{"id":223,"date":"2025-10-20T13:24:13","date_gmt":"2025-10-20T13:24:13","guid":{"rendered":"https:\/\/blog.pilapk.com\/the-soft-skills-revolution\/223\/"},"modified":"2025-10-20T13:24:13","modified_gmt":"2025-10-20T13:24:13","slug":"the-soft-skills-revolution","status":"publish","type":"post","link":"https:\/\/blog.pilapk.com\/sk\/the-soft-skills-revolution\/223\/","title":{"rendered":"Revol\u00facia m\u00e4kk\u00fdch zru\u010dnost\u00ed"},"content":{"rendered":"

Revol\u00facia m\u00e4kk\u00fdch zru\u010dnost\u00ed<\/h1>\n

V dne\u0161nom r\u00fdchlo sa meniacom pracovnom prostred\u00ed u\u017e len technick\u00e9 znalosti nesta\u010dia na zaru\u010denie kari\u00e9rneho \u00faspechu. Zamestn\u00e1vatelia \u010doraz viac uprednost\u0148uj\u00fa kandid\u00e1tov, ktor\u00ed maj\u00fa popri technick\u00fdch kvalifik\u00e1ci\u00e1ch aj siln\u00e9 m\u00e4kk\u00e9 zru\u010dnosti. Tento posun predstavuje priam revol\u00faciu v sp\u00f4sobe, ak\u00fdm spolo\u010dnosti hodnotia talenty a buduj\u00fa svoje t\u00edmy.<\/p>\n

D\u00f4raz na m\u00e4kk\u00e9 zru\u010dnosti prich\u00e1dza v \u010dase, ke\u010f si organiz\u00e1cie uvedomuj\u00fa, \u017ee zatia\u013e \u010do technick\u00e9 zru\u010dnosti sa daj\u00fa nau\u010di\u0165 relat\u00edvne r\u00fdchlo, medzi\u013eudsk\u00e9 schopnosti a emocion\u00e1lna inteligencia sa rozv\u00edjaj\u00fa \u0165a\u017e\u0161ie, ale s\u00fa k\u013e\u00fa\u010dov\u00e9 pre harm\u00f3niu a produktivitu na pracovisku. Pod\u013ea prieskumu LinkedIn 92% n\u00e1borov\u00fdch mana\u017e\u00e9rov uv\u00e1dza, \u017ee m\u00e4kk\u00e9 zru\u010dnosti s\u00fa pri hodnoten\u00ed kandid\u00e1tov rovnako d\u00f4le\u017eit\u00e9 alebo e\u0161te viac ako tvrd\u00e9 zru\u010dnosti.<\/p>\n

Pre\u010do s\u00fa m\u00e4kk\u00e9 zru\u010dnosti d\u00f4le\u017eitej\u0161ie ako kedyko\u013evek predt\u00fdm<\/h2>\n

Vzostup automatiz\u00e1cie a umelej inteligencie paradoxne zv\u00fd\u0161il hodnotu \u013eudsk\u00fdch zru\u010dnost\u00ed. Ke\u010f\u017ee stroje preberaj\u00fa rutinn\u00e9 \u00falohy, jedine\u010dn\u00e9 \u013eudsk\u00e9 schopnosti, ako je kreativita, empatia a prisp\u00f4sobivos\u0165, sa stali prvotriednymi akt\u00edvami na pracovisku, ktor\u00e9 technol\u00f3gia nedok\u00e1\u017ee \u013eahko replikova\u0165.<\/p>\n

V\u00fdskum Svetov\u00e9ho ekonomick\u00e9ho f\u00f3ra nazna\u010duje, \u017ee do roku 2025 bude medzi naj\u017eiadanej\u0161\u00edmi zru\u010dnos\u0165ami v r\u00f4znych odvetviach rie\u0161enie komplexn\u00fdch probl\u00e9mov, kritick\u00e9 myslenie a kreativita. To predstavuje v\u00fdznamn\u00fd posun oproti preva\u017ene technick\u00fdm zru\u010dnostiam, ktor\u00e9 dominovali krit\u00e9ri\u00e1m prij\u00edmania zamestnancov v predch\u00e1dzaj\u00facich desa\u0165ro\u010diach.<\/p>\n

Finan\u010dn\u00fd dopad m\u00e4kk\u00fdch zru\u010dnost\u00ed<\/h2>\n

Organiz\u00e1cie so silnou kult\u00farou m\u00e4kk\u00fdch zru\u010dnost\u00ed neust\u00e1le finan\u010dne prekon\u00e1vaj\u00fa svojich konkurentov. \u0160t\u00fadia Harvard Business School zistila, \u017ee spolo\u010dnosti klad\u00face d\u00f4raz na \u0161kolenia m\u00e4kk\u00fdch zru\u010dnost\u00ed zaznamenali n\u00e1vratnos\u0165 invest\u00edci\u00ed vo v\u00fd\u0161ke 250% prostredn\u00edctvom zv\u00fd\u0161enej produktivity a udr\u017eania zamestnancov.<\/p>\n

Tieto finan\u010dn\u00e9 v\u00fdhody presahuj\u00fa r\u00e1mec organiza\u010dnej v\u00fdkonnosti a zah\u0155\u0148aj\u00fa aj individu\u00e1lny z\u00e1robkov\u00fd potenci\u00e1l. Pod\u013ea \u00fadajov N\u00e1rodnej asoci\u00e1cie vysok\u00fdch \u0161k\u00f4l a zamestn\u00e1vate\u013eov zar\u00e1baj\u00fa profesion\u00e1li s v\u00fdnimo\u010dn\u00fdmi komunika\u010dn\u00fdmi schopnos\u0165ami v priemere o 201 TP3T viac ako ich rovnako technicky kvalifikovan\u00ed kolegovia.<\/p>\n

Komunik\u00e1cia: Z\u00e1kladn\u00e1 zru\u010dnos\u0165<\/h2>\n

Efekt\u00edvna komunik\u00e1cia zost\u00e1va z\u00e1kladn\u00fdm kame\u0148om profesion\u00e1lneho \u00faspechu prakticky v ka\u017edom odvetv\u00ed a poz\u00edcii. Schopnos\u0165 jasne formulova\u0165 my\u0161lienky, akt\u00edvne po\u010d\u00fava\u0165 a prisp\u00f4sobova\u0165 spr\u00e1vy r\u00f4znemu publiku vytv\u00e1ra nesmiernu hodnotu v interakci\u00e1ch na pracovisku.<\/p>\n

Slab\u00e1 komunik\u00e1cia naopak stoj\u00ed podniky odhadom 1437 mili\u00e1rd ro\u010dne v stratenej produktivite, nedorozumeniach a konfliktoch na pracovisku, ktor\u00fdm sa dalo vyhn\u00fa\u0165 lep\u0161\u00edmi medzi\u013eudsk\u00fdmi komunika\u010dn\u00fdmi zru\u010dnos\u0165ami.<\/p>\n

Emocion\u00e1lna inteligencia vo veden\u00ed<\/h2>\n

Efektivita vedenia sa \u010doraz viac meria emocion\u00e1lnou inteligenciou ne\u017e len technick\u00fdmi znalos\u0165ami. L\u00eddri, ktor\u00ed ch\u00e1pu a zvl\u00e1daj\u00fa svoje vlastn\u00e9 em\u00f3cie aj em\u00f3cie \u010dlenov svojho t\u00edmu, vytv\u00e1raj\u00fa psychologicky bezpe\u010dn\u00e9 prostredie, v ktorom sa dar\u00ed inov\u00e1ci\u00e1m.<\/p>\n

Desa\u0165ro\u010dn\u00e1 \u0161t\u00fadia spolo\u010dnosti TalentSmart zistila, \u017ee emocion\u00e1lna inteligencia bola najsilnej\u0161\u00edm prediktorom v\u00fdkonu, \u010do vysvet\u013euje 58% \u00faspechu vo v\u0161etk\u00fdch typoch zamestnan\u00ed. T\u00e1to korel\u00e1cia bola e\u0161te silnej\u0161ia u \u013eud\u00ed na ved\u00facich poz\u00edci\u00e1ch, kde EQ preva\u017eovalo nad IQ pri predpovedan\u00ed efekt\u00edvnosti.<\/p>\n

Prisp\u00f4sobivos\u0165: Prosperita uprostred neistoty<\/h2>\n

V dobe neust\u00e1lych zmien sa prisp\u00f4sobivos\u0165 uk\u00e1zala ako azda najcennej\u0161ia m\u00e4kk\u00e1 zru\u010dnos\u0165 zo v\u0161etk\u00fdch. Schopnos\u0165 r\u00fdchlo sa prisp\u00f4sobi\u0165, prija\u0165 zmeny a zosta\u0165 produkt\u00edvny po\u010das prechodov odli\u0161uje \u00faspe\u0161n\u00fdch profesion\u00e1lov od t\u00fdch, ktor\u00ed sa tr\u00e1pia s v\u00fdvojom na pracovisku.<\/p>\n

Spolo\u010dnosti ako Google a Amazon po\u010das svojich n\u00e1borov\u00fdch procesov v\u00fdslovne preveruj\u00fa prisp\u00f4sobivos\u0165, preto\u017ee si uvedomuj\u00fa, \u017ee v r\u00fdchlo sa meniacich odvetviach je ochota u\u010di\u0165 sa a vyv\u00edja\u0165 cennej\u0161ia ako statick\u00e9 znalosti, ktor\u00e9 sa m\u00f4\u017eu r\u00fdchlo sta\u0165 zastaran\u00fdmi.<\/p>\n

Kritick\u00e9 myslenie v informa\u010dnom veku<\/h2>\n

Informa\u010dn\u00e1 ekonomika si vy\u017eaduje pracovn\u00edkov, ktor\u00ed dok\u00e1\u017eu kriticky vyhodnocova\u0165 d\u00e1ta, odde\u013eova\u0165 sign\u00e1l od \u0161umu a robi\u0165 spr\u00e1vne rozhodnutia na z\u00e1klade ne\u00fapln\u00fdch inform\u00e1ci\u00ed. Tieto analytick\u00e9 m\u00e4kk\u00e9 zru\u010dnosti dop\u013a\u0148aj\u00fa technick\u00e9 schopnosti a predch\u00e1dzaj\u00fa n\u00e1kladn\u00fdm chyb\u00e1m v \u00fasudku.<\/p>\n

Pod\u013ea \u0161t\u00fadie Nad\u00e1cie pre kritick\u00e9 myslenie organiz\u00e1cie uv\u00e1dzaj\u00fa, \u017ee v priemere vynakladaj\u00fa 14 500 libier na zamestnanca na n\u00e1pravu probl\u00e9mov vypl\u00fdvaj\u00facich zo slab\u00fdch schopnost\u00ed kritick\u00e9ho myslenia. V\u010faka tomu je \u0161kolenie kritick\u00e9ho myslenia jednou z invest\u00edci\u00ed s najvy\u0161\u0161ou n\u00e1vratnos\u0165ou invest\u00edci\u00ed do profesion\u00e1lneho rozvoja.<\/p>\n

Spolupr\u00e1ca naprie\u010d hranicami<\/h2>\n

Modern\u00e1 pr\u00e1ca sa \u010doraz \u010dastej\u0161ie odohr\u00e1va v medzifunk\u010dn\u00fdch t\u00edmoch, ktor\u00e9 m\u00f4\u017eu zah\u0155\u0148a\u0165 r\u00f4zne oddelenia, kult\u00fary a dokonca aj kontinenty. Schopnos\u0165 efekt\u00edvne spolupracova\u0165 naprie\u010d t\u00fdmito hranicami sa stala nevyhnutnou pre podporu inov\u00e1ci\u00ed a realiz\u00e1ciu zlo\u017eit\u00fdch projektov.<\/p>\n

V\u00fdskum spolo\u010dnosti McKinsey ukazuje, \u017ee spolo\u010dnosti s r\u00f4znorod\u00fdmi t\u00edmami, ktor\u00e9 efekt\u00edvne spolupracuj\u00fa, dosahuj\u00fa v ziskovosti o 351-3 trili\u00f3nov lep\u0161ie v\u00fdsledky ako priemer v odvetv\u00ed. T\u00e1to v\u00fdhoda sa v\u0161ak prejav\u00ed iba vtedy, ke\u010f \u010dlenovia t\u00edmu disponuj\u00fa m\u00e4kk\u00fdmi zru\u010dnos\u0165ami potrebn\u00fdmi na produkt\u00edvne zvl\u00e1danie rozdielov.<\/p>\n

Rie\u0161enie probl\u00e9mov nad r\u00e1mec technick\u00fdch rie\u0161en\u00ed<\/h2>\n

Komplexn\u00e9 organiza\u010dn\u00e9 v\u00fdzvy maj\u00fa zriedkavo \u010disto technick\u00e9 rie\u0161enia. Vy\u017eaduj\u00fa si kreat\u00edvne pr\u00edstupy k rie\u0161eniu probl\u00e9mov, ktor\u00e9 popri technick\u00fdch aspektoch zoh\u013ead\u0148uj\u00fa aj \u013eudsk\u00e9 faktory, organiza\u010dn\u00fa dynamiku a implementa\u010dn\u00e9 v\u00fdzvy.<\/p>\n

\u0160t\u00fadia viac ako 1 000 mana\u017e\u00e9rov, ktor\u00fa uskuto\u010dnila spolo\u010dnos\u0165 PwC, zistila, \u017ee 77% ver\u00ed, \u017ee najv\u00e4\u010d\u0161ie hrozby pre rast podnikania poch\u00e1dzaj\u00fa z probl\u00e9mov, ktor\u00fdch rie\u0161enie si vy\u017eaduje m\u00e4kk\u00e9 zru\u010dnosti \u2013 vr\u00e1tane z\u00edskavania talentov, organiza\u010dnej kult\u00fary a efekt\u00edvneho riadenia iniciat\u00edv v oblasti zmien.<\/p>\n

Riadenie \u010dasu v ekonomike pozornosti<\/h2>\n

S narastaj\u00facim informa\u010dn\u00fdm zahlten\u00edm sa schopnos\u0165 riadi\u0165 \u010das a pozornos\u0165 stala k\u013e\u00fa\u010dovou profesion\u00e1lnou v\u00fdhodou. Profesion\u00e1li, ktor\u00ed dok\u00e1\u017eu efekt\u00edvne stanovova\u0165 priority, vyh\u00fdba\u0165 sa rozpty\u013eovaniu a udr\u017eiava\u0165 si s\u00fastredenie, vytv\u00e1raj\u00fa v\u00fdrazne v\u00e4\u010d\u0161iu hodnotu ako t\u00ed, ktor\u00ed neust\u00e1le reaguj\u00fa na naliehav\u00e9, ale ned\u00f4le\u017eit\u00e9 po\u017eiadavky.<\/p>\n

V\u00fdskum z Kalifornskej univerzity zistil, \u017ee obnovenie plnej s\u00fastredenosti po preru\u0161en\u00ed trv\u00e1 v priemere 23 min\u00fat. Profesion\u00e1li so siln\u00fdmi zru\u010dnos\u0165ami v oblasti time managementu chr\u00e1nia svoju produktivitu vytv\u00e1ran\u00edm syst\u00e9mov, ktor\u00e9 minimalizuj\u00fa tieto n\u00e1kladn\u00e9 zmeny kontextu.<\/p>\n

Rie\u0161enie konfliktov ako strategick\u00e1 zru\u010dnos\u0165<\/h2>\n

Konflikty na pracovisku s\u00fa nevyhnutn\u00e9, ale sp\u00f4sob ich rie\u0161enia ur\u010duje, \u010di sa stan\u00fa de\u0161trukt\u00edvnymi alebo produkt\u00edvnymi. Kvalifikovan\u00e9 rie\u0161enie konfliktov premie\u0148a potenci\u00e1lne probl\u00e9my na pr\u00edle\u017eitosti pre rast, inov\u00e1cie a silnej\u0161ie pracovn\u00e9 vz\u0165ahy.<\/p>\n

Pod\u013ea \u0161t\u00fadi\u00ed Americkej asoci\u00e1cie mana\u017e\u00e9rov organiz\u00e1cie s efekt\u00edvnymi procesmi rie\u0161enia konfliktov hl\u00e1sia 50-80% zn\u00ed\u017eenie n\u00e1kladov na s\u00fadne spory a v\u00fdrazn\u00e9 zlep\u0161enie v udr\u017ean\u00ed zamestnancov v porovnan\u00ed s t\u00fdmi, kde konflikty \u010dasto eskaluj\u00fa.<\/p>\n

V\u00fdhoda empatie<\/h2>\n

Mo\u017eno \u017eiadna m\u00e4kk\u00e1 zru\u010dnos\u0165 nez\u00edskala v poslednej dobe viac pozornosti ako empatia \u2013 schopnos\u0165 porozumie\u0165 a zdie\u013ea\u0165 pocity in\u00fdch. V poz\u00edci\u00e1ch s\u00favisiacich so z\u00e1kazn\u00edkmi, v zdravotn\u00edctve, vzdel\u00e1van\u00ed a ved\u00facich poz\u00edci\u00e1ch vytv\u00e1ra empatia v\u00fdrazn\u00e9 v\u00fdhody v efekt\u00edvnosti a v\u00fdsledkoch.<\/p>\n

V\u00fdskum publikovan\u00fd v Harvard Business Review zistil, \u017ee empatick\u00e9 spolo\u010dnosti prekon\u00e1vaj\u00fa menej empatick\u00fdch konkurentov vo finan\u010dnej v\u00fdkonnosti o 20%. T\u00e1to v\u00fdhoda empatie sa roz\u0161iruje aj na lojalitu z\u00e1kazn\u00edkov, pri\u010dom empatick\u00e9 zna\u010dky sa te\u0161ia vy\u0161\u0161ej miere udr\u017eania z\u00e1kazn\u00edkov.<\/p>\n

Ako si vytvori\u0165 portf\u00f3lio m\u00e4kk\u00fdch zru\u010dnost\u00ed<\/h2>\n

Na rozdiel od technick\u00fdch zru\u010dnost\u00ed, ktor\u00e9 sa \u010dasto daj\u00fa nau\u010di\u0165 prostredn\u00edctvom form\u00e1lneho vzdel\u00e1vania alebo \u0161koliacich programov, rozvoj m\u00e4kk\u00fdch zru\u010dnost\u00ed si vy\u017eaduje cielen\u00fa prax, sp\u00e4tn\u00fa v\u00e4zbu a sebareflexiu. Vedenie \u201cdenn\u00edka m\u00e4kk\u00fdch zru\u010dnost\u00ed\u201d na sledovanie interakci\u00ed a v\u00fdsledkov m\u00f4\u017ee ur\u00fdchli\u0165 zlep\u0161enie.<\/p>\n

Mnoh\u00ed profesion\u00e1li zis\u0165uj\u00fa, \u017ee spolupr\u00e1ca s kou\u010dom alebo mentorom poskytuje extern\u00fd poh\u013ead potrebn\u00fd na identifik\u00e1ciu slep\u00fdch miest a v\u00fdvoj strat\u00e9gi\u00ed na zlep\u0161enie. Organiz\u00e1cie \u010doraz \u010dastej\u0161ie pon\u00fakaj\u00fa \u0161kolenia m\u00e4kk\u00fdch zru\u010dnost\u00ed, preto\u017ee si uvedomuj\u00fa konkuren\u010dn\u00fa v\u00fdhodu, ktor\u00fa tieto schopnosti poskytuj\u00fa.<\/p>\n

Meranie vplyvu m\u00e4kk\u00fdch zru\u010dnost\u00ed<\/h2>\n

Hoci sa historicky pova\u017eovali za \u201cnemerate\u013en\u00e9\u201d, organiz\u00e1cie vyv\u00edjaj\u00fa \u010doraz sofistikovanej\u0161ie met\u00f3dy na hodnotenie m\u00e4kk\u00fdch zru\u010dnost\u00ed a ich vplyvu. 360-stup\u0148ov\u00e1 sp\u00e4tn\u00e1 v\u00e4zba, behavior\u00e1lne rozhovory a simula\u010dn\u00e9 cvi\u010denia poskytuj\u00fa cenn\u00e9 \u00fadaje o ovl\u00e1dan\u00ed m\u00e4kk\u00fdch zru\u010dnost\u00ed.<\/p>\n

Najpokro\u010dilej\u0161ie organiz\u00e1cie vytv\u00e1raj\u00fa dashboardy, ktor\u00e9 sleduj\u00fa zlep\u0161enia v efekt\u00edvnosti komunik\u00e1cie, rie\u0161en\u00ed konfliktov a t\u00edmovej spolupr\u00e1ci popri tradi\u010dn\u00fdch metrik\u00e1ch v\u00fdkonnosti, \u010d\u00edm vytv\u00e1raj\u00fa holistickej\u0161\u00ed poh\u013ead na profesion\u00e1lny pr\u00ednos.<\/p>\n

Bud\u00facnos\u0165 m\u00e4kk\u00fdch zru\u010dnost\u00ed<\/h2>\n

Ke\u010f\u017ee umel\u00e1 inteligencia na\u010falej transformuje pracovisko, d\u00f4raz na v\u00fdrazne \u013eudsk\u00e9 schopnosti sa bude len zvy\u0161ova\u0165. M\u00e4kk\u00e9 zru\u010dnosti, ktor\u00e9 n\u00e1s odli\u0161uj\u00fa od strojov \u2013 kreativita, etick\u00fd \u00fasudok, medzi\u013eudsk\u00e9 vz\u0165ahy \u2013 bud\u00fa v nasleduj\u00facich desa\u0165ro\u010diach definova\u0165 kari\u00e9rny \u00faspech.<\/p>\n

Progres\u00edvne vzdel\u00e1vacie in\u0161tit\u00facie u\u017e prepracov\u00e1vaj\u00fa u\u010debn\u00e9 osnovy tak, aby kl\u00e1dli d\u00f4raz na tieto zru\u010dnosti spolu s technick\u00fdmi znalos\u0165ami. Naj\u00faspe\u0161nej\u0161\u00edmi odborn\u00edkmi bud\u00fa t\u00ed, ktor\u00ed si tento posun v\u010das uvedomia a investuj\u00fa do rozvoja svojho pln\u00e9ho \u013eudsk\u00e9ho potenci\u00e1lu nad r\u00e1mec samotn\u00fdch technick\u00fdch znalost\u00ed.<\/p>","protected":false},"excerpt":{"rendered":"

The Soft Skills Revolution In today’s rapidly evolving workplace, technical expertise alone is no longer enough to guarantee career success. […]<\/p>\n","protected":false},"author":4,"featured_media":0,"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-223","post","type-post","status-publish","format-standard","hentry","category-jobs"],"_links":{"self":[{"href":"https:\/\/blog.pilapk.com\/sk\/wp-json\/wp\/v2\/posts\/223","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/blog.pilapk.com\/sk\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/blog.pilapk.com\/sk\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/blog.pilapk.com\/sk\/wp-json\/wp\/v2\/users\/4"}],"replies":[{"embeddable":true,"href":"https:\/\/blog.pilapk.com\/sk\/wp-json\/wp\/v2\/comments?post=223"}],"version-history":[{"count":0,"href":"https:\/\/blog.pilapk.com\/sk\/wp-json\/wp\/v2\/posts\/223\/revisions"}],"wp:attachment":[{"href":"https:\/\/blog.pilapk.com\/sk\/wp-json\/wp\/v2\/media?parent=223"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/blog.pilapk.com\/sk\/wp-json\/wp\/v2\/categories?post=223"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/blog.pilapk.com\/sk\/wp-json\/wp\/v2\/tags?post=223"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}