{"id":39282,"date":"2025-01-31T12:45:05","date_gmt":"2025-01-31T11:45:05","guid":{"rendered":"https:\/\/www.sloneek.com\/?post_type=blog&#038;p=39282"},"modified":"2026-08-13T12:40:20","modified_gmt":"2026-08-13T10:40:20","slug":"pozitivne-dopady-prepustania","status":"publish","type":"blog","link":"https:\/\/www.sloneek.com\/sk\/blog\/pozitivne-dopady-prepustania\/","title":{"rendered":"Pozit\u00edvne dopady prop\u00fa\u0161\u0165ania"},"content":{"rendered":"\n<p class=\"wp-block-paragraph\"><strong>Smi\u0159me sa s t\u00fdm.<\/strong> Ve\u013emi dlh\u00e1 etapa \u010deskej ekonomiky, ktor\u00e1 sa vyzna\u010dovala vysokou zamestnanos\u0165ou, pomaly kon\u010d\u00ed. Pre people mana\u017e\u00e9rov to znamen\u00e1 opr\u00e1\u0161i\u0165 cel\u00fa radu zru\u010dnost\u00ed pre pr\u00edpad, \u017ee sa firma mus\u00ed rozl\u00fa\u010di\u0165 aj so sk\u00fasen\u00fdmi a ob\u013e\u00faben\u00fdmi kolegami.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">\u010co to znamen\u00e1 po praktickej str\u00e1nke, sme rozoberali u\u017e v nieko\u013ek\u00fdch textoch \u2013 <strong>je potrebn\u00e9 pripravi\u0165 dohodu a v\u0161etky potrebn\u00e9 dokumenty<\/strong>, ale aj <a href=\"https:\/\/www.sloneek.com\/sk\/blog\/ako-oznamit-prepustanie\/\">napl\u00e1nova\u0165 ozn\u00e1menie samotn\u00fdm zamestnancom<\/a>, aby prep\u00fa\u0161\u0165anie malo \u010do najmen\u0161\u00ed dopad na firemn\u00fa kult\u00faru a atmosf\u00e9ru v t\u00edme.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Dnes sa na takzvan\u00e9 \u201elayoffs\u201c pozrieme z e\u0161te jednej, netradi\u010dnej str\u00e1nky. A s\u00edce \u2013 \u010do m\u00f4\u017ee people mana\u017e\u00e9r urobi\u0165 pre to, aby aj tak\u00fdto negat\u00edvny rez firmu aj jej t\u00edmy posilnil.<\/p>\n\n\n\n<h2 id=\"nie-je-prepustanie-ako-prepustanie\" class=\"wp-block-heading\"><strong>Nie je prep\u00fa\u0161\u0165anie ako prep\u00fa\u0161\u0165anie<\/strong><\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Jednou z ch\u00fdb, ktor\u00e9 firmy robia, je, \u017ee nerozli\u0161uj\u00fa medzi r\u00f4znymi typmi prep\u00fa\u0161\u0165ania a na v\u0161etky aplikuj\u00fa rovnak\u00fd vzorec. Pri\u010dom aj prep\u00fa\u0161\u0165anie m\u00e1 ve\u013emi r\u00f4zne dopady na firemn\u00fa kult\u00faru, vy\u017eaduje in\u00fd druh komunik\u00e1cie a z\u00e1rove\u0148 po sebe zanech\u00e1va v t\u00edmoch r\u00f4zne hlbok\u00e9 stopy.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Koniec ka\u017ed\u00e9ho roku b\u00fdva napr\u00edklad v\u017edy spojen\u00fd s prep\u00fa\u0161\u0165an\u00edm v r\u00e1mci nadbyto\u010dnosti a s v\u00e4\u010d\u0161\u00edmi re\u0161trukturaliz\u00e1ciami, na ktor\u00e9 sa firma m\u00f4\u017ee pripravi\u0165 dostato\u010dne dopredu alebo vypl\u00fdva z prirodzen\u00e9ho firemn\u00e9ho cyklu (napr\u00edklad u v\u00fdrobn\u00fdch firiem).<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Prv\u00fd kvart\u00e1l roka patr\u00ed zase k obdobiam, kedy sa do t\u00edmov \u201ere\u017ee\u201c u\u017e \u010dasto nad r\u00e1mec p\u00f4vodn\u00fdch o\u010dak\u00e1van\u00ed a z\u00e1sahy s\u00fa prekvapiv\u00e9 a \u010dasto v\u00fdrazne impulz\u00edvnej\u0161ie.<\/p>\n\n\n\n<h2 id=\"typy-prepustania\" class=\"wp-block-heading\"><strong>Typy prep\u00fa\u0161\u0165ania<\/strong><\/h2>\n\n\n\n<h3 id=\"strategicke-prepustanie\" class=\"wp-block-heading\"><strong>Strategick\u00e9 prep\u00fa\u0161\u0165anie<\/strong><\/h3>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>Charakter:<\/strong> Pl\u00e1novan\u00e9 a dlhodobo premyslen\u00e9 rozhodnutie na z\u00e1klade strategick\u00fdch zmien \u2013 napr\u00edklad re\u0161trukturaliz\u00e1cia alebo z\u00e1sadn\u00e1 zmena obchodn\u00e9ho modelu.<\/li>\n\n\n\n<li><strong>Dopad na kult\u00faru:<\/strong> Ak je strategick\u00e9 prep\u00fa\u0161\u0165anie dobre komunikovan\u00e9, m\u00f4\u017ee paradoxne posilni\u0165 d\u00f4veru vo vedenie firmy a jej v\u00edziu. Ak naopak transparentnos\u0165 ch\u00fdba, m\u00f4\u017ee vyvola\u0165 neistotu a stratu lojality zamestnancov a vyvola\u0165 obdobie takzvan\u00e9ho \u201eodch\u00e1dzania talentov\u201c.<\/li>\n<\/ul>\n\n\n\n<h3 id=\"krizove-prepustanie\" class=\"wp-block-heading\"><strong>Kr\u00edzov\u00e9 prep\u00fa\u0161\u0165anie<\/strong><\/h3>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>Charakter:<\/strong> Reakcia na ne\u010dakan\u00e9 ekonomick\u00e9 alebo prev\u00e1dzkov\u00e9 probl\u00e9my \u2013 napr\u00edklad strata k\u013e\u00fa\u010dov\u00e9ho z\u00e1kazn\u00edka, ekonomick\u00fd pokles.<\/li>\n\n\n\n<li><strong>Dopad na kult\u00faru:<\/strong> \u010casto vyvol\u00e1va stres, neistotu a demotiv\u00e1ciu. M\u00f4\u017ee v\u0161ak posilni\u0165 s\u00fadr\u017enos\u0165 medzi zamestnancami, ak je situ\u00e1cia spr\u00e1vne vysvetlen\u00e1 a vedenie prejav\u00ed patri\u010dn\u00fa empatiu. Na kr\u00edzov\u00e9 prep\u00fa\u0161\u0165anie by mali by\u0165 prevent\u00edvne pripraven\u00e9 samostatn\u00e9 pl\u00e1ny.<\/li>\n<\/ul>\n\n\n\n<h3 id=\"hromadne-prepustanie\" class=\"wp-block-heading\"><strong>Hromadn\u00e9 prep\u00fa\u0161\u0165anie<\/strong><\/h3>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>Charakter:<\/strong> Postihuje v\u00e4\u010d\u0161\u00ed po\u010det zamestnancov naprie\u010d oddeleniami, obvykle z d\u00f4vodu z\u00e1sadnej re\u0161trukturaliz\u00e1cie alebo \u00fasporn\u00fdch opatren\u00ed. V\u00e4\u010d\u0161inou po \u0148om nast\u00e1va paralyza\u010dn\u00fd efekt \u201enov\u00e9-star\u00e9 firmy\u201c.<\/li>\n\n\n\n<li><strong>Dopad na firemn\u00fa kult\u00faru:<\/strong> M\u00f4\u017ee vies\u0165 k z\u00e1sadn\u00e9mu zn\u00ed\u017eeniu mor\u00e1lky a strate d\u00f4very v stabilitu i v\u00edziu firmy. Ak je spr\u00e1vne komunikovan\u00e9 a sprev\u00e1dzan\u00e9 podporou pre odch\u00e1dzaj\u00facich zamestnancov (napr. outplacement), m\u00f4\u017ee pom\u00f4c\u0165 zachova\u0165 lojalitu zvy\u0161n\u00fdch pracovn\u00edkov a umo\u017eni\u0165 vynikn\u00fa\u0165 nov\u00fdm talentom.<\/li>\n<\/ul>\n\n\n\n<h3 id=\"manazerske-prepustanie-z-dovodu-vykonu-firmy\" class=\"wp-block-heading\"><strong>Mana\u017e\u00e9rske prep\u00fa\u0161\u0165anie z d\u00f4vodu v\u00fdkonu firmy<\/strong><\/h3>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>Charakter:<\/strong> Zameriava sa na ved\u00facich pracovn\u00edkov a mana\u017e\u00e9rov, \u010dasto z d\u00f4vodu ich domnel\u00e9ho \u010di opr\u00e1vnen\u00e9ho neefekt\u00edvneho vedenia.<\/li>\n\n\n\n<li><strong>Dopad na firemn\u00fa kult\u00faru:<\/strong> V\u00fdrazne ovplyv\u0148uje vn\u00edmanie leadershipu a stability firmy. Ak sa vedenie men\u00ed pr\u00edli\u0161 \u010dasto, vznik\u00e1 pocit chaosu a m\u00e1 to z\u00e1sadn\u00fd dopad na mor\u00e1lku. Naopak, cie\u013ean\u00e9 odstr\u00e1nenie nekompetentn\u00e9ho vedenia m\u00f4\u017ee zv\u00fd\u0161i\u0165 mor\u00e1lku a efektivitu.<\/li>\n<\/ul>\n\n\n\n<h3 id=\"manazerske-prepustanie-z-dovodu-restrukturalizacie-firmy\" class=\"wp-block-heading\"><strong>Mana\u017e\u00e9rske prep\u00fa\u0161\u0165anie z d\u00f4vodu re\u0161trukturaliz\u00e1cie firmy<\/strong><\/h3>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>Charakter:<\/strong> Zameriava sa na ved\u00facich pracovn\u00edkov a mana\u017e\u00e9rov, \u010dasto v d\u00f4sledku reorganiz\u00e1cie.<\/li>\n\n\n\n<li><strong>Dopad na firemn\u00fa kult\u00faru:<\/strong> Podobne ako v predch\u00e1dzaj\u00facom pr\u00edpade m\u00e1 zmena mana\u017e\u00e9rov tendenciu vytv\u00e1ra\u0165 zm\u00e4tky a neistoty. U re\u0161trukturaliz\u00e1cie navy\u0161e umocnen\u00e9 t\u00fdm, \u017ee prep\u00fa\u0161\u0165anie \u010dasto zasiahne ob\u013e\u00faben\u00fdch a schopn\u00fdch mana\u017e\u00e9rov.<\/li>\n<\/ul>\n\n\n\n<h3 id=\"impulzivne-prepustanie\" class=\"wp-block-heading\"><strong>Impulz\u00edvne prep\u00fa\u0161\u0165anie<\/strong><\/h3>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>Charakter:<\/strong> Prebieha nahodilo, bez koncentr\u00e1cie do jedn\u00e9ho \u010dasov\u00e9ho momentu. \u010casto vyvol\u00e1va dojem, \u017ee nie je dostato\u010dne premyslen\u00e9.<\/li>\n\n\n\n<li><strong>Dopad na firemn\u00fa kult\u00faru:<\/strong> Viedlo \u010dasto k neistote, zn\u00ed\u017eeniu mor\u00e1lky a strate d\u00f4very vo vedenie a smerovanie firmy. \u010casto navy\u0161e vyvol\u00e1va em\u00f3cie naprie\u010d t\u00edmami, preto\u017ee neprebieha pod\u013ea logick\u00e9ho alebo dobre odkomunikovan\u00e9ho vzorca.<\/li>\n<\/ul>\n\n\n\n<h3 id=\"skryte-prepustanie\" class=\"wp-block-heading\"><strong>Skryt\u00e9 prep\u00fa\u0161\u0165anie<\/strong><\/h3>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>Charakter:<\/strong> Zah\u0155\u0148a sp\u00f4soby zni\u017eovania po\u010dtu zamestnancov bez priameho prepustenia, napr\u00edklad cez<strong> outsourcing<\/strong>, nepred\u013a\u017eenie zml\u00fav na dobu ur\u010dit\u00fa alebo mzdov\u00fa a benefi\u010dn\u00fa politiku u zamestnancov, ktor\u00ed nie s\u00fa pre firmu k\u013e\u00fa\u010dov\u00ed.<\/li>\n\n\n\n<li><strong>Dopad na firemn\u00fa kult\u00faru:<\/strong> M\u00f4\u017ee by\u0165 vn\u00edman\u00e9 ako ne\u010destn\u00e9 alebo neetick\u00e9 a \u010dasto rozv\u00edri em\u00f3cie, preto\u017ee ho z podstaty mnoh\u00e9 firmy interne nekomunikuj\u00fa. Ak v\u0161ak firma zvol\u00ed otvoren\u00fd pr\u00edstup, m\u00f4\u017ee zn\u00ed\u017ei\u0165 negat\u00edvny dopad na mor\u00e1lku \u013eud\u00ed a naopak jasne uk\u00e1za\u0165, kudy vedie hranica medzi \u013eu\u010fmi, ktor\u00ed s\u00fa dlhodobo kompatibiln\u00ed s kult\u00farou firmy a za ktor\u00e9 je firma ochotn\u00e1 sa postavi\u0165.<\/li>\n<\/ul>\n\n\n\n<figure class=\"wp-block-image aligncenter\"><img loading=\"lazy\" decoding=\"async\" width=\"1024\" height=\"585\" src=\"https:\/\/www.sloneek.com\/wp-content\/uploads\/2024\/12\/dohoda-o-ukonceni-pracovniho-pomeru-1024x585.webp\" alt=\"\" class=\"wp-image-38577\" srcset=\"https:\/\/www.sloneek.com\/wp-content\/uploads\/2024\/12\/dohoda-o-ukonceni-pracovniho-pomeru-1024x585.webp 1024w, https:\/\/www.sloneek.com\/wp-content\/uploads\/2024\/12\/dohoda-o-ukonceni-pracovniho-pomeru-300x172.webp 300w, https:\/\/www.sloneek.com\/wp-content\/uploads\/2024\/12\/dohoda-o-ukonceni-pracovniho-pomeru-768x439.webp 768w, https:\/\/www.sloneek.com\/wp-content\/uploads\/2024\/12\/dohoda-o-ukonceni-pracovniho-pomeru-79x45.webp 79w, https:\/\/www.sloneek.com\/wp-content\/uploads\/2024\/12\/dohoda-o-ukonceni-pracovniho-pomeru-65x37.webp 65w, https:\/\/www.sloneek.com\/wp-content\/uploads\/2024\/12\/dohoda-o-ukonceni-pracovniho-pomeru-576x329.webp 576w, https:\/\/www.sloneek.com\/wp-content\/uploads\/2024\/12\/dohoda-o-ukonceni-pracovniho-pomeru-1040x595.webp 1040w, https:\/\/www.sloneek.com\/wp-content\/uploads\/2024\/12\/dohoda-o-ukonceni-pracovniho-pomeru-200x114.webp 200w, https:\/\/www.sloneek.com\/wp-content\/uploads\/2024\/12\/dohoda-o-ukonceni-pracovniho-pomeru-20x11.webp 20w, https:\/\/www.sloneek.com\/wp-content\/uploads\/2024\/12\/dohoda-o-ukonceni-pracovniho-pomeru-30x17.webp 30w, https:\/\/www.sloneek.com\/wp-content\/uploads\/2024\/12\/dohoda-o-ukonceni-pracovniho-pomeru-45x26.webp 45w, https:\/\/www.sloneek.com\/wp-content\/uploads\/2024\/12\/dohoda-o-ukonceni-pracovniho-pomeru-68x39.webp 68w, https:\/\/www.sloneek.com\/wp-content\/uploads\/2024\/12\/dohoda-o-ukonceni-pracovniho-pomeru-240x137.webp 240w, https:\/\/www.sloneek.com\/wp-content\/uploads\/2024\/12\/dohoda-o-ukonceni-pracovniho-pomeru-270x155.webp 270w, https:\/\/www.sloneek.com\/wp-content\/uploads\/2024\/12\/dohoda-o-ukonceni-pracovniho-pomeru-180x103.webp 180w, https:\/\/www.sloneek.com\/wp-content\/uploads\/2024\/12\/dohoda-o-ukonceni-pracovniho-pomeru-289x165.webp 289w, https:\/\/www.sloneek.com\/wp-content\/uploads\/2024\/12\/dohoda-o-ukonceni-pracovniho-pomeru-63x36.webp 63w, https:\/\/www.sloneek.com\/wp-content\/uploads\/2024\/12\/dohoda-o-ukonceni-pracovniho-pomeru-61x35.webp 61w, https:\/\/www.sloneek.com\/wp-content\/uploads\/2024\/12\/dohoda-o-ukonceni-pracovniho-pomeru-400x229.webp 400w, https:\/\/www.sloneek.com\/wp-content\/uploads\/2024\/12\/dohoda-o-ukonceni-pracovniho-pomeru-810x463.webp 810w, https:\/\/www.sloneek.com\/wp-content\/uploads\/2024\/12\/dohoda-o-ukonceni-pracovniho-pomeru-690x394.webp 690w, https:\/\/www.sloneek.com\/wp-content\/uploads\/2024\/12\/dohoda-o-ukonceni-pracovniho-pomeru-84x48.webp 84w, https:\/\/www.sloneek.com\/wp-content\/uploads\/2024\/12\/dohoda-o-ukonceni-pracovniho-pomeru-1000x572.webp 1000w, https:\/\/www.sloneek.com\/wp-content\/uploads\/2024\/12\/dohoda-o-ukonceni-pracovniho-pomeru-500x286.webp 500w, https:\/\/www.sloneek.com\/wp-content\/uploads\/2024\/12\/dohoda-o-ukonceni-pracovniho-pomeru-800x457.webp 800w, https:\/\/www.sloneek.com\/wp-content\/uploads\/2024\/12\/dohoda-o-ukonceni-pracovniho-pomeru.webp 1200w\" sizes=\"auto, (max-width: 1024px) 100vw, 1024px\" \/><\/figure>\n\n\n\n<h2 id=\"pozitivne-prilezitosti-propustania\" class=\"wp-block-heading\"><strong>Pozit\u00edvne pr\u00edle\u017eitosti prop\u00fa\u0161\u0165ania<\/strong><\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Je teda mo\u017en\u00e9 cez v\u0161etky z\u00e1sahy do kult\u00fary vidie\u0165 na prop\u00fa\u0161\u0165an\u00ed v\u00f4bec nie\u010do pozit\u00edvne? Star\u00e1 HR pou\u010dka hovor\u00ed, \u017ee aj na odchod kolegov je treba pozera\u0165 ako na pr\u00edle\u017eitos\u0165, a potom to p\u00f4jde. A z\u00e1rove\u0148, \u017ee je to pr\u00e1ve HR oddelenie, ktor\u00e9 m\u00f4\u017ee v\u00fdrazn\u00fdm sp\u00f4sobom posun\u00fa\u0165 celkov\u00fd efekt \u201elayoff\u201c \u2013 a to aj v pr\u00edpade, ke\u010f sa (\u00e1no, naozaj sa to st\u00e1va) o rozhodnut\u00ed restrukturalizova\u0165 a prepusti\u0165 dozvedelo a\u017e v poslednej f\u00e1ze, ktor\u00e1 predch\u00e1dza uvedeniu rozhodnutia mana\u017ementu do praxe.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>Kde teda h\u013eada\u0165 pozit\u00edvne dopady?<\/strong><\/p>\n\n\n\n<h3 id=\"zmeny-kompetencnych-modelov\" class=\"wp-block-heading\"><strong>Zmeny kompeten\u010dn\u00fdch modelov<\/strong><\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Nez\u00e1visle na firme, nepozn\u00e1m spolo\u010dnos\u0165, ktor\u00e1 by na\u0161la spr\u00e1vnu, a hlavne trval\u00fa rovnov\u00e1hu medzi rigidn\u00fdm popisom pracovn\u00fdch poz\u00edci\u00ed, pevne stanoven\u00fdm organigramom a striktne stanoven\u00fdmi kompeten\u010dn\u00fdmi modelmi, a naopak pr\u00edli\u0161nou flexibilitou, ktor\u00e1 vedie k chaosu, vzniku \u0161ed\u00fdch z\u00f3n a pr\u00edli\u0161n\u00e9mu nadhodnocovaniu samostatnosti a vlastn\u00edctva nad re\u00e1lnym skillsetom.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Len\u017ee ako sa men\u00ed ekonomika, s \u0148ou aj potreby trhu a z\u00e1rove\u0148 skilly va\u0161ich \u013eud\u00ed, musia sa priebe\u017ene meni\u0165 aj <a href=\"https:\/\/www.sloneek.com\/sk\/slovnik-pojmu\/kompetencie\/\">kompetencie<\/a> jednotliv\u00fdch t\u00edmov a samozrejme aj kompeten\u010dn\u00e9 sety pre poz\u00edcie, ktor\u00e9 obsahuj\u00fa. V takom pr\u00edpade m\u00e1te v podstate dve mo\u017enosti \u2013 by\u0165 majstrami priebe\u017en\u00e9ho ladenia (\u010do je \u0165a\u017ek\u00e9, n\u00e1ro\u010dn\u00e9 a \u010dasto bez pochopenia zo strany vedenia) alebo po\u010dka\u0165 na moment, ke\u010f sa do \u0161trukt\u00fary z nejak\u00e9ho d\u00f4vodu zasahuje.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Prop\u00fa\u0161\u0165anie tak m\u00f4\u017ee by\u0165 dobrou pr\u00edle\u017eitos\u0165ou, ke\u010f sa vrhnete na z\u00e1sadnej\u0161iu rev\u00edziu. Nielen\u017ee nov\u011b definujete poz\u00edcie, ktor\u00e9 budete obsadzova\u0165, ale radik\u00e1lnej\u0161ie sa dotknete kompeten\u010dn\u00fdch modelov s\u00fa\u010dasn\u00fdch kolegov:<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">\ud83d\udc49 Posiln\u00edte rolu skillov, v ktor\u00fdch s\u00fa naozaj dobr\u00ed.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">\ud83d\udc49 Pr\u00e1cu, ktor\u00fa va\u0161i \u013eudia robia, d\u00e1te kontext, a teda zmysel. To je z\u00e1klad motiv\u00e1cie.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">\ud83d\udc49 Vy\u010dlen\u00edte kompetencie, ktor\u00e9 dlhodobo ned\u00e1vaj\u00fa zmysel alebo im pr\u00e1cu komplikuj\u00fa.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">\ud83d\udc49 Nov\u011b pop\u00ed\u0161ete s\u00fa\u010dasn\u00e9 poz\u00edcie, aby fungovali v horizonte 5+ rokov.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">\ud83d\udc49 Adekv\u00e1tne prist\u00fapite k nov\u00e9mu nastaveniu odmeny.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Nebojte sa do tvorby alebo \u00faprav kompetenci\u00ed pusti\u0165 AI n\u00e1stroje \u2013 skr\u00e1ti v\u00e1m to efekt\u00edvne cestu k cie\u013eu. Na posledn\u00fdch kompeten\u010dn\u00fdch projektoch n\u00e1m AI skr\u00e1tilo \u010das pr\u00edprav o 80 %. A to je dos\u0165.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Ak to v\u0161etko dobre spoj\u00edte s internou komunik\u00e1ciou, aj z kr\u00edzov\u00e9ho prop\u00fa\u0161\u0165ania m\u00f4\u017eete spravi\u0165 udalos\u0165, ktor\u00fa s\u00fa\u010dasn\u00e9 t\u00edmy vezm\u00fa ako \u201enov\u00fa \u0161ancu\u201c. A ak na z\u00e1klade toho niekto od\u00edde, budete ma\u0165 istotu, \u017ee ide sk\u00f4r o kolegu, s ktor\u00fdm by ste spolo\u010dn\u00fa bud\u00facnos\u0165 aj tak h\u013eadali \u0165a\u017eko.<\/p>\n\n\n\n<h3 id=\"sanca-pre-nove-typy-uvazkov\" class=\"wp-block-heading\"><strong>\u0160anca pre nov\u00e9 typy \u00fav\u00e4zkov<\/strong><\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Cel\u00e1 rada firiem sa pri re\u0161trukturaliz\u00e1cii t\u00edmov dostane do patovej situ\u00e1cie. Zo dvoch \u010dasto ve\u013emi rozdielnych poz\u00edci\u00ed je potrebn\u00e9 urobi\u0165 jedin\u00fa, ktorej skillset a kompeten\u010dn\u00fd model je tak rozsiahly, \u017ee n\u00e1js\u0165 na t\u00fato poz\u00edciu vhodn\u00e9ho kolegu bude takmer nemo\u017en\u00e9. \u017de navy\u0161e odmena nebude pravdepodobne adekv\u00e1tna, to u\u017e je len posledn\u00fd d\u00f4kaz, \u017ee ide o cestu zl\u00fdm smerom.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">\u010co s t\u00fdm teda? Otestujte, \u010di je naozaj nevyhnutn\u00e9 \u00eds\u0165 cestou \u201epolom\u00e1\u010denej\u201c poz\u00edcie a ned\u00e1va sk\u00f4r zmysel sk\u00fasi\u0165 in\u00fd typ \u00fav\u00e4zku. V\u010faka tomu sa m\u00f4\u017eete dosta\u0165 do \u00faplne nov\u00e9ho poolu uch\u00e1dza\u010dov: Mami\u010diek na materskej. Sk\u00fasen\u00fdch \u0161pecialistov 55+. Alebo napr\u00edklad part-time freelancerov, pracuj\u00facich na dia\u013eku z in\u00e9ho regi\u00f3nu alebo dokonca zo zahrani\u010dia.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">\ud83d\udc49 \u010casto dok\u00e1\u017eete n\u00e1js\u0165 odpovedaj\u00faci fit skillov aj odmeny.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">\ud83d\udc49 Nebudete vystaven\u00ed dilematu, \u010di sa rozl\u00fa\u010di\u0165 v sk\u00fa\u0161obnej dobe s kolegom na \u201epolom\u00e1\u010denej\u201c poz\u00edcii, ktor\u00fd zvl\u00e1da polovicu pr\u00e1ce skvele a druh\u00fa polovicu naopak nedostato\u010dne.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">\ud83d\udc49 Budete flexibilnej\u0161\u00ed v \u010fal\u0161om rozhodovan\u00ed. Zist\u00edte, \u017ee nov\u00e9 rozdelenie ned\u00e1va zmysel? Nebudete musie\u0165 ru\u0161i\u0165 \u201ecel\u00fa poz\u00edciu\u201c.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">\ud83d\udc49 Ide\u00e1lny test pre nov\u00fd pr\u00edstup, ktor\u00fd m\u00f4\u017ee vo firme zafungova\u0165 aj na viacer\u00fdch in\u00fdch poz\u00edci\u00e1ch.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Jedna k\u013e\u00fa\u010dov\u00e1 rada na z\u00e1ver: Bez kompeten\u010dn\u00fdch modelov a sofistikovan\u00e9ho popisu skillsetu sa nezaob\u00eddete. To, \u010do si m\u00f4\u017eete dovoli\u0165 pri full-time kolegovi (teda piplanie sa s n\u00edm), to si u\u017e v\u00e4\u010d\u0161inou pri part-time pracovn\u00edkoch dovoli\u0165 nem\u00f4\u017eete. V tomto plne re\u0161pektujte potreby a mo\u017enosti mana\u017e\u00e9rov, ktor\u00ed bud\u00fa za model zodpovedn\u00ed.<\/p>\n\n\n\n<figure class=\"wp-block-image\"><a href=\"https:\/\/www.sloneek.com\/sk\/vyskusajte-zadarmo\/\"><img loading=\"lazy\" decoding=\"async\" width=\"1024\" height=\"387\" src=\"https:\/\/www.sloneek.com\/wp-content\/uploads\/2024\/12\/usetrite-20-hodin-tyzdenne-hr-procesy-operativa-1024x387.webp\" alt=\"U\u0161etr\u00edte 20 hod\u00edn t\u00fd\u017edenne na HR.\" class=\"wp-image-38435\" srcset=\"https:\/\/www.sloneek.com\/wp-content\/uploads\/2024\/12\/usetrite-20-hodin-tyzdenne-hr-procesy-operativa-1024x387.webp 1024w, https:\/\/www.sloneek.com\/wp-content\/uploads\/2024\/12\/usetrite-20-hodin-tyzdenne-hr-procesy-operativa-300x113.webp 300w, https:\/\/www.sloneek.com\/wp-content\/uploads\/2024\/12\/usetrite-20-hodin-tyzdenne-hr-procesy-operativa-768x290.webp 768w, https:\/\/www.sloneek.com\/wp-content\/uploads\/2024\/12\/usetrite-20-hodin-tyzdenne-hr-procesy-operativa-119x45.webp 119w, https:\/\/www.sloneek.com\/wp-content\/uploads\/2024\/12\/usetrite-20-hodin-tyzdenne-hr-procesy-operativa-98x37.webp 98w, https:\/\/www.sloneek.com\/wp-content\/uploads\/2024\/12\/usetrite-20-hodin-tyzdenne-hr-procesy-operativa-576x217.webp 576w, https:\/\/www.sloneek.com\/wp-content\/uploads\/2024\/12\/usetrite-20-hodin-tyzdenne-hr-procesy-operativa-1040x393.webp 1040w, https:\/\/www.sloneek.com\/wp-content\/uploads\/2024\/12\/usetrite-20-hodin-tyzdenne-hr-procesy-operativa-200x76.webp 200w, https:\/\/www.sloneek.com\/wp-content\/uploads\/2024\/12\/usetrite-20-hodin-tyzdenne-hr-procesy-operativa-20x8.webp 20w, https:\/\/www.sloneek.com\/wp-content\/uploads\/2024\/12\/usetrite-20-hodin-tyzdenne-hr-procesy-operativa-30x11.webp 30w, https:\/\/www.sloneek.com\/wp-content\/uploads\/2024\/12\/usetrite-20-hodin-tyzdenne-hr-procesy-operativa-45x17.webp 45w, https:\/\/www.sloneek.com\/wp-content\/uploads\/2024\/12\/usetrite-20-hodin-tyzdenne-hr-procesy-operativa-65x25.webp 65w, https:\/\/www.sloneek.com\/wp-content\/uploads\/2024\/12\/usetrite-20-hodin-tyzdenne-hr-procesy-operativa-68x26.webp 68w, https:\/\/www.sloneek.com\/wp-content\/uploads\/2024\/12\/usetrite-20-hodin-tyzdenne-hr-procesy-operativa-240x91.webp 240w, https:\/\/www.sloneek.com\/wp-content\/uploads\/2024\/12\/usetrite-20-hodin-tyzdenne-hr-procesy-operativa-270x102.webp 270w, https:\/\/www.sloneek.com\/wp-content\/uploads\/2024\/12\/usetrite-20-hodin-tyzdenne-hr-procesy-operativa-180x68.webp 180w, https:\/\/www.sloneek.com\/wp-content\/uploads\/2024\/12\/usetrite-20-hodin-tyzdenne-hr-procesy-operativa-437x165.webp 437w, https:\/\/www.sloneek.com\/wp-content\/uploads\/2024\/12\/usetrite-20-hodin-tyzdenne-hr-procesy-operativa-63x24.webp 63w, https:\/\/www.sloneek.com\/wp-content\/uploads\/2024\/12\/usetrite-20-hodin-tyzdenne-hr-procesy-operativa-61x23.webp 61w, https:\/\/www.sloneek.com\/wp-content\/uploads\/2024\/12\/usetrite-20-hodin-tyzdenne-hr-procesy-operativa-400x151.webp 400w, https:\/\/www.sloneek.com\/wp-content\/uploads\/2024\/12\/usetrite-20-hodin-tyzdenne-hr-procesy-operativa-810x306.webp 810w, https:\/\/www.sloneek.com\/wp-content\/uploads\/2024\/12\/usetrite-20-hodin-tyzdenne-hr-procesy-operativa-690x260.webp 690w, https:\/\/www.sloneek.com\/wp-content\/uploads\/2024\/12\/usetrite-20-hodin-tyzdenne-hr-procesy-operativa-84x32.webp 84w, https:\/\/www.sloneek.com\/wp-content\/uploads\/2024\/12\/usetrite-20-hodin-tyzdenne-hr-procesy-operativa-1000x378.webp 1000w, https:\/\/www.sloneek.com\/wp-content\/uploads\/2024\/12\/usetrite-20-hodin-tyzdenne-hr-procesy-operativa-500x189.webp 500w, https:\/\/www.sloneek.com\/wp-content\/uploads\/2024\/12\/usetrite-20-hodin-tyzdenne-hr-procesy-operativa-800x302.webp 800w, https:\/\/www.sloneek.com\/wp-content\/uploads\/2024\/12\/usetrite-20-hodin-tyzdenne-hr-procesy-operativa.webp 1200w\" sizes=\"auto, (max-width: 1024px) 100vw, 1024px\" \/><\/a><\/figure>\n\n\n\n<h3 id=\"zefektivnenie-aktualnej-prace-pomocou-ai\" class=\"wp-block-heading\"><strong>Zefekt\u00edvnenie aktu\u00e1lnej pr\u00e1ce pomocou AI<\/strong><\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Hovor\u00edte o tom u\u017e skoro dva roky, ale \u0161ir\u0161ia implement\u00e1cia AI do t\u00edmov st\u00e1le nikde? A kedy inak do toho \u0161liapnu\u0165 ne\u017e vtedy, ke\u010f v t\u00edmoch hroz\u00ed (\u010dasto bohu\u017eia\u013e opr\u00e1vnen\u00e1) obava, \u017ee zru\u0161enie poz\u00edci\u00ed sa negat\u00edvne premietne do po\u017eiadaviek na s\u00fa\u010dasn\u00fdch kolegov.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Je jasn\u00e9, \u017ee AI strat\u00e9giu nevytiahnete ako kr\u00e1lika z klob\u00faka. Ale doba prop\u00fa\u0161\u0165ania a re\u0161trukturaliz\u00e1cie je skvelou pr\u00edle\u017eitos\u0165ou, ke\u010f urobi\u0165 aspo\u0148 diel\u010die kroky. O tom, s ak\u00fdmi procesmi v\u00e1m AI m\u00f4\u017ee pom\u00f4c\u0165, sme p\u00edsali sk\u00f4r.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">\ud83d\udc49 Vy\u010dle\u0148te z po\u017eiadaviek na poz\u00edcie \u010dinnosti, ktor\u00e9 s\u00fa repetit\u00edvne a je mo\u017en\u00e9 ich automatizova\u0165. Nikto nechce, aby na neho padlo \u201evypl\u0148ovanie reportingu za kolegu, ktor\u00fd odi\u0161iel\u201c, ke\u010f to hravo zvl\u00e1dne AI.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">\ud83d\udc49 Ke\u010f budete zbiera\u0165 feedback od kolegov, nezabudnite monitorova\u0165 aj ich pr\u00edstup k AI.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">\ud83d\udc49 Vyberte tie najn\u00e1dejnej\u0161ie t\u00edmy a za\u010dnite testova\u0165, ak\u00e9 AI n\u00e1stroje by mohli by\u0165 pre firmu aplikovate\u013en\u00e9 do praxe.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">\ud83d\udc49 Pracujte s AI ako s kolegom v r\u00e1mci be\u017en\u00e9ho \u00fav\u00e4zku. Tento mindset v\u00e1m pom\u00f4\u017ee obh\u00e1ji\u0165 n\u00e1klady na implement\u00e1ciu.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Jasn\u00e9, pri AI nie je mo\u017en\u00e9 by\u0165 naivn\u00fd. Ale z\u00e1rove\u0148 si povedzme \u2013 kedy inak m\u00e1 zmysel ot\u00e1zku \u0161ir\u0161ej implement\u00e1cie rie\u0161i\u0165 ne\u017e v \u010dase, ke\u010f firma prech\u00e1dza mo\u017eno najv\u00e4\u010d\u0161\u00edmi zmenami za dan\u00fd rok? Na \u010do vlastne \u010daka\u0165?<\/p>\n\n\n\n<h3 id=\"posilnenie-kultury\" class=\"wp-block-heading\"><strong>Posilnenie kult\u00fary<\/strong><\/h3>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>Sp\u00fdtajte sa desiatich people mana\u017e\u00e9rov na prop\u00fa\u0161\u0165anie a jeho dopady na firemn\u00fa kult\u00faru.<\/strong> Dev\u00e4\u0165 z nich v\u00e1m povie, \u017ee ide o jeden z najrizikovej\u0161\u00edch momentov. Desiaty nevrav\u00ed ni\u010d, preto\u017ee je bohu\u017eia\u013e tak pre\u0165a\u017een\u00fd administrat\u00edvou, \u017ee aj tak\u00fdto z\u00e1sadn\u00fd kontext je dlhodobo mimo jeho zorn\u00e9 pole.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Ja v\u0161ak odpor\u00fa\u010dam zast\u00e1va\u0165 trochu in\u00fd n\u00e1zor. <strong>Zmena sama o sebe nie je nikdy negat\u00edvna alebo pozit\u00edvna.<\/strong> Zmena je proste neutr\u00e1lny moment a je len na v\u00e1s, ak\u00e9 kroky na \u0148u napoj\u00edte a ak\u00fd sentiment im umo\u017en\u00edte z\u00edska\u0165. A aj ke\u010f je zmena nepr\u00edjemn\u00e1, m\u00f4\u017eete na nej deklarova\u0165 siln\u00e9 str\u00e1nky va\u0161ej kult\u00fary \u2013 f\u00e9rovos\u0165, otvorenos\u0165, to, \u017ee m\u00e1te biznis premyslen\u00fd a pevne v ruk\u00e1ch.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Samotn\u00e9 <strong>prop\u00fa\u0161\u0165anie<\/strong> toti\u017e z podstaty m\u00f4\u017ee by\u0165 pozit\u00edvne. Pom\u00e1ha firme pre\u017ei\u0165. Fungova\u0165 lep\u0161ie. Mo\u017eno aj spravodlivej\u0161ie. A do kult\u00fary to ide s riadnou starostlivos\u0165ou premietnu\u0165. A pozor \u2013 ak firma funguje dlhodobo toxicky, ved\u00faci mana\u017e\u00e9ri s\u00fa neempatick\u00ed \u0161up\u00e1ci, ktor\u00ed \u201edr\u00fa\u201c vlastn\u00fdch \u013eud\u00ed, potom cel\u00fd tento oddiel ignorujte. S t\u00fdm sabelej\u0161\u00ed people mana\u017e\u00e9r ni\u010d neurob\u00ed.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">\ud83d\udc49 <strong>Z\u00e1kladom je maxim\u00e1lna otvorenos\u0165.<\/strong> \u013du\u010fom je treba vysvetli\u0165, pre\u010do sa kroky robia (alebo v hor\u0161om pr\u00edpade pre\u010do sa urobili bez predch\u00e1dzaj\u00faceho upozornenia) a ako sa v nich bude pokra\u010dova\u0165.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">\ud83d\udc49 <strong>Po dobu nevyhnutn\u00fa deklarujte maxim\u00e1lnu otvorenos\u0165<\/strong> \u2013 napr\u00edklad zaveden\u00edm linky d\u00f4very.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">\ud83d\udc49 <strong>Komunikujte s \u013eu\u010fmi nielen hromadne, ale aj osobne.<\/strong> V\u0161etko za\u010d\u00edna u ve\u013emi dobre nabriefovan\u00fdch mana\u017e\u00e9rov.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">\ud83d\udc49 <strong>Chyst\u00e1 sa nejak\u00e1 \u0165a\u017ek\u00e1 situ\u00e1cia?<\/strong> Potom neklamte, \u017ee u\u017e je prop\u00fa\u0161\u0165anie na konci a v\u0161etko bude ru\u017eov\u00e9. A v r\u00e1mci mo\u017enost\u00ed (ne v\u017edy to samozrejme ide) sa pok\u00faste pripravi\u0165 p\u00f4du tak, aby bolo obh\u00e1jite\u013en\u00e9.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">A hlavne \u2013 nezabudnite na <strong>ex-post feedback<\/strong>. Aj sebelep\u0161ie pripraven\u00e9 prop\u00fa\u0161\u0165anie zanech\u00e1 cel\u00fa radu negat\u00edvnych em\u00f3ci\u00ed. Tie premen\u00edte na pozit\u00edvne len vtedy, ke\u010f si d\u00e1te pr\u00e1cu s mapovan\u00edm a vysvet\u013eovan\u00edm.<\/p>\n\n\n\n<h3 id=\"impuls-pre-sucasnych-kolegov\" class=\"wp-block-heading\"><strong>Impuls pre s\u00fa\u010dasn\u00fdch kolegov<\/strong><\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Prop\u00fa\u0161\u0165anie m\u00f4\u017ee by\u0165 len vyvrcholen\u00edm celej rady dlhodob\u00fdch probl\u00e9mov, ktor\u00e9 firme brali drive a na zamestnancov sp\u00fa\u0161\u0165ali \u0165a\u017ek\u00fa deku bezn\u00e1deje. V mnoh\u00fdch pr\u00edpadoch plat\u00ed pravidlo \u2013 <strong>lep\u0161ia nejak\u00e1 zmena, aj ke\u010f radik\u00e1lna, ne\u017e \u017eiadna.<\/strong><\/p>\n\n\n\n<p class=\"wp-block-paragraph\">M\u00e1m r\u00e1d prirovnanie, \u017ee ka\u017ed\u00e1 firma, aj t\u00e1 dobre rast\u00faca, jednoducho ob\u010das potrebuje radik\u00e1lnu prorez\u00e1vku. Strom alebo kr\u00edk po nej v\u017edy vyzer\u00e1 hor\u0161ie ne\u017e predt\u00fdm. Ale len na chv\u00ed\u013eu, k\u00fdm nebude op\u00e4\u0165 v rozpuku. A rovnako m\u00f4\u017ee prop\u00fa\u0161\u0165anie doda\u0165 drive s\u00fa\u010dasn\u00fdm kolegom. Ke\u010f dodr\u017e\u00edte z\u00e1sadn\u00e9 pravidl\u00e1.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">\ud83d\udc49 <strong>D\u00f4vera je k\u013e\u00fa\u010dov\u00e1.<\/strong> Ak ju sklamete len raz, ni\u010d sa nemus\u00ed pohn\u00fa\u0165.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">\ud83d\udc49 <strong>Feedback je d\u00f4le\u017eit\u00fd.<\/strong> Nielen na to, ako na \u013eud\u00ed zmeny dopadaj\u00fa, ale aj v tom, ak\u00e9 pr\u00edle\u017eitosti v nich vidia.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">\ud83d\udc49 <strong>Ownership a mo\u017enos\u0165 d\u00e1va\u0165 \u013eu\u010fom nov\u00e9 zodpovednosti je d\u00f4le\u017eit\u00e1.<\/strong> Aby bolo jasn\u00e9, \u017ee firma d\u00e1 vynikn\u00fa\u0165 dobr\u00fdm n\u00e1padom a talentom.<\/p>\n\n\n\n<h3 id=\"propustit-neznamena-stratit\" class=\"wp-block-heading\"><strong>Propusti\u0165 neznamen\u00e1 strati\u0165<\/strong><\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">A e\u0161te zamyslenie na z\u00e1ver. <strong>Dr\u017ete sa v\u017edy etiky prop\u00fa\u0161\u0165ania.<\/strong> Rozch\u00e1dzajte sa s\u00edce asert\u00edvne, ale spravodlivo aj v pr\u00edpade, ke\u010f je preuk\u00e1zate\u013en\u00fd probl\u00e9m na strane b\u00fdval\u00e9ho kolegu. Slovensk\u00fd trh je mal\u00fd a plat\u00ed, \u017ee propusti\u0165 kolegu tu neznamen\u00e1, \u017ee ho u\u017e nikdy neuvid\u00edte. M\u00f4\u017ee by\u0165 napr\u00edklad na strane klienta alebo konkurencie.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">A z\u00e1rove\u0148 \u2013 nikto nehovor\u00ed, \u017ee ak dnes propust\u00edte talentovan\u00e9ho kolegu, preto\u017ee pre neho vo firme nebol priestor, neuvid\u00edte sa mo\u017eno za dva roky na pohovore na nov\u00fa poz\u00edciu.<\/p>\n","protected":false},"featured_media":39143,"template":"","meta":{"_acf_changed":false,"_acf":"","inline_featured_image":false,"footnotes":""},"class_list":["post-39282","blog","type-blog","status-publish","has-post-thumbnail","hentry","blog_categories-vzdelavani-rozvoj-sk"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO Premium plugin v27.8 (Yoast SEO v28.3) - https:\/\/yoast.com\/product\/yoast-seo-premium-wordpress\/ -->\n<title>Ako zvl\u00e1dnu\u0165 prop\u00fa\u0161\u0165anie a posilni\u0165 t\u00edmov\u00fa kult\u00faru | Sloneek<\/title>\n<meta name=\"description\" content=\"Prop\u00fa\u0161\u0165anie nie je len negat\u00edvny krok. ???? 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