Introduction by Petr Otáhal
HR
You Cannot Do
Without Perfect HR!
The dominant feature of human resource work for decades has
been mainly the issue of labor relations, negotiations with trade
unions, health and safety and mandatory employee training.
In recent years, we have seen every day how HR is becoming
a highly multifunctional field, which includes, in addition to the
usual personnel agenda, knowledge and skills in the field of
marketing, social networks, presentation, communication and
innovation.
a ví, že to je cesta na velmi dlouhou trať.
V oblasti motivace a benefitů vsadili také
na jiné než tradiční hmotné benefity. Ví,
že významným přínosem ke stabilitě zaměstnanců a snížení fluktuace jsou zejména sociální benefity: korektní komunikace
s nadřízenými, rovné pracovní podmínky,
work-life balance atd.
A také umí plánovat svůj čas. Poznáte to
podle toho, že mají ve svém diáři prostor
pro vlastní vzdělávání a růst. A právě proto
funguje v našem regionu na dobrovolné
bázi klub personalistů, kde mají všichni HR
manažeři možnost získávat nové informace, sdílet poznatky ze své praxe, podílet se
na tvorbě pracovněprávních předpisů pro
budoucnost, nezůstávat pozadu a podporovat žádoucí změny v oboru. Být personalistou ve 21. století v našem kraji je výzva!
In addition, the role of human resources
manager and its development in the
hierarchy of an organization has been
declining in recent years. HR employees
used to be part of the organization‘s top
management; working with their own
employees was a key to success. From the
position of a TOP manager, they could
influence the organization‘s behavior
towards employees and the general public,
which is often sensitive to the employer’s
‘brand’, especially in the field of labor
relations and recruitment. There are
several reasons for the decline of HR from
the highest positions. For some, it is the
exhaustion from never-ending work, while
for others it is not convenient to take the
risk of important decisions.
corporate academies of growth, motivate
senior employees to share their experience
with juniors. They have programmes ready
for apprentices and students and they
know that it is a long journey. In the area
of motivation and benefits, they also bet
on nontraditional material benefits. They
know that a significant contribution to
the stability of employees and turnover
reduction include social benefits: clear
communication with superiors, equal
working conditions, a healthy work-life
balance, etc.
Nevertheless, there are dozens of great
HR departments in our region who
belong to another group—a group of TOP
managers who influence personal events
in organizations and thus influence broad
social interactions—at home, in society and
throughout the region. And what are these
HR people working on?
They also have good organizational skills.
You will know this by the fact that they
have space in their diary for their own
education and growth. And that is why
a club of human resources operates in our
region on a voluntary basis, where all HR
employees have the opportunity to obtain
new information, share knowledge from
their practice, participate in the creation of
labor legislation for the future, not stagnate
and support desirable changes in the field.
Being a human resources specialist in the
21st century in our region is a challenge!
They work mainly on excellent labor and
legal relations and, together with us, they
strive for digitization to enter HR legal
relations, which will save everyone time and
paper. They do not hire many employees
because they know that quality people
are already employed or dismantled.
They work with internal talent, support
Mgr. Petr Otáhal, LL.M., MBA
předseda Klubu personalistů Moravy a Slezska
a prezident Svazu personalistů České republiky
POSITIV 3/2021 ǀ 97