{"id":921,"date":"2019-01-02T12:39:21","date_gmt":"2019-01-02T11:39:21","guid":{"rendered":"http:\/\/soch.cz\/blog\/?p=921"},"modified":"2019-01-21T21:36:32","modified_gmt":"2019-01-21T20:36:32","slug":"agile-hr-uvaha-o-platech-a-pozicich","status":"publish","type":"post","link":"https:\/\/soch.cz\/blog\/management\/agile\/agile-hr-uvaha-o-platech-a-pozicich\/","title":{"rendered":"Agile HR: \u00davaha o platech a pozic\u00edch"},"content":{"rendered":"

Abych odpov\u011bd\u011bla na jeden dotaz, co p\u0159i\u0161el z\u00a0LinkedIn v\u00a0n\u00e1vaznosti na p\u0159edchoz\u00ed \u010dl\u00e1nek. Platy a pozice spolu ve firm\u011b postaven\u00e9 na cross-t\u00fdmov\u00e9 spolupr\u00e1ci nemaj\u00ed nic spole\u010dn\u00e9ho.<\/p>\n

Pozice obecn\u011b nejsou pot\u0159eba, proto\u017ee v\u0161ichni jsou sou\u010d\u00e1st\u00ed n\u011bjak\u00e9ho t\u00fdmu, jak jde \u010das, t\u00fdmy se v z\u00e1vislosti na iniciativ\u00e1ch a priorit\u00e1ch m\u011bn\u00ed, a leaderem iniciativy se dynamicky st\u00e1v\u00e1 ten, kdo se pro danou iniciativu nejv\u00edce hod\u00ed. Proto nemluv\u00edme o managementu, kter\u00fd je v\u011bt\u0161inou dan\u00fd fixn\u011b pozic\u00ed, ale leadershipu, kter\u00fd je o p\u0159\u00edstupu.\u00a0Leaderem m\u016f\u017ee b\u00fdt ka\u017ed\u00fd. Je to jen na v\u00e1s a tom, jestli do toho chcete d\u00e1t nad\u0161en\u00ed, energii a zodpov\u011bdnost.<\/p>\n

Obecn\u011b nutnou podm\u00ednkou, aby v\u00e1m to fungovalo, je porozum\u011bn\u00ed a existence n\u011bjak\u00e9ho vy\u0161\u0161\u00edho smyslu existence firmy (tzv. evolutionary purpose), abychom v\u011bd\u011bli, kam sm\u011b\u0159ujeme a kter\u00e9 iniciativy vizi firmy podporuj\u00ed\u00a0a transparentn\u00ed kultura zalo\u017een\u00e1 na spolupr\u00e1ci a samoorganizaci.<\/p>\n

Platy pak odpov\u00eddaj\u00ed v\u00edce v\u00fdsledk\u016fm ne\u017e z\u00e1sluh\u00e1m z minul\u00fdch let, \u010di odsezen\u00e9 pozici. Jen tak pro zaj\u00edmavost, v USA se te\u010f za\u010d\u00edn\u00e1 m\u011bnit struktura plat\u016f. Kdy\u017e d\u011bl\u00e1te stejnou pr\u00e1ci – t\u0159eba pracujete ve stejn\u00e9m t\u00fdmu – m\u00e1te m\u00edt stejn\u00fd plat, bez ohledu na v\u011bk… Samoz\u0159ejm\u011b, kdy\u017e dok\u00e1\u017eete transparentn\u011b obh\u00e1jit, \u017ee v\u00e1\u0161 p\u0159\u00ednos je v\u011bt\u0161\u00ed ne\u017e ostatn\u00edch, tak nikdo v\u011bt\u0161\u00ed plat rozporovat nebude. Je to takov\u00e1 men\u0161\u00ed revoluce :),\u00a0kter\u00e1 nem\u00e1 s Agilem nic spole\u010dn\u00e9ho, ale sna\u017e\u00ed se zamezit ni\u017e\u0161\u00edmu ohodnocovan\u00ed \u017een. Ale filosoficky to d\u00e1v\u00e1 v\u00a0agiln\u00edm sv\u011bt\u011b smysl. V rychle m\u011bn\u00edc\u00edm se sv\u011bt\u011b se bu\u010f udr\u017e\u00edte ment\u00e1ln\u011b na \u0161pi\u010dce, a pak nikdo vy\u0161\u0161\u00ed plat nerozporuje, anebo v\u00e1s ti, co pr\u00e1v\u011b vy\u0161li ze \u0161koly str\u010d\u00ed do ruk\u00e1vu, a pak nen\u00ed k vy\u0161\u0161\u00edmu platu \u017e\u00e1dn\u00fd d\u016fvod.<\/p>\n

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

Chce to jistou sebed\u016fv\u011bru. Spousta zam\u011bstnanc\u016f si zvykla na sv\u00e1 tepl\u00e1 m\u00edsta, kde vlastn\u011b nemus\u00ed moc nic d\u011blat ani nikomu nic dokazovat a plat b\u011b\u017e\u00ed a pozice se automaticky co dva t\u0159i roky zvedne a s\u00a0n\u00ed dal\u0161\u00ed plat. Zkuste si chv\u00edli p\u0159edstavit, \u017ee zam\u011bstnanci nejste a ka\u017ed\u00fd den mus\u00edte obh\u00e1jit to, \u017ee va\u0161e pr\u00e1ce p\u0159in\u00e1\u0161\u00ed firm\u011b hodnotu. A\u0165 u\u017e business hodnotu, investice do lid\u00ed okolo v\u00e1s, nebo p\u0159\u00edmo pen\u00edze.<\/p>\n

Jak za\u010d\u00edt? M\u00e1te dv\u011b mo\u017enosti. Prvn\u00ed: p\u016fjdete tvrdou cestou \u2013 v\u0161em nab\u00eddnete dv\u011b mo\u017enosti. Z\u016fstanu ve firm\u011b, proto\u017ee v\u011b\u0159\u00edm, \u017ee to m\u00e1 smysl, mysl\u00edm, \u017ee m\u011b to bude m\u011b to bavit, a \u017ee m\u00e1m znalosti a zku\u0161enosti, kter\u00e9 firma pot\u0159ebuje (k tomu je t\u0159eba m\u00edt siln\u00fd smysl a vizi organizace \u2013 tzv. evolutionary purpose) a v\u011b\u0159\u00edm, \u017ee m\u011b za to firma f\u00e9rov\u011b ohodnot\u00ed. To je typick\u00fd startup mindset. Anebo vezmu bal\u00ed\u010dek x plat\u016f a p\u016fjdu jinam.<\/p>\n

Druh\u00e1 cesta je inkrement\u00e1ln\u00ed a pozvoln\u00e1. Nejd\u0159\u00edve mus\u00edte odpojit platy od pozic a pozice pomalounku polehounku p\u0159estat pou\u017e\u00edvat. Ostatn\u011b kdy\u017e se z nich troj\u010dlenkou nepo\u010d\u00edt\u00e1 plat, nikdo je ve firm\u011b postaven\u00e9 na cross-functional t\u00fdmech nepot\u0159ebuje. T\u00fdm spolupracuje a pozice se st\u00e1vaj\u00ed zbyte\u010dn\u00e9. A\u017e se na n\u011b zapomene, tak je odstran\u00edte \u00fapln\u011b. To, co v\u00e1m bude chyb\u011bt, je kvalitn\u00ed peer-to-peer feedback. Ten ale s\u00a0pozicemi nem\u00e1 nic spole\u010dn\u00e9ho. Nicm\u00e9n\u011b, a\u017e se ho jako firma nau\u010d\u00edte, bude dobr\u00fdm vstupem pro v\u00fd\u0161e zm\u00edn\u011bn\u00e9 platy.<\/p>\n

Jestli mus\u00edte n\u011bco m\u011bnit? Nemus\u00edte. Klidn\u011b si nechte to, co m\u00e1te. M\u011b\u0148te jen v\u011bci, kter\u00e9 zm\u011bnu pot\u0159ebuj\u00ed. Ale kdybyste se do toho cht\u011bli pustit, t\u0159eba v\u00e1m tato \u00favaha pom\u016f\u017ee.<\/p>\n","protected":false},"excerpt":{"rendered":"

Abych odpov\u011bd\u011bla na jeden dotaz, co p\u0159i\u0161el z\u00a0LinkedIn v\u00a0n\u00e1vaznosti na p\u0159edchoz\u00ed \u010dl\u00e1nek. Platy a pozice spolu ve firm\u011b postaven\u00e9 na cross-t\u00fdmov\u00e9 spolupr\u00e1ci nemaj\u00ed nic spole\u010dn\u00e9ho. Pozice obecn\u011b nejsou pot\u0159eba, proto\u017ee v\u0161ichni jsou sou\u010d\u00e1st\u00ed n\u011bjak\u00e9ho t\u00fdmu, jak jde \u010das, t\u00fdmy se v z\u00e1vislosti na iniciativ\u00e1ch a priorit\u00e1ch m\u011bn\u00ed, a leaderem iniciativy se dynamicky st\u00e1v\u00e1 ten, kdo … Continue reading “Agile HR: \u00davaha o platech a pozic\u00edch”<\/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":[272,240,188,61,273,194,189,10],"aioseo_notices":[],"_links":{"self":[{"href":"https:\/\/soch.cz\/blog\/wp-json\/wp\/v2\/posts\/921"}],"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=921"}],"version-history":[{"count":0,"href":"https:\/\/soch.cz\/blog\/wp-json\/wp\/v2\/posts\/921\/revisions"}],"wp:attachment":[{"href":"https:\/\/soch.cz\/blog\/wp-json\/wp\/v2\/media?parent=921"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/soch.cz\/blog\/wp-json\/wp\/v2\/categories?post=921"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/soch.cz\/blog\/wp-json\/wp\/v2\/tags?post=921"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}