{"id":889,"date":"2018-11-14T08:26:21","date_gmt":"2018-11-14T07:26:21","guid":{"rendered":"http:\/\/soch.cz\/blog\/?p=889"},"modified":"2019-01-22T09:21:30","modified_gmt":"2019-01-22T08:21:30","slug":"agile-hr-jak-hodnotite-zamestnance","status":"publish","type":"post","link":"https:\/\/soch.cz\/blog\/management\/agile\/agile-hr-jak-hodnotite-zamestnance\/","title":{"rendered":"Agile HR: Jak hodnot\u00edte zam\u011bstnance?"},"content":{"rendered":"

A jako pokra\u010dov\u00e1n\u00ed Agile HR s\u00e9rie se poj\u010fme pod\u00edvat na hodnocen\u00ed zam\u011bstnanc\u016f, takzvan\u00e1 performace reviews. V\u00a0klasick\u00fdch organizac\u00edch, kdy manage\u0159i ur\u010dovali, co zam\u011bstnanci d\u011blaj\u00ed, to bylo snadn\u00e9: Zad\u00e1m \u00fakol, zkontroluji \u00fakol. Nav\u00edc vzhledem k\u00a0tomu, \u017ee sv\u011bt se zase a\u017e tolik nem\u011bnil, sta\u010dilo pln\u011bn\u00ed \u00fakol\u016f vyhodnocovat ro\u010dn\u011b. Z\u00a0tohoto sv\u011bta vych\u00e1z\u00ed klasick\u00e1 KPIs a ro\u010dn\u00ed bonusy. V\u00a0agiln\u00ed organizaci je ale vymyslet smyslupln\u00e9 ro\u010dn\u00ed KPIs docela o\u0159\u00ed\u0161ek, proto\u017ee v\u011bt\u0161ina z\u00a0takto definovan\u00fdch c\u00edl\u016f se v\u00a0pr\u016fb\u011bhu roku n\u011bkolikr\u00e1t zm\u011bn\u00ed. Druh\u00fdm probl\u00e9mem je men\u0161\u00ed fokus na jednotlivce ve prosp\u011bch t\u00fdmu. To je druh\u00e1 oblast, ve kter\u00e9 klasick\u00e1 performance reviews selh\u00e1vaj\u00ed.<\/p>\n

\"measures\"<\/a><\/p>\n

Tak\u017ee co s\u00a0t\u00edm? Prvn\u00ed, obvykle pom\u011brn\u011b snadn\u00e1 zm\u011bna, je postavit c\u00edle pro t\u00fdmy, nikoli jednotlivce a t\u00edm je sm\u011b\u0159ovat jako celek. T\u00fdm u\u017e se o sv\u00e9 \u010dleny postar\u00e1 s\u00e1m. Ostatn\u011b ne nadarmo jsme investovali spoustu energie z\u00a0nich ud\u011blat agiln\u00ed t\u00fdm, kde si jednotliv\u00ed \u010dlenov\u00e9 v\u011b\u0159\u00ed, jsou otev\u0159en\u00ed, p\u0159eb\u00edraj\u00ed zodpov\u011bdnost, kter\u00fd je jedn\u00edm slovem self-organized. Scrum na formov\u00e1n\u00ed takov\u00e9ho t\u00fdmu m\u00e1 speci\u00e1ln\u00ed roli ScrumMastera. Tak\u017ee na tom nen\u00ed nic slo\u017eit\u00e9ho, sta\u010d\u00ed d\u011blat pravideln\u00e9 retrospektivy a pro oko\u0159en\u011bn\u00ed m\u016f\u017eete pou\u017e\u00edt n\u011bkter\u00e9 praktiky Management 3.0 nap\u0159\u00edklad Kudo cards. Feedback od koleg\u016f, kte\u0159\u00ed s\u00a0v\u00e1mi pracuj\u00ed je daleko efektivn\u011bj\u0161\u00ed ne\u017e feedback od managera, co toho o va\u0161em fungov\u00e1n\u00ed zas tak moc nev\u00ed.<\/p>\n

Jedna z\u00a0obl\u00edben\u00fdch agiln\u00edch praktik hodnocen\u00ed v\u00a0r\u00e1mci t\u00fdmu je zalo\u017een\u00e1 na na\u0161em vztahu k\u00a0pen\u011bz\u016fm. Dejte ka\u017ed\u00e9mu ur\u010ditou sumu s\u00a0t\u00edm, \u017ee ji m\u016f\u017eou jakkoli rozd\u011blit \u010dlen\u016fm t\u00fdmu, ale nesm\u00ed si ji nechat. T\u00fdm z\u00edsk\u00e1 okam\u017eitou zp\u011btnou vazbu o tom, jak si koho jednotliv\u00ed \u010dlenov\u00e9 v\u00e1\u017e\u00ed, a koho p\u0159\u00ednos naopak nevid\u00ed. Nedostat nic je ostr\u00e1 zp\u011btn\u00e1 vazba, a tak tuto praktiku pou\u017e\u00edvejte a\u017e v\u00a0t\u00fdmech, o kter\u00fdch si mysl\u00edte, \u017ee jsou v\u00a0performingu. Kdy\u017e ji pou\u017eijete na t\u00fdm ve Formingu, nebo Stormingu, obvykle se nesta\u010d\u00edte divit a v\u00fdsledek se bl\u00ed\u017e\u00ed katastrof\u011b \ud83d\ude42<\/p>\n","protected":false},"excerpt":{"rendered":"

A jako pokra\u010dov\u00e1n\u00ed Agile HR s\u00e9rie se poj\u010fme pod\u00edvat na hodnocen\u00ed zam\u011bstnanc\u016f, takzvan\u00e1 performace reviews. V\u00a0klasick\u00fdch organizac\u00edch, kdy manage\u0159i ur\u010dovali, co zam\u011bstnanci d\u011blaj\u00ed, to bylo snadn\u00e9: Zad\u00e1m \u00fakol, zkontroluji \u00fakol. Nav\u00edc vzhledem k\u00a0tomu, \u017ee sv\u011bt se zase a\u017e tolik nem\u011bnil, sta\u010dilo pln\u011bn\u00ed \u00fakol\u016f vyhodnocovat ro\u010dn\u011b. Z\u00a0tohoto sv\u011bta vych\u00e1z\u00ed klasick\u00e1 KPIs a ro\u010dn\u00ed bonusy. V\u00a0agiln\u00ed organizaci … Continue reading “Agile HR: Jak hodnot\u00edte zam\u011bstnance?”<\/span><\/a><\/p>\n","protected":false},"author":1,"featured_media":0,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":[],"categories":[6],"tags":[272,230,234,188,137,233,10],"aioseo_notices":[],"_links":{"self":[{"href":"https:\/\/soch.cz\/blog\/wp-json\/wp\/v2\/posts\/889"}],"collection":[{"href":"https:\/\/soch.cz\/blog\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/soch.cz\/blog\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/soch.cz\/blog\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/soch.cz\/blog\/wp-json\/wp\/v2\/comments?post=889"}],"version-history":[{"count":0,"href":"https:\/\/soch.cz\/blog\/wp-json\/wp\/v2\/posts\/889\/revisions"}],"wp:attachment":[{"href":"https:\/\/soch.cz\/blog\/wp-json\/wp\/v2\/media?parent=889"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/soch.cz\/blog\/wp-json\/wp\/v2\/categories?post=889"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/soch.cz\/blog\/wp-json\/wp\/v2\/tags?post=889"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}