{"id":3367,"date":"2023-12-13T13:30:33","date_gmt":"2023-12-13T13:30:33","guid":{"rendered":"https:\/\/wp.xperiencehr.com\/feedback-employee-performance-review-evaluations\/"},"modified":"2024-08-15T15:36:09","modified_gmt":"2024-08-15T15:36:09","slug":"rocne-hodnotenia-zamestnancov-feedback","status":"publish","type":"post","link":"https:\/\/www.xperiencehr.com\/sk\/rocne-hodnotenia-zamestnancov-feedback\/","title":{"rendered":"Koncoro\u010dn\u00fd hodnotiaci pohovor so zamestnancami: Kde n\u00e1js\u0165 hodnotn\u00e9 d\u00e1ta?"},"content":{"rendered":"\t\t
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HR mana\u017e\u00e9ri zohr\u00e1vaj\u00fa k\u013e\u00fa\u010dov\u00fa \u00falohu po\u010das koncoro\u010dn\u00fdch osobn\u00fdch hodnoten\u00ed zamestnancov. Predstavte si, \u017ee ste zamestnanec. Na hodnotiaci pohovor prich\u00e1dzate pln\u00fd o\u010dak\u00e1van\u00ed, te\u0161\u00edte sa na kon\u0161trukt\u00edvnu sp\u00e4tn\u00fa v\u00e4zbu a otvorenie nov\u00fdch pr\u00edle\u017eitosti pre v\u00e1\u0161 kari\u00e9rny rast. Rovnako si predstavte, \u017ee ste HR mana\u017e\u00e9r, prich\u00e1dzate na to ist\u00e9 stretnutie. Ste vyzbrojen\u00fd konkr\u00e9tnymi HR d\u00e1tami a faktami, ktor\u00e9 zh\u0155\u0148aj\u00fa \u00faspechy va\u0161ich zamestnancov ako aj n\u00e1vrhy na zlep\u0161enie. Pre dosiahnutie tohto cie\u013ea potrebuj\u00fa obe strany HR d\u00e1ta.<\/p>

Po\u010fme sa najprv pozrie\u0165 na tri be\u017en\u00e9 prek\u00e1\u017eky<\/strong> pri koncoro\u010dn\u00fdch hodnoteniach, s ktor\u00fdmi bojuj\u00fa ako men\u0161ie firmy, tak aj ve\u013ek\u00e9 korpor\u00e1cie.<\/p>\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t

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Prek\u00e1\u017eka \u010d. 1: Chaotick\u00e9 a nedostato\u010dn\u00e9 d\u00e1ta<\/h2>
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Jednou z be\u017en\u00fdch prek\u00e1\u017eok pri organiz\u00e1cii efekt\u00edvnych\u00a0 hodnoten\u00ed zamestnancov je nedostato\u010dn\u00e1 dostupnos\u0165 a organizovanos\u0165 HR d\u00e1t. Mnoh\u00e9 spolo\u010dnosti \u010delia tejto v\u00fdzve, preto\u017ee HR d\u00e1ta s\u00fa ne\u00fapln\u00e9, roztr\u00fasen\u00e9 alebo chaotick\u00e9. Ch\u00fdbaj\u00fa tak presn\u00e9 podklady a poznatky o pracovn\u00fdch v\u00fdsledkoch. Z\u00e1stancom sa nedost\u00e1va kvalitn\u00e1 sp\u00e4tn\u00e1 v\u00e4zba. To spoma\u013euje ich kari\u00e9rny rast a rozvoj.<\/p>\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t

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Prek\u00e1\u017eka \u010d. 2: \u00c9ra pr\u00e1ce z domu<\/h2>
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Rok 2020 v\u00fdrazne otvoril cestu pr\u00e1ci na dia\u013eku a pr\u00e1ci z domu a t\u00e1to zmena z\u00e1sadne ovplyvnila mo\u017enos\u0165 osobnej interakcie s kolegami, a t\u00fdm aj sp\u00f4sob zberu ur\u010dit\u00fdch d\u00e1t. Zatia\u013e \u010do pr\u00e1ca z domu pon\u00faka hne\u010f nieko\u013eko v\u00fdnimo\u010dn\u00fdch pozit\u00edv, vzala pr\u00edle\u017eitosti na nepl\u00e1novan\u00e9 rozhovory v spolo\u010dn\u00fdch priestoroch a neform\u00e1lne rozhovory pri k\u00e1vovare. Tieto osobn\u00e9 interakcie umo\u017e\u0148ovali mana\u017e\u00e9rom r\u00fdchlo reagova\u0165 na odpozorovan\u00e9 potreby, ktor\u00e9 sa daj\u00fa vy\u010d\u00edta\u0165 z neverb\u00e1lnych sign\u00e1lov ako je re\u010d tela a v\u00fdraz tv\u00e1re. Nezab\u00fadajme na jednu \u0161pecifick\u00fa skupinu – mil\u00e9ni\u00e1lov, ktor\u00ed maj\u00fa potrebu \u010dastej a okam\u017eitej sp\u00e4tnej v\u00e4zby. Sp\u013a\u0148a\u0165 t\u00fato potrebu v tomto kontexte sa stalo komplexnej\u0161ou \u00falohou, ktor\u00e1 si vy\u017eaduje \u0161ikovn\u00e9 HR n\u00e1stroje.<\/p>\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t

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Prek\u00e1\u017eka \u010d. 3: Podvedom\u00e9 predsudky<\/h2>
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Ka\u017ed\u00fd z n\u00e1s nos\u00ed v sebe podvedom\u00e9 predsudky alebo zaujatos\u0165, a mana\u017e\u00e9ri nie s\u00fa v\u00fdnimkou. To, \u010do v\u0161ak profesion\u00e1lnych mana\u017e\u00e9rov odli\u0161uje, je ich schopnos\u0165 rozpozna\u0165 a vyrie\u0161i\u0165 svoje vlastn\u00e9 predsudky, najm\u00e4 v s\u00favislosti s jednotliv\u00fdmi zamestnancami. Ak sa neidentifikuj\u00fa a neodstr\u00e1nia, m\u00f4\u017eu nechcene ovplyvni\u0165 sp\u00f4sob a v\u00fdsledky ohodnocovania zamestnancov.<\/p>

Dilemy sp\u00f4soben\u00e9 predsudkami sa do ur\u010ditej miery daj\u00fa \u00faspe\u0161ne eliminova\u0165, a to pomocou spo\u013eahliv\u00fdch HR<\/strong> d\u00e1t. Ke\u010f maj\u00fa mana\u017e\u00e9ri robustn\u00fd n\u00e1stroj, ktor\u00fd obsahuje zostavy podstatn\u00fdch d\u00e1t, priestor pre predsudky sa v\u00fdrazne zmen\u0161uje. V praxi to pre zamestnancov znamen\u00e1 objekt\u00edvnej\u0161iu a realistickej\u0161iu sp\u00e4tn\u00fa v\u00e4zbu vr\u00e1tane pochvaly a n\u00e1vrhov na zlep\u0161enie.<\/p>

Angela Kambouris to zd\u00f4raznila v jednom z jej \u010dl\u00e1nkov takto: “V\u00fdskum uk\u00e1zal, \u017ee jedna z najn\u00e1ro\u010dnej\u0161\u00edch a najviac stresuj\u00facich interakci\u00ed so zamestnancami je pre mana\u017e\u00e9rov poskytnutie negat\u00edvnej sp\u00e4tnej v\u00e4zby.” Pravideln\u00fd zber a \u00faschova d\u00e1t o splnen\u00fdch a nesplnen\u00fdch pracovn\u00fdch \u00faloh\u00e1ch m\u00f4\u017ee tento probl\u00e9m zmierni\u0165, a poskytn\u00fa\u0165 pevn\u00fd z\u00e1klad pre kon\u0161trukt\u00edvnu sp\u00e4tn\u00fa v\u00e4zbu a efekt\u00edvnej\u0161ie pl\u00e1ny na rozvoj zamestnancov.<\/p>\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t

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Integrovan\u00fd HR n\u00e1stroj <\/h3>
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HR t\u00edmy a mana\u017e\u00e9ri, ktor\u00ed pou\u017e\u00edvaj\u00fa aplik\u00e1ciu XperienceHR, maj\u00fa \u0161trukt\u00farovan\u00e9 HR d\u00e1ta integrovan\u00e9 v module Mesa\u010dn\u00e1 sp\u00e4tn\u00e1 v\u00e4zba. Na rozdiel od tradi\u010dn\u00fdch hodnoten\u00ed zalo\u017een\u00fdch na KPIs, ktor\u00e9 \u010dasto vy\u017eaduj\u00fa zd\u013ahav\u00e9 vysvetlenia r\u00f4znych ukazovate\u013eov, tento modul pon\u00faka komplexn\u00fa zbierku \u00fadajov, ktor\u00e1 pokr\u00fdva cel\u00fd pracovn\u00fd rok<\/strong>. Zah\u0155\u0148a r\u00f4zne aspekty pr\u00e1ce, vr\u00e1tane preh\u013eadu v\u00fdsledkov na projektoch pod\u013ea odpracovan\u00fdch hod\u00edn. Modul Sp\u00e4tn\u00e1 v\u00e4zba umo\u017e\u0148uje zaznamen\u00e1va\u0165 oblasti ako dynamika t\u00edmovej spolupr\u00e1ce, interperson\u00e1lne zru\u010dnosti, \u00faspechy aj zlyhania, a poskytuje holistick\u00fd poh\u013ead na celkov\u00fa pr\u00e1cu zamestnanca.<\/p>\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t

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Zjednodu\u0161enie procesu hodnotenia zamestnanca <\/h3>
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Funkcia Mesa\u010dn\u00e1 sp\u00e4tn\u00e1 v\u00e4zba<\/a> v aplik\u00e1cii XperienceHR sa\u00a0 bezprobl\u00e9movo integrujes mesa\u010dn\u00fdch v\u00fdkazom pr\u00e1ce<\/strong>, \u010d\u00edm sa st\u00e1va neoddelite\u013enou s\u00fa\u010das\u0165ou u\u017e existuj\u00faceho schva\u013eovacieho procesu. Jej sila spo\u010d\u00edva v jednoduchosti, a v obojsmernom toku sp\u00e4tn\u00fdch v\u00e4zieb (smerom k zamestnancovi a smerom k nadriaden\u00e9mu).<\/p>

Pre zamestnancov<\/strong> je tu u\u017e\u00edvate\u013esk\u00e9 pole Pozn\u00e1mky, kde m\u00f4\u017eu nap\u00edsa\u0165 svoje ka\u017edomesa\u010dn\u00e9 \u00faspechy. V\u010faka tak\u00fdmto z\u00e1znamom zamestnanec vid\u00ed ako prispel k firemn\u00fdm cie\u013eom a tvor\u00ed sa tak pozit\u00edvna em\u00f3cia \u00faspechu a seba uznania.<\/p>

Na druhej strane zamestn\u00e1vatelia<\/strong> maj\u00fa svoje vlastn\u00e9 pole Pozn\u00e1mky, kde m\u00f4\u017eu poskytn\u00fa\u0165 mesa\u010dn\u00fa sp\u00e4tn\u00fa v\u00e4zbu. Zamestnanci tak pravidelne vidia, \u017ee si nadriaden\u00ed v\u0161\u00edmaj\u00fa ich v\u00fdsledky, d\u00e1vaj\u00fa im n\u00e1vrhy na zlep\u0161enie a oslavuj\u00fa spolo\u010dn\u00e9 \u00faspechy. Pravideln\u00e1 pochvala a kon\u0161trukt\u00edvna kritika s\u00fa d\u00f4le\u017eit\u00e9 pre firemn\u00fa kult\u00faru a otvoren\u00fa spolupr\u00e1cu. Okrem toho tu je aj S\u00fakromn\u00e9 pole, kde si zamestn\u00e1vatelia m\u00f4\u017eu pozna\u010di\u0165 body, ktor\u00e9 chc\u00fa prejs\u0165 na ro\u010dn\u00fdch hodnotiacich stretnutiach. D\u00f4le\u017eit\u00e9 t\u00e9my s\u00fa tak podchyten\u00e9 a nestratia sa v pr\u00fade pracovn\u00e9ho \u010dasu. P\u00e4\u0165 v\u00fdsti\u017en\u00fdch emotikonov<\/strong> je pr\u00eddavok, ktor\u00fd sl\u00fa\u017ei pre r\u00fdchlu neverb\u00e1lnu sp\u00e4tn\u00fa v\u00e4zbu. Je to vizu\u00e1lny sp\u00f4sob zhodnotenia, ako pr\u00e1ca zamestnanca ovplyvnila celkov\u00fa pracovn\u00fa atmosf\u00e9ru.<\/p>

Mesa\u010dn\u00e1 sp\u00e4tn\u00e1 v\u00e4zba oproti ro\u010dn\u00e9mu osobn\u00e9mu ohodnoteniu m\u00e1 v\u00fdhodu v tom, \u017ee pon\u00faka pravideln\u00fd a konkr\u00e9tnej\u0161\u00ed z\u00e1\u017eitok. Pre e\u0161te lep\u0161\u00ed preh\u013ead o projektoch, XperienceHR pon\u00faka aj Projektov\u00e9 v\u00fdkazy pr\u00e1ce, kde s\u00fa zaznamenan\u00e9 presn\u00e9 \u00fadaje o hodin\u00e1ch na projektoch pod\u013ea klientov, \u00faloh a aktiv\u00edt. S t\u00fdmto typom HR d\u00e1t m\u00f4\u017eu aj nov\u00ed ved\u00faci a mana\u017e\u00e9ri prinies\u0165 kvalitn\u00e9 koncoro\u010dn\u00e9 hodnotenia t\u00edmov.<\/p>\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t

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\u010cas pre lep\u0161\u00ed syst\u00e9m hodnotenia zamestnancov?<\/h3>
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Koniec roka je zvy\u010dajne \u010das prehodnocovania zau\u017e\u00edvan\u00fdch n\u00e1strojov a procesov. Je teraz aj pre v\u00e1s ten spr\u00e1vny \u010das pre zhodnotenie HR aplik\u00e1ci\u00ed a n\u00e1strojov? Mo\u017eno po\u010das tohto obdobia zist\u00edte, \u017ee v\u00e1m ch\u00fdba spo\u013eahliv\u00fd syst\u00e9m alebo, \u017ee existuj\u00faca aplik\u00e1cia pre poskytovanie sp\u00e4tnej v\u00e4zby m\u00e1 ur\u010dit\u00e9 nedostatky.<\/p>

Softv\u00e9r XperienceHR pon\u00faka pr\u00edle\u017eitos\u0165 pre presk\u00famanie a zlep\u0161enie procesov sp\u00e4tnej v\u00e4zby zamestnancom s cie\u013eom zabezpe\u010di\u0165, aby boli v\u0161etci ch\u00e1pan\u00ed a motivovan\u00ed<\/strong>. Poz\u00fdvame v\u00e1s, aby ste vyu\u017eili v\u00fdhody n\u00e1\u0161ho bezplatn\u00e9ho demo \u00fa\u010dtu, kde m\u00f4\u017eete presk\u00fama\u0165 potenci\u00e1l vyu\u017eitia aplik\u00e1cie XperienceHR vo va\u0161om pracovnom prostred\u00ed.<\/p>\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t

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HR mana\u017e\u00e9ri zohr\u00e1vaj\u00fa k\u013e\u00fa\u010dov\u00fa \u00falohu po\u010das koncoro\u010dn\u00fdch osobn\u00fdch hodnoten\u00ed zamestnancov. Predstavte si, \u017ee ste zamestnanec. Na hodnotiaci pohovor prich\u00e1dzate pln\u00fd o\u010dak\u00e1van\u00ed, te\u0161\u00edte sa na kon\u0161trukt\u00edvnu sp\u00e4tn\u00fa v\u00e4zbu a otvorenie nov\u00fdch pr\u00edle\u017eitosti pre v\u00e1\u0161 kari\u00e9rny rast. Rovnako si predstavte, \u017ee ste HR mana\u017e\u00e9r, prich\u00e1dzate na to ist\u00e9 stretnutie. Ste vyzbrojen\u00fd konkr\u00e9tnymi HR d\u00e1tami a faktami, ktor\u00e9 […]<\/p>\n","protected":false},"author":1,"featured_media":3324,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[38,37],"tags":[],"class_list":["post-3367","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-funkcie-softveru","category-hr-trendy"],"_links":{"self":[{"href":"https:\/\/www.xperiencehr.com\/sk\/wp-json\/wp\/v2\/posts\/3367","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.xperiencehr.com\/sk\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.xperiencehr.com\/sk\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/www.xperiencehr.com\/sk\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/www.xperiencehr.com\/sk\/wp-json\/wp\/v2\/comments?post=3367"}],"version-history":[{"count":4,"href":"https:\/\/www.xperiencehr.com\/sk\/wp-json\/wp\/v2\/posts\/3367\/revisions"}],"predecessor-version":[{"id":3558,"href":"https:\/\/www.xperiencehr.com\/sk\/wp-json\/wp\/v2\/posts\/3367\/revisions\/3558"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/www.xperiencehr.com\/sk\/wp-json\/wp\/v2\/media\/3324"}],"wp:attachment":[{"href":"https:\/\/www.xperiencehr.com\/sk\/wp-json\/wp\/v2\/media?parent=3367"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.xperiencehr.com\/sk\/wp-json\/wp\/v2\/categories?post=3367"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.xperiencehr.com\/sk\/wp-json\/wp\/v2\/tags?post=3367"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}