{"id":51180,"date":"2026-01-06T16:35:15","date_gmt":"2026-01-06T15:35:15","guid":{"rendered":"https:\/\/www.sloneek.com\/?post_type=blog&p=51180"},"modified":"2026-08-13T11:06:48","modified_gmt":"2026-08-13T09:06:48","slug":"top-hr-priority","status":"publish","type":"blog","link":"https:\/\/www.sloneek.com\/sk\/blog\/top-hr-priority\/","title":{"rendered":"HR priority pre rok 2026: Ako sa men\u00ed rola HR"},"content":{"rendered":"\n

Zauj\u00edma v\u00e1s, \u010do rok 2026 zamie\u0161a v HR kart\u00e1ch? U\u017e to nebude len \u201e\u010fal\u0161\u00ed rok zmien\u201c. Do hry vstupuj\u00fa technol\u00f3gie, nov\u00e9 n\u00e1roky \u013eud\u00ed aj tlak na v\u00fdkon. Navy\u0161e rastie \u00fanava mana\u017e\u00e9rov a v\u0161etko sa to dot\u00fdka HR agendy. Pr\u00e1ve v oblasti HR priority<\/strong><\/b> sa rozhodne, \u010di firmy zmeny ustoja. Inak ich nechaj\u00fa prer\u00e1s\u0165 cez hlavu.<\/p>\n\n\n\n

Ako vyzerali HR priority v rokoch 2023 a\u017e 2025?<\/h2>\n\n\n\n

Po\u010fme si urobi\u0165 kr\u00e1tky exkurz do posledn\u00fdch rokov. Pripome\u0148me si t\u00e9my, ktor\u00e9 rezonovali HR svetom po pand\u00e9mii. Pozrieme sa, ako sa priority postupne pos\u00favali, \u010do firmy rie\u0161ili najviac a ak\u00e9 t\u00e9my sa st\u00e1le opakuj\u00fa. Zmeny toti\u017e prich\u00e1dzali r\u00fdchlo, \u010dasto s\u00fabe\u017ene a bez varovania. Schopnos\u0165 reagova\u0165, prisp\u00f4sobova\u0165 sa a nenecha\u0165 sa paralyzova\u0165 sa preto uk\u00e1zala ako k\u013e\u00fa\u010dov\u00e1.<\/p>\n\n\n\n

HR priority 2023: Leadership a zmena v \u010dase neistoty<\/h3>\n\n\n\n

Rok 2023<\/a> bol o nastavovan\u00ed fungovania po pand\u00e9mii. Zamestnanci si r\u00fdchlo zvykli na remote<\/a> pr\u00e1cu a organiz\u00e1cie postupne zav\u00e1dzali hybridn\u00e9 modely. HR rie\u0161ilo, ako v tomto re\u017eime udr\u017ea\u0165 spolupr\u00e1cu, v\u00fdkon aj vz\u0165ahy v t\u00edmoch. Tie u\u017e netr\u00e1vili \u010das na jednom mieste. Do popredia sa preto dostali t\u00e9my riadenia zmeny a human leadership<\/a>. D\u00f4raz sa kl\u00e1dol na to, ako mana\u017e\u00e9ri komunikuj\u00fa a ved\u00fa \u013eud\u00ed v prostred\u00ed neistoty. Zmien prib\u00fadalo, \u010das na pl\u00e1novanie sa skracoval a tlak na HR v\u00fdrazne r\u00e1stol.<\/p>\n\n\n\n

HR priority 2024: Od wellbeingu ku kult\u00fare a d\u00f4vere<\/h3>\n\n\n\n

Rok 2024 priniesol silnej\u0161\u00ed tlak na hodnoty a kult\u00faru. EVP sa muselo za\u010da\u0165 skuto\u010dne premieta\u0165 do ka\u017edodennej pr\u00e1ce. Wellbeing, flexibilita aj benefity<\/a> zostali d\u00f4le\u017eit\u00e9. Bez s\u00faladu medzi slovami a ka\u017edodennou realitou v\u0161ak samy osebe nefunguj\u00fa. HR sa preto viac zameralo na mana\u017e\u00e9rov. K\u013e\u00fa\u010dovou ot\u00e1zkou bolo, ak\u00fdm sp\u00f4sobom funguje leadership vo firme.<\/p>\n\n\n\n

HR priority 2025: Stret strat\u00e9gie, AI a \u013eudskej reality<\/h3>\n\n\n\n

Rok 2025<\/a> znamenal pre HR z\u00e1sadn\u00fd zlom. Gartner report na z\u00e1klade glob\u00e1lneho prieskumu jasne uk\u00e1zal, \u017ee u\u017e nejde rie\u0161i\u0165 veci po \u010dastiach. Leadership, kultura, pl\u00e1novanie \u013eud\u00ed a HR technol\u00f3gie<\/a> sa za\u010dali stret\u00e1va\u0165 v jednom bode. T\u00fdm bodom bolo fungovanie celej organiz\u00e1cie.<\/p>\n\n\n\n

\n

\u201eGartner report z roku 2025 opakovane upozor\u0148uje na potrebu tesnej\u0161ieho prepojenia HR a biznisu v prostred\u00ed r\u00fdchlych zmien.\u201c<\/p>\n<\/blockquote>\n\n\n\n

S\u00fa\u010dasne sa naplno uk\u00e1zal rozdiel medzi o\u010dak\u00e1van\u00edm a realitou, hlavne okolo AI. Firmy \u010dakali skok v produktivite. Ve\u013ea \u013eud\u00ed v\u0161ak nevedelo, ako nov\u00e9 n\u00e1stroje zmysluplne zapoji\u0165. O\u010dak\u00e1van\u00fd pr\u00ednos sa preto \u010dasto nedostavil. Do toho sa pridala \u00fanava zo zmien, ktor\u00e1 ovplyvnila engagement aj retenciu. Rok 2025 tak naplno uk\u00e1zal, \u017ee technol\u00f3gia v\u00fdkon sama nezachr\u00e1ni. Potrebujete siln\u00fd leadership a premyslen\u00e9 riadenie zmeny.<\/p>\n\n\n\n

\n

TIP:<\/strong><\/b> V \u010dase, ke\u010f sa rozhodovanie komplikuje a zmeny be\u017eia s\u00fabe\u017ene, je k\u013e\u00fa\u010dov\u00e9 ma\u0165 preh\u013ead. Sloneek Intelligence<\/a> prep\u00e1ja HR d\u00e1ta, engagement a spr\u00e1vanie \u013eud\u00ed v t\u00edmoch. HR aj mana\u017e\u00e9ri tak vidia s\u00favislosti sk\u00f4r, ne\u017e sa prejavia v poklese v\u00fdkonu. V\u010faka tomu sa HR m\u00f4\u017ee oprie\u0165 o d\u00e1ta, nie o odhady.<\/p>\n<\/blockquote>\n\n\n\n

Ak\u00e9 HR priority formuj\u00fa rok 2026?<\/h2>\n\n\n\n

S\u00fa\u010dasn\u00e9 trendy nazna\u010duj\u00fa, \u017ee v roku 2026 u\u017e nep\u00f4jde reagova\u0165 len drobn\u00fdmi \u00fapravami. \u010cak\u00e1 n\u00e1s sk\u00f4r prestavba ne\u017e \u010fal\u0161ie vrstvenie iniciat\u00edv. Pod\u013ea Gartneru sa HR bude pos\u00fava\u0165 bli\u017e\u0161ie k jadru fungovania organiz\u00e1cie. Zameria sa na sp\u00f4sob pr\u00e1ce, zru\u010dnosti a rozhodovanie.<\/p>\n\n\n\n

AI u\u017e nie je HR tech t\u00e9ma, ale chrbtica zmeny<\/h3>\n\n\n\n

AI ako zmena fungovania pr\u00e1ce
\n<\/strong><\/b>V roku 2026 sed\u00ed AI priamo pri pracovnom stole. Ovplyv\u0148uje, kto \u010do rob\u00ed, ako sa rozhoduje aj ako sa hodnotia v\u00fdsledky. Firmy ju u\u017e pou\u017e\u00edvaj\u00fa. Len \u010das\u0165 z nich v\u0161ak prisp\u00f4sobila pr\u00e1cu tak, aby AI naozaj pom\u00e1hala. HR sa tak dost\u00e1va do bodu, kedy nesta\u010d\u00ed \u010fal\u0161\u00ed n\u00e1stroj alebo \u0161kolenie. Je potrebn\u00e9 siahnu\u0165 do samotn\u00e9ho fungovania pr\u00e1ce.<\/p>\n\n\n\n

Rola HR v AI transform\u00e1cii
\n<\/strong><\/b>HR v roku 2026 preber\u00e1 rolu spolul\u00eddra AI transform\u00e1cie. AI sa toti\u017e dot\u00fdka \u013eud\u00ed, pr\u00e1ce aj rozhodovania. Pr\u00e1ve tu m\u00e1 HR svoje nezastupite\u013en\u00e9 miesto. Do popredia sa dost\u00e1va AI gramotnos\u0165 HR t\u00edmov aj mana\u017e\u00e9rov. D\u00f4le\u017eit\u00e9 s\u00fa jasn\u00e9 pravidl\u00e1 pre rozhodovanie o \u013eu\u010foch. Ke\u010f nie je jasn\u00e9, ako sa AI pou\u017e\u00edva, za\u010dn\u00fa si \u013eudia dom\u00fd\u0161\u013ea\u0165 scen\u00e1re. To v\u00fdkonu ani d\u00f4vere nikdy nepom\u00e1ha.<\/p>\n\n\n\n

Od headcountu ku skill countu<\/h3>\n\n\n\n

Koniec pl\u00e1novania pod\u013ea po\u010dtu \u013eud\u00ed
\n<\/strong><\/b>Pl\u00e1novanie pr\u00e1ce len pod\u013ea headcountu prest\u00e1va d\u00e1va\u0165 zmysel. U\u017e v roku 2025 Gartner upozor\u0148oval, \u017ee v\u00e4\u010d\u0161ina firiem pl\u00e1nuje pracovn\u00fa silu maxim\u00e1lne na rok dopredu. V prostred\u00ed r\u00fdchlych zmien sa tento pr\u00edstup r\u00fdchlo vy\u010derp\u00e1va. V roku 2026 sa preto pl\u00e1novanie pos\u00fava k zru\u010dnostiam zamestnancov. D\u00f4le\u017eit\u00e9 s\u00fa konkr\u00e9tne \u00falohy a projekty, ktor\u00e9 treba zvl\u00e1dnu\u0165.<\/p>\n\n\n\n

Skills-based organiz\u00e1cia v praxi
\n<\/strong><\/b>Firmy sa v roku 2026 skladaj\u00fa z intern\u00fdch \u013eud\u00ed, externistov aj AI. Tradi\u010dn\u00e9 roly sa rozpadaj\u00fa. Kari\u00e9ry sa pos\u00favaj\u00fa do later\u00e1lneho a projektov\u00e9ho re\u017eimu. HR preto rie\u0161i pr\u00e1cu s dovednos\u0165ami a ich vyu\u017eitie v praxi. Spolu s t\u00fdm prich\u00e1dza nov\u00e9 nastavenie hodnotenia v\u00fdkonu. Po\u010det \u013eud\u00ed prest\u00e1va by\u0165 v\u00fdhodou. Rozhoduje schopnos\u0165 r\u00fdchlo posklada\u0165 spr\u00e1vne zru\u010dnosti tam, kde je to potrebn\u00e9.<\/p>\n\n\n\n

Leadership a zmena ako ka\u017edodenn\u00e1 realita<\/h3>\n\n\n\n

Zmena u\u017e nie je projekt
\n<\/strong><\/b>Rok 2026 definit\u00edvne pochov\u00e1va predstavu, \u017ee zmena je projekt s jasn\u00fdm za\u010diatkom a koncom. Zmena je skr\u00e1tka stav. Organiz\u00e1cie, ktor\u00e9 to neprijm\u00fa, nar\u00e1\u017eaj\u00fa na \u00fanavu \u013eud\u00ed a stratu v\u00fdkonu. Gartner hovor\u00ed o nutnosti urobi\u0165 zo zmeny be\u017en\u00fa s\u00fa\u010das\u0165 pr\u00e1ce.<\/p>\n\n\n\n

Nov\u00e9 n\u00e1roky na l\u00eddrov
\n<\/strong><\/b>L\u00edder v roku 2026 nesie zmenu ka\u017ed\u00fd de\u0148 v be\u017enej prev\u00e1dzke. Rozhoduje v prostred\u00ed, kde sa veci vyv\u00edjaj\u00fa r\u00fdchlo. Pracuje s em\u00f3ciami \u013eud\u00ed a priamo ovplyv\u0148uje kult\u00faru svojho t\u00edmu. Pr\u00e1ve v t\u00fdchto situ\u00e1ci\u00e1ch sa ukazuje, ako zmena skuto\u010dne funguje. \u00dalohou HR je doda\u0165 l\u00eddrom n\u00e1stroje a spolo\u010dn\u00fd jazyk. V\u010faka tomu dok\u00e1\u017eu vies\u0165 zmenu vedome a konzistentne.<\/p>\n\n\n\n

EVP, benefity a wellbeing ako jeden syst\u00e9m<\/h3>\n\n\n\n

Prv\u00e9 t\u00fd\u017edne rozhoduj\u00fa o zotrvan\u00ed zamestnanca
\n<\/strong><\/b>St\u00e1le \u010dastej\u0161ie sa ukazuje, \u017ee o zotrvan\u00ed zamestnanca sa rozhoduje ve\u013emi skoro. Prv\u00fdch 30 a\u017e 60 dn\u00ed \u010dasto ur\u010d\u00ed, \u010di \u010dlovek zostane. Z\u00e1sadn\u00fa rolu hr\u00e1 onboarding, pr\u00edstup mana\u017e\u00e9ra a priebe\u017en\u00e1 sp\u00e4tn\u00e1 v\u00e4zba<\/a>. EVP sa tak prest\u00e1va p\u00edsa\u0165 do prezent\u00e1ci\u00ed. Za\u010d\u00edna sa \u017ei\u0165 v ka\u017edodennej pr\u00e1ci.<\/p>\n\n\n\n

Benefity pod\u013ea reality \u017eivota
\n<\/strong><\/b>Benefity sa pos\u00favaj\u00fa smerom k \u017eivotn\u00fdm f\u00e1zam. Podpora rodi\u010dovstva, flexibiln\u00e9 \u00fav\u00e4zky a \u00fapravy rol\u00ed pod\u013ea situ\u00e1cie s\u00fa \u0161tandardom. Wellbeing u\u017e nie je samostatn\u00e1 iniciat\u00edva, ale s\u00fa\u010das\u0165 fungovania pr\u00e1ce. HR v roku 2026 rie\u0161i prepojen\u00fd ekosyst\u00e9m, nie jednotliv\u00e9 programy.<\/p>\n\n\n\n

F\u00e9rovos\u0165, odme\u0148ovanie a d\u00f4vera<\/h3>\n\n\n\n

Benefity \u0161it\u00e9 na mieru \u013eu\u010fom
\n<\/strong><\/b>Benefity sa prest\u00e1vaj\u00fa rie\u0161i\u0165 univerz\u00e1lne. Za\u010d\u00ednaj\u00fa sa prisp\u00f4sobova\u0165 \u017eivotnej situ\u00e1cii. Do popredia ide podpora rodi\u010dovstva a \u00fapravy rol\u00ed pod\u013ea aktu\u00e1lnej situ\u00e1cie zamestnanca. Wellbeing u\u017e nie je samostatn\u00fd program niekde bokom. Je to s\u00fa\u010das\u0165 toho, ako sa pr\u00e1ca skuto\u010dne rob\u00ed. HR tak sklad\u00e1 prepojen\u00fd ekosyst\u00e9m.<\/p>\n\n\n\n

F\u00e9rovos\u0165 ako s\u00fa\u010das\u0165 HR strat\u00e9gie
\n<\/strong><\/b>F\u00e9rovos\u0165 sa pos\u00fava z hodn\u00f4t na strategick\u00fa kartu. Hr\u00e1 sa s \u0148ou o v\u00fdkon, d\u00f4veru aj reput\u00e1ciu zamestn\u00e1vate\u013ea. To, ako f\u00e9rovo firma kon\u00e1, sa priamo premieta do retencie. Ovplyv\u0148uje to aj fakt, ako o nej \u013eudia hovoria navonok. HR m\u00e1 v roku 2026 k\u013e\u00fa\u010dov\u00fa rolu. Mus\u00ed zaisti\u0165, aby kult\u00fara nebola len pekn\u00e9 slovo na webe, ale ka\u017edodenn\u00e1 realita.<\/p>\n\n\n\n

\u010co z toho vypl\u00fdva pre HR l\u00eddrov?<\/h2>\n\n\n\n

Rok 2026 stavia HR l\u00eddrov do novej roly. S\u00fa to t\u00ed, ktor\u00ed dok\u00e1\u017eu sp\u00e1ja\u0165 t\u00e9my ako AI, zru\u010dnosti, leadership a kult\u00faru do jedn\u00e9ho celku. Pr\u00e1ve t\u00e1to schopnos\u0165 rozhoduje o tom, ako zrozumite\u013ene firma funguje. HR sa t\u00fdm prirodzene pos\u00fava k role architekta pr\u00e1ce. D\u00e1va smer tomu, ako sa pracuje a rozhoduje. \u010c\u00edm sk\u00f4r HR t\u00fato rolu prijme, t\u00fdm v\u00e4\u010d\u0161\u00ed vplyv z\u00edska na bud\u00face fungovanie celej organiz\u00e1cie.<\/p>\n","protected":false},"featured_media":51177,"template":"","meta":{"_acf_changed":false,"_acf":"","inline_featured_image":false,"footnotes":""},"class_list":["post-51180","blog","type-blog","status-publish","has-post-thumbnail","hentry","blog_categories-tipy-a-triky-sk"],"acf":[],"yoast_head":"\nHR priority pre rok 2026: Ako sa men\u00ed rola HR | Sloneek<\/title>\n<meta name=\"description\" content=\"HR priority v roku 2026 formuj\u00fa AI ????, zru\u010dnosti, leadership a f\u00e9rovos\u0165. 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