{"id":16464,"date":"2026-07-24T17:59:39","date_gmt":"2026-07-24T15:59:39","guid":{"rendered":"https:\/\/pepax.sk\/?page_id=16464"},"modified":"2026-08-17T12:05:15","modified_gmt":"2026-08-17T10:05:15","slug":"personalne-poradenstvo","status":"publish","type":"page","link":"https:\/\/pepax.sk\/en\/sluzby\/hr-organizacia\/personalne-poradenstvo\/","title":{"rendered":"Personnel consulting"},"content":{"rendered":"
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\u2014 HR, personalistika a organiz\u00e1cia<\/div>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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Personnel consulting<\/h1>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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Pom\u00e1hame firm\u00e1m nastavi\u0165 person\u00e1lne rozhodnutia, procesy a zodpovednosti tak, aby podporovali \u013eud\u00ed aj fungovanie organiz\u00e1cie. Prep\u00e1jame n\u00e1bor, v\u00fdkon, kari\u00e9rny rozvoj, odme\u0148ovanie, pracovn\u00e9 vz\u0165ahy a organiza\u010dn\u00fa zmenu do jedn\u00e9ho praktick\u00e9ho HR r\u00e1mca.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t

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\n\t\t\t\t\t\n\t\t\t\t\t\t\n\t\t\t\t\t\t\t\t\tDohodn\u00fa\u0165 \u00favodn\u00fd rozhovor<\/span>\n\t\t\t\t\t<\/span>\n\t\t\t\t\t<\/a>\n\t\t\t\t<\/div>\n\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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\n\t\t\t\t\t\n\t\t\t\t\t\t\n\t\t\t\t\t\t\t\t\tAko spolupr\u00e1ca prebieha<\/span>\n\t\t\t\t\t<\/span>\n\t\t\t\t\t<\/a>\n\t\t\t\t<\/div>\n\t\t\t\t\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\t\t<\/div>\n\t\t
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\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\"Ved\u00faci\t\t\t\t\t\t\t\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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\u2014 Situ\u00e1cia a s\u00favislosti<\/div>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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\u013dudia, roly a pravidl\u00e1 potrebuj\u00fa fungova\u0165 ako jeden syst\u00e9m<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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Person\u00e1lne ot\u00e1zky sa \u010dasto objavia ako jednotliv\u00fd probl\u00e9m: obsadenie poz\u00edcie, nap\u00e4tie v t\u00edme, slab\u00e1 sp\u00e4tn\u00e1 v\u00e4zba, nejasn\u00e9 odme\u0148ovanie alebo odchod d\u00f4le\u017eit\u00e9ho \u010dloveka. U\u017eito\u010dn\u00fd \u010fal\u0161\u00ed krok v\u0161ak potrebuje vidie\u0165 \u0161ir\u0161\u00ed kontext.<\/p>

Za vidite\u013enou situ\u00e1ciou m\u00f4\u017eu by\u0165 nejasn\u00e9 zodpovednosti, rozdielne o\u010dak\u00e1vania vedenia, nes\u00falad medzi form\u00e1lnou a re\u00e1lnou rolou, ch\u00fdbaj\u00face pravidl\u00e1 alebo HR proces, ktor\u00fd vznikal postupne bez spolo\u010dnej logiky. Person\u00e1lne poradenstvo pom\u00e1ha tieto vrstvy oddeli\u0165, pomenova\u0165 a premeni\u0165 na uskuto\u010dnite\u013en\u00fd postup.<\/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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Human<\/h3>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t
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sk\u00fasenos\u0165, motiv\u00e1cia, potenci\u00e1l, potreby a hranice<\/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

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Rola<\/h3>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t
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o\u010dak\u00e1vania, kompetencie, zodpovednos\u0165 a rozhodovacie pr\u00e1vomoci<\/div><\/div>\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
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T\u00edm<\/h3>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t
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spolupr\u00e1ca, d\u00f4vera, konflikty a kvalita komunik\u00e1cie<\/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

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Proces<\/h3>\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\u00e1bor, onboarding, v\u00fdkon, rozvoj, odme\u0148ovanie a odchody<\/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

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Organiz\u00e1cia<\/h3>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t
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\u0161trukt\u00fara, kult\u00fara, strat\u00e9gia, d\u00e1ta a obchodn\u00fd dopad<\/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<\/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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\u2014 Pre koho a kedy<\/div>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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Ke\u010f firma potrebuje pevnej\u0161\u00ed r\u00e1mec pre pr\u00e1cu s \u013eu\u010fmi<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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Slu\u017eba je vhodn\u00e1 pre organiz\u00e1cie, ktor\u00e9 chc\u00fa person\u00e1lne t\u00e9my rie\u0161i\u0165 systematicky, ale z\u00e1rove\u0148 primerane svojej ve\u013ekosti, kult\u00fare a re\u00e1lnym mo\u017enostiam.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t

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\n\t\t\t\t\t\n\t\t\t\t\t\t\n\t\t\t\t\t\t\t\t\tOveri\u0165 vhodn\u00fd form\u00e1t<\/span>\n\t\t\t\t\t<\/span>\n\t\t\t\t\t<\/a>\n\t\t\t\t<\/div>\n\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
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\n Majitelia a vedenie <\/h3>\n \t\t \t

Ke\u010f rast firmy prin\u00e1\u0161a potrebu jasnej\u0161\u00edch rol\u00ed, pravidiel, rozhodovania a zodpovednosti za \u013eud\u00ed.<\/p>\n <\/div>\n \n \n <\/div>\n <\/div>\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 HR mana\u017e\u00e9ri a people l\u00eddri <\/h3>\n \t\t \t

Ke\u010f intern\u00e9 HR potrebuje nez\u00e1visl\u00e9 odborn\u00e9 zrkadlo, \u0161trukt\u00faru alebo pomoc s citlivou t\u00e9mou.<\/p>\n <\/div>\n \n \n <\/div>\n <\/div>\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 Firmy bez vybudovan\u00e9ho HR <\/h3>\n \t\t \t

Ke\u010f je potrebn\u00e9 vytvori\u0165 primeran\u00e9 z\u00e1klady n\u00e1boru, onboardingu, hodnotenia a rozvoja bez zbyto\u010dnej administrat\u00edvy.<\/p>\n <\/div>\n \n \n <\/div>\n <\/div>\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 Organiz\u00e1cie v zmene <\/h3>\n \t\t \t

Ke\u010f nov\u00e9 smerovanie, reorganiz\u00e1cia alebo digitaliz\u00e1cia men\u00ed roly, spolupr\u00e1cu a o\u010dak\u00e1vania \u013eud\u00ed.<\/p>\n <\/div>\n \n \n <\/div>\n <\/div>\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 T\u00edmy s nejasn\u00fdmi hranicami <\/h3>\n \t\t \t

Ke\u010f sa rozhodnutia prekr\u00fdvaj\u00fa, zodpovednos\u0165 sa str\u00e1ca a pracovn\u00e9 nap\u00e4tie sa vracia v podobn\u00fdch situ\u00e1ci\u00e1ch.<\/p>\n <\/div>\n \n \n <\/div>\n <\/div>\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 Firmy, ktor\u00e9 chc\u00fa udr\u017ea\u0165 kvalitu <\/h3>\n \t\t \t

Ke\u010f rast, genera\u010dn\u00e1 v\u00fdmena alebo odchod k\u013e\u00fa\u010dov\u00fdch \u013eud\u00ed vy\u017eaduje rozvoj talentov a prenos zodpovednosti.<\/p>\n <\/div>\n \n \n <\/div>\n <\/div>\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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\u2014 Hodnota spolupr\u00e1ce<\/div>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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Jasnej\u0161ie rozhodnutia, zrozumite\u013enej\u0161ie pravidl\u00e1 a udr\u017eate\u013enej\u0161\u00ed rozvoj \u013eud\u00ed<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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Cie\u013eom nie je prida\u0165 \u010fal\u0161\u00ed formul\u00e1r alebo izolovan\u00e9 HR opatrenie. Spolupr\u00e1ca m\u00e1 vytvori\u0165 r\u00e1mec, ktor\u00fd d\u00e1va zmysel vedeniu, HR aj \u013eu\u010fom, ktor\u00fdch sa rozhodnutia t\u00fdkaj\u00fa.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t

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\n\t\t\t\t\t\n\t\t\t\t\t\t\n\t\t\t\t\t\t\t\t\tPozrie\u0165 v\u0161etky slu\u017eby<\/span>\n\t\t\t\t\t<\/span>\n\t\t\t\t\t<\/a>\n\t\t\t\t<\/div>\n\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
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Presnej\u0161ie pomenovanie situ\u00e1cie<\/h3>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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Rozl\u00ed\u0161enie medzi individu\u00e1lnym probl\u00e9mom, nejasnou rolou, slab\u00fdm procesom a \u0161ir\u0161ou organiza\u010dnou pr\u00ed\u010dinou.<\/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

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Konzistentnej\u0161ie person\u00e1lne rozhodnutia<\/h3>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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Spolo\u010dn\u00e9 krit\u00e9ri\u00e1 pom\u00e1haj\u00fa rozhodova\u0165 predv\u00eddate\u013enej\u0161ie pri n\u00e1bore, v\u00fdkone, rozvoji aj odme\u0148ovan\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\t\t<\/div>\n\t\t

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03<\/div>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t
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Zrozumite\u013enej\u0161ie roly a zodpovednosti<\/h3>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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\u013dudia lep\u0161ie rozumej\u00fa tomu, \u010do sa od nich o\u010dak\u00e1va, kde m\u00f4\u017eu rozhodova\u0165 a na koho nadv\u00e4zuj\u00fa.<\/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

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04<\/div>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t
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F\u00e9rovej\u0161\u00ed r\u00e1mec spolupr\u00e1ce<\/h3>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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Pravidl\u00e1, sp\u00e4tn\u00e1 v\u00e4zba a rozhodovanie sa daj\u00fa nastavi\u0165 tak, aby boli vecn\u00e9, vysvetlite\u013en\u00e9 a primeran\u00e9.<\/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

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05<\/div>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t
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Lep\u0161ie prepojenie HR a fungovania firmy<\/h3>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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Person\u00e1lne opatrenia sa opieraj\u00fa o strat\u00e9giu, kapacitu t\u00edmov, procesn\u00fa realitu a potrebn\u00fd obchodn\u00fd v\u00fdsledok.<\/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

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06<\/div>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t
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Praktick\u00fd pl\u00e1n \u010fal\u0161\u00edch krokov<\/h3>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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Namiesto v\u0161eobecn\u00e9ho odpor\u00fa\u010dania vznik\u00e1 poradie prior\u00edt, zodpovednost\u00ed a realistick\u00fdch krokov.<\/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<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t

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\u2014 Mo\u017en\u00e9 odborn\u00e9 v\u00fdstupy<\/div>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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V\u00fdstup sa dohodne pod\u013ea toho, \u010do m\u00e1 firma vedie\u0165 rozhodn\u00fa\u0165 alebo zavies\u0165<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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Person\u00e1lne poradenstvo m\u00f4\u017ee prinies\u0165 rozhodovac\u00ed podklad, n\u00e1vrh procesu, pracovn\u00fd r\u00e1mec alebo pl\u00e1n zmeny. Presn\u00fd rozsah vznik\u00e1 a\u017e po pochopen\u00ed situ\u00e1cie.<\/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 Mapa person\u00e1lnej situ\u00e1cie a prior\u00edt <\/h3>\n \t\t \t

Zhrnutie zisten\u00ed, hlavn\u00fdch s\u00favislost\u00ed, riz\u00edk a odpor\u00fa\u010dan\u00e9ho poradia \u010fal\u0161\u00edch krokov.<\/p>\n <\/div>\n \n \n <\/div>\n <\/div>\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 N\u00e1borov\u00fd a v\u00fdberov\u00fd r\u00e1mec <\/h3>\n \t\t \t

Postup, roly, rozhodovacie krit\u00e9ri\u00e1, hodnotiace kroky a sp\u00f4sob komunik\u00e1cie s kandid\u00e1tmi.<\/p>\n <\/div>\n \n \n <\/div>\n <\/div>\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 R\u00e1mec kompetenci\u00ed a zodpovednost\u00ed <\/h3>\n \t\t \t

Spresnenie o\u010dak\u00e1van\u00ed, kompetenci\u00ed, rozhodovac\u00edch pr\u00e1vomoc\u00ed a v\u00e4zieb medzi rolami.<\/p>\n <\/div>\n \n \n <\/div>\n <\/div>\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 Syst\u00e9m hodnotenia a sp\u00e4tnej v\u00e4zby <\/h3>\n \t\t \t

Primeran\u00fd model cie\u013eov, priebe\u017en\u00fdch rozhovorov, hodnotenia v\u00fdkonu a rozvojov\u00fdch doh\u00f4d.<\/p>\n <\/div>\n \n \n <\/div>\n <\/div>\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 Kari\u00e9rne a rozvojov\u00e9 cesty <\/h3>\n \t\t \t

Mo\u017enosti odborn\u00e9ho rastu, n\u00e1stupn\u00edctva, intern\u00e9ho pohybu a rozvoja kritick\u00fdch kompetenci\u00ed.<\/p>\n <\/div>\n \n \n <\/div>\n <\/div>\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 Pl\u00e1n person\u00e1lnej \u010dasti zmeny <\/h3>\n \t\t \t

Roly, komunik\u00e1cia, rizik\u00e1, dopady na \u013eud\u00ed a kroky potrebn\u00e9 pri reorganiz\u00e1cii alebo transform\u00e1cii.<\/p>\n <\/div>\n \n \n <\/div>\n <\/div>\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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\u2014 Ako spolupr\u00e1ca prebieha<\/div>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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Od pochopenia situ\u00e1cie k rozhodnutiu, ktor\u00e9 sa d\u00e1 uskuto\u010dni\u0165<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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Rozsah krokov sa prisp\u00f4sob\u00ed t\u00e9me. Men\u0161ie zadanie m\u00f4\u017ee skon\u010di\u0165 kvalifikovan\u00fdm odpor\u00fa\u010dan\u00edm, \u0161ir\u0161ia spolupr\u00e1ca m\u00f4\u017ee pokra\u010dova\u0165 n\u00e1vrhom a podporou zavedenia.<\/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 1. \u00davodn\u00fd rozhovor do 30 min\u00fat <\/h3>\n \t\t \t

Bezplatne z\u00edskame z\u00e1kladn\u00e9 inform\u00e1cie, over\u00edme vhodnos\u0165 slu\u017eby a dohodneme potrebn\u00e9 podklady. Odborn\u00fd v\u00fdstup pri tomto rozhovore nevznik\u00e1.<\/p>\n <\/div>\n \n \n <\/div>\n <\/div>\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 2. Spresnenie cie\u013ea a rozsahu <\/h3>\n \t\t \t

Ur\u010d\u00edme, \u010do m\u00e1 by\u0165 na konci jasnej\u0161ie, rozhodnut\u00e9, navrhnut\u00e9 alebo zaveden\u00e9 a koho sa t\u00e9ma t\u00fdka.<\/p>\n <\/div>\n \n \n <\/div>\n <\/div>\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 3. Zber a porozumenie podkladom <\/h3>\n \t\t \t

Pod\u013ea potreby pracujeme s dokumentmi, rozhovormi, d\u00e1tami, rolami, procesmi a sk\u00fasenos\u0165ou \u013eud\u00ed v organiz\u00e1cii.<\/p>\n <\/div>\n \n \n <\/div>\n <\/div>\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 4. Anal\u00fdza a n\u00e1vrh rie\u0161enia <\/h3>\n \t\t \t

Odde\u013eujeme sympt\u00f3my od pr\u00ed\u010din, porovn\u00e1vame mo\u017enosti a pripravujeme realistick\u00fd postup s dopadmi a rizikami.<\/p>\n <\/div>\n \n \n <\/div>\n <\/div>\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 5. Valid\u00e1cia s veden\u00edm alebo HR <\/h3>\n \t\t \t

N\u00e1vrh vysvetl\u00edme, dopln\u00edme o kontext klienta a over\u00edme, \u010di je zrozumite\u013en\u00fd, primeran\u00fd a uskuto\u010dnite\u013en\u00fd.<\/p>\n <\/div>\n \n \n <\/div>\n <\/div>\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 6. Zavedenie a vyhodnotenie <\/h3>\n \t\t \t

Pod\u013ea dohody podpor\u00edme komunik\u00e1ciu, pracovn\u00e9 stretnutia, pilot alebo implement\u00e1ciu a pom\u00f4\u017eeme vyhodnoti\u0165 prv\u00e9 sk\u00fasenosti.<\/p>\n <\/div>\n \n \n <\/div>\n <\/div>\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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\u2014 Z \u010doho konkr\u00e9tne slu\u017eba pozost\u00e1va<\/div>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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Moduly sa skladaj\u00fa pod\u013ea skuto\u010dnej person\u00e1lnej potreby firmy<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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Person\u00e1lne poradenstvo nie je jeden univerz\u00e1lny bal\u00edk. M\u00f4\u017ee sa s\u00fastredi\u0165 na jeden konkr\u00e9tny proces alebo prep\u00e1ja\u0165 viac oblast\u00ed do spolo\u010dn\u00e9ho HR r\u00e1mca.<\/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 1. Person\u00e1lna anal\u00fdza a priority <\/h3>\n \t\t \t

Pom\u00e1ha vytvori\u0165 spolo\u010dn\u00fd obraz o tom, \u010do funguje, kde vznik\u00e1 nap\u00e4tie a ktor\u00e9 kroky maj\u00fa najv\u00e4\u010d\u0161\u00ed v\u00fdznam. \n

\n\nObsahuje:<\/b> \u0161t\u00fadium podkladov, rozhovory, mapovanie riz\u00edk, zhrnutie zisten\u00ed a prioriz\u00e1ciu.<\/p>\n <\/div>\n \n \n <\/div>\n <\/div>\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 2. N\u00e1bor a v\u00fdber \u013eud\u00ed <\/h3>\n \t\t \t

Nastavuje cestu od potreby novej roly po kvalitn\u00e9 rozhodnutie a f\u00e9rov\u00fa komunik\u00e1ciu s kandid\u00e1tmi. \n

\n\nObsahuje:<\/b> profil roly, v\u00fdberov\u00e9 krit\u00e9ri\u00e1, scen\u00e1r rozhovorov, hodnotiaci r\u00e1mec a rozhodovac\u00ed proces.<\/p>\n <\/div>\n \n \n <\/div>\n <\/div>\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 3. Roly, kompetencie a zodpovednosti <\/h3>\n \t\t \t

Spres\u0148uje, \u010do m\u00e1 ktor\u00e1 rola prin\u00e1\u0161a\u0165 a ako nadv\u00e4zuje na ostatn\u00e9 \u010dasti organiz\u00e1cie. \n

\n\nObsahuje:<\/b> o\u010dak\u00e1vania, kompetencie, pr\u00e1vomoci, rozhrania rol\u00ed a n\u00e1vrh zrozumite\u013en\u00e9ho popisu pr\u00e1ce.<\/p>\n <\/div>\n \n \n <\/div>\n <\/div>\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 4. V\u00fdkon, sp\u00e4tn\u00e1 v\u00e4zba a rozvoj <\/h3>\n \t\t \t

Prep\u00e1ja pracovn\u00e9 ciele s pravideln\u00fdm rozhovorom o kvalite pr\u00e1ce a \u010fal\u0161om rozvoji. \n

\n\nObsahuje:<\/b> hodnotiaci cyklus, krit\u00e9ri\u00e1, rozhovory, rozvojov\u00e9 dohody a podklady pre mana\u017e\u00e9rov.<\/p>\n <\/div>\n \n \n <\/div>\n <\/div>\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 5. Kari\u00e9rne cesty a n\u00e1stupn\u00edctvo <\/h3>\n \t\t \t

Vytv\u00e1ra mo\u017enosti rastu, ktor\u00e9 s\u00fa zrozumite\u013en\u00e9 \u013eu\u010fom a z\u00e1rove\u0148 podporuj\u00fa bud\u00facu kapacitu firmy. \n

\n\nObsahuje:<\/b> kritick\u00e9 roly, kari\u00e9rne varianty, rozvoj kompetenci\u00ed, talentov\u00e9 rozhovory a r\u00e1mec n\u00e1stupn\u00edctva.<\/p>\n <\/div>\n \n \n <\/div>\n <\/div>\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 6. Odme\u0148ovanie a uznanie <\/h3>\n \t\t \t

Pom\u00e1ha pomenova\u0165 logiku odmeny tak, aby bola vysvetlite\u013en\u00e1, primeran\u00e1 a v s\u00falade s rolami a mo\u017enos\u0165ami firmy. \n

\n\nObsahuje:<\/b>: princ\u00edpy, krit\u00e9ri\u00e1, v\u00e4zby na v\u00fdkon, nefinan\u010dn\u00e9 uznanie a komunika\u010dn\u00fd r\u00e1mec.<\/p>\n <\/div>\n \n \n <\/div>\n <\/div>\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 7. N\u00e1ro\u010dn\u00e9 person\u00e1lne situ\u00e1cie <\/h3>\n \t\t \t

Prin\u00e1\u0161a nez\u00e1visl\u00fd poh\u013ead pri konfliktoch, v\u00fdkonnostn\u00fdch t\u00e9mach, zmen\u00e1ch rol\u00ed alebo odchodoch. \n

\n\nObsahuje:<\/b> zmapovanie situ\u00e1cie, mo\u017enosti postupu, rizik\u00e1, pr\u00edpravu rozhovorov a odpor\u00fa\u010danie hran\u00edc.<\/p>\n <\/div>\n \n \n <\/div>\n <\/div>\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 8. Person\u00e1lna \u010das\u0165 organiza\u010dnej zmeny <\/h3>\n \t\t \t

Prep\u00e1ja zmenu \u0161trukt\u00fary alebo syst\u00e9mu s t\u00fdm, \u010do potrebuj\u00fa vedie\u0165 a zvl\u00e1dnu\u0165 \u013eudia. \n

\n\nObsahuje:<\/b> mapu dopadov, zmenu rol\u00ed, komunik\u00e1ciu, zapojenie zainteresovan\u00fdch str\u00e1n a implementa\u010dn\u00e9 kroky.<\/p>\n <\/div>\n \n \n <\/div>\n <\/div>\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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\u2014 \u010co ovplyv\u0148uje cenu<\/div>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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Rozsah ceny vych\u00e1dza z pr\u00e1ce, ktor\u00fa m\u00e1 slu\u017eba skuto\u010dne prinies\u0165<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t
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0 \u20ac<\/div>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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\u00davodn\u00fd rozhovor<\/h3>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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Najviac 30 min\u00fat. Sl\u00fa\u017ei na z\u00edskanie z\u00e1kladn\u00fdch inform\u00e1ci\u00ed a nevznik\u00e1 pri \u0148om odborn\u00fd v\u00fdstup.<\/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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od 290 \u20ac<\/div>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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Minim\u00e1lny platen\u00fd rozsah<\/h3>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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Platen\u00fd odborn\u00fd blok m\u00f4\u017ee zah\u0155\u0148a\u0165 anal\u00fdzu podkladov, kvalifikovan\u00e9 odpor\u00fa\u010danie alebo dohodnut\u00fd \u010diastkov\u00fd v\u00fdstup.<\/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<\/div>\n\t\t

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\u010co ovplyv\u0148uje cenu tejto konkr\u00e9tnej slu\u017eby<\/span><\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t
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  1. po\u010det person\u00e1lnych oblast\u00ed a procesov, ktor\u00e9 sa maj\u00fa pos\u00fadi\u0165 alebo navrhn\u00fa\u0165<\/li>
  2. ve\u013ekos\u0165 a \u010dlenitos\u0165 organiz\u00e1cie, po\u010det t\u00edmov, rol\u00ed alebo organiza\u010dn\u00fdch jednotiek<\/li>
  3. po\u010det rozhovorov a zainteresovan\u00fdch str\u00e1n vr\u00e1tane vedenia, HR a mana\u017e\u00e9rov<\/li>
  4. kvalita, rozsah a dostupnos\u0165 existuj\u00facich smern\u00edc, d\u00e1t, popisov rol\u00ed a person\u00e1lnych podkladov<\/li>
  5. citlivos\u0165 situ\u00e1cie, potreba d\u00f4vern\u00e9ho re\u017eimu a riziko dopadu na pracovn\u00e9 vz\u0165ahy<\/li>
  6. po\u017eadovan\u00fd v\u00fdstup \u2014 \u00fastne odpor\u00fa\u010danie, dokument, proces, kompeten\u010dn\u00fd r\u00e1mec alebo pl\u00e1n zmeny<\/li>
  7. potreba workshopu, facilitovan\u00e9ho stretnutia alebo pr\u00edpravy mana\u017e\u00e9rov na n\u00e1ro\u010dn\u00e9 rozhovory<\/li>
  8. rozsah implementa\u010dnej podpory, pripomienkovania, komunik\u00e1cie a vyhodnotenia prv\u00fdch sk\u00fasenost\u00ed<\/li>
  9. \u010dasov\u00fd r\u00e1mec a po\u010det pracovn\u00fdch et\u00e1p potrebn\u00fdch na bezpe\u010dn\u00e9 a kvalitn\u00e9 spracovanie<\/li><\/ol>\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
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    \n\t\t\t\t\t\n\t\t\t\t\t\t\n\t\t\t\t\t\t\t\t\tPozrie\u0165 cel\u00fd cenn\u00edk<\/span>\n\t\t\t\t\t<\/span>\n\t\t\t\t\t<\/a>\n\t\t\t\t<\/div>\n\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\t<\/div>\n\t\t\t\t<\/div>\n\t\t
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    \u2014 Pravideln\u00e1 mesa\u010dn\u00e1 podpora<\/div>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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    Kontinuita pom\u00e1ha udr\u017ea\u0165 person\u00e1lne rozhodnutia v spolo\u010dnom smere<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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    Mesa\u010dn\u00e1 podpora je vhodn\u00e1 vtedy, ke\u010f HR t\u00e9my nevznikaj\u00fa jednorazovo, ale firma potrebuje pravideln\u00fd odborn\u00fd poh\u013ead, review a konzulta\u010dn\u00fd rytmus pri zav\u00e1dzan\u00ed zmien.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t

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    \n\t\t\t\t\t\n\t\t\t\t\t\t\n\t\t\t\t\t\t\t\t\tPozrie\u0165 v\u0161etky slu\u017eby<\/span>\n\t\t\t\t\t<\/span>\n\t\t\t\t\t<\/a>\n\t\t\t\t<\/div>\n\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
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    \n Pravideln\u00fd konzulta\u010dn\u00fd rytmus <\/h3>\n \t\t \t

    Stretnutia v dohodnut\u00fdch intervaloch pom\u00e1haj\u00fa udr\u017ea\u0165 pozornos\u0165 na t\u00e9me bez zbyto\u010dn\u00e9ho tlaku.<\/p>\n <\/div>\n \n \n <\/div>\n <\/div>\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 Rozhodovacie zrkadlo <\/h3>\n \t\t \t

    Pri nov\u00fdch situ\u00e1ci\u00e1ch sa d\u00e1 r\u00fdchlej\u0161ie rozl\u00ed\u0161i\u0165, \u010do je pokra\u010dovan\u00edm zvolen\u00e9ho smeru a \u010do n\u00e1vratom k star\u00e9mu vzorcu.<\/p>\n <\/div>\n \n \n <\/div>\n <\/div>\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 Dohodnut\u00e9 asynchr\u00f3nne review <\/h3>\n \t\t \t

    V ur\u010denom rozsahu mo\u017eno medzi stretnutiami zachyti\u0165 ot\u00e1zku, sk\u00fasenos\u0165 alebo pripravi\u0165 podklad na \u010fal\u0161iu reflexiu.<\/p>\n <\/div>\n \n \n <\/div>\n <\/div>\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 Priebe\u017en\u00e9 zhrnutie <\/h3>\n \t\t \t

    V\u00fdvoj t\u00e9my, rozhodnutia a otvoren\u00e9 ot\u00e1zky zost\u00e1vaj\u00fa zrozumite\u013en\u00e9 aj pri dlh\u0161om procese.<\/p>\n <\/div>\n \n \n <\/div>\n <\/div>\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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    \u2014 Rast\u00faca odborn\u00e1 kni\u017enica<\/div>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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    Hlb\u0161\u00ed obsah pre \u013eud\u00ed, ktor\u00ed rie\u0161ia person\u00e1lne t\u00e9my opakovane<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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    Kni\u017enica poskytuje odborn\u00fd obsah pod\u013ea pr\u00edstupovej \u00farovne. Predplatn\u00e9 je obsahov\u00e1 opora, nie individu\u00e1lne person\u00e1lne poradenstvo ani pr\u00e1ca na konkr\u00e9tnom klientskom zadan\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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    \n L2 - H\u013abkov\u00e1 praktick\u00e1 vrstva <\/h3>\n \t\t \t

    Pre \u010dloveka, ktor\u00fd chce t\u00e9mu osobn\u00e9ho rozvoja sprac\u00fava\u0165 aj medzi stretnutiami alebo samostatne.\n

    \n- h\u013abkov\u00e9 texty o hodnot\u00e1ch, rozhodovan\u00ed, hraniciach a kari\u00e9rnych prechodoch,\n
    \n- praktick\u00e9 metodick\u00e9 listy a reflexn\u00e9 ot\u00e1zky,\n
    \n- pr\u00edpadov\u00e9 scen\u00e1re a pracovn\u00e9 n\u00e1vody,\n
    \n- materi\u00e1ly na samostatn\u00e9 \u0161t\u00fadium a priebe\u017en\u00e9 vyhodnocovanie.\n

    \nPre\u010do sa m\u00f4\u017ee oplati\u0165:<\/b> pom\u00e1ha udr\u017ea\u0165 kontakt s t\u00e9mou vlastn\u00fdm tempom a pripravenej\u0161ie vstupova\u0165 do \u010fal\u0161\u00edch rozhodnut\u00ed.<\/p>\n <\/div>\n \n \n <\/div>\n <\/div>\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 L3 - Profesion\u00e1lna vrstva <\/h3>\n \t\t \t

    Pre profesion\u00e1lov, ktor\u00ed s t\u00e9mami rozvoja, rozhodovania alebo kou\u010dovacieho rozhovoru pracuj\u00fa opakovane.\n

    \n- metodiky a rozhodovacie r\u00e1mce,\n
    \n- \u0161abl\u00f3ny kou\u010dovacieho cie\u013ea a pracovn\u00e9ho kontraktu,\n
    \n- checklisty priebe\u017en\u00e9ho a z\u00e1vere\u010dn\u00e9ho vyhodnotenia,\n
    \n- pracovn\u00e9 ot\u00e1zky, etick\u00e9 hranice a r\u00e1mce bezpe\u010dnej pr\u00e1ce.\n

    \nPre\u010do sa m\u00f4\u017ee oplati\u0165: <\/b>zni\u017euje potrebu zaka\u017ed\u00fdm budova\u0165 pracovn\u00fa \u0161trukt\u00faru od za\u010diatku a podporuje konzistentn\u00fa profesion\u00e1lnu prax.<\/p>\n <\/div>\n \n \n <\/div>\n <\/div>\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

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    L2 ani L3 nezah\u0155\u0148aj\u00fa individu\u00e1lne konzult\u00e1cie, posudzovanie konkr\u00e9tneho dokumentu, osobn\u00e9 odpor\u00fa\u010dania, workshop, kou\u010ding, mentoring ani pr\u00e1cu na konkr\u00e9tnom zadan\u00ed.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t

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    \n\t\t\t\t\t\n\t\t\t\t\t\t\n\t\t\t\t\t\t\t\t\tPozrie\u0165 cenov\u00fd r\u00e1mec<\/span>\n\t\t\t\t\t<\/span>\n\t\t\t\t\t<\/a>\n\t\t\t\t<\/div>\n\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\t<\/div>\n\t\t\t\t<\/div>\n\t\t
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    \u2014 Jasn\u00e9 hranice<\/div>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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    Jasn\u00e9 hranice chr\u00e1nia kvalitu rozhodovania aj d\u00f4veru \u013eud\u00ed<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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    Hranice pom\u00e1haj\u00fa odl\u00ed\u0161i\u0165 odborn\u00fd vzdel\u00e1vac\u00ed form\u00e1t od s\u013eubu, \u017ee jedno podujatie automaticky vyrie\u0161i komplexn\u00fa organiza\u010dn\u00fa alebo osobn\u00fa t\u00e9mu.<\/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 Pl\u00e1n negarantuje zotrvanie ani v\u00fdkon. <\/h3>\n \t\t \t

    M\u00f4\u017ee zlep\u0161i\u0165 orient\u00e1ciu, podporu a u\u010denie; v\u00fdsledok ovplyv\u0148uje aj vedenie, rola a pracovn\u00e9 prostredie.<\/p>\n <\/div>\n \n \n <\/div>\n <\/div>\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 Slu\u017eba nenahr\u00e1dza povinn\u00e9 odborn\u00e9 \u0161kolenia. <\/h3>\n \t\t \t

    Pracovnopr\u00e1vne, bezpe\u010dnostn\u00e9 a regulovan\u00e9 oblasti zabezpe\u010duj\u00fa pr\u00edslu\u0161n\u00ed vlastn\u00edci a kvalifikovan\u00e9 osoby.<\/p>\n <\/div>\n \n \n <\/div>\n <\/div>\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 N\u00e1vrh potrebuje spolupr\u00e1cu organiz\u00e1cie. <\/h3>\n \t\t \t

    HR, mana\u017e\u00e9ri a garanti poskytuj\u00fa kontext, podklady a znalos\u0165 re\u00e1lnej pr\u00e1ce.<\/p>\n <\/div>\n \n \n <\/div>\n <\/div>\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 Person\u00e1lne rozhodnutia zost\u00e1vaj\u00fa na klientovi. <\/h3>\n \t\t \t

    Pepax navrhne cestu a vyhodnotenie; zamestn\u00e1vate\u013e zodpoved\u00e1 za v\u00fdkonov\u00e9 a pracovn\u00e9 rozhodnutia.<\/p>\n <\/div>\n \n \n <\/div>\n <\/div>\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

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    \n\t\t\t\t\t\n\t\t\t\t\t\t\n\t\t\t\t\t\t\t\t\tPozrie\u0165 cenov\u00fd r\u00e1mec<\/span>\n\t\t\t\t\t<\/span>\n\t\t\t\t\t<\/a>\n\t\t\t\t<\/div>\n\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\t<\/div>\n\t\t\t\t<\/div>\n\t\t
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    \u2014 Odborn\u00e9 z\u00e1zemie<\/div>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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    Person\u00e1lne poradenstvo zasaden\u00e9 do reality \u013eud\u00ed, procesov a organiz\u00e1cie<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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    Pepax prep\u00e1ja HR poh\u013ead s business anal\u00fdzou, procesn\u00fdm myslen\u00edm, komunik\u00e1ciou, porozumen\u00edm \u013eudskej dynamike a sk\u00fasenos\u0165ou s organiza\u010dnou zmenou.<\/p>

    V\u010faka tomu sa person\u00e1lna t\u00e9ma neposudzuje izolovane. Rozhodnutie m\u00f4\u017ee zoh\u013eadni\u0165 rolu \u010dloveka, fungovanie t\u00edmu, pracovn\u00e9 procesy, kult\u00faru, dostupn\u00e9 d\u00e1ta, strategick\u00fd smer aj praktick\u00e9 d\u00f4sledky pre organiz\u00e1ciu.<\/p>

    Odborn\u00e9 z\u00e1zemie spolo\u010dnosti vych\u00e1dza z dlhoro\u010dnej medziodborovej praxe a premieta sa do sp\u00f4sobu pr\u00e1ce, kvality v\u00fdstupov a schopnosti vysvetli\u0165 komplexn\u00fa situ\u00e1ciu zrozumite\u013en\u00fdm jazykom.<\/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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    Vzdel\u00e1vanie<\/h3>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t
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    Ciele, obsah, formy u\u010denia, n\u00e1cvik a reflexia.<\/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

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    Business analysis<\/h3>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t
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    Roly, procesy, syst\u00e9my, d\u00e1ta a pracovn\u00e9 situ\u00e1cie.<\/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

    \n\t\t
    \n\t\t\t\t
    \n\t\t\t\t
    \n\t\t\t\t\t

    HR a organiz\u00e1cia<\/h3>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t
    \n\t\t\t\t
    \n\t\t\t\t
    \n\t\t\t\t\t\t\t\t\t

    Zodpovednosti, kompetencie, m\u00ed\u013eniky a \u010fal\u0161\u00ed rozvoj.<\/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

    \n\t\t
    \n\t\t\t\t
    \n\t\t\t\t
    \n\t\t\t\t\t

    Coaching and mentoring<\/h3>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t
    \n\t\t\t\t
    \n\t\t\t\t
    \n\t\t\t\t\t\t\t\t\t

    Ot\u00e1zky, prenos sk\u00fasenost\u00ed, sp\u00e4tn\u00e1 v\u00e4zba a samostatnos\u0165.<\/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

    \n\t\t
    \n\t\t\t\t
    \n\t\t\t\t
    \n\t\t\t\t\t

    Technol\u00f3gie a know-how<\/h3>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t
    \n\t\t\t\t
    \n\t\t\t\t
    \n\t\t\t\t\t\t\t\t\t

    Materi\u00e1ly a cesty zasaden\u00e9 do udr\u017eiavate\u013en\u00e9ho syst\u00e9mu.<\/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

    \n\t\t\t\t
    \n\t\t\t\t
    \n\t\t\t\t\t\t\t\t\t
    \n\t\t\t\t\t\n\t\t\t\t\t\t\n\t\t\t\t\t\t\t\t\tPozrie\u0165 odbornos\u0165 spolo\u010dnosti<\/span>\n\t\t\t\t\t<\/span>\n\t\t\t\t\t<\/a>\n\t\t\t\t<\/div>\n\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<\/div>\n\t\t
    \n\t\t\t\t
    \n\t\t\t\t
    \n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\"Odborn\u00e1\t\t\t\t\t\t\t\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\t<\/div>\n\t\t\t\t<\/div>\n\t\t
    \n\t\t\t\t\t
    \n\t\t
    \n\t\t\t\t
    \n\t\t\t\t
    \n\t\t\t\t\t
    \u2014 S\u00favisiace cesty<\/div>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
    \n\t\t\t\t
    \n\t\t\t\t\t

    \u010eal\u0161ie cesty pod\u013ea toho, \u010do m\u00e1 vzdel\u00e1vanie podpori\u0165<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t
    \n\t\t
    \n\t\t\t\t
    \n\t\t\t\t
    \n\t\t\t\t\t
    \n \n\n
    \n
    \n
    \n \"\" <\/div>\n <\/div>\n
    \n

    \n Coaching and mentoring <\/h3>\n \t\t \t

    Preh\u013ead slu\u017eieb zalo\u017een\u00fdch na individu\u00e1lnom alebo firemnom rozvoji cez vz\u0165ah.<\/p>\n

    \n
    \n \n <\/path><\/svg> <\/a>\n <\/div>\n <\/div>\n <\/div>\n \n \n <\/div>\n <\/div>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t
    \n\t\t\t\t
    \n\t\t\t\t
    \n\t\t\t\t\t
    \n \n\n
    \n
    \n
    \n \"\" <\/div>\n <\/div>\n
    \n

    \n Corporate mentoring <\/h3>\n \t\t \t

    Sk\u00fasenostn\u00e9 vedenie a akt\u00edvny prenos know-how do firmy.<\/p>\n

    \n
    \n \n <\/path><\/svg> <\/a>\n <\/div>\n <\/div>\n <\/div>\n \n \n <\/div>\n <\/div>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t
    \n\t\t\t\t
    \n\t\t\t\t
    \n\t\t\t\t\t
    \n \n\n
    \n
    \n
    \n \"\" <\/div>\n <\/div>\n
    \n

    \n Strategick\u00e9 poradenstvo <\/h3>\n \t\t \t

    Partner pre rozhodovanie vrcholov\u00e9ho mana\u017ementu, ke\u010f je potrebn\u00fd aj odborn\u00fd vstup.<\/p>\n

    \n
    \n \n <\/path><\/svg> <\/a>\n <\/div>\n <\/div>\n <\/div>\n \n \n <\/div>\n <\/div>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t
    \n\t\t\t\t
    \n\t\t\t\t
    \n\t\t\t\t\t
    \n \n\n
    \n
    \n
    \n \"\" <\/div>\n <\/div>\n
    \n

    \n Consultation <\/h3>\n \t\t \t

    \u00davodn\u00fd rozhovor pom\u00f4\u017ee overi\u0165, \u010di je pre va\u0161u situ\u00e1ciu vhodn\u00fd kou\u010ding, mentoring alebo in\u00e1 forma spolupr\u00e1ce.<\/p>\n

    \n
    \n \n <\/path><\/svg> <\/a>\n <\/div>\n <\/div>\n <\/div>\n \n \n <\/div>\n <\/div>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t
    \n\t\t\t\t
    \n\t\t\t\t
    \n\t\t\t\t\t
    \n \n\n
    \n
    \n
    \n \"\" <\/div>\n <\/div>\n
    \n

    \n Price list <\/h3>\n \t\t \t

    Vysvetlenie cenov\u00fdch hlad\u00edn jednorazov\u00fdch slu\u017eieb, mesa\u010dnej podpory a pr\u00edstupu do kni\u017enice.<\/p>\n

    \n
    \n \n <\/path><\/svg> <\/a>\n <\/div>\n <\/div>\n <\/div>\n \n \n <\/div>\n <\/div>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t
    \n\t\t\t\t
    \n\t\t\t\t
    \n\t\t\t\t\t
    \n \n\n
    \n
    \n
    \n \"\" <\/div>\n <\/div>\n
    \n

    \n Odbornos\u0165 spolo\u010dnosti <\/h3>\n \t\t \t

    Sp\u00f4sob, ak\u00fdm Pepax prep\u00e1ja \u013eudsk\u00e9 porozumenie, \u0161trukt\u00faru, komunik\u00e1ciu a praktick\u00e9 rozhodovanie.<\/p>\n

    \n
    \n \n <\/path><\/svg> <\/a>\n <\/div>\n <\/div>\n <\/div>\n \n \n <\/div>\n <\/div>\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
    \n\t\t\t\t\t
    \n\t\t
    \n\t\t\t\t
    \n\t\t\t\t
    \n\t\t\t\t\t
    \u2014 Naj\u010dastej\u0161ie ot\u00e1zky<\/div>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
    \n\t\t\t\t
    \n\t\t\t\t\t

    \u010co je dobr\u00e9 vedie\u0165 pred n\u00e1vrhom programu<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t
    \n\t\t\t\t
    \n\t\t\t\t
    \n\t\t\t\t\t
    \n
    \n\n \n
    \n
    \n \n \n \u010co m\u00f4\u017ee person\u00e1lne poradenstvo konkr\u00e9tne zah\u0155\u0148a\u0165?<\/span>\n\n \n
    \n
    \n \n\t\t\t\t\t\t\t\t\t\t<\/i> <\/div>\n\n
    \n \n\t\t\t\t\t\t\t\t\t\t<\/i> <\/div>\n <\/div>\n\n \n <\/a>\n <\/div>\n\n
    \n\n
    \n

    Pod\u013ea zadania m\u00f4\u017ee zah\u0155\u0148a\u0165 anal\u00fdzu person\u00e1lnej situ\u00e1cie, n\u00e1bor a v\u00fdber, roly a kompetencie, hodnotenie v\u00fdkonu, kari\u00e9rne cesty, odme\u0148ovanie, n\u00e1ro\u010dn\u00e9 person\u00e1lne situ\u00e1cie alebo person\u00e1lnu \u010das\u0165 organiza\u010dnej zmeny. Presn\u00e9 moduly sa dohodn\u00fa pod\u013ea cie\u013ea a rozsahu.<\/p> <\/div>\n\n <\/div>\n\n <\/div>\n\n \n

    \n
    \n \n \n Je slu\u017eba vhodn\u00e1 aj pre firmu bez intern\u00e9ho HR oddelenia?<\/span>\n\n \n
    \n
    \n \n\t\t\t\t\t\t\t\t\t\t<\/i> <\/div>\n\n
    \n \n\t\t\t\t\t\t\t\t\t\t<\/i> <\/div>\n <\/div>\n\n \n <\/a>\n <\/div>\n\n
    \n\n
    \n

    \u00c1no. Slu\u017eba m\u00f4\u017ee pom\u00f4c\u0165 vytvori\u0165 primeran\u00e9 z\u00e1klady HR procesov a rozhodovania. Nenahr\u00e1dza v\u0161ak ka\u017edodenn\u00fa person\u00e1lnu administrat\u00edvu, spracovanie miezd ani intern\u00fa zodpovednos\u0165 vedenia za \u013eud\u00ed.<\/p> <\/div>\n\n <\/div>\n\n <\/div>\n\n \n

    \n
    \n \n \n Ak\u00fd je rozdiel medzi bezplatn\u00fdm rozhovorom a platenou slu\u017ebou?<\/span>\n\n \n
    \n
    \n \n\t\t\t\t\t\t\t\t\t\t<\/i> <\/div>\n\n
    \n \n\t\t\t\t\t\t\t\t\t\t<\/i> <\/div>\n <\/div>\n\n \n <\/a>\n <\/div>\n\n
    \n\n
    \n

    Bezplatn\u00fd rozhovor trv\u00e1 najviac 30 min\u00fat a sl\u00fa\u017ei na z\u00edskanie z\u00e1kladn\u00fdch inform\u00e1ci\u00ed a overenie vhodnosti spolupr\u00e1ce. Nevznik\u00e1 pri \u0148om anal\u00fdza, odpor\u00fa\u010danie, pos\u00fadenie dokumentu ani in\u00fd odborn\u00fd v\u00fdstup.<\/p> <\/div>\n\n <\/div>\n\n <\/div>\n\n \n

    \n
    \n \n \n Ako dlho person\u00e1lne poradenstvo trv\u00e1?<\/span>\n\n \n
    \n
    \n \n\t\t\t\t\t\t\t\t\t\t<\/i> <\/div>\n\n
    \n \n\t\t\t\t\t\t\t\t\t\t<\/i> <\/div>\n <\/div>\n\n \n <\/a>\n <\/div>\n\n
    \n\n
    \n

    Jedna ohrani\u010den\u00e1 ot\u00e1zka m\u00f4\u017ee by\u0165 spracovan\u00e1 v kr\u00e1tkom odbornom bloku. N\u00e1vrh HR procesu, organiza\u010dn\u00e1 t\u00e9ma alebo podpora zmeny m\u00f4\u017ee prebieha\u0165 vo viacer\u00fdch etap\u00e1ch. \u010casov\u00fd r\u00e1mec sa potvrd\u00ed po spresnen\u00ed cie\u013ea, podkladov a po\u017eadovan\u00e9ho v\u00fdstupu.<\/p> <\/div>\n\n <\/div>\n\n <\/div>\n\n \n

    \n
    \n \n \n Ak\u00e9 v\u00fdstupy m\u00f4\u017eeme dosta\u0165?<\/span>\n\n \n
    \n
    \n \n\t\t\t\t\t\t\t\t\t\t<\/i> <\/div>\n\n
    \n \n\t\t\t\t\t\t\t\t\t\t<\/i> <\/div>\n <\/div>\n\n \n <\/a>\n <\/div>\n\n
    \n\n
    \n

    V\u00fdstupom m\u00f4\u017ee by\u0165 mapa situ\u00e1cie a prior\u00edt, n\u00e1vrh procesu, kompeten\u010dn\u00fd r\u00e1mec, syst\u00e9m hodnotenia, kari\u00e9rna cesta, odpor\u00fa\u010danie k person\u00e1lnej situ\u00e1cii, pl\u00e1n zmeny alebo in\u00fd dohodnut\u00fd pracovn\u00fd podklad.<\/p> <\/div>\n\n <\/div>\n\n <\/div>\n\n \n

    \n
    \n \n \n Kedy d\u00e1va zmysel pravideln\u00e1 mesa\u010dn\u00e1 podpora?<\/span>\n\n \n
    \n
    \n \n\t\t\t\t\t\t\t\t\t\t<\/i> <\/div>\n\n
    \n \n\t\t\t\t\t\t\t\t\t\t<\/i> <\/div>\n <\/div>\n\n \n <\/a>\n <\/div>\n\n
    \n\n
    \n

    Najm\u00e4 vtedy, ke\u010f firma zav\u00e1dza nov\u00fd HR r\u00e1mec, rie\u0161i viac s\u00favisiacich t\u00e9m alebo potrebuje pravideln\u00e9 odborn\u00e9 review. Rozsah podpory m\u00e1 dohodnut\u00fa kapacitu, osoby, reak\u010dn\u00fd \u010das a sp\u00f4sob \u010derpania; nejde o neobmedzen\u00fa dostupnos\u0165.<\/p> <\/div>\n\n <\/div>\n\n <\/div>\n\n \n

    \n
    \n \n \n \u010co znamen\u00e1 minim\u00e1lny platen\u00fd rozsah od 290 \u20ac?<\/span>\n\n \n
    \n
    \n \n\t\t\t\t\t\t\t\t\t\t<\/i> <\/div>\n\n
    \n \n\t\t\t\t\t\t\t\t\t\t<\/i> <\/div>\n <\/div>\n\n \n <\/a>\n <\/div>\n\n
    \n\n
    \n

    Najmen\u0161\u00ed odborn\u00fd blok, pri ktorom u\u017e vznik\u00e1 dohodnut\u00e1 pr\u00e1ca alebo v\u00fdstup. \u0160ir\u0161\u00ed program sa nacen\u00ed pod\u013ea rozsahu.<\/p> <\/div>\n\n <\/div>\n\n <\/div>\n\n \n

    \n
    \n \n \n Ako s\u00favis\u00ed mesa\u010dn\u00e1 podpora a kni\u017enica L2\/L3 so slu\u017ebou?<\/span>\n\n \n
    \n
    \n \n\t\t\t\t\t\t\t\t\t\t<\/i> <\/div>\n\n
    \n \n\t\t\t\t\t\t\t\t\t\t<\/i> <\/div>\n <\/div>\n\n \n <\/a>\n <\/div>\n\n
    \n\n
    \n

    Mesa\u010dn\u00e1 podpora pom\u00e1ha program pou\u017e\u00edva\u0165 a zlep\u0161ova\u0165. L2\/L3 prin\u00e1\u0161aj\u00fa podklady na samostatn\u00fa pr\u00e1cu, nie individu\u00e1lnu implement\u00e1ciu.<\/p> <\/div>\n\n <\/div>\n\n <\/div>\n\n <\/div>\n <\/div>\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

    \n\t\t\t\t\t
    \n\t\t\t\t
    \n\t\t\t\t
    \n\t\t\t\t\t

    Za\u010dnime t\u00fdm, \u010do m\u00e1 by\u0165 vo va\u0161ej person\u00e1lnej situ\u00e1cii jasnej\u0161ie<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
    \n\t\t\t\t
    \n\t\t\t\t\t\t\t\t\t

    \u00davodn\u00fd rozhovor trv\u00e1 najviac 30 min\u00fat, je bezplatn\u00fd a sl\u00fa\u017ei na z\u00edskanie z\u00e1kladn\u00fdch inform\u00e1ci\u00ed. Nevznik\u00e1 pri \u0148om odborn\u00fd v\u00fdstup. Po rozhovore bude mo\u017en\u00e9 ur\u010di\u0165, \u010di d\u00e1va zmysel men\u0161\u00ed odborn\u00fd blok, ucelen\u00e1 slu\u017eba alebo pravideln\u00e1 podpora.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t

    \n\t\t\t\t
    \n\t\t\t\t\t\t\t\t\t
    \n\t\t\t\t\t\n\t\t\t\t\t\t\n\t\t\t\t\t\t\t\t\tDohodn\u00fa\u0165 \u00favodn\u00fd rozhovor<\/span>\n\t\t\t\t\t<\/span>\n\t\t\t\t\t<\/a>\n\t\t\t\t<\/div>\n\t\t\t\t\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\t\t<\/div>","protected":false},"excerpt":{"rendered":"

    \u2014 HR, personalistika a organiz\u00e1cia Person\u00e1lne poradenstvo Pom\u00e1hame firm\u00e1m nastavi\u0165 […]<\/p>\n","protected":false},"author":1,"featured_media":17796,"parent":16436,"menu_order":0,"comment_status":"closed","ping_status":"closed","template":"elementor_header_footer","meta":{"pmpro_default_level":"","footnotes":""},"tags":[32,49,47,30,33],"class_list":["post-16464","page","type-page","status-publish","has-post-thumbnail","hentry","tag-hr","tag-nabor","tag-personalistika","tag-pre-firmy","tag-pre-hr","pmpro-has-access"],"_links":{"self":[{"href":"https:\/\/pepax.sk\/en\/wp-json\/wp\/v2\/pages\/16464","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/pepax.sk\/en\/wp-json\/wp\/v2\/pages"}],"about":[{"href":"https:\/\/pepax.sk\/en\/wp-json\/wp\/v2\/types\/page"}],"author":[{"embeddable":true,"href":"https:\/\/pepax.sk\/en\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/pepax.sk\/en\/wp-json\/wp\/v2\/comments?post=16464"}],"version-history":[{"count":22,"href":"https:\/\/pepax.sk\/en\/wp-json\/wp\/v2\/pages\/16464\/revisions"}],"predecessor-version":[{"id":17814,"href":"https:\/\/pepax.sk\/en\/wp-json\/wp\/v2\/pages\/16464\/revisions\/17814"}],"up":[{"embeddable":true,"href":"https:\/\/pepax.sk\/en\/wp-json\/wp\/v2\/pages\/16436"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/pepax.sk\/en\/wp-json\/wp\/v2\/media\/17796"}],"wp:attachment":[{"href":"https:\/\/pepax.sk\/en\/wp-json\/wp\/v2\/media?parent=16464"}],"wp:term":[{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/pepax.sk\/en\/wp-json\/wp\/v2\/tags?post=16464"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}