{"id":50191,"date":"2025-12-03T13:29:16","date_gmt":"2025-12-03T12:29:16","guid":{"rendered":"https:\/\/www.sloneek.com\/?post_type=blog&#038;p=50191"},"modified":"2026-08-13T11:06:37","modified_gmt":"2026-08-13T09:06:37","slug":"holisticke-hr","status":"publish","type":"blog","link":"https:\/\/www.sloneek.com\/sk\/blog\/holisticke-hr\/","title":{"rendered":"Pre\u010do tradi\u010dn\u00e9 HR nesta\u010d\u00ed a ako holistick\u00fd pr\u00edstup vracia firm\u00e1m skuto\u010dn\u00fa hodnotu"},"content":{"rendered":"\n<p class=\"wp-block-paragraph\"><strong>Pred p\u00e1r rokmi, ke\u010f sa za\u010dalo prv\u00fdkr\u00e1t vo v\u00e4\u010d\u0161om p\u00edsa\u0165 o medzigenera\u010dn\u00fdch konfliktoch, ktor\u00e9 sa dnes naplno rozbiehaj\u00fa, som zdie\u013eal svoje presved\u010denie, \u017ee tradi\u010dn\u00e9 \u0161katu\u013ekovanie v HR prest\u00e1va d\u00e1va\u0165 zmysel. Jednoducho preto, \u017ee bude potrebn\u00e1 omnoho v\u00e4\u010d\u0161ia flexibilita a adaptabilita v tom, ako HR pristupuje k svojej roly. <\/strong><\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Vtedy som za to dostal poriadnu \u201cn\u00e1lo\u017e\u201d vr\u00e1tane koment\u00e1rov typu \u201eale takto sa to predsa nerob\u00ed, kolega\u201c. To \u010do som t\u00fdm myslel v\u0161ak neznamen\u00e1, \u017ee \u0161pecializovan\u00e9 HR role s\u00fa zl\u00e9. Znamen\u00e1 to, \u017ee samotn\u00e9 rozdelenie rol\u00ed nesta\u010d\u00ed, ak medzi nimi ch\u00fdba prepojenie, kontext a spolo\u010dn\u00e1 strat\u00e9gia.<\/p>\n\n\n\n<h2 id=\"problem-s-fragmentaciou-roli-a-co-v-nich-funguje-nadalej\" class=\"wp-block-heading\">Probl\u00e9m s fragment\u00e1ciou rol\u00ed a \u010do v nich funguje na\u010falej<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Rozde\u013eovanie HR na \u0161pecializovan\u00e9 roly pom\u00e1ha zvl\u00e1da\u0165 procesn\u00fa zlo\u017eitos\u0165 \u2013 umo\u017e\u0148uje riadi\u0165 komplexitu, poskytuje expert\u00edzu a zabezpe\u010duje kvalitu procesov v jednotliv\u00fdch smeroch. Probl\u00e9m nast\u00e1va, ke\u010f sa z toho stane syst\u00e9m izolovan\u00fdch ostrov\u010dekov \u2013 vedie to k strate celkov\u00e9ho obrazu a odpojeniu od biznisu.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">HR v organiz\u00e1ci\u00e1ch prim\u00e1rne nie je na rie\u0161enie a vybavovanie administrat\u00edvnej agendy \u2013 najm\u00e4 v kontexte AI, ktor\u00e1 t\u00fato pr\u00e1cu \u010doskoro prevezme. Skuto\u010dn\u00e1 rola HR, ktor\u00fa v tej fragment\u00e1cii str\u00e1came z o\u010d\u00ed, je strategick\u00e9 prepojenie fyzick\u00e9ho, ment\u00e1lneho, soci\u00e1lneho a finan\u010dn\u00e9ho <a href=\"https:\/\/www.sloneek.com\/sk\/blog\/zdravie-zamestnancov-ako-zaklad-angazovanosti-ako-predchadzat-vyhoreniu-a-budovat-udrzatelnu-firemnu-kulturu\/\">zdravia zamestnancov<\/a> s cie\u013emi firmy.<\/p>\n\n\n\n<h3 id=\"pozrime-sa-na-realitu\" class=\"wp-block-heading\">Pozrime sa na realitu:<\/h3>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Recruiter sa zameriava na n\u00e1bor, spolupracuje s mana\u017e\u00e9rmi na opisoch poz\u00edci\u00ed, ale \u010dasto nem\u00e1 hlb\u0161\u00ed vh\u013ead do dlhodob\u00e9ho v\u00fdkonu, t\u00edmovej dynamiky alebo <a href=\"https:\/\/www.sloneek.com\/sk\/blog\/leadership\/\">leadership<\/a> \u0161t\u00fdlu mana\u017e\u00e9ra. V\u00fdsledok? Nov\u00ed \u013eudia, ktor\u00ed vyzeraj\u00fa dobre na papieri, ale nezapadn\u00fa do t\u00edmu po osobnostnej str\u00e1nke.<\/li>\n\n\n\n<li>L&amp;D \u0161pecialista navrhuje rozvojov\u00e9 aktivity, ale bez priamej v\u00e4zby na ciele firmy a na denn\u00fa prax t\u00edmov. Tr\u00e9ningy potom kon\u010dia ako \u201epovinn\u00e9 \u0161kolenie\u201c bez potenci\u00e1lu a skuto\u010dn\u00e9ho rastu.<\/li>\n\n\n\n<li>HR operations sprac\u00fava mzdy, zmluvy a procesy, \u010do je k\u013e\u00fa\u010dov\u00e9 pre hladk\u00fd chod, ale bez \u0161ir\u0161ieho kontextu to vedie k byrokracii, ktor\u00e1 brzd\u00ed inov\u00e1cie namiesto toho, aby ich podporovala.<\/li>\n\n\n\n<li>HR Business Partner (HRBP) by mal by\u0165 strategick\u00fdm poradcom mana\u017e\u00e9rov, analyzova\u0165 d\u00e1ta a prep\u00e1ja\u0165 \u013eud\u00ed s biznisom. Pom\u00e1ha\u0165 d\u00e1va\u0165 pr\u00e1ci jednotliv\u00fdch \u013eud\u00ed zmysel. V realite v\u0161ak \u010dasto uviazne v operat\u00edve \u2013 has\u00ed konflikty, rie\u0161i exit interviews a administrat\u00edva zhltne 60 \u2013 80 % jeho \u010dasu. Alebo namiesto business partneringu rob\u00ed len n\u00e1bor.<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">Ka\u017ed\u00e1 rola rob\u00ed svoju \u010das\u0165 dobre, ale bez prepojenia na biznis sa rie\u0161ia len sympt\u00f3my. Napr\u00edklad vysok\u00e1 fluktu\u00e1cia \u2013 namiesto toho, aby sme h\u013eadali pr\u00ed\u010diny v kult\u00fare, leadershipe alebo procesoch, spojili sily a pri\u0161li na pr\u00ed\u010dinu probl\u00e9mu, len naj\u00edmame nov\u00fdch \u013eud\u00ed. Ktor\u00ed m\u00f4\u017eu tie\u017e od\u00eds\u0165 v doh\u013eadnej dobe a tak sa n\u00e1m scen\u00e1r zopakuje odznova.<\/p>\n\n\n\n<h2 id=\"holisticky-pristup-nie-je-ezoterika-ale-prepojeny-system\" class=\"wp-block-heading\">Holistick\u00fd pr\u00edstup nie je ezoterika, ale prepojen\u00fd syst\u00e9m<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Holistick\u00e9 HR znamen\u00e1 vidie\u0165 \u010dloveka, t\u00edm a firmu ako prepojen\u00fd syst\u00e9m. Zamestnanec nie je len \u201eheadcount\u201c \u2013 je to <a href=\"https:\/\/www.sloneek.com\/sk\/blog\/investice\/\">invest\u00edcia<\/a> s potenci\u00e1lom, rastom a merate\u013en\u00fdm dopadom.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Je to ve\u013emi analytick\u00fd pr\u00edstup, ktor\u00fd prep\u00e1ja:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Potenci\u00e1l: Kompetencie, zru\u010dnosti a postoje \u010dloveka.<\/li>\n\n\n\n<li>Rast: Prostredie firmy, leadership a strat\u00e9gie, ktor\u00e9 umo\u017e\u0148uj\u00fa rozvoj.<\/li>\n\n\n\n<li>Dopad: Konkr\u00e9tne v\u00fdsledky, v\u00fdkon a pr\u00ednos pre firmu.<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">Holistick\u00fd pr\u00edstup tak:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Analyzuje, \u010do \u010dlovek vie (kompetencie) a ako to ovplyv\u0148uje v\u00fdsledky (v\u00fdkon).<\/li>\n\n\n\n<li>Prep\u00e1ja to s cie\u013emi firmy \u2013 kam smerujeme a ako \u013eudia pom\u00e1haj\u00fa.<\/li>\n\n\n\n<li>Zoh\u013ead\u0148uje prostredie: Kult\u00faru, t\u00edmov\u00fa dynamiku a podporu rastu.<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">V\u00fdsledok pre HR je nielen ten, \u017ee nastavuje procesy, ale priamo prispieva k \u00faspechu firmy. Namiesto katal\u00f3gu benefitov sa zameriava na to, \u010do naozaj zamestnancov anga\u017euje a zvy\u0161uje produktivitu. A to sa separovan\u00fdmi rolami rob\u00ed dos\u0165 obtia\u017ene.<\/p>\n\n\n\n<h3 id=\"ako-to-vyzera-v-praxi\" class=\"wp-block-heading\">Ako to vyzer\u00e1 v praxi<\/h3>\n\n\n\n<ul class=\"wp-block-list\">\n<li>N\u00e1bor: Recruiter, HRBP a mana\u017e\u00e9r spolo\u010dne vytv\u00e1raj\u00fa opis pracovnej poz\u00edcie a profil kandid\u00e1ta, ktor\u00fd obsahuje aj inform\u00e1cie o \u0161t\u00fdle vedenia, t\u00edmov\u00fdch preferenci\u00e1ch, o\u010dak\u00e1vanom dopade role.<\/li>\n\n\n\n<li>Rozvoj: L&amp;D \u0161pecialista najprv zmapuje potreby s t\u00edmom priamo v ter\u00e9ne a a\u017e potom navrhuje moduly prepojen\u00e9 na biznisov\u00e9 ciele. Tie sa rovno testuj\u00fa na re\u00e1lnych situ\u00e1ci\u00e1ch dan\u00e9ho t\u00edmu.<\/li>\n\n\n\n<li>Fluktu\u00e1cia: Namiesto klasick\u00e9ho \u201evid\u00edm fluktu\u00e1ciu \u2192 r\u00fdchlo n\u00e1bor\u201c sa rob\u00ed anal\u00fdza cez d\u00e1ta z dotazn\u00edkov, exit interviews, v\u00fdsledky t\u00edmov, pracovn\u00e9 podmienky, kapacitu mana\u017e\u00e9ra vies\u0165 \u013eud\u00ed a in\u00e9 d\u00e1ta. V\u00fdsledok napr\u00edklad m\u00f4\u017ee by\u0165, \u017ee jadrom probl\u00e9mu nie je n\u00e1bor, ale leadership v jednom t\u00edme \u2013 rie\u0161i sa pr\u00ed\u010dina, nie sympt\u00f3my.<\/li>\n<\/ul>\n\n\n\n<h3 id=\"dolezita-je-aj-spolupraca-s-manazermi\" class=\"wp-block-heading\">D\u00f4le\u017eit\u00e1 je aj spolupr\u00e1ca s mana\u017e\u00e9rmi<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Holistick\u00e9 HR nefunguje, ak mana\u017e\u00e9r nekomunikuje, nevedie, nehodnot\u00ed, nepodporuje talenty. Mana\u017e\u00e9r m\u00e1 70 % vplyvu na engagement (pod\u013ea Gallup). HR m\u00f4\u017ee by\u0165 len tak\u00e9 dobr\u00e9, ak\u00ed kvalitn\u00ed s\u00fa mana\u017e\u00e9ri vo firme. Holistick\u00e9 HR nie je z\u00e1zra\u010dn\u00e1 pilulka. Je to invest\u00edcia, ktor\u00e1 d\u00e1va zmysel najm\u00e4 tam, kde je v\u00f4\u013ea meni\u0165 veci syst\u00e9movo a spolupracova\u0165 naprie\u010d firmou.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">TIP: Sloneek prepoj\u00ed cel\u00fd ekosyst\u00e9m pr\u00e1ce HR, mana\u017e\u00e9ra aj zamestnanca \u2013 od n\u00e1boru, onboardingu, \u0161kolen\u00ed, \u00faloh a kompetenci\u00ed a\u017e po v\u00fdkon, <a href=\"https:\/\/www.sloneek.com\/sk\/blog\/360-stupnove-hodnotenie-4-priebeh-hodnotenia-od-zberu-dat-po-spatnu-vazbu\/\">sp\u00e4tn\u00fa v\u00e4zbu<\/a> a ka\u017edodenn\u00e9 procesy. V\u0161etko je automatizovan\u00e9, preh\u013eadn\u00e9 a jasne priraden\u00e9 k zodpovednostiam, tak\u017ee mana\u017e\u00e9ri m\u00f4\u017eu kone\u010dne naozaj mana\u017eova\u0165, HR sa zbav\u00ed operat\u00edvy, venuje sa strat\u00e9gii a m\u00e1te d\u00e1ta v\u017edy po ruke.<\/p>\n\n\n\n<figure class=\"wp-block-image alignnone size-full wp-image-50188\"><img loading=\"lazy\" decoding=\"async\" width=\"1312\" height=\"736\" src=\"https:\/\/www.sloneek.com\/wp-content\/uploads\/2025\/12\/holisticke-HR-2.jpg\" alt=\"Holistick\u00fd pr\u00edstup k HR \" class=\"wp-image-50188\" srcset=\"https:\/\/www.sloneek.com\/wp-content\/uploads\/2025\/12\/holisticke-HR-2.jpg 1312w, https:\/\/www.sloneek.com\/wp-content\/uploads\/2025\/12\/holisticke-HR-2-300x168.jpg 300w, https:\/\/www.sloneek.com\/wp-content\/uploads\/2025\/12\/holisticke-HR-2-1024x574.jpg 1024w, https:\/\/www.sloneek.com\/wp-content\/uploads\/2025\/12\/holisticke-HR-2-768x431.jpg 768w, https:\/\/www.sloneek.com\/wp-content\/uploads\/2025\/12\/holisticke-HR-2-80x45.jpg 80w, https:\/\/www.sloneek.com\/wp-content\/uploads\/2025\/12\/holisticke-HR-2-66x37.jpg 66w, https:\/\/www.sloneek.com\/wp-content\/uploads\/2025\/12\/holisticke-HR-2-576x323.jpg 576w, https:\/\/www.sloneek.com\/wp-content\/uploads\/2025\/12\/holisticke-HR-2-1040x583.jpg 1040w, https:\/\/www.sloneek.com\/wp-content\/uploads\/2025\/12\/holisticke-HR-2-200x112.jpg 200w, https:\/\/www.sloneek.com\/wp-content\/uploads\/2025\/12\/holisticke-HR-2-20x11.jpg 20w, https:\/\/www.sloneek.com\/wp-content\/uploads\/2025\/12\/holisticke-HR-2-30x17.jpg 30w, https:\/\/www.sloneek.com\/wp-content\/uploads\/2025\/12\/holisticke-HR-2-45x25.jpg 45w, https:\/\/www.sloneek.com\/wp-content\/uploads\/2025\/12\/holisticke-HR-2-65x36.jpg 65w, https:\/\/www.sloneek.com\/wp-content\/uploads\/2025\/12\/holisticke-HR-2-68x38.jpg 68w, https:\/\/www.sloneek.com\/wp-content\/uploads\/2025\/12\/holisticke-HR-2-240x135.jpg 240w, https:\/\/www.sloneek.com\/wp-content\/uploads\/2025\/12\/holisticke-HR-2-270x151.jpg 270w, https:\/\/www.sloneek.com\/wp-content\/uploads\/2025\/12\/holisticke-HR-2-180x101.jpg 180w, https:\/\/www.sloneek.com\/wp-content\/uploads\/2025\/12\/holisticke-HR-2-294x165.jpg 294w, https:\/\/www.sloneek.com\/wp-content\/uploads\/2025\/12\/holisticke-HR-2-63x35.jpg 63w, https:\/\/www.sloneek.com\/wp-content\/uploads\/2025\/12\/holisticke-HR-2-61x34.jpg 61w, https:\/\/www.sloneek.com\/wp-content\/uploads\/2025\/12\/holisticke-HR-2-400x224.jpg 400w, https:\/\/www.sloneek.com\/wp-content\/uploads\/2025\/12\/holisticke-HR-2-810x454.jpg 810w, https:\/\/www.sloneek.com\/wp-content\/uploads\/2025\/12\/holisticke-HR-2-1275x715.jpg 1275w, https:\/\/www.sloneek.com\/wp-content\/uploads\/2025\/12\/holisticke-HR-2-690x387.jpg 690w, https:\/\/www.sloneek.com\/wp-content\/uploads\/2025\/12\/holisticke-HR-2-84x47.jpg 84w, https:\/\/www.sloneek.com\/wp-content\/uploads\/2025\/12\/holisticke-HR-2-1000x561.jpg 1000w, https:\/\/www.sloneek.com\/wp-content\/uploads\/2025\/12\/holisticke-HR-2-500x280.jpg 500w, https:\/\/www.sloneek.com\/wp-content\/uploads\/2025\/12\/holisticke-HR-2-800x449.jpg 800w\" sizes=\"auto, (max-width: 1312px) 100vw, 1312px\" \/><figcaption class=\"wp-element-caption\">Holistick\u00fd pr\u00edstup k HR prin\u00e1\u0161a spolo\u010dnostiam skuto\u010dn\u00fa hodnotu.<\/figcaption><\/figure>\n\n\n\n<h2 id=\"multigeneracne-timy-a-technologicky-skok\" class=\"wp-block-heading\">Multigenera\u010dn\u00e9 t\u00edmy a technologick\u00fd skok<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Najmlad\u0161ia gener\u00e1cia nevid\u00ed svet dramaticky inak, ne\u017e ho videli v rovnakej poz\u00edcii dne\u0161n\u00ed \u201eboomeri\u201c. Len s\u00fa tie postoje zasaden\u00e9 do in\u00e9ho kontextu a doby. Gen Z nie je \u201en\u00e1ro\u010dn\u00e1\u201c \u2013 len po\u017eaduje veci, ktor\u00e9 v\u0161etci ostatn\u00ed chceli tie\u017e, len v inom tempe. St\u00e1le bude plati\u0165, \u017ee:<br>\nzmysel a vidite\u013en\u00fd dopad pr\u00e1ce je siln\u00fdm motiva\u010dn\u00fdm driverom,<br>\nr\u00fdchly rast, rozvoj a <a href=\"https:\/\/www.sloneek.com\/sk\/blog\/spatna-vazba\/\">sp\u00e4tn\u00e1 v\u00e4zba<\/a> nie s\u00fa plodom zh\u00fdralosti mlad\u00fdch gener\u00e1ci\u00ed, ale d\u00f4sledkom \u201er\u00fdchlej doby\u201c a instantn\u00e9ho pr\u00edstupu k zdrojom,<br>\nin\u0161piruj\u00faci leadership, ktor\u00fd len nemikromana\u017euje, je bezpodmiene\u010dne funk\u010dn\u00fdm maj\u00e1kom,<br>\nflexibilita adapt\u00e1cie na r\u00fdchlo sa meniace podmienky nie je punk, ale nutnos\u0165.<\/p>\n\n\n\n<h3 id=\"no-a-potom-je-tu-ai\" class=\"wp-block-heading\">No a potom je tu AI<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">N\u00e1stup pokro\u010dilej automatiz\u00e1cie a generat\u00edvnej AI neznamen\u00e1 len efekt\u00edvnej\u0161ie procesy. Znamen\u00e1 to, \u017ee ve\u013ek\u00e1 \u010das\u0165 agendy, na ktorej dnes fragmentovan\u00e9 roly stoja, bude \u010doskoro plne automatizovan\u00e1:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>administrat\u00edvu HR postupne prevezme,<\/li>\n\n\n\n<li>reporting a anal\u00fdzy urob\u00ed presnej\u0161ie,<\/li>\n\n\n\n<li>screening kandid\u00e1tov zr\u00fdchli,<\/li>\n\n\n\n<li>pr\u00edpravu dokumentov zautomatizuje.<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">To v\u0161ak neznamen\u00e1, \u017ee HR zmizne. Zmizne t\u00e1 \u010das\u0165 HR, ktor\u00e1 bola zalo\u017een\u00e1 na operat\u00edve. Na HR zostane strategick\u00e1, syst\u00e9mov\u00e1 a holistick\u00e1 pr\u00e1ca s \u013eudsk\u00fdm potenci\u00e1lom, kult\u00farou a leadershipom.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Ak HR zostane fragmentovan\u00e9, nebude schopn\u00e9:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>diverzitu prostredia zmysluplne riadi\u0165 a \u0165a\u017ei\u0165 z nej to najlep\u0161ie,<\/li>\n\n\n\n<li>riadi\u0165 a rozv\u00edja\u0165 talenty,<\/li>\n\n\n\n<li>pom\u00e1ha\u0165 tvori\u0165 firmu pre pre\u017eitie \u010fal\u0161\u00edch desiatok rokov.<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">Za to m\u00f4\u017ee vyhra\u0165 cenu Personalista roka. A to mi pr\u00edde dos\u0165 m\u00e1lo.<\/p>\n\n\n\n<h2 id=\"zaver\" class=\"wp-block-heading\">Z\u00e1ver<\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Holistick\u00e9 HR nie je m\u00f3dny trend, ale evol\u00facia, ktor\u00e1 d\u00e1va zmysel. 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