{"id":20201,"date":"2026-03-10T17:03:01","date_gmt":"2026-03-10T17:03:01","guid":{"rendered":"https:\/\/www.automakers.cz\/?p=20201"},"modified":"2026-03-10T17:03:17","modified_gmt":"2026-03-10T17:03:17","slug":"manpower-prumyslu-chybi-odbornici-ve-vyrobe","status":"publish","type":"post","link":"https:\/\/www.automakers.cz\/?p=20201","title":{"rendered":"Manpower Group: pr\u016fmyslu st\u00e1le chyb\u00ed odborn\u00edci ve v\u00fdrob\u011b"},"content":{"rendered":"

Nedostatek kvalifikovan\u00fdch pracovn\u00edk\u016f z\u016fst\u00e1v\u00e1 jednou z nejv\u011bt\u0161\u00edch v\u00fdzev sou\u010dasn\u00e9ho trhu pr\u00e1ce v \u010cesk\u00e9 republice. Podle pr\u016fzkumu Talent Shortage Survey spole\u010dnosti ManpowerGroup m\u00e1 pot\u00ed\u017ee s obsazov\u00e1n\u00edm pozic 61 % zam\u011bstnavatel\u016f a glob\u00e1ln\u011b v\u00edce ne\u017e sedm z deseti firem. <\/b><\/strong><\/p>\n

Nej\u010dast\u011bji chyb\u00ed odborn\u00edci ve v\u00fdrob\u011b, in\u017een\u00fdrsk\u00fdch oborech, IT \u010di obchodu, ale tak\u00e9 lid\u00e9 s kl\u00ed\u010dov\u00fdmi m\u011bkk\u00fdmi dovednostmi, jako je kritick\u00e9 my\u0161len\u00ed, adaptabilita a schopnost spolupr\u00e1ce. Firmy proto m\u011bn\u00ed strategie n\u00e1boru, v\u00edce investuj\u00ed do rekvalifikac\u00ed a p\u0159ehodnocuj\u00ed organizaci pr\u00e1ce. Tyto zm\u011bny stoj\u00ed za hlavn\u00edmi trendy, kter\u00e9 budou formovat trh pr\u00e1ce v roce 2026.<\/p>\n

\u00a0<\/b><\/strong>\u201eSv\u011bt pr\u00e1ce proch\u00e1z\u00ed nejv\u011bt\u0161\u00ed transformac\u00ed za posledn\u00ed dek\u00e1dy. Nesta\u010d\u00ed jen reagovat na jednotliv\u00e9 zm\u011bny. Firmy mus\u00ed p\u0159ehodnotit samotn\u00fd koncept pracovn\u00edch rol\u00ed, zp\u016fsob veden\u00ed lid\u00ed i to, jak propojuj\u00ed lidsk\u00fd potenci\u00e1l s technologiemi. O \u00fasp\u011bchu rozhodne schopnost adaptability, odvaha investovat do rozvoje dovednost\u00ed a dlouhodob\u00e1 pr\u00e1ce s talenty,\u201c<\/i><\/em>\u00a0\u0159\u00edk\u00e1 Jaroslava Rezlerov\u00e1, gener\u00e1ln\u00ed \u0159editelka ManpowerGroup \u010cesk\u00e1 republika.<\/b><\/strong><\/p>\n

\"\"Hybridn\u00ed supert\u00fdmy a p\u0159etv\u00e1\u0159en\u00ed pracovn\u00edch rol\u00ed<\/b><\/strong><\/p>\n

Jedn\u00edm z nejz\u00e1sadn\u011bj\u0161\u00edch trend\u016f je vznik tzv. hybridn\u00edch supert\u00fdm\u016f. Tedy propojen\u00ed lidsk\u00fdch pracovn\u00edk\u016f, technologi\u00ed a extern\u00edch talent\u016f do flexibiln\u00edch celk\u016f, kter\u00e9 nahrazuj\u00ed tradi\u010dn\u00ed hierarchick\u00e9 struktury. Pracovn\u00ed role se budou dynamicky p\u0159etv\u00e1\u0159et podle toho, kde m\u00e1 \u010dlov\u011bk nejv\u011bt\u0161\u00ed p\u0159idanou hodnotu a kde je efektivn\u011bj\u0161\u00ed zapojit um\u011blou inteligenci. Firmy budou muset detailn\u011b analyzovat jednotliv\u00e9 pracovn\u00ed \u010dinnosti, rozd\u011blit je mezi lidi a technologie a c\u00edlen\u011b p\u0159epracovat organiza\u010dn\u00ed struktury.<\/p>\n

\"\"Sou\u010dasn\u011b roste riziko tzv. automatizace bez lidsk\u00e9ho faktoru, tedy kr\u00e1tkozrak\u00e9ho p\u0159\u00edstupu, kdy organizace nahrazuj\u00ed zam\u011bstnance technologiemi bez dostate\u010dn\u00e9ho lidsk\u00e9ho dohledu a\u00a0strategick\u00e9ho pl\u00e1nov\u00e1n\u00ed. P\u0159esto\u017ee v\u011bt\u0161ina zam\u011bstnavatel\u016f pl\u00e1nuje zv\u00fd\u0161it investice do automatizace, zku\u0161enosti ukazuj\u00ed, \u017ee bez lidsk\u00e9ho know-how a spr\u00e1vn\u011b nastaven\u00fdch proces\u016f m\u016f\u017ee doj\u00edt k poklesu kvality i efektivity.<\/p>\n

R\u016fst gig ekonomiky a flexibiln\u00edch model\u016f pr\u00e1ce<\/b><\/strong><\/p>\n

V\u00fdznamn\u00fdm trendem je r\u016fst gig ekonomiky a projektov\u00e9ho zapojov\u00e1n\u00ed talent\u016f. Organizace st\u00e1le \u010dast\u011bji kombinuj\u00ed zam\u011bstnance na pln\u00fd \u00favazek s externisty, specialisty na kr\u00e1tkodob\u00e9 projekty i\u00a0AI agenty. Tento model p\u0159in\u00e1\u0161\u00ed vy\u0161\u0161\u00ed flexibilitu, ale z\u00e1rove\u0148 klade v\u011bt\u0161\u00ed n\u00e1roky na \u0159\u00edzen\u00ed v\u00fdkonu, soudr\u017enost t\u00fdm\u016f a dlouhodobou udr\u017eitelnost kari\u00e9r pracovn\u00edk\u016f.<\/p>\n

Flexibilita se z\u00e1rove\u0148 st\u00e1v\u00e1 kl\u00ed\u010dov\u00fdm faktorem p\u0159i z\u00edsk\u00e1v\u00e1n\u00ed a udr\u017een\u00ed talent\u016f. Organizace, kter\u00e9 dok\u00e1\u017eou pru\u017en\u011b kombinovat r\u016fzn\u00e9 formy spolupr\u00e1ce, z\u00edsk\u00e1vaj\u00ed v\u00fdhodu na st\u00e1le konkuren\u010dn\u011bj\u0161\u00edm trhu pr\u00e1ce.<\/p>\n

Rychl\u00e9 op\u011btovn\u00e9 u\u010den\u00ed jako nov\u00e1 norma<\/b><\/strong><\/p>\n

Budoucnost pr\u00e1ce bude pat\u0159it t\u011bm, kte\u0159\u00ed se dok\u00e1\u017eou rychle u\u010dit. Rychl\u00e9 op\u011btovn\u00e9 u\u010den\u00ed a\u00a0pr\u016fb\u011b\u017en\u00e9 zvy\u0161ov\u00e1n\u00ed kvalifikace se st\u00e1vaj\u00ed z\u00e1kladn\u00ed podm\u00ednkou zam\u011bstnatelnosti. P\u0159esto v\u00fdznamn\u00e1 \u010d\u00e1st pracovn\u00edk\u016f v\u00a0posledn\u00edch m\u011bs\u00edc\u00edch neabsolvovala \u017e\u00e1dn\u00e9 odborn\u00e9 \u0161kolen\u00ed, co\u017e vytv\u00e1\u0159\u00ed rostouc\u00ed riziko pro jejich budouc\u00ed uplatn\u011bn\u00ed.<\/p>\n

Vedle technologick\u00fdch znalost\u00ed nab\u00fdvaj\u00ed na v\u00fdznamu i m\u011bkk\u00e9 dovednosti, jako je kritick\u00e9 my\u0161len\u00ed, kreativita, schopnost \u0159e\u0161it probl\u00e9my, empatie a spolupr\u00e1ce. Organizace proto roz\u0161i\u0159uj\u00ed nab\u00eddku intern\u00edch i extern\u00edch vzd\u011bl\u00e1vac\u00edch program\u016f, podporuj\u00ed mikrocertifikace a hledaj\u00ed nov\u00e9 formy rozvoje, kter\u00e9 zam\u011bstnanc\u016fm umo\u017en\u00ed pru\u017en\u011b reagovat na m\u011bn\u00edc\u00ed se po\u017eadavky trhu.<\/p>\n

\u201eFirmy mus\u00ed p\u0159estat vn\u00edmat vzd\u011bl\u00e1v\u00e1n\u00ed jako benefit a za\u010d\u00edt ho ch\u00e1pat jako kl\u00ed\u010dovou investici do sv\u00e9 budoucnosti. Schopnost rychle se u\u010dit bude nejcenn\u011bj\u0161\u00ed m\u011bnou na trhu pr\u00e1ce,\u201c \u0159\u00edk\u00e1 Jaroslava Rezlerov\u00e1, gener\u00e1ln\u00ed \u0159editelka ManpowerGroup \u010cesk\u00e1 republika.<\/i><\/em><\/p>\n

\u00a0<\/b><\/strong>Tlak na produktivitu a riziko vyho\u0159en\u00ed<\/b><\/strong><\/p>\n

S technologick\u00fdm pokrokem roste i tlak na v\u00fdkon. St\u00e1le v\u00edce pracovn\u00edk\u016f se pot\u00fdk\u00e1 s vyho\u0159en\u00edm a n\u00edzk\u00e1 anga\u017eovanost m\u00e1 v\u00fdrazn\u00fd dopad na produktivitu firem i cel\u00fdch ekonomik. Zam\u011bstnanci \u010del\u00ed nere\u00e1ln\u00fdm o\u010dek\u00e1v\u00e1n\u00edm ohledn\u011b okam\u017eit\u00e9ho p\u0159\u00ednosu um\u011bl\u00e9 inteligence, co\u017e m\u016f\u017ee kr\u00e1tkodob\u011b v\u00e9st k poklesu efektivity a frustraci.<\/p>\n

Firmy budou muset p\u0159ehodnotit syst\u00e9my hodnocen\u00ed v\u00fdkonu tak, aby odpov\u00eddaly nov\u00fdm pracovn\u00edm realit\u00e1m, reflektovaly m\u011bn\u00edc\u00ed se n\u00e1pl\u0148 pr\u00e1ce a zohled\u0148ovaly skute\u010dn\u00fd p\u0159\u00ednos lid\u00ed v hybridn\u00edm prost\u0159ed\u00ed. Sou\u010dasn\u011b poroste v\u00fdznam well-beingu, podpory du\u0161evn\u00edho zdrav\u00ed a realistick\u00e9ho nastavov\u00e1n\u00ed c\u00edl\u016f.<\/p>\n

M\u011bn\u00edc\u00ed se normy, n\u00e1vrat do kancel\u00e1\u0159\u00ed a d\u016fv\u011bra<\/b><\/strong><\/p>\n

\u0158ada nadn\u00e1rodn\u00edch organizac\u00ed zav\u00e1d\u00ed povinn\u00fd n\u00e1vrat do kancel\u00e1\u0159\u00ed, p\u0159esto\u017ee flexibiln\u00ed modely pr\u00e1ce se uk\u00e1zaly jako efektivn\u00ed a atraktivn\u00ed pro zam\u011bstnance. Organizace, kter\u00e9 omezuj\u00ed flexibilitu bez jasn\u00e9ho zd\u016fvodn\u011bn\u00ed, riskuj\u00ed odchod nejv\u00fdkonn\u011bj\u0161\u00edch pracovn\u00edk\u016f.<\/p>\n

\"\"
Ilustra\u010dn\u00ed foto, v\u00fdrobn\u00ed linka<\/figcaption><\/figure>\n

Sou\u010dasn\u011b kles\u00e1 d\u016fv\u011bra zam\u011bstnanc\u016f v instituce i veden\u00ed firem. V prost\u0159ed\u00ed informa\u010dn\u00edho p\u0159etlaku a geopolitick\u00e9 nejistoty budou firmy nuceny pos\u00edlit transparentn\u00ed komunikaci, d\u016fslednou pr\u00e1ci s\u00a0daty a otev\u0159en\u00fd dialog se zam\u011bstnanci.<\/p>\n

Energetick\u00e9 n\u00e1roky digit\u00e1ln\u00ed transformace<\/b><\/strong><\/p>\n

S rozvojem um\u011bl\u00e9 inteligence dramaticky roste spot\u0159eba energie datov\u00fdch center. Digit\u00e1ln\u00ed transformace tak p\u0159in\u00e1\u0161\u00ed nejen technologick\u00e9, ale i energetick\u00e9 a environment\u00e1ln\u00ed v\u00fdzvy. Firmy budou muset zohlednit n\u00e1klady na energii, investovat do udr\u017eiteln\u00fdch \u0159e\u0161en\u00ed a budovat kapacity v oblasti zelen\u00fdch technologi\u00ed.<\/p>\n

Rostouc\u00ed tlak na energetick\u00e9 zdroje z\u00e1rove\u0148 vytv\u00e1\u0159\u00ed nov\u00e9 p\u0159\u00edle\u017eitosti na trhu pr\u00e1ce, zejm\u00e9na v\u00a0oblasti energetiky, infrastruktury a udr\u017eitelnosti.<\/p>\n

Krize n\u00e1stupnictv\u00ed a sl\u00e1bnouc\u00ed leadership<\/b><\/strong><\/p>\n

Demografick\u00fd v\u00fdvoj p\u0159in\u00e1\u0161\u00ed z\u00e1sadn\u00ed v\u00fdzvu v podob\u011b st\u00e1rnut\u00ed pracovn\u00ed s\u00edly. Rostouc\u00ed pod\u00edl pracovn\u00edk\u016f ve vy\u0161\u0161\u00edm v\u011bku zvy\u0161uje riziko ztr\u00e1ty know-how a zku\u0161enost\u00ed, pokud organizace systematicky nepracuj\u00ed s p\u0159ed\u00e1v\u00e1n\u00edm znalost\u00ed.<\/p>\n

Sou\u010dasn\u011b se ukazuje, \u017ee mlad\u0161\u00ed generace maj\u00ed ni\u017e\u0161\u00ed ambici usilovat o vedouc\u00ed pozice, co\u017e signalizuje potenci\u00e1ln\u00ed krizi n\u00e1stupnictv\u00ed a sl\u00e1bnouc\u00ed leadership. Firmy budou muset investovat do rozvoje budouc\u00edch l\u00eddr\u016f, mentoringu a podpory mana\u017eersk\u00fdch kompetenc\u00ed.<\/p>\n

\u201eFirmy dnes ne\u0159e\u0161\u00ed jen nedostatek talent\u016f, ale i nedostatek budouc\u00edch l\u00eddr\u016f. Pokud neza\u010dnou systematicky pracovat s n\u00e1stupnictv\u00edm, mentoringem a p\u0159ed\u00e1v\u00e1n\u00edm zku\u0161enost\u00ed mezi generacemi, mohou b\u011bhem n\u011bkolika let \u010delit v\u00e1\u017en\u00e9mu oslaben\u00ed sv\u00e9 konkurenceschopnosti,\u201c <\/i><\/em>upozor\u0148uje Rezlerov\u00e1<\/b><\/strong>.<\/p>\n

Rok 2026 tak potvrzuje, \u017ee budoucnost pr\u00e1ce nebude o volb\u011b mezi \u010dlov\u011bkem a technologi\u00ed. Bude o jejich schopnosti spolupracovat v prost\u0159ed\u00ed rychl\u00fdch zm\u011bn, energetick\u00fdch omezen\u00ed, demografick\u00e9ho tlaku i prom\u011bny hodnot zam\u011bstnanc\u016f. Firmy, kter\u00e9 dok\u00e1\u017eou propojit hybridn\u00ed t\u00fdmy, systematicky rozv\u00edjet dovednosti, budovat d\u016fv\u011bru a posilovat leadership nap\u0159\u00ed\u010d generacemi, z\u00edskaj\u00ed dlouhodobou konkuren\u010dn\u00ed v\u00fdhodu.<\/p>\n

\"\"
Ilustra\u010dn\u00ed foto: v\u00fdroba ve \u0160kod\u011b Auto<\/figcaption><\/figure>\n

ManpowerGroup v\u00a0\u010cesk\u00e9 republice<\/b><\/strong><\/h2>\n

ManpowerGroup p\u016fsob\u00ed v \u010cesk\u00e9 republice v\u00edce ne\u017e 30 let a pat\u0159\u00ed mezi l\u00eddry v oblasti person\u00e1ln\u00edch a HR \u0159e\u0161en\u00ed. Pom\u00e1h\u00e1 firm\u00e1m reagovat na prom\u011bny trhu pr\u00e1ce a lidem nach\u00e1zet smyslupln\u00e9 a\u00a0udr\u017eiteln\u00e9 zam\u011bstn\u00e1n\u00ed. Spole\u010dnost se zam\u011b\u0159uje na n\u00e1bor a rozvoj talent\u016f, flexibiln\u00ed formy pr\u00e1ce, digitalizaci HR proces\u016f a podporu rovnosti p\u0159\u00edle\u017eitost\u00ed. ManpowerGroup \u010cesk\u00e1 republika m\u00e1 21\u00a0pobo\u010dek a ro\u010dn\u011b pro sv\u00e9 klienty obsad\u00ed p\u0159es 2000 specializovan\u00fdch pozic a d\u011bl\u00e1 mzdovou agendu pro v\u00edce ne\u017e 5\u00a0500 agenturn\u00edch zam\u011bstnanc\u016f.<\/p>\n","protected":false},"excerpt":{"rendered":"

Nedostatek kvalifikovan\u00fdch pracovn\u00edk\u016f z\u016fst\u00e1v\u00e1 jednou z nejv\u011bt\u0161\u00edch v\u00fdzev sou\u010dasn\u00e9ho trhu pr\u00e1ce v \u010cesk\u00e9 republice. Podle…<\/p>\n","protected":false},"author":1,"featured_media":20204,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[42,5,10,20],"tags":[],"class_list":["post-20201","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-analyza","category-personalie","category-statistika","category-tiskovky"],"_links":{"self":[{"href":"https:\/\/www.automakers.cz\/index.php?rest_route=\/wp\/v2\/posts\/20201","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.automakers.cz\/index.php?rest_route=\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.automakers.cz\/index.php?rest_route=\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/www.automakers.cz\/index.php?rest_route=\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/www.automakers.cz\/index.php?rest_route=%2Fwp%2Fv2%2Fcomments&post=20201"}],"version-history":[{"count":5,"href":"https:\/\/www.automakers.cz\/index.php?rest_route=\/wp\/v2\/posts\/20201\/revisions"}],"predecessor-version":[{"id":20208,"href":"https:\/\/www.automakers.cz\/index.php?rest_route=\/wp\/v2\/posts\/20201\/revisions\/20208"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/www.automakers.cz\/index.php?rest_route=\/wp\/v2\/media\/20204"}],"wp:attachment":[{"href":"https:\/\/www.automakers.cz\/index.php?rest_route=%2Fwp%2Fv2%2Fmedia&parent=20201"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.automakers.cz\/index.php?rest_route=%2Fwp%2Fv2%2Fcategories&post=20201"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.automakers.cz\/index.php?rest_route=%2Fwp%2Fv2%2Ftags&post=20201"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}