{"id":50551,"date":"2025-12-14T11:17:45","date_gmt":"2025-12-14T10:17:45","guid":{"rendered":"https:\/\/www.sloneek.com\/?post_type=blog&p=50551"},"modified":"2026-08-13T13:11:01","modified_gmt":"2026-08-13T11:11:01","slug":"hr-trendy-2","status":"publish","type":"blog","link":"https:\/\/www.sloneek.com\/sk\/blog\/hr-trendy-2\/","title":{"rendered":"HR trendy 2026: \u010co bud\u00fa firmy h\u013eada\u0165 u kandid\u00e1tov"},"content":{"rendered":"\n

\u010co ak v\u00e1m poviem, \u017ee zru\u010dnosti, ktor\u00e9 dnes pova\u017eujeme za \u0161tandard, u\u017e v roku 2026 nemusia sta\u010di\u0165? Digit\u00e1lna revol\u00facia naber\u00e1 na obr\u00e1tkach, umel\u00e1 inteligencia sa st\u00e1va be\u017enou s\u00fa\u010das\u0165ou pr\u00e1ce a v\u0161adepr\u00edtomnou t\u00e9mou je zmena. Ke\u010f\u017ee sa z\u00e1sadne men\u00ed sp\u00f4sob, ak\u00fdm fungujeme v spolo\u010dnosti, menia sa n\u00e1roky na kandid\u00e1tov aj HR trendy.<\/strong><\/p>\n\n\n\n

To, \u010do bolo e\u0161te pred p\u00e1r rokmi atrakt\u00edvne, dnes u\u017e \u010dasto nikoho neoh\u00fari. Firmy sa zameriavaj\u00fa na in\u00e9 kompetencie a xviac ne\u017e konkr\u00e9tne technick\u00e9 znalosti sleduj\u00fa, ako r\u00fdchlo sa \u010dlovek dok\u00e1\u017ee prisp\u00f4sobi\u0165. S trochou nadsadenia mo\u017eno poveda\u0165, \u017ee to, \u010do ovl\u00e1date dnes, m\u00f4\u017ee by\u0165 zajtra len milou spomienkou na \u201estar\u00e9 dobr\u00e9 \u010dasy\u201c.<\/p>\n\n\n\n

HR trendy posledn\u00fdch rokov nezmizli. Pr\u00e1ve naopak, silnej\u00fa. Hybridn\u00e1 pr\u00e1ca sa stala \u0161tandardom, wellbeing patr\u00ed medzi strategick\u00e9 priority firiem a soft skills u\u017e nie s\u00fa len doplnkom, ale k\u013e\u00fa\u010dov\u00fdm atrib\u00fatom kandid\u00e1ta. DEI (rozmanitos\u0165, rovnos\u0165 a inkl\u00fazia<\/a>) sa presunulo z marketingov\u00fdch fr\u00e1z do konkr\u00e9tnych d\u00e1t a reportov.<\/p>\n\n\n\n

Kompetencie, ktor\u00e9 bud\u00fa firmy u kandid\u00e1tov h\u013eada\u0165<\/h2>\n\n\n\n

Prenosite\u013en\u00e9 zru\u010dnosti<\/h3>\n\n\n\n

V roku 2026 bud\u00fa HR trendy kl\u00e1s\u0165 ove\u013ea v\u00e4\u010d\u0161\u00ed d\u00f4raz na prenosite\u013en\u00e9 zru\u010dnosti \u2013 teda na to, \u010do si \u010dlovek dok\u00e1\u017ee prenies\u0165 z jednej, hoci aj zdanlivo odli\u0161nej profesie do druhej. Z\u00e1kladom s\u00fa soft skills, ke\u010f\u017ee automatiz\u00e1cia a AI dok\u00e1\u017eu prevzia\u0165 \u010das\u0165 hard skills<\/a>. Komunik\u00e1cia, kritick\u00e9 myslenie, rie\u0161enie konfliktov a adaptabilita sa nedaj\u00fa nau\u010di\u0165 zo d\u0148a na de\u0148; ich osvojenie trv\u00e1 mesiace, ba a\u017e roky. Firmy h\u013eadaj\u00fa \u013eud\u00ed, ktor\u00ed dok\u00e1\u017eu fungova\u0165 v r\u00f4znych situ\u00e1ci\u00e1ch, preto\u017ee pr\u00e1ca je st\u00e1le predov\u0161etk\u00fdm o \u013eu\u010foch a vz\u0165ahoch \u2013 a to \u017eiadna AI nenahrad\u00ed.<\/p>\n\n\n\n

Learning agility<\/h3>\n\n\n\n

Learning agility, alebo schopnos\u0165 r\u00fdchlo sa u\u010di\u0165 nov\u00e9 veci, bude jednou z naj\u017eiadanej\u0161\u00edch kompetenci\u00ed. Firmy bud\u00fa sledova\u0165, \u010di kandid\u00e1t dok\u00e1\u017ee opusti\u0165 star\u00fd postup, ke\u010f prestane d\u00e1va\u0165 zmysel, a n\u00e1js\u0165 nov\u00fd. Schopnos\u0165 u\u010di\u0165 sa, reflektova\u0165 chyby a testova\u0165 r\u00f4zne pr\u00edstupy rozhoduje o tom, ako dobre \u010dlovek zvl\u00e1dne meniace sa prostredie.<\/p>\n\n\n\n

AI zru\u010dnosti a digit\u00e1lna gramotnos\u0165<\/h3>\n\n\n\n

\u201ePou\u017e\u00edvate\u013esk\u00e1 znalos\u0165 MS Office\u201c u\u017e dnes nikoho neosln\u00ed. Firmy o\u010dak\u00e1vaj\u00fa, \u017ee kandid\u00e1t dok\u00e1\u017ee formulova\u0165 zadania pre AI, pracova\u0165 s d\u00e1tami, overova\u0165 v\u00fdstupy a vyhodnoti\u0165, kedy AI pr\u00e1cu zr\u00fdch\u013euje a kedy predstavuje riziko. Patr\u00ed sem aj digit\u00e1lna bezpe\u010dnos\u0165 a schopnos\u0165 kriticky pracova\u0165 s inform\u00e1ciami. Uch\u00e1dza\u010d, ktor\u00fd vie AI vyu\u017ei\u0165 v praxi, z\u00edska v\u00fdrazn\u00fa konkuren\u010dn\u00fa v\u00fdhodu.<\/p>\n\n\n\n

Syst\u00e9mov\u00e9 myslenie<\/h3>\n\n\n\n

Rastie aj potreba syst\u00e9mov\u00e9ho myslenia. Nesta\u010d\u00ed len splni\u0165 vlastn\u00fa \u00falohu, je nutn\u00e9 ch\u00e1pa\u0165 jej dopad na okolie. Syst\u00e9mov\u00e9 myslenie umo\u017e\u0148uje \u013eu\u010fom predv\u00edda\u0165 probl\u00e9my, vidie\u0165 s\u00favislosti a robi\u0165 rozhodnutia, ktor\u00e9 s\u00fa zmyslupln\u00e9 dnes aj v bud\u00facnosti. Pre firmy je to k\u013e\u00fa\u010dov\u00e1 kompetencia, preto\u017ee pom\u00e1ha zvl\u00e1da\u0165 komplexitu, ktor\u00e1 sa st\u00e1va nov\u00fdm norm\u00e1lom.<\/p>\n\n\n\n

Emo\u010dn\u00e1 inteligencia<\/h3>\n\n\n\n

Emo\u010dn\u00e1 inteligencia<\/a> sa pres\u00fava do roviny vz\u0165ahovej pr\u00e1ce. Firmy bud\u00fa sledova\u0165, ako uch\u00e1dza\u010di zvl\u00e1daj\u00fa n\u00e1ro\u010dn\u00e9 situ\u00e1cie, \u010di vedia vies\u0165 \u0165a\u017ek\u00fd rozhovor, nastavi\u0165 hranice, poskytn\u00fa\u0165 sp\u00e4tn\u00fa v\u00e4zbu<\/a> alebo zvl\u00e1dnu\u0165 konflikt bez zbyto\u010dn\u00e9ho nap\u00e4tia. Vz\u0165ahov\u00e1 inteligencia je nie\u010do, \u010do AI nedok\u00e1\u017ee nahradi\u0165, a v hybridn\u00fdch t\u00edmoch je jedn\u00fdm z hlavn\u00fdch pilierov dobrej spolupr\u00e1ce.<\/p>\n\n\n\n

\"HR
Mapovanie zru\u010dnost\u00ed, kompeten\u010dn\u00e9 modely a intern\u00e9 trhovisk\u00e1 talentov pom\u00f4\u017eu pri n\u00e1bore identifikova\u0165 potenci\u00e1l.<\/figcaption><\/figure>\n\n\n\n

Schopnos\u0165 fungova\u0165 hybridne a samostatne<\/h3>\n\n\n\n

Hybridn\u00e1 pr\u00e1ca je \u010doraz \u010dastej\u0161\u00edm modelom fungovania a ke\u010f\u017ee sa kolegovia nevidia ka\u017ed\u00fd de\u0148, rastie d\u00f4raz na samostatnos\u0165. Firmy bud\u00fa sledova\u0165, ako si kandid\u00e1t pl\u00e1nuje pr\u00e1cu, ako komunikuje naprie\u010d platformami a \u010di udr\u017e\u00ed tempo aj bez neust\u00e1lej kontroly. Hybridn\u00e9 prostredie si vy\u017eaduje presnos\u0165, d\u00f4veru a schopnos\u0165 vysvetli\u0165 my\u0161lienku tak, aby ju druh\u00e1 strana pochopila aj bez osobn\u00e9ho kontaktu.<\/p>\n\n\n\n

Hybridn\u00fd model<\/a> priniesol jednu z\u00e1sadn\u00fa zmenu \u2013 spolupr\u00e1ca neprebieha len vtedy, ke\u010f \u013eudia sedia v jednej miestnosti. Prebieha v \u010dasoch, ktor\u00e9 si \u013eudia volia sami, a na kan\u00e1loch, ktor\u00e9 maj\u00fa k dispoz\u00edcii. To kladie vy\u0161\u0161ie n\u00e1roky na jasn\u00fa komunik\u00e1ciu a ochotu udr\u017ea\u0165 spolo\u010dn\u00fd rytmus aj na dia\u013eku.<\/p>\n\n\n\n

Spolupr\u00e1ca v diverzifikovan\u00fdch t\u00edmoch<\/h3>\n\n\n\n

T\u00edmy s\u00fa dnes zlo\u017een\u00e9 z \u013eud\u00ed r\u00f4znych gener\u00e1ci\u00ed, kult\u00far aj pracovn\u00fdch \u0161t\u00fdlov. Firmy preto sleduj\u00fa, ako kandid\u00e1t reaguje na odli\u0161nosti, ako zvl\u00e1da nes\u00fahlas a ako sa dok\u00e1\u017ee prisp\u00f4sobi\u0165 r\u00f4znym uhlom poh\u013eadu. Tlak na DEI a ESG<\/a> navy\u0161e rastie. Eur\u00f3pska legislat\u00edva vy\u017eaduje transparentnos\u0165 a firmy sleduj\u00fa re\u00e1lne d\u00e1ta o rovnosti, udr\u017eate\u013enosti a dopadoch rozhodnut\u00ed. Kandid\u00e1ti tak musia vedie\u0165 prem\u00fd\u0161\u013ea\u0165 v \u0161ir\u0161om kontexte a ch\u00e1pa\u0165, \u017ee ich spr\u00e1vanie m\u00e1 dopad nielen na t\u00edm, ale aj na firmu ako celok.<\/p>\n\n\n\n

Genera\u010dn\u00fd vplyv: pre\u010do culture fit a hodnoty naberaj\u00fa na v\u00e1he<\/h3>\n\n\n\n

Nov\u00e9 gener\u00e1cie prin\u00e1\u0161aj\u00fa in\u00e9 priority. Zatia\u013e \u010do kedysi sta\u010dilo, \u017ee pr\u00e1ca d\u00e1va zmysel, dne\u0161n\u00ed kandid\u00e1ti chc\u00fa vedie\u0165, ako sa hodnoty na papieri premietaj\u00fa do praxe. Zmysel, f\u00e9rovos\u0165 a transparentnos\u0165 sa tak st\u00e1vaj\u00fa krit\u00e9riami v\u00fdberu.<\/p>\n\n\n\n

Ako HR trendy zmen\u00ed n\u00e1borov\u00fd proces<\/h2>\n\n\n\n

D\u00f4raz na meranie, nie odhadovanie<\/h3>\n\n\n\n

Intu\u00edcia je fajn, ale rozhodnutia musia st\u00e1\u0165 na d\u00e1tach, ktor\u00e9 dok\u00e1\u017eete vysvetli\u0165. \u201eM\u00e1m tak\u00fd dojem\u201c jednoducho neobstoj\u00ed. HR bude viac pracova\u0165 s d\u00e1tami, \u0161trukt\u00farovan\u00fdmi met\u00f3dami a objekt\u00edvnymi n\u00e1strojmi. Behavior\u00e1lne pohovory<\/a>, modelov\u00e9 situ\u00e1cie a simul\u00e1cie uk\u00e1\u017eu re\u00e1lne spr\u00e1vanie kandid\u00e1ta, \u010d\u00edm firmy v\u00fdrazne zv\u00fd\u0161ia kvalitu rozhodovania. Po\u010duli ste u\u017e napr\u00edklad o vyu\u017eit\u00ed VR v n\u00e1bore?<\/p>\n\n\n\n

Robot v prv\u00fdch f\u00e1zach n\u00e1boru<\/h3>\n\n\n\n

Viete, \u017ee dnes u\u017e dos\u0165 \u010dasto nie je \u010dlovek t\u00fdm, kto \u010d\u00edta \u017eivotopis ako prv\u00fd? Relevantnos\u0165 CV \u010dasto e\u0161te pred recruiterom vyhodnot\u00ed robot na z\u00e1klade k\u013e\u00fa\u010dov\u00fdch slov. Ide o ATS syst\u00e9my, \u010do s\u00edce nie je novinka, no v HR bud\u00fa vyu\u017e\u00edvan\u00e9 \u010doraz intenz\u00edvnej\u0161ie. Modern\u00e9 ATS s\u00fa navy\u0161e poh\u00e1\u0148an\u00e9 AI, tak\u017ee dok\u00e1\u017eu \u201epochopi\u0165\u201c aj kontext. A motiva\u010dn\u00e9 listy? Tie sa pomaly vytr\u00e1caj\u00fa a firmy bud\u00fa \u010doraz \u010dastej\u0161ie vy\u017eadova\u0165 kr\u00e1tke video predstavenie.<\/p>\n\n\n\n

\n

Tip:<\/strong><\/b> N\u00e1bor v roku 2026 bude st\u00e1\u0165 ove\u013ea viac na d\u00e1tach ne\u017e na intu\u00edcii. Oplat\u00ed sa preto pou\u017e\u00edva\u0165 ATS, ktor\u00e9 dok\u00e1\u017ee automaticky vyhodnoti\u0165 kompetencie kandid\u00e1tov, porovna\u0165 ich potenci\u00e1l a zaradi\u0165 ich do vhodn\u00fdch rol\u00ed. V ATS Sloneek v\u00e1m s t\u00fdm pom\u00f4\u017ee AI matching aj preh\u013eadn\u00fd talent pool<\/a>.<\/p>\n<\/blockquote>\n\n\n\n

Posudzovanie potenci\u00e1lu namiesto hist\u00f3rie<\/h3>\n\n\n\n

N\u00e1bor sa posunie k hodnoteniu toho, \u010do \u010dlovek m\u00f4\u017ee dok\u00e1za\u0165. Skills mapping, kompeten\u010dn\u00e9 modely<\/a> a intern\u00e9 trhovisk\u00e1 talentov pom\u00f4\u017eu identifikova\u0165 potenci\u00e1l. Praktick\u00e9 uk\u00e1\u017eky pr\u00e1ce alebo mini pr\u00edpadov\u00e9 \u0161t\u00fadie nahradia tradi\u010dn\u00fd screening, preto\u017ee ukazuj\u00fa, ako \u010dlovek prem\u00fd\u0161\u013ea a ako rie\u0161i probl\u00e9my. \u017divotopis ukazuje minulos\u0165, nie to, ako bude \u010dlovek fungova\u0165, ke\u010f sa situ\u00e1cia zmen\u00ed. Pr\u00e1ve preto z\u00edskavaj\u00fa v\u00e4\u010d\u0161\u00ed priestor simul\u00e1cie a overovanie kompetenci\u00ed v r\u00e1mci behavior\u00e1lneho pohovoru.<\/p>\n\n\n\n

Culture fit a hodnotov\u00e9 pohovory<\/h3>\n\n\n\n

Firmy bud\u00fa viac testova\u0165 hodnoty a sp\u00f4sob rozhodovania. P\u00f4jde o konkr\u00e9tne scen\u00e1re, v ktor\u00fdch sa uk\u00e1\u017ee, ako \u010dlovek uva\u017euje, ako pracuje so zodpovednos\u0165ou a ako reaguje v n\u00e1ro\u010dn\u00fdch situ\u00e1ci\u00e1ch. Cie\u013eom nie je n\u00e1js\u0165 len sympatick\u00e9ho kandid\u00e1ta, ale niekoho, kto zapadne do prostredia firmy a bude v \u0148om m\u00f4c\u0165 naplno rozvin\u00fa\u0165 svoje kompetencie a potenci\u00e1l.<\/p>\n\n\n\n

Trh pr\u00e1ce v roku 2026 bude st\u00e1\u0165 na zru\u010dnostiach, ktor\u00e9 odolaj\u00fa zmene. Prenosite\u013en\u00e9 kompetencie, flexibilita, pr\u00e1ca s AI, spolupr\u00e1ca v r\u00f4znorod\u00fdch t\u00edmoch a schopnos\u0165 r\u00fdchlo sa u\u010di\u0165 bud\u00fa faktormi, ktor\u00e9 rozhodn\u00fa o \u00faspechu. Firmy preto venuj\u00fa viac pozornosti spr\u00e1vaniu, hodnot\u00e1m a sp\u00f4sobu uva\u017eovania ne\u017e zoznamu technick\u00fdch dovednost\u00ed.<\/p>\n\n\n\n

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