{"id":7019,"date":"2019-10-22T16:15:08","date_gmt":"2019-10-22T14:15:08","guid":{"rendered":"https:\/\/atena.sk\/blog\/?p=7019"},"modified":"2023-01-13T10:53:06","modified_gmt":"2023-01-13T09:53:06","slug":"mobilita-pracovnej-sily-v-roku-2020","status":"publish","type":"post","link":"https:\/\/atena.sk\/blog\/mobilita-pracovnej-sily-v-roku-2020\/","title":{"rendered":"Mobilita pracovnej sily v roku 2020"},"content":{"rendered":"\n

Mobilita pracovnej sily je jedn\u00fdm zo z\u00e1kladn\u00fdch v\u00fdchod\u00edsk \u0161truktur\u00e1lnej nezamestnanosti, ktor\u00e1 m\u00f4\u017ee signalizova\u0165 vysok\u00fd po\u010det neobsaden\u00fdch pracovn\u00fdch miest v \u010dase, ke\u010f je ve\u013ek\u00fd po\u010det nezamestnan\u00fdch pracovn\u00edkov. Av\u0161ak, vysok\u00e1 miera nezamestnanosti m\u00f4\u017ee v\u0161eobecne p\u00f4sobi\u0165 negat\u00edvne na mobilitu pracovnej sily, preto\u017ee v \u013eu\u010foch vzrastaj\u00fa obavy a neistota z n\u00e1jdenia si nov\u00e9ho alebo udr\u017eania teraj\u0161ieho pracovn\u00e9ho miesta. <\/p>\n\n\n\n\n\n\n\n

Demografick\u00e9 predpovede uv\u00e1dzaj\u00fa, \u017ee od roku 2020 by v najbli\u017e\u0161ej dek\u00e1de malo z pracovn\u00e9ho trhu ubudn\u00fa\u0165 takmer 10 mili\u00f3nov pracovn\u00edkov. Dokonca a\u017e 86% zamestn\u00e1vate\u013eov v s\u00fa\u010dasnosti tvrd\u00ed, \u017ee maj\u00fa probl\u00e9m obsadi\u0165 vo\u013en\u00e9 pracovn\u00e9 miesta. Miera zamestnanosti v zna\u010dnej miere z\u00e1vis\u00ed od disponovania pracovnej sily, ktor\u00e1 umo\u017e\u0148uje \u00faspe\u0161n\u00e9 dlhodob\u00e9 uplatnenie sa na trhu pr\u00e1ce. Zamestn\u00e1vatelia tak o\u010dak\u00e1vaj\u00fa od zamestnancov st\u00e1le viac a pred \u00fazkou \u0161pecializ\u00e1ciou uprednost\u0148uj\u00fa sk\u00f4r pru\u017enos\u0165 a ochotu sa u\u010di\u0165. <\/p>\n\n\n\n

Firmy sa prisp\u00f4sobia situ\u00e1cii na pracovnom trhu<\/h2>\n\n\n\n

Nedostatok kvalifikovanej pracovnej sily za\u010d\u00edna predstavova\u0165 hrozbu pre \u010fal\u0161\u00ed rast podnikov. Jedn\u00fdm z cie\u013eov N\u00e1rodnej strat\u00e9gie zamestnanosti SR (Eur\u00f3pa 2020) je, \u017ee v najbli\u017e\u0161om roku by malo minim\u00e1lne 40% pracovnej popul\u00e1cie vo veku 30 – 34 rokov dosiahnu\u0165 terci\u00e1rne vzdelanie. V tejto oblasti nov\u00e9 \u010dlensk\u00e9 krajiny E\u00da podstatne zaost\u00e1vaj\u00fa za star\u00fdmi \u010dlensk\u00fdmi krajinami. Cie\u013e dosiahlo desa\u0165 kraj\u00edn, zatia\u013e \u010do z nov\u00fdch to boli iba Est\u00f3nsko, Litva a Cyprus. Na Slovensku v roku 2010 dospelo k terci\u00e1rnemu vzdelaniu 22,1% pracovnej sily, v roku 2016 to bolo 15,1%. Na porovnanie \u010cesko v roku 2010 malo 20,4% a v roku 2016 18,9%. <\/p>\n\n\n

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Zdroj: eurostat.sk<\/a><\/figcaption><\/figure><\/div>\n\n\n

Zvy\u0161ovanie terci\u00e1rneho vzdel\u00e1vania \u010dasto vedie k situ\u00e1cii, \u017ee pracovn\u00e9 miesta s\u00fa obsadzovan\u00e9 kvalifikovanej\u0161\u00edmi pracovn\u00edkmi ako je po\u017eadovan\u00e9. Nepriazniv\u00fdm javom narastaj\u00faceho po\u010dtu terci\u00e1rnych vzdel\u00e1vac\u00edch in\u0161tit\u00faci\u00ed je aj ich kvalita. In\u0161tit\u00facie vo zv\u00fd\u0161enej miere produkuj\u00fa absolventov so v\u0161eobecn\u00fdm vzdelan\u00edm, ktor\u00ed nie s\u00fa vhodn\u00ed na zaplnenie vo\u013en\u00fdch pracovn\u00fdch miest po\u017eaduj\u00facich odborn\u00e9 vzdelanie. Zodpovednos\u0165 za zabezpe\u010denie poskytnutia po\u017eadovan\u00e9ho vzdelania a dosiahnutia odborn\u00fdch zru\u010dnost\u00ed zamestnancov sa n\u00e1sledne pren\u00e1\u0161a na zamestn\u00e1vate\u013eov. <\/p>\n\n\n\n

\n

„Je nevyhnutn\u00e9 nastavi\u0165 vzdel\u00e1vac\u00ed syst\u00e9m tak, aby sa kontinu\u00e1lne a dlhodobo vytv\u00e1rali podmienky pre pr\u00edsun kvalifikovan\u00fdch zamestnancov. Pokia\u013e sa z\u00e1ujem \u0161t\u00e1tu nezmen\u00ed na re\u00e1lne skutky, bude sa potenci\u00e1l konkurencieschopnosti Slovenskej republiky nebezpe\u010dne zni\u017eova\u0165.“<\/p>\n\n\n\n

– prezident Zv\u00e4zu automobilov\u00e9ho priemyslu<\/p>\n<\/blockquote>\n\n\n\n

Predpokladom zost\u00e1va, \u017ee pre nedostatok zamestnancov sa firmy prisp\u00f4sobia situ\u00e1cii na trhu pr\u00e1ce. Bud\u00fa ochotnej\u0161ie vyjs\u0165 v \u00fastrety \u0161pecifick\u00fdm po\u017eiadavk\u00e1m, aby dobr\u00e9ho zamestnanca z\u00edskali a z\u00e1rove\u0148 bud\u00fa ochotn\u00e9 po\u013eavi\u0165 z t\u00fdch svojich. Tak isto je predpoklad, \u017ee v\u00fdberov\u00e9 konanie by malo by\u0165 jednoduch\u0161ie. Teda firmy bud\u00fa menej pr\u00edsne v tom, \u010do od bud\u00faceho zamestnanca \u017eiadaj\u00fa. \u013dud\u00ed bud\u00fa testova\u0165 menej a teda bude aj menej v\u00fdberov\u00fdch k\u00f4l. Neplat\u00ed to samozrejme plo\u0161ne, ale pod\u013ea prieskumu takmer polovica firiem u\u017e za\u010dala prehodnocova\u0165 svoje po\u017eiadavky t\u00fdkaj\u00face sa vzdelania alebo sk\u00fasenost\u00ed na dan\u00fa pracovn\u00fa poz\u00edciu s t\u00fdm, \u017ee pon\u00fakaj\u00fa za\u0161kolenie. <\/p>\n\n\n\n

Mobilita pracovnej sily bude vpl\u00fdva\u0165 aj na ekonomicko-politick\u00e9 aspekty<\/h2>\n\n\n\n

O\u010dak\u00e1va sa, \u017ee nedostatok sk\u00fasenej pracovnej sily bude ma\u0165 vplyv na hospod\u00e1rsky rast a prosperitu. Udr\u017eiavanie vysokokvalifikovanej pracovnej sily sa st\u00e1va k\u013e\u00fa\u010dovou strategickou \u00falohou s doh\u013eadom na zabezpe\u010denie hospod\u00e1rskeho rastu. Aby sme mohli aj na\u010falej udr\u017eiava\u0165 \u017eivotn\u00fa \u00farove\u0148 v Eur\u00f3pskej \u00fanii, je potrebn\u00e9 zv\u00fd\u0161i\u0165 zamestnanos\u0165 vo v\u0161etk\u00fdch vekov\u00fdch kateg\u00f3ri\u00e1ch, produktivitu pr\u00e1ce a tie\u017e bude potrebn\u00e9 rozm\u00fd\u0161\u013ea\u0165 nad zvy\u0161ovan\u00edm pracovn\u00e9ho \u010dasu. Nutnou podmienkou \u010fal\u0161ieho rozvoja ekonomiky v bud\u00facom roku je tie\u017e zvy\u0161ovanie \u017eivotnej \u00farovne obyvate\u013estva a tvorba udr\u017eate\u013en\u00fdch pracovn\u00fdch miest, n\u00e1sledkom \u010doho by malo d\u00f4js\u0165 k odstr\u00e1neniu bari\u00e9r rastu nezamestnanosti. Snahou je zlep\u0161enie \u00fa\u010dasti menej zast\u00fapen\u00fdch skup\u00edn pracovn\u00edkov na pracovnom trhu.<\/p>\n\n\n\n

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„Hlavn\u00e1 konkuren\u010dn\u00e1 v\u00fdhoda Slovenska na glob\u00e1lnom trhu je ve\u013emi n\u00edzka n\u00e1kladovos\u0165 pracovnej sily v kombin\u00e1cii s vysokou dostupnos\u0165ou vysokokvalifikovan\u00fdch zamestnancov. To rob\u00ed zo Slovenska zauj\u00edmav\u00fa krajinu pre investorov zo z\u00e1padnej Eur\u00f3py.“<\/p>\n\n\n\n

– marketingov\u00fd mana\u017e\u00e9r spolo\u010dnosti Manpower<\/p>\n<\/blockquote>\n\n\n\n

N\u00edzka mobilita dom\u00e1cej pracovnej sily v kombin\u00e1cii s nedostatkom kvalifikovan\u00fdch pracovn\u00edkov n\u00fati firmy, aby h\u013eadali \u013eud\u00ed v zahrani\u010d\u00ed. Pr\u00edchod zahrani\u010dn\u00fdch \u0161tudentov je jedna z prv\u00fdch ciest, ako do krajiny privies\u0165 pracovn\u00fa silu v r\u00e1mci regulovanej mobility. Aj preto po\u010det zahrani\u010dn\u00fdch pracovn\u00edkov v ostatnom obdob\u00ed o desiatky percent rastie a prib\u00fada dlhodobo nezamestnan\u00fdch dom\u00e1cich. V\u00fdrazn\u00e1 pozit\u00edvna ekonomick\u00e1 situ\u00e1cia zni\u017euje motiv\u00e1ciu os\u00f4b k odchodu do zahrani\u010dia a naopak. <\/p>\n\n\n

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\"\"<\/figure><\/div>\n\n\n

\u010cas\u0165 rozsahu prehlbuj\u00facej sa nerovnov\u00e1hy na trhu pr\u00e1ce je sp\u00f4soben\u00e1 demotiva\u010dne nastaven\u00fdmi soci\u00e1lnymi d\u00e1vkami, etnick\u00fdmi \u0161pecifikami niektor\u00fdch regi\u00f3nov Slovenska \u010di deformovan\u00fdmi hodnotov\u00fdmi orient\u00e1ciami ob\u010danov. <\/strong>Podstatn\u00fdm  faktorom probl\u00e9mov na trhu pr\u00e1ce je nevytvorenie ekonomick\u00fdch podmienok pre dlhodob\u00e9 zvy\u0161ovanie po\u010dtu nov\u00fdch, produkt\u00edvnych a <\/strong>prevy\u0161uj\u00facich zaniknut\u00fdch pracovn\u00fdch miest.<\/strong> Do roku 2030 je cie\u013eom N\u00e1rodnej strat\u00e9gie zamestnanosti SR zabezpe\u010di\u0165 zdrav\u00fd \u017eivot, zvy\u0161ova\u0165 kvalitu pre v\u0161etk\u00fdch bez rozdielu na vek, presadzova\u0165 hospod\u00e1rsky rast a produkt\u00edvnu zamestnanos\u0165 a zabezpe\u010di\u0165 trvalo udr\u017eate\u013en\u00fa spotrebu a v\u00fdrobu. <\/p>\n\n\n\n

Digit\u00e1lnej ekonomike sa v \u010dasoch globaliz\u00e1cie u\u017e nevyhneme <\/h2>\n\n\n\n

Organiz\u00e1cia pre hospod\u00e1rsku spolupr\u00e1cu a rozvoj predpoklad\u00e1, \u017ee a\u017e 30% pracovn\u00fdch miest m\u00f4\u017ee by\u0165 o 2 desiatky rokov automatizovan\u00fdch. Digitaliz\u00e1cia priemyslu u\u017e v susednej \u010ceskej republike za\u010dala. V tomto smere bude d\u00f4le\u017eit\u00e1 podpora vedy a v\u00fdskumu v r\u00fdchlo sa rozv\u00edjaj\u00facich technol\u00f3gi\u00e1ch ak\u00fdmi s\u00fa umel\u00e1 inteligencia, super v\u00fdkonn\u00e9 po\u010d\u00edta\u010de (HPC) \u010di napr\u00edklad blockchain (dynamick\u00e1 k\u00f3dovan\u00e1 datab\u00e1za). Z mnoh\u00fdch prieskumov ale vypl\u00fdva, \u017ee medzi \u013eu\u010fmi existuj\u00fa v s\u00fa\u010dasnosti dve hlavn\u00e9 obavy: obava zo straty pracovn\u00fdch miest a obava, \u017ee umel\u00e1 inteligencia n\u00e1s \u00faplne „ovl\u00e1dne“. V\u00fdskumy tie\u017e tvrdia, \u017ee v najbli\u017e\u0161\u00edch desiatich rokoch umel\u00e1 inteligencia v\u00fdrazne zmen\u00ed a\u017e 70% pracovn\u00fdch miest na Slovensku. <\/p>\n\n\n\n

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„Pod\u013ea \u00fadajov Organiz\u00e1cie pre hospod\u00e1rsku spolupr\u00e1cu a rozvoj, bude a\u017e 65% dne\u0161n\u00fdch \u0161kol\u00e1kov pracova\u0165 na poz\u00edci\u00e1ch, ktor\u00e9 e\u0161te neexistuj\u00fa alebo sa v\u00fdrazne zmenia.  Patr\u00edme k t\u00fdm krajin\u00e1m, ktor\u00e9 bud\u00fa v\u00fdvojom nov\u00fdch technol\u00f3gi\u00ed najviac ovplyvnen\u00ed.“<\/p>\n\n\n\n

– gener\u00e1lny riadite\u013e Microsoft<\/p>\n<\/blockquote>\n\n\n\n

Ve\u013ek\u00fdm predpokladom je, \u017ee po roku 2020 bude pracovn\u00fd trh kl\u00e1s\u0165 d\u00f4raz na inov\u00e1cie a personaliz\u00e1ciu produktov. Z modelu zalo\u017een\u00e9ho na lojalite a podnikovej pr\u00edslu\u0161nosti intern\u00fdch zamestnancov sa prejde k extern\u00fdm t\u00edmom \u0161pecialistov so sk\u00fasenos\u0165ami potrebn\u00fdmi na rozbeh svojich projektov. \u010coraz v\u00e4\u010d\u0161\u00ed d\u00f4raz sa bude kl\u00e1s\u0165 na kr\u00e1tkodob\u00e9 projekty miesto zotrvania v dlhodobom zamestnan\u00ed u jedn\u00e9ho zamestn\u00e1vate\u013ea. \u013dudia bud\u00fa veden\u00ed t\u00fa\u017ebou urobi\u0165 dobre a kvalitne svoju pr\u00e1cu a bud\u00fa schopn\u00ed dosiahnu\u0165 spolo\u010dn\u00fd cie\u013e pomocou samoorganiz\u00e1cie. Rovnako hroz\u00ed, \u017ee n\u00e1s \u010dak\u00e1 prechod z tradi\u010dn\u00e9ho modelu riadenia zhora nadol k opa\u010dn\u00e9mu modelu zdola nahor. Mana\u017e\u00e9ri tak nebud\u00fa trvalou s\u00fa\u010das\u0165ou projektov ako dnes, ale bud\u00fa pr\u00edtomn\u00ed len v niektor\u00fdch f\u00e1zach projektov. \u00daspech l\u00eddrov bude posudzovan\u00fd vzh\u013eadom na ich schopnosti vytv\u00e1ra\u0165 vz\u0165ahy, komunikova\u0165 a efekt\u00edvne rie\u0161i\u0165 probl\u00e9my v r\u00e1mci t\u00edmov. K\u013e\u00fa\u010dom \u00faspechu v bud\u00facnosti bude konkurencieschopnos\u0165. <\/p>\n\n\n\n

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\"\"<\/figure>\n<\/figure>\n\n\n\n

D\u00f4le\u017eit\u00fa \u00falohu v r\u00e1mci pracovn\u00e9ho trhu zohr\u00e1va aj person\u00e1lna agent\u00fara<\/a>, ktor\u00e1 sa \u0161pecializuje na ur\u010dit\u00e9 odvetvia priemyslu alebo profesie. Uch\u00e1dza\u010di o zamestnanie (aj z in\u00fdch kraj\u00edn) tak maj\u00fa mo\u017enos\u0165 s nimi podp\u00edsa\u0165 dohodu o sprostredkovan\u00ed pr\u00e1ce. Mobilita pracovnej sily sa aj v ich mene bude podporova\u0165 s cie\u013eom vyrie\u0161i\u0165 probl\u00e9m nezamestnanosti mlad\u00fdch a pom\u00f4c\u0165 zamestn\u00e1vate\u013eom n\u00e1js\u0165 zru\u010dnosti, ktor\u00e9 h\u013eadaj\u00fa, ale nem\u00f4\u017eu n\u00e1js\u0165 na miestnom trhu pr\u00e1ce. <\/p>\n\n\n\n

<\/p>\n","protected":false},"excerpt":{"rendered":"

Mobilita pracovnej sily je jedn\u00fdm zo z\u00e1kladn\u00fdch v\u00fdchod\u00edsk \u0161truktur\u00e1lnej nezamestnanosti, ktor\u00e1 m\u00f4\u017ee signalizova\u0165 vysok\u00fd po\u010det neobsaden\u00fdch pracovn\u00fdch miest v \u010dase, ke\u010f je ve\u013ek\u00fd po\u010det nezamestnan\u00fdch pracovn\u00edkov. Av\u0161ak, vysok\u00e1 miera nezamestnanosti m\u00f4\u017ee v\u0161eobecne p\u00f4sobi\u0165 negat\u00edvne na mobilitu pracovnej sily, preto\u017ee v \u013eu\u010foch vzrastaj\u00fa obavy a neistota z n\u00e1jdenia si nov\u00e9ho alebo udr\u017eania teraj\u0161ieho pracovn\u00e9ho miesta. <\/p>\n","protected":false},"author":9,"featured_media":7818,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[54,76,77],"tags":[],"acf":{"facebookpost":"","popis_socialneho_obrazku":""},"yoast_head":"\nMobilita pracovnej sily v roku 2020 - Atena blog<\/title>\n<meta name=\"description\" content=\"Nedostatok vhodnej pracovnej sily za\u010d\u00edna predstavova\u0165 hrozbu pre \u010fal\u0161\u00ed rast podnikov. Kvalifika\u010dn\u00e9 n\u00e1roky na zamestnancov pri tom nie s\u00fa vysok\u00e9. 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