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