{"id":21487,"date":"2026-07-23T10:53:17","date_gmt":"2026-07-23T08:53:17","guid":{"rendered":"https:\/\/charlieworks.eu\/preco-je-zaclenenie-klucove-pre-udrzanie-zamestnancov\/"},"modified":"2026-07-23T10:55:37","modified_gmt":"2026-07-23T08:55:37","slug":"preco-je-zaclenenie-klucove-pre-udrzanie-zamestnancov","status":"publish","type":"post","link":"https:\/\/charlieworks.eu\/sk\/preco-je-zaclenenie-klucove-pre-udrzanie-zamestnancov\/","title":{"rendered":"Pre\u010do je onboarding rozhoduj\u00faci pre retenciu"},"content":{"rendered":"\n

Na tesnom trhu pr\u00e1ce sa pozornos\u0165 \u010dasto s\u00fastred\u00ed na h\u013eadanie nov\u00fdch zamestnancov. Vo\u013en\u00e9 pracovn\u00e9 miesta musia by\u0165 obsaden\u00e9, pl\u00e1ny musia vych\u00e1dza\u0165 a tlak na existuj\u00face t\u00edmy sa mus\u00ed zn\u00ed\u017ei\u0165. Proces sa v\u0161ak nekon\u010d\u00ed podp\u00edsan\u00edm zmluvy nov\u00fdm zamestnancom. Pr\u00e1ve vtedy za\u010d\u00edna f\u00e1za, ktor\u00e1 je rozhoduj\u00faca pre dlhodob\u00fd \u00faspech: onboarding. <\/p>\n\n

Kvalitn\u00fd onboarding pom\u00e1ha nov\u00fdm zamestnancom r\u00fdchlo sa udom\u00e1cni\u0165 v organiz\u00e1cii. Zais\u0165uje jasnos\u0165, anga\u017eovanos\u0165 a d\u00f4veru. Firmy, ktor\u00e9 investuj\u00fa do onboardingu, \u010dasto vidia, \u017ee zamestnanci zost\u00e1vaj\u00fa dlh\u0161ie, s\u00fa r\u00fdchlej\u0161ie produkt\u00edvni a c\u00edtia v\u00e4\u010d\u0161ie prepojenie so svoj\u00edm zamestn\u00e1vate\u013eom. Preto hr\u00e1 onboarding d\u00f4le\u017eit\u00fa \u00falohu pri retencii. <\/p>\n\n

\u010co je onboarding?<\/strong><\/h2>\n\n

Onboarding je proces, v ktorom sa nov\u00fd zamestnanec zoznamuje s firmou, pracovn\u00fdmi \u00falohami, kolegami a o\u010dak\u00e1vaniami. Mnoh\u00e9 organiz\u00e1cie vn\u00edmaj\u00fa onboarding len ako \u00favod po\u010das prv\u00e9ho pracovn\u00e9ho d\u0148a, no v skuto\u010dnosti tento proces \u010dasto za\u010d\u00edna sk\u00f4r a pokra\u010duje po\u010das prv\u00fdch t\u00fd\u017ed\u0148ov alebo dokonca mesiacov. <\/p>\n\n

\u00daspe\u0161n\u00fd onboarding zabezpe\u010d\u00ed, \u017ee zamestnanci vedia, \u010do sa od nich o\u010dak\u00e1va a na koho sa m\u00f4\u017eu obr\u00e1ti\u0165 s ot\u00e1zkami. Predch\u00e1dza sa t\u00fdm neistote a nov\u00fdm kolegom to pom\u00e1ha r\u00fdchlej\u0161ie si n\u00e1js\u0165 svoje miesto v t\u00edme. <\/p>\n\n

Prv\u00e9 t\u00fd\u017edne rozhoduj\u00fa<\/strong><\/h2>\n\n

Prv\u00e9 t\u00fd\u017edne s\u00fa \u010dasto rozhoduj\u00face pre to, ako zamestnanec vn\u00edma svoju nov\u00fa pr\u00e1cu. V tomto obdob\u00ed si \u010dlovek vytv\u00e1ra obraz o organiz\u00e1cii, pracovnej atmosf\u00e9re a spolupr\u00e1ci s kolegami. Ke\u010f o\u010dak\u00e1vania nezodpovedaj\u00fa realite alebo ke\u010f ch\u00fdba vedenie, r\u00fdchlej\u0161ie vznikaj\u00fa pochybnosti. <\/p>\n\n

\u0160trukt\u00farovan\u00fd onboarding tomu predch\u00e1dza. Poskytnut\u00edm jasn\u00e9ho vysvetlenia pracovn\u00fdch \u00faloh, bezpe\u010dnostn\u00fdch pravidiel, firemn\u00fdch procesov a o\u010dak\u00e1van\u00ed vznik\u00e1 v\u00e4\u010d\u0161ia d\u00f4vera. Nov\u00ed zamestnanci sa v\u010faka tomu c\u00edtia r\u00fdchlej\u0161ie uvo\u013enene a m\u00f4\u017eu sa lep\u0161ie s\u00fastredi\u0165 na svoju pr\u00e1cu. <\/p>\n\n

Pre medzin\u00e1rodn\u00fdch zamestnancov je to \u010dasto e\u0161te d\u00f4le\u017eitej\u0161ie. Nielen\u017ee nastupuj\u00fa k nov\u00e9mu zamestn\u00e1vate\u013eovi, ale niekedy si musia zvyka\u0165 aj na nov\u00fd jazyk, kult\u00faru a prostredie. Spr\u00e1vne vedenie im pom\u00e1ha zvl\u00e1dnu\u0165 tento prechod plynulej\u0161ie. <\/p>\n\n

Anga\u017eovan\u00ed zamestnanci zost\u00e1vaj\u00fa dlh\u0161ie<\/strong><\/h2>\n\n

Retencia nie je len o plate alebo pracovn\u00fdch podmienkach. Zamestnanci sa chc\u00fa c\u00edti\u0165 oce\u0148ovan\u00ed a chc\u00fa by\u0165 s\u00fa\u010das\u0165ou t\u00edmu. <\/p>\n\n

Ke\u010f m\u00e1 niekto od za\u010diatku pozit\u00edvne sk\u00fasenosti, jeho anga\u017eovanos\u0165 rastie r\u00fdchlej\u0161ie. Nov\u00ed zamestnanci sa c\u00edtia v\u00edtan\u00ed, vedia, ak\u00e1 je ich \u00faloha vo firme a rozumej\u00fa tomu, ako m\u00f4\u017eu prispie\u0165 k \u00faspechu organiz\u00e1cie. To zvy\u0161uje \u0161ancu, \u017ee sa bud\u00fa chcie\u0165 so svoj\u00edm zamestn\u00e1vate\u013eom spoji\u0165 na dlh\u0161\u00ed \u010das. <\/p>\n\n

Okrem toho kvalitn\u00fd onboarding zabezpe\u010duje, \u017ee si zamestnanci r\u00fdchlej\u0161ie buduj\u00fa vz\u0165ahy s kolegami. Siln\u00fd pocit spolupatri\u010dnosti k t\u00edmu \u010dasto prispieva k vy\u0161\u0161ej spokojnosti a ni\u017e\u0161ej fluktu\u00e1cii. <\/p>\n\n

Menej fluktu\u00e1cie, viac stability<\/strong><\/h2>\n\n

Fluktu\u00e1cia stoj\u00ed \u010das a peniaze. Ke\u010f zamestnanec od\u00edde kr\u00e1tko po n\u00e1stupe, proces n\u00e1boru mus\u00ed za\u010da\u0165 odznova. Okrem toho sa str\u00e1caj\u00fa vedomosti a vznik\u00e1 mimoriadny tlak na kolegov, ktor\u00ed musia prebra\u0165 pracovn\u00e9 \u00falohy. <\/p>\n\n

Investovan\u00edm do onboardingu m\u00f4\u017eu organiz\u00e1cie tieto rizik\u00e1 zn\u00ed\u017ei\u0165. Zamestnanci, ktor\u00ed maj\u00fa dobr\u00e9 vedenie, maj\u00fa \u010dasto realistickej\u0161iu predstavu o svojej poz\u00edcii a r\u00fdchlej\u0161ie sa c\u00edtia by\u0165 s\u00fa\u010das\u0165ou firmy. V\u010faka tomu kles\u00e1 \u0161anca na pred\u010dasn\u00fd odchod. <\/p>\n\n

Pre organiz\u00e1cie v sektoroch ako logistika, v\u00fdroba a z\u00e1hradn\u00edctvo je to mimoriadne d\u00f4le\u017eit\u00e9. V t\u00fdchto odvetviach je dopyt po person\u00e1le vysok\u00fd a sk\u00fasen\u00ed zamestnanci maj\u00fa ve\u013ek\u00fa hodnotu pre kontinuitu podnikania. <\/p>\n\n

Komunik\u00e1cia zost\u00e1va d\u00f4le\u017eit\u00e1<\/strong><\/h2>\n\n

Kvalitn\u00fd onboarding<\/a> nekon\u010d\u00ed po prvom pracovnom dni. Pr\u00e1ve v nasleduj\u00facich t\u00fd\u017ed\u0148och sa \u010dasto objavuj\u00fa ot\u00e1zky alebo v\u00fdzvy. Preto je pravideln\u00fd kontakt nevyhnutn\u00fd. <\/p>\n\n

Akt\u00edvnym p\u00fdtan\u00edm sa na to, ako sa im dar\u00ed, r\u00fdchlym rie\u0161en\u00edm probl\u00e9mov a poskytovan\u00edm priestoru na sp\u00e4tn\u00fa v\u00e4zbu sa zamestnanci c\u00edtia vypo\u010dut\u00ed. To posil\u0148uje d\u00f4veru v organiz\u00e1ciu a zabra\u0148uje tomu, aby mal\u00e9 probl\u00e9my prer\u00e1stli do d\u00f4vodov na odchod. <\/p>\n\n

Pre medzin\u00e1rodn\u00fdch zamestnancov m\u00f4\u017ee t\u00e1to mimoriadna pozornos\u0165 znamena\u0165 ve\u013ek\u00fd rozdiel. Nie ka\u017ed\u00fd hne\u010f povie, ke\u010f je nie\u010do nejasn\u00e9. Proakt\u00edvnym udr\u017eiavan\u00edm kontaktu zost\u00e1vaj\u00fa zamestnanci lep\u0161ie zapojen\u00ed a podporovan\u00ed. <\/p>\n\n

Ako podporuje Charlie works?<\/strong><\/h2>\n\n

V Charlie works ver\u00edme, \u017ee \u00faspe\u0161n\u00e9 umiestnenia za\u010d\u00ednaj\u00fa siln\u00fdm \u0161tartom. Preto zamestnancov sprev\u00e1dzame nielen po\u010das procesu uch\u00e1dzania sa o pr\u00e1cu, ale aj po\u010das ich prv\u00fdch t\u00fd\u017ed\u0148ov na pracovisku. Zabezpe\u010dujeme jasn\u00fa komunik\u00e1ciu, pom\u00e1hame s praktick\u00fdmi z\u00e1le\u017eitos\u0165ami a zost\u00e1vame k dispoz\u00edcii pre ot\u00e1zky. <\/p>\n\n

Okrem toho spolupracujeme<\/a> s klientmi pri navrhovan\u00ed efekt\u00edvneho onboardingu nov\u00fdch zamestnancov. Vyjasnen\u00edm o\u010dak\u00e1van\u00ed a spr\u00e1vnou organiz\u00e1ciou vedenia pom\u00e1hame organiz\u00e1ci\u00e1m udr\u017ea\u0165 si zamestnancov dlh\u0161ie. <\/p>\n","protected":false},"excerpt":{"rendered":"

Na tesnom trhu pr\u00e1ce sa pozornos\u0165 \u010dasto s\u00fastred\u00ed na h\u013eadanie nov\u00fdch zamestnancov. Vo\u013en\u00e9 pracovn\u00e9 miesta musia by\u0165 obsaden\u00e9, pl\u00e1ny musia vych\u00e1dza\u0165 a tlak na existuj\u00face t\u00edmy sa mus\u00ed zn\u00ed\u017ei\u0165. Proces sa v\u0161ak nekon\u010d\u00ed podp\u00edsan\u00edm zmluvy nov\u00fdm zamestnancom. Pr\u00e1ve vtedy za\u010d\u00edna f\u00e1za, ktor\u00e1 je rozhoduj\u00faca pre dlhodob\u00fd \u00faspech: onboarding. Kvalitn\u00fd onboarding pom\u00e1ha nov\u00fdm zamestnancom r\u00fdchlo sa […]<\/p>\n","protected":false},"author":2,"featured_media":21398,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[9,3069],"tags":[],"class_list":["post-21487","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-uncategorized-sk","category-voor-opdrachtgevers"],"acf":[],"_links":{"self":[{"href":"https:\/\/charlieworks.eu\/sk\/wp-json\/wp\/v2\/posts\/21487","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/charlieworks.eu\/sk\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/charlieworks.eu\/sk\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/charlieworks.eu\/sk\/wp-json\/wp\/v2\/users\/2"}],"replies":[{"embeddable":true,"href":"https:\/\/charlieworks.eu\/sk\/wp-json\/wp\/v2\/comments?post=21487"}],"version-history":[{"count":1,"href":"https:\/\/charlieworks.eu\/sk\/wp-json\/wp\/v2\/posts\/21487\/revisions"}],"predecessor-version":[{"id":21488,"href":"https:\/\/charlieworks.eu\/sk\/wp-json\/wp\/v2\/posts\/21487\/revisions\/21488"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/charlieworks.eu\/sk\/wp-json\/wp\/v2\/media\/21398"}],"wp:attachment":[{"href":"https:\/\/charlieworks.eu\/sk\/wp-json\/wp\/v2\/media?parent=21487"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/charlieworks.eu\/sk\/wp-json\/wp\/v2\/categories?post=21487"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/charlieworks.eu\/sk\/wp-json\/wp\/v2\/tags?post=21487"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}