{"id":12620,"date":"2022-05-03T12:04:00","date_gmt":"2022-05-03T10:04:00","guid":{"rendered":"https:\/\/testwp.money.sk\/novinky-a-tipy\/nezaradene\/ako-spravne-uchopit-hodnotenie-zamestnancov\/"},"modified":"2023-07-20T10:45:36","modified_gmt":"2023-07-20T08:45:36","slug":"ako-spravne-uchopit-hodnotenie-zamestnancov","status":"publish","type":"post","link":"https:\/\/www.money.sk\/novinky-a-tipy\/mzdy-a-personalistika\/ako-spravne-uchopit-hodnotenie-zamestnancov\/","title":{"rendered":"Ako spr\u00e1vne uchopi\u0165 hodnotenie zamestnancov?"},"content":{"rendered":"<h2>Hodnotenie zamestnancov<\/h2>\n<p>Hodnotenie zamestnancov umo\u017e\u0148uje mana\u017ementu spolo\u010dnost\u00ed a\u00a0s\u00fa\u010dasne samotn\u00fdm zamestnancom z\u00edska\u0165 sp\u00e4tn\u00fa v\u00e4zbu o\u00a0pracovnom v\u00fdkone, v\u00fdsledkoch pr\u00e1ce, ale aj o\u00a0tom, ako sa pozer\u00e1 na pr\u00e1cu zo strany zamestnancov, ale najm\u00e4 zo strany ich zamestn\u00e1vate\u013eov, a\u00a0v\u00a0niektor\u00fdch pr\u00edpadoch aj zo strany spolupracovn\u00edkov.<\/p>\n<p>Cie\u013eom hodnotenia zamestnancov nie je \u201eiba\u201c zhodnoti\u0165 dosiahnut\u00fd v\u00fdkon zamestnanca, ale predov\u0161etk\u00fdm motivova\u0165 k\u00a0akt\u00edvnemu rie\u0161eniu probl\u00e9mov, k\u00a0rozvoju svojich schopnost\u00ed a\u00a0zru\u010dnost\u00ed, a\u00a0t\u00fdm aj k\u00a0spolo\u010dn\u00e9mu uzavretiu dohody o\u00a0pracovn\u00fdch cie\u013eoch. To v\u0161etko v\u00a0kone\u010dnom d\u00f4sledku vedie k\u00a0dosahovaniu cie\u013eov celej firmy.<\/p>\n<h3>\u010co v\u0161etko skr\u00fdva pojem pracovn\u00fd v\u00fdkon?<\/h3>\n<p>Domnieva\u0165 sa, \u017ee za pracovn\u00fdm v\u00fdkonom stoja iba v\u00fdsledky pr\u00e1ce, by bolo ve\u013emi kr\u00e1tkozrak\u00e9. S\u00fa\u010das\u0165ou pracovn\u00e9ho v\u00fdkonu je toti\u017e aj spr\u00e1vanie zamestnanca, a\u00a0to v pracovnej aj soci\u00e1lnej oblasti, jeho osobnos\u0165, charakteristiky zru\u010dnost\u00ed, potrieb a\u00a0hodnotov\u00e1 orient\u00e1cia. V\u00a0skratke povedan\u00e9, ide nielen o\u00a0mno\u017estvo a\u00a0kvalitu vykonanej pr\u00e1ce, ale aj o\u00a0ochotu, pr\u00edstup k\u00a0pr\u00e1ci, pracovn\u00e9 spr\u00e1vanie, fluktu\u00e1cia, absencie a\u00a0pod.<\/p>\n<p>Je potrebn\u00e9 uvedomi\u0165 si, \u017ee pracovn\u00fd v\u00fdkon je premenlivou veli\u010dinou, ktor\u00e1 sa v\u0161ak d\u00e1 vcelku dobre riadi\u0165, ak mana\u017ement zvol\u00ed spr\u00e1vne n\u00e1stroje. Pre lep\u0161ie porozumenie si ujasn\u00edme rozdiel medzi hodnoten\u00edm pracovn\u00e9ho v\u00fdkonu a\u00a0riaden\u00edm pracovn\u00e9ho v\u00fdkonu:<\/p>\n<p>HODNOTENIE V\u00ddKONU<\/p>\n<ul>\n<li>Form\u00e1lne pos\u00fadenie pracovn\u00edkov ich mana\u017e\u00e9rmi v\u00a0s\u00favislosti s\u00a0pravideln\u00fdmi stretnutiami<\/li>\n<li>Umo\u017e\u0148uje sp\u00e4tn\u00fd poh\u013ead na to ako zamestnanec pracoval<\/li>\n<li>Zameriava sa viac na minulos\u0165<\/li>\n<\/ul>\n<p>RIADENIE V\u00ddKONU<\/p>\n<ul>\n<li>Zalo\u017een\u00fd na rovnopr\u00e1vnej particip\u00e1cii obidvoch str\u00e1n<\/li>\n<li>Vyjas\u0148uj\u00fa sa vz\u00e1jomn\u00e9 o\u010dak\u00e1vania<\/li>\n<li>Zameriava sa na bud\u00facnos\u0165<\/li>\n<\/ul>\n<p><img loading=\"lazy\" decoding=\"async\" class=\"aligncenter size-single-post-thumb wp-image-99373\" src=\"https:\/\/www.money.sk\/novinky-a-tipy\/wp-content\/uploads\/sites\/2\/2023\/05\/pexels-artem-podrez-8512136.jpg\" alt=\"\" width=\"668\" height=\"376\" \/><\/p>\n<h3>Form\u00e1lne versus neform\u00e1lne hodnotenie zamestnancov<\/h3>\n<p>V\u00a0praxi rozli\u0161ujeme dva z\u00e1kladn\u00e9 druhy hodnotenia:<\/p>\n<ul>\n<li>Form\u00e1lne hodnotenie<\/li>\n<li>Neform\u00e1lne hodnotenie<\/li>\n<\/ul>\n<p><strong>Form\u00e1lne hodnotenie <\/strong>sl\u00fa\u017ei k\u00a0zhodnoteniu a\u00a0dokument\u00e1cii\u00a0v\u00fdkonu zamestnanca za uplynul\u00e9 obdobie, spravidla na ro\u010dnej b\u00e1ze, ale stretneme sa aj s hodnoten\u00edm po 6 mesiacoch, stanoveniu nov\u00fdch cie\u013eov, ur\u010deniu hlavn\u00fdch rozvojov\u00fdch potrieb zamestnanca, nastavenia podpory a\u00a0motiv\u00e1cie, k\u00a0stanoveniu kari\u00e9rneho pl\u00e1nu a\u00a0samozrejme k\u00a0ur\u010deniu v\u00fd\u0161ky odmeny. Cie\u013eom nie je zamestnanca \u201etresta\u0165\u201c, ale pom\u00f4c\u0165 mu, aby dosahoval po\u017eadovan\u00fd v\u00fdkon, povzbudi\u0165 ho, v\u00a0pr\u00edpade nedostato\u010dn\u00e9ho v\u00fdkonu definova\u0165, \u010doho by sa mal do bud\u00facna vyvarova\u0165.<\/p>\n<p><strong>Neform\u00e1lne hodnotenie <\/strong>\u00a0by malo by\u0165 relat\u00edvne \u010dast\u00e9, resp. malo by \u00eds\u0165 o\u00a0s\u00fa\u010das\u0165 ka\u017edodennej interakcie medzi zamestnancom a\u00a0jeho nadriaden\u00fdm. Zmyslom toho hodnotenia je bezprostredn\u00e9 poskytnutie sp\u00e4tnej v\u00e4zby zamestnancovi po odveden\u00ed v\u00fdkonu. V\u00a0praxi si to m\u00f4\u017eeme predstavi\u0165, napr. ako zhodnotenie sch\u00f4dzky s\u00a0klientom, ktor\u00e9ho sa z\u00fa\u010dastnil obchodn\u00edk a\u00a0aj jeho nadriaden\u00fd (napr. team leader, obchodn\u00fd riadite\u013e a\u00a0pod.).<\/p>\n<h3>\u010co teda hodnoti\u0165?<\/h3>\n<p>Ka\u017ed\u00e9ho zamestnanca by sme mali hodnoti\u0165 v\u00a0troch oblastiach: <strong>vstup &#8211; proces \u2013 v\u00fdstup<\/strong>.<\/p>\n<p>V\u00a0r\u00e1mci <strong>hodnotenia vstupu <\/strong>hodnot\u00edme v\u0161etko, \u010do zamestnanec do svojej pr\u00e1ce prin\u00e1\u0161a, tzn. svoje predpoklady k\u00a0danej pr\u00e1ci, sk\u00fasenosti, doteraj\u0161iu prax, kompetencie, ale aj nad\u0161enie pre dan\u00fa \u010dinnos\u0165.<\/p>\n<p>Pri <strong>hodnoten\u00ed procesu <\/strong>sa pozer\u00e1me na pr\u00edstup zamestnanca k\u00a0danej pr\u00e1ci alebo \u00falohe. Zoh\u013eadn\u00edme faktory ako s\u00fa aktivita, spo\u013eahlivos\u0165, kreativita, amb\u00edcie zamestnanca a\u00a0\u010dohoko\u013evek \u010fal\u0161ieho, \u010do ovplyv\u0148uje jeho produktivitu pr\u00e1ce.<\/p>\n<p><strong>Hodnotenie v\u00fdstupu <\/strong>je mo\u017en\u00e9 pop\u00edsa\u0165 ako celkov\u00fd v\u00fdsledok a\u00a0v\u00fdkon zamestnancovej pr\u00e1ce. T\u00e1to oblas\u0165 je spravidla najlep\u0161ie merate\u013en\u00e1, \u010di u\u017e konkr\u00e9tnymi \u010d\u00edslami alebo napr. hodnotou v\u00fdstupu.<\/p>\n<p>Tieto tri uveden\u00e9 oblasti s\u00fa rovnako d\u00f4le\u017eit\u00e9 a\u00a0je potrebn\u00e9 bra\u0165 ich do \u00favahy v\u0161etky, aby sme mohli urobi\u0165 komplexn\u00e9 zhodnotenie zamestnanca. Pre\u010do? Preto\u017ee zamestnanec, ktor\u00fd m\u00e1 v\u0161etky predpoklady na splnenie svojej \u00falohy a\u00a0je do \u010dinnosti maxim\u00e1lne vtiahnut\u00fd, nemus\u00ed ma\u0165 perfektn\u00e9 v\u00fdsledky. Naproti tomu zamestnanec so skvel\u00fdmi v\u00fdsledkami k\u00a0nim m\u00f4\u017ee d\u00f4js\u0165 zvl\u00e1\u0161tnym spr\u00e1van\u00edm, ktor\u00e9 demotivuje ostatn\u00fdch zamestnancov.<\/p>\n<h3>Ako nastavi\u0165 proces form\u00e1lneho hodnotenia?<\/h3>\n<p>Vo ve\u013ek\u00fdch firm\u00e1ch garantuj\u00fa proces hodnotenia zamestnancov personalisti \u2013 \u0161pecialisti. V\u00a0men\u0161\u00edch firm\u00e1ch sa \u010dasto hodnotenie zamestnancov nerealizuje v\u00f4bec, pokia\u013e \u00e1no, garantom je s\u00e1m majite\u013e\/konate\u013e spolo\u010dnosti. Ako teda efekt\u00edvne nastavi\u0165 proces hodnotenia?<\/p>\n<p>Predstavte si men\u0161iu firmu s\u00a0cca 30 zamestnancami. Tak\u00e1to firma spravidla nedisponuje vlastn\u00fdm person\u00e1lnym odborn\u00edkom, ktor\u00fd by garantoval proces hodnotenia zamestnancov. Kompetentn\u00e1 osoba (majite\u013e alebo konate\u013e spolo\u010dnosti) by si mala <strong>priebe\u017ene <\/strong>zaznamen\u00e1va\u0165 inform\u00e1cie o\u00a0pracovnom v\u00fdkone v\u0161etk\u00fdch svojich zamestnancov. Tie z\u00edska pozorovan\u00edm zamestnancov pri pr\u00e1ci, sledovan\u00edm ich postupov a\u00a0v\u00fdsledkov ich pr\u00e1ce, vr\u00e1tane ich spr\u00e1vania. Podmienkou je poctiv\u00e9 priebe\u017en\u00e9 zaznamen\u00e1vanie, preto\u017ee inak by sa mohlo \u013eahko sta\u0165, \u017ee bude sa hodnoti\u0165 ich posledn\u00fd pracovn\u00fd v\u00fdkon, \u010di u\u017e v\u00a0pozit\u00edvnom alebo negat\u00edvnom svetle.<\/p>\n<p>S\u00fa\u010dasne je vhodn\u00e9 <strong>stanovi\u0165 si met\u00f3du <\/strong>\u00a0ak\u00fa bude pri hodnoten\u00e9 pou\u017e\u00edva\u0165. To z\u00e1le\u017e\u00ed na mnoh\u00fdch faktoroch \u2013 ve\u013ekos\u0165 organiz\u00e1cie, sektoru (s\u00fakromn\u00fd, \u0161t\u00e1tny, neziskov\u00fd), odboru podnikania (v\u00fdroba, slu\u017eby, obchod), na firemnej kult\u00fare a\u00a0aj na stupni zrelosti, ktor\u00e1 umo\u017en\u00ed alebo neumo\u017en\u00ed pracova\u0165 so sofistikovan\u00fdmi met\u00f3dami hodnotenia. V\u00a0odbornej literat\u00fare n\u00e1jdete mno\u017estvo met\u00f3d, ktor\u00e9 je vhodn\u00e9 pou\u017ei\u0165 v\u00a0r\u00f4znych spolo\u010dnostiach.<\/p>\n<p>Po celkovom vyhodnoten\u00ed zamestnanca a\u00a0jeho \u010dinnosti nasleduje rozhovor s\u00a0hodnoten\u00fdm zamestnanom, kde mu nariaden\u00fd ozn\u00e1mi v\u00fdsledky hodnotenia a\u00a0rozhodnutia, ktor\u00e9 z\u00a0neho vypl\u00fdvaj\u00fa \u2013 o\u00a0v\u00fd\u0161ke odmien, \u00faprave osobn\u00e9ho ohodnotenia, dohode o\u00a0\u010fal\u0161om vzdel\u00e1van\u00ed a\u00a0pod. Nasleduje tie\u017e h\u013eadanie sp\u00f4sobu rie\u0161enia pr\u00edpadn\u00fdch probl\u00e9mov. T\u00e1to f\u00e1za je z\u00e1sadn\u00e1 a\u00a0odr\u00e1\u017ea sa na pracovnom v\u00fdkone zamestnanca a\u00a0jeho motiv\u00e1cii k\u00a0\u010fal\u0161ej pr\u00e1ci.<\/p>\n<h3>V\u00fdstupy z\u00a0hodnotenia zamestnancov a ako s\u00a0nimi pracova\u0165<\/h3>\n<p>Pokia\u013e nem\u00e1 by\u0165 hodnotenie zamestnancov iba \u201eproforma\u201c, je d\u00f4le\u017eit\u00e9 so z\u00edskan\u00fdmi v\u00fdsledkami pracova\u0165. Prim\u00e1rne by sa hodnotenie zamestnancov malo <strong>odrazi\u0165 v\u00a0ich odme\u0148ovan\u00ed, <\/strong>a\u00a0to nielen v\u00a0jednorazovom, ale z\u00a0d\u00f4vodu motiv\u00e1cie aj v\u00a0tom dlhodobom. Pokia\u013e zamestnanec odv\u00e1dza dlhodobo nad\u0161tandardn\u00e9 v\u00fdkony, rozhodne je pre neho viac motivuj\u00face zv\u00fd\u0161enie mzdy ne\u017e jednorazov\u00e1 odmena. Hodnotenie m\u00f4\u017ee ma\u0165 dopad aj na benefity, ktor\u00e9 spolo\u010dnos\u0165 zamestnancovi poskytuje.<\/p>\n<p>\u010eal\u0161ou oblas\u0165ou, kde by sa mali v\u00fdsledky hodnotenia premietnu\u0165 s\u00fa <strong>pl\u00e1ny vzdel\u00e1vania. <\/strong>V\u010faka vzdel\u00e1vaniu toti\u017e m\u00f4\u017eete odstr\u00e1ni\u0165 nedostatky a\u00a0r\u00f4zne prek\u00e1\u017eky v\u00a0dosahovaniu po\u017eadovan\u00e9ho v\u00fdkonu.<\/p>\n<p>Ned\u00e1 sa ob\u00eds\u0165 ani pr\u00edpadn\u00e9 <strong>kari\u00e9rne pl\u00e1novanie<\/strong>, ktor\u00e9 umo\u017en\u00ed \u201ekvalitn\u00fdm\u201c zamestnancom kari\u00e9rny postup a\u00a0firme zaist\u00ed vies\u0165 <strong>pl\u00e1n nasledovn\u00edctva<\/strong>, napr. pre pr\u00edpad odchodu ved\u00faceho zamestnanca do d\u00f4chodku.<\/p>\n<h2>Kompeten\u010dn\u00fd model<\/h2>\n<p>Mno\u017estvo organiz\u00e1ci\u00ed a\u00a0firiem najr\u00f4znej\u0161\u00edch ve\u013ekost\u00ed v\u00a0posledn\u00fdch rokoch zav\u00e1dza viac \u010di menej sofistikovan\u00e9 kompeten\u010dn\u00e9 modely. Jednotliv\u00e9 kompetencie je mo\u017en\u00e9 si predstavi\u0165 ako s\u00fabor ur\u010dit\u00fdch predpokladov k\u00a0ur\u010ditej \u010dinnosti.<\/p>\n<p>Jednotliv\u00e9 kompetencie zamestnancov m\u00f4\u017eeme prakticky rozriedi\u0165 do troch ve\u013ek\u00fdch skup\u00edn:<\/p>\n<ul>\n<li>kompetencie rie\u0161enia probl\u00e9mov,<\/li>\n<li>interperson\u00e1lne kompetencie,<\/li>\n<li>kompetencie seberiadenia.<\/li>\n<\/ul>\n<p>Po\u010det kompetenci\u00ed v\u00a0jednotliv\u00fdch modeloch, ich hodnotov\u00e9 vyjadrenie a\u00a0pomern\u00e9 zast\u00fapenie vy\u0161\u0161ie uveden\u00fdch skup\u00edn z\u00e1vis\u00ed na mnoh\u00fdch faktoroch.<\/p>\n<p>Nastavenie kompeten\u010dn\u00e9ho modelu nie je \u017eiadna veda, ale pre osoby, ktor\u00e9 sa touto problematikou nezaoberaj\u00fa, sa oplat\u00ed prenecha\u0165 jeho vytvorenie a\u00a0nastavenie \u0161pecialistovi. Ka\u017edop\u00e1dne, invest\u00edcia do kompenza\u010dn\u00e9ho modelu v\u00e1m umo\u017en\u00ed z\u00edska\u0165 mana\u017e\u00e9rsky n\u00e1stroj, v\u010faka ktor\u00e9mu pokryje cel\u00fd \u201e\u017eivotn\u00fd cyklus zamestnancov\u201c od n\u00e1boru, cez jeho rozvoj a\u017e po odchod z\u00a0firmy.<\/p>\n<h2>Ako zostavi\u0165 mzdu?<\/h2>\n<p><a href=\"https:\/\/www.money.sk\/vlastnosti\/mzdy-a-personalistika-s3\/\">Mzdov\u00fd syst\u00e9m<\/a> by mal zaisti\u0165 \u00fa\u010deln\u00fa diferenci\u00e1ciu miezd jednotliv\u00fdch zamestnancov pod\u013ea obtia\u017enosti pr\u00e1ce a\u00a0v\u00f4bec celkov\u00fdch n\u00e1rokov na zamestnancov, s\u00fa\u010dasne by mal privies\u0165 do spolo\u010dnosti kvalitn\u00fdch z\u00e1ujemcov o\u00a0zamestnancov, motivova\u0165 a\u00a0stabilizova\u0165 existuj\u00facich zamestnancov, ktor\u00ed pod\u00e1vaj\u00fa uspokojiv\u00e9 pracovn\u00e9 v\u00fdkony a\u00a0t\u00fdch, ktor\u00ed maj\u00fa rezervy, motivova\u0165 k\u00a0efekt\u00edvnej\u0161\u00edm pracovn\u00fdm v\u00fdsledkom.<\/p>\n<h3>Ak\u00e1 je teda \u0161trukr\u00fara mzdy?<\/h3>\n<p><strong>Pevn\u00fa \u2013 fixn\u00fa zlo\u017eku <\/strong>\u00a0predstavuje tzv. z\u00e1kladn\u00e1 mzda \u2013 ro\u010dn\u00e1, mesa\u010dn\u00e1, t\u00fd\u017edenn\u00e1 alebo hodinov\u00e1 sadzba, alebo \u00fakolov\u00e1 mzda.<\/p>\n<p><strong>Pohybliv\u00fa zlo\u017eku mzdy <\/strong>tvoria najr\u00f4znej\u0161ie odmeny, pr\u00e9mie, pr\u00edplatky \u010di prov\u00edzie.<\/p>\n<p>\u010casto sa diskutuje o\u00a0tom, ak\u00fd je ide\u00e1lny pomer medzi t\u00fdmito jednotliv\u00fdmi zlo\u017ekami. V\u0161eobecne je mo\u017en\u00e9 poveda\u0165, \u017ee \u010d\u00edm vy\u0161\u0161ie postavenie zamestnanca, t\u00fdm vy\u0161\u0161\u00ed je podiel variabilnej zlo\u017eky:<\/p>\n<ul>\n<li>pri vy\u0161\u0161\u00edch mana\u017e\u00e9rskych poz\u00edci\u00e1ch je optim\u00e1lne, ak tvor\u00ed variabiln\u00e1 zlo\u017eka mzdy 30-50% celkovej ro\u010dnej odmeny s\u00a0t\u00fdm, \u017ee s\u00fa zoh\u013ead\u0148ovan\u00e9 celofiremn\u00e9 v\u00fdsledky, v\u00fdsledky riaden\u00e9ho \u00faseku, ale aj v\u00fdsledky individu\u00e1lne,<\/li>\n<li>pri stredn\u00fdch mana\u017e\u00e9rskych poz\u00edci\u00e1ch (napr. majster vo v\u00fdrobe) je optim\u00e1lne, ak tvor\u00ed variabiln\u00e1 zlo\u017eka 20-30% celkovej ro\u010dnej odmeny s\u00a0t\u00fdm, \u017ee s\u00fa op\u00e4\u0165 zoh\u013ead\u0148ovan\u00e9 v\u00fdsledky firmy, v\u00fdsledky riaden\u00e9ho \u00faseku a\u00a0v\u00fdsledky individu\u00e1lne<\/li>\n<li>pri z\u00e1kladn\u00fdch v\u00fdrobn\u00fdch poz\u00edci\u00e1ch a\u00a0pre administrat\u00edvnych pracovn\u00edkov sa odpor\u00fa\u010da stanovi\u0165 variabiln\u00fa zlo\u017eku mzdy vo v\u00fd\u0161ke 10-20% celkovej ro\u010dnej odmeny s\u00a0t\u00fdm, \u017ee s\u00fa zoh\u013ead\u0148ovan\u00e9 individu\u00e1lne v\u00fdsledky a\u00a0v\u00fdsledky spolo\u010dnosti.<\/li>\n<\/ul>\n<link rel=\"stylesheet\" href=\"https:\/\/www.money.sk\/novinky-a-tipy\/wp-content\/themes\/money-blog\/shortcodes\/smartmailing-email-registration\/form.min.css\" \/>\r\n<script type=\"text\/javascript\">\r\n    var smFormInterval = null;\r\n\r\n    jQuery(document).ready(function() {\r\n        jQuery(\".shortcode-smartmailing-form .fheader p a.info\").click(function(e) {  \r\n            e.preventDefault();\r\n\r\n            \/*if (jQuery(\".shortcode-smartmailing-form .smart-disclaimer\").is(\":visible\"))\r\n            {\r\n                jQuery(\".shortcode-smartmailing-form .smart-disclaimer\").hide();\r\n            }\r\n            else\r\n            {\r\n              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\"\/novinky-a-tipy\/wp-content\/themes\/money-blog\/shortcodes\/smartmailing-email-registration\/service.php\",\r\n                type: \"POST\",\r\n                dataType: \"text\",\r\n                cache: false,\r\n                data: {\r\n                    \"email\": email,\r\n                    \"stdc\": jQuery(\"#shortcodeSmartmailingForm_stdc\").val(),\r\n                    \"current_url\": jQuery(\"#shortcodeSmartmailingForm_url\").val(),\r\n                    \"current_referrer\": jQuery(\"#shortcodeSmartmailingForm_referrer\").val()\r\n                }\r\n            }).done(function (response, textStatus, jqXHR)\r\n            {\r\n                jQuery(\".shortcodeSmartmailingForm_email\").hide();\r\n                jQuery(\"#shortcodeSmartmailingForm_submit\").hide();\r\n                jQuery(\"#shortcodeSmartmailingForm .smart-disclaimer\").hide();\r\n                jQuery(\"#shortcodeSmartmailingForm .success\").show();\r\n\t\t\t\tdataLayer.push({'event': 'newsletterSubscription', 'newsletterPosition': 'intext'});\r\n            }).fail(function( jqXHR, textStatus, errorThrown ) {\r\n                jQuery(\".shortcodeSmartmailingForm_email\").hide();\r\n                jQuery(\"#shortcodeSmartmailingForm_submit\").hide();\r\n                jQuery(\"#shortcodeSmartmailingForm .smart-disclaimer\").hide();\r\n                jQuery(\"#shortcodeSmartmailingForm .success\").show();\r\n            });\r\n\r\n            return false;\r\n        });\r\n    });\r\n\r\n    function shortcodeSmartmailingForm_validateEmail(email)\r\n    {\r\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,}))$\/;\r\n        return re.test(email);\r\n    }\r\n<\/script>\r\n<form method=\"post\" id=\"shortcodeSmartmailingForm\" class=\"shortcode-smartmailing-form\" action=\"\/novinky-a-tipy\/wp-json\/wp\/v2\/posts\/12620\">\r\n\r\n    <div>\r\n        <div class=\"fheader\">\r\n            <h3>\r\n                Zaistite si v\u017edy aktu\u00e1lne novinky zo sveta miezd a personalistiky            <\/h3>\r\n            <div class=\"se-text\">\r\n                <p>\r\n                    Zadajte v\u00e1\u0161 e-mail a na\u0161e tipy z oblasti miezd a personalistiky v\u00e1m bud\u00fa chodi\u0165 priamo do e-mailu.                    <a class=\"info\" title=\"E-maily v\u00e1m bud\u00fa zasielan\u00e9 maxim\u00e1lne dvakr\u00e1t do mesiaca. Z odberu sa m\u00f4\u017eete kedyko\u013evek odhl\u00e1si\u0165.\">info<\/a>\r\n                <\/p>\r\n            <\/div>\r\n        <\/div>\r\n\r\n        <div class=\"ffooter\">\r\n            <div class=\"se-body\">\r\n                <input type=\"text\" id=\"shortcodeSmartmailingForm_email\" placeholder=\"Zadajte v\u00e1\u0161 e-mail\" \/>\r\n                <input type=\"hidden\" id=\"shortcodeSmartmailingForm_stdc\" value=\"S2\">\r\n                <input type=\"hidden\" id=\"shortcodeSmartmailingForm_url\" value=\"https:\/\/www.money.sk\/novinky-a-tipy\/wp-json\/wp\/v2\/posts\/12620\">\r\n                <input type=\"hidden\" id=\"shortcodeSmartmailingForm_referrer\" value=\"\">\r\n\r\n                <div class=\"se-submit\">\r\n                    <button type=\"submit\" id=\"shortcodeSmartmailingForm_submit\" value=\"Chcem by\u0165 v obraze\">Chcem by\u0165 v obraze<\/button>\r\n                                          <p class=\"mlctr success\" style=\"display: none;\">\u010eakujeme, <strong>skontrolujte Va\u0161u e-mailov\u00fa schr\u00e1nku<\/strong> pre potvrdenie odberu.<\/p>\r\n                                    <\/div>\r\n            <\/div>\r\n                          <p class=\"smart-disclaimer\">Odoslan\u00edm s\u00fahlas\u00edte s na\u0161imi\r\n                 <a href=\"\/ochrana-osobnych-udajov\/\" target=\"_blank\">z\u00e1sadami pre spracovanie osobn\u00fdch \u00fadajov<\/a>.\r\n              <\/p>\r\n                    <\/div>\r\n    <\/div>\r\n<\/form>\n<h2>Z\u00e1verom<\/h2>\n<p>Hodnotenie zamestnancov predstavuje efekt\u00edvny n\u00e1stroj pre riadenie v\u00fdkonu zamestnancov. Ve\u013emi \u00fazko s\u00favis\u00ed s\u00a0motiv\u00e1ciou zamestnancov a\u00a0ich \u010fal\u0161\u00edm profesion\u00e1lnym rozvojom. Bolo by obrovskou chybou, keby zamestnanci nemali sp\u00e4tn\u00fa v\u00e4zbu od svojho nariaden\u00e9ho na svoju pr\u00e1cu, \u010di pracovn\u00fd v\u00fdkon. Spr\u00e1vne nastaven\u00fd syst\u00e9m hodnotenia im toti\u017e poskytuje to\u013eko potrebn\u00fa sp\u00e4tn\u00fa v\u00e4zbu a\u00a0ukazuje smer, ktor\u00fdm sa maj\u00fa vyda\u0165, aby dosiahli lep\u0161ie pracovn\u00e9 v\u00fdsledky. Nadriaden\u00fdm\u00a0 hodnotenie do r\u00fak vklad\u00e1 \u00fa\u010dinn\u00fd n\u00e1stroj smeruj\u00faci k\u00a0efekt\u00edvnej\u0161iemu vedeniu a\u00a0riadeniu.<\/p>\n<p><strong>Podstatou hodnotenia je hodnotiaci rozhovor<\/strong> medzi zamestnancom a\u00a0nadriaden\u00fdm. Rozhodne by malo \u00eds\u0165 o\u00a0kon\u0161trukt\u00edvny dial\u00f3g, nie o\u00a0de\u0161trukt\u00edvnu jednostrann\u00fa kritiku. V\u00fdsledky, resp. v\u00fdstupy hodnotenia potom musia by\u0165 zoh\u013eadnen\u00e9 v\u00a0\u010fal\u0161\u00edch pl\u00e1noch spolo\u010dnosti, bez toho by cel\u00e9 hodnotenie zamestnancov nemalo zmysel.<\/p>\n<p>S person\u00e1lnou evidenciou vr\u00e1tane inform\u00e1ci\u00ed o hodnoten\u00ed a odmenou zamestnanca v\u00e1m pom\u00f4\u017ee <a href=\"https:\/\/www.money.sk\/vlastnosti\/mzdy-a-personalistika-s3\/\">mzdov\u00fd a person\u00e1lny syst\u00e9m<\/a> v r\u00e1mci <a href=\"https:\/\/www.money.sk\/\">\u00fa\u010dtovn\u00e9ho programu Money S3<\/a>.<\/p>\n<p>Autorom \u010dl\u00e1nku je Ing. Katar\u00edna Serinov\u00e1<\/p>\n","protected":false},"excerpt":{"rendered":"<p>Hodnotenie zamestnancov Hodnotenie zamestnancov umo\u017e\u0148uje mana\u017ementu spolo\u010dnost\u00ed a\u00a0s\u00fa\u010dasne samotn\u00fdm zamestnancom z\u00edska\u0165 sp\u00e4tn\u00fa v\u00e4zbu o\u00a0pracovnom v\u00fdkone, v\u00fdsledkoch pr\u00e1ce, ale aj o\u00a0tom, ako sa pozer\u00e1 na pr\u00e1cu &#8230;<\/p>\n","protected":false},"author":2,"featured_media":12621,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"inline_featured_image":false,"footnotes":""},"categories":[33,17],"tags":[583,582,541],"class_list":["post-12620","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-benefity-a-motivacia","category-mzdy-a-personalistika","tag-efektivnost","tag-hodnotenie-zamestnancov","tag-metody"],"acf":[],"_links":{"self":[{"href":"https:\/\/www.money.sk\/novinky-a-tipy\/wp-json\/wp\/v2\/posts\/12620","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.money.sk\/novinky-a-tipy\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.money.sk\/novinky-a-tipy\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/www.money.sk\/novinky-a-tipy\/wp-json\/wp\/v2\/users\/2"}],"replies":[{"embeddable":true,"href":"https:\/\/www.money.sk\/novinky-a-tipy\/wp-json\/wp\/v2\/comments?post=12620"}],"version-history":[{"count":2,"href":"https:\/\/www.money.sk\/novinky-a-tipy\/wp-json\/wp\/v2\/posts\/12620\/revisions"}],"predecessor-version":[{"id":13854,"href":"https:\/\/www.money.sk\/novinky-a-tipy\/wp-json\/wp\/v2\/posts\/12620\/revisions\/13854"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/www.money.sk\/novinky-a-tipy\/wp-json\/wp\/v2\/media\/12621"}],"wp:attachment":[{"href":"https:\/\/www.money.sk\/novinky-a-tipy\/wp-json\/wp\/v2\/media?parent=12620"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.money.sk\/novinky-a-tipy\/wp-json\/wp\/v2\/categories?post=12620"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.money.sk\/novinky-a-tipy\/wp-json\/wp\/v2\/tags?post=12620"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}