{"id":2348,"date":"2021-07-21T10:50:15","date_gmt":"2021-07-21T10:50:15","guid":{"rendered":"https:\/\/money2022.localhost\/novinky-a-tipy\/jak-spravne-uchopit-hodnoceni-zamestnancu\/"},"modified":"2023-02-01T15:06:29","modified_gmt":"2023-02-01T14:06:29","slug":"jak-spravne-uchopit-hodnoceni-zamestnancu","status":"publish","type":"post","link":"https:\/\/money.cz\/novinky-a-tipy\/mzdy-a-personalistika\/jak-spravne-uchopit-hodnoceni-zamestnancu\/","title":{"rendered":"Jak spr\u00e1vn\u011b uchopit hodnocen\u00ed zam\u011bstnanc\u016f?"},"content":{"rendered":"<h2>Hodnocen\u00ed zam\u011bstnanc\u016f<\/h2>\n<p>Hodnocen\u00ed zam\u011bstnanc\u016f (v odborn\u00e9 literatu\u0159e \u010dasto ozna\u010dov\u00e1no jako \u201epracovn\u00ed hodnocen\u00ed\u201c) umo\u017e\u0148uje managementu firem a sou\u010dasn\u011b samotn\u00fdm zam\u011bstnanc\u016fm z\u00edskat zp\u011btnou vazbu o pracovn\u00edm v\u00fdkonu, v\u00fdsledc\u00edch pr\u00e1ce, i o tom, jak je na danou pr\u00e1ci nahl\u00ed\u017eeno, a\u0165 u\u017e ze strany samotn\u00fdch vykonavatel\u016f dan\u00e9 pr\u00e1ce, tedy zam\u011bstnanc\u016f, tak hlavn\u011b ze strany jejich nad\u0159\u00edzen\u00fdch a v&nbsp;n\u011bkter\u00fdch p\u0159\u00edpadech i spolupracovn\u00edk\u016f.<\/p>\n<p>C\u00edlem hodnocen\u00ed zam\u011bstnanc\u016f nen\u00ed \u201ejen\u201c zhodnotit dosa\u017een\u00fd, resp. st\u00e1vaj\u00edc\u00ed v\u00fdkon zam\u011bstnance, ale p\u0159edev\u0161\u00edm motivovat jej k&nbsp;aktivn\u00edmu \u0159e\u0161en\u00ed probl\u00e9m\u016f, k&nbsp;rozvoji sv\u00fdch schopnost\u00ed a dovednost\u00ed, a t\u00edm i ke spole\u010dn\u00e9mu&nbsp;uzav\u0159en\u00ed dohody o pracovn\u00edch c\u00edlech. To v\u0161e toti\u017e ve sv\u00e9m d\u016fsledku vede k&nbsp;dosahov\u00e1n\u00ed c\u00edl\u016f cel\u00e9 firmy.<\/p>\n<h3>Co v\u0161echno skr\u00fdv\u00e1 pojem pracovn\u00ed v\u00fdkon?<\/h3>\n<p>Domn\u00edvat se, \u017ee za pracovn\u00edm v\u00fdkonem stoj\u00ed pouze v\u00fdsledky pr\u00e1ce, by bylo velice kr\u00e1tkozrak\u00e9. Sou\u010d\u00e1st\u00ed pracovn\u00edho v\u00fdkonu je toti\u017e i chov\u00e1n\u00ed zam\u011bstnance, a to pracovn\u00ed<br \/>\ni soci\u00e1ln\u00ed, jeho osobnost, charakteristiky dovednost\u00ed, znalost\u00ed, pot\u0159eb a hodnotov\u00fdch orientac\u00ed. Ve zkratce \u0159e\u010deno, jde nejen o mno\u017estv\u00ed a kvalitu vykonan\u00e9 pr\u00e1ce,<br \/>\nale i o ochotu, p\u0159\u00edstup k pr\u00e1ci, pracovn\u00ed chov\u00e1n\u00ed, fluktuaci, absenci atd.<\/p>\n<p>Je t\u0159eba si uv\u011bdomit, \u017ee pracovn\u00ed v\u00fdkon je prom\u011bnlivou veli\u010dinou, kter\u00e1 se v\u0161ak d\u00e1 celkem dob\u0159e \u0159\u00eddit, zvol\u00ed-li management ty spr\u00e1vn\u00e9 n\u00e1stroje.<\/p>\n<p>Pro lep\u0161\u00ed porozum\u011bn\u00ed V\u00e1m vyjasn\u00edme rozd\u00edl mezi hodnocen\u00edm pracovn\u00edho v\u00fdkonu a \u0159\u00edzen\u00edm pracovn\u00edho v\u00fdkonu:<\/p>\n<p><img loading=\"lazy\" decoding=\"async\" class=\"aligncenter size-full wp-image-5541\" src=\"https:\/\/money.cz\/novinky-a-tipy\/wp-content\/uploads\/sites\/2\/2022\/01\/hodnoceni-rizeni-vykonu.png\" alt=\"\" width=\"552\" height=\"380\"><\/p>\n<h3>Form\u00e1ln\u00ed versus neform\u00e1ln\u00ed hodnocen\u00ed zam\u011bstnanc\u016f<\/h3>\n<p>V&nbsp;praxi lze rozli\u0161ovat dva z\u00e1kladn\u00ed druhy hodnocen\u00ed \u2013 form\u00e1ln\u00ed a neform\u00e1ln\u00ed. <strong>Neform\u00e1ln\u00ed hodnocen\u00ed<\/strong> by m\u011blo b\u00fdt relativn\u011b \u010dast\u00e9, resp. m\u011blo by se jednat o sou\u010d\u00e1st ka\u017edodenn\u00ed interakce mezi zam\u011bstnancem a jeho nad\u0159\u00edzen\u00fdm. Smyslem tohoto hodnocen\u00ed je bezprost\u0159edn\u00ed p\u0159ed\u00e1n\u00ed zp\u011btn\u00e9 vazby zam\u011bstnanci po odveden\u00ed v\u00fdkonu. V&nbsp;praxi si to lze p\u0159edstavit nap\u0159. jako zhodnocen\u00ed sch\u016fzky s&nbsp;klientem, kter\u00e9 se \u00fa\u010dastnil jak obchodn\u00edk, tak i jeho nad\u0159\u00edzen\u00fd (nap\u0159. team leader, obchodn\u00ed \u0159editel apod.). Oproti tomu <strong>form\u00e1ln\u00ed hodnocen\u00ed<\/strong> slou\u017e\u00ed ke zhodnocen\u00ed a dokumentaci v\u00fdkonu zam\u011bstnance za uplynul\u00e9 obdob\u00ed (v prost\u0159ed\u00ed \u010desk\u00fdch firem a instituc\u00ed obvykle 1 rok), stanoven\u00ed nov\u00fdch c\u00edl\u016f, ur\u010den\u00ed hlavn\u00edch rozvojov\u00fdch pot\u0159eb zam\u011bstnance, podpo\u0159e, motivaci, stanoven\u00ed kari\u00e9rov\u00e9ho pl\u00e1nu a samoz\u0159ejm\u011b k ur\u010den\u00ed v\u00fd\u0161e odm\u011bny. C\u00edlem nen\u00ed zam\u011bstnance \u201etrestat\u201c, ale pomoci mu, aby dosahoval po\u017eadovan\u00e9ho v\u00fdkonu, povzbudit jej, v&nbsp;p\u0159\u00edpad\u011b nedostate\u010dn\u00e9ho v\u00fdkonu mu pak sd\u011blit, \u010deho by se m\u011bl nap\u0159. vyvarovat.<\/p>\n<h3>Co tedy hodnotit?<\/h3>\n<p>Ka\u017ed\u00e9ho zam\u011bstnance bychom m\u011bli hodnotit ve t\u0159ech oblastech: vstup \u2013 proces \u2013 v\u00fdstup. V&nbsp;r\u00e1mci <strong>hodnocen\u00ed vstupu<\/strong> hodnot\u00edme v\u0161e, co zam\u011bstnanec do sv\u00e9 pr\u00e1ce p\u0159in\u00e1\u0161\u00ed, tzn. sv\u00e9 p\u0159edpoklady k&nbsp;dan\u00e9 pr\u00e1ci, zku\u0161enosti, dosavadn\u00ed praxi, kompetence, ale t\u0159eba i nad\u0161en\u00ed pro danou \u010dinnost. P\u0159i <strong>hodnocen\u00ed procesu<\/strong> se d\u00edvejme na p\u0159\u00edstup zam\u011bstnance k&nbsp;dan\u00e9 pr\u00e1ci \u010di \u00fakolu. Zohledn\u011bme faktory jako jsou aktivita, spolehlivost, kreativita, ambice dan\u00e9ho zam\u011bstnance a cokoliv dal\u0161\u00edho, co ovliv\u0148uje jeho produktivitu pr\u00e1ce. <strong>Hodnocen\u00ed v\u00fdstupu<\/strong> lze popsat jako celkov\u00fd v\u00fdsledek a v\u00fdkon zam\u011bstnancovy pr\u00e1ce. Tato oblast je zpravidla nejl\u00e9pe m\u011b\u0159iteln\u00e1, a\u0165 u\u017e konkr\u00e9tn\u00edmi \u010d\u00edsly nebo nap\u0159. hodnotou v\u00fdstupu.<\/p>\n<p>Tyto t\u0159i uveden\u00e9 oblasti jsou stejn\u011b d\u016fle\u017eit\u00e9 a je tedy t\u0159eba br\u00e1t je v&nbsp;potaz v\u0161echny, abychom mohli ud\u011blat komplexn\u00ed zhodnocen\u00ed zam\u011bstnance. Pro\u010d? Proto\u017ee zam\u011bstnanec, kter\u00fd m\u00e1 v\u0161echny p\u0159edpoklady ke spln\u011bn\u00ed sv\u00e9ho \u00fakolu a je do \u010dinnosti maxim\u00e1ln\u011b zap\u00e1len, nemus\u00ed m\u00edt v\u017edy perfektn\u00ed v\u00fdsledky. Naproti tomu zam\u011bstnanec se skv\u011bl\u00fdmi v\u00fdsledky k nim m\u016f\u017ee doj\u00edt zvl\u00e1\u0161tn\u00edm chov\u00e1n\u00edm, kter\u00e9 demotivuje dal\u0161\u00ed zam\u011bstnance.<\/p>\n<h3>Jak nastavit proces form\u00e1ln\u00edho hodnocen\u00ed?<\/h3>\n<p>Ve velk\u00fdch firm\u00e1ch zpravidla garantuj\u00ed proces hodnocen\u00ed zam\u011bstnanc\u016f personalist\u00e9 \u2013 specialist\u00e9. V&nbsp;men\u0161\u00edch firm\u00e1ch se \u010dasto hodnocen\u00ed zam\u011bstnanc\u016f nerealizuje v\u016fbec, pokud v\u0161ak ano, pak je garantem cel\u00e9ho procesu hodnocen\u00ed s\u00e1m majitel\/jednatel firmy. Jak tedy efektivn\u011b nastavit proces hodnocen\u00ed?<\/p>\n<p>P\u0159edstavte si men\u0161\u00ed firmu s cca 30 zam\u011bstnanci. Takov\u00e1 firma zpravidla nedisponuje vlastn\u00edm personalistou \u010di odborn\u00edkem, kter\u00fd by garantoval proces hodnocen\u00ed zam\u011bstnanc\u016f. Kompetentn\u00ed osoba (zpravidla majitel \u010di jednatel firmy) by si m\u011bla <strong>pr\u016fb\u011b\u017en\u011b<\/strong> u v\u0161ech sv\u00fdch lid\u00ed <strong>zaznamen\u00e1vat informace<\/strong> k&nbsp;jejich pracovn\u00edmu v\u00fdkonu. Ty z\u00edsk\u00e1v\u00e1 pozorov\u00e1n\u00edm zam\u011bstnanc\u016f p\u0159i pr\u00e1ci, sledov\u00e1n\u00edm jejich postup\u016f a v\u00fdsledk\u016f jejich pr\u00e1ce, v\u010d. jejich chov\u00e1n\u00ed. Podm\u00ednkou je opravdu ona pr\u016fb\u011b\u017enost zaznamen\u00e1v\u00e1n\u00ed, proto\u017ee jinak by se lehce mohlo st\u00e1t, \u017ee bude hodnotit jen posledn\u00ed v\u00fdrazn\u00fd pracovn\u00ed v\u00fdkon (a to a\u0165 u\u017e v&nbsp;pozitivn\u00edm \u010di negativn\u00edm sv\u011btle).<\/p>\n<p>Sou\u010dasn\u011b je vhodn\u00e9 si <strong>stanovit metodu<\/strong>, jakou bude p\u0159i hodnocen\u00ed pou\u017e\u00edvat. To z\u00e1le\u017e\u00ed na mnoha faktorech \u2013 velikosti organizace, sektoru (soukrom\u00fd, st\u00e1tn\u00ed, neziskov\u00fd), oboru podnik\u00e1n\u00ed (v\u00fdroba, slu\u017eby, obchod), na firemn\u00ed kultu\u0159e, i na stupni zralosti, kter\u00e1 umo\u017en\u00ed nebo neumo\u017en\u00ed pracovat se sofistikovan\u011bj\u0161\u00edmi metodami hodnocen\u00ed. Jinou hodnot\u00edc\u00ed metodu pou\u017eije nap\u0159. majitel klemp\u00ed\u0159stv\u00ed p\u016fsob\u00edc\u00ed na Opavsku, kter\u00fd zam\u011bstn\u00e1v\u00e1 19 klemp\u00ed\u0159\u016f a 1 \u00fa\u010detn\u00ed\/asistentku a jinou metodu pou\u017eije jednatel IT firmy v Brn\u011b, kter\u00e1 zam\u011bstn\u00e1v\u00e1 v\u00fdvoj\u00e1\u0159e, obchodn\u00edky, pracovn\u00edky helpdesku ze 3 zem\u00ed. V\u00fd\u010det hodnot\u00edc\u00edch metod a jejich bli\u017e\u0161\u00ed popis naleznete ve zdroj\u00edch, kter\u00e9 jsou uvedeny na konci tohoto \u010dl\u00e1nku. Ale nap\u0159. v&nbsp;klemp\u00ed\u0159sk\u00e9 firm\u011b by se dala vhodn\u011b pou\u017e\u00edt metoda tzv. p\u00e1rov\u00e9ho srovn\u00e1v\u00e1n\u00ed nebo metoda bodovac\u00ed. V&nbsp;IT firm\u011b by pak ur\u010dit\u011b bylo nasnad\u011b pou\u017e\u00edt metodu hodnocen\u00ed podle v\u00fdkonu \u2013 \u0159\u00edzen\u00ed podle c\u00edl\u016f, p\u0159\u00edpadn\u011b metodu 360\u00b0\/540\u00b0.<\/p>\n<p>Po celkov\u00e9m vyhodnocen\u00ed zam\u011bstnance a jeho \u010dinnosti n\u00e1sleduje rozhovor s&nbsp;hodnocen\u00fdm zam\u011bstnancem, kde mu nad\u0159\u00edzen\u00fd sd\u011bl\u00ed v\u00fdsledky hodnocen\u00ed a rozhodnut\u00ed, kter\u00e9 z&nbsp;n\u011bj vypl\u00fdvaj\u00ed \u2013 o v\u00fd\u0161i odm\u011bny, \u00faprav\u011b osobn\u00edho ohodnocen\u00ed, dohod\u011b o dal\u0161\u00edm vzd\u011bl\u00e1v\u00e1n\u00ed apod. V&nbsp;t\u00e9to f\u00e1zi je nezbytn\u00e9 d\u00e1t prostor i zam\u011bstnanci, aby se k&nbsp;v\u00fdsledk\u016fm hodnocen\u00ed s\u00e1m vyj\u00e1d\u0159il. N\u00e1sleduje tak\u00e9 hled\u00e1n\u00ed zp\u016fsob\u016f \u0159e\u0161en\u00ed p\u0159\u00edpadn\u00fdch probl\u00e9m\u016f. Tato f\u00e1ze je z\u00e1sadn\u00ed a odr\u00e1\u017e\u00ed se na pracovn\u00edm v\u00fdkonu zam\u011bstnance a jeho motivaci k dal\u0161\u00ed&nbsp;pr\u00e1ci.<\/p>\n<h3>V\u00fdstupy z&nbsp;hodnocen\u00ed zam\u011bstnanc\u016f a jak s&nbsp;nimi pracovat<\/h3>\n<p>Pokud nem\u00e1 b\u00fdt hodnocen\u00ed zam\u011bstnanc\u016f jen \u201epro forma\u201c, je d\u016fle\u017eit\u00e9 se z\u00edskan\u00fdmi v\u00fdsledky pracovat.<\/p>\n<p>Prim\u00e1rn\u011b by se hodnocen\u00ed pracovn\u00edk\u016f m\u011blo <strong>odrazit v&nbsp;jejich odm\u011b\u0148ov\u00e1n\u00ed<\/strong>, a to nejen v&nbsp;jednor\u00e1zov\u00e9m, ale z&nbsp;d\u016fvodu motivace i v&nbsp;tom dlouhodob\u00e9m. Pokud zam\u011bstnanec odv\u00e1d\u00ed dlouhodob\u011b nadstandardn\u00ed v\u00fdkony, rozhodn\u011b je pro n\u011bj v\u00edce motiva\u010dn\u00ed zv\u00fd\u0161en\u00ed mzdy ne\u017e jednor\u00e1zov\u00e1 odm\u011bna. Hodnocen\u00ed m\u016f\u017ee m\u00edt dopad i na benefity, kter\u00e9 firma zam\u011bstnanci poskytuje.<\/p>\n<p>Dal\u0161\u00ed oblast\u00ed, kde by se m\u011bly v\u00fdsledky hodnocen\u00ed prom\u00edtnout, jsou <strong>pl\u00e1ny vzd\u011bl\u00e1v\u00e1n\u00ed<\/strong>. D\u00edky vzd\u011bl\u00e1v\u00e1n\u00ed toti\u017e m\u016f\u017eete odstranit nedostatky a r\u016fzn\u00e9 p\u0159ek\u00e1\u017eky v&nbsp;dosahov\u00e1n\u00ed po\u017eadovan\u00e9ho v\u00fdkonu.<\/p>\n<p>Nelze opomenout ani p\u0159\u00edpadn\u00e9 <strong>kari\u00e9rn\u00ed pl\u00e1nov\u00e1n\u00ed<\/strong>, kter\u00e9 umo\u017en\u00ed \u201ekvalitn\u00edm\u201c zam\u011bstnanc\u016fm kari\u00e9rn\u00ed postup a firm\u011b zajist\u00ed v\u00e9st <strong>pl\u00e1n n\u00e1sledovnictv\u00ed<\/strong>, nap\u0159. pro p\u0159\u00edpad odchodu vedouc\u00edho zam\u011bstnance do d\u016fchodu.<\/p>\n<h2>Kompeten\u010dn\u00ed model<\/h2>\n<p>\u0158ada organizac\u00ed a firem nejr\u016fzn\u011bj\u0161\u00edch velikost\u00ed v&nbsp;posledn\u00edch letech zav\u00e1d\u00ed v\u00edce \u010di m\u00e9n\u011b sofistikovan\u00e9 kompeten\u010dn\u00ed modely. Jednotliv\u00e9 kompetence si pak lze p\u0159edstavit jako soubor ur\u010dit\u00fdch p\u0159edpoklad\u016f k&nbsp;ur\u010dit\u00e9 \u010dinnosti.<\/p>\n<p>Jednotliv\u00e9 kompetence zam\u011bstnanc\u016f m\u016f\u017eeme prakticky rozt\u0159\u00eddit do t\u0159ech velk\u00fdch skupin:<\/p>\n<ul>\n<li>kompetence \u0159e\u0161en\u00ed probl\u00e9m\u016f,<\/li>\n<li>interperson\u00e1ln\u00ed kompetence,<\/li>\n<li>kompetence sebe\u0159\u00edzen\u00ed.<\/li>\n<\/ul>\n<p>Po\u010det kompetenc\u00ed v&nbsp;jednotliv\u00fdch modelech, jejich hodnotov\u00e9 vyj\u00e1d\u0159en\u00ed a pom\u011brov\u00e9 zastoupen\u00ed v\u00fd\u0161e uveden\u00fdch skupin op\u011bt z\u00e1le\u017e\u00ed na mnoha faktorech.<\/p>\n<p>Nastaven\u00ed kompeten\u010dn\u00edho modelu nen\u00ed \u017e\u00e1dn\u00e1 v\u011bda, ale pro osoby touto problematikou zcela nepol\u00edben\u00e9, se vyplat\u00ed p\u0159enechat jeho vytvo\u0159en\u00ed a nastaven\u00ed n\u011bkomu, kdo m\u00e1 zku\u0161enosti nejen s jeho sestaven\u00edm, ale i s&nbsp;jeho aplikac\u00ed. Ka\u017edop\u00e1dn\u011b investice do kompeten\u010dn\u00edho modelu V\u00e1m umo\u017en\u00ed z\u00edskat mana\u017eersk\u00fd n\u00e1stroj, d\u00edky kter\u00e9mu pokryjete cel\u00fd \u201e\u017eivotn\u00ed cyklus zam\u011bstnanc\u016f\u201c od n\u00e1boru, p\u0159es jeho rozvoj, a\u017e po odchod z&nbsp;firmy.<\/p>\n<link rel=\"stylesheet\" href=\"https:\/\/money.cz\/novinky-a-tipy\/wp-content\/themes\/money-blog\/shortcodes\/smartmailing-email-registration\/form.min.css\" \/>\n<script type=\"text\/javascript\">\n    var smFormInterval = null;\n\n    jQuery(document).ready(function() {\n        jQuery(\".shortcode-smartmailing-form .fheader p a.info\").click(function(e) {  \n            e.preventDefault();\n\n            \/*if (jQuery(\".shortcode-smartmailing-form .smart-disclaimer\").is(\":visible\"))\n            {\n                jQuery(\".shortcode-smartmailing-form .smart-disclaimer\").hide();\n            }\n            else\n            {\n                jQuery(\".shortcode-smartmailing-form .smart-disclaimer\").show();\n            }*\/\n\n            return false;\n        });\n\n        jQuery(\"#shortcodeSmartmailingForm\").submit(function(e) {\n            e.preventDefault();\n            return false;\n        });\n\n        jQuery(\"#shortcodeSmartmailingForm button[type='submit']\").click(function(e) {\n            e.preventDefault();\n            \n            var email = jQuery(\"#shortcodeSmartmailingForm_email\").val();\n\n            if (email.length == 0)\n            {\n                alert(\"Pros\u00edm zadejte v\u00e1\u0161 e-mail.\");\n                return false;\n            }\n            if (!shortcodeSmartmailingForm_validateEmail(email))\n            {\n                alert(\"Zadan\u00fd e-mail m\u00e1 neplatn\u00fd form\u00e1t.\");\n                return false;\n            }\n\n            jQuery.ajax({\n                url: \"\/novinky-a-tipy\/wp-content\/themes\/money-blog\/shortcodes\/smartmailing-email-registration\/service.php\",\n                type: \"POST\",\n                dataType: \"text\",\n                cache: false,\n                data: {\n                    \"email\": email,\n                    \"stdc\": jQuery(\"#shortcodeSmartmailingForm_stdc\").val(),\n                    \"current_url\": jQuery(\"#shortcodeSmartmailingForm_url\").val(),\n                    \"current_referrer\": jQuery(\"#shortcodeSmartmailingForm_referrer\").val()\n                }\n            }).done(function (response, textStatus, jqXHR)\n            {\n                jQuery(\".shortcodeSmartmailingForm_email\").hide();\n                jQuery(\"#shortcodeSmartmailingForm_submit\").hide();\n                jQuery(\"#shortcodeSmartmailingForm .smart-disclaimer\").hide();\n                jQuery(\"#shortcodeSmartmailingForm .success\").show();\n\t\t\t\tdataLayer.push({'event': 'newsletterSubscription', 'newsletterPosition': 'intext'});\n            }).fail(function( jqXHR, textStatus, errorThrown ) {\n                jQuery(\".shortcodeSmartmailingForm_email\").hide();\n                jQuery(\"#shortcodeSmartmailingForm_submit\").hide();\n                jQuery(\"#shortcodeSmartmailingForm .smart-disclaimer\").hide();\n                jQuery(\"#shortcodeSmartmailingForm .success\").show();\n            });\n\n            return false;\n        });\n    });\n\n    function shortcodeSmartmailingForm_validateEmail(email)\n    {\n        var re = \/^(([^<>()[\\]\\\\.,;:\\s@\\\"]+(\\.[^<>()[\\]\\\\.,;:\\s@\\\"]+)*)|(\\\".+\\\"))@((\\[[0-9]{1,3}\\.[0-9]{1,3}\\.[0-9]{1,3}\\.[0-9]{1,3}\\])|(([a-zA-Z\\-0-9]+\\.)+[a-zA-Z]{2,}))$\/;\n        return re.test(email);\n    }\n<\/script>\n<form method=\"post\" id=\"shortcodeSmartmailingForm\" class=\"shortcode-smartmailing-form\" action=\"\/novinky-a-tipy\/wp-json\/wp\/v2\/posts\/2348\">\n\n    <div>\n        <div class=\"fheader\">\n            <h3>\n                Dopl\u0148te si mezery v dan\u00edch a \u00fa\u010detnictv\u00ed            <\/h3>\n            <div class=\"se-text\">\n                <p>\n                    P\u0159ihlaste se k n\u011bkolikad\u00edln\u00e9mu e-mailov\u00e9mu seri\u00e1lu a z\u00edskejte to nejlep\u0161\u00ed z blogu Money.cz.                    <a class=\"info\" title=\"E-maily v\u00e1m budou zas\u00edl\u00e1ny maxim\u00e1ln\u011b dvakr\u00e1t do m\u011bs\u00edce. Z odb\u011bru se m\u016f\u017eete kdykoliv odhl\u00e1sit.\">info<\/a>\n                <\/p>\n            <\/div>\n        <\/div>\n\n        <div class=\"ffooter\">\n            <div class=\"se-body\">\n                <input type=\"text\" id=\"shortcodeSmartmailingForm_email\" placeholder=\"Zadejte v\u00e1\u0161 e-mail\" \/>\n                <input type=\"hidden\" id=\"shortcodeSmartmailingForm_stdc\" value=\"S1\">\n                <input type=\"hidden\" id=\"shortcodeSmartmailingForm_url\" value=\"https:\/\/money.cz\/novinky-a-tipy\/wp-json\/wp\/v2\/posts\/2348\">\n                <input type=\"hidden\" id=\"shortcodeSmartmailingForm_referrer\" value=\"\">\n\n                <div class=\"se-submit\">\n                    <button type=\"submit\" id=\"shortcodeSmartmailingForm_submit\" value=\"Chci b\u00fdt v obraze\">Chci b\u00fdt v obraze<\/button>\n                                          <p class=\"mlctr success\" style=\"display: none;\">D\u011bkujeme, <strong>zkontrolujte Va\u0161i e-mailovou schr\u00e1nku<\/strong> pro potvrzen\u00ed odb\u011bru.<\/p>\n                                    <\/div>\n            <\/div>\n                          <p class=\"smart-disclaimer\">Odesl\u00e1n\u00edm souhlas\u00edte s na\u0161imi\n                <a href=\"https:\/\/money.cz\/ochrana-osobnich-udaju\/#zzvou\" target=\"_blank\">z\u00e1sadami pro zpracov\u00e1n\u00ed osobn\u00edch \u00fadaj\u016f<\/a>.\n              <\/p>\n                    <\/div>\n    <\/div>\n<\/form>\n<h2>Jak strukturovat mzdu?<\/h2>\n<p>Mzdov\u00fd syst\u00e9m by m\u011bl zajistit \u00fa\u010delnou diferenciaci mezd jednotliv\u00fdch zam\u011bstnanc\u016f dle obt\u00ed\u017enosti pr\u00e1ce a v\u016fbec celkov\u00fdch n\u00e1rok\u016f na pracovn\u00edky, sou\u010dasn\u011b by m\u011bl p\u0159iv\u00e9st do spole\u010dnosti kvalitn\u00ed uchaze\u010de o zam\u011bstn\u00e1n\u00ed, motivovat a stabilizovat st\u00e1vaj\u00edc\u00ed zam\u011bstnance, s jejich\u017e prac\u00ed jsme spokojeni a ty, kte\u0159\u00ed maj\u00ed rezervy motivovat k efektivn\u011bj\u0161\u00edm pracovn\u00edm v\u00fdsledk\u016fm.<\/p>\n<p>Jak\u00e1 je tedy struktura mzdy? <strong>Pevnou (fixn\u00ed) slo\u017eku mzdy <\/strong>p\u0159edstavuje tzv. z\u00e1kladn\u00ed mzda \u2013 ro\u010dn\u00ed, m\u011bs\u00ed\u010dn\u00ed, t\u00fddenn\u00ed nebo hodinov\u00e1 sazba \u010di \u00fakolov\u00e1 mzda. <strong>Pohyblivou slo\u017eku mzdy<\/strong> pak tvo\u0159\u00ed nejr\u016fzn\u011bj\u0161\u00ed odm\u011bny, pr\u00e9mie, p\u0159\u00edplatky \u010di provize.<\/p>\n<p>\u010casto b\u00fdv\u00e1 diskutov\u00e1no, jak\u00fd je optim\u00e1ln\u00ed pom\u011br mezi t\u011bmito slo\u017ekami. Obecn\u011b lze \u0159\u00edci, \u017ee \u010d\u00edm vy\u0161\u0161\u00ed postaven\u00ed zam\u011bstnance, t\u00edm vy\u0161\u0161\u00ed pod\u00edl variabiln\u00ed slo\u017eky:<\/p>\n<ul>\n<li>u vy\u0161\u0161\u00edch mana\u017eersk\u00fdch pozic je optim\u00e1ln\u00ed, tvo\u0159\u00ed-li variabiln\u00ed slo\u017eka mzdy<br \/>\n30 \u2013 50 % celkov\u00e9 ro\u010dn\u00ed odm\u011bny s&nbsp;t\u00edm, \u017ee jsou zohled\u0148ov\u00e1ny celofiremn\u00ed v\u00fdsledky, v\u00fdsledky \u0159\u00edzen\u00e9ho \u00faseku i v\u00fdsledky individu\u00e1ln\u00ed;<\/li>\n<li>u st\u0159edn\u00edch mana\u017eersk\u00fdch pozic (nap\u0159. i u mistr\u016f ve v\u00fdrob\u011b) je optim\u00e1ln\u00ed, tvo\u0159\u00ed-li variabiln\u00ed slo\u017eka mzdy 20 \u2013 30 % celkov\u00e9 ro\u010dn\u00ed odm\u011bny s&nbsp;t\u00edm, \u017ee jsou op\u011bt zohled\u0148ov\u00e1ny celofiremn\u00ed v\u00fdsledky, v\u00fdsledky \u0159\u00edzen\u00e9ho \u00faseku a v\u00fdsledky individu\u00e1ln\u00ed;<\/li>\n<li>u d\u011blnick\u00fdch pozic a administrativn\u00edch pracovn\u00edk\u016f se pak doporu\u010duje stanovit variabiln\u00ed slo\u017eku mzdy ve v\u00fd\u0161i 10 \u2013 20 % celkov\u00e9 ro\u010dn\u00ed odm\u011bny s&nbsp;t\u00edm, \u017ee jsou zohled\u0148ov\u00e1ny jak individu\u00e1ln\u00ed v\u00fdsledky, tak i v\u00fdsledky celofiremn\u00ed.<\/li>\n<\/ul>\n<h2>Z\u00e1v\u011brem<\/h2>\n<p>Hodnocen\u00ed zam\u011bstnanc\u016f p\u0159edstavuje efektivn\u00ed n\u00e1stroj pro \u0159\u00edzen\u00ed v\u00fdkonu zam\u011bstnanc\u016f. Velice \u00fazce souvis\u00ed s&nbsp;motivac\u00ed pracovn\u00edk\u016f a jejich dal\u0161\u00edm profesn\u00edm rozvojem. Bylo by obrovskou chybou, kdyby zam\u011bstnanci nem\u011bli zp\u011btnou vazbu od sv\u00e9ho nad\u0159\u00edzen\u00e9ho na svou pr\u00e1ci \u010di pracovn\u00ed v\u00fdkon. Spr\u00e1vn\u011b nastaven\u00fd syst\u00e9m hodnocen\u00ed jim toti\u017e poskytuje tolik pot\u0159ebnou zp\u011btnou vazbu a ukazuje sm\u011br, kter\u00fdm se maj\u00ed uch\u00fdlit, aby dos\u00e1hli lep\u0161\u00edch pracovn\u00edch v\u00fdsledk\u016f. Nad\u0159\u00edzen\u00fdm pak hodnocen\u00ed vkl\u00e1d\u00e1 do rukou \u00fa\u010dinn\u00fd n\u00e1stroj sm\u011b\u0159uj\u00edc\u00ed k efektivn\u011bj\u0161\u00edmu veden\u00ed a \u0159\u00edzen\u00ed.<\/p>\n<p>Podstatou hodnocen\u00ed je hodnot\u00edc\u00ed rozhovor mezi zam\u011bstnancem a nad\u0159\u00edzen\u00fdm. Rozhodn\u011b by se m\u011blo jednat o konstruktivn\u00ed dialog, nikoliv o destruktivn\u00ed jednostrannou kritiku. V\u00fdsledky, resp. v\u00fdstupy hodnocen\u00ed pak mus\u00ed b\u00fdt zohledn\u011bny v&nbsp;dal\u0161\u00edch pl\u00e1nech firmy, bez toho by cel\u00e9 hodnocen\u00ed zam\u011bstnanc\u016f pozbylo smysl.<\/p>\n<h2>Doporu\u010den\u00e9 zdroje k&nbsp;dan\u00e9 problematice<\/h2>\n<p>ARMSTRONG, M.: \u0158\u00edzen\u00ed lidsk\u00fdch zdroj\u016f: nejnov\u011bj\u0161\u00ed trendy a postupy. (Grada)<\/p>\n<p>BL\u00c1HA, J. a kol.: Personalistika pro mal\u00e9 a st\u0159edn\u00ed firmy. (CP Books)<\/p>\n<p>HRON\u00cdK, Franti\u0161ek. <em>Hodnocen\u00ed pracovn\u00edk\u016f<\/em>. (Grada)<\/p>\n<p>WAGNEROV\u00c1, Irena. <em>Hodnocen\u00ed a \u0159\u00edzen\u00ed v\u00fdkonnosti<\/em>. (Grada)<\/p>\n<p><a href=\"https:\/\/magazin.lmc.eu\/odmenovani-zamestnancu-zaklad-hr\" target=\"_blank\" rel=\"noopener\">https:\/\/magazin.lmc.eu\/odmenovani-zamestnancu-zaklad-hr<\/a><\/p>\n","protected":false},"excerpt":{"rendered":"<p>Hodnocen\u00ed zam\u011bstnanc\u016f Hodnocen\u00ed zam\u011bstnanc\u016f (v odborn\u00e9 literatu\u0159e \u010dasto ozna\u010dov\u00e1no jako \u201epracovn\u00ed hodnocen\u00ed\u201c) umo\u017e\u0148uje managementu firem a sou\u010dasn\u011b samotn\u00fdm zam\u011bstnanc\u016fm z\u00edskat zp\u011btnou vazbu o pracovn\u00edm v\u00fdkonu, &#8230;<\/p>\n","protected":false},"author":13,"featured_media":2350,"comment_status":"open","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"_searchwp_excluded":"","inline_featured_image":false,"footnotes":""},"categories":[33,17],"tags":[208],"class_list":["post-2348","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-motivace-a-benefity","category-mzdy-a-personalistika","tag-motivace"],"acf":[],"_links":{"self":[{"href":"https:\/\/money.cz\/novinky-a-tipy\/wp-json\/wp\/v2\/posts\/2348","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/money.cz\/novinky-a-tipy\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/money.cz\/novinky-a-tipy\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/money.cz\/novinky-a-tipy\/wp-json\/wp\/v2\/users\/13"}],"replies":[{"embeddable":true,"href":"https:\/\/money.cz\/novinky-a-tipy\/wp-json\/wp\/v2\/comments?post=2348"}],"version-history":[{"count":5,"href":"https:\/\/money.cz\/novinky-a-tipy\/wp-json\/wp\/v2\/posts\/2348\/revisions"}],"predecessor-version":[{"id":9588,"href":"https:\/\/money.cz\/novinky-a-tipy\/wp-json\/wp\/v2\/posts\/2348\/revisions\/9588"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/money.cz\/novinky-a-tipy\/wp-json\/wp\/v2\/media\/2350"}],"wp:attachment":[{"href":"https:\/\/money.cz\/novinky-a-tipy\/wp-json\/wp\/v2\/media?parent=2348"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/money.cz\/novinky-a-tipy\/wp-json\/wp\/v2\/categories?post=2348"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/money.cz\/novinky-a-tipy\/wp-json\/wp\/v2\/tags?post=2348"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}