{"id":22435,"date":"2025-08-04T10:51:21","date_gmt":"2025-08-04T08:51:21","guid":{"rendered":"https:\/\/www.sloneek.com\/blog\/nechali-jsme-umelou-inteligenci-delat-hr-jak-to-dopadlo\/"},"modified":"2026-08-12T10:03:39","modified_gmt":"2026-08-12T08:03:39","slug":"nechali-jsme-umelou-inteligenci-delat-hr-jak-to-dopadlo","status":"publish","type":"blog","link":"https:\/\/www.sloneek.com\/sk\/blog\/nechali-jsme-umelou-inteligenci-delat-hr-jak-to-dopadlo\/","title":{"rendered":"Nechali sme umel\u00fa inteligenciu robi\u0165 HR v rokoch 2023 a 2025. \u010co sa zmenilo?"},"content":{"rendered":"\n

Dva roky s\u00fa v technol\u00f3gi\u00e1ch ve\u010dnos\u0165. V roku 2023 sme sk\u00fasili ChatGPT zveri\u0165 be\u017en\u00e9 aj kr\u00edzov\u00e9 HR \u00falohy a boli sme zvedav\u00ed, \u010di dok\u00e1\u017ee formulova\u0165 zmyslupln\u00e9 postupy. V roku 2025 sme test zopakovali. S rovnak\u00fdmi promptami, ale s najnov\u0161ou verziou modelu (o3). Ako to dopadlo a ak\u00e9 boli najv\u00e4\u010d\u0161ie rozdiely? \u010c\u00edtajte a sk\u00faste si na\u0161e prompty prejs\u0165 napr\u00edklad aj s Google AI alebo Perplexity.<\/strong><\/p>\n\n\n\n

1 | Od odpor\u00fa\u010dan\u00ed k d\u00e1tam<\/strong><\/b><\/h2>\n\n\n\n

V roku 2023 pon\u00fakala AI preva\u017ene v\u0161eobecn\u00e9 rady ako \u201eanalyzujte situ\u00e1ciu\u201c alebo \u201ekomunikujte f\u00e9rovo\u201c. O dva roky nesk\u00f4r je vidie\u0165 posun: odpove\u010f sa za\u010d\u00edna d\u00e1tovou anal\u00fdzou n\u00e1kladov\u00fdch stred\u00edsk, navrhuje konkr\u00e9tne kroky a prid\u00e1va outplacementov\u00fd bal\u00ed\u010dek. AI tak pre\u0161la od neur\u010dit\u00e9ho \u201ezv\u00e1\u017ete mo\u017enosti\u201c ku konkr\u00e9tnemu, merate\u013en\u00e9mu pl\u00e1nu, ktor\u00fd navy\u0161e d\u00e1va HR argumenta\u010dn\u00fa mun\u00edciu, ktor\u00fa pochop\u00ed aj CFO.<\/p>\n\n\n\n

Prompt<\/strong>
\n\u201eExistuj\u00fa z tvojho poh\u013eadu v oblasti HR postupy, ktor\u00e9 ved\u00fa k tomu, \u017ee sa prep\u00fa\u0161\u0165anie stane v\u017edy a\u017e poslednou mo\u017enos\u0165ou? Sta\u010dia tri najd\u00f4le\u017eitej\u0161ie.\u201c<\/p>\n\n\n\n

Odpove\u010f 2025<\/strong><\/p>\n\n\n\n

    \n
  1. Zavies\u0165 flexibiln\u00e9 formy pr\u00e1ce (home office, zdie\u013ean\u00e9 \u00fav\u00e4zky) a t\u00fdm zn\u00ed\u017ei\u0165 fixn\u00fa r\u00e9\u017eiu.<\/em><\/li>\n\n\n\n
  2. S\u00fastavne investova\u0165 do automatiz\u00e1cie procesov a reskillingu zamestnancov, \u010d\u00edm sa zv\u00fd\u0161i produktivita bez navy\u0161ovania stavov.<\/em><\/li>\n\n\n\n
  3. Akt\u00edvne podporova\u0165 intern\u00fa mobilitu, aby \u013eudia mohli prech\u00e1dza\u0165 na potrebn\u00e9 poz\u00edcie.<\/em><\/li>\n<\/ol>\n\n\n\n

    2 | Hlb\u0161ia empatia a reputa\u010dn\u00e1 citlivos\u0165<\/strong><\/b><\/h2>\n\n\n\n

    Obe verzie vedeli, \u017ee prep\u00fa\u0161\u0165anie bol\u00ed. V nov\u00fdch odpovediach v\u0161ak pribudli detaily: najsk\u00f4r navrhuje konkr\u00e9tne \u00fasporn\u00e9 opatrenia a a\u017e potom pon\u00faka scen\u00e1r cielen\u00e9ho prep\u00fa\u0161\u0165ania. Navy\u0161e AI v roku 2025 prid\u00e1va reputa\u010dn\u00fa vrstvu \u2013 ch\u00e1pe, \u017ee zamestnaneck\u00e1 sk\u00fasenos\u0165 sa nekon\u010d\u00ed podpisom v\u00fdpovede a \u017ee kauza na LinkedIn m\u00f4\u017ee ma\u0165 \u010falekosiahle n\u00e1sledky.
    \nV teste s \u201eprep\u00fa\u0161\u0165an\u00edm e-mailom\u201c okam\u017eite varuje pred zl\u00fdm PR, ohrozen\u00edm sk\u00f3re na port\u00e1loch hodnotiacich zamestn\u00e1vate\u013eov aj priamym vplyvom na n\u00e1borov\u00e9 n\u00e1klady. V roku 2023 bola reput\u00e1cia sk\u00f4r pozn\u00e1mkou pod \u010diarou; dnes je z nej merate\u013en\u00fd Governance KPI. S\u00fa\u010dasn\u00fd model rad\u00ed vytvori\u0165 jednotn\u00e9 verejn\u00e9 ozn\u00e1menie a zapoji\u0165 intern\u00fdch ambas\u00e1dorov zna\u010dky, \u010d\u00edm sp\u00e1ja HR a marketing do jedn\u00e9ho kr\u00edzov\u00e9ho t\u00edmu.<\/p>\n\n\n\n

    Prompt<\/strong>
    \n\u201eExistuj\u00fa z tvojho poh\u013eadu v oblasti HR postupy, ktor\u00e9 ved\u00fa k tomu, \u017ee sa prep\u00fa\u0161\u0165anie stane v\u017edy a\u017e poslednou mo\u017enos\u0165ou? Sta\u010dia tri najd\u00f4le\u017eitej\u0161ie.\u201c<\/p>\n\n\n\n

    Odpove\u010f 2025<\/strong><\/p>\n\n\n\n

      \n
    1. Zavies\u0165 flexibiln\u00e9 formy pr\u00e1ce (home office, zdie\u013ean\u00e9 \u00fav\u00e4zky) a t\u00fdm zn\u00ed\u017ei\u0165 fixn\u00fa r\u00e9\u017eiu.<\/em><\/li>\n\n\n\n
    2. S\u00fastavne investova\u0165 do automatiz\u00e1cie procesov a reskillingu zamestnancov, \u010d\u00edm sa zv\u00fd\u0161i produktivita bez navy\u0161ovania stavov.<\/em><\/li>\n\n\n\n
    3. Akt\u00edvne podporova\u0165 intern\u00fa mobilitu, aby \u013eudia mohli prech\u00e1dza\u0165 na potrebn\u00e9 poz\u00edcie.<\/em><\/li>\n<\/ol>\n\n\n\n

      Prompt<\/strong>
      \n\u201eBohu\u017eia\u013e, nastala situ\u00e1cia, ke\u010f bude aj napriek snah\u00e1m potrebn\u00e9 prepusti\u0165 5% zamestnancov. Nie s\u00fa peniaze na v\u00fdplaty. Ak\u00e9 tri najd\u00f4le\u017eitej\u0161ie kroky treba urobi\u0165, aby bola rozl\u00fa\u010dka d\u00f4stojn\u00e1 a nepo\u0161kodila obraz firmy?\u201c<\/p>\n\n\n\n

      Odpove\u010f 2025<\/strong><\/p>\n\n\n\n

        \n
      1. Osobne a empaticky informova\u0165 ka\u017ed\u00e9ho dotknut\u00e9ho zamestnanca.<\/em><\/li>\n\n\n\n
      2. Pon\u00faknu\u0165 outplacementov\u00fd bal\u00ed\u010dek (kari\u00e9rny kou\u010ding, referencie, technick\u00fa podporu na n\u00e1jdenie novej pr\u00e1ce).<\/em><\/li>\n\n\n\n
      3. Pripravi\u0165 jednotn\u00e9 verejn\u00e9 aj intern\u00e9 ozn\u00e1menie na udr\u017eanie d\u00f4very kolegov, partnerov a reput\u00e1cie firmy.<\/em><\/li>\n<\/ol>\n\n\n\n

        Prompt<\/strong>
        \n\u201e\u0160\u00e9f si zaumienil. Chce, aby sa prep\u00fa\u0161\u0165anie odohralo r\u00fdchlo a bez komunik\u00e1cie. Prep\u00fa\u0161\u0165an\u00ed pracovn\u00edci bud\u00fa informovan\u00ed iba e-mailom a detaily s nimi dorie\u0161i HR oddelenie. Vn\u00edma\u0161 pri tomto postupe nejak\u00e9 rizik\u00e1?\u201c<\/p>\n\n\n\n

        Odpove\u010f 2025<\/strong>
        \nPostup, ke\u010f je v\u00fdpove\u010f ozn\u00e1men\u00e1 len e-mailom, prin\u00e1\u0161a z\u00e1sadn\u00e9 rizik\u00e1:<\/em>
        \n\u2013 M\u00f4\u017ee po\u0161kodi\u0165 mor\u00e1lku a motiv\u00e1ciu zvy\u0161n\u00e9ho t\u00edmu.<\/em>
        \n\u2013 Negat\u00edvne ovplyv\u0148uje reput\u00e1ciu firmy u klientov aj na soci\u00e1lnych sie\u0165ach.<\/em>
        \n\u2013 Vyvol\u00e1va pr\u00e1vne spory z d\u00f4vodu nesplnen\u00fdch informa\u010dn\u00fdch povinnost\u00ed.<\/em>
        \n\u2013 S\u0165a\u017e\u00ed bud\u00faci n\u00e1bor, preto\u017ee talentovan\u00ed \u013eudia sa firme za\u010dn\u00fa vyh\u00fdba\u0165.<\/em><\/p>\n\n\n\n

        3 | Onboarding ako roadmapa<\/strong><\/b><\/h2>\n\n\n\n

        V p\u00f4vodnom teste AI vymenovala, \u010do by onboarding \u201emal zah\u0155\u0148a\u0165\u201c, a identifikovala nejasn\u00e9 o\u010dak\u00e1vania a slab\u00fd onboarding ako hlavn\u00e9 d\u00f4vody r\u00fdchlych odchodov nov\u00e1\u010dikov. Dnes kresl\u00ed \u010dasov\u00fa os a nach\u00e1dza kore\u0148 probl\u00e9mu presnej\u0161ie: ch\u00fdbaj\u00faci r\u00e1mec pre sp\u00e4tn\u00fa v\u00e4zbu po\u010das prv\u00fdch 30-60-90 dn\u00ed, buddy syst\u00e9m a psychologick\u00e9 bezpe\u010die. Ide\u00e1lny onboarding preto opisuje na \u010dasovej osi od pre-boardingu a\u017e po tret\u00ed mesiac, vr\u00e1tane m\u00ed\u013enikov a prezent\u00e1cie mini-projektu. V\u010faka tomu HR dost\u00e1va hotov\u00fd harmonogram, ktor\u00fd mo\u017eno bez \u00faprav vlo\u017ei\u0165 do intranetu a mera\u0165 jeho plnenie.
        \nMiesto kon\u0161tatuj\u00facej anal\u00fdzy dost\u00e1vame aj pl\u00e1n na prevenciu fluktu\u00e1cie, ktor\u00fd jasne hovor\u00ed, kto, kedy a ako m\u00e1 nespokojnos\u0165 zachyti\u0165 sk\u00f4r, ako sa prejav\u00ed odchodom zamestnanca.<\/p>\n\n\n\n

        Prompt<\/strong>
        \n\u201eMal by som \u010fal\u0161iu \u00falohu. Na\u0161a firma potrebuje pril\u00e1ka\u0165 nov\u00e9 talenty, ale doteraz m\u00e1 zl\u00e9 sk\u00fasenosti. \u013dudia, ktor\u00ed nast\u00fapia, v\u00e4\u010d\u0161inou po nieko\u013ek\u00fdch t\u00fd\u017ed\u0148och nespokojn\u00ed odch\u00e1dzaj\u00fa. Pre\u010do je to tak?\u201c<\/p>\n\n\n\n

        Odpove\u010f 2025<\/strong>
        \nZa odchodmi nov\u00e1\u010dikov spravidla stoj\u00ed rozpor medzi t\u00fdm, \u010do bolo s\u013e\u00faben\u00e9 pri n\u00e1bore, a re\u00e1lnou n\u00e1pl\u0148ou pr\u00e1ce, zle nastaven\u00fd onboarding bez jasn\u00fdch m\u00ed\u013enikov a buddyho, nedostatok v\u010dasnej sp\u00e4tnej v\u00e4zby po\u010das prv\u00fdch 90 dn\u00ed, kult\u00fara uprednost\u0148uj\u00faca \u201ebusy-busy\u201c v\u00fdkon pred mentoringom a v niektor\u00fdch pr\u00edpadoch aj zl\u00e9 zaradenie kandid\u00e1ta vzh\u013eadom na jeho kompetencie a z\u00e1ujmy.<\/em><\/p>\n\n\n\n

        Prompt<\/strong>
        \n\u201eAko by pod\u013ea teba mal vyzera\u0165 ide\u00e1lny onboarding, aby nov\u00e9ho kolegu neodradil, ale naopak motivoval?\u201c<\/p>\n\n\n\n

        Odpove\u010f 2025<\/strong>
        \nIde\u00e1lny onboarding sa za\u010d\u00edna pred n\u00e1stupom welcome kitom a pr\u00edstupom do intern\u00fdch n\u00e1strojov. Prv\u00fd de\u0148 stanov\u00ed jasn\u00e9 ciele na 30-60-90 dn\u00ed a pridel\u00ed buddyho. Prv\u00fdch 14 dn\u00ed zah\u0155\u0148a tie\u0148ovanie k\u013e\u00fa\u010dov\u00fdch kolegov a mikro\u0161kolenia, po mesiaci prezent\u00e1ciu vlastn\u00e9ho mini-projektu a po troch mesiacoch z\u00e1vere\u010dn\u00fa sp\u00e4tn\u00fa v\u00e4zbu a nastavenie rozvojov\u00e9ho pl\u00e1nu \u2013 motiv\u00e1cia a transparentn\u00e9 o\u010dak\u00e1vania na oboch stran\u00e1ch.<\/em><\/p>\n\n\n\n

        Prompt<\/strong>
        \n\u201e\u0160\u00e9f je frustrovan\u00fd z toho, \u017ee v sk\u00fa\u0161obnej dobe op\u00e4\u0165 odi\u0161iel talentovan\u00fd kolega, ktor\u00fd st\u00e1l firmu tri pomerne vysok\u00e9 platy. Ako sa ide\u00e1lne dozvedie\u0165, \u017ee v niekom rastie nespokojnos\u0165? Ak\u00fd je hlavn\u00fd d\u00f4vod, pre\u010do sa t\u00e1to inform\u00e1cia k tebe ako k personalistovi nedostala?\u201c<\/p>\n\n\n\n

        Odpove\u010f 2025<\/strong>
        \nNespokojnos\u0165 mo\u017eno zachyti\u0165 pravideln\u00fdmi anonymn\u00fdmi pulse prieskumami, \u0161trn\u00e1s\u0165d\u0148ov\u00fdmi one-to-one stretnutiami a kultiv\u00e1ciou psychologick\u00e9ho bezpe\u010dia. Hlavn\u00fdm d\u00f4vodom, pre\u010do sa sign\u00e1ly \u010dasto str\u00e1caj\u00fa, je pr\u00e1ve nedostatok bezpe\u010dia, preto\u017ee \u013eudia sa boja postihu alebo neveria, \u017ee ich n\u00e1zory bud\u00fa skuto\u010dne rie\u0161en\u00e9.<\/em><\/p>\n\n\n\n

        4 | Employer branding a podpora n\u00e1boru<\/strong><\/b><\/h2>\n\n\n\n

        Z nejasnej rady v roku 2023 \u201ezlep\u0161ite prezent\u00e1ciu na soci\u00e1lnych sie\u0165ach\u201c vznikol p\u00e4\u0165bodov\u00fd pl\u00e1n, ako podpori\u0165 firemn\u00fd imid\u017e a zna\u010dku: obsah tvoren\u00fd zamestnancami, referral kampa\u0148 s okam\u017eit\u00fdm bonusom, PPC remarketing... AI pon\u00faka zoznam konkr\u00e9tnych krokov, rozpo\u010det aj kan\u00e1ly, tak\u017ee HR m\u00f4\u017ee kampa\u0148 spusti\u0165 v kr\u00e1tkom \u010dase.<\/p>\n\n\n\n

        Prompt<\/strong>
        \n\u201eSna\u017e\u00edte sa n\u00e1js\u0165 nov\u00e9ho vhodn\u00e9ho kolegu. Ale kandid\u00e1ti sa na poz\u00edciu nehl\u00e1sia, pr\u00edpadne sami hovoria, \u017ee o va\u0161ej firme ni\u010d nevedia a pr\u00edli\u0161 ju nepoznaj\u00fa. Ako to \u010do najr\u00fdchlej\u0161ie zmeni\u0165? Uve\u010fte 5 bodov.\u201c<\/p>\n\n\n\n

        Odpove\u010f 2025<\/strong><\/p>\n\n\n\n

          \n
        1. Aktivova\u0165 obsah vytv\u00e1ran\u00fd zamestnancami na soci\u00e1lnych sie\u0165ach.<\/em><\/li>\n\n\n\n
        2. Spusti\u0165 referral kampa\u0148 s bonusom po podpise zmluvy.<\/em><\/li>\n\n\n\n
        3. Cielene propagova\u0165 kari\u00e9rne str\u00e1nky cez PPC a remarketing.<\/em><\/li>\n\n\n\n
        4. Prezentova\u0165 odborn\u00fa pr\u00e1cu firmy (open-source, blogy).<\/em><\/li>\n\n\n\n
        5. Usporiada\u0165 verejn\u00fd meetup v kancel\u00e1rii a streamova\u0165 ho online.<\/em><\/li>\n<\/ol>\n\n\n\n

          5 | V\u00fdznam HR a analytika<\/strong><\/b><\/h2>\n\n\n\n

          Tam, kde star\u0161\u00ed model opisoval HR funkcie nejasne, verzia 2025 argumentuje \u010d\u00edslami: time-to-productivity, priama korel\u00e1cia eNPS s revenues, flight-risk predikcia \u010di benchmark total rewards. Okrem samotn\u00fdch d\u00e1t odpor\u00fa\u010da aj formu: kvart\u00e1lny jednostranov\u00fd KPI report, mesa\u010dn\u00fd polhodinov\u00fd sync s CEO a interakt\u00edvny dashboard. HR teda nedost\u00e1va len d\u00e1ta, ale aj sp\u00f4sob, ako ich odovzda\u0165 vedeniu bez zbyto\u010dn\u00fdch a zd\u013ahav\u00fdch m\u00edtingov.<\/p>\n\n\n\n

          Prompt<\/strong>
          \n\u201eAko personalista m\u00e1\u0161 z\u00e1sadn\u00fd probl\u00e9m presved\u010di\u0165 vedenie spolo\u010dnosti, \u017ee tvoja rola je absol\u00fatne k\u013e\u00fa\u010dov\u00e1 a mali by tvoje n\u00e1vrhy a strat\u00e9gie re\u0161pektova\u0165. Dok\u00e1\u017ee\u0161 v piatich bodoch zhrn\u00fa\u0165, v \u010dom je HR oddelenie k\u013e\u00fa\u010dov\u00e9, a to tak, aby akcentovali ekonomick\u00fa str\u00e1nku tvojej roly?\u201c<\/p>\n\n\n\n

          Odpove\u010f 2025<\/strong><\/p>\n\n\n\n

            \n
          1. Skr\u00e1tenie time-to-productivity zni\u017euje n\u00e1klady na neobsaden\u00e9 poz\u00edcie.<\/em><\/li>\n\n\n\n
          2. Stabiliz\u00e1cia retencie znamen\u00e1 menej n\u00e1kladov na opakovan\u00fd n\u00e1bor.<\/em><\/li>\n\n\n\n
          3. Zv\u00fd\u0161enie anga\u017eovanosti zamestnancov m\u00e1 priamy vplyv na tr\u017eby.<\/em><\/li>\n\n\n\n
          4. Zn\u00ed\u017eenie pr\u00e1vnych a compliance riz\u00edk.<\/em><\/li>\n\n\n\n
          5. Vyu\u017eitie people analytics na predikciu kapac\u00edt aj optimaliz\u00e1ciu mzdov\u00fdch n\u00e1kladov.<\/em><\/li>\n<\/ol>\n\n\n\n

            Prompt<\/strong>
            \n\u201e\u0160\u00e9fa najviac zaujal posledn\u00fd bod, t\u00fdkaj\u00faci sa d\u00e1t. Ak\u00e9 d\u00e1ta m\u00f4\u017ee\u0161 na vyhodnocovanie biznisu ako personalista vyu\u017e\u00edva\u0165?\u201c<\/p>\n\n\n\n

            Odpove\u010f<\/strong> 2025<\/strong>
            \nKompletn\u00fd n\u00e1borov\u00fd funnel (cost-per-hire, time-to-fill), demografick\u00e9 a v\u00fdkonov\u00e9 d\u00e1ta zamestnancov na predikciu odchodov, produktivita (revenue per FTE, plnenie OKR), n\u00e1vratnos\u0165 vzdel\u00e1vania (rozdiel v\u00fdkonu pred a po kurze) a total rewards v porovnan\u00ed s odvetvov\u00fdm medi\u00e1nom.<\/em><\/p>\n\n\n\n

            Prompt<\/strong>
            \n\u201eSpolupr\u00e1ca s veden\u00edm spolo\u010dnosti m\u00e1 jeden probl\u00e9m \u2013 nie je nastaven\u00e1 agenda medzi CEO a HR. Ako ide\u00e1lne v 3 krokoch postupova\u0165, aby \u0161\u00e9f ocenil rolu HR, ch\u00e1pal agendu, mohol prij\u00edma\u0165 rozhodnutia, ale z\u00e1rove\u0148 im nemusel venova\u0165 pr\u00edli\u0161 ve\u013ea \u010dasu? Pom\u00f4\u017eu aj v tomto d\u00e1ta?\u201c<\/p>\n\n\n\n

            Odpove\u010f 2025<\/strong><\/p>\n\n\n\n

              \n
            1. Kvart\u00e1lny jednostranov\u00fd report s 5 k\u013e\u00fa\u010dov\u00fdmi HR KPI.<\/em><\/li>\n\n\n\n
            2. Mesa\u010dn\u00e9 30-min\u00fatov\u00e9 synchroniza\u010dn\u00e9 stretnutie HR a CEO na zladenie prior\u00edt.<\/em><\/li>\n\n\n\n
            3. Interakt\u00edvny dashboard, v ktorom si CEO m\u00f4\u017ee kedyko\u013evek zobrazi\u0165 aktu\u00e1lne d\u00e1ta a trendy.<\/em><\/li>\n<\/ol>\n\n\n\n

              6 | T\u00f3n zna\u010dky a rie\u0161enia na mieru<\/strong><\/b><\/h2>\n\n\n\n

              Sedemslovn\u00fd otv\u00e1rac\u00ed slogan pre CFO sa z form\u00e1lnych hesiel zmenil na odv\u00e1\u017ene \u201ePe\u0148azovod z \u013eud\u00ed, \u010do fr\u010dia, pr\u00e1ve \u0161tartuje!\u201c \u2013 bez klasick\u00fdch korpor\u00e1tnych kli\u0161\u00e9 o revol\u00faci\u00e1ch alebo ekonomick\u00fdch pr\u00ednosoch. AI viac reflektuje t\u00f3n zadania aj subjekt\u00edvne po\u017eiadavky v prompte. Nadv\u00e4zuj\u00faca ot\u00e1zka na r\u00fdchly zber HR d\u00e1t u\u017e nezost\u00e1va pri v\u0161eobecn\u00fdch postrehoch, ale navrhuje konkr\u00e9tny pulse prieskum, HRIS, open API a dashboard nad person\u00e1lnymi d\u00e1tami.<\/p>\n\n\n\n

              Prompt<\/strong>
              \n\u201eAk\u00fdch sedem slov zakri\u010da\u0165, ke\u010f vstupuje\u0161 na k\u013e\u00fa\u010dov\u00fa prezent\u00e1ciu o ekonomickom pr\u00ednose HR pre firmu, kde sedia CEO a CFO tak, aby bola od za\u010diatku zaisten\u00e1 ich pozornos\u0165? M\u00f4\u017ee\u0161 pou\u017ei\u0165 hovorov\u00fd jazyk, vyvaruj sa, pros\u00edm, biznisov\u00fdm kli\u0161\u00e9, tie CFO nezn\u00e1\u0161a. D\u00f4vodom je zrejme to, \u017ee je amat\u00e9rsky b\u00e1snik, preferuje teda kvetnat\u00fd jazyk.\u201c<\/p>\n\n\n\n

              Odpove\u010f 2025<\/strong>
              \nPe\u0148azovod z \u013eud\u00ed, \u010do fr\u010dia, pr\u00e1ve \u0161tartuje!<\/em><\/p>\n\n\n\n

              Prompt<\/strong>
              \n\u201eAplauz CEO a CFO po prezent\u00e1cii je po\u010du\u0165 a\u017e do kuchynky. M\u00e1\u0161 rados\u0165? Obaja s\u00fa nad\u0161en\u00ed tvoj\u00edm n\u00e1vrhom, aby firma v r\u00e1mci HR oddelenia zbierala maximum d\u00e1t, ktor\u00e9 m\u00f4\u017ee pou\u017ei\u0165 na rast a generovanie pr\u00edjmov. M\u00e1\u0161 nejak\u00fd n\u00e1pad, ako ich \u010do najjednoduch\u0161\u00edm sp\u00f4sobom z\u00edska\u0165? Do \u010doho bude nutn\u00e9 investova\u0165?\u201c<\/p>\n\n\n\n

              Odpove\u010f 2025<\/strong>
              \nZa\u010da\u0165 kr\u00e1tkym anonymn\u00fdm pulse prieskumom, ktor\u00fd poskytne r\u00fdchly vh\u013ead. Paralelne konsolidova\u0165 v\u0161etky person\u00e1lne inform\u00e1cie do modern\u00e9ho HRIS s otvoren\u00fdm API a n\u00e1sledne nad nimi postavi\u0165 jednoduch\u00fd people-analytics dashboard. Invest\u00edcia smeruje hlavne do SaaS licencie a \u010dasu intern\u00e9ho analytika.<\/em><\/p>\n\n\n\n

              \"U\u0161etr\u00edte<\/a><\/figure>\n\n\n\n

              7 | Motiva\u010dn\u00fd odkaz HR komunite<\/strong><\/b><\/h2>\n\n\n\n

              Z nejasn\u00e9ho \u201eva\u0161a pr\u00e1ca je cenen\u00e1\u201c sa stala ak\u010dn\u00e1 v\u00fdzva: vyu\u017eite d\u00e1ta, experimentujte a uvo\u013enite \u013eudsk\u00fd potenci\u00e1l. Jazyk je sebavedomej\u0161\u00ed a orientovan\u00fd na rast, \u010do odr\u00e1\u017ea posun HR k rozhodovaniu na z\u00e1klade d\u00e1t a anal\u00fdz.<\/p>\n\n\n\n

              Prompt<\/strong>
              \n\u201eAk\u00fd odkaz by si poslal slovensk\u00fdm HR mana\u017e\u00e9rom?\u201c<\/p>\n\n\n\n

              Odpove\u010f 2025<\/strong>
              \nHR je katalyz\u00e1tor rastu. Vyu\u017e\u00edvajte d\u00e1ta, sp\u00e1jajte biznis a \u013eud\u00ed, ka\u017ed\u00e1 polo\u017een\u00e1 ot\u00e1zka je bud\u00faca konkuren\u010dn\u00e1 v\u00fdhoda. Bu\u010fte hrd\u00ed na svoju rolu a neust\u00e1le experimentujte \u2013 rozv\u00edjate \u013eudsk\u00fd potenci\u00e1l a pos\u00favate firmu vpred.<\/em><\/p>\n\n\n\n

              8 | Jazyk: krat\u0161\u00ed, \u00fadernej\u0161\u00ed, st\u00e1le \u013eudsk\u00fd<\/strong><\/b><\/h2>\n\n\n\n

              Pri v\u00e4\u010d\u0161ine promptov zmizli dlh\u00e9 odr\u00e1\u017eky. Odpovede s\u00fa formulovan\u00e9 do s\u00favisl\u00fdch odsekov, aj ke\u010f to je nie\u010do, \u010do m\u00f4\u017eete promptom \u013eahko upravi\u0165, ak rad\u0161ej pracujete s odr\u00e1\u017ekami a zoznamami. Bonmot pre CFO je s\u00edce \u00fasmevn\u00fd, ale ukazuje v\u00e4\u010d\u0161iu odvahu; AI sa sna\u017e\u00ed dr\u017ea\u0165 t\u00f3n zna\u010dky, ale neboj\u00ed sa tro\u0161ky punku, ak to firemn\u00e1 kult\u00fara unesie.<\/p>\n\n\n\n

              Z\u00e1ver<\/strong><\/b><\/h2>\n\n\n\n

              Za dva roky sa generat\u00edvna AI v HR posunula od papag\u00e1jovania v\u0161eobecn\u00fdch r\u00e1d k odpor\u00fa\u010daniu konkr\u00e9tnych krokov na mieru potreb\u00e1m. Kde predt\u00fdm radila, \u010do robi\u0165, dnes rovno hovor\u00ed pre\u010do, ako a za ko\u013eko sa zmena oplat\u00ed. Ak sa HR nau\u010d\u00ed kl\u00e1s\u0165 presn\u00e9 ot\u00e1zky a zapoji\u0165 v\u00fdstupy do rozhodovac\u00edch procesov, z\u00edska siln\u00e9 argumenty, ktor\u00e9 podporia v\u00fdznam HR vo firme.<\/p>\n","protected":false},"featured_media":46845,"template":"","meta":{"_acf_changed":false,"_acf":"","inline_featured_image":false,"footnotes":""},"class_list":["post-22435","blog","type-blog","status-publish","has-post-thumbnail","hentry","blog_categories-ai-sk"],"acf":[],"yoast_head":"\nChatGPT v HR: \u010co sa zmenilo? | Sloneek<\/title>\n<meta name=\"description\" content=\"ChatGPT v HR testy v 2023 vs. 2025 ???? Od v\u0161eobecn\u00fdch r\u00e1d k merate\u013en\u00fdm pl\u00e1nom, empatii a d\u00e1tam. Pozrite si rozdiely a konkr\u00e9tne zlep\u0161enia.\" \/>\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\/sk\/blog\/nechali-jsme-umelou-inteligenci-delat-hr-jak-to-dopadlo\/\" \/>\n<meta property=\"og:locale\" content=\"sk_SK\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Nechali sme umel\u00fa inteligenciu robi\u0165 HR v rokoch 2023 a 2025. \u010co sa zmenilo?\" \/>\n<meta property=\"og:description\" content=\"ChatGPT v HR testy v 2023 vs. 2025 ???? Od v\u0161eobecn\u00fdch r\u00e1d k merate\u013en\u00fdm pl\u00e1nom, empatii a d\u00e1tam. Pozrite si rozdiely a konkr\u00e9tne zlep\u0161enia.\" \/>\n<meta property=\"og:url\" content=\"https:\/\/www.sloneek.com\/sk\/blog\/nechali-jsme-umelou-inteligenci-delat-hr-jak-to-dopadlo\/\" \/>\n<meta property=\"og:site_name\" content=\"Sloneek\u00ae\" \/>\n<meta property=\"article:publisher\" content=\"https:\/\/www.facebook.com\/sloneekcom\/\" \/>\n<meta property=\"article:modified_time\" content=\"2026-08-12T08:03:39+00:00\" \/>\n<meta property=\"og:image\" content=\"https:\/\/www.sloneek.com\/wp-content\/uploads\/2023\/01\/chatgpt_HR.webp\" \/>\n\t<meta property=\"og:image:width\" content=\"905\" \/>\n\t<meta property=\"og:image:height\" content=\"520\" \/>\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=\"Predpokladan\u00fd \u010das \u010d\u00edtania\" \/>\n\t<meta name=\"twitter:data1\" content=\"11 min\u00fat\" \/>\n<script type=\"application\/ld+json\" class=\"yoast-schema-graph\">{\"@context\":\"https:\\\/\\\/schema.org\",\"@graph\":[{\"@type\":\"WebPage\",\"@id\":\"https:\\\/\\\/www.sloneek.com\\\/sk\\\/blog\\\/nechali-jsme-umelou-inteligenci-delat-hr-jak-to-dopadlo\\\/\",\"url\":\"https:\\\/\\\/www.sloneek.com\\\/sk\\\/blog\\\/nechali-jsme-umelou-inteligenci-delat-hr-jak-to-dopadlo\\\/\",\"name\":\"ChatGPT v HR: \u010co sa zmenilo? | Sloneek\",\"isPartOf\":{\"@id\":\"https:\\\/\\\/www.sloneek.com\\\/sk\\\/#website\"},\"primaryImageOfPage\":{\"@id\":\"https:\\\/\\\/www.sloneek.com\\\/sk\\\/blog\\\/nechali-jsme-umelou-inteligenci-delat-hr-jak-to-dopadlo\\\/#primaryimage\"},\"image\":{\"@id\":\"https:\\\/\\\/www.sloneek.com\\\/sk\\\/blog\\\/nechali-jsme-umelou-inteligenci-delat-hr-jak-to-dopadlo\\\/#primaryimage\"},\"thumbnailUrl\":\"https:\\\/\\\/www.sloneek.com\\\/wp-content\\\/uploads\\\/2023\\\/01\\\/chatgpt_HR.webp\",\"datePublished\":\"2025-08-04T08:51:21+00:00\",\"dateModified\":\"2026-08-12T08:03:39+00:00\",\"description\":\"ChatGPT v HR testy v 2023 vs. 2025 ???? Od v\u0161eobecn\u00fdch r\u00e1d k merate\u013en\u00fdm pl\u00e1nom, empatii a d\u00e1tam. Pozrite si rozdiely a konkr\u00e9tne zlep\u0161enia.\",\"inLanguage\":\"sk-SK\",\"potentialAction\":[{\"@type\":\"ReadAction\",\"target\":[\"https:\\\/\\\/www.sloneek.com\\\/sk\\\/blog\\\/nechali-jsme-umelou-inteligenci-delat-hr-jak-to-dopadlo\\\/\"]}]},{\"@type\":\"ImageObject\",\"inLanguage\":\"sk-SK\",\"@id\":\"https:\\\/\\\/www.sloneek.com\\\/sk\\\/blog\\\/nechali-jsme-umelou-inteligenci-delat-hr-jak-to-dopadlo\\\/#primaryimage\",\"url\":\"https:\\\/\\\/www.sloneek.com\\\/wp-content\\\/uploads\\\/2023\\\/01\\\/chatgpt_HR.webp\",\"contentUrl\":\"https:\\\/\\\/www.sloneek.com\\\/wp-content\\\/uploads\\\/2023\\\/01\\\/chatgpt_HR.webp\",\"width\":905,\"height\":520},{\"@type\":\"WebSite\",\"@id\":\"https:\\\/\\\/www.sloneek.com\\\/sk\\\/#website\",\"url\":\"https:\\\/\\\/www.sloneek.com\\\/sk\\\/\",\"name\":\"Sloneek\u00ae\",\"description\":\"All-in-One Human Resources (HR) Software\",\"publisher\":{\"@id\":\"https:\\\/\\\/www.sloneek.com\\\/sk\\\/#organization\"},\"potentialAction\":[{\"@type\":\"SearchAction\",\"target\":{\"@type\":\"EntryPoint\",\"urlTemplate\":\"https:\\\/\\\/www.sloneek.com\\\/sk\\\/?s={search_term_string}\"},\"query-input\":{\"@type\":\"PropertyValueSpecification\",\"valueRequired\":true,\"valueName\":\"search_term_string\"}}],\"inLanguage\":\"sk-SK\"},{\"@type\":\"Organization\",\"@id\":\"https:\\\/\\\/www.sloneek.com\\\/sk\\\/#organization\",\"name\":\"Sloneek\",\"url\":\"https:\\\/\\\/www.sloneek.com\\\/sk\\\/\",\"logo\":{\"@type\":\"ImageObject\",\"inLanguage\":\"sk-SK\",\"@id\":\"https:\\\/\\\/www.sloneek.com\\\/sk\\\/#\\\/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\\\/sk\\\/#\\\/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":"ChatGPT v HR: \u010co sa zmenilo? | Sloneek","description":"ChatGPT v HR testy v 2023 vs. 2025 ???? Od v\u0161eobecn\u00fdch r\u00e1d k merate\u013en\u00fdm pl\u00e1nom, empatii a d\u00e1tam. Pozrite si rozdiely a konkr\u00e9tne zlep\u0161enia.","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\/sk\/blog\/nechali-jsme-umelou-inteligenci-delat-hr-jak-to-dopadlo\/","og_locale":"sk_SK","og_type":"article","og_title":"Nechali sme umel\u00fa inteligenciu robi\u0165 HR v rokoch 2023 a 2025. \u010co sa zmenilo?","og_description":"ChatGPT v HR testy v 2023 vs. 2025 ???? Od v\u0161eobecn\u00fdch r\u00e1d k merate\u013en\u00fdm pl\u00e1nom, empatii a d\u00e1tam. Pozrite si rozdiely a konkr\u00e9tne zlep\u0161enia.","og_url":"https:\/\/www.sloneek.com\/sk\/blog\/nechali-jsme-umelou-inteligenci-delat-hr-jak-to-dopadlo\/","og_site_name":"Sloneek\u00ae","article_publisher":"https:\/\/www.facebook.com\/sloneekcom\/","article_modified_time":"2026-08-12T08:03:39+00:00","og_image":[{"width":905,"height":520,"url":"https:\/\/www.sloneek.com\/wp-content\/uploads\/2023\/01\/chatgpt_HR.webp","type":"image\/webp"}],"twitter_card":"summary_large_image","twitter_misc":{"Predpokladan\u00fd \u010das \u010d\u00edtania":"11 min\u00fat"},"schema":{"@context":"https:\/\/schema.org","@graph":[{"@type":"WebPage","@id":"https:\/\/www.sloneek.com\/sk\/blog\/nechali-jsme-umelou-inteligenci-delat-hr-jak-to-dopadlo\/","url":"https:\/\/www.sloneek.com\/sk\/blog\/nechali-jsme-umelou-inteligenci-delat-hr-jak-to-dopadlo\/","name":"ChatGPT v HR: \u010co sa zmenilo? | Sloneek","isPartOf":{"@id":"https:\/\/www.sloneek.com\/sk\/#website"},"primaryImageOfPage":{"@id":"https:\/\/www.sloneek.com\/sk\/blog\/nechali-jsme-umelou-inteligenci-delat-hr-jak-to-dopadlo\/#primaryimage"},"image":{"@id":"https:\/\/www.sloneek.com\/sk\/blog\/nechali-jsme-umelou-inteligenci-delat-hr-jak-to-dopadlo\/#primaryimage"},"thumbnailUrl":"https:\/\/www.sloneek.com\/wp-content\/uploads\/2023\/01\/chatgpt_HR.webp","datePublished":"2025-08-04T08:51:21+00:00","dateModified":"2026-08-12T08:03:39+00:00","description":"ChatGPT v HR testy v 2023 vs. 2025 ???? Od v\u0161eobecn\u00fdch r\u00e1d k merate\u013en\u00fdm pl\u00e1nom, empatii a d\u00e1tam. Pozrite si rozdiely a konkr\u00e9tne zlep\u0161enia.","inLanguage":"sk-SK","potentialAction":[{"@type":"ReadAction","target":["https:\/\/www.sloneek.com\/sk\/blog\/nechali-jsme-umelou-inteligenci-delat-hr-jak-to-dopadlo\/"]}]},{"@type":"ImageObject","inLanguage":"sk-SK","@id":"https:\/\/www.sloneek.com\/sk\/blog\/nechali-jsme-umelou-inteligenci-delat-hr-jak-to-dopadlo\/#primaryimage","url":"https:\/\/www.sloneek.com\/wp-content\/uploads\/2023\/01\/chatgpt_HR.webp","contentUrl":"https:\/\/www.sloneek.com\/wp-content\/uploads\/2023\/01\/chatgpt_HR.webp","width":905,"height":520},{"@type":"WebSite","@id":"https:\/\/www.sloneek.com\/sk\/#website","url":"https:\/\/www.sloneek.com\/sk\/","name":"Sloneek\u00ae","description":"All-in-One Human Resources (HR) Software","publisher":{"@id":"https:\/\/www.sloneek.com\/sk\/#organization"},"potentialAction":[{"@type":"SearchAction","target":{"@type":"EntryPoint","urlTemplate":"https:\/\/www.sloneek.com\/sk\/?s={search_term_string}"},"query-input":{"@type":"PropertyValueSpecification","valueRequired":true,"valueName":"search_term_string"}}],"inLanguage":"sk-SK"},{"@type":"Organization","@id":"https:\/\/www.sloneek.com\/sk\/#organization","name":"Sloneek","url":"https:\/\/www.sloneek.com\/sk\/","logo":{"@type":"ImageObject","inLanguage":"sk-SK","@id":"https:\/\/www.sloneek.com\/sk\/#\/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\/sk\/#\/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\/sk\/wp-json\/wp\/v2\/blog\/22435","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.sloneek.com\/sk\/wp-json\/wp\/v2\/blog"}],"about":[{"href":"https:\/\/www.sloneek.com\/sk\/wp-json\/wp\/v2\/types\/blog"}],"version-history":[{"count":0,"href":"https:\/\/www.sloneek.com\/sk\/wp-json\/wp\/v2\/blog\/22435\/revisions"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/www.sloneek.com\/sk\/wp-json\/wp\/v2\/media\/46845"}],"wp:attachment":[{"href":"https:\/\/www.sloneek.com\/sk\/wp-json\/wp\/v2\/media?parent=22435"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}