{"id":4118,"date":"2025-12-23T09:56:17","date_gmt":"2025-12-23T09:56:17","guid":{"rendered":"https:\/\/besthrpractices.org\/?p=4118"},"modified":"2026-03-26T10:12:00","modified_gmt":"2026-03-26T10:12:00","slug":"zdroje-pre-navrh-pracovnych-miest","status":"publish","type":"post","link":"https:\/\/besthrpractices.org\/sk\/zdroje-pre-navrh-pracovnych-miest\/","title":{"rendered":"D\u00f4kazy a zdroje"},"content":{"rendered":"
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N\u00e1vrh pracovnej poz\u00edcie a popis \u00faloh<\/h1>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t
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N\u00e1stroje pre ved\u00facich pracovn\u00edkov na tvorbu pracovn\u00fdch miest a popisov pracovn\u00fdch poz\u00edci\u00ed<\/h3>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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D\u00f4kazy a zdroje<\/h3>\t\t\t\t<\/div>\n\t\t\t\t
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S\u00fabor modelov, \u0161abl\u00f3n a odkazov, ktor\u00e9 v\u00e1m pom\u00f4\u017eu \u0161tandardizova\u0165 profily rol\u00ed, vytvori\u0165 slovn\u00edk kompetenci\u00ed, mapova\u0165 \u013eud\u00ed na jednotliv\u00e9 roly a podpori\u0165 cel\u00fd syst\u00e9m digit\u00e1lnymi n\u00e1strojmi - to v\u0161etko na z\u00e1klade d\u00f4kazov o jasnosti rol\u00ed, aby sa zabezpe\u010dilo, \u017ee roly s\u00fa zmyslupln\u00e9, zodpovedn\u00e9 a v s\u00falade s obchodn\u00fdmi prioritami.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t

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N\u00e1vrh pracovnej poz\u00edcie a popis \u00faloh<\/h1>\t\t\t\t<\/div>\n\t\t\t\t
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N\u00e1stroje pre ved\u00facich pracovn\u00edkov na tvorbu pracovn\u00fdch miest a popisov pracovn\u00fdch poz\u00edci\u00ed<\/h3>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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D\u00f4kazy a zdroje<\/h3>\t\t\t\t<\/div>\n\t\t\t\t
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S\u00fabor modelov, \u0161abl\u00f3n a odkazov, ktor\u00e9 v\u00e1m pom\u00f4\u017eu \u0161tandardizova\u0165 profily rol\u00ed, vytvori\u0165 slovn\u00edk kompetenci\u00ed, mapova\u0165 \u013eud\u00ed na jednotliv\u00e9 roly a podpori\u0165 cel\u00fd syst\u00e9m digit\u00e1lnymi n\u00e1strojmi - to v\u0161etko na z\u00e1klade d\u00f4kazov o jasnosti rol\u00ed, aby sa zabezpe\u010dilo, \u017ee roly s\u00fa zmyslupln\u00e9, zodpovedn\u00e9 a v s\u00falade s obchodn\u00fdmi prioritami.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t

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1<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t

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HR SYST\u00c9M A DOSAHOVANIE ORGANIZA\u010cN\u00ddCH CIELOV (\u010cESKO\u2013MA\u010eARSKO\u2013PO\u013dSKO\u2013SLOVENSKO, 2024, MATE)<\/a><\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t
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\u010co zah\u0155\u0148a:<\/strong> Preh\u013ead syst\u00e9mov a postupov v oblasti \u013eudsk\u00fdch zdrojov v krajin\u00e1ch V4 (\u010cesk\u00e1 republika, Ma\u010farsko, Po\u013esko, Slovensko) v r\u00e1mci cel\u00e9ho \u201cprev\u00e1dzkov\u00e9ho modelu \u013eudsk\u00fdch zdrojov\u201d \u2013 \u00faloha\/strat\u00e9gia\/pl\u00e1novanie pracovnej sily v oblasti \u013eudsk\u00fdch zdrojov, \u0161trukt\u00fara pracovn\u00fdch miest, n\u00e1bor, \u0161kolenia\/za\u0161kolenie, riadenie talentov, hodnotenie (vr\u00e1tane posudzovania), zdravie a bezpe\u010dnos\u0165, mzdy\/benefity, samoobsluha v oblasti \u013eudsk\u00fdch zdrojov\/HRIS, kontrola \u013eudsk\u00fdch zdrojov a outsourcing \u013eudsk\u00fdch zdrojov.<\/p>

Pre\u010do je to pre ved\u00faceho pracovn\u00edka d\u00f4le\u017eit\u00e9:<\/strong> Praktick\u00e9 region\u00e1lne porovnanie toho, ako s\u00fa \u013eudsk\u00e9 zdroje organizovan\u00e9 v organiz\u00e1ci\u00e1ch V4, ktor\u00e9 pom\u00f4\u017ee ved\u00facim pracovn\u00edkom odhali\u0165 nedostatky a porovna\u0165 mo\u017enosti na posilnenie d\u00f4kazov o jasnosti \u00faloh v ich vlastn\u00fdch syst\u00e9moch \u013eudsk\u00fdch zdrojov.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t

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2<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t

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NAVRHOVANIE PRACOVN\u00ddCH MIEST (INFORMA\u010cN\u00dd LIST CIPD, AKTUALIZ\u00c1CIA 2025)<\/a><\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t
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\u010co zah\u0155\u0148a:<\/strong> Praktick\u00fd preh\u013ead z\u00e1sad navrhovania pracovn\u00fdch miest, prepojenie s motiv\u00e1ciou a kvalitou pr\u00e1ce, \u00faloha anal\u00fdzy pr\u00e1ce a sp\u00f4sob hodnotenia kvality pr\u00e1ce.<\/p>

Pre\u010do je to pre ved\u00faceho pracovn\u00edka d\u00f4le\u017eit\u00e9:<\/strong> Prev\u00e1dza v\u00fdskum do realizovate\u013en\u00fdch n\u00e1vrhov - ide\u00e1lny na formovanie noriem a schopnost\u00ed mana\u017e\u00e9rov a z\u00e1rove\u0148 zlep\u0161uje preh\u013eadnos\u0165 \u00faloh.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t

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3<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t

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REDIZAJN PR\u00c1CE (HACKMAN & OLDHAM, 1980, KNIHA)<\/a><\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t
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\u010co zah\u0155\u0148a:<\/strong> Z\u00e1kladn\u00e1 logika navrhovania pracovn\u00fdch miest (charakteristiky pracovn\u00fdch miest a met\u00f3dy redizajnu), ktor\u00e1 sp\u00e1ja \u0161trukt\u00faru pr\u00e1ce s motiv\u00e1ciou a v\u00fdsledkami v\u00fdkonu.<\/p>

Pre\u010do je to pre ved\u00faceho pracovn\u00edka d\u00f4le\u017eit\u00e9:<\/strong> Poskytuje \u201cpre\u010do\u201d za auton\u00f3miou, identitou \u00faloh a zmysluplnos\u0165ou, \u010d\u00edm poskytuje ved\u00facim pracovn\u00edkom n\u00e1stroje na zlep\u0161enie porozumenia rol\u00e1m a uplat\u0148ovanie d\u00f4kazov o jasnosti rol\u00ed v praxi.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t

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4<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t

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DOTAZN\u00cdK PRACOVN\u00c9HO DIZAJNU (MORGESON & HUMPHREY, 2006, JOURNAL OF APPLIED PSYCHOLOGY)<\/a><\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t
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\u010co zah\u0155\u0148a:<\/strong> Overen\u00fd sp\u00f4sob hodnotenia dizajnu pr\u00e1ce v r\u00e1mci \u00faloh, znalost\u00ed, soci\u00e1lnych a kontextov\u00fdch charakterist\u00edk (s praktick\u00fdm n\u00e1strojom).
Pre\u010do je to pre ved\u00faceho pracovn\u00edka d\u00f4le\u017eit\u00e9:<\/strong> Ak chcete diagnostikova\u0165 \u00falohy systematicky (nie anekdotick\u00fdm sp\u00f4sobom), je to jeden z najd\u00f4veryhodnej\u0161\u00edch v\u00fdchodiskov\u00fdch bodov zalo\u017een\u00fdch na n\u00e1strojoch.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t

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5<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t

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ANAL\u00ddZA PR\u00c1CE A PRACOVN\u00c9HO MIESTA: MET\u00d3DY, V\u00ddSKUM A APLIK\u00c1CIE (BRANNICK, LEVINE & MORGESON, 2007, KNIHA)<\/a><\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t
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\u010co zah\u0155\u0148a:<\/strong> \u201cAko\u201d analyzova\u0165 pracovn\u00e9 miesta a dokument\u00e1ciu rol\u00ed - met\u00f3dy, v\u00fdskumn\u00e9 z\u00e1klady a aplik\u00e1cie (v\u00fdber, \u0161kolenie, hodnotenie, n\u00e1vrh pracovn\u00fdch miest).
Pre\u010do je to pre ved\u00faceho pracovn\u00edka d\u00f4le\u017eit\u00e9:<\/strong> Pom\u00f4\u017ee v\u00e1m vyhn\u00fa\u0165 sa klasick\u00e9mu zlyhaniu opisov pracovn\u00fdch miest: nekonzistentn\u00fdm \u00fadajom, nejasn\u00fdm formul\u00e1ci\u00e1m a dokumentom, ktor\u00fdm nikto ned\u00f4veruje ani ich nepou\u017e\u00edva.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t

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6<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t

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KOMPETENCIE V PR\u00c1CI: (SPENCER & SPENCER, 1993, KNIHA)<\/a><\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t
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\u010co zah\u0155\u0148a:<\/strong> Z\u00e1klady kompeten\u010dn\u00e9ho modelovania a praktick\u00e9 sp\u00f4soby definovania kompetenci\u00ed spojen\u00fdch s vynikaj\u00facim v\u00fdkonom.
Pre\u010do je to pre ved\u00faceho pracovn\u00edka d\u00f4le\u017eit\u00e9:<\/strong> Ak chce va\u0161a organiz\u00e1cia navrhn\u00fa\u0165 roly zalo\u017een\u00e9 na zru\u010dnostiach (nie na zoznamoch \u00faloh), poskytuje robustn\u00fd jazyk a \u0161trukt\u00faru pre slovn\u00edky kompetenci\u00ed a profily rol\u00ed.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t

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7<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t

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GLOB\u00c1LNE TRENDY V OBLASTI \u013dUDSK\u00c9HO KAPIT\u00c1LU V ROKU 2024 (DELOITTE INSIGHTS, 2024)<\/a><\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t
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\u010co zah\u0155\u0148a:<\/strong> Glob\u00e1lne trendy, ktor\u00e9 formuj\u00fa pr\u00e1cu, vr\u00e1tane pr\u00e1ce bez hran\u00edc, organiza\u010dn\u00fdch zmien zalo\u017een\u00fdch na zru\u010dnostiach a d\u00f4sledkov pre navrhovanie rol\u00ed a syst\u00e9mov sp\u00f4sobilost\u00ed.
Pre\u010do je to pre ved\u00faceho pracovn\u00edka d\u00f4le\u017eit\u00e9:<\/strong> U\u017eito\u010dn\u00e9 pre rozpr\u00e1vanie na \u00farovni spr\u00e1vnej rady a r\u00e1mcovanie transform\u00e1cie - pom\u00e1ha umiestni\u0165 n\u00e1vrh pracovn\u00fdch miest ako infra\u0161trukt\u00faru bud\u00facnosti pr\u00e1ce, nie ako administrat\u00edvu.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t

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8<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t

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EMBERI ER\u0150FORR\u00c1S MENEDZSMENT K\u00c9ZIK\u00d6NYV (KAROLINY & PO\u00d3R, 2017, HANDBOOK)<\/a><\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t
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\u010co zah\u0155\u0148a:<\/strong> \u00dastredn\u00e1 pr\u00edru\u010dka HRM pou\u017e\u00edvan\u00e1 v ma\u010farskej praxi, vr\u00e1tane z\u00e1kladov anal\u00fdzy\/n\u00e1vrhu pracovn\u00fdch miest a sp\u00f4sobu budovania a formaliz\u00e1cie syst\u00e9mov HR v r\u00f4znych organiza\u010dn\u00fdch kontextoch.
Pre\u010do je to pre ved\u00faceho pracovn\u00edka d\u00f4le\u017eit\u00e9:<\/strong> Zakotvuje rozhodnutia o navrhovan\u00ed pracovn\u00fdch miest v realite miestnej praxe a organiza\u010dnej vyspelosti, \u010do je u\u017eito\u010dn\u00e9 najm\u00e4 pri prechode od flexibility v \u0161t\u00fdle MSP k formalizovanej\u0161\u00edm syst\u00e9mom.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t

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Presk\u00famajte \u010fal\u0161iu \u010das\u0165 s\u00faboru n\u00e1strojov:<\/h2>\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t
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Vplyv na podnikanie<\/a><\/h2><\/header>
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Zv\u00fd\u0161te efektivitu, anga\u017eovanos\u0165 a udr\u017eanie zamestnancov pomocou n\u00e1vrhu pracovn\u00fdch poz\u00edci\u00ed zalo\u017een\u00fdch na kompetenci\u00e1ch, aby boli \u00falohy vo va\u0161ej organiz\u00e1cii jasn\u00e9.<\/p>Pozri \u010fal\u0161iu \u010das\u0165<\/a><\/div>\n <\/div>

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R\u00e1mec<\/a><\/h2><\/header>
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Vytvorte preh\u013eadnos\u0165, mobilitu a efekt\u00edvnos\u0165 pomocou architekt\u00fary pracovn\u00fdch miest a r\u00e1mca pre navrhovanie rol\u00ed pre...<\/p>Pozri \u010fal\u0161iu \u010das\u0165<\/a><\/div>\n <\/div>

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Va\u0161a kontrola splatnosti<\/a><\/h2><\/header>
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Pou\u017eite tento kontroln\u00fd zoznam zrelosti riadenia opisu pr\u00e1ce na pos\u00fadenie jasnosti \u00faloh, kompetenci\u00ed a integr\u00e1cie \u013eudsk\u00fdch zdrojov...<\/p>Pozri \u010fal\u0161iu \u010das\u0165<\/a><\/div>\n <\/div>

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Implementa\u010dn\u00e1 pr\u00edru\u010dka<\/a><\/h2><\/header>
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Sprievodca krok za krokom na implement\u00e1ciu n\u00e1vrhu pracovn\u00fdch miest pre person\u00e1lne t\u00edmy na objasnenie \u00faloh, aktualiz\u00e1ciu kompetenci\u00ed a zavedenie...<\/p>Pozri \u010fal\u0161iu \u010das\u0165<\/a><\/div>\n <\/div>

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D\u00f4kazy a zdroje<\/a><\/h2><\/header>
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Objavte d\u00f4kazy o jasnosti rol\u00ed: n\u00e1stroje, \u0161abl\u00f3ny a modely na navrhovanie jasn\u00fdch rol\u00ed, vytv\u00e1ranie slovn\u00edkov kompetenci\u00ed,...<\/p>Pozri \u010fal\u0161iu \u010das\u0165<\/a><\/div>\n <\/div>

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Objavte d\u00f4kazy o jasnosti rol\u00ed: n\u00e1stroje, \u0161abl\u00f3ny a modely na navrhovanie jasn\u00fdch rol\u00ed, vytv\u00e1ranie slovn\u00edkov kompetenci\u00ed a mapovanie \u013eud\u00ed k rol\u00e1m.<\/p>","protected":false},"author":3,"featured_media":4628,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[82,51],"tags":[56],"class_list":["post-4118","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-evidence-resources-job-design","category-job-design","tag-job-design"],"yoast_head":"\n\u200bEvidence & Resources - Best HR Practices<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/besthrpractices.org\/sk\/zdroje-pre-navrh-pracovnych-miest\/\" \/>\n<meta property=\"og:locale\" content=\"sk_SK\" \/>\n<meta property=\"og:type\" 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