{"id":240,"date":"2016-02-08T15:52:47","date_gmt":"2016-02-08T15:52:47","guid":{"rendered":"http:\/\/impact-phs.eu\/?page_id=240"},"modified":"2016-04-11T07:34:45","modified_gmt":"2016-04-11T07:34:45","slug":"employment-related-objectives","status":"publish","type":"page","link":"https:\/\/impact-phs.eu\/cz\/do-i-want-to-assess-an-existing-phs-policy\/part-3-what-are-the-different-types-of-phs-policy-measures\/the-list-of-main-objectives\/employment-related-objectives\/","title":{"rendered":"C\u00edle souvisej\u00edc\u00ed se zam\u011bstnanost\u00ed"},"content":{"rendered":"<p><a href=\"http:\/\/impact-phs.eu\/wp-content\/uploads\/2015\/12\/41-3.png\" rel=\"attachment wp-att-1557\"><img loading=\"lazy\" decoding=\"async\" class=\"alignnone size-full wp-image-1557\" src=\"http:\/\/impact-phs.eu\/wp-content\/uploads\/2015\/12\/41-3.png\" alt=\"4[1]\" width=\"728\" height=\"90\" srcset=\"https:\/\/impact-phs.eu\/wp-content\/uploads\/2015\/12\/41-3.png 728w, https:\/\/impact-phs.eu\/wp-content\/uploads\/2015\/12\/41-3-300x37.png 300w\" sizes=\"auto, (max-width: 728px) 100vw, 728px\" \/><\/a><\/p>\n<div class=\"alignleft\"><a href=\"https:\/\/impact-phs.eu\/cz\/do-i-want-to-assess-an-existing-phs-policy\/part-3-what-are-the-different-types-of-phs-policy-measures\/the-list-of-main-objectives\/\" title=\"Seznam hlavn\u00edch c\u00edl\u016f\">Previous: Seznam hlavn\u00edch c\u00edl\u016f<\/a><\/div>\n<ul>\n<li><strong>C\u00edl 1: Tvorba pracovn\u00edch m\u00edst<\/strong><\/li>\n<\/ul>\n<p>Opat\u0159en\u00ed na podporu osobn\u00edch slu\u017eeb a slu\u017eeb pro dom\u00e1cnost maj\u00ed d\u016fle\u017eit\u00fd \u00fa\u010dinek na zam\u011bstnanost, a to jednak na<strong> p\u0159\u00edmou zam\u011bstnanost <\/strong>t\u00edm, \u017ee vytv\u00e1\u0159ej\u00ed <strong>pracovn\u00ed m\u00edsta<\/strong> pro \u010dinnosti spojen\u00e9 s v\u00fdkonem osobn\u00edch slu\u017eeb a slu\u017eeb pro dom\u00e1cnost, a jednak na <strong>nep\u0159\u00edmou zam\u011bstnanost<\/strong> t\u00edm, \u017ee vytv\u00e1\u0159ej\u00ed pracovn\u00ed m\u00edsta pro veden\u00ed pracovn\u00edk\u016f osobn\u00edch slu\u017eeb a slu\u017eeb pro dom\u00e1cnost, ale i t\u00edm, \u017ee se u\u017eivatel\u00e9 t\u011bchto slu\u017eeb <strong>vracej\u00ed na trh pr\u00e1ce<\/strong> nebo prodlu\u017euj\u00ed svoji pracovn\u00ed dobu. To m\u00e1 za n\u00e1sledek v\u00fdrazn\u00fd pokles v dlouhodob\u00e9 nezam\u011bstnanosti a n\u00e1r\u016fst v zam\u011bstnanosti ur\u010dit\u00fdch c\u00edlov\u00fdch skupin, nap\u0159. osob s n\u00edzkou kvalifikac\u00ed a \u017een. Tyto \u00fa\u010dinky jsou v souladu se strategi\u00ed Evropa 2020. D\u016fkazy a \u00fadaje Eurostatu ukazuj\u00ed, \u017ee v roce 2014 poskytovalo v EU-28 osobn\u00ed slu\u017eby a slu\u017eby pro dom\u00e1cnost 7,3 milion\u016f pracovn\u00edk\u016f (na z\u00e1klad\u011b k\u00f3d\u016f NACE 88 a 97) (Evropsk\u00e1 komise, 2015). S t\u011bmito \u00fadaji je pot\u0159eba zach\u00e1zet opatrn\u011b, proto\u017ee osobn\u00ed slu\u017eby a slu\u017eby pro dom\u00e1cnost mohou zahrnovat \u010dinnosti, kter\u00e9 jsou za\u0159azen\u00e9 do jin\u00fdch odv\u011btv\u00ed NACE. Co se t\u00fdk\u00e1 tvorby nov\u00fdch pracovn\u00edch m\u00edst, ukazuje se, \u017ee podle Evropsk\u00e9ho monitoru pracovn\u00edch m\u00edst Eurofoundu z roku 2014 zam\u011bstnal sektor osobn\u00edch slu\u017eeb a slu\u017eeb pro dom\u00e1cnost mezi lety 2011 a 2013 dal\u0161\u00edch 81 192 pracovn\u00edk\u016f osobn\u00ed p\u00e9\u010de a 74 518 pracovn\u00edk\u016f osobn\u00edch slu\u017eeb. D\u00edky tomu se sektor osobn\u00edch slu\u017eeb a slu\u017eeb pro dom\u00e1cnost stal druh\u00fdm nejrychleji rostouc\u00edm sektorem, co se t\u00fdk\u00e1 zam\u011bstnanosti, hned za sektorem IKT, a neo\u010dek\u00e1v\u00e1 se, \u017ee by se jeho r\u016fst m\u011bl sni\u017eovat. Ve skute\u010dnosti Komise v roce 2012 uvedla, \u017ee se potenci\u00e1l pracovn\u00edch m\u00edst v sektoru osobn\u00edch slu\u017eeb a slu\u017eeb pro dom\u00e1cnost v p\u0159\u00ed\u0161t\u00edch letech odhaduje na 5,5 milion\u016f nov\u00fdch m\u00edst.<\/p>\n<p style=\"padding-left: 90px;\"><em>V <strong>Belgii<\/strong> byla jedn\u00edm z nejd\u016fle\u017eit\u011bj\u0161\u00edch c\u00edl\u016f syst\u00e9mu pouk\u00e1zek na slu\u017eby spu\u0161t\u011bn\u00e9ho v roce 2004 tvorba nov\u00fdch pracovn\u00edch m\u00edst. V roce 2013 tak v syst\u00e9mu p\u016fsobilo 160 793 pracovn\u00edk\u016f, kte\u0159\u00ed p\u0159edstavuj\u00ed 4,2 % ze v\u0161ech pracovn\u00edch m\u00edst v Belgii (IDEA Consult, 2013). Tot\u00e9\u017e plat\u00ed pro syst\u00e9m da\u0148ov\u00e9ho odpo\u010dtu u slu\u017eeb RUT (\u00faklid, \u00fadr\u017eba, slu\u017eby), zaveden\u00fd ve <strong>\u0160v\u00e9dsku,<\/strong> kter\u00fd \u2013 podle n\u011bkter\u00fdch odhad\u016f &#8211; vedl k vytvo\u0159en\u00ed zhruba 15 000 nov\u00fdch pracovn\u00edch m\u00edst mezi lety 2007 a 2011 (Konjunkturinstitutet, 2011).<br \/>\n<\/em><\/p>\n<ul>\n<li><strong>C\u00edl 2: Sni\u017eov\u00e1n\u00ed nehl\u00e1\u0161en\u00e9 pr\u00e1ce<\/strong><\/li>\n<\/ul>\n<p>Jednou z hlavn\u00edch charakteristik sektoru osobn\u00edch slu\u017eeb a slu\u017eeb pro dom\u00e1cnost je skute\u010dnost, \u017ee <strong>velk\u00fd pod\u00edl t\u011bchto slu\u017eeb je prov\u00e1d\u011bn\u00fd neform\u00e1ln\u011b nehl\u00e1\u0161en\u00fdmi pracovn\u00edky.<\/strong> Je tomu tak p\u0159edev\u0161\u00edm d\u00edky vysok\u00e9mu potenci\u00e1lu pro zam\u011bstnanost (cena placen\u00e1 za slu\u017eby je t\u00e9m\u011b\u0159 cel\u00e1 slo\u017een\u00e1 ze mzdy pracovn\u00edk\u016f), co\u017e znamen\u00e1, \u017ee form\u00e1ln\u00ed poskytov\u00e1n\u00ed osobn\u00edch slu\u017eeb a slu\u017eeb pro dom\u00e1cnost je relativn\u011b mnohem n\u00e1kladn\u011bj\u0161\u00ed (zohledn\u00edme-li dan\u011b atd.) ne\u017e poskytov\u00e1n\u00ed nehl\u00e1\u0161en\u00fdch slu\u017eeb. Pro org\u00e1ny st\u00e1tn\u00ed spr\u00e1vy p\u0159edstavuje nehl\u00e1\u0161en\u00e1 pr\u00e1ce ztr\u00e1tu na soci\u00e1ln\u00edch p\u0159\u00edsp\u011bvc\u00edch a platb\u00e1ch dan\u011b a pro nehl\u00e1\u0161en\u00e9 pracovn\u00edky \u010dasto znamen\u00e1 nev\u00fdhodn\u00e9 pracovn\u00ed podm\u00ednky a nedostate\u010dn\u00e9 soci\u00e1ln\u00ed zabezpe\u010den\u00ed.<\/p>\n<p>Z d\u016fkaz\u016f vypl\u00fdv\u00e1, \u017ee ve srovn\u00e1n\u00ed s ostatn\u00edmi sektory jsou osobn\u00ed slu\u017eby a slu\u017eby pro dom\u00e1cnost obzvl\u00e1\u0161\u0165 vystaveny nehl\u00e1\u0161en\u00e9 pr\u00e1ci. V\u00fdsledky zvl\u00e1\u0161tn\u00edho vyd\u00e1n\u00ed Eurobarometru (\u010d. 402, vydan\u00e9ho v roce 2014) o \u201enehl\u00e1\u0161en\u00e9 pr\u00e1ci v Evropsk\u00e9 unii\u201c ukazuj\u00ed, \u017ee 11 % populace EU-28 p\u0159ipustilo, \u017ee si koupilo zbo\u017e\u00ed nebo slu\u017eby spojen\u00e9 s nehl\u00e1\u0161enou prac\u00ed. Z tohoto po\u010dtu 15 % kupuj\u00edc\u00edch uvedlo, \u017ee po\u0159izuje slu\u017eby pro dom\u00e1cnost (nap\u0159. zahradnick\u00e9 pr\u00e1ce, \u00faklid dom\u00e1cnosti, p\u00e9\u010di o d\u011bti a star\u0161\u00ed osoby) a 7 % osobn\u00ed slu\u017eby (nap\u0159. kade\u0159nick\u00e9 slu\u017eby nebo soukrom\u00e9 dou\u010dov\u00e1n\u00ed). Na z\u00e1klad\u011b \u00fadaj\u016f z p\u0159edchoz\u00edho Eurobarometru o nehl\u00e1\u0161en\u00e9 pr\u00e1ci (2007) a s p\u0159ihl\u00e9dnut\u00edm ke skute\u010dnosti, \u017ee nehl\u00e1\u0161en\u00ed pracovn\u00edci obvykle nepracuj\u00ed na pln\u00fd \u00favazek, se odhaduje mo\u017en\u00fd po\u010det nehl\u00e1\u0161en\u00fdch pracovn\u00edk\u016f v oblasti slu\u017eeb pro dom\u00e1cnost na 1 milion<a href=\"#_ftn1\" name=\"_ftnref1\"><sup><sup>[1]<\/sup><\/sup><\/a>. Jak uv\u00e1d\u00ed Komise (2012), jedn\u00e1 se sp\u00ed\u0161e o konzervativn\u00ed odhad vzhledem k pravd\u011bpodobn\u00e9mu podhodnocen\u00ed v pr\u016fzkumech o nehl\u00e1\u0161en\u00e9 pr\u00e1ci. V\u00fdsledky DGCIS (2011) ukazuj\u00ed, \u017ee v zem\u00edch, ve kter\u00fdch nejsou zaveden\u00e9 \u017e\u00e1dn\u00e9 politiky na podporu osobn\u00edch slu\u017eeb a slu\u017eeb pro dom\u00e1cnost, p\u0159edstavuj\u00ed nehl\u00e1\u0161en\u00e9 slu\u017eby kolem 70 % v\u0161ech transakc\u00ed ve srovn\u00e1n\u00ed se 30 % v zem\u00edch, ve kter\u00fdch jsou podp\u016frn\u00e1 opat\u0159en\u00ed zaveden\u00e1.<\/p>\n<p style=\"padding-left: 90px;\">Ve <strong>Francii<\/strong> klesla nehl\u00e1\u0161en\u00e1 pr\u00e1ce v sektoru dom\u00e1cnost\u00ed ze 40 % v roce 2005 na 30 % v roce 2011 d\u00edky r\u016fzn\u00fdm da\u0148ov\u00fdm a administrativn\u00edm pob\u00eddk\u00e1m (Wyman O., 2013). Ve <strong>Finsku <\/strong>se pod\u00edl nehl\u00e1\u0161en\u00e9 pr\u00e1ce v oblasti slu\u017eeb pro dom\u00e1cnost sn\u00ed\u017eil z 60 % na p\u0159ibli\u017en\u011b 25 % v d\u016fsledku zaveden\u00ed da\u0148ov\u00e9ho bonusu na pomoc v dom\u00e1cnosti.<\/p>\n<ul>\n<li><strong>C\u00edl 3: Podpora a rozvoj \u010dinnost\u00ed v oblasti osobn\u00edch slu\u017eeb a slu\u017eeb pro dom\u00e1cnost<\/strong><\/li>\n<\/ul>\n<p>N\u00e1r\u016fst zam\u011bstnanosti v oblasti form\u00e1ln\u00edho poskytov\u00e1n\u00ed osobn\u00edch slu\u017eeb a slu\u017eeb pro dom\u00e1cnost m\u016f\u017ee nazna\u010dovat n\u00e1r\u016fst v po\u010dtu spole\u010dnost\u00ed a\/nebo po\u010dtu transakc\u00ed v oblasti osobn\u00edch slu\u017eeb a slu\u017eeb pro dom\u00e1cnost. N\u011bkte\u0159\u00ed poskytovatel\u00e9 osobn\u00edch slu\u017eeb a slu\u017eeb pro dom\u00e1cnost mohli existovat ji\u017e p\u0159ed p\u0159ijet\u00edm opat\u0159en\u00ed na podporu t\u011bchto slu\u017eeb, nicm\u00e9n\u011b tato opat\u0159en\u00ed jim umo\u017en\u00ed roz\u0161\u00ed\u0159it sv\u00e9 \u010dinnosti, a podpo\u0159\u00ed rovn\u011b\u017e vstup nov\u00fdch spole\u010dnost\u00ed na trh. Vznik nov\u00fdch spole\u010dnost\u00ed m\u00e1 p\u0159\u00edm\u00e9 d\u016fsledky pro <strong>tvorbu nep\u0159\u00edm\u00fdch pracovn\u00edch m\u00edst <\/strong>(administrativn\u00ed pracovn\u00edci atd.), jako\u017e i pro da\u0148ov\u00e9 p\u0159\u00edjmy pro st\u00e1t. Rozvoj form\u00e1ln\u00edho sektoru by mohl rovn\u011b\u017e usnadnit <strong>profesionalizaci slu\u017eeb <\/strong>(\u0161kolen\u00ed atd.) a pomoci zlep\u0161it <strong>pracovn\u00ed a zam\u011bstnaneck\u00e9 podm\u00ednky pracovn\u00edk\u016f <\/strong>(kte\u0159\u00ed d\u0159\u00edve nab\u00edzeli nehl\u00e1\u0161en\u00e9 osobn\u00ed slu\u017eby a slu\u017eby pro dom\u00e1cnost), jak bude uvedeno n\u00ed\u017ee.<\/p>\n<p style=\"padding-left: 90px;\"><em>Nap\u0159\u00edklad ve <strong>Francii<\/strong> p\u0159edstavovala stimulace sektoru (n\u00e1r\u016fst v po\u010dtu spole\u010dnost\u00ed a\/nebo ve velikosti spole\u010dnost\u00ed, profesionalizace spole\u010dnost\u00ed atd.) hlavn\u00ed c\u00edl pl\u00e1nu \u201eBorloo\u201c, kter\u00fd mimo jin\u00e9 usiloval o podporu nab\u00eddky slu\u017eeb na z\u00e1klad\u011b zjednodu\u0161en\u00e9ho procesu uzav\u00edr\u00e1n\u00ed smluv atd. V roce 2012 tak v sektoru osobn\u00edch slu\u017eeb a slu\u017eeb pro dom\u00e1cnost p\u016fsobilo 28 600 aktivn\u00edch organizac\u00ed, co\u017e p\u0159edstavuje n\u00e1r\u016fst o 12 % ve srovn\u00e1n\u00ed s rokem 2011. Pl\u00e1n byl rovn\u011b\u017e navr\u017een s c\u00edlem sektor profesionalizovat na z\u00e1klad\u011b, mimo jin\u00e9, zprost\u0159edkovatelsk\u00fdch platforem, kter\u00e9 by usnadnily vztah mezi popt\u00e1vkou a nab\u00eddkou a zaru\u010dily kvalitu poskytovatel\u016f slu\u017eeb, kte\u0159\u00ed z\u00edskali smlouvu.<br \/>\n<\/em><\/p>\n<hr \/>\n<p><a href=\"#_ftnref1\" name=\"_ftn1\">[1]<\/a>Viz Evropsk\u00e1 komise (2012), Pracovn\u00ed dokument \u00fatvar\u016f Komise o vyu\u017eit\u00ed potenci\u00e1lu osobn\u00edch slu\u017eeb a slu\u017eeb pro dom\u00e1cnost, SWD, (2012) 95 final.<\/p>\n<p style=\"text-align: right;\"><div class=\"alignright\"><a href=\"https:\/\/impact-phs.eu\/cz\/do-i-want-to-assess-an-existing-phs-policy\/part-3-what-are-the-different-types-of-phs-policy-measures\/the-list-of-main-objectives\/social-objectives-phs-measures-social-inclusion\/\" title=\"Soci\u00e1ln\u00ed c\u00edle opat\u0159en\u00ed na podporu osobn\u00edch slu\u017eeb a slu\u017eeb pro dom\u00e1cnost \u2013 soci\u00e1ln\u00ed inkluze\">Next: Soci\u00e1ln\u00ed c\u00edle opat\u0159en\u00ed na podporu osobn\u00edch slu\u017eeb a slu\u017eeb pro dom\u00e1cnost \u2013 soci\u00e1ln\u00ed inkluze<\/a><\/div><\/p>\n<p><\/p>","protected":false},"excerpt":{"rendered":"<p>C\u00edl 1: Tvorba pracovn\u00edch m\u00edst Opat\u0159en\u00ed na podporu osobn\u00edch slu\u017eeb a slu\u017eeb pro dom\u00e1cnost maj\u00ed d\u016fle\u017eit\u00fd \u00fa\u010dinek na zam\u011bstnanost, a [&hellip;]<\/p>\n","protected":false},"author":1,"featured_media":0,"parent":238,"menu_order":1,"comment_status":"closed","ping_status":"closed","template":"","meta":{"site-sidebar-layout":"default","site-content-layout":"","ast-site-content-layout":"default","site-content-style":"default","site-sidebar-style":"default","ast-global-header-display":"","ast-banner-title-visibility":"","ast-main-header-display":"","ast-hfb-above-header-display":"","ast-hfb-below-header-display":"","ast-hfb-mobile-header-display":"","site-post-title":"","ast-breadcrumbs-content":"","ast-featured-img":"","footer-sml-layout":"","theme-transparent-header-meta":"","adv-header-id-meta":"","stick-header-meta":"","header-above-stick-meta":"","header-main-stick-meta":"","header-below-stick-meta":"","astra-migrate-meta-layouts":"default","ast-page-background-enabled":"default","ast-page-background-meta":{"desktop":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center 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