit, aby jej\u00ed zam\u011bstnanci \u00fa\u010dinn\u011b podporovali posl\u00e1n\u00ed a vizi organizace.<\/p>\n\n\n\n

Typy struktur HR odd\u011blen\u00ed<\/h2>\n\n\n\n

Existuj\u00ed r\u016fzn\u00e9 typy struktur HR odd\u011blen\u00ed, z nich\u017e ka\u017ed\u00e1 m\u00e1 sv\u00e9 vlastn\u00ed v\u00fdhody a nev\u00fdhody. V tomto \u010dl\u00e1nku prozkoum\u00e1me r\u016fzn\u00e9 typy struktur HR odd\u011blen\u00ed, v\u010detn\u011b funk\u010dn\u00edch, sd\u00edlen\u00fdch slu\u017eeb, obchodn\u00edch partner\u016f a Center of Excellence (CoE). Prozkoum\u00e1me, jak ka\u017ed\u00e1 struktura funguje, jej\u00ed kl\u00ed\u010dov\u00e9 charakteristiky a potenci\u00e1ln\u00ed dopad na celkovou efektivitu organizace. D\u00edky pochopen\u00ed r\u016fzn\u00fdch struktur HR odd\u011blen\u00ed mohou podniky l\u00e9pe sladit sv\u00e9 funkce HR s jejich celkovou obchodn\u00ed strategi\u00ed a c\u00edli.<\/p>\n\n\n\n

Tradi\u010dn\u00ed hierarchick\u00e1 struktura<\/h3>\n\n\n\n

V tradi\u010dn\u00ed hierarchick\u00e9 struktu\u0159e se HR odd\u011blen\u00ed obvykle \u0159\u00edd\u00ed p\u0159\u00edstupem shora dol\u016f, p\u0159i\u010dem\u017e rozhodovac\u00ed pravomoci jsou soust\u0159ed\u011bny na nejvy\u0161\u0161\u00edch \u00farovn\u00edch managementu. Tato struktura nab\u00edz\u00ed n\u011bkolik v\u00fdhod, jako je efektivn\u00ed rozhodov\u00e1n\u00ed a \u0159\u00edzen\u00ed \u010dasu, proto\u017ee jasn\u00fd \u0159et\u011bzec p\u0159\u00edkaz\u016f umo\u017e\u0148uje rychl\u00e9 \u0159e\u0161en\u00ed probl\u00e9m\u016f a efektivn\u00ed komunikaci. Jasn\u011b definovan\u00e9 role a odpov\u011bdnosti v r\u00e1mci HR odd\u011blen\u00ed nav\u00edc mohou v\u00e9st k v\u011bt\u0161\u00ed odpov\u011bdnosti a jasnosti p\u0159i delegov\u00e1n\u00ed \u00fakol\u016f.<\/p>\n\n\n\n

Tato struktura m\u00e1 v\u0161ak i sv\u00e9 nev\u00fdhody. Jednou z hlavn\u00edch nev\u00fdhod je omezen\u00ed p\u0159\u00ednosu zam\u011bstnanc\u016f na ni\u017e\u0161\u00edch \u00farovn\u00edch, kte\u0159\u00ed mohou m\u00edt cenn\u00e9 poznatky, ale  nemohou jimi p\u0159isp\u011bt. P\u0159\u00edstup shora dol\u016f m\u016f\u017ee potla\u010dit kreativitu a inovace, proto\u017ee zam\u011bstnanci na ni\u017e\u0161\u00edch \u00farovn\u00edch se mohou c\u00edtit bezmocn\u00ed a m\u00e9n\u011b motivovan\u00ed p\u0159isp\u00edvat sv\u00fdmi n\u00e1pady. Krom\u011b toho m\u016f\u017ee hierarchick\u00e1 struktura br\u00e1nit p\u0159izp\u016fsobivosti person\u00e1ln\u00edho odd\u011blen\u00ed v reakci na m\u011bn\u00edc\u00ed se pot\u0159eby a okolnosti, proto\u017ee rozhodovac\u00ed pravomoc je soust\u0159ed\u011bna naho\u0159e.<\/p>\n\n\n\n

Z\u00e1v\u011brem lze konstatovat, \u017ee zat\u00edmco tradi\u010dn\u00ed hierarchick\u00e1 struktura v HR odd\u011blen\u00edch m\u016f\u017ee v\u00e9st k efektivn\u00edmu rozhodov\u00e1n\u00ed a \u0159\u00edzen\u00ed \u010dasu, m\u016f\u017ee tak\u00e9 omezovat vstup a spolupr\u00e1ci ze strany zam\u011bstnanc\u016f na ni\u017e\u0161\u00ed \u00farovni, co\u017e m\u016f\u017ee potenci\u00e1ln\u011b br\u00e1nit celkov\u00e9 efektivit\u011b odd\u011blen\u00ed.<\/p>\n\n\n\n

P\u0159\u00edklad hierarchick\u00e9 struktury HR odd\u011blen\u00ed<\/h4>\n\n\n\n

V mal\u00e9m podniku nebo startupu m\u00e1 HR odd\u011blen\u00ed obvykle hierarchickou strukturu s HR \u0159editelem naho\u0159e, n\u00e1sledovan\u00fdm HR mana\u017eerem, HR specialistou a koordin\u00e1torem n\u00e1boru. HR \u0159editel je zodpov\u011bdn\u00fd za dohled nad v\u0161emi HR funkcemi, rozvoj HR strategi\u00ed a pod\u00e1v\u00e1n\u00ed zpr\u00e1v p\u0159\u00edmo gener\u00e1ln\u00edmu \u0159editeli. HR mana\u017eer podporuje \u0159editele p\u0159i zav\u00e1d\u011bn\u00ed person\u00e1ln\u00edch z\u00e1sad, \u0159\u00edzen\u00ed vztah\u016f se zam\u011bstnanci a \u0159\u00edzen\u00ed v\u00fdkonu. Personalista se zam\u011b\u0159uje na specifick\u00e9 oblasti jako odm\u011b\u0148ov\u00e1n\u00ed, benefity nebo \u0161kolen\u00ed a rozvoj. N\u00e1borov\u00fd koordin\u00e1tor je zodpov\u011bdn\u00fd za z\u00edsk\u00e1v\u00e1n\u00ed, prov\u011b\u0159ov\u00e1n\u00ed a p\u0159ij\u00edm\u00e1n\u00ed nov\u00fdch zam\u011bstnanc\u016f. Toto organiza\u010dn\u00ed sch\u00e9ma HR umo\u017e\u0148uje jasn\u00e9 linie pod\u00e1v\u00e1n\u00ed zpr\u00e1v a efektivn\u00ed koordinaci v r\u00e1mci odd\u011blen\u00ed na podporu r\u016fstu a \u00fasp\u011bchu spole\u010dnosti.<\/p>\n\n\n\n

Ploch\u00e1 struktura v HR odd\u011blen\u00ed<\/h3>\n\n\n\n

V odd\u011blen\u00ed HR s plochou strukturou existuje n\u011bkolik nebo \u017e\u00e1dn\u00e9 \u00farovn\u011b st\u0159edn\u00edho managementu, p\u0159i\u010dem\u017e rozhodnut\u00ed a komunikace plynou p\u0159\u00edmo od vedouc\u00edho HR k HR specialist\u016fm. To umo\u017e\u0148uje rychlej\u0161\u00ed rozhodov\u00e1n\u00ed, v\u011bt\u0161\u00ed zapojen\u00ed zam\u011bstnanc\u016f a lep\u0161\u00ed pracovn\u00ed prost\u0159ed\u00ed pro spolupr\u00e1ci. S omezenou hierarchi\u00ed maj\u00ed zam\u011bstnanci v\u011bt\u0161\u00ed autonomii a jsou opr\u00e1vn\u011bni p\u0159evz\u00edt v\u00edce odpov\u011bdnosti, co\u017e vede ke zv\u00fd\u0161en\u00e9 spokojenosti a motivaci pr\u00e1ce.<\/p>\n\n\n\n

Ploch\u00e1 konstrukce m\u00e1 v\u0161ak i sv\u00e9 nev\u00fdhody. M\u016f\u017ee v\u00e9st k potenci\u00e1ln\u00edmu zmatku a nedostatku jasn\u00fdch lini\u00ed pod\u00e1v\u00e1n\u00ed zpr\u00e1v a tak\u00e9 k p\u0159et\u00ed\u017een\u00ed vedouc\u00edho HR, kter\u00fd m\u00e1 v\u011bt\u0161\u00ed pracovn\u00ed z\u00e1t\u011b\u017e a odpov\u011bdnost p\u0159i rozhodov\u00e1n\u00ed.<\/p>\n\n\n\n

Vedouc\u00ed HR hraje v ploch\u00e9 struktu\u0159e kl\u00ed\u010dovou roli, proto\u017ee je zodpov\u011bdn\u00fd za veden\u00ed a \u0159\u00edzen\u00ed odd\u011blen\u00ed, stanoven\u00ed strategick\u00fdch c\u00edl\u016f a usnadn\u011bn\u00ed komunikace a spolupr\u00e1ce mezi \u010dleny t\u00fdmu. Maj\u00ed p\u0159\u00edm\u00fd dopad na rozhodovac\u00ed procesy a jsou kl\u00ed\u010dov\u00e9 p\u0159i utv\u00e1\u0159en\u00ed a udr\u017eov\u00e1n\u00ed anga\u017eovanosti zam\u011bstnanc\u016f.<\/p>\n\n\n\n

Ploch\u00e1 struktura celkov\u011b podporuje demokrati\u010dt\u011bj\u0161\u00ed rozhodovac\u00ed proces a podporuje spolupr\u00e1ci a inkluzivn\u00ed pracovn\u00ed prost\u0159ed\u00ed, ale k efektivn\u00edmu \u0159\u00edzen\u00ed vy\u017eaduje tak\u00e9 siln\u00e9 veden\u00ed od vedouc\u00edho odd\u011blen\u00ed lidsk\u00fdch zdroj\u016f.<\/p>\n\n\n\n

P\u0159\u00edklad ploch\u00e9 struktury HR odd\u011blen\u00ed<\/h4>\n\n\n\n

Ploch\u00e1 struktura HR odd\u011blen\u00ed je organizov\u00e1na s mal\u00fdm po\u010dtem zam\u011bstnanc\u016f, obvykle do 20 let, a velmi mal\u00fdm po\u010dtem \u00farovn\u00ed hierarchie. Tato struktura se vyzna\u010duje v\u00edce horizont\u00e1ln\u00edm a decentralizovan\u00fdm p\u0159\u00edstupem s d\u016frazem na flexibilitu a rychl\u00e9 rozhodov\u00e1n\u00ed. V tomto nastaven\u00ed maj\u00ed zam\u011bstnanci \u0161ir\u0161\u00ed rozsah kontroly a v\u011bt\u0161\u00ed autonomii ve sv\u00fdch rol\u00edch.<\/p>\n\n\n\n

Kl\u00ed\u010dov\u00e9 role v ploch\u00e9 struktu\u0159e HR odd\u011blen\u00ed zahrnuj\u00ed HR generalisty, kte\u0159\u00ed jsou zodpov\u011bdn\u00ed za r\u016fzn\u00e9 HR \u00fakoly, jako je n\u00e1bor, vztahy se zam\u011bstnanci a \u0159\u00edzen\u00ed v\u00fdkonu. Krom\u011b toho mohou existovat HR specialist\u00e9, kte\u0159\u00ed se zam\u011b\u0159uj\u00ed na specifick\u00e9 oblasti, jako jsou odm\u011b\u0148ov\u00e1n\u00ed a benefity, \u0161kolen\u00ed a rozvoj nebo HR technologie. Person\u00e1ln\u00ed mana\u017eer nebo \u0159editel dohl\u00ed\u017e\u00ed na odd\u011blen\u00ed a je odpov\u011bdn\u00fd za strategick\u00e9 pl\u00e1nov\u00e1n\u00ed, rozvoj politik a zaji\u0161t\u011bn\u00ed souladu s p\u0159edpisy.<\/p>\n\n\n\n

Tato struktura podporuje spolupr\u00e1ci a komunikaci, proto\u017ee existuje m\u00e9n\u011b \u00farovn\u00ed \u0159\u00edzen\u00ed, kter\u00e9 je t\u0159eba proch\u00e1zet. Rozhodov\u00e1n\u00ed lze \u010dinit rychleji a zam\u011bstnanci maj\u00ed mo\u017enost p\u0159evz\u00edt rozmanit\u011bj\u0161\u00ed povinnosti. V ploch\u00e9 struktu\u0159e HR odd\u011blen\u00ed je kladen d\u016fraz na agilitu a adaptabilitu, aby vyhovovaly vyv\u00edjej\u00edc\u00edm se pot\u0159eb\u00e1m organizace.<\/p>\n\n\n\n

Matrix struktura v HR odd\u011blen\u00ed<\/h3>\n\n\n\n

Matrix struktura, neboli maticov\u00e1 struktura  m\u016f\u017ee b\u00fdt aplikov\u00e1na v r\u00e1mci HR odd\u011blen\u00ed za\u010dlen\u011bn\u00edm jak centralizovan\u00fdch, tak decentralizovan\u00fdch aspekt\u016f. To znamen\u00e1, \u017ee budou existovat samostatn\u00e1 HR funk\u010dn\u00ed odd\u011blen\u00ed pro projektov\u011b specifick\u00e9 \u00fakoly, ale budou tak\u00e9 pod\u0159\u00edzena HR mana\u017eerovi a konkr\u00e9tn\u00edm odd\u011blen\u00edm v r\u00e1mci spole\u010dnosti. N\u00e1borov\u00fd t\u00fdm m\u016f\u017ee nap\u0159\u00edklad pracovat nez\u00e1visle na n\u00e1boru pro konkr\u00e9tn\u00ed projekty, ale bude tak\u00e9 podl\u00e9hat HR mana\u017eerovi a spolupracovat s odd\u011blen\u00edm, kter\u00e9 pot\u0159ebuje nov\u00e9 zam\u011bstnance.<\/p>\n\n\n\n

V r\u00e1mci HR odd\u011blen\u00ed existuj\u00ed r\u016fzn\u00e9 divize nebo t\u00fdmy, jako je n\u00e1bor, vztahy se zam\u011bstnanci a \u0161kolen\u00ed a rozvoj. Ka\u017ed\u00fd z t\u011bchto t\u00fdm\u016f m\u00e1 sv\u00e9 specifick\u00e9 zam\u011b\u0159en\u00ed, p\u0159i\u010dem\u017e n\u00e1borov\u00fd t\u00fdm odpov\u00edd\u00e1 za n\u00e1bor, t\u00fdm pro vztahy se zam\u011bstnanci \u0159e\u0161\u00ed konflikty na pracovi\u0161ti a zapojen\u00ed zam\u011bstnanc\u016f a t\u00fdm \u0161kolen\u00ed a rozvoje se zam\u011b\u0159uje na zlep\u0161ov\u00e1n\u00ed dovednost\u00ed a znalost\u00ed zam\u011bstnanc\u016f. Tato maticov\u00e1 struktura umo\u017e\u0148uje flexibiln\u011bj\u0161\u00ed a p\u0159izp\u016fsobiv\u011bj\u0161\u00ed p\u0159\u00edstup k \u0159\u00edzen\u00ed lidsk\u00fdch zdroj\u016f a zaji\u0161\u0165uje efektivn\u00ed integraci centralizovan\u00fdch i decentralizovan\u00fdch aspekt\u016f.<\/p>\n\n\n\n

P\u0159\u00edklad matrix struktury v HR odd\u011blen\u00ed<\/h4>\n\n\n\n

Maticov\u00e1 struktura v odd\u011blen\u00ed lidsk\u00fdch zdroj\u016f kombinuje centralizovan\u00e9 a decentralizovan\u00e9 prvky, co\u017e umo\u017e\u0148uje nez\u00e1visl\u00fdm funk\u010dn\u00edm odd\u011blen\u00edm lidsk\u00fdch zdroj\u016f \u0159e\u0161it \u00fakoly specifick\u00e9 pro dan\u00fd projekt. V tomto nastaven\u00ed mohou HR zam\u011bstnanci pod\u00e1vat zpr\u00e1vy jak HR mana\u017eerovi pro obecn\u00e9 HR z\u00e1le\u017eitosti, tak specifick\u00fdm odd\u011blen\u00edm v r\u00e1mci spole\u010dnosti pro \u00fakoly souvisej\u00edc\u00ed s projektem. Tato struktura umo\u017e\u0148uje personalist\u016fm poskytovat odborn\u00e9 znalosti a podporu r\u016fzn\u00fdm odd\u011blen\u00edm a p\u0159itom b\u00fdt sou\u010d\u00e1st\u00ed centralizovan\u00e9ho HR t\u00fdmu.<\/p>\n\n\n\n

Mezi v\u00fdhody t\u00e9to struktury pat\u0159\u00ed zlep\u0161en\u00e1 komunikace a koordinace mezi HR a ostatn\u00edmi odd\u011blen\u00edmi, zv\u00fd\u0161en\u00e1 flexibilita p\u0159i \u0159e\u0161en\u00ed specifick\u00fdch pot\u0159eb projektu a schopnost vyu\u017e\u00edt HR odborn\u00e9 znalosti v r\u016fzn\u00fdch oblastech spole\u010dnosti. Mohou v\u0161ak nastat probl\u00e9my, pokud jde o vykazov\u00e1n\u00ed, potenci\u00e1ln\u00ed st\u0159ety z\u00e1jm\u016f a slo\u017eitost \u0159\u00edzen\u00ed dvoj\u00ed odpov\u011bdnosti.<\/p>\n\n\n\n

Implementac\u00ed maticov\u00e9 struktury m\u016f\u017ee HR odd\u011blen\u00ed efektivn\u011b vyv\u00e1\u017eit centralizovan\u00e9 \u0159\u00edzen\u00ed s decentralizovan\u00fdm rozhodov\u00e1n\u00edm, co\u017e v kone\u010dn\u00e9m d\u016fsledku zvy\u0161uje schopnost organizace p\u0159izp\u016fsobit se r\u016fznorod\u00fdm po\u017eadavk\u016fm projektu.<\/p>\n\n\n\n

Z\u00e1v\u011br<\/h2>\n\n\n\n

Z\u00e1v\u011brem lze \u0159\u00edci, \u017ee strukturov\u00e1n\u00ed HR odd\u011blen\u00ed hraje kl\u00ed\u010dovou roli p\u0159i sla\u010fov\u00e1n\u00ed funkc\u00ed HR s pot\u0159ebami podniku. Mezi kl\u00ed\u010dov\u00e9 modely strukturov\u00e1n\u00ed pat\u0159\u00ed centralizovan\u00e9, decentralizovan\u00e9, maticov\u00e9, outsourcovan\u00e9 a c\u00edlen\u011b orientovan\u00e9 struktury. Centralizovan\u00e9 struktury maj\u00ed rozhodov\u00e1n\u00ed o lidsk\u00fdch zdroj\u00edch na podnikov\u00e9 \u00farovni, zat\u00edmco decentralizovan\u00e9 struktury umo\u017e\u0148uj\u00ed jednotliv\u00fdm obchodn\u00edm jednotk\u00e1m v\u011bt\u0161\u00ed autonomii. Maticov\u00e9 struktury kombinuj\u00ed funk\u010dn\u00ed a produktov\u00e9 reportovac\u00ed linie. Outsourcovan\u00e9 struktury zahrnuj\u00ed poskytovatele t\u0159et\u00edch stran, kte\u0159\u00ed se staraj\u00ed o funkce HR. C\u00edlov\u011b orientovan\u00e9 struktury se zam\u011b\u0159uj\u00ed na slad\u011bn\u00ed HR aktivit s celkov\u00fdmi obchodn\u00edmi c\u00edli.<\/p>\n\n\n\n

\u00daprava struktury lidsk\u00fdch zdroj\u016f tak, aby vyhovovala pot\u0159eb\u00e1m podniku, zahrnuje vyhodnocen\u00ed st\u00e1vaj\u00edc\u00ed struktury s c\u00edlem identifikovat jej\u00ed siln\u00e9 a slab\u00e9 str\u00e1nky. To m\u016f\u017ee zahrnovat proveden\u00ed d\u016fkladn\u00e9 anal\u00fdzy sou\u010dasn\u00fdch proces\u016f, komunika\u010dn\u00edch tok\u016f, schopnost\u00ed rozhodov\u00e1n\u00ed a alokace zdroj\u016f. Odtud lze prov\u00e9st \u00fapravy za \u00fa\u010delem reorganizace HR odd\u011blen\u00ed, aby l\u00e9pe podporovalo podnik\u00e1n\u00ed. To by mohlo zahrnovat vytvo\u0159en\u00ed nov\u00fdch rol\u00ed, p\u0159edefinov\u00e1n\u00ed odpov\u011bdnost\u00ed a restrukturalizaci lini\u00ed pod\u00e1v\u00e1n\u00ed zpr\u00e1v. V kone\u010dn\u00e9m d\u016fsledku je c\u00edlem zajistit, aby HR odd\u011blen\u00ed efektivn\u011b podporovalo podnik\u00e1n\u00ed a p\u0159isp\u00edvalo k jeho \u00fasp\u011bchu.<\/p>\n\n\n\n

Sloneek:  Zefektivn\u011bn\u00ed struktur HR odd\u011blen\u00ed<\/h2>\n\n\n\n

Optimalizace struktury HR odd\u011blen\u00ed je kl\u00ed\u010dov\u00e1 pro zv\u00fd\u0161en\u00ed provozn\u00ed efektivity a slad\u011bn\u00ed lidsk\u00fdch zdroj\u016f se strategick\u00fdmi obchodn\u00edmi c\u00edli. HR software spole\u010dnosti Sloneek<\/a> poskytuje n\u00e1stroje nezbytn\u00e9 pro vedouc\u00ed pracovn\u00edky v oblasti lidsk\u00fdch zdroj\u016f k n\u00e1vrhu a implementaci struktury odd\u011blen\u00ed lidsk\u00fdch zdroj\u016f, kter\u00e1 odpov\u00edd\u00e1 vyv\u00edjej\u00edc\u00edm se pot\u0159eb\u00e1m jejich organizace. S na\u0161\u00ed platformou lze HR funkce bez probl\u00e9m\u016f organizovat do specializovan\u00fdch oblast\u00ed, jako je n\u00e1bor<\/a>, rozvoj zam\u011bstnanc\u016f a spr\u00e1va benefit\u016f, a zajistit tak, \u017ee ka\u017ed\u00fd segment bude fungovat maxim\u00e1ln\u011b efektivn\u011b.<\/p>\n\n\n\n

Sloneek umo\u017e\u0148uje HR odd\u011blen\u00edm automatizovat rutinn\u00ed \u00fakoly a zefektivnit pracovn\u00ed postupy, co\u017e HR profesion\u00e1l\u016fm umo\u017e\u0148uje soust\u0159edit se na strategick\u00e9 iniciativy a zapojen\u00ed zam\u011bstnanc\u016f<\/a>. Na\u0161e p\u0159izp\u016fsobiteln\u00e9 \u0159\u00eddic\u00ed panely a n\u00e1stroje pro pod\u00e1v\u00e1n\u00ed zpr\u00e1v poskytuj\u00ed vedouc\u00edm HR p\u0159ehled, kter\u00fd pot\u0159ebuj\u00ed, aby mohli \u010dinit informovan\u00e1 rozhodnut\u00ed o struktu\u0159e sv\u00e9ho odd\u011blen\u00ed a alokaci zdroj\u016f. Vyu\u017eit\u00edm Sloneek mohou spole\u010dnosti vytvo\u0159it citliv\u011bj\u0161\u00ed a agiln\u011bj\u0161\u00ed HR odd\u011blen\u00ed, kter\u00e9 je l\u00e9pe vybaveno k podpo\u0159e c\u00edl\u016f organizace a p\u0159izp\u016fsoben\u00ed se budouc\u00edm v\u00fdzv\u00e1m.<\/p>\n","protected":false},"template":"","meta":{"_acf_changed":false,"_acf":"","inline_featured_image":false,"footnotes":""},"class_list":["post-33349","lexicon","type-lexicon","status-publish","hentry"],"acf":[],"yoast_head":"\nP\u0159ehled struktury HR odd\u011blen\u00ed - Sloneek<\/title>\n<meta name=\"description\" content=\"HR odd\u011blen\u00ed je d\u016fle\u017eitou sou\u010d\u00e1st\u00ed ka\u017ed\u00e9 organizace, kter\u00e1 je zodpov\u011bdn\u00e1 za \u0159\u00edzen\u00ed nejcenn\u011bj\u0161\u00edho aktiva spole\u010dnosti \u2013 zam\u011bstnanc\u016f.\" \/>\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\/slovnik-pojmu\/struktura-hr-oddeleni\/\" \/>\n<meta property=\"og:locale\" content=\"cs_CZ\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Struktura HR odd\u011blen\u00ed\" \/>\n<meta property=\"og:description\" content=\"HR odd\u011blen\u00ed je d\u016fle\u017eitou sou\u010d\u00e1st\u00ed ka\u017ed\u00e9 organizace, kter\u00e1 je zodpov\u011bdn\u00e1 za \u0159\u00edzen\u00ed nejcenn\u011bj\u0161\u00edho aktiva spole\u010dnosti \u2013 zam\u011bstnanc\u016f.\" \/>\n<meta property=\"og:url\" content=\"https:\/\/www.sloneek.com\/cs\/slovnik-pojmu\/struktura-hr-oddeleni\/\" \/>\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=\"2026-08-13T08:59:57+00:00\" \/>\n<meta property=\"og:image\" content=\"https:\/\/www.sloneek.com\/wp-content\/uploads\/2024\/06\/selective-focus-of-wooden-cubes-near-blonde-recrui.jpg\" \/>\n\t<meta property=\"og:image:width\" content=\"1024\" \/>\n\t<meta property=\"og:image:height\" content=\"683\" \/>\n\t<meta property=\"og:image:type\" content=\"image\/jpeg\" \/>\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=\"15 minut\" \/>\n<script type=\"application\/ld+json\" class=\"yoast-schema-graph\">{\"@context\":\"https:\\\/\\\/schema.org\",\"@graph\":[{\"@type\":\"WebPage\",\"@id\":\"https:\\\/\\\/www.sloneek.com\\\/cs\\\/slovnik-pojmu\\\/struktura-hr-oddeleni\\\/\",\"url\":\"https:\\\/\\\/www.sloneek.com\\\/cs\\\/slovnik-pojmu\\\/struktura-hr-oddeleni\\\/\",\"name\":\"P\u0159ehled struktury HR odd\u011blen\u00ed - Sloneek\",\"isPartOf\":{\"@id\":\"https:\\\/\\\/www.sloneek.com\\\/cs\\\/#website\"},\"primaryImageOfPage\":{\"@id\":\"https:\\\/\\\/www.sloneek.com\\\/cs\\\/slovnik-pojmu\\\/struktura-hr-oddeleni\\\/#primaryimage\"},\"image\":{\"@id\":\"https:\\\/\\\/www.sloneek.com\\\/cs\\\/slovnik-pojmu\\\/struktura-hr-oddeleni\\\/#primaryimage\"},\"thumbnailUrl\":\"https:\\\/\\\/www.sloneek.com\\\/wp-content\\\/uploads\\\/2024\\\/06\\\/selective-focus-of-wooden-cubes-near-blonde-recrui.jpg\",\"datePublished\":\"2024-06-05T14:12:32+00:00\",\"dateModified\":\"2026-08-13T08:59:57+00:00\",\"description\":\"HR odd\u011blen\u00ed je d\u016fle\u017eitou sou\u010d\u00e1st\u00ed ka\u017ed\u00e9 organizace, kter\u00e1 je zodpov\u011bdn\u00e1 za \u0159\u00edzen\u00ed nejcenn\u011bj\u0161\u00edho aktiva spole\u010dnosti \u2013 zam\u011bstnanc\u016f.\",\"inLanguage\":\"cs\",\"potentialAction\":[{\"@type\":\"ReadAction\",\"target\":[\"https:\\\/\\\/www.sloneek.com\\\/cs\\\/slovnik-pojmu\\\/struktura-hr-oddeleni\\\/\"]}]},{\"@type\":\"ImageObject\",\"inLanguage\":\"cs\",\"@id\":\"https:\\\/\\\/www.sloneek.com\\\/cs\\\/slovnik-pojmu\\\/struktura-hr-oddeleni\\\/#primaryimage\",\"url\":\"https:\\\/\\\/www.sloneek.com\\\/wp-content\\\/uploads\\\/2024\\\/06\\\/selective-focus-of-wooden-cubes-near-blonde-recrui.jpg\",\"contentUrl\":\"https:\\\/\\\/www.sloneek.com\\\/wp-content\\\/uploads\\\/2024\\\/06\\\/selective-focus-of-wooden-cubes-near-blonde-recrui.jpg\"},{\"@type\":\"WebSite\",\"@id\":\"https:\\\/\\\/www.sloneek.com\\\/cs\\\/#website\",\"url\":\"https:\\\/\\\/www.sloneek.com\\\/cs\\\/\",\"name\":\"Sloneek\",\"description\":\"All-in-One Human Resources (HR) Software\",\"publisher\":{\"@id\":\"https:\\\/\\\/www.sloneek.com\\\/cs\\\/#organization\"},\"potentialAction\":[{\"@type\":\"SearchAction\",\"target\":{\"@type\":\"EntryPoint\",\"urlTemplate\":\"https:\\\/\\\/www.sloneek.com\\\/cs\\\/?s={search_term_string}\"},\"query-input\":{\"@type\":\"PropertyValueSpecification\",\"valueRequired\":true,\"valueName\":\"search_term_string\"}}],\"inLanguage\":\"cs\"},{\"@type\":\"Organization\",\"@id\":\"https:\\\/\\\/www.sloneek.com\\\/cs\\\/#organization\",\"name\":\"Sloneek\",\"url\":\"https:\\\/\\\/www.sloneek.com\\\/cs\\\/\",\"logo\":{\"@type\":\"ImageObject\",\"inLanguage\":\"cs\",\"@id\":\"https:\\\/\\\/www.sloneek.com\\\/cs\\\/#\\\/schema\\\/logo\\\/image\\\/\",\"url\":\"https:\\\/\\\/www.sloneek.com\\\/wp-content\\\/uploads\\\/2023\\\/04\\\/logo-1_fd236ac2.svg\",\"contentUrl\":\"https:\\\/\\\/www.sloneek.com\\\/wp-content\\\/uploads\\\/2023\\\/04\\\/logo-1_fd236ac2.svg\",\"width\":129,\"height\":29,\"caption\":\"Sloneek\"},\"image\":{\"@id\":\"https:\\\/\\\/www.sloneek.com\\\/cs\\\/#\\\/schema\\\/logo\\\/image\\\/\"},\"sameAs\":[\"https:\\\/\\\/www.facebook.com\\\/sloneekcom\\\/\",\"https:\\\/\\\/sk.linkedin.com\\\/company\\\/sloneek-eu\",\"https:\\\/\\\/www.youtube.com\\\/channel\\\/UCKpOp72rvFBfhJ5DYhX_dOw\"]}]}<\/script>\n<!-- \/ Yoast SEO Premium plugin. -->","yoast_head_json":{"title":"P\u0159ehled struktury HR odd\u011blen\u00ed - Sloneek","description":"HR odd\u011blen\u00ed je d\u016fle\u017eitou sou\u010d\u00e1st\u00ed ka\u017ed\u00e9 organizace, kter\u00e1 je zodpov\u011bdn\u00e1 za \u0159\u00edzen\u00ed nejcenn\u011bj\u0161\u00edho aktiva spole\u010dnosti \u2013 zam\u011bstnanc\u016f.","robots":{"index":"index","follow":"follow","max-snippet":"max-snippet:-1","max-image-preview":"max-image-preview:large","max-video-preview":"max-video-preview:-1"},"canonical":"https:\/\/www.sloneek.com\/cs\/slovnik-pojmu\/struktura-hr-oddeleni\/","og_locale":"cs_CZ","og_type":"article","og_title":"Struktura HR odd\u011blen\u00ed","og_description":"HR odd\u011blen\u00ed je d\u016fle\u017eitou sou\u010d\u00e1st\u00ed ka\u017ed\u00e9 organizace, kter\u00e1 je zodpov\u011bdn\u00e1 za \u0159\u00edzen\u00ed nejcenn\u011bj\u0161\u00edho aktiva spole\u010dnosti \u2013 zam\u011bstnanc\u016f.","og_url":"https:\/\/www.sloneek.com\/cs\/slovnik-pojmu\/struktura-hr-oddeleni\/","og_site_name":"Sloneek","article_publisher":"https:\/\/www.facebook.com\/sloneekcom\/","article_modified_time":"2026-08-13T08:59:57+00:00","og_image":[{"width":1024,"height":683,"url":"https:\/\/www.sloneek.com\/wp-content\/uploads\/2024\/06\/selective-focus-of-wooden-cubes-near-blonde-recrui.jpg","type":"image\/jpeg"}],"twitter_card":"summary_large_image","twitter_misc":{"Odhadovan\u00e1 doba \u010dten\u00ed":"15 minut"},"schema":{"@context":"https:\/\/schema.org","@graph":[{"@type":"WebPage","@id":"https:\/\/www.sloneek.com\/cs\/slovnik-pojmu\/struktura-hr-oddeleni\/","url":"https:\/\/www.sloneek.com\/cs\/slovnik-pojmu\/struktura-hr-oddeleni\/","name":"P\u0159ehled struktury HR odd\u011blen\u00ed - Sloneek","isPartOf":{"@id":"https:\/\/www.sloneek.com\/cs\/#website"},"primaryImageOfPage":{"@id":"https:\/\/www.sloneek.com\/cs\/slovnik-pojmu\/struktura-hr-oddeleni\/#primaryimage"},"image":{"@id":"https:\/\/www.sloneek.com\/cs\/slovnik-pojmu\/struktura-hr-oddeleni\/#primaryimage"},"thumbnailUrl":"https:\/\/www.sloneek.com\/wp-content\/uploads\/2024\/06\/selective-focus-of-wooden-cubes-near-blonde-recrui.jpg","datePublished":"2024-06-05T14:12:32+00:00","dateModified":"2026-08-13T08:59:57+00:00","description":"HR odd\u011blen\u00ed je d\u016fle\u017eitou sou\u010d\u00e1st\u00ed ka\u017ed\u00e9 organizace, kter\u00e1 je zodpov\u011bdn\u00e1 za \u0159\u00edzen\u00ed nejcenn\u011bj\u0161\u00edho aktiva spole\u010dnosti \u2013 zam\u011bstnanc\u016f.","inLanguage":"cs","potentialAction":[{"@type":"ReadAction","target":["https:\/\/www.sloneek.com\/cs\/slovnik-pojmu\/struktura-hr-oddeleni\/"]}]},{"@type":"ImageObject","inLanguage":"cs","@id":"https:\/\/www.sloneek.com\/cs\/slovnik-pojmu\/struktura-hr-oddeleni\/#primaryimage","url":"https:\/\/www.sloneek.com\/wp-content\/uploads\/2024\/06\/selective-focus-of-wooden-cubes-near-blonde-recrui.jpg","contentUrl":"https:\/\/www.sloneek.com\/wp-content\/uploads\/2024\/06\/selective-focus-of-wooden-cubes-near-blonde-recrui.jpg"},{"@type":"WebSite","@id":"https:\/\/www.sloneek.com\/cs\/#website","url":"https:\/\/www.sloneek.com\/cs\/","name":"Sloneek","description":"All-in-One Human Resources (HR) Software","publisher":{"@id":"https:\/\/www.sloneek.com\/cs\/#organization"},"potentialAction":[{"@type":"SearchAction","target":{"@type":"EntryPoint","urlTemplate":"https:\/\/www.sloneek.com\/cs\/?s={search_term_string}"},"query-input":{"@type":"PropertyValueSpecification","valueRequired":true,"valueName":"search_term_string"}}],"inLanguage":"cs"},{"@type":"Organization","@id":"https:\/\/www.sloneek.com\/cs\/#organization","name":"Sloneek","url":"https:\/\/www.sloneek.com\/cs\/","logo":{"@type":"ImageObject","inLanguage":"cs","@id":"https:\/\/www.sloneek.com\/cs\/#\/schema\/logo\/image\/","url":"https:\/\/www.sloneek.com\/wp-content\/uploads\/2023\/04\/logo-1_fd236ac2.svg","contentUrl":"https:\/\/www.sloneek.com\/wp-content\/uploads\/2023\/04\/logo-1_fd236ac2.svg","width":129,"height":29,"caption":"Sloneek"},"image":{"@id":"https:\/\/www.sloneek.com\/cs\/#\/schema\/logo\/image\/"},"sameAs":["https:\/\/www.facebook.com\/sloneekcom\/","https:\/\/sk.linkedin.com\/company\/sloneek-eu","https:\/\/www.youtube.com\/channel\/UCKpOp72rvFBfhJ5DYhX_dOw"]}]}},"_links":{"self":[{"href":"https:\/\/www.sloneek.com\/cs\/wp-json\/wp\/v2\/lexicon\/33349","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.sloneek.com\/cs\/wp-json\/wp\/v2\/lexicon"}],"about":[{"href":"https:\/\/www.sloneek.com\/cs\/wp-json\/wp\/v2\/types\/lexicon"}],"version-history":[{"count":0,"href":"https:\/\/www.sloneek.com\/cs\/wp-json\/wp\/v2\/lexicon\/33349\/revisions"}],"wp:attachment":[{"href":"https:\/\/www.sloneek.com\/cs\/wp-json\/wp\/v2\/media?parent=33349"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}