{"id":48657,"date":"2025-09-19T09:33:39","date_gmt":"2025-09-19T07:33:39","guid":{"rendered":"https:\/\/www.sloneek.com\/?post_type=blog&#038;p=48657"},"modified":"2026-08-13T13:10:30","modified_gmt":"2026-08-13T11:10:30","slug":"rozvoj-zamestnancov","status":"publish","type":"blog","link":"https:\/\/www.sloneek.com\/sk\/blog\/rozvoj-zamestnancov\/","title":{"rendered":"Ako na rozvojov\u00e9 pl\u00e1ny zamestnancov"},"content":{"rendered":"\n<p class=\"wp-block-paragraph\">Doba, ke\u010f sme si \u013eud\u00ed udr\u017eali benefitom do fitka a ob\u010dasn\u00fdm \u0161kolen\u00edm, je pre\u010d. Dne\u0161n\u00ed zamestnanci, a najm\u00e4&nbsp;<b><strong>gener\u00e1cia Z<\/strong><\/b>, chc\u00fa r\u00e1s\u0165. Chc\u00fa vidie\u0165 zmysel svojej pr\u00e1ce nielen pre spolo\u010dnos\u0165, ale aj pre seba sam\u00fdch. A pokia\u013e im ho nepon\u00faknete vy, urob\u00ed to niekto in\u00fd. Rozvoj zamestnancov tak prest\u00e1v\u00e1 by\u0165 formalitou a st\u00e1v\u00e1 sa silnou zbra\u0148ou v boji o talenty aj v\u00fdkon. Tak\u017ee ak ste toto zaspali a patr\u00edte medzi t\u00fdch, ktor\u00ed sa na nov\u00fa gener\u00e1ciu pozeraj\u00fa ako na parti\u010dku fl\u00e1ka\u010dov, mo\u017eno sa budete ve\u013emi skoro \u010dudova\u0165 probl\u00e9mu s fluktu\u00e1ciou.<\/p>\n\n\n\n<h2 id=\"rast-nie-je-benefit-ale-ocakavanie\" class=\"wp-block-heading\">Rast nie je benefit, ale o\u010dak\u00e1vanie<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\"><a href=\"https:\/\/www.sloneek.com\/sk\/blog\/firemna-kultura\/\" target=\"_blank\" rel=\"noopener\">Firemn\u00e1 kult\u00fara<\/a> zalo\u017een\u00e1 na raste u\u017e nie je&nbsp;<i><em>nice-to-have<\/em><\/i>. Je to nutnos\u0165. Pod\u013ea \u010dl\u00e1nku na <a href=\"https:\/\/www.sloneek.com\/sk\/blog\/linkedin\/\" target=\"_blank\" rel=\"noopener\">LinkedIn<\/a> Learning a\u017e 94% \u013eud\u00ed zostane vo firme dlh\u0161ie, ak c\u00edtia, \u017ee sa m\u00f4\u017eu profesijne rozv\u00edja\u0165. A to nie je len \u0161tatistika, to je \u010dasto d\u00f4vod, pre\u010do v\u00e1m \u013eudia bu\u010f zostan\u00fa, alebo od\u00eddu.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><a href=\"https:\/\/www.sloneek.com\/sk\/slovnik-pojmu\/kto-je-generacia-z\/\" target=\"_blank\" rel=\"noopener\">Gener\u00e1cia Z<\/a> pritom neh\u013ead\u00e1 len \u201epekn\u00e9 miesto s kari\u00e9rnym rastom\u201c. H\u013ead\u00e1 autentick\u00e9 vedenie, r\u00fdchlu sp\u00e4tn\u00fa v\u00e4zbu a pr\u00edle\u017eitosti u\u010di\u0165 sa v praxi. Ak pl\u00e1nuj\u00fa odchod, v\u00e4\u010d\u0161inou to nie je pre v\u00fd\u0161ku ich odmeny, ale preto, \u017ee nec\u00edtia mo\u017enos\u0165 \u010falej r\u00e1s\u0165.<\/p>\n\n\n\n<h2 id=\"rozvoj-zamestnancov-nie-je-skolenie-je-to-skusenost\" class=\"wp-block-heading\">Rozvoj zamestnancov nie je \u0161kolenie. Je to sk\u00fasenos\u0165<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Myslie\u0165 si, \u017ee rozvoj sa rovn\u00e1 zoznamu kurzov alebo predplatn\u00e9mu na vzdel\u00e1vac\u00edch port\u00e1loch, je ve\u013emi \u010dast\u00fd omyl. A to nielen u mana\u017ementu a HR, ale aj u samotn\u00fdch zamestnancov.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Len\u017ee v\u00e4\u010d\u0161ina z n\u00e1s sa tie najd\u00f4le\u017eitej\u0161ie veci nau\u010dila v re\u00e1lnych situ\u00e1ci\u00e1ch, \u010dasto mimo zasada\u010dky alebo LMS. Efekt\u00edvny model u\u010denia ve\u013emi dobre ilustruje model 70 \u2013 20 \u2013 10, kde:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><b><strong>70%<\/strong><\/b>\u00a0sa u\u010d\u00edme praxou \u2013 ke\u010f vedieme projekt, rie\u0161ime kr\u00edzov\u00fa situ\u00e1ciu alebo sa pripoj\u00edme k in\u00e9mu t\u00edmu.<\/li>\n\n\n\n<li><b><strong>20%<\/strong><\/b>\u00a0v\u010faka spolupr\u00e1ci a podpore \u2013 mentoringu, kou\u010dingu, sp\u00e4tnej v\u00e4zbe.<\/li>\n\n\n\n<li><b><strong>10%<\/strong><\/b>\u00a0tvor\u00ed klasick\u00e9 vzdel\u00e1vanie \u2013 \u0161kolenia, workshopy, e-learning.<\/li>\n<\/ul>\n\n\n\n<blockquote class=\"wp-block-quote blockquote--tip is-layout-flow wp-block-quote-is-layout-flow\">\n<p class=\"wp-block-paragraph\">Rozvojov\u00fd pl\u00e1n nie je katal\u00f3g kurzov. Je to strategick\u00fd n\u00e1stroj, ako prepoji\u0165 firemn\u00e9 ciele s osobn\u00fdmi amb\u00edciami zamestnanca. A z\u00e1rove\u0148 sp\u00f4sob, ako posilni\u0165 v\u00e1\u0161&nbsp;<b><strong>employer branding<\/strong><\/b>.<\/p>\n<\/blockquote>\n\n\n\n<h2 id=\"ako-postavit-funkcny-rozvojovy-plan-krok-za-krokom\" class=\"wp-block-heading\">Ako postavi\u0165 funk\u010dn\u00fd rozvojov\u00fd pl\u00e1n: krok za krokom<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Mo\u017eno u\u017e vo firme talenty akt\u00edvne sledujete. M\u00e1te dobre spracovan\u00fd&nbsp;<b><strong>9-box<\/strong><\/b>, pravidelne rie\u0161ite pl\u00e1ny n\u00e1stupn\u00edctva a viete, do koho sa oplat\u00ed investova\u0165 \u010das aj financie. Vytv\u00e1rate si tak svoj&nbsp;<b><strong>talent pool<\/strong><\/b>&nbsp;\u013eud\u00ed, ktor\u00fdch sa oplat\u00ed udr\u017ea\u0165. Len\u017ee k\u013e\u00fa\u010dov\u00e1 ot\u00e1zka znie: \u010do s nimi \u010falej?<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Tu prich\u00e1dza na rad individu\u00e1lny rozvojov\u00fd pl\u00e1n (IDP). Ten obsahuje inform\u00e1cie, kde sme, kam smerujeme a ako sa tam dostaneme. Bez neho to v\u0161ak \u010dasto vyzer\u00e1 sk\u00f4r ako strela \u00faplne mimo ter\u010d. Vyberieme kurz z katal\u00f3gu a d\u00fafame, \u017ee traf\u00edme, ale sme \u00faplne mimo. D\u00e1 sa to v\u0161ak robi\u0165 aj lep\u0161ie \u2013 strategicky, koncep\u010dne a hlavne s re\u00e1lnym dosahom na prax. Tu je osved\u010den\u00fd postup, ako vytvori\u0165 pl\u00e1n, ktor\u00fd bude d\u00e1va\u0165 zmysel firme aj zamestnancovi.<\/p>\n\n\n\n<h3 id=\"1-gap-analyza\" class=\"wp-block-heading\">1. GAP anal\u00fdza<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Zabudnite teda na zoznam mo\u017en\u00fdch \u0161kolen\u00ed s t\u00fdm, aby si zamestnanec vybral, \u010do ho zauj\u00edma. To nefunguje. Pre\u010do? Preto\u017ee mus\u00edte vedie\u0165, pre\u010do do tak\u00e9ho \u0161kolenia pre konkr\u00e9tneho \u010dloveka investova\u0165. Predsa len, vzdel\u00e1vanie je invest\u00edcia, \u010do znamen\u00e1, \u017ee sa v\u00e1m to mus\u00ed v nejakej podobe vr\u00e1ti\u0165.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Najsk\u00f4r je potrebn\u00e9 zisti\u0165, \u010do konkr\u00e9tne dan\u00e9mu \u010dloveku ch\u00fdba, aby zvl\u00e1dol svoju rolu teraz a ide\u00e1lne aj bud\u00face n\u00e1roky. Urob\u00edte teda tzv. GAP anal\u00fdzu.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Pom\u00f4c\u0165 v\u00e1m m\u00f4\u017eu:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>hodnotenie v\u00fdkonu spolu s hodnotiacimi rozhovormi,<\/li>\n\n\n\n<li><a href=\"https:\/\/www.sloneek.com\/sk\/blog\/360-spatna-vazba\/\" target=\"_blank\" rel=\"noopener\">360\u00b0 sp\u00e4tn\u00e1 v\u00e4zba<\/a>,<\/li>\n\n\n\n<li>v\u00fdsledky development centier.<\/li>\n<\/ul>\n\n\n\n<blockquote class=\"wp-block-quote is-layout-flow wp-block-quote-is-layout-flow\">\n<p class=\"wp-block-paragraph\">Za z\u00e1klad rozvoja pova\u017eujem pr\u00e1cu s&nbsp;<b><strong>kompeten\u010dn\u00fdmi modelmi<\/strong><\/b>, na z\u00e1klade ktor\u00fdch m\u00f4\u017eete postavi\u0165 GAP anal\u00fdzu. Zist\u00edte, \u010di je potrebn\u00e9 posilni\u0165 \u201etvrd\u00e9\u201c zru\u010dnosti (napr. pr\u00e1ca so syst\u00e9mom), alebo sk\u00f4r \u201em\u00e4kk\u00e9\u201c zru\u010dnosti (napr. vedenie t\u00edmu).<\/p>\n<\/blockquote>\n\n\n\n<h3 id=\"2-nastavenie-smart-ciela\" class=\"wp-block-heading\">2. Nastavenie SMART cie\u013ea<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Ke\u010f viete, ak\u00fa kompetenciu chcete u dan\u00e9ho \u010dloveka rozv\u00edja\u0165, prich\u00e1dza \u010das na nastavenie cie\u013ea. Cie\u013e ve\u013emi odpor\u00fa\u010dam nastavi\u0165 ako SMART \u2013 konkr\u00e9tny, merate\u013en\u00fd, dosiahnute\u013en\u00fd, relevantn\u00fd pre profesiu a mal by obsahova\u0165 term\u00edn, do kedy m\u00e1 by\u0165 cie\u013e splnen\u00fd. Inak to jednoducho nefunguje. Ak nebude jasne dan\u00fd, m\u00f4\u017ee to vies\u0165 k nedorozumeniam v o\u010dak\u00e1vaniach. Ak nebude merate\u013en\u00fd, nebude transparentn\u00e9, \u010di si zamestnanec nov\u00fa kompetenciu naozaj osvojil. No a ak sa nepovie dokedy, m\u00f4\u017ee to zosta\u0165 v r\u00ed\u0161i neuskuto\u010dnen\u00fdch pl\u00e1nov.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Ako m\u00f4\u017ee tak\u00fd SMART cie\u013e vyzera\u0165?<\/p>\n\n\n\n<blockquote class=\"wp-block-quote is-layout-flow wp-block-quote-is-layout-flow\">\n<p class=\"wp-block-paragraph\">\u201eDo konca bud\u00faceho kvart\u00e1lu priprav\u00edm a odprezentujem 15-min\u00fatov\u00fa prezent\u00e1ciu v\u00fdsledkov t\u00edmu pred veden\u00edm. Vopred si vy\u017eiadam sp\u00e4tn\u00fa v\u00e4zbu od kolegu a po prezent\u00e1cii od mana\u017e\u00e9ra, aby som mal jasne merate\u013en\u00fd posun.\u201c<\/p>\n<\/blockquote>\n\n\n\n<blockquote class=\"wp-block-quote is-layout-flow wp-block-quote-is-layout-flow\">\n<p class=\"wp-block-paragraph\">\u201ePo\u010das 6 t\u00fd\u017ed\u0148ov vytvor\u00edm v Exceli makro, ktor\u00e9 zautomatizuje reportovanie mesa\u010dn\u00fdch predajn\u00fdch d\u00e1t. Hotov\u00e9 rie\u0161enie otestujem s finan\u010dn\u00fdm oddelen\u00edm a bude ho pou\u017e\u00edva\u0165 minim\u00e1lne 2 \u010fal\u0161\u00ed kolegovia.\u201c<\/p>\n<\/blockquote>\n\n\n\n<blockquote class=\"wp-block-quote is-layout-flow wp-block-quote-is-layout-flow\">\n<p class=\"wp-block-paragraph\">\u201eDo 2 mesiacov absolvujem kurz z\u00e1kladov kyberbezpe\u010dnosti a n\u00e1sledne zavediem vo svojom t\u00edme pravidlo dvojfaktorov\u00e9ho overovania. \u00daspech over\u00edm t\u00fdm, \u017ee 100% t\u00edmu sa bude prihlasova\u0165 cez dvojfaktorov\u00fa autentiz\u00e1ciu.\u201c<\/p>\n<\/blockquote>\n\n\n\n<h3 id=\"3-individualny-rozvojovy-plan\" class=\"wp-block-heading\">3. Individu\u00e1lny rozvojov\u00fd pl\u00e1n<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Jednoducho povedan\u00e9, IDP je dohoda medzi zamestnancom, mana\u017e\u00e9rom a firmou o tom, \u010do sa m\u00e1 \u010dlovek nau\u010di\u0165, pre\u010do, ako a dokedy. Obsahuje SMART ciele, konkr\u00e9tne aktivity, \u010dasov\u00fa os a zop\u00e1r m\u00ed\u013enikov, aby bolo jasn\u00e9, \u010di sa nie\u010do deje, alebo to op\u00e4\u0165 uviazlo v z\u00e1suvke.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Forma? Posta\u010d\u00ed pokojne aj \u00faplne oby\u010dajn\u00e1 tabu\u013eka v Exceli, av\u0161ak odpor\u00fa\u010dam pou\u017ei\u0165 model 70 - 20 \u2013 10 a pekne detailne tam vyp\u00edsa\u0165, ako bude na svojom cieli pracova\u0165. Ale pozor \u2013 toto za zamestnanca netvor\u00ed HR! Mus\u00ed to urobi\u0165 on s\u00e1m, alebo aspo\u0148 v spolupr\u00e1ci s mana\u017e\u00e9rom.<\/p>\n\n\n\n<h3 id=\"4-vyhodnocujte\" class=\"wp-block-heading\">4. Vyhodnocujte<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Na konci ka\u017ed\u00e9ho obdobia je potrebn\u00e9 zastavi\u0165 sa a poveda\u0165 si: \u010do sa podarilo, \u010do zostalo len na papieri a \u010do to zmenilo v spr\u00e1van\u00ed alebo v\u00fdkone.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Pom\u00f4\u017eu v\u00e1m ako tvrd\u00e9 d\u00e1ta (KPI, dotazn\u00edky), tak aj oby\u010dajn\u00e1 <a href=\"https:\/\/www.sloneek.com\/sk\/blog\/spatna-vazba-a-angazovanost\/\" target=\"_blank\" rel=\"noopener\">sp\u00e4tn\u00e1 v\u00e4zba<\/a> a pravideln\u00e1 aktualiz\u00e1cia pod\u013ea reality. Preto\u017ee rozvoj, ktor\u00fd sa nereviduje, prest\u00e1va by\u0165 rozvojom a st\u00e1va sa len zoznamom pekne znej\u00facich s\u013eubov.<\/p>\n\n\n\n<figure class=\"wp-block-image alignnone size-full wp-image-48656\"><img loading=\"lazy\" decoding=\"async\" width=\"1000\" height=\"561\" src=\"https:\/\/www.sloneek.com\/wp-content\/uploads\/2025\/09\/employee_development_learning.webp\" alt=\"Kontinu\u00e1lne vzdel\u00e1vanie a osobn\u00fd rozvoj s\u00fa k\u013e\u00fa\u010dom k profesion\u00e1lnemu rastu, \u010di u\u017e v kancel\u00e1rii alebo z pohodlia domova.\" class=\"wp-image-48656\" srcset=\"https:\/\/www.sloneek.com\/wp-content\/uploads\/2025\/09\/employee_development_learning.webp 1000w, https:\/\/www.sloneek.com\/wp-content\/uploads\/2025\/09\/employee_development_learning-300x168.webp 300w, https:\/\/www.sloneek.com\/wp-content\/uploads\/2025\/09\/employee_development_learning-768x431.webp 768w, https:\/\/www.sloneek.com\/wp-content\/uploads\/2025\/09\/employee_development_learning-80x45.webp 80w, https:\/\/www.sloneek.com\/wp-content\/uploads\/2025\/09\/employee_development_learning-66x37.webp 66w, https:\/\/www.sloneek.com\/wp-content\/uploads\/2025\/09\/employee_development_learning-576x323.webp 576w, https:\/\/www.sloneek.com\/wp-content\/uploads\/2025\/09\/employee_development_learning-200x112.webp 200w, https:\/\/www.sloneek.com\/wp-content\/uploads\/2025\/09\/employee_development_learning-20x11.webp 20w, https:\/\/www.sloneek.com\/wp-content\/uploads\/2025\/09\/employee_development_learning-30x17.webp 30w, https:\/\/www.sloneek.com\/wp-content\/uploads\/2025\/09\/employee_development_learning-45x25.webp 45w, https:\/\/www.sloneek.com\/wp-content\/uploads\/2025\/09\/employee_development_learning-65x36.webp 65w, https:\/\/www.sloneek.com\/wp-content\/uploads\/2025\/09\/employee_development_learning-68x38.webp 68w, https:\/\/www.sloneek.com\/wp-content\/uploads\/2025\/09\/employee_development_learning-240x135.webp 240w, https:\/\/www.sloneek.com\/wp-content\/uploads\/2025\/09\/employee_development_learning-270x151.webp 270w, https:\/\/www.sloneek.com\/wp-content\/uploads\/2025\/09\/employee_development_learning-180x101.webp 180w, https:\/\/www.sloneek.com\/wp-content\/uploads\/2025\/09\/employee_development_learning-294x165.webp 294w, https:\/\/www.sloneek.com\/wp-content\/uploads\/2025\/09\/employee_development_learning-63x35.webp 63w, https:\/\/www.sloneek.com\/wp-content\/uploads\/2025\/09\/employee_development_learning-61x34.webp 61w, https:\/\/www.sloneek.com\/wp-content\/uploads\/2025\/09\/employee_development_learning-400x224.webp 400w, https:\/\/www.sloneek.com\/wp-content\/uploads\/2025\/09\/employee_development_learning-810x454.webp 810w, https:\/\/www.sloneek.com\/wp-content\/uploads\/2025\/09\/employee_development_learning-690x387.webp 690w, https:\/\/www.sloneek.com\/wp-content\/uploads\/2025\/09\/employee_development_learning-84x47.webp 84w, https:\/\/www.sloneek.com\/wp-content\/uploads\/2025\/09\/employee_development_learning-500x281.webp 500w, https:\/\/www.sloneek.com\/wp-content\/uploads\/2025\/09\/employee_development_learning-800x449.webp 800w\" sizes=\"auto, (max-width: 1000px) 100vw, 1000px\" \/><figcaption class=\"wp-element-caption\">Kontinu\u00e1lne vzdel\u00e1vanie a osobn\u00fd rozvoj s\u00fa k\u013e\u00fa\u010dom k profesion\u00e1lnemu rastu, \u010di u\u017e v kancel\u00e1rii alebo z pohodlia domova.<\/figcaption><\/figure>\n\n\n\n<h2 id=\"kto-ma-v-rozvoji-zamestnanca-aku-ulohu\" class=\"wp-block-heading\">Kto m\u00e1 v rozvoji zamestnanca ak\u00fa \u00falohu?<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">To je \u010dasto diskutovan\u00e1 ot\u00e1zka. Kto je vlastne zodpovedn\u00fd za to, \u017ee sa \u013eudia vo firme rozv\u00edjaj\u00fa? Je to na v\u0161emocnom HR? Alebo na samotn\u00fdch zamestnancoch? Alebo na zanepr\u00e1zdnen\u00fdch mana\u017e\u00e9roch?<\/p>\n\n\n\n<h3 id=\"zamestnanec-ako-majitel-svojho-rastu\" class=\"wp-block-heading\">Zamestnanec ako \u201emajite\u013e svojho rastu\u201c<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Ak je rozvojov\u00e1 aktivita nariaden\u00e1 zhora a zamestnanec nevie, pre\u010do sa jej z\u00fa\u010dast\u0148uje, k ak\u00e9mu cie\u013eu smeruje a ak\u00fd m\u00e1 ma\u0165 pr\u00ednos, je to nani\u010d. Rovnako to nefunguje, ke\u010f mu ch\u00fdba motiv\u00e1cia. M\u00e1 zmysel len vtedy, ke\u010f ho \u010dlovek vezme do vlastn\u00fdch r\u00fak, ke\u010f s\u00e1m c\u00edti zodpovednos\u0165 za svoj posun, je proakt\u00edvny, akt\u00edvne h\u013ead\u00e1 pr\u00edle\u017eitosti na rast a neboj\u00ed sa op\u00fdta\u0165 na sp\u00e4tn\u00fa v\u00e4zbu.<\/p>\n\n\n\n<h3 id=\"manazer-ako-kouc-a-podpora\" class=\"wp-block-heading\">Mana\u017e\u00e9r ako kou\u010d a podpora<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Mana\u017e\u00e9r m\u00e1 v rozvoji k\u013e\u00fa\u010dov\u00fa \u00falohu. Nie je len ten, kto podpisuje pl\u00e1n \u2013 je podpora, kou\u010d, motiv\u00e1tor aj ten, kto d\u00e1va sp\u00e4tn\u00fa v\u00e4zbu. \u010casto pr\u00e1ve on pr\u00edde s n\u00e1vrhom na rozvoj, alebo spolu so zamestnancom h\u013ead\u00e1, kam sa posun\u00fa\u0165 a ako. A potom na tento posun dohliada a zaist\u00ed, aby na\u0148 mal zamestnanec aj podmienky.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Rozvoj ale nesmie st\u00e1\u0165 bokom od v\u00fdkonu. Mus\u00ed by\u0165 pevne prepojen\u00fd s&nbsp;<b><strong>performance managementom<\/strong><\/b>&nbsp;\u2013 ide\u00e1lne tak, aby sa bez neho nezaobi\u0161lo ani mesa\u010dn\u00e9 \u010di kvart\u00e1lne 1:1 stretnutie. V praxi to znamen\u00e1, \u017ee okrem v\u00fdsledkov mana\u017e\u00e9r so zamestnancom rie\u0161i aj ot\u00e1zky ako: \u201e\u010co si sa nau\u010dil?\u201c alebo \u201eAko si to vyu\u017eil v praxi?\u201c V\u010faka tomu maj\u00fa mana\u017e\u00e9ri preh\u013ead o cie\u013eoch, pom\u00e1haj\u00fa s ich plnen\u00edm a rozvoj sa st\u00e1va prirodzenou s\u00fa\u010das\u0165ou pr\u00e1ce, nie \u201enie\u010d\u00edm navy\u0161e\u201c.<\/p>\n\n\n\n<h3 id=\"hr-ako-architekt-a-konzultant\" class=\"wp-block-heading\">HR ako architekt a konzultant<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">HR je ten, kto d\u00e1va rozvoju r\u00e1mec a dr\u017e\u00ed ho pohromade. Stavia cel\u00fd syst\u00e9m vzdel\u00e1vania \u2013 od kompeten\u010dn\u00fdch modelov a \u0161abl\u00f3n IDP a\u017e po vzdel\u00e1vacie platformy a <a href=\"https:\/\/www.sloneek.com\/sk\/slovnik-pojmu\/mentoring\/\" target=\"_blank\" rel=\"noopener\">mentoring<\/a>. Zais\u0165uje n\u00e1stroje, procesy aj pravidl\u00e1, aby rozvoj nebol n\u00e1hodn\u00e1 aktivita, ale s\u00fa\u010das\u0165 ka\u017edodenn\u00e9ho fungovania firmy.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">V praxi to znamen\u00e1: HR poskytuje mana\u017e\u00e9rom n\u00e1stroje na vedenie rozvojov\u00fdch rozhovorov, spravuje LMS pre preh\u013ead a pl\u00e1novanie vzdel\u00e1vania, organizuje mentoringov\u00e9 programy a otv\u00e1ra mo\u017enosti internej mobility napr\u00edklad cez kari\u00e9rne trhovisko. K tomu sleduje, ako rozvoj zapad\u00e1 do firemnej strat\u00e9gie a ak\u00fd m\u00e1 skuto\u010dn\u00fd dosah.<\/p>\n\n\n\n<h3 id=\"rozvoj-zamestnancov-ako-spolocny-projekt\" class=\"wp-block-heading\">Rozvoj zamestnancov ako spolo\u010dn\u00fd projekt<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Rozvoj nastane len vtedy, ke\u010f funguje symbi\u00f3za <strong>HR \u2013 mana\u017e\u00e9r - zamestnanec<\/strong>. HR nastav\u00ed r\u00e1mec, dod\u00e1 n\u00e1stroje a aktivity. Mana\u017e\u00e9r je oporou po cel\u00fd \u010das, prisp\u00f4sobuje podmienky a d\u00e1va sp\u00e4tn\u00fa v\u00e4zbu. A zamestnanec mus\u00ed rozvoj vn\u00edma\u0165 ako svoju prioritu. Bez jeho motiv\u00e1cie sa ni\u010d nestane.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Spolo\u010dne potom zdie\u013eaj\u00fa ciele, sleduj\u00fa pokrok a h\u013eadaj\u00fa cesty \u010falej. Akon\u00e1hle sa z rozvoja stane len \u00faloha pre jednu stranu, prest\u00e1va fungova\u0165.<\/p>\n\n\n\n<h2 id=\"ako-rozvojove-plany-skutocne-uviest-do-zivota\" class=\"wp-block-heading\">Ako rozvojov\u00e9 pl\u00e1ny skuto\u010dne uvies\u0165 do \u017eivota<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Rozvojov\u00fd pl\u00e1n nesta\u010d\u00ed nap\u00edsa\u0165 a zalo\u017ei\u0165. Aby mal zmysel, mus\u00ed sa s n\u00edm \u017ei\u0165 a mus\u00ed by\u0165 zaraden\u00fd do be\u017enej pracovnej rutiny \u2013 do pravideln\u00fdch 1:1 stretnut\u00ed, t\u00edmov\u00fdch por\u00e1d aj hodnotenia v\u00fdkonu. A ot\u00e1zka rozvoja mus\u00ed ma\u0165 podporu najvy\u0161\u0161ieho vedenia firmy. Bez nej sa HR m\u00f4\u017ee sna\u017ei\u0165 akoko\u013evek, ale v\u00fdsledky sa nedostavia. A povedzme si na rovinu, niekedy je to ve\u013emi zlo\u017eit\u00e9. HR a mana\u017ement toti\u017e \u010dasto hovoria inou re\u010dou, hoci sa usiluj\u00fa o to ist\u00e9.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Rozvoj je potrebn\u00e9 ukotvi\u0165 v strat\u00e9gii firmy. A to znamen\u00e1 bavi\u0165 sa s veden\u00edm nie o po\u010dte \u0161kolen\u00ed, ale o dosahu na biznis: retencia, v\u00fdkon, pr\u00edprava bud\u00facich l\u00eddrov, schopnos\u0165 zvl\u00e1da\u0165 zmeny. Pokia\u013e dok\u00e1\u017eete uk\u00e1za\u0165, \u017ee rozvoj priamo s\u00favis\u00ed s t\u00fdmito cie\u013emi, z\u00edskate rozpo\u010det aj priestor. Pom\u00e1ha tie\u017e pravidelne prezentova\u0165 d\u00e1ta \u2013 ko\u013eko \u013eud\u00ed m\u00e1 akt\u00edvny IDP, ako sa plnia ciele, ak\u00fd dosah to m\u00e1 na mobilitu a spokojnos\u0165. A\u017e tu za\u010d\u00edna HR hovori\u0165 jazykom, ktor\u00e9mu vedenie rozumie.<\/p>\n\n\n\n<h3 id=\"najcastejsie-prekazky-a-na-co-si-dat-pozor\" class=\"wp-block-heading\">Naj\u010dastej\u0161ie prek\u00e1\u017eky a na \u010do si da\u0165 pozor<\/h3>\n\n\n\n<h4 class=\"wp-block-heading\">Pl\u00e1ny len na papieri<\/h4>\n\n\n\n<p class=\"wp-block-paragraph\">IDP sa s\u00edce vytvor\u00ed, ale nikto sa k nemu nevracia. V\u00fdsledok? Pravdepodobne tu\u0161\u00edte, \u017ee ste si dali zbyto\u010dn\u00fa pr\u00e1cu s vytvoren\u00edm IDP, ktor\u00fd zostal len na papieri.<br>\n\ud83d\udc49&nbsp;<b><strong>Ako tomu pred\u00eds\u0165<\/strong><\/b>: pravideln\u00e9 \u201egrowth check-in\u201c rozhovory (napr\u00edklad ka\u017ed\u00fdch 6 t\u00fd\u017ed\u0148ov).<\/p>\n\n\n\n<h4 class=\"wp-block-heading\">N\u00edzka motiv\u00e1cia zamestnancov<\/h4>\n\n\n\n<p class=\"wp-block-paragraph\">Toto nast\u00e1va, ak \u010dlovek nec\u00edti zmysel a rozvoj vn\u00edma ako povinnos\u0165, ktor\u00fa si zase vymyslelo HR.<br>\n\ud83d\udc49&nbsp;<b><strong>Tip<\/strong><\/b>: v\u017edy zapojte osobn\u00e9 ciele zamestnanca, nielen firemn\u00e9 potreby.<\/p>\n\n\n\n<h4 class=\"wp-block-heading\">Mana\u017e\u00e9ri bez \u010dasu a podpory<\/h4>\n\n\n\n<p class=\"wp-block-paragraph\">Prioritou je v\u00fdkon, rozvoj sa odklad\u00e1. In\u00fdmi slovami, pokia\u013e na rozvojov\u00e9 aktivity nebudete ma\u0165 podporu mana\u017ementu, je to \u00faplne zbyto\u010dn\u00e9.<br>\n\ud83d\udc49&nbsp;<b><strong>Rie\u0161enie<\/strong><\/b>: da\u0165 mana\u017e\u00e9rom jasn\u00fa \u00falohu a KPI, hovori\u0165 s nimi re\u010dou \u010d\u00edsel, \u0161koli\u0165 ich v kou\u010dingu.<\/p>\n\n\n\n<h4 class=\"wp-block-heading\">Slab\u00e9 napojenie na strat\u00e9giu firmy<\/h4>\n\n\n\n<p class=\"wp-block-paragraph\">Firma rozv\u00edja veci, ktor\u00e9 nie s\u00fa v s\u00falade s bud\u00facim smerovan\u00edm.<br>\n\ud83d\udc49&nbsp;<b><strong>Prevencia<\/strong><\/b>: vych\u00e1dza\u0165 z kompeten\u010dn\u00fdch modelov a biznis cie\u013eov.<\/p>\n\n\n\n<h4 class=\"wp-block-heading\">Ch\u00fdba vyhodnotenie dosahu<\/h4>\n\n\n\n<p class=\"wp-block-paragraph\">Sleduje sa len \u00fa\u010das\u0165 na kurzoch, nie zmena spr\u00e1vania.<br>\n\ud83d\udc49&nbsp;<b><strong>N\u00e1prava<\/strong><\/b>: mera\u0165, \u010do sa zmenilo vo v\u00fdkone, anga\u017eovanosti alebo mobilite.<\/p>\n\n\n\n<figure class=\"wp-block-image\"><a href=\"https:\/\/www.sloneek.com\/sk\/trial\/\"><img loading=\"lazy\" decoding=\"async\" width=\"1200\" height=\"453\" src=\"https:\/\/www.sloneek.com\/wp-content\/uploads\/2024\/12\/sloneek-zvladne-hr-venujte-ludom.webp\" alt=\"Sloneek zvl\u00e1dne HR.\u2028Vy sa venujte \u013eu\u010fom.\" class=\"wp-image-38429\" srcset=\"https:\/\/www.sloneek.com\/wp-content\/uploads\/2024\/12\/sloneek-zvladne-hr-venujte-ludom.webp 1200w, https:\/\/www.sloneek.com\/wp-content\/uploads\/2024\/12\/sloneek-zvladne-hr-venujte-ludom-300x113.webp 300w, https:\/\/www.sloneek.com\/wp-content\/uploads\/2024\/12\/sloneek-zvladne-hr-venujte-ludom-1024x387.webp 1024w, https:\/\/www.sloneek.com\/wp-content\/uploads\/2024\/12\/sloneek-zvladne-hr-venujte-ludom-768x290.webp 768w, https:\/\/www.sloneek.com\/wp-content\/uploads\/2024\/12\/sloneek-zvladne-hr-venujte-ludom-119x45.webp 119w, https:\/\/www.sloneek.com\/wp-content\/uploads\/2024\/12\/sloneek-zvladne-hr-venujte-ludom-98x37.webp 98w, https:\/\/www.sloneek.com\/wp-content\/uploads\/2024\/12\/sloneek-zvladne-hr-venujte-ludom-576x217.webp 576w, https:\/\/www.sloneek.com\/wp-content\/uploads\/2024\/12\/sloneek-zvladne-hr-venujte-ludom-1040x393.webp 1040w, https:\/\/www.sloneek.com\/wp-content\/uploads\/2024\/12\/sloneek-zvladne-hr-venujte-ludom-200x76.webp 200w, https:\/\/www.sloneek.com\/wp-content\/uploads\/2024\/12\/sloneek-zvladne-hr-venujte-ludom-20x8.webp 20w, https:\/\/www.sloneek.com\/wp-content\/uploads\/2024\/12\/sloneek-zvladne-hr-venujte-ludom-30x11.webp 30w, https:\/\/www.sloneek.com\/wp-content\/uploads\/2024\/12\/sloneek-zvladne-hr-venujte-ludom-45x17.webp 45w, https:\/\/www.sloneek.com\/wp-content\/uploads\/2024\/12\/sloneek-zvladne-hr-venujte-ludom-65x25.webp 65w, https:\/\/www.sloneek.com\/wp-content\/uploads\/2024\/12\/sloneek-zvladne-hr-venujte-ludom-68x26.webp 68w, https:\/\/www.sloneek.com\/wp-content\/uploads\/2024\/12\/sloneek-zvladne-hr-venujte-ludom-240x91.webp 240w, https:\/\/www.sloneek.com\/wp-content\/uploads\/2024\/12\/sloneek-zvladne-hr-venujte-ludom-270x102.webp 270w, https:\/\/www.sloneek.com\/wp-content\/uploads\/2024\/12\/sloneek-zvladne-hr-venujte-ludom-180x68.webp 180w, https:\/\/www.sloneek.com\/wp-content\/uploads\/2024\/12\/sloneek-zvladne-hr-venujte-ludom-437x165.webp 437w, https:\/\/www.sloneek.com\/wp-content\/uploads\/2024\/12\/sloneek-zvladne-hr-venujte-ludom-63x24.webp 63w, https:\/\/www.sloneek.com\/wp-content\/uploads\/2024\/12\/sloneek-zvladne-hr-venujte-ludom-61x23.webp 61w, https:\/\/www.sloneek.com\/wp-content\/uploads\/2024\/12\/sloneek-zvladne-hr-venujte-ludom-400x151.webp 400w, https:\/\/www.sloneek.com\/wp-content\/uploads\/2024\/12\/sloneek-zvladne-hr-venujte-ludom-810x306.webp 810w, https:\/\/www.sloneek.com\/wp-content\/uploads\/2024\/12\/sloneek-zvladne-hr-venujte-ludom-690x260.webp 690w, https:\/\/www.sloneek.com\/wp-content\/uploads\/2024\/12\/sloneek-zvladne-hr-venujte-ludom-84x32.webp 84w, https:\/\/www.sloneek.com\/wp-content\/uploads\/2024\/12\/sloneek-zvladne-hr-venujte-ludom-1000x378.webp 1000w, https:\/\/www.sloneek.com\/wp-content\/uploads\/2024\/12\/sloneek-zvladne-hr-venujte-ludom-500x189.webp 500w, https:\/\/www.sloneek.com\/wp-content\/uploads\/2024\/12\/sloneek-zvladne-hr-venujte-ludom-800x302.webp 800w\" sizes=\"auto, (max-width: 1200px) 100vw, 1200px\" \/><\/a><\/figure>\n\n\n\n<h2 id=\"rychly-sprievodca\" class=\"wp-block-heading\">R\u00fdchly sprievodca<\/h2>\n\n\n\n<h4 class=\"wp-block-heading\">Prepojte rozvoj so strat\u00e9giou firmy<\/h4>\n\n\n\n<p class=\"wp-block-paragraph\">Ak firma pl\u00e1nuje expanziu, malo by sa to odrazi\u0165 aj v rozvojov\u00fdch pl\u00e1noch \u2013 napr\u00edklad v d\u00f4raze na jazykov\u00e9 alebo interkult\u00farne zru\u010dnosti. Rozvoj m\u00e1 zmysel len vtedy, ke\u010f mieri rovnak\u00fdm smerom ako biznis.<\/p>\n\n\n\n<h4 class=\"wp-block-heading\">Spolupr\u00e1ca HR, mana\u017e\u00e9ra a zamestnanca<\/h4>\n\n\n\n<p class=\"wp-block-paragraph\">Rozvoj je spolo\u010dn\u00e1 hra. HR nastavuje r\u00e1mec, mana\u017e\u00e9r podporuje, ale zamestnanec je ten, kto za svoj rast naozaj zodpoved\u00e1.<\/p>\n\n\n\n<h4 class=\"wp-block-heading\">Personalizujte<\/h4>\n\n\n\n<p class=\"wp-block-paragraph\">Univerz\u00e1lny pl\u00e1n pre v\u0161etk\u00fdch nefunguje. Umo\u017enite zamestnancom vybra\u0165 si formu, ktor\u00e1 zodpoved\u00e1 ich \u0161t\u00fdlu u\u010denia, poz\u00edcii aj amb\u00edci\u00e1m.<\/p>\n\n\n\n<h4 class=\"wp-block-heading\">D\u00f4raz na prax<\/h4>\n\n\n\n<p class=\"wp-block-paragraph\">Ka\u017ed\u00e9 \u0161kolenie mus\u00ed ma\u0165 jasn\u00e9 \u201ea \u010do s t\u00fdm \u010falej\u201c. Bez sp\u00e4tnej v\u00e4zby a mo\u017enosti nov\u00fa zru\u010dnos\u0165 rovno vysk\u00fa\u0161a\u0165 v praxi to zostane len te\u00f3riou.<\/p>\n\n\n\n<h4 class=\"wp-block-heading\">Merajte dosah<\/h4>\n\n\n\n<p class=\"wp-block-paragraph\">Nejde o po\u010det absolvovan\u00fdch kurzov. D\u00f4le\u017eit\u00e9 je sledova\u0165, \u010do sa zmenilo \u2013 vo v\u00fdkone, anga\u017eovanosti alebo mobilite zamestnanca.<\/p>\n\n\n\n<h4 class=\"wp-block-heading\">Udr\u017eujte pl\u00e1n \u017eiv\u00fd<\/h4>\n\n\n\n<p class=\"wp-block-paragraph\">Rozvoj nie je projekt na rok, ale proces. Pl\u00e1n mus\u00ed reagova\u0165 na to, \u010do sa men\u00ed \u2013 v \u00falohe, t\u00edme aj celej firme.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">V momente, ke\u010f za\u010dnete vn\u00edma\u0165 rozvoj ako strategick\u00fd n\u00e1stroj \u2013 nie ako n\u00e1klad navy\u0161e \u2013 men\u00ed sa hra. Ovplyv\u0148uje n\u00e1bor, retenciu aj bud\u00faci \u00faspech celej firmy.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>Preto\u017ee ke\u010f rastie \u010dlovek, rastie aj firma.<\/strong><\/p>\n","protected":false},"featured_media":48651,"template":"","meta":{"_acf_changed":false,"_acf":"","inline_featured_image":false,"footnotes":""},"class_list":["post-48657","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>Rozvojov\u00e9 pl\u00e1ny zamestnancov: k\u013e\u00fa\u010d k rastu | Sloneek<\/title>\n<meta name=\"description\" content=\"Gener\u00e1cia Z \u010dak\u00e1 rast ???? Nie len \u0161kolenia, ale sk\u00fasenosti, sp\u00e4tn\u00fa v\u00e4zbu a jasn\u00e9 ciele. 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