{"id":51338,"date":"2026-06-17T20:03:18","date_gmt":"2026-06-17T20:03:18","guid":{"rendered":"https:\/\/www.kami-profit.sk\/?p=51338"},"modified":"2026-06-17T20:03:20","modified_gmt":"2026-06-17T20:03:20","slug":"nabor-v-stavebnictve-ako-ho-zvladnut-pri-nedostatku-pracovnej-sily","status":"publish","type":"post","link":"https:\/\/www.kami-profit.sk\/de\/novinky\/nabor-v-stavebnictve-ako-ho-zvladnut-pri-nedostatku-pracovnej-sily\/","title":{"rendered":"N\u00e1bor v stavebn\u00edctve: ako ho zvl\u00e1dnu\u0165 pri nedostatku pracovnej sily."},"content":{"rendered":"\n<h2><strong>Pr\u00e1vne a HR aspekty riadenia intern\u00fdch kapac\u00edt v projektovo riadenej stavebnej firme.<\/strong><\/h2>\n<p>&nbsp;<\/p>\n<p>Stavebn\u00edctvo na Slovensku dlhodobo \u010del\u00ed ak\u00fatnemu nedostatku pracovnej sily. Tento trend sa v posledn\u00fdch rokoch prestal t\u00fdka\u0165 v\u00fdlu\u010dne remeseln\u00fdch a v\u00fdrobn\u00fdch profesi\u00ed v ter\u00e9ne, ale \u010doraz v\u00fdraznej\u0161ie sa pres\u00fava do oblasti strategick\u00e9ho riadenia, pr\u00edpravy a koordin\u00e1cie stavebn\u00fdch projektov. M\u00e1 tak priamy dopad na realiz\u00e1ciu stavieb, ich \u010dasov\u00e9 plnenie, kvalitu a celkov\u00fa ekonomick\u00fa efektivitu firiem.<\/p>\n<p>V pr\u00edpade projektovo riaden\u00fdch stavebn\u00fdch spolo\u010dnost\u00ed, akou je aj&nbsp;<a href=\"https:\/\/www.kami-profit.sk\/\" target=\"_blank\" rel=\"noopener\">KAMI PROFIT<\/a>, je situ\u00e1cia \u0161pecifick\u00e1 svoj\u00edm biznis modelom. K\u013e\u00fa\u010dov\u00e9 kapacity firmy s\u00fa tvoren\u00e9 vysoko kvalifikovan\u00fdm intern\u00fdm odborn\u00fdm t\u00edmom \u2013 projektov\u00fdmi mana\u017e\u00e9rmi, stavbyved\u00facimi, majstrami, rozpo\u010dt\u00e1rmi, ekon\u00f3mami, pr\u00e1vnikmi a administrat\u00edvou. Samotn\u00e1 fyzick\u00e1 realiz\u00e1cia stavebn\u00fdch \u010dinnost\u00ed je n\u00e1sledne zabezpe\u010dovan\u00e1 prim\u00e1rne prostredn\u00edctvom extern\u00fdch kapac\u00edt a subdod\u00e1vate\u013esk\u00fdch re\u0165azcov.<\/p>\n<p>V tomto modeli sa ukazuje, \u017ee skuto\u010dn\u00fdm limitom realiz\u00e1cie stavebn\u00fdch z\u00e1kaziek a rastu firiem nie je samotn\u00fd dopyt po v\u00fdstavbe alebo nedostatok subdod\u00e1vate\u013eov, ale dostupnos\u0165 a stabilita vlastn\u00e9ho intern\u00e9ho riadiaceho jadra. Ako vysvet\u013euje&nbsp;<strong>Ing. Mil\u00edn Ka\u0148u\u0161\u010d\u00e1k, zakladate\u013e a CEO spolo\u010dnosti KAMI PROFIT<\/strong>:<\/p>\n<p>\u201e<strong><em>V modernom stavebn\u00edctve u\u017e d\u00e1vno nes\u00fa\u0165a\u017e\u00edme len o z\u00e1kazky, ale zv\u00e1dzame tvrd\u00fd boj o mozgy. M\u00f4\u017eete ma\u0165 k dispoz\u00edcii kapit\u00e1l aj subdod\u00e1vate\u013esk\u00e9 kapacity, ale bez siln\u00e9ho intern\u00e9ho in\u017einierskeho t\u00edmu, ktor\u00fd dok\u00e1\u017ee ustr\u00e1\u017ei\u0165 kvalitu, rozpo\u010det a rizik\u00e1, projekt \u00faspe\u0161ne nedokon\u010d\u00edte. Na\u0161e intern\u00e9 kapacity s\u00fa re\u00e1lnym limitom n\u00e1\u0161ho rastu.<\/em><\/strong>\u201c<\/p>\n<p>N\u00e1bor v tomto kontexte u\u017e nepredstavuje len operat\u00edvne obsadzovanie vo\u013en\u00fdch stoli\u010diek, ale st\u00e1va sa kritickou s\u00fa\u010das\u0165ou riadenia projektovej v\u00fdkonnosti, rizika a legislat\u00edvnej bezpe\u010dnosti.<\/p>\n<p>Pr\u00e1vny a regula\u010dn\u00fd r\u00e1mec tejto problematiky na Slovensku definuje najm\u00e4:<\/p>\n<ul>\n<li>Z\u00e1kon \u010d. 311\/2001 Z. z. (Z\u00e1konn\u00edk pr\u00e1ce),<\/li>\n<li>Z\u00e1kon \u010d. 365\/2004 Z. z. (Antidiskrimina\u010dn\u00fd z\u00e1kon),<\/li>\n<li>Z\u00e1kon \u010d. 5\/2004 Z. z. o slu\u017eb\u00e1ch zamestnanosti,<\/li>\n<li>Z\u00e1kon \u010d. 124\/2006 Z. z. o bezpe\u010dnosti a ochrane zdravia pri pr\u00e1ci (BOZP),<\/li>\n<li>S\u00favisiace predpisy v oblasti ochrany osobn\u00fdch \u00fadajov (GDPR) a Obchodn\u00fd z\u00e1konn\u00edk.<\/li>\n<\/ul>\n<h3><strong>1. Intern\u00e9 kapacity ako priamy limit rastu a v\u00fdkonnosti firmy<\/strong><\/h3>\n<p>V tradi\u010dnom pon\u00edman\u00ed je rast firmy limitovan\u00fd trhom a dopytom. V projektovo riadenej stavebnej firme je v\u0161ak limit nastaven\u00fd zvn\u00fatra \u2013 kapacitou riadenia projektov. Po\u010det s\u00fabe\u017ene a \u00faspe\u0161ne realizovate\u013en\u00fdch stavieb je priamo viazan\u00fd na fyzick\u00fa a odborn\u00fa dostupnos\u0165 riadiaceho t\u00edmu.<\/p>\n<p>Ak ch\u00fdbaj\u00fa projektov\u00ed mana\u017e\u00e9ri \u010di stavbyved\u00faci, firma str\u00e1ca schopnos\u0165 bezpe\u010dne vstupova\u0165 do nov\u00fdch tendrov. HR funkcia sa preto v modernom stavebn\u00edctve prirodzene transformuje. Prest\u00e1va by\u0165 izolovanou administrat\u00edvnou agendou a st\u00e1va sa strategick\u00fdm partnerom pre pl\u00e1novanie kapac\u00edt. Pod\u013ea<strong>&nbsp;Jany Besedovej, HR mana\u017e\u00e9rky a prokuristky spolo\u010dnosti KAMI PROFIT<\/strong>:<\/p>\n<p>\u201e<strong><em>HR u\u017e nie je len o n\u00e1bore, ale o prepojen\u00ed personalistiky s biznis strat\u00e9giou a technol\u00f3giami. Ke\u010f\u017ee trh je vy\u010derpan\u00fd, mus\u00edme sa zamera\u0165 na budovanie prostredia, ktor\u00e9 talenty nielen pril\u00e1ka, ale najm\u00e4 udr\u017e\u00ed. U n\u00e1s vs\u00e1dzame na to, \u017ee nie sme anonymn\u00fd korpor\u00e1t \u2013 oce\u0148ujeme iniciat\u00edvu a investujeme do rozvoja ka\u017ed\u00e9ho \u010dlena t\u00edmu, aby na\u0161i k\u013e\u00fa\u010dov\u00ed \u013eudia mali priestor kari\u00e9rne r\u00e1s\u0165 priamo na projektoch.<\/em><\/strong>\u201c<\/p>\n<h3><strong>2. Pr\u00e1vne r\u00e1mce v\u00fdberu zamestnancov a \u00faskalia kvalifika\u010dn\u00fdch krit\u00e9ri\u00ed<\/strong><\/h3>\n<p>Ak\u00fdko\u013evek proces n\u00e1boru a v\u00fdberu kandid\u00e1tov na riadiace poz\u00edcie mus\u00ed striktne re\u0161pektova\u0165 z\u00e1sadu rovnak\u00e9ho zaobch\u00e1dzania a z\u00e1kaz diskrimin\u00e1cie. Tento legislat\u00edvny z\u00e1v\u00e4zok vypl\u00fdva z \u00a7 13 Z\u00e1konn\u00edka pr\u00e1ce v spojen\u00ed s Antidiskrimina\u010dn\u00fdm z\u00e1konom.<\/p>\n<p>V stavebnej praxi to znamen\u00e1, \u017ee:<\/p>\n<ul>\n<li><strong>Objekt\u00edvnos\u0165:<\/strong>&nbsp;Po\u017eiadavky na kandid\u00e1tov musia by\u0165 vecne od\u00f4vodnen\u00e9 a priamo prepojen\u00e9 s povahou pr\u00e1ce.<\/li>\n<li><strong>Proporcionalita:<\/strong>&nbsp;Kvalifika\u010dn\u00e9 krit\u00e9ri\u00e1 (napr. d\u013a\u017eka praxe, typ vzdelania, autoriza\u010dn\u00e9 osved\u010denia) musia zodpoveda\u0165 re\u00e1lnym potreb\u00e1m poz\u00edcie.<\/li>\n<li><strong>Preuk\u00e1zate\u013enos\u0165:<\/strong>&nbsp;Cel\u00fd v\u00fdberov\u00fd proces mus\u00ed by\u0165 transparentn\u00fd, sp\u00e4tne auditovate\u013en\u00fd a zdokumentovan\u00fd, aby firma vedela v pr\u00edpade sporu preuk\u00e1za\u0165 nediskrimina\u010dn\u00fd postup.<\/li>\n<\/ul>\n<p>Pri vysoko odborn\u00fdch poz\u00edci\u00e1ch (ako stavbyved\u00faci \u010di hlavn\u00fd rozpo\u010dt\u00e1r) je legit\u00edmne vy\u017eadova\u0165 \u0161pecifick\u00e9 vzdelanie a prax. Personalisti a mana\u017e\u00e9ri v\u0161ak musia by\u0165 opatrn\u00ed: nadmern\u00e9, rigidn\u00e9 alebo formalistick\u00e9 po\u017eiadavky v inzercii m\u00f4\u017eu zbyto\u010dne zu\u017eova\u0165 u\u017e aj tak extr\u00e9mne obmedzen\u00fd trh pr\u00e1ce.<\/p>\n<h3><strong>3. R\u00fdchlos\u0165 n\u00e1boru ako konkuren\u010dn\u00e1 v\u00fdhoda<\/strong><\/h3>\n<p>Na trhu, kde je kritick\u00fd nedostatok kvalifikovan\u00fdch odborn\u00edkov, je rozhoduj\u00facim faktorom \u00faspechu \u010das. Sk\u00fasen\u00ed in\u017einieri s\u00fa vo\u013en\u00ed len v\u00fdnimo\u010dne, \u010dasto komunikuj\u00fa s viacer\u00fdmi zamestn\u00e1vate\u013emi s\u00fabe\u017ene a dost\u00e1vaj\u00fa konkuren\u010dn\u00e9 ponuky v priebehu dn\u00ed.<\/p>\n<p>Preto mus\u00ed stavebn\u00e1 firma z\u00e1sadne optimizeova\u0165 svoje intern\u00e9 HR procesy v dvoch rovin\u00e1ch:<\/p>\n<ol>\n<li><strong>Procesn\u00e1 flexibilita:<\/strong>&nbsp;Jasne definova\u0165 kompetencie, minimalizova\u0165 po\u010det intern\u00fdch schva\u013eovac\u00edch k\u00f4l a poskytova\u0165 kandid\u00e1tom r\u00fdchlu sp\u00e4tn\u00fa v\u00e4zbu. Ak firma reaguje pomaly, kandid\u00e1ta str\u00e1ca.<\/li>\n<li><strong>Pr\u00e1vna istota:<\/strong>&nbsp;Aj pri bleskovom procese mus\u00ed by\u0165 zachovan\u00e1 pln\u00e1 pr\u00e1vna \u010distota a preuk\u00e1zate\u013enos\u0165 v\u00fdberu v zmysle \u00a7 13 Z\u00e1konn\u00edka pr\u00e1ce.<\/li>\n<\/ol>\n<h3><strong>4. Subdod\u00e1vate\u013esk\u00fd model, BOZP a pr\u00e1vna expoz\u00edcia firmy<\/strong><\/h3>\n<p>Vysok\u00fd podiel subdod\u00e1vate\u013esk\u00fdch vz\u0165ahov prin\u00e1\u0161a \u0161pecifick\u00e9 pr\u00e1vne a bezpe\u010dnostn\u00e9 rizik\u00e1. Hoci fyzick\u00fa pr\u00e1cu na stavenisku vykon\u00e1vaj\u00fa extern\u00e9 firmy, gener\u00e1lnu zodpovednos\u0165 za koordin\u00e1ciu, riadenie riz\u00edk a bezpe\u010dnos\u0165 pr\u00e1ce (BOZP) nesie v zmysle z\u00e1kona \u010d. 124\/2006 Z. z. hlavn\u00fd zhotovite\u013e.<\/p>\n<p>Pre intern\u00fd riadiaci t\u00edm to znamen\u00e1, \u017ee BOZP pre nich nesmie by\u0165 len form\u00e1lnou z\u00e1\u0165a\u017eou. Je to ich priamy riadiaci n\u00e1styor. S\u00fa povinn\u00ed koordinova\u0165 \u010dinnos\u0165 viacer\u00fdch subdod\u00e1vate\u013eov a nekompromisne kontrolova\u0165 dodr\u017eiavanie bezpe\u010dnostn\u00fdch predpisov extern\u00fdmi pracovn\u00edkmi.<\/p>\n<p>Ak m\u00e1 firma nedostatok kvalifikovan\u00fdch intern\u00fdch \u013eud\u00ed na tieto riadiace poz\u00edcie, doch\u00e1dza k pre\u0165a\u017eeniu existuj\u00faceho person\u00e1lu. To \u00fasti do zv\u00fd\u0161en\u00e9ho chybov\u00e9ho faktora, straty kontroly nad staveniskom a dramatick\u00e9ho n\u00e1rastu pr\u00e1vnej expoz\u00edcie firmy \u2013 vr\u00e1tane rizika trestnopr\u00e1vnej zodpovednosti mana\u017ementu pri z\u00e1va\u017en\u00fdch pracovn\u00fdch \u00farazoch. Kvalita intern\u00fdch kapac\u00edt tak priamo koreluje s mierou bezpe\u010dnosti a elimin\u00e1cie riz\u00edk na projektoch.<\/p>\n<h3><strong>5. Zamestn\u00e1vanie cudzincov ako syst\u00e9mov\u00fd a doplnkov\u00fd n\u00e1stroj<\/strong><\/h3>\n<p>Vzh\u013eadom na vy\u010derpanie dom\u00e1ceho trhu pr\u00e1ce sa slovensk\u00e9 stavebn\u00edctvo nezaob\u00edde bez zahrani\u010dnej pracovnej sily. Tento proces je striktne regulovan\u00fd najm\u00e4 z\u00e1konom \u010d. 5\/2004 Z. z. o slu\u017eb\u00e1ch zamestnanosti a z\u00e1konom \u010d. 404\/2011 Z. z. o pobyte cudzincov.<\/p>\n<p>Hoci v projektovo riadenej firme tvor\u00ed jadro dom\u00e1ci in\u017einiersky t\u00edm, leg\u00e1lne zamestn\u00e1vanie cudzincov (\u010di u\u017e z E\u00da alebo tret\u00edch kraj\u00edn) je nevyhnutn\u00fdm doplnkov\u00fdm n\u00e1strojom pre stabiliz\u00e1ciu subdod\u00e1vate\u013esk\u00e9ho prostredia a realiza\u010dn\u00fdch profesi\u00ed v ter\u00e9ne.<\/p>\n<p>Z poh\u013eadu stavebnej praxe je v\u0161ak nutn\u00e9 si uvedomi\u0165 jeden z\u00e1sadn\u00fd fakt: legislat\u00edvne procesy spojen\u00e9 s povoleniami na pobyt a pr\u00e1cu cudzincov z tret\u00edch kraj\u00edn maj\u00fa dlh\u00fd \u010dasov\u00fd horizont. Zamestn\u00e1vanie cudzincov preto nie je operat\u00edvnym rie\u0161en\u00edm aktu\u00e1lnych v\u00fdpadkov kapac\u00edt na stavbe. Vy\u017eaduje si prec\u00edzne strategick\u00e9 pl\u00e1novanie, predv\u00eddate\u013enos\u0165 potrieb projektov v predstihu minim\u00e1lne nieko\u013ek\u00fdch mesiacov a \u00fazku s\u00fa\u010dinnos\u0165 pr\u00e1vneho oddelenia a HR.<\/p>\n<p><strong>V dne\u0161n\u00fdch podmienkach slovensk\u00e9ho stavebn\u00edctva sa n\u00e1bor a riadenie \u013eudsk\u00fdch zdrojov definit\u00edvne transformovali z administrat\u00edvnej funkcie na integr\u00e1lnu s\u00fa\u010das\u0165 strategick\u00e9ho riadenia firiem.<\/strong><\/p>\n<p><strong>Pre projektovo orientovan\u00e9 spolo\u010dnosti typu KAMI PROFIT plat\u00ed t\u00e1to nevyhnutnos\u0165 dvojn\u00e1sobne.<\/strong>&nbsp;Stabilita, odbornos\u0165 a pr\u00e1vne vedomie intern\u00e9ho riadiaceho t\u00edmu s\u00fa k\u013e\u00fa\u010dom k udr\u017eaniu mar\u017e\u00ed, elimin\u00e1cii pr\u00e1vnych riz\u00edk v oblasti BOZP a plneniu zmluvn\u00fdch z\u00e1v\u00e4zkov. \u00daskalia nedostatku \u013eud\u00ed na trhu sa daj\u00fa prekona\u0165 len synergiou prec\u00edzneho pr\u00e1vnego r\u00e1mca a pru\u017en\u00e9ho HR, ktor\u00e9 dok\u00e1\u017ee z person\u00e1lneho deficitu vytvori\u0165 strategick\u00fa konkuren\u010dn\u00fa v\u00fdhodu.<\/p>\n<p><strong>Mgr. Jana Besedov\u00e1,<\/strong>&nbsp;HR Manager, Prokurista spolo\u010dnosti KAMI PROFIT<\/p>\n<p><img loading=\"lazy\" decoding=\"async\" class=\"size-medium wp-image-51178 aligncenter\" src=\"https:\/\/www.kami-profit.sk\/wp-content\/uploads\/2026\/05\/jana-besedova-hl.foto_-226x300.jpg\" alt=\"\" width=\"226\" height=\"300\" srcset=\"https:\/\/www.kami-profit.sk\/wp-content\/uploads\/2026\/05\/jana-besedova-hl.foto_-226x300.jpg 226w, https:\/\/www.kami-profit.sk\/wp-content\/uploads\/2026\/05\/jana-besedova-hl.foto_-772x1024.jpg 772w, https:\/\/www.kami-profit.sk\/wp-content\/uploads\/2026\/05\/jana-besedova-hl.foto_-768x1019.jpg 768w, https:\/\/www.kami-profit.sk\/wp-content\/uploads\/2026\/05\/jana-besedova-hl.foto_-1157x1536.jpg 1157w, https:\/\/www.kami-profit.sk\/wp-content\/uploads\/2026\/05\/jana-besedova-hl.foto_-1543x2048.jpg 1543w, https:\/\/www.kami-profit.sk\/wp-content\/uploads\/2026\/05\/jana-besedova-hl.foto_-113x150.jpg 113w, https:\/\/www.kami-profit.sk\/wp-content\/uploads\/2026\/05\/jana-besedova-hl.foto_-scaled.jpg 1929w\" sizes=\"auto, (max-width: 226px) 100vw, 226px\" \/><\/p>\n\n\n","protected":false},"excerpt":{"rendered":"<p>Pr\u00e1vne a HR aspekty riadenia intern\u00fdch kapac\u00edt v projektovo riadenej stavebnej firme. &nbsp; Stavebn\u00edctvo na Slovensku dlhodobo \u010del\u00ed ak\u00fatnemu nedostatku pracovnej sily. Tento trend sa v posledn\u00fdch [&#8230;]<\/p>\n","protected":false},"author":52,"featured_media":51339,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"ngg_post_thumbnail":0,"footnotes":""},"categories":[4],"tags":[],"class_list":["post-51338","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-novinky"],"aioseo_notices":[],"meta_box":{"_refs_address":"","_refs_streetnumber":"","_refs_postal_code":"","_refs_country":"","_refs_lat":"","_refs_lng":"","_refs_map_infowindow":"","_refs_map_google":{"latitude":"48.7056942","longitude":"18.7111899","zoom":"8"}},"_links":{"self":[{"href":"https:\/\/www.kami-profit.sk\/de\/wp-json\/wp\/v2\/posts\/51338","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.kami-profit.sk\/de\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.kami-profit.sk\/de\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/www.kami-profit.sk\/de\/wp-json\/wp\/v2\/users\/52"}],"replies":[{"embeddable":true,"href":"https:\/\/www.kami-profit.sk\/de\/wp-json\/wp\/v2\/comments?post=51338"}],"version-history":[{"count":1,"href":"https:\/\/www.kami-profit.sk\/de\/wp-json\/wp\/v2\/posts\/51338\/revisions"}],"predecessor-version":[{"id":51342,"href":"https:\/\/www.kami-profit.sk\/de\/wp-json\/wp\/v2\/posts\/51338\/revisions\/51342"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/www.kami-profit.sk\/de\/wp-json\/wp\/v2\/media\/51339"}],"wp:attachment":[{"href":"https:\/\/www.kami-profit.sk\/de\/wp-json\/wp\/v2\/media?parent=51338"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.kami-profit.sk\/de\/wp-json\/wp\/v2\/categories?post=51338"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.kami-profit.sk\/de\/wp-json\/wp\/v2\/tags?post=51338"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}