{"id":228,"date":"2025-10-20T13:26:54","date_gmt":"2025-10-20T13:26:54","guid":{"rendered":"https:\/\/blog.pilapk.com\/the-end-of-job-titles\/228\/"},"modified":"2026-04-19T13:52:55","modified_gmt":"2026-04-19T13:52:55","slug":"amatu-nosaukumu-beigas","status":"publish","type":"post","link":"https:\/\/blog.pilapk.com\/lv\/the-end-of-job-titles\/228\/","title":{"rendered":"Amatu nosaukumu beigas"},"content":{"rendered":"<h1 id=\"the-end-of-job-titles\">Amatu nosaukumu beigas<\/h1>\n<p>Amata nosaukumi jau gadu desmitiem ir profesion\u0101l\u0101s identit\u0101tes st\u016brakmens. Tie par\u0101d\u0101s viz\u012btkart\u0113s, e-pasta parakstos un LinkedIn profilos, kalpojot k\u0101 sa\u012bsin\u0101jums no m\u016bsu lom\u0101m un pien\u0101kumiem organiz\u0101cij\u0101s.<\/p>\n<p>Ta\u010du biznesa pasaul\u0113 pieaug uzskats, ka tradicion\u0101lie amatu nosaukumi var\u0113tu k\u013c\u016bt novecoju\u0161i. T\u0101 k\u0101 darbs k\u013c\u016bst arvien elast\u012bg\u0101ks un vair\u0101kfunkcion\u0101ls, stingr\u0101s robe\u017eas, ko paredz t\u0101di nosaukumi k\u0101 &quot;m\u0101rketinga vad\u012bt\u0101js&quot; vai &quot;vec\u0101kais izstr\u0101d\u0101t\u0101js&quot;, \u0161\u0137iet arvien ierobe\u017eojo\u0161\u0101kas.<\/p>\n<h2 id=\"why-traditional-job-titles-are-failing-us\">K\u0101p\u0113c tradicion\u0101lie amatu nosaukumi m\u016bs pievi\u013c<\/h2>\n<p>M\u016bsdienu darba vieta maz l\u012bdzin\u0101s pag\u0101tnes hierarhiskaj\u0101m strukt\u016br\u0101m. M\u016bsdienu profesion\u0101\u013ci bie\u017ei vien pilda vair\u0101kas lomas, sadarbojas da\u017e\u0101d\u0101s noda\u013c\u0101s un maina savu uzman\u012bbu atkar\u012bb\u0101 no organiz\u0101cijas vajadz\u012bb\u0101m.<\/p>\n<p>Tradicion\u0101lie amati vienk\u0101r\u0161i nesp\u0113j aptvert \u0161o sare\u017e\u0123\u012bt\u012bbu. Ja \u201cproduktu vad\u012bt\u0101js\u201d pusi sava laika velta klientu izp\u0113tei, ceturto da\u013cu \u2014 strat\u0113\u0123iskajai pl\u0101no\u0161anai un p\u0101r\u0113jo laiku \u2014 jaun\u0101ko komandas locek\u013cu mentor\u0113\u0161anai, vai \u0161is amats paties\u012bb\u0101 atspogu\u013co vi\u0146a v\u0113rt\u012bbu?<\/p>\n<h2 id=\"the-evolution-of-work-demands-new-approaches\">Darba evol\u016bcija prasa jaunas pieejas<\/h2>\n<p>Gig ekonomika un att\u0101lin\u0101t\u0101 darba revol\u016bcija ir pa\u0101trin\u0101jusi \u0161o tendenci. T\u0101 k\u0101 arvien vair\u0101k profesion\u0101\u013cu str\u0101d\u0101 k\u0101 darbuz\u0146\u0113m\u0113ji, konsultanti vai da\u013ca no izklied\u0113t\u0101m komand\u0101m, uzsvars ir p\u0101rg\u0101jis no amatiem uz taust\u0101m\u0101m prasm\u0113m un rezult\u0101tiem.<\/p>\n<p>Uz\u0146\u0113mumi, piem\u0113ram, Zappos, eksperiment\u0113ja ar \u201cholakr\u0101tiju\u201d, piln\u012bb\u0101 likvid\u0113jot tradicion\u0101l\u0101s vad\u012bbas hierarhijas. Lai gan ne katra organiz\u0101cija ir gatava tik radik\u0101lai p\u0101rstruktur\u0113\u0161anai, tas liecina par pla\u0161\u0101ku atzi\u0146u, ka m\u016bsu nosaukumu pie\u0161\u0137ir\u0161anas konvencijas ir j\u0101atjaunina.<\/p>\n<h2 id=\"the-hidden-costs-of-title-inflation\">\u012apa\u0161uma infl\u0101cijas sl\u0113pt\u0101s izmaksas<\/h2>\n<p>Amatu infl\u0101cija \u2014 kad iespaid\u012bgi skano\u0161i amati tiek pie\u0161\u0137irti kompens\u0101cijas viet\u0101 \u2014 ir k\u013cuvusi pla\u0161i izplat\u012bta noteikt\u0101s nozar\u0113s. Apz\u012bm\u0113jumi \u201cgalvenais laimes vad\u012bt\u0101js\u201d un \u201cnindzju izstr\u0101d\u0101t\u0101js\u201d var\u0113tu \u0161\u0137ist pievilc\u012bgi virspus\u0113ji.<\/p>\n<p>Tom\u0113r \u0161ie p\u0101rsp\u012bl\u0113tie amati bie\u017ei rada apjukumu par faktiskajiem pien\u0101kumiem un pilnvar\u0101m. Tie var ar\u012b novest pie vil\u0161an\u0101s, kad profesion\u0101\u013ci atkl\u0101j, ka vi\u0146u iespaid\u012bgais amats nenodro\u0161ina b\u016btisku ietekmi vai konkur\u0113tsp\u0113j\u012bgu atalgojumu.<\/p>\n<h2 id=\"how-titles-limit-career-mobility\">K\u0101 amats ierobe\u017eo karjeras mobilit\u0101ti<\/h2>\n<p>Tradicion\u0101lie amatu nosaukumi var rad\u012bt m\u0101ksl\u012bgus \u0161\u0137\u0113r\u0161\u013cus karjeras izaugsmei. Ja paaugstin\u0101\u0161ana amat\u0101 ir stingri saist\u012bta ar virz\u012b\u0161anos pa iepriek\u0161 noteikt\u0101m k\u0101pn\u0113m, profesion\u0101\u013ci var non\u0101kt situ\u0101cij\u0101s, kas vairs neatbilst vi\u0146u main\u012bgaj\u0101m prasm\u0113m vai interes\u0113m.<\/p>\n<p>\u0160\u012b stingr\u012bba \u012bpa\u0161i ietekm\u0113 karjeras main\u012bt\u0101jus un tos, kuriem ir netradicion\u0101la pieredze. Biju\u0161ajam skolot\u0101jam ar izcil\u0101m anal\u012btiskaj\u0101m prasm\u0113m var\u0113tu b\u016bt gr\u016bt\u012bbas ieg\u016bt datu anal\u012bti\u0137a amatu tikai t\u0101p\u0113c, ka vi\u0146a iepriek\u0161\u0113jais amats neatbilst tam, ko mekl\u0113 verv\u0113t\u0101ji.<\/p>\n<h2 id=\"the-case-for-skill-based-identification\">Arguments par labu prasm\u0113s balst\u012btai identifik\u0101cijai<\/h2>\n<p>Progres\u012bvas organiz\u0101cijas p\u0101riet uz prasm\u0113s balst\u012bt\u0101m identifik\u0101cijas sist\u0113m\u0101m. T\u0101 viet\u0101, lai defin\u0113tu darbiniekus p\u0113c statiskiem amatiem, t\u0101s koncentr\u0113jas uz sp\u0113j\u0101m, kompetenc\u0113m un ieguld\u012bjumu.<\/p>\n<p>\u0160\u012b pieeja atz\u012bst, ka m\u016bsdienu profesion\u0101lis ir prasmju, pieredzes un potenci\u0101la kopums, nevis tikai iepriek\u0161\u0113jo amatu nosaukumu summa. T\u0101 nodro\u0161ina talantu pl\u016bsto\u0161\u0101ku p\u0101rvieto\u0161anos organiz\u0101cij\u0101s, pamatojoties uz faktiskaj\u0101m sp\u0113j\u0101m.<\/p>\n<h2 id=\"compensation-without-title-hierarchy\">Kompens\u0101cija bez titulu hierarhijas<\/h2>\n<p>Viens no b\u016btiskiem izaicin\u0101jumiem, p\u0101rejot no amata nosaukumiem, ir atalgojuma strukt\u016bru noteik\u0161ana. Tradicion\u0101li algu grupas ir cie\u0161i saist\u012btas ar hierarhiskiem amata nosaukumiem un l\u012bme\u0146iem.<\/p>\n<p>Progres\u012bvi uz\u0146\u0113mumi eksperiment\u0113 ar caursp\u012bd\u012bgiem atalgojuma mode\u013ciem, kuru pamat\u0101 ir prasmes, ietekme un tirgus v\u0113rt\u012bba, nevis amata nosaukums. \u0160\u0101da pieeja var mazin\u0101t atalgojuma nevienl\u012bdz\u012bbu, vienlaikus radot elast\u012bg\u0101kas karjeras iesp\u0113jas.<\/p>\n<h2 id=\"the-role-of-ai-in-redefining-work\">M\u0101ksl\u012bg\u0101 intelekta loma darba p\u0101rdefin\u0113\u0161an\u0101<\/h2>\n<p>M\u0101ksl\u012bgais intelekts pa\u0101trina tradicion\u0101lo amatu nosaukumu noveco\u0161anu. T\u0101 k\u0101 m\u0101ksl\u012bgais intelekts p\u0101r\u0146em daudzu lomu ikdienas aspektus, cilv\u0113ku darbs arvien vair\u0101k koncentr\u0113jas uz unik\u0101l\u0101m cilv\u0113ka sp\u0113j\u0101m, piem\u0113ram, rado\u0161umu, spriestsp\u0113ju un emocion\u0101lo inteli\u0123enci.<\/p>\n<p>\u0160\u012bs p\u0101rmai\u0146as noz\u012bm\u0113, ka \u201cfinan\u0161u anal\u012bti\u0137is\u201d tagad var\u0113tu pavad\u012bt maz\u0101k laika skait\u013cu apstr\u0101dei (ko m\u0101ksl\u012bgais intelekts apstr\u0101d\u0101 efekt\u012bvi) un vair\u0101k laika rezult\u0101tu interpret\u0113\u0161anai un strat\u0113\u0123isku ieteikumu snieg\u0161anai \u2014 b\u016btiska att\u012bst\u012bba, ko neatspogu\u013co vi\u0146u nemain\u012bgais amats.<\/p>\n<h2 id=\"how-companies-are-innovating-beyond-titles\">K\u0101 uz\u0146\u0113mumi ievie\u0161 inov\u0101cijas, ne tikai titulu jom\u0101<\/h2>\n<p>Da\u017eas organiz\u0101cijas jau ir pionieres alternat\u012bvu izstr\u0101d\u0113 tradicion\u0101lajiem amatu nosaukumiem. Netflix ir slavens ar to, ka t\u0101 koncentr\u0113jas uz \u201caugstas veiktsp\u0113jas komandu\u201d, nevis stingru lomu veido\u0161anu, \u013caujot pien\u0101kumiem nodoties tiem, kas ir vislab\u0101k sagatavoti to veik\u0161anai.<\/p>\n<p>Citi uz\u0146\u0113mumi ir ieviesu\u0161i \u201clomu profilus\u201d, kas apraksta, ko persona dara, nevis pie\u0161\u0137ir statisku amatu. \u0160\u012b pieeja atz\u012bst, ka pien\u0101kumi main\u0101s, un \u013cauj personaliz\u0113t\u0101ku karjeras att\u012bst\u012bbu.<\/p>\n<h2 id=\"the-impact-on-recruiting-and-hiring\">Ietekme uz darbinieku pie\u0146em\u0161anu darb\u0101 un pie\u0146em\u0161anu darb\u0101<\/h2>\n<p>P\u0101rk\u0101pjot tradicion\u0101los amatu nosaukumus, rodas gan izaicin\u0101jumi, gan iesp\u0113jas darb\u0101 pie\u0146em\u0161anas proces\u0101. Bez standartiz\u0113tiem amatiem k\u0101 \u012bsce\u013ciem, person\u0101la atlases vad\u012bt\u0101jiem ir skaidr\u0101k j\u0101formul\u0113 prasmes un ieguld\u012bjums, ko vi\u0146i mekl\u0113.<\/p>\n<p>\u0160\u012bs p\u0101rmai\u0146as faktiski var uzlabot pie\u0146em\u0161anas darb\u0101 rezult\u0101tus, koncentr\u0113joties uz sp\u0113j\u0101m, nevis kvalifik\u0101ciju. T\u0101s var ar\u012b pal\u012bdz\u0113t mazin\u0101t neapzin\u0101tus aizspriedumus, uzsverot to, ko kandid\u0101ti var dar\u012bt, nevis to, kur vi\u0146i ir str\u0101d\u0101ju\u0161i iepriek\u0161.<\/p>\n<h2 id=\"personal-branding-in-a-post-title-world\">Person\u012bg\u0101 z\u012bmola veido\u0161ana pasaul\u0113 p\u0113c nosaukuma zaud\u0113\u0161anas<\/h2>\n<p>Profesion\u0101\u013ciem amata nosaukumu samazin\u0101\u0161an\u0101s prasa at\u0161\u0137ir\u012bgu pieeju person\u012bg\u0101 z\u012bmola veido\u0161anai. T\u0101 viet\u0101, lai defin\u0113tu sevi p\u0113c pa\u0161reiz\u0113jiem vai v\u0113lamajiem amatiem, koncentr\u0113jieties uz savu unik\u0101lo prasmju un ietekmes kombin\u0101ciju.<\/p>\n<p>Tas var\u0113tu noz\u012bm\u0113t sevi raksturot k\u0101 cilv\u0113ku, kur\u0161 \u201cp\u0101rveido klientu atsauksmes produktu inov\u0101cij\u0101s\u201d, nevis vienk\u0101r\u0161i k\u0101 \u201cproduktu vad\u012bt\u0101ju\u201d \u2014 tas ir atmi\u0146\u0101 palieko\u0161\u0101ks un prec\u012bz\u0101ks j\u016bsu profesion\u0101l\u0101s v\u0113rt\u012bbas atspogu\u013cojums.<\/p>\n<h2 id=\"the-psychological-attachment-to-titles\">Psiholo\u0123isk\u0101 pie\u0137er\u0161an\u0101s tituliem<\/h2>\n<p>Lai gan ir praktiski argumenti par labu atteik\u0161an\u0101s no tituliem, daudzi profesion\u0101\u013ci joproj\u0101m ir tiem dzi\u013ci pie\u0137\u0113ru\u0161ies. Tituls var sniegt sasnieguma, statusa un pieder\u012bbas saj\u016btu, ko nevajadz\u0113tu viegli noniecin\u0101t.<\/p>\n<p>Organiz\u0101cij\u0101m, kas apsver amata nosaukumu reformas, ir j\u0101risina \u0161\u012bs psiholo\u0123isk\u0101s vajadz\u012bbas. Da\u017ei uz\u0146\u0113mumi ir guvu\u0161i pan\u0101kumus, atdalot paaugstin\u0101\u0161anas ce\u013cus no vad\u012bbas hierarhij\u0101m, radot vair\u0101kus veidus, k\u0101 progres\u0113t bez tradicion\u0101l\u0101m paaugstin\u0101\u0161anas pak\u0101p\u0113m.<\/p>\n<h2 id=\"balancing-innovation-with-practicality\">Inov\u0101ciju l\u012bdzsvaro\u0161ana ar praktiskumu<\/h2>\n<p>Lai gan piln\u012bga atteik\u0161an\u0101s no amata nosaukumiem var\u0113tu b\u016bt nepraktiska liel\u0101kajai da\u013cai organiz\u0101ciju, past\u0101v iev\u0113rojamas att\u012bst\u012bbas iesp\u0113jas. Hibr\u012bd\u0101s pieejas var\u0113tu ietvert tradicion\u0101los nosaukumus \u0101r\u0113jai skaidr\u012bbai l\u012bdz\u0101s elast\u012bg\u0101kiem iek\u0161\u0113jiem lomu aprakstiem.<\/p>\n<p>Svar\u012bg\u0101kais ir atz\u012bt, ka amatiem ir j\u0101kalpo cilv\u0113kiem un organiz\u0101cij\u0101m, nevis j\u0101ierobe\u017eo tos. Kad amatiem k\u013c\u016bst par \u0161\u0137\u0113rsli efekt\u012bvam darbam vai prec\u012bzai atzin\u012bbai, ir pien\u0101cis laiks p\u0101rskat\u012bt to lomu.<\/p>\n<h2 id=\"the-future-of-professional-identity\">Profesion\u0101l\u0101s identit\u0101tes n\u0101kotne<\/h2>\n<p>Raugoties uz darba n\u0101kotni, profesion\u0101l\u0101 identit\u0101te, visticam\u0101k, k\u013c\u016bs daudz\u0161\u0137aut\u0146ain\u0101ka. T\u0101 viet\u0101, lai m\u016bs defin\u0113tu viens amats, m\u0113s varam sevi prezent\u0113t caur projektu, prasmju un ietekmes portfolio.<\/p>\n<p>\u0160\u012bs p\u0101rmai\u0146as saskan ar pla\u0161\u0101k\u0101m tendenc\u0113m uz personaliz\u0101ciju un autentiskumu profesion\u0101laj\u0101 dz\u012bv\u0113. T\u0101s atz\u012bst, ka katram cilv\u0113kam piem\u012bt unik\u0101las sp\u0113ju kombin\u0101cijas, kuras nevar reduc\u0113t l\u012bdz standartiz\u0113t\u0101m eti\u0137et\u0113m.<\/p>\n<h2 id=\"practical-steps-for-organizations\">Praktiski so\u013ci organiz\u0101cij\u0101m<\/h2>\n<p>Uz\u0146\u0113mumi, kas ir ieinteres\u0113ti atteikties no tradicion\u0101lajiem amatiem, var s\u0101kt ar nelieliem eksperimentiem. Apsveriet iesp\u0113ju izveidot uz projektiem balst\u012btas lomas ar apraksto\u0161iem nosaukumiem, nevis hierarhiskiem amatiem, vai ieviest uz prasm\u0113m balst\u012btas paaugstin\u0101\u0161anas ce\u013cus l\u012bdz\u0101s tradicion\u0101lajiem paaugstin\u0101\u0161anas ce\u013ciem.<\/p>\n<p>Atkl\u0101tas sarunas par pa\u0161reiz\u0113jo amatu sist\u0113mu ierobe\u017eojumiem var pal\u012bdz\u0113t sagatavot komandas p\u0101rmai\u0146\u0101m. Darbinieku iesaist\u012b\u0161ana lomu defin\u012bcijas p\u0101rveido\u0161an\u0101 bie\u017ei vien noved pie efekt\u012bv\u0101kiem un atz\u012bt\u0101kiem risin\u0101jumiem.<\/p>\n<h2 id=\"conclusion-beyond-the-business-card\">Secin\u0101jums: Vair\u0101k nek\u0101 tikai viz\u012btkarte<\/h2>\n<p>Amatu nosaukumu beigas nenoz\u012bm\u0113 strukt\u016bras vai atzin\u012bbas atme\u0161anu \u2014 tas noz\u012bm\u0113 \u0161o koncepciju att\u012bst\u012bbu, lai lab\u0101k atspogu\u013cotu m\u016bsdienu darba realit\u0101ti. T\u0101pat k\u0101 daudz\u0101s darba vietas p\u0101rveides, ar\u012b \u0161\u012bs p\u0101rmai\u0146as prasa p\u0101rdom\u0101tu \u012bsteno\u0161anu un v\u0113lmi eksperiment\u0113t.<\/p>\n<p>Galu gal\u0101 svar\u012bgs nav tas, k\u0101 m\u0113s sevi saucam, bet gan v\u0113rt\u012bba, ko rad\u0101m, un ietekme, ko atst\u0101jam. Iesp\u0113jams, ka n\u0101kotnes paties\u0101 profesion\u0101l\u0101 identit\u0101te netiks veidota uz tituliem, bet gan uz probl\u0113m\u0101m, ko risin\u0101m, un p\u0101rmai\u0146\u0101m, ko rad\u0101m.<\/p>","protected":false},"excerpt":{"rendered":"<p>The End of Job Titles Job titles have been a cornerstone of professional identity for decades. They appear on business [&hellip;]<\/p>\n","protected":false},"author":4,"featured_media":946,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","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-4)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"tablet":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"mobile":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""}},"ast-content-background-meta":{"desktop":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"tablet":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"mobile":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""}},"footnotes":""},"categories":[8],"tags":[],"class_list":["post-228","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-jobs"],"_links":{"self":[{"href":"https:\/\/blog.pilapk.com\/lv\/wp-json\/wp\/v2\/posts\/228","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/blog.pilapk.com\/lv\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/blog.pilapk.com\/lv\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/blog.pilapk.com\/lv\/wp-json\/wp\/v2\/users\/4"}],"replies":[{"embeddable":true,"href":"https:\/\/blog.pilapk.com\/lv\/wp-json\/wp\/v2\/comments?post=228"}],"version-history":[{"count":1,"href":"https:\/\/blog.pilapk.com\/lv\/wp-json\/wp\/v2\/posts\/228\/revisions"}],"predecessor-version":[{"id":947,"href":"https:\/\/blog.pilapk.com\/lv\/wp-json\/wp\/v2\/posts\/228\/revisions\/947"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/blog.pilapk.com\/lv\/wp-json\/wp\/v2\/media\/946"}],"wp:attachment":[{"href":"https:\/\/blog.pilapk.com\/lv\/wp-json\/wp\/v2\/media?parent=228"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/blog.pilapk.com\/lv\/wp-json\/wp\/v2\/categories?post=228"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/blog.pilapk.com\/lv\/wp-json\/wp\/v2\/tags?post=228"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}