{"id":22437,"date":"2023-01-09T17:06:12","date_gmt":"2023-01-09T16:06:12","guid":{"rendered":"https:\/\/www.sloneek.com\/blog\/musite-propoustet-jak-to-vzit-za-spravny-konec-a-neopakovat-chyby-z-devadesatek\/"},"modified":"2026-08-12T10:03:42","modified_gmt":"2026-08-12T08:03:42","slug":"musite-propoustet-jak-to-vzit-za-spravny-konec-a-neopakovat-chyby-z-devadesatek","status":"publish","type":"blog","link":"https:\/\/www.sloneek.com\/sk\/blog\/musite-propoustet-jak-to-vzit-za-spravny-konec-a-neopakovat-chyby-z-devadesatek\/","title":{"rendered":"Mus\u00edte propou\u0161t\u011bt? Jak to vz\u00edt za spr\u00e1vn\u00fd konec a neopakovat chyby z devades\u00e1tek"},"content":{"rendered":"\n

Pravda, kterou je v\u0161ak pot\u0159eba \u0159\u00edkat neust\u00e1le dokola: Vstupujeme do nelehk\u00e9 doby. Jen\u017ee aby byla tato pravda \u00fapln\u00e1, je nutn\u00e9 je\u0161t\u011b dodat: Za to, \u017ee p\u0159\u00ed\u0161t\u00ed m\u011bs\u00edce budou pro \u0159adu firem t\u011b\u017ek\u00e9, si mohou n\u011bkter\u00e9 z nich samy. Klasick\u00fdm p\u0159\u00edpadem je hromadn\u00e9 propou\u0161t\u011bn\u00ed, kter\u00e9 se objevuje na prvn\u00edch \u0159\u00e1dc\u00edch krizov\u00fdch strategi\u00ed. P\u0159itom c\u00edl\u016f, kter\u00fdch m\u00e1 dos\u00e1hnout, je mo\u017en\u00e9 se dobrat efektivn\u011bj\u0161\u00edm zp\u016fsobem \u2013 kvalitn\u00ed strategi\u00ed \u0159\u00edzen\u00ed na b\u00e1zi kompetenc\u00ed. Jen p\u0159i tom mus\u00ed naj\u00edt spole\u010dnou \u0159e\u010d kompletn\u00ed veden\u00ed spole\u010dnosti.<\/span>
\n<\/span><\/p>\n\n\n\n\n\n\n\n

Kolik lid\u00ed p\u016fjde z kola ven?<\/span><\/strong><\/h2>\n\n\n\n

P\u0159esto\u017ee \u00fadaje z trhu se li\u0161\u00ed, o propou\u0161t\u011bn\u00ed rozhodn\u011b nemluv\u00ed jen procenta spole\u010dnost\u00ed. Person\u00e1ln\u00ed agentura Manpower v \u0159\u00edjnu uva\u017eovala asi o 22 %<\/a>. Podle Hospod\u00e1\u0159sk\u00e9 komory o n\u011bm moment\u00e1ln\u011b uva\u017euje 42 % firem,<\/a> Asociace export\u00e9r\u016f v pr\u016fzkumu mezi sv\u00fdmi \u010dleny dokonce dosp\u011bla k 57 procent\u016fm spole\u010dnost\u00ed<\/a>.<\/p>\n\n\n\n

Poradensk\u00e1 spole\u010dnost RSM sou\u010dasn\u011b upozor\u0148uje, \u017ee na pl\u00e1novan\u00e9 popou\u0161t\u011bn\u00ed poukazuj\u00ed i mzdov\u00e9 strategie firem<\/a>. Ty se toti\u017e daj\u00ed jednodu\u0161e popsat jako \u201ep\u0159idej mzdu, ale i pr\u00e1ci za propu\u0161t\u011bn\u00e9 kolegy\u201c. Aby toti\u017e firmy mohly plo\u0161n\u011b zvy\u0161ovat mzdy jak pl\u00e1nuj\u00ed, budou muset v\u00fdrazn\u00fdm zp\u016fsobem sn\u00ed\u017eit po\u010det t\u011bch, kte\u0159\u00ed p\u0159id\u00e1no dostanou.<\/p>\n\n\n\n

Je pot\u0159eba si p\u0159iznat, \u017ee velk\u00e1 \u0159ada firem rostla s v\u011btrem v z\u00e1dech. Bohatlo se nap\u0159\u00ed\u010d odv\u011btv\u00edmi, ekonomika dala \u0161anci i t\u011bm m\u00e9n\u011b schopn\u00fdm nebo neefektivn\u00edm podnik\u016fm. Konjunktura s sebou nese v\u017edy celou \u0159adu negativn\u00edch pr\u016fvodn\u00edch jev\u016f a \u201ebobtn\u00e1n\u00ed\u201c pracovn\u00edch m\u00edst je jedn\u00edm z nich.<\/p>\n\n\n\n

T\u00fdmy jsou v dob\u011b r\u016fstu v\u011bt\u0161\u00ed, ale ne v\u017edy v\u00edce efektivn\u00ed. P\u0159ib\u00fdv\u00e1 byrokracie, \u201ep\u0159esouva\u010d\u016f krabic\u201c a zejm\u00e9na v korpor\u00e1tech vznik\u00e1 prostor pro to se \u201eza\u0161\u00edt\u201c do tabulkov\u00fdch m\u00edst a nep\u0159in\u00e1\u0161et v podstat\u011b \u017e\u00e1dnou p\u0159idanou hodnotu.<\/p>\n\n\n\n

V praxi to znamen\u00e1, \u017ee jednotky nebo dokonce des\u00edtky procent m\u00edst se daj\u00ed v mnoha p\u0159\u00edpadech zru\u0161it a jejich kompetence p\u0159eskupit. Propou\u0161t\u011bn\u00ed tak m\u016f\u017ee vypadat jako logick\u00fd win-win pro danou situaci \u2013 u\u0161et\u0159\u00ed se a\u017e 10 % n\u00e1klad\u016f, efektivita vzroste. Jen\u017ee to by tu nesm\u011blo b\u00fdt hned n\u011bkolik naprosto kl\u00ed\u010dov\u00fdch ale.<\/p>\n\n\n\n

5 d\u016fvod\u016f, pro\u010d to n\u011bkter\u00e9 \u010desk\u00e9 firmy d\u011blaj\u00ed \u0161patn\u011b<\/strong><\/h2>\n\n\n\n

1. Propou\u0161t\u011bn\u00ed jako v\u0161el\u00e9k<\/span><\/h3>\n\n\n\n

V \u010cesku m\u00e1 plo\u0161n\u00e9 propou\u0161t\u011bn\u00ed bohu\u017eel dlouholetou tradici, jej\u00ed\u017e ko\u0159eny bychom mohli hledat v devades\u00e1t\u00fdch letech a transformaci centr\u00e1ln\u011b pl\u00e1novan\u00e9 ekonomiky na tr\u017en\u00ed. Tehdej\u0161\u00ed situace byla pochopiteln\u011b unik\u00e1tn\u00ed ve v\u0161ech ohledech, tak\u017ee dal\u0161\u00ed plo\u0161n\u00e9 vyhazovy, kter\u00e9 nav\u00e1zaly b\u011bhem krize p\u0159ed t\u0159in\u00e1cti lety, u\u017e \u010dasto prob\u011bhly ze setrva\u010dnosti a nem\u011bly sv\u00e9 zdrav\u00e9 opodstatn\u011bn\u00ed. P\u0159esto i dnes ve veden\u00ed firem sed\u00ed mana\u017ee\u0159i, kte\u0159\u00ed maj\u00ed tyto situace hluboko pod k\u016f\u017e\u00ed a pl\u00e1nuj\u00ed jednat podobn\u011b. Z\u0159eteln\u011b je to vid\u011bt na genera\u010dn\u00edch rozd\u00edlech \u2013 mlad\u0161\u00ed mana\u017ee\u0159i u\u017e starou \u0161kolu vyhazov\u00e1n\u00ed v takov\u00e9 m\u00ed\u0159e neaplikuj\u00ed. Zkr\u00e1tka pochopili, \u017ee zefektivn\u011bn\u00ed nutn\u011b neznamen\u00e1 jenom tup\u00e9 \u0161krty v podob\u011b plo\u0161n\u00fdch vyhazov\u016f.<\/p>\n\n\n\n

2. Propou\u0161t\u011bn\u00ed vel\u00ed finan\u010dn\u00ed \u0159editel\u00e9<\/span><\/h3>\n\n\n\n

Kdo pl\u00e1nuje to, jak\u00e9 lidi ve firm\u011b pot\u0159ebujete a jak\u00e9 nikoliv? Co by m\u011bli um\u011bt a jak\u00fd bude jejich p\u0159\u00ednos pro firmu? HR odd\u011blen\u00ed a \u0161\u00e9fov\u00e9 jednotliv\u00fdch t\u00fdm\u016f. Jak je tedy mo\u017en\u00e9, \u017ee v dob\u011b krize, kdy je t\u0159eba nad t\u011bmito ot\u00e1zkami uva\u017eovat s je\u0161t\u011b v\u011bt\u0161\u00ed opatrnost\u00ed, p\u0159eb\u00edraj\u00ed ot\u011b\u017ee rozhodovac\u00edch proces\u016f finan\u010dn\u00ed \u0159editel\u00e9?<\/p>\n\n\n\n

\u201eTabulkov\u00e9 \u0161krty\u201c jsou jejich pohledem logick\u00e9 \u2013 maj\u00ed pro neklidnou dobu zajistit \u00faspory. O to v\u00edce je t\u0159eba um\u011bt dodat k jejich \u201eA\u201c tak\u00e9 d\u016fle\u017eit\u00e9 \u201eB\u201c. A to u\u017e je boj ka\u017ed\u00e9ho HR profesion\u00e1la, kter\u00fd na danou situaci mus\u00ed b\u00fdt nejen argumenta\u010dn\u011b, ale i fakticky p\u0159ipraven, v\u010detn\u011b dat. Plo\u0161n\u00e9 \u0161krty jsou toti\u017e prvn\u00ed bodem k tomu, aby se ozdravn\u00fd pl\u00e1n, dob\u0159e vypadaj\u00edc\u00ed na pap\u00ed\u0159e, nenaplnil.<\/p>\n\n\n\n

3. Propou\u0161t\u011bn\u00ed se d\u011bl\u00e1 impulsivn\u011b<\/span><\/h3>\n\n\n\n

\u0160krtneme 10 % pozic nebo rovnou p\u011btinu? Zru\u0161\u00edme a slou\u010d\u00edme cel\u00e1 odd\u011blen\u00ed nebo provozy? Je ve\u0159ejn\u00fdm tajemstv\u00edm, \u017ee takto z\u00e1sadn\u00ed rozhodnut\u00ed se v mnoha \u010desk\u00fdch firm\u00e1ch \u010dasto d\u011blaj\u00ed ze dne na den. A mnohdy se v p\u0159edve\u010der krize firmy lou\u010d\u00ed i se samotn\u00fdmi autory krizov\u00fdch pl\u00e1n\u016f. To poukazuje na jedin\u00e9 \u2013 pr\u00e1ce s lidsk\u00fdmi zdroji je \u010dasto zcela nesmysln\u011b odtr\u017eena od skute\u010dn\u00fdch pot\u0159eb firmy a ty nejd\u016fle\u017eit\u011bj\u0161\u00ed informace se ke krizov\u00fdm mana\u017eer\u016fm nedostanou. Rozhoduj\u00ed se pak slep\u011b na z\u00e1klad\u011b vlastn\u00edch pocit\u016f nebo jen r\u00e1mcov\u00fdch dat. I to m\u00e1 v\u0161ak sv\u00e9 \u201cB\u201d. Tento stav b\u00fdv\u00e1 obvykle d\u016fsledkem dvou situac\u00ed. Za prv\u00e9: management nepochopil, \u017ee se bez strategick\u00e9 role HR v boardu neobejde a rozhodov\u00e1n\u00ed o zm\u011bn\u00e1ch d\u011bl\u00e1 impulsivn\u011b nebo jen na z\u00e1klad\u011b finan\u010dn\u00edch ukazatel\u016f. Nebo za druh\u00e9: firemn\u00ed HR takov\u00fd management support prost\u011b nedok\u00e1\u017ee doru\u010dit. Pak ale plat\u00ed bod 1. Tedy t\u011b\u017eko obstoj\u00ed \u010dast\u00fd mana\u017eersk\u00fd argument, \u017ee HR nedok\u00e1\u017ee \u201cdostate\u010dn\u011b prodat\u201d svoji pr\u00e1ci \u2013 proto\u017ee za HR t\u00fdm odpov\u00eddaj\u00ed v kone\u010dn\u00e9m d\u016fsledku jen a pouze mana\u017ee\u0159i, kte\u0159\u00ed si takov\u00e9 lidi do t\u00fdmu vybrali.<\/p>\n\n\n\n

4. Propou\u0161t\u011bn\u00ed se d\u011bl\u00e1 nespravedliv\u011b<\/span><\/h3>\n\n\n\n

Kolega, kter\u00fd m\u00e1 jasn\u00fd p\u0159\u00ednos a pro firmu \u017eije, je odejit. Jin\u00fd, o kter\u00e9m se ve\u0159ejn\u011b v\u00ed, \u017ee si to \u201eum\u00ed za\u0159\u00eddit\u201c, z\u016fst\u00e1v\u00e1. \u010casto jen kv\u016fli tomu, \u017ee ka\u017ed\u00fd pracoval v jin\u00e9m odd\u011blen\u00ed. P\u0159esto\u017ee na rozv\u00e1z\u00e1n\u00ed pracovn\u011b-pr\u00e1vn\u00edho vztahu podle uzav\u0159en\u00fdch podm\u00ednek bychom o\u010dima byznysmena t\u011b\u017eko hledali n\u011bco nespravedliv\u00e9ho, t\u00fdm to takto vn\u00edmat nemus\u00ed. Ti schopn\u00ed, kte\u0159\u00ed z\u016fstali, dost\u00e1vaj\u00ed jasnou informaci: na v\u00fdkonu nez\u00e1le\u017e\u00ed. Co to m\u016f\u017ee znamenat? Bu\u010f ztrat\u00ed motivaci, sn\u00ed\u017e\u00ed v\u00fdkon nebo se za\u010dnou poohl\u00ed\u017eet po jin\u00e9m zam\u011bstnavateli.<\/p>\n\n\n\n

5. Propou\u0161t\u011bn\u00ed se d\u011bl\u00e1 necitliv\u011b a za zav\u0159en\u00fdmi dve\u0159mi<\/span><\/h3>\n\n\n\n

Propou\u0161t\u011bn\u00ed nebude nikdy p\u0159\u00edjemn\u00e9. Ale existuje p\u00e1r jednoduch\u00fdch z\u00e1sad, kter\u00fdch se vyplat\u00ed dr\u017eet, aby se z n\u011bj nestala pohroma pro celou firmu. Je jasn\u00e9, \u017ee propou\u0161t\u011bn\u00ed je pro management velice nep\u0159\u00edjemn\u00e9 po lidsk\u00e9 str\u00e1nce, ale nen\u00ed mo\u017en\u00e9 ho kv\u016fli tomu \u201eodb\u00fdt\u201c. P\u0159esto to velk\u00e1 \u010d\u00e1st firem d\u011bl\u00e1.<\/p>\n\n\n\n

Ohledn\u011b propou\u0161t\u011bn\u00ed by HR odd\u011blen\u00ed m\u011blo nastavit jak citlivou intern\u00ed komunikaci, tak se sv\u00fdmi PR experty napl\u00e1novat v prav\u00fd \u010das i p\u0159\u00edpadnou extern\u00ed komunikaci. Kdy\u017e zvl\u00e1dne firma strategicky a otev\u0159en\u011b informovat sv\u00e9 z\u00e1kazn\u00edky kup\u0159\u00edkladu o zdra\u017een\u00ed sv\u00fdch slu\u017eeb, mus\u00ed zvl\u00e1dnout i tuto v\u00fdzvu.<\/p>\n\n\n\n

Kouzeln\u00e9 slovo: Kompetence <\/strong><\/h2>\n\n\n\n

A co je ten hlavn\u00ed d\u016fvod, pro\u010d se v \u010cesku firm\u00e1m neda\u0159\u00ed propou\u0161t\u011bt smyslupln\u011b? Ten spole\u010dn\u00fd jmenovatel je p\u0159ekvapiv\u011b jin\u00fd, ne\u017e mana\u017ee\u0159i \u010dasto tvrd\u00ed. Je j\u00edm kvalitn\u00ed pr\u00e1ce s kompetencemi uvnit\u0159 t\u00fdm\u016f. A kdy\u017e mluv\u00edme o kompetenc\u00edch v tomto kontextu, mluv\u00edme o souboru znalost\u00ed, dovednost\u00ed, schopnost\u00ed a postoj\u016f (velmi zjednodu\u0161en\u011b m\u011bkk\u00fdch dovednost\u00ed), kter\u00e9 ka\u017ed\u00fd \u010dlov\u011bk pot\u0159ebuje pro zvl\u00e1d\u00e1n\u00ed sv\u011b\u0159en\u00e9 role.<\/p>\n\n\n\n

Hodnocen\u00ed kompetenc\u00ed lid\u00ed je ve firm\u011b kl\u00ed\u010dov\u00e1 aktivita pro udr\u017eitelnost podnik\u00e1n\u00ed \u2013 a to v tom nej\u0161ir\u0161\u00edm slova smyslu. Jeho zaveden\u00ed ov\u0161em nen\u00ed jednoduch\u00e9 a rozhodn\u011b se nejedn\u00e1 o v\u011bc, kterou jde za\u0159\u00eddit \u201ena kl\u00ed\u010d\u201c. V\u00fdznamu samotn\u00e9ho procesu odpov\u00edd\u00e1 \u010das a \u00fasil\u00ed, kter\u00e9 mu mus\u00ed v\u011bnovat cel\u00e1 firma. Ne jednor\u00e1zov\u011b, ale dlouhodob\u011b. Tedy nikoliv pouze HR odd\u011blen\u00ed, ale p\u0159edev\u0161\u00edm management. A nebudeme si lh\u00e1t \u2013 toto je jeden z hlavn\u00edch d\u016fvod\u016f, pro\u010d se kompeten\u010dn\u00ed modely v \u010cesku prosazuj\u00ed tak pomalu.<\/p>\n\n\n\n

Ze st\u0159edn\u011bdob\u00e9ho i dlouhodob\u00e9ho hlediska jde o neoddiskutovateln\u00e9ho pomocn\u00edka, kter\u00fd firm\u011b dod\u00e1 mo\u017enost rychle reagovat zm\u011bny a p\u0159izp\u016fsobovat se nov\u00fdm podm\u00ednk\u00e1m. P\u0159esto\u017ee pr\u00e1ci s kompetencemi nen\u00ed mo\u017en\u00e9 nasadit na posledn\u00ed chv\u00edli jako z\u00e1zra\u010dn\u00fd l\u00e9k na neklidnou dobu, z\u00e1kladn\u00ed principy se daj\u00ed aplikovat velmi rychle.<\/p>\n\n\n\n

I nad\u00e1le plat\u00ed ale ta nejkl\u00ed\u010dov\u011bj\u0161\u00ed podm\u00ednka. Absolutn\u00ed sou\u010dinnost a podpora top managementu. Tedy za\u0159azen\u00ed kompeten\u010dn\u00edch model\u016f mezi kl\u00ed\u010dov\u00e9 prvky krizov\u00e9ho pl\u00e1nu s vysok\u00fdm d\u016frazem na dota\u017een\u00ed. Z\u00e1kladn\u00edm principem vyu\u017eit\u00ed \u0159\u00edzen\u00ed na z\u00e1klad\u011b kompetenc\u00ed je toti\u017e siln\u00e9 prov\u00e1z\u00e1n\u00ed strategie, proces\u016f a samotn\u00fdch kompetenc\u00ed. Pe\u010dliv\u011b proveden\u00fd proces zav\u00e1d\u011bn\u00ed kompeten\u010dn\u00edho \u0159\u00edzen\u00ed bude bez ohledu na velikost firmy trvat nejm\u00e9n\u011b m\u011bs\u00edce. Zkr\u00e1cen\u00ed procesu zaveden\u00ed neznamen\u00e1 vynechat nebo obej\u00edt n\u011bkter\u00e9 \u010d\u00e1sti. Znamen\u00e1 to absolutn\u00ed koncentraci na samotn\u00e9 j\u00e1dro zm\u011bny. Strategii a jej\u00ed napl\u0148ov\u00e1n\u00ed.<\/p>\n\n\n\n

Kompeten\u010dn\u00ed hackaton aneb pokusit se v bou\u0159i vyhnout skal\u00e1m<\/h2>\n\n\n\n

Zrychlen\u00ed zm\u011bny jde ud\u011blat jen zapojen\u00edm v\u0161ech kl\u00ed\u010dov\u00fdch lid\u00ed (bez ohledu na pozici) a spole\u010dn\u00fdm konsensem. V\u011bd\u011bt odkud a kam jdeme, p\u0159\u00edpadn\u011b pro\u010d obrac\u00edme kormidlo jinam (a\u0165 u\u017e jsou d\u016fvody jak\u00e9koliv). Pak budou zm\u011bny l\u00e9pe pochopiteln\u00e9 pro ka\u017ed\u00e9ho \u010dlov\u011bka ve firm\u011b. Toho doc\u00edl\u00edte pr\u00e1v\u011b zapojen\u00edm maxim\u00e1ln\u011b efektivn\u00edho mno\u017estv\u00ed lid\u00ed. Stakeholder\u016f, managementu, lid\u00ed s kl\u00ed\u010dov\u00fdm know-how, firemn\u00edch influencer\u016f, ale i notorick\u00fdch hater\u016f. Je to zkr\u00e1tka takov\u00fd hackaton. Soust\u0159ed\u011bn\u00e9 a rychl\u00e9 \u0159e\u0161en\u00ed, kter\u00e9 pom\u016f\u017ee oto\u010dit kormidlem tak, abychom se vyhnuli skal\u00e1m. To ale neznamen\u00e1 vyhnout se bou\u0159i.<\/p>\n\n\n\n

Na takto nastavenou strategii u\u017e ve stejn\u00e9m zrychlen\u00e9m re\u017eimu posad\u00edte nov\u00e9 procesy. Osekan\u00e9 o zbyte\u010dn\u00e9 a ne p\u0159\u00edli\u0161 d\u016fle\u017eit\u00e9 \u010d\u00e1sti. V\u0161e, co je komplikovan\u00e9, \u010dasov\u011b i finan\u010dn\u011b n\u00e1ro\u010dn\u00e9 a z kr\u00e1tkodob\u00e9ho i st\u0159edn\u011bdob\u00e9ho hlediska nevyu\u017eiteln\u00e9 pro zklidn\u011bn\u00ed situace, zru\u0161te. Budete d\u011blat \u0159adu obt\u00ed\u017en\u00fdch rozhodnut\u00ed, ale pokud se \u0159\u00edt\u00edte na \u00fatesy a hroz\u00ed ztroskot\u00e1n\u00ed, nevyhnete se jim. Z\u00e1rove\u0148 ale myslete na to, \u017ee pot\u0159ebujete m\u00edt na \u010dem stav\u011bt, a\u017e se situace uklidn\u00ed. Pak mus\u00edte b\u00fdt p\u0159ipraveni na rychl\u00e9 vyplut\u00ed. A k tomu budete pot\u0159ebovat zku\u0161enou a p\u0159ipravenou pos\u00e1dku.<\/p>\n\n\n\n

A to je ten posledn\u00ed d\u00edlek puzzle. V\u011bd\u011bt, kdo m\u00e1 co d\u011blat, co k tomu pot\u0159ebuje, co mu k tomu chyb\u00ed. Za norm\u00e1ln\u00edch okolnost\u00ed asi nejdel\u0161\u00ed \u010d\u00e1st zav\u00e1d\u011bn\u00ed kompeten\u010dn\u00edho \u0159\u00edzen\u00ed. Zde zrychlen\u00ed p\u0159\u00edli\u0161 nedoc\u00edl\u00edte. Pouze za p\u0159edpokladu, \u017ee se v\u00e1m povede zjednodu\u0161it a zp\u0159ehlednit strategii i procesy tak, \u017ee se v oblasti kompetenc\u00ed dostanete na samou esenci pot\u0159eb. To je ale z\u00e1rove\u0148 p\u0159esn\u011b to, co pot\u0159ebujete. Snadn\u011bji se v\u00e1m budou d\u011blat obt\u00ed\u017en\u00e1 rozhodnut\u00ed - tedy kolik lid\u00ed k obsluze lodi pot\u0159ebujete a s jak\u00fdm kompeten\u010dn\u00edm vybaven\u00edm. Pozor, nejde jen o top mana\u017eery, liniov\u00e9 mana\u017eery nebo \u0159adov\u00e9 plav\u010d\u00edky.<\/p>\n\n\n\n

A pamatujte. Takto zrychlen\u00fd form\u00e1t m\u016f\u017ee pomoci neztroskotat. P\u0159es bou\u0159i ale je\u0161t\u011b mus\u00edte dov\u00e9st lo\u010f do klidn\u00e9ho p\u0159\u00edstavu. To znamen\u00e1 kontinu\u00e1ln\u00ed pr\u00e1ci postavenou na spole\u010dn\u00e9m intenzivn\u00edm v\u00fdkonu, kter\u00fd jste s kolegy z kajut i podpalub\u00ed odvedli, kdy\u017e jste se \u0159\u00edtili na \u00fates. Nakonec takov\u00e1 spole\u010dn\u00e1 pr\u00e1ce m\u016f\u017ee p\u0159in\u00e9st nejen klidnou plavbu, ale i zm\u011bnu pohledu na samotn\u00fd zp\u016fsob plavby.<\/p>\n\n\n\n

V\u0161e podstatn\u00e9 v jednom e-booku<\/span><\/h2>\n\n\n\n
\n
Zn\u00ed to slo\u017eit\u011b? Mo\u017en\u00e1 na prvn\u00ed p\u0159e\u010dten\u00ed. Jinak v\u011b\u0159te, \u017ee pr\u00e1ce s kompetencemi je velice intuitivn\u00ed \u2013 vy\u017eaduje jen z\u00e1kladn\u00ed zm\u011bnu pohledu na v\u011bc. Jakmile tomu bude dob\u0159e rozum\u011bt HR odd\u011blen\u00ed, dok\u00e1\u017ee to p\u0159edat i d\u00e1le do firmy. Jak na to, jsme sepsali v e-booku \u201eTvorba a hodnocen\u00ed kompetenc\u00ed\u201c, kter\u00fd si m\u016f\u017eete zdarma st\u00e1hnout zde.<\/span><\/a><\/h6>\n\n\n\n
Uvnit\u0159 najdete mimo jin\u00e9 dva d\u016fle\u017eit\u00e9 checklisty:<\/h6>\n\n\n\n
    \n

  • Co d\u011blat, ne\u017e se pust\u00edte do samotn\u00e9 pr\u00e1ce s\u00a0kompetencemi<\/span><\/h6>
    <\/li>\n\n\n\n

  • Jak postupovat v\u00a0p\u0159\u00edprav\u011b kompeten\u010dn\u00edho modelu<\/span><\/h6>

    \u00a0<\/p><\/li>\n<\/ul>\n<\/blockquote>\n\n\n\n

    Proto\u017ee tak jako u jin\u00fdch v\u011bc\u00ed, i tady plat\u00ed \u2013 nejd\u016fle\u017eit\u011bj\u0161\u00ed ze v\u0161eho je za\u010d\u00edt.<\/p>\n","protected":false},"featured_media":21112,"template":"","meta":{"_acf_changed":false,"_acf":"","inline_featured_image":false,"footnotes":""},"class_list":["post-22437","blog","type-blog","status-publish","has-post-thumbnail","hentry","blog_categories-tipy-a-triky-sk"],"acf":[],"yoast_head":"\nMus\u00edte propou\u0161t\u011bt? - Sloneek\u00ae<\/title>\n<meta name=\"description\" content=\"Pravda, kterou je v\u0161ak pot\u0159eba \u0159\u00edkat neust\u00e1le dokola: Vstupujeme do nelehk\u00e9 doby. Jen\u017ee aby byla tato pravda \u00fapln\u00e1, je nutn\u00e9 je\u0161t\u011b dodat: Za to, \u017ee p\u0159\u00ed\u0161t\u00ed m\u011bs\u00edce budou pro \u0159adu firem t\u011b\u017ek\u00e9, si mohou n\u011bkter\u00e9 z nich samy. 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