{"id":898,"date":"2025-02-25T11:58:00","date_gmt":"2025-02-25T09:58:00","guid":{"rendered":"https:\/\/www.noveodbory.sk\/?p=898"},"modified":"2025-03-05T17:54:33","modified_gmt":"2025-03-05T15:54:33","slug":"spravodlive-odmenovanie-a-zlepsenie-pracovnych-podmieno","status":"publish","type":"post","link":"https:\/\/www.noveodbory.sk\/?p=898","title":{"rendered":"Spravodliv\u00e9 odme\u0148ovanie a zlep\u0161enie pracovn\u00fdch podmienok"},"content":{"rendered":"<h2 data-start=\"85\" data-end=\"121\"><strong data-start=\"88\" data-end=\"121\">1. Pre\u010do s\u00fa zmeny nevyhnutn\u00e9?<\/strong><\/h2>\n<p data-start=\"123\" data-end=\"380\">V posledn\u00fdch rokoch sa ukazuje, \u017ee <strong data-start=\"158\" data-end=\"241\">aktu\u00e1lny syst\u00e9m odme\u0148ovania v na\u0161ej spolo\u010dnosti zaost\u00e1va za trhov\u00fdmi \u0161tandardmi<\/strong>. Napriek ur\u010dit\u00fdm \u00faprav\u00e1m prostredn\u00edctvom kolekt\u00edvneho vyjedn\u00e1vania, <strong data-start=\"310\" data-end=\"379\">zamestnanci nepoci\u0165uj\u00fa re\u00e1lne zlep\u0161enie svojej finan\u010dnej situ\u00e1cie<\/strong>.<\/p>\n<p data-start=\"382\" data-end=\"402\"><strong data-start=\"382\" data-end=\"402\">Hlavn\u00e9 probl\u00e9my:<\/strong><\/p>\n<ul data-start=\"403\" data-end=\"800\">\n<li data-start=\"403\" data-end=\"484\"><strong data-start=\"405\" data-end=\"443\">Nedostato\u010dn\u00fd rast z\u00e1kladn\u00fdch miezd<\/strong> v porovnan\u00ed s rastom \u017eivotn\u00fdch n\u00e1kladov.<\/li>\n<li data-start=\"485\" data-end=\"577\"><strong data-start=\"487\" data-end=\"511\">Pr\u00edplatky a benefity<\/strong> s\u00fa na minim\u00e1lnej \u00farovni, aj ke\u010f pr\u00e1ca je n\u00e1ro\u010dn\u00e1 a zah\u0155\u0148a rizik\u00e1.<\/li>\n<li data-start=\"578\" data-end=\"691\"><strong data-start=\"580\" data-end=\"627\">Ch\u00fdba syst\u00e9m automatick\u00e9ho zvy\u0161ovania miezd<\/strong>, \u010do vytv\u00e1ra neistotu a demotiv\u00e1ciu pre dlhodob\u00fdch zamestnancov.<\/li>\n<li data-start=\"692\" data-end=\"800\"><strong data-start=\"694\" data-end=\"757\">Novoprijat\u00ed zamestnanci nemaj\u00fa jasn\u00fa perspekt\u00edvu rastu mzdy<\/strong>, \u010do zni\u017euje atraktivitu pracovn\u00e9ho miesta.<\/li>\n<\/ul>\n<p data-start=\"802\" data-end=\"938\">\u27a1 <strong data-start=\"804\" data-end=\"837\">Navrhujeme konkr\u00e9tne rie\u0161enia<\/strong>, ktor\u00e9 prines\u00fa spravodliv\u00e9 ohodnotenie pr\u00e1ce, motiv\u00e1ciu pre zamestnancov a posilnia stabilitu firmy.<\/p>\n<hr data-start=\"940\" data-end=\"943\" \/>\n<h2 data-start=\"945\" data-end=\"1017\"><strong data-start=\"948\" data-end=\"1017\">2. Zv\u00fd\u0161enie z\u00e1kladn\u00fdch miezd o 15 % a nov\u00fd syst\u00e9m tarifn\u00e9ho rastu<\/strong><\/h2>\n<h3 data-start=\"1019\" data-end=\"1051\"><strong data-start=\"1023\" data-end=\"1051\">Identifikovan\u00e9 probl\u00e9my:<\/strong><\/h3>\n<ul data-start=\"1052\" data-end=\"1398\">\n<li data-start=\"1052\" data-end=\"1156\"><strong data-start=\"1054\" data-end=\"1114\">Minim\u00e1lna mzda na Slovensku v roku 2025 vzrastla o 8,8 %<\/strong>, zatia\u013e \u010do na\u0161e mzdy r\u00e1stli len o 5 %.<\/li>\n<li data-start=\"1157\" data-end=\"1302\"><strong data-start=\"1159\" data-end=\"1221\">Mzdy v na\u0161ej spolo\u010dnosti sa pribli\u017euj\u00fa k minim\u00e1lnej \u00farovni<\/strong>, \u010do znamen\u00e1, \u017ee aj sk\u00fasen\u00ed pracovn\u00edci s\u00fa platen\u00ed takmer rovnako ako nov\u00e1\u010dikovia.<\/li>\n<li data-start=\"1303\" data-end=\"1398\"><strong data-start=\"1305\" data-end=\"1347\">Ch\u00fdba garancia pravideln\u00e9ho rastu mzdy<\/strong> \u2013 zamestnanci nevedia, \u010di a kedy dostan\u00fa zv\u00fd\u0161enie.<\/li>\n<\/ul>\n<h3 data-start=\"1400\" data-end=\"1418\"><strong data-start=\"1404\" data-end=\"1418\">N\u00e1\u0161 n\u00e1vrh:<\/strong><\/h3>\n<ul data-start=\"1419\" data-end=\"1584\">\n<li data-start=\"1419\" data-end=\"1494\"><strong data-start=\"1421\" data-end=\"1462\">Zv\u00fd\u0161i\u0165 z\u00e1kladn\u00e9 mzdy minim\u00e1lne o 15 %<\/strong>, aby odr\u00e1\u017eali trhov\u00e9 podmienky.<\/li>\n<li data-start=\"1495\" data-end=\"1584\"><strong data-start=\"1497\" data-end=\"1549\">Zavies\u0165 garantovan\u00e9 zvy\u0161ovanie mzdy ka\u017ed\u00e9 2 roky<\/strong> prostredn\u00edctvom mzdov\u00e9ho automatu.<\/li>\n<\/ul>\n<p data-start=\"1586\" data-end=\"1831\">\u27a1 <strong data-start=\"1588\" data-end=\"1613\">Pre\u010do je to d\u00f4le\u017eit\u00e9?<\/strong> Ak mzdy nebud\u00fa r\u00e1s\u0165 pravidelne, zamestnanci nebud\u00fa ma\u0165 motiv\u00e1ciu zosta\u0165 v spolo\u010dnosti. Ak v\u0161ak od za\u010diatku vedia, \u017ee <strong data-start=\"1731\" data-end=\"1779\">po ur\u010ditom \u010dase dostan\u00fa automatick\u00e9 zv\u00fd\u0161enie<\/strong>, bud\u00fa ochotn\u00ed zosta\u0165 a pracova\u0165 pre firmu dlhodobo.<\/p>\n<hr data-start=\"1833\" data-end=\"1836\" \/>\n<h2 data-start=\"2189\" data-end=\"2239\"><strong data-start=\"2192\" data-end=\"2237\">Mzdov\u00fd automat (mzdov\u00fd rast ka\u017ed\u00e9 2 roky)<\/strong><\/h2>\n<table data-start=\"2241\" data-end=\"2811\">\n<thead data-start=\"2241\" data-end=\"2334\">\n<tr data-start=\"2241\" data-end=\"2334\">\n<th data-start=\"2241\" data-end=\"2264\"><strong data-start=\"2243\" data-end=\"2263\">Odpracovan\u00e9 roky<\/strong><\/th>\n<th data-start=\"2264\" data-end=\"2296\"><strong data-start=\"2266\" data-end=\"2295\">Koeficient nav\u00fd\u0161enia mzdy<\/strong><\/th>\n<th data-start=\"2296\" data-end=\"2334\"><strong data-start=\"2298\" data-end=\"2330\">Nav\u00fd\u0161enie oproti n\u00e1stupu (%)<\/strong><\/th>\n<\/tr>\n<\/thead>\n<tbody data-start=\"2406\" data-end=\"2811\">\n<tr data-start=\"2406\" data-end=\"2472\">\n<td>0 \u2013 2 roky<\/td>\n<td>1,00\u00d7<\/td>\n<td>0 %<\/td>\n<\/tr>\n<tr data-start=\"2473\" data-end=\"2539\">\n<td>2 \u2013 4 roky<\/td>\n<td>1,05\u00d7<\/td>\n<td>+5 %<\/td>\n<\/tr>\n<tr data-start=\"2540\" data-end=\"2607\">\n<td>4 \u2013 6 rokov<\/td>\n<td>1,10\u00d7<\/td>\n<td>+10 %<\/td>\n<\/tr>\n<tr data-start=\"2608\" data-end=\"2675\">\n<td>6 \u2013 8 rokov<\/td>\n<td>1,16\u00d7<\/td>\n<td>+16 %<\/td>\n<\/tr>\n<tr data-start=\"2676\" data-end=\"2743\">\n<td>8 \u2013 10 rokov<\/td>\n<td>1,23\u00d7<\/td>\n<td>+23 %<\/td>\n<\/tr>\n<tr data-start=\"2744\" data-end=\"2811\">\n<td>Nad 10 rokov<\/td>\n<td>1,30\u00d7<\/td>\n<td>+30 %<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<p data-start=\"2813\" data-end=\"2901\">Po 10 rokoch pr\u00e1ce by mal zamestnanec minim\u00e1lne o <strong data-start=\"2863\" data-end=\"2882\">30 % vy\u0161\u0161\u00ed plat<\/strong> ne\u017e pri n\u00e1stupe.<\/p>\n<p data-start=\"2728\" data-end=\"2749\"><strong data-start=\"2728\" data-end=\"2749\">V\u00fdhody pre firmu:<\/strong><\/p>\n<ul data-start=\"2750\" data-end=\"3059\">\n<li data-start=\"2750\" data-end=\"2848\"><strong data-start=\"2752\" data-end=\"2775\">Zn\u00ed\u017eenie fluktu\u00e1cie<\/strong> \u2013 zamestnanci nebud\u00fa odch\u00e1dza\u0165 do in\u00fdch firiem len kv\u00f4li vy\u0161\u0161iemu platu.<\/li>\n<li data-start=\"2849\" data-end=\"2948\"><strong data-start=\"2851\" data-end=\"2893\">Zv\u00fd\u0161enie atraktivity pracovn\u00e9ho miesta<\/strong> \u2013 \u013eudia bud\u00fa vedie\u0165, \u017ee firma garantuje kari\u00e9rny rast.<\/li>\n<li data-start=\"2949\" data-end=\"3059\"><strong data-start=\"2951\" data-end=\"2995\">Motiv\u00e1cia pre novoprijat\u00fdch zamestnancov<\/strong> \u2013 vidia, \u017ee maj\u00fa <strong data-start=\"3013\" data-end=\"3037\">dlhodob\u00fa perspekt\u00edvu<\/strong> a stabiln\u00fd rast mzdy.<\/li>\n<\/ul>\n<hr data-start=\"3061\" data-end=\"3064\" \/>\n<h2 data-start=\"3066\" data-end=\"3126\"><strong data-start=\"3069\" data-end=\"3126\">3. Infla\u010dn\u00e1 dolo\u017eka \u2013 ochrana pred znehodnoten\u00edm mzdy<\/strong><\/h2>\n<p data-start=\"3128\" data-end=\"3355\">Infl\u00e1cia m\u00f4\u017ee v\u00fdrazne ovplyvni\u0165 \u017eivotn\u00fa \u00farove\u0148 zamestnancov. Ak mzdy nerast\u00fa minim\u00e1lne o \u00farove\u0148 infl\u00e1cie, re\u00e1lne <strong data-start=\"3241\" data-end=\"3275\">doch\u00e1dza k ich znehodnocovaniu<\/strong> \u2013 zamestnanci si m\u00f4\u017eu dovoli\u0165 menej, aj ke\u010f ich mzda v \u010d\u00edslach zost\u00e1va rovnak\u00e1.<\/p>\n<p data-start=\"3357\" data-end=\"3371\"><strong data-start=\"3357\" data-end=\"3371\">N\u00e1\u0161 n\u00e1vrh:<\/strong><\/p>\n<ul data-start=\"3372\" data-end=\"3469\">\n<li data-start=\"3372\" data-end=\"3469\"><strong data-start=\"3374\" data-end=\"3397\">Zavies\u0165 mechanizmus<\/strong>, ktor\u00fd zabezpe\u010d\u00ed automatick\u00e9 dorovnanie miezd na \u00farove\u0148 infl\u00e1cie + 2 %.<\/li>\n<\/ul>\n<p data-start=\"3471\" data-end=\"3500\">\u27a1 <strong data-start=\"3473\" data-end=\"3500\">Pre\u010do t\u00fdch +2 % navy\u0161e?<\/strong><\/p>\n<ul data-start=\"3501\" data-end=\"3838\">\n<li data-start=\"3501\" data-end=\"3623\"><strong data-start=\"3503\" data-end=\"3558\">Infl\u00e1cia neodr\u00e1\u017ea v\u017edy re\u00e1lny dopad na zamestnancov<\/strong> \u2013 ofici\u00e1lne \u010d\u00edsla m\u00f4\u017eu by\u0165 ni\u017e\u0161ie ne\u017e skuto\u010dn\u00e9 n\u00e1klady na \u017eivot.<\/li>\n<li data-start=\"3624\" data-end=\"3729\"><strong data-start=\"3626\" data-end=\"3728\">Ak sa mzdy zv\u00fd\u0161ia len o infl\u00e1ciu, zamestnanec si m\u00f4\u017ee dovoli\u0165 rovnako ako pred rokom, ale nie viac<\/strong>.<\/li>\n<li data-start=\"3730\" data-end=\"3838\"><strong data-start=\"3732\" data-end=\"3837\">Zv\u00fd\u0161enie o infl\u00e1ciu +2 % znamen\u00e1, \u017ee zamestnanec si re\u00e1lne polep\u0161\u00ed a firma udr\u017e\u00ed konkurencieschopnos\u0165<\/strong>.<\/li>\n<\/ul>\n<p data-start=\"3840\" data-end=\"3968\">\u27a1 <strong data-start=\"3842\" data-end=\"3854\">Pr\u00edklad:<\/strong> Ak infl\u00e1cia dosiahne 7 %, mzdy sa musia zv\u00fd\u0161i\u0165 o <strong data-start=\"3904\" data-end=\"3911\">9 %<\/strong>. Ak infl\u00e1cia bude 10 %, mzdy sa musia zv\u00fd\u0161i\u0165 o <strong data-start=\"3959\" data-end=\"3967\">12 %<\/strong>.<\/p>\n<p data-start=\"3970\" data-end=\"4080\"><strong data-start=\"3970\" data-end=\"3998\">Tento mechanizmus zaru\u010d\u00ed<\/strong>, \u017ee zamestnanci nebud\u00fa ma\u0165 ka\u017ed\u00fd rok ni\u017e\u0161iu k\u00fapnu silu a mzdy bud\u00fa r\u00e1s\u0165 stabilne.<\/p>\n<hr data-start=\"4082\" data-end=\"4085\" \/>\n<h2 data-start=\"4087\" data-end=\"4136\"><strong data-start=\"4090\" data-end=\"4136\">4. Odmeny a pr\u00edplatky \u2013 f\u00e9rov\u00e9 ohodnotenie<\/strong><\/h2>\n<p data-start=\"4138\" data-end=\"4152\"><strong data-start=\"4138\" data-end=\"4152\">N\u00e1\u0161 n\u00e1vrh:<\/strong><\/p>\n<ul data-start=\"4153\" data-end=\"4563\">\n<li data-start=\"4153\" data-end=\"4245\"><strong data-start=\"4155\" data-end=\"4178\">Zv\u00fd\u0161i\u0165 ro\u010dn\u00fa odmenu<\/strong> na 1\u00d7 mesa\u010dn\u00fa mzdu pri 100 % EBITDA, 1,5\u00d7 pri 110 %, 2\u00d7 pri 120 %.<\/li>\n<li data-start=\"4246\" data-end=\"4298\"><strong data-start=\"4248\" data-end=\"4273\">Nav\u00fd\u0161i\u0165 viano\u010dn\u00fa mzdu<\/strong> na 100 % z\u00e1kladnej mzdy.<\/li>\n<li data-start=\"4299\" data-end=\"4363\"><strong data-start=\"4301\" data-end=\"4328\">Zv\u00fd\u0161i\u0165 pr\u00edspevok na DDS<\/strong> na 4 % od prv\u00e9ho roku zamestnania.<\/li>\n<li data-start=\"4364\" data-end=\"4422\"><strong data-start=\"4366\" data-end=\"4399\">Zv\u00fd\u0161i\u0165 pohotovostn\u00e9 pr\u00edplatky<\/strong> na 10 % mesa\u010dnej mzdy.<\/li>\n<li data-start=\"4423\" data-end=\"4473\"><strong data-start=\"4425\" data-end=\"4461\">Zv\u00fd\u0161i\u0165 pr\u00edplatky za pr\u00e1cu v noci<\/strong> na 3 \u20ac\/hod.<\/li>\n<li data-start=\"4474\" data-end=\"4563\"><strong data-start=\"4476\" data-end=\"4530\">Zv\u00fd\u0161i\u0165 pr\u00edplatky za pr\u00e1cu vo v\u00fd\u0161kach a pod nap\u00e4t\u00edm<\/strong> zo 30 % na 50 % priemernej hodinovky<\/li>\n<\/ul>\n<h2 data-start=\"153\" data-end=\"205\"><strong data-start=\"156\" data-end=\"203\">5. Porovnanie s trhom \u2013 o ko\u013eko zaost\u00e1vame?<\/strong><\/h2>\n<p data-start=\"207\" data-end=\"454\"><strong data-start=\"210\" data-end=\"273\">Ak\u00e9 s\u00fa mzdy v na\u0161ej firme v porovnan\u00ed s priemerom odvetvia?<\/strong><br data-start=\"273\" data-end=\"276\" \/>Na\u0161e mzdy <strong data-start=\"286\" data-end=\"335\">zaost\u00e1vaj\u00fa za trhov\u00fdmi \u0161tandardmi o 10 \u2013 20 %<\/strong> v z\u00e1vislosti od pracovnej poz\u00edcie. <strong data-start=\"371\" data-end=\"452\">Toto je v\u00fdrazn\u00fd probl\u00e9m, ktor\u00fd sp\u00f4sobuje odchod kvalifikovan\u00fdch zamestnancov.<\/strong><\/p>\n<h3 data-start=\"89\" data-end=\"142\"><strong data-start=\"93\" data-end=\"142\">Porovnanie n\u00e1stupn\u00fdch platov<\/strong><\/h3>\n<table data-start=\"144\" data-end=\"1035\">\n<thead data-start=\"144\" data-end=\"276\">\n<tr data-start=\"144\" data-end=\"276\">\n<th data-start=\"144\" data-end=\"177\"><strong data-start=\"146\" data-end=\"166\">Pracovn\u00e1 poz\u00edcia<\/strong><\/th>\n<th data-start=\"177\" data-end=\"231\"><strong data-start=\"179\" data-end=\"230\">Priemern\u00fd z\u00e1kladn\u00fd n\u00e1stupn\u00fd plat v segmente (\u20ac)<\/strong><\/th>\n<th data-start=\"231\" data-end=\"276\"><strong data-start=\"233\" data-end=\"274\">Podhodnotenie SSD oproti segmentu (%)<\/strong><\/th>\n<\/tr>\n<\/thead>\n<tbody data-start=\"406\" data-end=\"1035\">\n<tr data-start=\"406\" data-end=\"531\">\n<td><strong data-start=\"408\" data-end=\"425\">Elektromont\u00e9r<\/strong><\/td>\n<td>1 500 \u20ac<\/td>\n<td>-33,0 %<\/td>\n<\/tr>\n<tr data-start=\"532\" data-end=\"657\">\n<td><strong data-start=\"534\" data-end=\"555\">Elektrik\u00e1r \u00fadr\u017eby<\/strong><\/td>\n<td>1 600 \u20ac<\/td>\n<td>-37,2 %<\/td>\n<\/tr>\n<tr data-start=\"658\" data-end=\"783\">\n<td><strong data-start=\"660\" data-end=\"687\">Technik pr\u00edpravy v\u00fdroby<\/strong><\/td>\n<td>1 700 \u20ac<\/td>\n<td>-19,4 %<\/td>\n<\/tr>\n<tr data-start=\"784\" data-end=\"909\">\n<td><strong data-start=\"786\" data-end=\"811\">Projektov\u00fd mana\u017e\u00e9r IT<\/strong><\/td>\n<td>2 500 \u20ac<\/td>\n<td>-24,0 %<\/td>\n<\/tr>\n<tr data-start=\"910\" data-end=\"1035\">\n<td><strong data-start=\"912\" data-end=\"926\">Technik SZ<\/strong><\/td>\n<td>1 400 \u20ac<\/td>\n<td>-2,1 %<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<hr data-start=\"1037\" data-end=\"1040\" \/>\n<h3 data-start=\"1042\" data-end=\"1094\"><strong data-start=\"1046\" data-end=\"1094\">Najviac znev\u00fdhodnen\u00e9 poz\u00edcie pod\u013ea deficitu:<\/strong><\/h3>\n<ol data-start=\"1095\" data-end=\"1565\">\n<li data-start=\"1095\" data-end=\"1199\"><strong data-start=\"1098\" data-end=\"1119\">Elektrik\u00e1r \u00fadr\u017eby<\/strong> (-37,2 %) \u2013 najv\u00e4\u010d\u0161\u00ed rozdiel oproti trhu, vysok\u00e1 fyzick\u00e1 a technick\u00e1 n\u00e1ro\u010dnos\u0165.<\/li>\n<li data-start=\"1200\" data-end=\"1286\"><strong data-start=\"1203\" data-end=\"1220\">Elektromont\u00e9r<\/strong> (-33,0 %) \u2013 pr\u00e1ca v ter\u00e9ne, s vysok\u00fdm nap\u00e4t\u00edm, fyzick\u00e1 n\u00e1ro\u010dnos\u0165.<\/li>\n<li data-start=\"1287\" data-end=\"1382\"><strong data-start=\"1290\" data-end=\"1315\">Projektov\u00fd mana\u017e\u00e9r IT<\/strong> (-24,0 %) \u2013 po\u017eiadavka na vysok\u00fa odbornos\u0165, konkurencia IT firiem.<\/li>\n<li data-start=\"1383\" data-end=\"1490\"><strong data-start=\"1386\" data-end=\"1413\">Technik pr\u00edpravy v\u00fdroby<\/strong> (-19,4 %) \u2013 technicky n\u00e1ro\u010dn\u00e1 poz\u00edcia, menej konkurencieschopn\u00e9 ohodnotenie.<\/li>\n<li data-start=\"1491\" data-end=\"1565\"><strong data-start=\"1494\" data-end=\"1508\">Technik SZ<\/strong> (-2,1 %) \u2013 administrat\u00edvna pr\u00e1ca, relat\u00edvne bl\u00edzko trhu.<\/li>\n<\/ol>\n<h3 data-start=\"1139\" data-end=\"1174\"><strong data-start=\"1143\" data-end=\"1174\">\u010co sp\u00f4sobuje tento rozdiel?<\/strong><\/h3>\n<ol data-start=\"1175\" data-end=\"1654\">\n<li data-start=\"1175\" data-end=\"1339\"><strong data-start=\"1178\" data-end=\"1239\">Mzdy v na\u0161ej firme nerast\u00fa tak r\u00fdchlo ako v in\u00fdch firm\u00e1ch<\/strong> \u2013 zatia\u013e \u010do inde zamestn\u00e1vatelia pravidelne valorizuj\u00fa mzdy pod\u013ea infl\u00e1cie a trhu, my zaost\u00e1vame.<\/li>\n<li data-start=\"1340\" data-end=\"1483\"><strong data-start=\"1343\" data-end=\"1388\">Mnoh\u00e9 firmy pon\u00fakaj\u00fa vy\u0161\u0161ie n\u00e1stupn\u00e9 mzdy<\/strong>, \u010d\u00edm l\u00e1kaj\u00fa nov\u00fdch zamestnancov \u2013 v\u00fdsledkom je, \u017ee u n\u00e1s sa po\u010det nov\u00fdch uch\u00e1dza\u010dov zni\u017euje.<\/li>\n<li data-start=\"1484\" data-end=\"1654\"><strong data-start=\"1487\" data-end=\"1532\">Nedostatok konkurencieschopn\u00fdch benefitov<\/strong> \u2013 in\u00e9 spolo\u010dnosti pon\u00fakaj\u00fa lep\u0161ie DDS, vy\u0161\u0161ie pr\u00edplatky a flexibilnej\u0161ie podmienky, \u010do rob\u00ed ich ponuky atrakt\u00edvnej\u0161\u00edmi.<\/li>\n<\/ol>\n<p data-start=\"1656\" data-end=\"1778\">\u2705 <strong data-start=\"1658\" data-end=\"1776\">Preto navrhujeme zv\u00fd\u0161enie z\u00e1kladn\u00fdch miezd o 15 % a zavedenie infla\u010dnej dolo\u017eky, aby sme tento rozdiel odstr\u00e1nili!<\/strong><\/p>\n<hr data-start=\"1780\" data-end=\"1783\" \/>\n<h2 data-start=\"1785\" data-end=\"1840\"><strong data-start=\"1788\" data-end=\"1838\">6. EBITDA \u2013 pre\u010do je n\u00e1\u0161 syst\u00e9m nespravodliv\u00fd?<\/strong><\/h2>\n<p data-start=\"1842\" data-end=\"2029\">EBITDA (zisk pred zdanen\u00edm, \u00farokmi a odpismi) je <strong data-start=\"1891\" data-end=\"1933\">k\u013e\u00fa\u010dov\u00fdm ukazovate\u013eom v\u00fdkonnosti firmy<\/strong>, ale sp\u00f4sob, ak\u00fdm sa v na\u0161ej spolo\u010dnosti vypo\u010d\u00edtava ro\u010dn\u00e1 odmena, <strong data-start=\"2000\" data-end=\"2026\">zaost\u00e1va za \u0161tandardom<\/strong>.<\/p>\n<p data-start=\"2031\" data-end=\"2065\"><strong data-start=\"2034\" data-end=\"2063\">Be\u017en\u00fd \u0161tandard v odvetv\u00ed:<\/strong><\/p>\n<ul data-start=\"2066\" data-end=\"2205\">\n<li data-start=\"2066\" data-end=\"2126\">Zamestnanci dost\u00e1vaj\u00fa <strong data-start=\"2090\" data-end=\"2123\">podiel z EBITDA na \u00farovni 5 %<\/strong>.<\/li>\n<li data-start=\"2127\" data-end=\"2205\">Odmena je <strong data-start=\"2139\" data-end=\"2202\">aspo\u0148 1\u00d7 mesa\u010dn\u00e1 mzda, pri nadv\u00fdkone aj 2 \u2013 3\u00d7 mesa\u010dn\u00e1 mzda<\/strong>.<\/li>\n<\/ul>\n<p data-start=\"2207\" data-end=\"2232\"><strong data-start=\"2210\" data-end=\"2230\">Ako je to u n\u00e1s?<\/strong><\/p>\n<ul data-start=\"2233\" data-end=\"2446\">\n<li data-start=\"2233\" data-end=\"2291\"><strong data-start=\"2235\" data-end=\"2288\">Pri 100 % EBITDA je odmena len 60 % mesa\u010dnej mzdy<\/strong>.<\/li>\n<li data-start=\"2292\" data-end=\"2382\"><strong data-start=\"2294\" data-end=\"2346\">Pri 120 % EBITDA dost\u00e1vame len 0,72-n\u00e1sobok mzdy<\/strong>, \u010do je <strong data-start=\"2354\" data-end=\"2379\">hlboko pod \u0161tandardom<\/strong>.<\/li>\n<li data-start=\"2383\" data-end=\"2446\">Oproti in\u00fdm firm\u00e1m dost\u00e1vame <strong data-start=\"2414\" data-end=\"2443\">o 30 \u2013 50 % ni\u017e\u0161ie odmeny<\/strong>.<\/li>\n<\/ul>\n<p data-start=\"2448\" data-end=\"2619\">\u27a1 <strong data-start=\"2450\" data-end=\"2468\">\u010co navrhujeme?<\/strong><br data-start=\"2468\" data-end=\"2471\" \/>\u2705 <strong data-start=\"2473\" data-end=\"2532\">Zv\u00fd\u0161i\u0165 odmenu pri 100 % EBITDA na aspo\u0148 1\u00d7 mesa\u010dn\u00fa mzdu<\/strong>.<br data-start=\"2533\" data-end=\"2536\" \/>\u2705 <strong data-start=\"2538\" data-end=\"2616\">Pri 110 % EBITDA zv\u00fd\u0161i\u0165 na 1,5\u00d7 mzdy a pri 120 % EBITDA na 2\u00d7 mesa\u010dn\u00fa mzdu<\/strong>.<\/p>\n<p data-start=\"2621\" data-end=\"2697\">\u2705 <strong data-start=\"2623\" data-end=\"2695\">Tento syst\u00e9m je f\u00e9rovej\u0161\u00ed a motivuje zamestnancov k vy\u0161\u0161iemu v\u00fdkonu.<\/strong><\/p>\n<hr data-start=\"2699\" data-end=\"2702\" \/>\n<h2 data-start=\"2704\" data-end=\"2752\"><strong data-start=\"2707\" data-end=\"2750\">7. Pohotovosti \u2013 pre\u010do s\u00fa podhodnoten\u00e9?<\/strong><\/h2>\n<p data-start=\"2754\" data-end=\"2965\">Pohotovostn\u00e1 slu\u017eba znamen\u00e1, \u017ee zamestnanec <strong data-start=\"2798\" data-end=\"2850\">mus\u00ed by\u0165 pripraven\u00fd pracova\u0165 mimo pracovnej doby<\/strong>, \u010d\u00edm str\u00e1ca mo\u017enos\u0165 oddychu alebo pl\u00e1novania vlastn\u00e9ho \u010dasu. <strong data-start=\"2912\" data-end=\"2962\">Pohotovos\u0165 by preto mala by\u0165 f\u00e9rovo ohodnoten\u00e1<\/strong>.<\/p>\n<p data-start=\"2967\" data-end=\"3002\"><strong data-start=\"2970\" data-end=\"3000\">Ako je to v in\u00fdch firm\u00e1ch?<\/strong><\/p>\n<ul data-start=\"3003\" data-end=\"3132\">\n<li data-start=\"3003\" data-end=\"3056\">Be\u017ene sa vypl\u00e1ca <strong data-start=\"3022\" data-end=\"3039\">8 \u2013 10 % mzdy<\/strong> za pohotovos\u0165.<\/li>\n<li data-start=\"3057\" data-end=\"3132\">Pracovn\u00edci maj\u00fa <strong data-start=\"3075\" data-end=\"3129\">lep\u0161ie podmienky pre \u010derpanie vo\u013ena po pohotovosti<\/strong>.<\/li>\n<\/ul>\n<p data-start=\"3134\" data-end=\"3159\"><strong data-start=\"3137\" data-end=\"3157\">Ako je to u n\u00e1s?<\/strong><\/p>\n<ul data-start=\"3160\" data-end=\"3407\">\n<li data-start=\"3160\" data-end=\"3224\"><strong data-start=\"3162\" data-end=\"3221\">Pohotovos\u0165 v pracovn\u00fd de\u0148 je ohodnoten\u00e1 len na 6 % mzdy<\/strong>.<\/li>\n<li data-start=\"3225\" data-end=\"3296\"><strong data-start=\"3227\" data-end=\"3255\">Cez v\u00edkend je to len 7 %<\/strong>, \u010do je <strong data-start=\"3263\" data-end=\"3293\">najni\u017e\u0161ia \u00farove\u0148 v odvetv\u00ed<\/strong>.<\/li>\n<li data-start=\"3297\" data-end=\"3407\">Po pohotovosti <strong data-start=\"3314\" data-end=\"3359\">nie je dostato\u010dne zaru\u010den\u00fd n\u00e1rok na vo\u013eno<\/strong>, \u010d\u00edm zamestnanci prich\u00e1dzaj\u00fa o oddychov\u00fd \u010das.<\/li>\n<\/ul>\n<p data-start=\"3409\" data-end=\"3586\">\u27a1 <strong data-start=\"3411\" data-end=\"3429\">\u010co navrhujeme?<\/strong><br data-start=\"3429\" data-end=\"3432\" \/>\u2705 <strong data-start=\"3434\" data-end=\"3490\">Zv\u00fd\u0161enie pohotovostnej odmeny na minim\u00e1lne 10 % mzdy<\/strong>.<br data-start=\"3491\" data-end=\"3494\" \/>\u2705 <strong data-start=\"3496\" data-end=\"3583\">Zavedenie garantovan\u00e9ho vo\u013ena po pohotovosti, aby zamestnanci mali dostatok oddychu<\/strong>.<\/p>\n<hr data-start=\"3588\" data-end=\"3591\" \/>\n<h2 data-start=\"3593\" data-end=\"3643\"><strong data-start=\"3596\" data-end=\"3641\">8. DDS \u2013 zaost\u00e1vame v d\u00f4chodkovom sporen\u00ed<\/strong><\/h2>\n<p data-start=\"3645\" data-end=\"3855\">DDS (doplnkov\u00e9 d\u00f4chodkov\u00e9 sporenie) je <strong data-start=\"3684\" data-end=\"3771\">k\u013e\u00fa\u010dov\u00fdm benefitom, ktor\u00fd zamestnanci oce\u0148uj\u00fa najm\u00e4 pri dlhodobom p\u00f4soben\u00ed vo firme<\/strong>. <strong data-start=\"3773\" data-end=\"3853\">Probl\u00e9mom je, \u017ee na\u0161a firma pon\u00faka jeden z najni\u017e\u0161\u00edch pr\u00edspevkov v segmente.<\/strong><\/p>\n<p data-start=\"3857\" data-end=\"3891\"><strong data-start=\"3860\" data-end=\"3889\">Be\u017en\u00fd \u0161tandard v odvetv\u00ed:<\/strong><\/p>\n<ul data-start=\"3892\" data-end=\"3963\">\n<li data-start=\"3892\" data-end=\"3963\"><strong data-start=\"3894\" data-end=\"3933\">3 \u2013 6 % pr\u00edspevok od zamestn\u00e1vate\u013ea<\/strong> od prv\u00e9ho roku zamestnania.<\/li>\n<\/ul>\n<p data-start=\"3965\" data-end=\"3990\"><strong data-start=\"3968\" data-end=\"3988\">Ako je to u n\u00e1s?<\/strong><\/p>\n<ul data-start=\"3991\" data-end=\"4082\">\n<li data-start=\"3991\" data-end=\"4025\"><strong data-start=\"3993\" data-end=\"4022\">2 % pr\u00edspevok pri n\u00e1stupe<\/strong>.<\/li>\n<li data-start=\"4026\" data-end=\"4082\"><strong data-start=\"4028\" data-end=\"4079\">Maxim\u00e1lne 3 % po viacer\u00fdch rokoch v spolo\u010dnosti<\/strong>.<\/li>\n<\/ul>\n<p data-start=\"4084\" data-end=\"4287\">\u27a1 <strong data-start=\"4086\" data-end=\"4104\">\u010co navrhujeme?<\/strong><br data-start=\"4104\" data-end=\"4107\" \/>\u2705 <strong data-start=\"4109\" data-end=\"4179\">Zv\u00fd\u0161enie DDS pr\u00edspevku na minim\u00e1lne 4 % od prv\u00e9ho roku zamestnania<\/strong>.<br data-start=\"4180\" data-end=\"4183\" \/>\u2705 <strong data-start=\"4185\" data-end=\"4284\">Zavedenie vy\u0161\u0161ieho pr\u00edspevku pre dlhoro\u010dn\u00fdch zamestnancov (napr. 5 \u2013 6 % po 10 rokoch vo firme)<\/strong>.<\/p>\n<hr data-start=\"4289\" data-end=\"4292\" \/>\n<h2 data-start=\"4294\" data-end=\"4351\"><strong data-start=\"4297\" data-end=\"4349\">9. Z\u00e1vere\u010dn\u00e9 odpor\u00fa\u010dania \u2013 \u010do mus\u00ed firma urobi\u0165?<\/strong><\/h2>\n<p data-start=\"4353\" data-end=\"4806\"><strong data-start=\"4356\" data-end=\"4402\">Zv\u00fd\u0161enie z\u00e1kladn\u00fdch miezd o 15 % okam\u017eite.<\/strong><br data-start=\"4402\" data-end=\"4405\" \/><strong data-start=\"4408\" data-end=\"4473\">Zavedenie tarifn\u00e9ho rastu mzdy ka\u017ed\u00e9 2 roky (mzdov\u00fd automat).<\/strong><br data-start=\"4473\" data-end=\"4476\" \/><strong data-start=\"4479\" data-end=\"4564\">Infla\u010dn\u00e1 dolo\u017eka, ktor\u00e1 zabezpe\u010d\u00ed valoriz\u00e1ciu miezd pod\u013ea infl\u00e1cie (+2 % navy\u0161e).<\/strong><br data-start=\"4564\" data-end=\"4567\" \/><strong data-start=\"4570\" data-end=\"4623\">Zv\u00fd\u0161enie DDS, pr\u00edplatkov a pohotovostn\u00fdch odmien.<\/strong><br data-start=\"4623\" data-end=\"4626\" \/><strong data-start=\"4629\" data-end=\"4725\">Zv\u00fd\u0161enie ro\u010dnej odmeny na \u00farove\u0148 trhov\u00e9ho \u0161tandardu (1 \u2013 2\u00d7 mesa\u010dn\u00e1 mzda pri vy\u0161\u0161om EBITDA).<\/strong><br data-start=\"4725\" data-end=\"4728\" \/><strong data-start=\"4731\" data-end=\"4804\">Zlep\u0161enie syst\u00e9mu pohotovost\u00ed \u2013 zv\u00fd\u0161enie odmien a garantovan\u00fd oddych.<\/strong><\/p>\n<p data-start=\"4926\" data-end=\"4968\" data-is-last-node=\"\" data-is-only-node=\"\">\n","protected":false},"excerpt":{"rendered":"<p>1. Pre\u010do s\u00fa zmeny nevyhnutn\u00e9? V posledn\u00fdch rokoch sa ukazuje, \u017ee aktu\u00e1lny syst\u00e9m odme\u0148ovania v na\u0161ej spolo\u010dnosti zaost\u00e1va za trhov\u00fdmi \u0161tandardmi. Napriek ur\u010dit\u00fdm \u00faprav\u00e1m prostredn\u00edctvom kolekt\u00edvneho vyjedn\u00e1vania, zamestnanci nepoci\u0165uj\u00fa re\u00e1lne <a class=\"more-link\" href=\"https:\/\/www.noveodbory.sk\/?p=898\">Continue Reading \u2192<\/a><\/p>\n","protected":false},"author":1,"featured_media":0,"comment_status":"closed","ping_status":"closed","sticky":true,"template":"","format":"standard","meta":{"footnotes":""},"categories":[1,3],"tags":[],"class_list":["post-898","post","type-post","status-publish","format-standard","hentry","category-nezaradene","category-uvodna"],"_links":{"self":[{"href":"https:\/\/www.noveodbory.sk\/index.php?rest_route=\/wp\/v2\/posts\/898","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.noveodbory.sk\/index.php?rest_route=\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.noveodbory.sk\/index.php?rest_route=\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/www.noveodbory.sk\/index.php?rest_route=\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/www.noveodbory.sk\/index.php?rest_route=%2Fwp%2Fv2%2Fcomments&post=898"}],"version-history":[{"count":8,"href":"https:\/\/www.noveodbory.sk\/index.php?rest_route=\/wp\/v2\/posts\/898\/revisions"}],"predecessor-version":[{"id":971,"href":"https:\/\/www.noveodbory.sk\/index.php?rest_route=\/wp\/v2\/posts\/898\/revisions\/971"}],"wp:attachment":[{"href":"https:\/\/www.noveodbory.sk\/index.php?rest_route=%2Fwp%2Fv2%2Fmedia&parent=898"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.noveodbory.sk\/index.php?rest_route=%2Fwp%2Fv2%2Fcategories&post=898"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.noveodbory.sk\/index.php?rest_route=%2Fwp%2Fv2%2Ftags&post=898"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}