{"id":558,"date":"2017-05-15T18:28:29","date_gmt":"2017-05-15T16:28:29","guid":{"rendered":"https:\/\/emagazin.plus\/?p=558"},"modified":"2025-02-06T09:51:48","modified_gmt":"2025-02-06T08:51:48","slug":"hr-management-nove-generace-jakym-vyzvam-celi-nemecti-personaliste","status":"publish","type":"post","link":"https:\/\/emagazin.plus\/cz\/hr-management-nove-generace-jakym-vyzvam-celi-nemecti-personaliste\/","title":{"rendered":"Jak\u00fdm v\u00fdzv\u00e1m \u010del\u00ed n\u011bme\u010dt\u00ed personalist\u00e9?"},"content":{"rendered":"

S nedostatkem kvalifikovan\u00fdch pracovn\u00edk\u016f se pot\u00fdk\u00e1 i N\u011bmecko. <\/strong><\/p>\n

Nejv\u00edce je to zn\u00e1t u technick\u00fdch povol\u00e1n\u00ed, ve zdravotnictv\u00ed a pe\u010dovatelstv\u00ed. A\u010dkoliv se nejedn\u00e1 o celoplo\u0161nou z\u00e1le\u017eitost, p\u0159edstavuje to pro hospod\u00e1\u0159stv\u00ed probl\u00e9m, se kter\u00fdm se mus\u00ed vypo\u0159\u00e1dat tak\u00e9 HR bran\u017ee. N\u011bmeck\u00e9 ekonomice se da\u0159\u00ed, firmy cht\u011bj\u00ed nab\u00edrat nov\u00e9 lidi, situaci na pracovn\u00edm trhu ov\u0161em zost\u0159uje demografick\u00fd v\u00fdvoj. Z\u00e1rove\u0148 roste v\u00fdznam automatizace a digitalizace, a to jak v hospod\u00e1\u0159stv\u00ed, tak v\u00a0HR. Na co se mus\u00ed HR do budoucna p\u0159ipravit?<\/em><\/p>\n


\n<\/strong>Chyb\u011bj\u00ed-li pracovn\u00edci, je t\u0159eba hledat nov\u00e9 a inovativn\u00ed zp\u016fsoby n\u00e1boru a rozvoje zam\u011bstnanc\u016f. Podle Cornelie Hulla, \u010dlenky prezidia Spolkov\u00e9ho svazu person\u00e1ln\u00edch mana\u017eer\u016f (BPM), jsou jednotliv\u00e9 profesn\u00ed profily v\u00a0N\u011bmecku st\u00e1le komplexn\u011bj\u0161\u00ed. Personalist\u00e9 proto krom\u011b odborn\u00e9 kompetence po\u017eaduj\u00ed tak\u00e9 komunika\u010dn\u00ed nebo IT dovednosti. To je jen prvn\u00ed krok. V\u00a0digit\u00e1ln\u00edm sv\u011bt\u011b se t\u00e9mata a \u00fakoly mnohem v\u00edce prol\u00ednaj\u00ed. \u201eFinan\u010dn\u00edk u\u017e dnes nem\u016f\u017ee jednodu\u0161e prezentovat svoje v\u00fdsledky v\u00a0excelovsk\u00e9 tabulce,\u201c \u0159\u00edk\u00e1 Cornelia Hulla. Mnohem d\u016fle\u017eit\u011bj\u0161\u00ed je, aby zvl\u00e1dl srozumiteln\u011b vysv\u011btlit svoji anal\u00fdzu tak\u00e9 odborn\u00edk\u016fm z\u00a0jin\u00fdch oblast\u00ed. \u201eMus\u00ed um\u011bt v\u0161echno p\u0159edstavit managementu v kvalitn\u00ed prezentaci. A k\u00a0tomu samoz\u0159ejm\u011b pot\u0159ebuje komunika\u010dn\u00ed dovednosti.\u201c<\/p>\n

M\u00e9n\u011b uchaze\u010d\u016f o pr\u00e1ci \u2013 \u0161ir\u0161\u00ed z\u00e1b\u011br vyhled\u00e1v\u00e1n\u00ed<\/strong><\/h3>\n


\n<\/strong>Specifick\u00e9 kompetence nejsou d\u016fle\u017eit\u00e9 jen pro uchaze\u010de, ale tak\u00e9 pro samotn\u00e9 personalisty. Cht\u011bj\u00ed-li naj\u00edt nov\u00e9 zam\u011bstnance, mus\u00ed v\u011bd\u011bt, co c\u00edlov\u00e1 skupina o\u010dek\u00e1v\u00e1 a jak se k\u00a0n\u00ed dostat. Jen v\u00a0n\u011bmecky hovo\u0159\u00edc\u00edch zem\u00edch bylo v\u00a0roce 2016 na profesn\u00ed s\u00edti LinkedIn registrov\u00e1no t\u00e9m\u011b\u0159 osm mili\u00f3n\u016f u\u017eivatel\u016f a na Xingu dokonce v\u00edce ne\u017e 12 mili\u00f3n\u016f.<\/p>\n

Zam\u011bstnavatel\u00e9 st\u00e1le \u010dast\u011bji sami aktivn\u011b vyhled\u00e1vaj\u00ed zam\u011bstnance. Dnes je b\u011b\u017enou prax\u00ed, \u017ee na r\u016fzn\u00fdch str\u00e1nk\u00e1ch vybuduj\u00ed svoji zna\u010dku (employer branding) a zve\u0159ejn\u00ed tam nab\u00eddky pracovn\u00edch m\u00edst. Podle studie Recruiting Trends 2017 kari\u00e9rn\u00edho port\u00e1lu Monster a Univerzity Otto Friedricha v\u00a0Bamberku to tak d\u011bl\u00e1 zhruba t\u0159etina z\u00a0tis\u00edcovky nejv\u011bt\u0161\u00edch firem v\u00a0N\u011bmecku. Reaktivn\u00ed n\u00e1bor zam\u011bstnanc\u016f, tzn. zve\u0159ejnit inzer\u00e1t a \u010dekat, a\u017e p\u0159ijdou odpov\u011bdi (post & pray), u\u017e nesta\u010d\u00ed. Firma mus\u00ed b\u00fdt aktivn\u00ed na v\u0161ech mo\u017en\u00fdch kan\u00e1lech a c\u00edlen\u011b oslovovat kandid\u00e1ty. Tento trend, tzv. active sourcing, byl podle studie Institute for Competitive Recruiting v\u00a0roce 2016 jedn\u00edm z hlavn\u00edch t\u00e9mat p\u0159i n\u00e1boru zam\u011bstnanc\u016f pro 80 procent n\u011bmeck\u00fdch firem. HR management pro\u0161el v\u00a0posledn\u00edch letech velkou zm\u011bnou. Kl\u00ed\u010dov\u00fdm slovem jsou i tady inovace. Personalista mus\u00ed zn\u00e1t nov\u00e9 trendy, nap\u0159\u00edklad z tzv. gamifikace (u\u017e\u00edv\u00e1n\u00ed hern\u00edch prost\u0159edk\u016f a princip\u016f v\u00a0nehern\u00edm prost\u0159ed\u00ed) a mus\u00ed um\u011bt vyu\u017e\u00edt nap\u0159\u00edklad n\u00e1borov\u00e9 hry. To jsou online aplikace, kter\u00e9 hravou formou odhal\u00ed schopnosti a soft skills uchaze\u010d\u016f. Podle studie Recruiting Trends 2017 tento p\u0159\u00edstup oce\u0148uje ji\u017e t\u0159etina uchaze\u010d\u016f.<\/p>\n

P\u0159\u00e1n\u00ed uchaze\u010d\u016f jsou pro personalisty v\u00fdzvou <\/strong>
\nV HR managementu je st\u00e1le d\u016fle\u017eit\u011bj\u0161\u00ed, co chce c\u00edlov\u00e1 skupina. Hlavn\u011b generace Y a Z\u00a0p\u0159istupuj\u00ed k\u00a0hled\u00e1n\u00ed pr\u00e1ce s jin\u00fdmi hodnotami a p\u0159edstavami ohledn\u011b rovnov\u00e1hy mezi prac\u00ed a osobn\u00edm \u017eivotem. Fenom\u00e9ny angloamerick\u00e9ho HR trhu jako gig economy (sd\u00edlen\u00e1 ekonomika), coworking (sd\u00edlen\u00ed pracovn\u00edho prostoru) nebo blended workforce (diverzita zam\u011bstnanc\u016f) se staly i v\u00a0N\u011bmecku b\u011b\u017en\u00fdmi pojmy. Z\u00e1jem o nepru\u017en\u00e9 pracovn\u00ed pom\u011bry kles\u00e1. Svoji roli zde hraje i digitalizace obchodn\u00edch model\u016f. \u201ePersonalist\u00e9 se mus\u00ed zm\u011bn\u00e1m postavit,\u201c vyz\u00fdv\u00e1 Cornelia Hulla, \u201ejde o to, jak podpo\u0159it inovace a sladit je s\u00a0veden\u00edm spole\u010dnosti a hodnotami zam\u011bstnanc\u016f. Firmy se tomu ji\u017e z\u010d\u00e1sti p\u0159izp\u016fsobily. Bez schopnosti p\u0159izp\u016fsobit se a flexibility by dnes na pracovn\u00edm trhu neobst\u00e1ly.\u201c<\/p>\n

Po \u00fasp\u011b\u0161n\u00e9m n\u00e1boru za\u010d\u00edn\u00e1 rozvoj zam\u011bstnanc\u016f. V\u0161ude roste v\u00fdznam vzd\u011bl\u00e1v\u00e1n\u00ed a tr\u00e9nink\u016f. U\u010den\u00ed dnes prob\u00edh\u00e1 tzv. on-demand, tedy na vy\u017e\u00e1d\u00e1n\u00ed. Kl\u00ed\u010dov\u00fd je eLearning. Ten nen\u00ed v N\u011bmecku \u017e\u00e1dnou novinkou, ale d\u00edky modern\u00edm technologi\u00edm se velmi rychle rozv\u00edj\u00ed a vytv\u00e1\u0159\u00ed inovativn\u00ed trendy. K\u00a0nim pat\u0159\u00ed tzv. mobiln\u00ed u\u010den\u00ed na chytr\u00e9m telefonu, kter\u00e9 m\u016f\u017ee prob\u00edhat v\u017edy a v\u0161ude, nebo tzv. hromadn\u00e9 otev\u0159en\u00e9 online kurzy (Massive Open Online Courses \u2013 MOOCs). Dal\u0161\u00edm trendem je tzv. mikrou\u010den\u00ed (microlearning). Zam\u011bstnanci mohou absolvovat kr\u00e1tk\u00e9 v\u00fdukov\u00e9 jednotky v d\u00e9lce zhruba p\u011bti minut. Digitalizace ve firm\u011b ale vy\u017eaduje velkou p\u0159\u00edpravu. \u201eInvestice do permanentn\u00edho a celo\u017eivotn\u00edho vzd\u011bl\u00e1v\u00e1n\u00ed firmy samy nezvl\u00e1dnou,\u201c domn\u00edv\u00e1 se Cornelia Hulla. \u201eZde je t\u0159eba podpora ze strany st\u00e1tu.\u201c<\/p>\n

V\u00a0talent a performance managementu p\u0159itom hraj\u00ed d\u016fle\u017eitou roli pr\u016fzkumy mezi zam\u011bstnanci. Kl\u00ed\u010dem k\u00a0rozpozn\u00e1n\u00ed o\u010dek\u00e1v\u00e1n\u00ed vlastn\u00edch lid\u00ed jsou data. C\u00edlen\u00fd a kontinu\u00e1ln\u00ed monitoring dok\u00e1\u017ee zav\u010das identifikovat p\u0159\u00e1n\u00ed a c\u00edle spolupracovn\u00edk\u016f. \u201ePr\u016fzkum mi \u0159ekne, jak se moji zam\u011bstnanci cht\u011bj\u00ed zm\u011bnit. Kdy\u017e m\u00e1m v\u00fdsledky, mus\u00edm tak\u00e9 po\u017eadovanou zm\u011bnu prov\u00e9st \u2013 v\u00a0j\u00e1dru se jedn\u00e1 o demokratizaci \u017eivota ve firm\u011b,\u201c dod\u00e1v\u00e1 Cornelia Hulla.<\/p>\n

HR mana\u017ee\u0159i nov\u00e9 generace<\/strong><\/p>\n


\n<\/strong>Jsou HR mana\u017ee\u0159i v\u00a0N\u011bmecku na to v\u0161echno p\u0159ipraveni? Studie BPM o profes\u00edch z\u00a0roku 2014, kter\u00e9 se z\u00fa\u010dastnilo t\u00e9m\u011b\u0159 3500 pracovn\u00edk\u016f z\u00a0oblasti HR, poukazuje na nedostatky. Personalist\u00e9 by si m\u011bli roz\u0161\u00ed\u0159it vzd\u011bl\u00e1n\u00ed v\u00a0oblasti change managementu. A to hlavn\u011b proto, \u017ee ka\u017ed\u00fd person\u00e1ln\u00ed mana\u017eer se ve sv\u00e9 bran\u017ei pohybuje v\u00a0pr\u016fm\u011bru v\u00edce ne\u017e 13 let a t\u00e9m\u011b\u0159 ka\u017ed\u00fd druh\u00fd ned\u011blal nic jin\u00e9ho. \u201eMus\u00ed zm\u011bnit ch\u00e1p\u00e1n\u00ed sebe sama a uv\u011bdomit si, \u017ee jejich \u00fakoly u\u017e nejsou jen administrativn\u00edho r\u00e1zu. Velmi d\u016fle\u017eit\u00e9 je dal\u0161\u00ed vzd\u011bl\u00e1v\u00e1n\u00ed,\u201c potvrzuje Cornelia Hulla. Z chyb\u011bj\u00edc\u00edch IT znalost\u00ed personalist\u016f v mal\u00fdch a st\u0159edn\u00edch firm\u00e1ch se m\u016f\u017ee st\u00e1t konkuren\u010dn\u00ed nev\u00fdhoda. St\u00e1le v\u011bt\u0161\u00ed v\u00fdznam m\u00e1 analytick\u00e9 my\u0161len\u00ed a zach\u00e1zen\u00ed s\u00a0daty. \u201eTak\u00e9 zde by m\u011bl ka\u017ed\u00fd personalista do sebe investovat. Mus\u00ed se nau\u010dit, jak smyslupln\u011b vyhodnocovat data. Mus\u00ed pochopit, jak funguj\u00ed algoritmy, se kter\u00fdmi pracuje. Vzniknou zcela nov\u00e9 profese,\u201c domn\u00edv\u00e1 se Cornelia Hulla.<\/p>\n

Lid\u00e9 z\u00a0HR managementu si ka\u017edop\u00e1dn\u011b mus\u00ed uv\u011bdomit, \u017ee pracovn\u00ed trh v\u00a0N\u011bmecku proch\u00e1z\u00ed z\u00e1sadn\u00ed zm\u011bnou.<\/p>\n

Autor: Thea Windisch<\/p>\n

Zdroj \u016f\u00favodn\u00ed fotky<\/a>: Bill Branson (Photographer), wikimedia.org<\/a> public domain<\/p>\n","protected":false},"excerpt":{"rendered":"

Nejv\u00edce je to zn\u00e1t u technick\u00fdch povol\u00e1n\u00ed, ve zdravotnictv\u00ed a pe\u010dovatelstv\u00ed. 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