{"id":52434,"date":"2026-02-09T14:30:13","date_gmt":"2026-02-09T13:30:13","guid":{"rendered":"https:\/\/www.sloneek.com\/?post_type=blog&#038;p=52434"},"modified":"2026-08-13T12:40:46","modified_gmt":"2026-08-13T10:40:46","slug":"high-potential-vs-high-performer","status":"publish","type":"blog","link":"https:\/\/www.sloneek.com\/sk\/blog\/high-potential-vs-high-performer\/","title":{"rendered":"High Potential vs High Performer: Z\u00e1mena t\u00fdchto pojmov m\u00f4\u017ee st\u00e1\u0165 firmy nemal\u00e9 peniaze"},"content":{"rendered":"\n<p class=\"wp-block-paragraph\"><strong>\u010casto sa stret\u00e1vame s m\u00fdtom, \u017ee najlep\u0161\u00ed v\u00fdkonn\u00ed zamestnanci s\u00fa automaticky pova\u017eovan\u00ed za bud\u00facich l\u00eddrov. V\u00fdsledkom je, \u017ee excelentn\u00ed odborn\u00edci kon\u010dia v mana\u017e\u00e9rskych rol\u00e1ch, v ktor\u00fdch sa nec\u00edtia dobre \u2013 a \u010dasto v nich ani nie s\u00fa \u00faspe\u0161n\u00ed. Predstavte si svojho najlep\u0161ieho program\u00e1tora \u2013 dok\u00e1\u017ee nap\u00edsa\u0165 \u0161pi\u010dkov\u00fd k\u00f3d v priebehu p\u00e1r min\u00fat. Znamen\u00e1 to v\u0161ak, \u017ee bude skvel\u00fdm CTO? Nemus\u00ed to tak by\u0165.<\/strong><\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><span>Rozl\u00ed\u0161ovanie medzi High Potential vs High Performer je kritick\u00fdm faktorom pre udr\u017eate\u013enos\u0165 a rast ka\u017edej organiz\u00e1cie. Hoci sa tieto dve skupiny \u010diasto\u010dne prekr\u00fdvaj\u00fa, nie s\u00fa toto\u017en\u00e9. Ak ich firma nerozli\u0161uje, riskuje nielen nespr\u00e1vne pov\u00fd\u0161enia, ale aj demotiv\u00e1ciu \u013eud\u00ed, vy\u0161\u0161iu fluktu\u00e1ciu a slab\u0161iu leadership pipeline.<\/span><\/p>\n\n\n\n<h2 id=\"kto-je-high-performer\" class=\"wp-block-heading\"><span>Kto je High Performer?<\/span><\/h2>\n\n\n\n<p class=\"wp-block-paragraph\"><span>High Performer je \u201ehviezdou pr\u00edtomnosti\u201c \u2013 zamestnanec, ktor\u00fd dlhodobo dosahuje nadpriemern\u00e9 v\u00fdsledky vo svojej s\u00fa\u010dasnej roli. S\u00fa to va\u0161i najefekt\u00edvnej\u0161\u00ed obchodn\u00edci, najprec\u00edznej\u0161\u00ed analytici alebo najkreat\u00edvnej\u0161\u00ed dizajn\u00e9ri.<\/span><\/p>\n\n\n\n<h3 id=\"typicke-charakteristiky-high-performerov\" class=\"wp-block-heading\"><span>Typick\u00e9 charakteristiky high performerov:<\/span><\/h3>\n\n\n\n<ul class=\"wp-block-list\">\n<li><span>m\u00e1 konzistentn\u00e9 v\u00fdsledky - stabilne pln\u00ed alebo prekra\u010duje ciele,<\/span><\/li>\n\n\n\n<li><span>m\u00e1 vysok\u00fa odbornos\u0165 vo svojej oblasti,<\/span><\/li>\n\n\n\n<li><span>je spo\u013eahliv\u00fd a efekt\u00edvny,<\/span><\/li>\n\n\n\n<li><span>je \u010dasto \u201ego-to osoba\u201c pri zlo\u017eit\u00fdch \u00faloh\u00e1ch,<\/span><\/li>\n\n\n\n<li><span>jeho v\u00fdkon je dobre merate\u013en\u00fd pomocou KPI, v\u00fdsledkov projektov alebo hodnotenia v\u00fdkonu.<\/span><\/li>\n<\/ul>\n\n\n\n<h3 id=\"identifikacia-high-performerov-je-relativne-priamociara\" class=\"wp-block-heading\"><span>Identifik\u00e1cia high performerov je relat\u00edvne priamo\u010diara:<\/span><\/h3>\n\n\n\n<ul class=\"wp-block-list\">\n<li><a href=\"https:\/\/www.sloneek.com\/sk\/performance-management\/\"><span>performance management<\/span><\/a><span>,<\/span><\/li>\n\n\n\n<li><span>pravideln\u00e9 hodnotenie v\u00fdkonu,<\/span><\/li>\n\n\n\n<li><span>v\u00fdsledky v porovnan\u00ed s cie\u013emi,<\/span><\/li>\n\n\n\n<li><span>sp\u00e4tn\u00e1 v\u00e4zba od nadriaden\u00fdch, klientov alebo stakeholderov.<\/span><\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\"><span>D\u00f4le\u017eit\u00e9 je, \u017ee high performer exceluje <\/span><b>\u201etu a teraz\u201c<\/b><span> \u2013 v roli, ktor\u00fa aktu\u00e1lne vykon\u00e1va.<\/span><\/p>\n\n\n\n<h2 id=\"kto-je-high-potential\" class=\"wp-block-heading\"><span>Kto je High Potential?<\/span><\/h2>\n\n\n\n<p class=\"wp-block-paragraph\"><span>High Potential je zamestnanec, ktor\u00fd m\u00e1 schopnos\u0165, motiv\u00e1ciu a osobnostn\u00e9 predpoklady na to, aby \u00faspe\u0161ne zast\u00e1val ove\u013ea komplexnej\u0161ie a zodpovednej\u0161ie roly, ne\u017e v ak\u00fdch p\u00f4sob\u00ed dnes. Nejde o to, \u010do rob\u00ed teraz, ale o to, \u010do dok\u00e1\u017ee robi\u0165 o p\u00e1r rokov.<\/span><\/p>\n\n\n\n<h3 id=\"typicke-znaky-high-potentials\" class=\"wp-block-heading\"><span>Typick\u00e9 znaky High Potentials:<\/span><\/h3>\n\n\n\n<ul class=\"wp-block-list\">\n<li><span>vysok\u00e1 schopnos\u0165 u\u010di\u0165 sa a adaptova\u0165 sa (tzv. <\/span><i><span>learning agility<\/span><\/i><span>),<\/span><\/li>\n\n\n\n<li><span>strategick\u00e9 myslenie a schopnos\u0165 vidie\u0165 \u0161ir\u0161\u00ed kontext,<\/span><\/li>\n\n\n\n<li><span>prirodzen\u00fd vplyv na ostatn\u00fdch,<\/span><\/li>\n\n\n\n<li><span>schopnos\u0165 zvl\u00e1da\u0165 komplexnos\u0165 a neistotu,<\/span><\/li>\n\n\n\n<li><span>amb\u00edcia \u2013 vn\u00fatorn\u00fd pohon pos\u00fava\u0165 sa vy\u0161\u0161ie a bra\u0165 na seba zodpovednos\u0165 - motiv\u00e1cia r\u00e1s\u0165 a prij\u00edma\u0165 nov\u00e9 v\u00fdzvy,<\/span><\/li>\n\n\n\n<li><span>z\u00e1ujem o leadership alebo \u0161ir\u0161\u00ed dosah v r\u00e1mci firmy.<\/span><\/li>\n<\/ul>\n\n\n\n<figure class=\"wp-block-image alignnone size-full wp-image-52442\"><img loading=\"lazy\" decoding=\"async\" width=\"1312\" height=\"736\" src=\"https:\/\/www.sloneek.com\/wp-content\/uploads\/2026\/02\/High-Potentials-vs.-High-Performers2-2.jpg\" alt=\"\" class=\"wp-image-52442\" srcset=\"https:\/\/www.sloneek.com\/wp-content\/uploads\/2026\/02\/High-Potentials-vs.-High-Performers2-2.jpg 1312w, https:\/\/www.sloneek.com\/wp-content\/uploads\/2026\/02\/High-Potentials-vs.-High-Performers2-2-300x168.jpg 300w, https:\/\/www.sloneek.com\/wp-content\/uploads\/2026\/02\/High-Potentials-vs.-High-Performers2-2-1024x574.jpg 1024w, https:\/\/www.sloneek.com\/wp-content\/uploads\/2026\/02\/High-Potentials-vs.-High-Performers2-2-768x431.jpg 768w, https:\/\/www.sloneek.com\/wp-content\/uploads\/2026\/02\/High-Potentials-vs.-High-Performers2-2-80x45.jpg 80w, https:\/\/www.sloneek.com\/wp-content\/uploads\/2026\/02\/High-Potentials-vs.-High-Performers2-2-66x37.jpg 66w, https:\/\/www.sloneek.com\/wp-content\/uploads\/2026\/02\/High-Potentials-vs.-High-Performers2-2-576x323.jpg 576w, https:\/\/www.sloneek.com\/wp-content\/uploads\/2026\/02\/High-Potentials-vs.-High-Performers2-2-1040x583.jpg 1040w, https:\/\/www.sloneek.com\/wp-content\/uploads\/2026\/02\/High-Potentials-vs.-High-Performers2-2-200x112.jpg 200w, https:\/\/www.sloneek.com\/wp-content\/uploads\/2026\/02\/High-Potentials-vs.-High-Performers2-2-20x11.jpg 20w, https:\/\/www.sloneek.com\/wp-content\/uploads\/2026\/02\/High-Potentials-vs.-High-Performers2-2-30x17.jpg 30w, https:\/\/www.sloneek.com\/wp-content\/uploads\/2026\/02\/High-Potentials-vs.-High-Performers2-2-45x25.jpg 45w, https:\/\/www.sloneek.com\/wp-content\/uploads\/2026\/02\/High-Potentials-vs.-High-Performers2-2-65x36.jpg 65w, https:\/\/www.sloneek.com\/wp-content\/uploads\/2026\/02\/High-Potentials-vs.-High-Performers2-2-68x38.jpg 68w, https:\/\/www.sloneek.com\/wp-content\/uploads\/2026\/02\/High-Potentials-vs.-High-Performers2-2-240x135.jpg 240w, https:\/\/www.sloneek.com\/wp-content\/uploads\/2026\/02\/High-Potentials-vs.-High-Performers2-2-270x151.jpg 270w, https:\/\/www.sloneek.com\/wp-content\/uploads\/2026\/02\/High-Potentials-vs.-High-Performers2-2-180x101.jpg 180w, https:\/\/www.sloneek.com\/wp-content\/uploads\/2026\/02\/High-Potentials-vs.-High-Performers2-2-294x165.jpg 294w, https:\/\/www.sloneek.com\/wp-content\/uploads\/2026\/02\/High-Potentials-vs.-High-Performers2-2-63x35.jpg 63w, https:\/\/www.sloneek.com\/wp-content\/uploads\/2026\/02\/High-Potentials-vs.-High-Performers2-2-61x34.jpg 61w, https:\/\/www.sloneek.com\/wp-content\/uploads\/2026\/02\/High-Potentials-vs.-High-Performers2-2-400x224.jpg 400w, https:\/\/www.sloneek.com\/wp-content\/uploads\/2026\/02\/High-Potentials-vs.-High-Performers2-2-810x454.jpg 810w, https:\/\/www.sloneek.com\/wp-content\/uploads\/2026\/02\/High-Potentials-vs.-High-Performers2-2-1275x715.jpg 1275w, https:\/\/www.sloneek.com\/wp-content\/uploads\/2026\/02\/High-Potentials-vs.-High-Performers2-2-690x387.jpg 690w, https:\/\/www.sloneek.com\/wp-content\/uploads\/2026\/02\/High-Potentials-vs.-High-Performers2-2-84x47.jpg 84w, https:\/\/www.sloneek.com\/wp-content\/uploads\/2026\/02\/High-Potentials-vs.-High-Performers2-2-1000x561.jpg 1000w, https:\/\/www.sloneek.com\/wp-content\/uploads\/2026\/02\/High-Potentials-vs.-High-Performers2-2-500x280.jpg 500w, https:\/\/www.sloneek.com\/wp-content\/uploads\/2026\/02\/High-Potentials-vs.-High-Performers2-2-800x449.jpg 800w\" sizes=\"auto, (max-width: 1312px) 100vw, 1312px\" \/><figcaption class=\"wp-element-caption\">Strategick\u00fd mana\u017ement talentov si vy\u017eaduje osobitn\u00fd pr\u00edstup ku ka\u017edej skupine, aby sa predi\u0161lo fluktu\u00e1cii.<\/figcaption><\/figure>\n\n\n\n<h2 id=\"ako-firmy-identifikuju-high-potentials\" class=\"wp-block-heading\"><span>Ako firmy identifikuj\u00fa High Potentials<\/span><\/h2>\n\n\n\n<p class=\"wp-block-paragraph\"><span>Na rozdiel od High Performerov nie je mo\u017en\u00e9 potenci\u00e1l mera\u0165 iba v\u00fdsledkami. Firmy preto kombinuj\u00fa viacero pr\u00edstupov:<\/span><\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><span>behavior\u00e1lne indik\u00e1tory (ako sa \u010dlovek spr\u00e1va v nov\u00fdch situ\u00e1ci\u00e1ch),<\/span><\/li>\n\n\n\n<li><span>360\u00b0 sp\u00e4tn\u00fa v\u00e4zbu,<\/span><\/li>\n\n\n\n<li><span>development centr\u00e1,<\/span><\/li>\n\n\n\n<li><span>psychometrick\u00e9 testovanie,<\/span><\/li>\n\n\n\n<li><span>\u0161trukt\u00farovan\u00e9 rozhovory.<\/span><\/li>\n<\/ul>\n\n\n\n<h3 id=\"rola-psychometrickeho-testovania\" class=\"wp-block-heading\"><span>Rola psychometrick\u00e9ho testovania<\/span><\/h3>\n\n\n\n<p class=\"wp-block-paragraph\"><span>Zatia\u013e \u010do v\u00fdkon zmeriate \u010d\u00edslami, potenci\u00e1l najlep\u0161ie odhal\u00ed diagnostika. Diagnostick\u00e9 n\u00e1stroje objekt\u00edvne zmeraj\u00fa kognit\u00edvne schopnosti, <\/span><a href=\"https:\/\/www.sloneek.com\/sk\/kompetencny-model\/\"><span>kompetencie<\/span><\/a><span> a motiv\u00e1cie, ktor\u00e9 s\u00fa pre mana\u017ement nevyhnutn\u00e9. Psychometria eliminuje subjekt\u00edvne skreslenie mana\u017e\u00e9rov, ktor\u00ed maj\u00fa tendenciu nominova\u0165 \u013eud\u00ed \u201epod\u013ea sympati\u00ed\u201c alebo pod\u013ea seniority vo firme.&nbsp;<\/span><\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><span>Psychometrick\u00e9 n\u00e1stroje (napr. Hogan, SHL, Korn Ferry, YellowCouch a in\u00e9) pom\u00e1haj\u00fa odpoveda\u0165 na ot\u00e1zky, ktor\u00e9 v\u00fdkon s\u00e1m o sebe neuk\u00e1\u017ee:<\/span><\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><span>m\u00e1 \u010dlovek l\u00eddersk\u00e9 predispoz\u00edcie?<\/span><\/li>\n\n\n\n<li><span>ako reaguje pod tlakom?<\/span><\/li>\n\n\n\n<li><span>m\u00e1 schopnos\u0165 rozhodova\u0165 v neistote?<\/span><\/li>\n\n\n\n<li><span>je sk\u00f4r expert alebo l\u00edder?<\/span><\/li>\n\n\n\n<li><span>ak\u00e1 je jeho motiv\u00e1cia vies\u0165 ostatn\u00fdch? at\u010f.<\/span><\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\"><span>Pr\u00e1ve tu sa \u010dasto uk\u00e1\u017ee, \u017ee skvel\u00fd v\u00fdkon \u2260 pripravenos\u0165 na \u010fal\u0161iu \u00farove\u0148.<\/span><\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><a href=\"https:\/\/ir.kornferry.com\/news-events\/press-releases\/detail\/547\/korn-ferry-study-finds-companies-with-highly-agile-executives-have-25-percent-higher-profit-margins\"><span>\u0160t\u00fadia<\/span><\/a><span> spolo\u010dnosti Korn Ferry (2014) uk\u00e1zala, \u017ee firmy s prepracovan\u00fdm syst\u00e9mom identifik\u00e1cie HiPo (pomocou psychometrie a agiln\u00e9ho u\u010denia) vykazuj\u00fa o 25 % vy\u0161\u0161iu ziskovos\u0165 ne\u017e tie, ktor\u00e9 sa spoliehaj\u00fa iba na subjekt\u00edvne hodnotenie v\u00fdkonu.<\/span><\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><span>Z nov\u0161\u00edch \u0161t\u00fadi\u00ed (2025) napr. od <\/span><a href=\"https:\/\/www.prnewswire.com\/news-releases\/new-findings-highlight-gaps-in-how-leaders-assess-high-potential-talent-302591071.html?utm_source=chatgpt.com\"><span>Talogy<\/span><\/a><span> sa dozved\u00e1me, \u017ee 91 % HR profesion\u00e1lov a 88 % l\u00eddrov sa pri identifik\u00e1cii HiPo talentov spolieha na subjekt\u00edvne hodnotenie v\u00fdkonu (napr. v\u00fdsledky a odpor\u00fa\u010dania mana\u017e\u00e9rov). Iba 45 % HR a 30 % l\u00eddrov vyu\u017e\u00edva psychometrick\u00e9 hodnotenia. 67 % High Potential zamestnancov uviedlo, \u017ee ich hodnotenie v\u00fdznamne ovplyvnilo ich kari\u00e9rne ciele.<\/span><\/p>\n\n\n\n<h2 id=\"spolocne-crty-a-zasadne-rozdiely-hipo-a-hipe\" class=\"wp-block-heading\"><span>Spolo\u010dn\u00e9 \u010drty a z\u00e1sadn\u00e9 rozdiely HiPo a HiPe<\/span><\/h2>\n\n\n\n<p class=\"wp-block-paragraph\"><span>Spolo\u010dn\u00e9 znaky:<\/span><\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><span>vysok\u00e1 anga\u017eovanos\u0165,<\/span><\/li>\n\n\n\n<li><span>nadpriemern\u00fd pr\u00ednos pre firmu,<\/span><\/li>\n\n\n\n<li><span>ochota prevzia\u0165 zodpovednos\u0165,<\/span><\/li>\n\n\n\n<li><span>schopnos\u0165 u\u010di\u0165 sa a zlep\u0161ova\u0165 sa.<\/span><\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\"><span>Niektor\u00ed zamestnanci m\u00f4\u017eu by\u0165 z\u00e1rove\u0148 <\/span><b>high performer<\/b><span> aj <\/span><b>high potential<\/b><span> \u2013 ale rozhodne to neplat\u00ed automaticky.<\/span><\/p>\n\n\n\n<h3 id=\"kde-sa-cesty-rozchadzaju\" class=\"wp-block-heading\"><span>Kde sa cesty rozch\u00e1dzaj\u00fa?<\/span><\/h3>\n\n\n\n<p class=\"wp-block-paragraph\"><span>High Performer m\u00f4\u017ee by\u0165 \u0161\u0165astn\u00fd a maxim\u00e1lne u\u017eito\u010dn\u00fd vo svojej expertnej roli. Ak ho v\u0161ak pov\u00fd\u0161ite na mana\u017e\u00e9ra, jeho v\u00fdkon m\u00f4\u017ee paradoxne klesn\u00fa\u0165, preto\u017ee mu ch\u00fdbaj\u00fa \u013eudsk\u00e9 zru\u010dnosti alebo strategick\u00e9 myslenie.<\/span><\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><a href=\"https:\/\/www.sloneek.com\/sk\/performance-management\/\"><span>Performance<\/span><\/a><span> je o tom, ako dobre hr\u00e1te na husle.<\/span><\/li>\n\n\n\n<li><span>Potential je o tom, \u010di dok\u00e1\u017eete dirigova\u0165 cel\u00fd orchester.<\/span><\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\"><span>Zamie\u0148anie t\u00fdchto pojmov vedie k jedn\u00e9mu z najzn\u00e1mej\u0161\u00edch fenom\u00e9nov: Peterovmu princ\u00edpu.<\/span><\/p>\n\n\n\n<h2 id=\"co-je-peterov-princip\" class=\"wp-block-heading\"><span>\u010co je Peterov princ\u00edp<\/span><\/h2>\n\n\n\n<p class=\"wp-block-paragraph\"><span>Autorom je Dr. Laurence J. Peter, ktor\u00fd tento princ\u00edp op\u00edsal v roku 1969 v knihe <\/span><i><span>The Peter Principle<\/span><\/i><span>.<\/span><\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><span>Peterov princ\u00edp hovor\u00ed, \u017ee: <\/span><i><span>\u201eV hierarchick\u00fdch organiz\u00e1ci\u00e1ch s\u00fa \u013eudia povy\u0161ovan\u00ed a\u017e do \u00farovne svojej neschopnosti.\u201c<\/span><\/i><\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><span>\u010co to znamen\u00e1 v praxi?<\/span><\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><span>zamestnanec je pov\u00fd\u0161en\u00fd, preto\u017ee je skvel\u00fd v aktu\u00e1lnej roli \u2013 je v\u00fdborn\u00fd \u0161pecialista a top performer,<\/span><\/li>\n\n\n\n<li><span>dostane in\u00fa rolu, ktor\u00e1 vy\u017eaduje \u00faplne in\u00e9 zru\u010dnosti \u2013 mus\u00ed riadi\u0165 \u013eud\u00ed, delegova\u0165, d\u00e1va\u0165 sp\u00e4tn\u00fa v\u00e4zbu, rie\u0161i\u0165 v\u00fdkon, konflikty,<\/span><\/li>\n\n\n\n<li><span>ak ich nezvl\u00e1da, zost\u00e1va \u201ezaseknut\u00fd\u201c na \u00farovni, kde u\u017e nie je efekt\u00edvny.<\/span><\/li>\n\n\n\n<li><span>V\u00fdsledok: \u010clovek, ktor\u00fd bol excelentn\u00fd odborn\u00edk, zlyh\u00e1va ako mana\u017e\u00e9r \u2013 nie preto, \u017ee by bol slab\u00fd, ale preto, \u017ee mu ch\u00fdba skillset na t\u00fato nov\u00fa rolu.<\/span><\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\"><span>Peterov princ\u00edp jasne ukazuje, \u017ee v\u00fdkon v jednej roli nie je prediktorom \u00faspechu v inej.<\/span><\/p>\n\n\n\n<h3 id=\"high-potential-vs-high-performer-dopady-na-firmu\" class=\"wp-block-heading\"><span>High Potential vs High Performer \u2013 Dopady na firmu<\/span><\/h3>\n\n\n\n<p class=\"wp-block-paragraph\"><span>Firmy, ktor\u00e9 systematicky povy\u0161uj\u00fa len pod\u013ea v\u00fdkonu, \u010dasto \u010delia:<\/span><\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><span>slab\u00e9mu leadershipu,<\/span><\/li>\n\n\n\n<li><span>demotivovan\u00fdm t\u00edmom,<\/span><\/li>\n\n\n\n<li><span>vy\u0161\u0161ej fluktu\u00e1cii,<\/span><\/li>\n\n\n\n<li><span>strate \u0161pi\u010dkov\u00fdch expertov,<\/span><\/li>\n\n\n\n<li><span>toxickej firemnej kult\u00fare.<\/span><\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\"><span>Z HR poh\u013eadu ide o ve\u013emi drah\u00fa chybu.&nbsp;<\/span><\/p>\n\n\n\n<h2 id=\"high-potential-vs-high-performer-nastroj-9-box-grid\" class=\"wp-block-heading\"><span>High Potential vs High Performer \u2013 n\u00e1stroj 9-Box Grid<\/span><\/h2>\n\n\n\n<p class=\"wp-block-paragraph\"><span>Najefekt\u00edvnej\u0161\u00edm sp\u00f4sobom, ako vizualizova\u0165 rozdiel medzi v\u00fdkonom a potenci\u00e1lom, je matica 9-box grid. T\u00e1 rozde\u013euje zamestnancov do deviatich pol\u00ed na z\u00e1klade dvoch os\u00ed: X (aktu\u00e1lny v\u00fdkon) a Y (bud\u00faci potenci\u00e1l).<\/span><\/p>\n\n\n\n<figure class=\"wp-block-table\"><table class=\"has-fixed-layout\"><tbody><tr><td><\/td><td><span>N\u00edzky v\u00fdkon<\/span><\/td><td><span>Stredn\u00fd v\u00fdkon<\/span><\/td><td><span>Vysok\u00fd v\u00fdkon<\/span><\/td><\/tr><tr><td><b>Vysok\u00fd potenci\u00e1l<\/b><\/td><td><span>Nebr\u00fasen\u00fd diamant (Enigma)<\/span><\/td><td><span>Bud\u00faca hviezda (Growth Talent)<\/span><\/td><td><span>Hviezda (Consistent Star)<\/span><\/td><\/tr><tr><td><b>Stredn\u00fd potenci\u00e1l<\/b><\/td><td><span>Ot\u00e1znik \/ Dilema (Up or Out)<\/span><\/td><td><span>K\u013e\u00fa\u010dov\u00fd hr\u00e1\u010d (Core Talent)<\/span><\/td><td><span>\u0164ah\u00fa\u0148 (High Professional)<\/span><\/td><\/tr><tr><td><b>N\u00edzky potenci\u00e1l<\/b><\/td><td><span>Podpriemern\u00fd (Low Performer)<\/span><\/td><td><span>Efekt\u00edvny odborn\u00edk (Solid Doer)<\/span><\/td><td><span>\u0160pecialista \/ Expert (Workhorse)<\/span><\/td><\/tr><\/tbody><\/table><\/figure>\n\n\n\n<h3 id=\"ako-s-maticou-pracovat\" class=\"wp-block-heading\"><span>Ako s maticou pracova\u0165<\/span><\/h3>\n\n\n\n<p class=\"wp-block-paragraph\"><b>Horn\u00fd rad (vysok\u00fd potenci\u00e1l):<\/b><\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><span>Hviezdy: Pripravte ich na n\u00e1stupn\u00edctvo (Succession Planning). Dajte im mentora z top mana\u017ementu a nastavte im rozvojov\u00fd program.<\/span><\/li>\n\n\n\n<li><span>Bud\u00face hviezdy: Zamerajte sa na ich profesijn\u00fd rast a d\u00e1vajte im \u010doraz zlo\u017eitej\u0161ie \u00falohy.<\/span><\/li>\n\n\n\n<li><span>Nebr\u00fasen\u00e9 diamanty: Zistite pr\u00ed\u010dinu n\u00edzkeho v\u00fdkonu. Ch\u00fdbaj\u00fa im zru\u010dnosti, alebo s\u00fa len na zlej poz\u00edcii?<\/span><\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\"><b>Stredn\u00fd rad (stredn\u00fd potenci\u00e1l):<\/b><\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><span>\u0164ah\u00fa\u0148: Udr\u017eujte ich motiv\u00e1ciu. S\u00fa to va\u0161i k\u013e\u00fa\u010dov\u00ed odborn\u00edci, ktor\u00ed nechc\u00fa nutne \u0161\u00e9fova\u0165, ale chc\u00fa by\u0165 \u0161pi\u010dkami v odbore.<\/span><\/li>\n\n\n\n<li><span>K\u013e\u00fa\u010dov\u00fd hr\u00e1\u010d: Stabilizujte ich a pon\u00fakajte im rozvojov\u00e9 kurzy.<\/span><\/li>\n\n\n\n<li><span>Ot\u00e1znik\/Dilema: Nastavte jasn\u00fd pl\u00e1n zlep\u0161enia v\u00fdkonu (PIP). Ak sa v\u00fdkon nezv\u00fd\u0161i, potenci\u00e1l zost\u00e1va nevyu\u017eit\u00fd.<\/span><\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\"><b>Spodn\u00fd rad (n\u00edzky potenci\u00e1l):<\/b><\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><span>Expert \/ \u0160pecialista: S\u00fa to va\u0161i najsk\u00fasenej\u0161\u00ed \u201e\u0165ah\u00fani\u201c procesov. Oce\u0148ujte ich lojalitu a odbornos\u0165.<\/span><\/li>\n\n\n\n<li><span>Efekt\u00edvny odborn\u00edk: Dobr\u00ed zamestnanci, ktor\u00ed nepotrebuj\u00fa vertik\u00e1lny rast. Udr\u017eujte ich spokojnos\u0165.<\/span><\/li>\n\n\n\n<li><span>Podpriemern\u00fd: Zv\u00e1\u017ete, \u010di pre nich vo firme existuje vhodnej\u0161ia rola, alebo sa s nimi pr\u00edpadne rozl\u00fa\u010dte.<\/span><\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\"><span>Odkaz na maticu n\u00e1jdete <\/span><a href=\"https:\/\/digitalleadership.com\/glossary\/9-box-talent-review\/\"><span>tu<\/span><\/a><span>.<\/span><\/p>\n\n\n\n<h2 id=\"ako-zefektivnit-vas-pristup-k-talent-manazmentu\" class=\"wp-block-heading\"><span>Ako zefekt\u00edvni\u0165 v\u00e1\u0161 pr\u00edstup k talent mana\u017ementu<\/span><\/h2>\n\n\n\n<p class=\"wp-block-paragraph\"><span>Strategick\u00fd talent mana\u017ement vy\u017eaduje odli\u0161n\u00fd pr\u00edstup k obom skupin\u00e1m, aby nedoch\u00e1dzalo k fluktu\u00e1cii.<\/span><\/p>\n\n\n\n<h3 id=\"1-kompetencne-modely\" class=\"wp-block-heading\"><span>1. Kompeten\u010dn\u00e9 modely&nbsp;<\/span><\/h3>\n\n\n\n<p class=\"wp-block-paragraph\"><span>Firma mus\u00ed ma\u0165 jasne definovan\u00e9, \u010do znamen\u00e1 \u201e\u00faspech\u201c v odborn\u00fdch rol\u00e1ch a ak\u00e9 s\u00fa kompetencie v mana\u017e\u00e9rskych rol\u00e1ch. <\/span><a href=\"https:\/\/www.sloneek.com\/sk\/kompetencny-model\/\"><span>Kompeten\u010dn\u00e9 modely<\/span><\/a><span> by mali by\u0165 transparentn\u00e9, aby zamestnanec vedel, \u010do sa od neho o\u010dak\u00e1va pre horizont\u00e1lny aj vertik\u00e1lny rast.<\/span><\/p>\n\n\n\n<h3 id=\"2-interna-akademia-a-rozvoj\" class=\"wp-block-heading\"><span>2. Intern\u00e1 akad\u00e9mia a rozvoj&nbsp;<\/span><\/h3>\n\n\n\n<p class=\"wp-block-paragraph\"><span>M\u00f4\u017eete si na mieru vytvori\u0165 vzdel\u00e1vacie a rozvojov\u00e9 programy pre High Potentials, kde ka\u017ed\u00fd jeden \u00fa\u010dastn\u00edk bude ma\u0165 mo\u017enos\u0165 pripravi\u0165 sa na nov\u00fa rolu. M\u00f4\u017eu tam by\u0165 leadership skills, mentoring, kou\u010ding, rot\u00e1cia v r\u00f4znych oddeleniach (cross-functional experience) a rie\u0161enie strategick\u00fdch projektov mimo ich be\u017enej agendy. Odpor\u00fa\u010dame skillset a kompetencie najsk\u00f4r zmera\u0165 pomocou psychometrie a 360\u00b0 sp\u00e4tnej v\u00e4zby, kde o \u010dloveku z\u00edskate cenn\u00e9 inform\u00e1cie a m\u00f4\u017eete na tom stava\u0165. Potom je po 1-2 rokoch dobr\u00e9 urobi\u0165 retest \u2013 kam sa zamestnanec v \u010dase posunul.<\/span><\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><span>Pre High Performers m\u00f4\u017eete ma\u0165 expertn\u00e9 akad\u00e9mie. Pon\u00faknite im prehlbovanie \u0161pecializ\u00e1cie, certifik\u00e1cie, rolu intern\u00fdch lektorov alebo \u201eSubject Matter Experts\u201c. Uk\u00e1\u017ete im, \u017ee kari\u00e9rny postup nemus\u00ed vies\u0165 len do mana\u017ementu, ale aj po expertnej osi.<\/span><\/p>\n\n\n\n<h3 id=\"3-performance-management\" class=\"wp-block-heading\"><span>3. Performance Management&nbsp;<\/span><\/h3>\n\n\n\n<p class=\"wp-block-paragraph\"><a href=\"https:\/\/www.sloneek.com\/sk\/performance-management\/\"><span>Syst\u00e9m hodnotenia<\/span><\/a><span> by mal rozli\u0161ova\u0165 medzi \u201e\u010co bolo doru\u010den\u00e9\u201c (V\u00fdkon) a \u201eAk\u00e9 schopnosti boli demon\u0161trovan\u00e9 pre bud\u00facnos\u0165\u201c (Potenci\u00e1l).<\/span><\/p>\n\n\n\n<h2 id=\"pripadove-studie\" class=\"wp-block-heading\"><span>Pr\u00edpadov\u00e9 \u0161t\u00fadie<\/span><\/h2>\n\n\n\n<ul class=\"wp-block-list\">\n<li><b>Google: Projekt Oxygen a Aristoteles:<\/b><span> Google dlhodobo sk\u00fama, \u010do rob\u00ed l\u00eddra \u00faspe\u0161n\u00fdm. Zistili, \u017ee technick\u00e1 expert\u00edza (vysok\u00fd v\u00fdkon v odbore) je a\u017e na poslednom mieste v zozname vlastnost\u00ed skvel\u00e9ho mana\u017e\u00e9ra. K\u013e\u00fa\u010dov\u00fdmi \u010drtami potenci\u00e1lu sa uk\u00e1zala by\u0165 schopnos\u0165 kou\u010dova\u0165 a vytv\u00e1ra\u0165 psychologick\u00e9 bezpe\u010die. To potvrdzuje, \u017ee HiPo programy sa musia zameriava\u0165 na soft-skills, nie na prehlbovanie expertn\u00e9ho v\u00fdkonu. Zdroje: <\/span><a href=\"https:\/\/rework.withgoogle.com\/intl\/en\/guides\/understanding-team-effectiveness\"><i><span>Understand team effectiveness<\/span><\/i><\/a><i><span>, <\/span><\/i><a href=\"https:\/\/rework.withgoogle.com\/intl\/en\/guides\/managers-research-behind-great-managers\"><i><span>Identify what makes a great manager<\/span><\/i><\/a><span>)<\/span><\/li>\n\n\n\n<li><b>General Electric (GE):<\/b><span> GE je priekopn\u00edkom v identifik\u00e1cii talentov. Ich syst\u00e9m bol postaven\u00fd na neust\u00e1lom rozli\u0161ovan\u00ed medzi aktu\u00e1lnym pr\u00ednosom a bud\u00facou kapacitou. Pou\u017e\u00edvali pr\u00edsne hodnotenie, kde boli \u201eHigh Potentials\u201c okam\u017eite zap\u00e1jan\u00ed do tzv. \u201estretch assignments\u201c (\u00falohy, ktor\u00e9 s\u00fa nad r\u00e1mec ich aktu\u00e1lnych schopnost\u00ed), aby sa otestovala ich adaptabilita v praxi.<\/span><\/li>\n\n\n\n<li><b>Firmy ako Unilever, GE alebo IBM<\/b><span> dlhodobo pracuj\u00fa s oddelen\u00fdmi talentov\u00fdmi programami pre HiPo a systematicky vyu\u017e\u00edvaj\u00fa assessment a psychometriu.<\/span><\/li>\n<\/ul>\n\n\n\n<h2 id=\"zaver\" class=\"wp-block-heading\"><span>Z\u00e1ver<\/span><\/h2>\n\n\n\n<p class=\"wp-block-paragraph\"><span>High Potentials s\u00fa va\u0161ou poistkou do bud\u00facnosti, zatia\u013e \u010do High Performers s\u00fa motorom va\u0161ej s\u00fa\u010dasnosti. Ak chcete, aby va\u0161a firma prosperovala, mus\u00edte si h\u00fd\u010dka\u0165 obe skupiny, ale ka\u017ed\u00fa inak. Presta\u0148te povy\u0161ova\u0165 \u013eud\u00ed len za z\u00e1sluhy a roky praxe a za\u010dnite ich rozv\u00edja\u0165 pod\u013ea ich skuto\u010dn\u00e9ho potenci\u00e1lu. Riskujete syndr\u00f3m \u201evyhoren\u00e9ho experta\u201c v roli mana\u017e\u00e9ra, ktor\u00fd tam nikdy nechcel by\u0165.<\/span><\/p>\n\n\n\n<figure class=\"wp-block-image aligncenter\"><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","protected":false},"featured_media":52436,"template":"","meta":{"_acf_changed":false,"_acf":"","inline_featured_image":false,"footnotes":""},"class_list":["post-52434","blog","type-blog","status-publish","has-post-thumbnail","hentry","blog_categories-tipy-a-triky-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>High Potential vs High Performer: Kl\u00ed\u010dov\u00fd rozd\u00edl | Sloneek<\/title>\n<meta name=\"description\" content=\"High Potential vs High Performer: pro\u010d \u0161pi\u010dkov\u00fd expert nemus\u00ed b\u00fdt dobr\u00fd l\u00eddr? 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