{"id":16464,"date":"2026-07-24T17:59:39","date_gmt":"2026-07-24T15:59:39","guid":{"rendered":"https:\/\/pepax.sk\/?page_id=16464"},"modified":"2026-08-17T12:05:15","modified_gmt":"2026-08-17T10:05:15","slug":"personalne-poradenstvo","status":"publish","type":"page","link":"https:\/\/pepax.sk\/en\/sluzby\/hr-organizacia\/personalne-poradenstvo\/","title":{"rendered":"Personnel consulting"},"content":{"rendered":"
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\u2014 HR, personnel management and organization<\/div>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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Personnel consulting<\/h1>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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We help companies align HR decisions, processes and responsibilities to support people and the organization. We connect recruitment, performance, career development, compensation, labor relations and organizational change into one practical HR framework.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t

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\n\t\t\t\t\t\n\t\t\t\t\t\t\n\t\t\t\t\t\t\t\t\tArrange an initial interview<\/span>\n\t\t\t\t\t<\/span>\n\t\t\t\t\t<\/a>\n\t\t\t\t<\/div>\n\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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\n\t\t\t\t\t\n\t\t\t\t\t\t\n\t\t\t\t\t\t\t\t\tHow the collaboration works<\/span>\n\t\t\t\t\t<\/span>\n\t\t\t\t\t<\/a>\n\t\t\t\t<\/div>\n\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t
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\u2014 Situation and context<\/div>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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People, roles and rules need to work as one system<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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HR issues often appear as a single issue: a position being filled, team tensions, poor feedback, unclear compensation, or the departure of a key person. But a useful next step needs to see the broader context.<\/p>

Behind the visible situation may be unclear responsibilities, different management expectations, a mismatch between formal and real roles, missing rules, or an HR process that has developed gradually without a common logic. Personnel consulting helps to separate these layers, name them, and transform them into a feasible procedure.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t

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Human<\/h3>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t
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experience, motivation, potential, needs and boundaries<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t

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Role<\/h3>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t
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expectations, competencies, responsibilities and decision-making powers<\/div><\/div>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t
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Team<\/h3>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t
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cooperation, trust, conflicts and quality of communication<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t

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Process<\/h3>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t
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recruitment, onboarding, performance, development, compensation and departures<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t

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Organization<\/h3>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t
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structure, culture, strategy, data and business impact<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t

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\u2014 For whom and when<\/div>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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When a company needs a stronger framework for working with people<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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The service is suitable for organizations that want to address personnel issues systematically, but at the same time appropriately for their size, culture, and real possibilities.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t

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\n\t\t\t\t\t\n\t\t\t\t\t\t\n\t\t\t\t\t\t\t\t\tVerify appropriate format<\/span>\n\t\t\t\t\t<\/span>\n\t\t\t\t\t<\/a>\n\t\t\t\t<\/div>\n\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t
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\n Owners and management <\/h3>\n \t\t \t

When company growth brings the need for clearer roles, rules, decision-making and accountability for people.<\/p>\n <\/div>\n \n \n <\/div>\n <\/div>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t

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\n HR managers and people leaders <\/h3>\n \t\t \t

When internal HR needs an independent expert mirror, structure, or help with a sensitive topic.<\/p>\n <\/div>\n \n \n <\/div>\n <\/div>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t

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\n Companies without a built-in HR <\/h3>\n \t\t \t

When it is necessary to create an adequate basis for recruitment, onboarding, evaluation and development without unnecessary administration.<\/p>\n <\/div>\n \n \n <\/div>\n <\/div>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t

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\n Organizations in Change <\/h3>\n \t\t \t

When new direction, reorganization, or digitalization changes people's roles, collaboration, and expectations.<\/p>\n <\/div>\n \n \n <\/div>\n <\/div>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t

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\n Teams with unclear boundaries <\/h3>\n \t\t \t

When decisions overlap, responsibility is lost and work tensions return in similar situations.<\/p>\n <\/div>\n \n \n <\/div>\n <\/div>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t

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\n Companies that want to maintain quality <\/h3>\n \t\t \t

When growth, generational change or the departure of key people requires talent development and transfer of responsibility.<\/p>\n <\/div>\n \n \n <\/div>\n <\/div>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t

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\u2014 The value of collaboration<\/div>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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Clearer decisions, more understandable rules and more sustainable human development<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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The goal is not to add another form or isolated HR measure. The collaboration is to create a framework that makes sense to management, HR, and the people affected by the decisions.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t

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\n\t\t\t\t\t\n\t\t\t\t\t\t\n\t\t\t\t\t\t\t\t\tView all services<\/span>\n\t\t\t\t\t<\/span>\n\t\t\t\t\t<\/a>\n\t\t\t\t<\/div>\n\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t
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01<\/div>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t
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A more precise description of the situation<\/h3>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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Distinguishing between an individual problem, an unclear role, a weak process, and a broader organizational cause.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t

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02<\/div>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t
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More consistent personnel decisions<\/h3>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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Common criteria help make decisions more predictable in recruitment, performance, development, and compensation.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t

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03<\/div>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t
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Clearer roles and responsibilities<\/h3>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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People have a better understanding of what is expected of them, where they can make decisions, and who they report to.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t

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A fairer framework for cooperation<\/h3>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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Rules, feedback, and decision-making can be set to be factual, explainable, and appropriate.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t

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Better connection between HR and the functioning of the company<\/h3>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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Personnel measures are based on strategy, team capacity, process reality, and the required business outcome.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t

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Practical plan for next steps<\/h3>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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Instead of a general recommendation, a ranking of priorities, responsibilities, and realistic steps emerges.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t

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\u2014 Possible professional outputs<\/div>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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The output is agreed upon based on what the company should be able to decide or implement.<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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HR consulting can provide a decision-making basis, a process design, a working framework or a change plan. The exact scope is determined only after understanding the situation.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t

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\n Map of personnel situation and priorities <\/h3>\n \t\t \t

Summary of findings, main links, risks and recommended order of next steps.<\/p>\n <\/div>\n \n \n <\/div>\n <\/div>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t

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\n Recruitment and selection framework <\/h3>\n \t\t \t

Procedure, roles, decision criteria, evaluation steps and method of communication with candidates.<\/p>\n <\/div>\n \n \n <\/div>\n <\/div>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t

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\n Framework of competencies and responsibilities <\/h3>\n \t\t \t

Clarification of expectations, competencies, decision-making powers and links between roles.<\/p>\n <\/div>\n \n \n <\/div>\n <\/div>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t

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\n Evaluation and feedback system <\/h3>\n \t\t \t

An appropriate model of goals, ongoing interviews, performance evaluations and development agreements.<\/p>\n <\/div>\n \n \n <\/div>\n <\/div>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t

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\n Career and development paths <\/h3>\n \t\t \t

Opportunities for professional growth, succession, internal movement and development of critical competencies.<\/p>\n <\/div>\n \n \n <\/div>\n <\/div>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t

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\n Personnel shift plan <\/h3>\n \t\t \t

Roles, communication, risks, impacts on people and steps needed in reorganization or transformation.<\/p>\n <\/div>\n \n \n <\/div>\n <\/div>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t

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\u2014 How the cooperation works<\/div>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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From understanding the situation to an actionable decision<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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The scope of the steps will be adapted to the topic. A smaller assignment may end with a qualified recommendation, a broader collaboration may continue with a proposal and support for implementation.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t

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\n 1. Introductory interview within 30 minutes <\/h3>\n \t\t \t

We will obtain basic information free of charge, verify the suitability of the service, and agree on the necessary documents. There is no professional output from this conversation.<\/p>\n <\/div>\n \n \n <\/div>\n <\/div>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t

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\n 2. Clarification of the objective and scope <\/h3>\n \t\t \t

We will determine what should be clearer, decided, proposed or implemented at the end and who the topic concerns.<\/p>\n <\/div>\n \n \n <\/div>\n <\/div>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t

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\n 3. Collecting and understanding the evidence <\/h3>\n \t\t \t

As needed, we work with documents, interviews, data, roles, processes, and the experience of people in the organization.<\/p>\n <\/div>\n \n \n <\/div>\n <\/div>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t

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\n 4. Analysis and solution design <\/h3>\n \t\t \t

We separate symptoms from causes, compare options, and prepare a realistic course of action with impacts and risks.<\/p>\n <\/div>\n \n \n <\/div>\n <\/div>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t

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\n 5. Validation with management or HR <\/h3>\n \t\t \t

We will explain the proposal, add context to the client, and verify that it is understandable, appropriate, and feasible.<\/p>\n <\/div>\n \n \n <\/div>\n <\/div>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t

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\n 6. Implementation and evaluation <\/h3>\n \t\t \t

According to the agreement, we will support communication, working meetings, pilot or implementation and help evaluate the first experiences.<\/p>\n <\/div>\n \n \n <\/div>\n <\/div>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t

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\u2014 What exactly does the service consist of?<\/div>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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Modules are composed according to the company's actual personnel needs<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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HR consulting is not a one-size-fits-all package. It can focus on one specific process or connect multiple areas into a common HR framework.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t

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\n 1. Personnel analysis and priorities <\/h3>\n \t\t \t

It helps to create a shared picture of what works, where tensions arise, and which steps make the most sense. \n

\n\nContains:<\/b> background study, interviews, risk mapping, summary of findings and prioritization.<\/p>\n <\/div>\n \n \n <\/div>\n <\/div>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t

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\n 2. Recruitment and selection of people <\/h3>\n \t\t \t

It sets the path from the need for a new role to a quality decision and fair communication with candidates. \n

\n\nContains:<\/b> role profile, selection criteria, interview script, assessment framework and decision-making process.<\/p>\n <\/div>\n \n \n <\/div>\n <\/div>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t

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\n 3. Roles, competencies and responsibilities <\/h3>\n \t\t \t

It specifies what each role should bring and how it connects to other parts of the organization. \n

\n\nContains:<\/b> expectations, competencies, powers, role interfaces and the design of a clear job description.<\/p>\n <\/div>\n \n \n <\/div>\n <\/div>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t

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\n 4. Performance, feedback and development <\/h3>\n \t\t \t

It links work goals with regular conversations about the quality of work and further development. \n

\n\nContains:<\/b> evaluation cycle, criteria, interviews, development agreements and materials for managers.<\/p>\n <\/div>\n \n \n <\/div>\n <\/div>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t

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\n 5. Career paths and succession <\/h3>\n \t\t \t

It creates growth opportunities that are understandable to people while supporting the future capacity of the company. \n

\n\nContains:<\/b> critical roles, career options, competency development, talent interviews, and succession framework.<\/p>\n <\/div>\n \n \n <\/div>\n <\/div>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t

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\n 6. Reward and recognition <\/h3>\n \t\t \t

It helps to name the reward logic so that it is explainable, appropriate and in line with the roles and opportunities of the company. \n

\n\nContains:<\/b>: principles, criteria, performance links, non-financial recognition and communication framework.<\/p>\n <\/div>\n \n \n <\/div>\n <\/div>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t

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\n 7. Challenging personnel situations <\/h3>\n \t\t \t

Brings an independent perspective to conflicts, performance issues, role changes or departures. \n

\n\nContains:<\/b> mapping the situation, options for action, risks, preparing interviews and recommending boundaries.<\/p>\n <\/div>\n \n \n <\/div>\n <\/div>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t

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\n 8. The personnel part of organizational change <\/h3>\n \t\t \t

It connects the change in structure or system with what people need to know and be able to do. \n

\n\nContains:<\/b> impact map, role change, communication, stakeholder engagement and implementation steps.<\/p>\n <\/div>\n \n \n <\/div>\n <\/div>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t

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\u2014 What affects the price<\/div>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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The price range is based on the work the service is actually supposed to deliver.<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t
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0 \u20ac<\/div>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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Introductory interview<\/h3>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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Maximum 30 minutes. It is intended to provide basic information and does not produce a professional output.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t

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from \u20ac290<\/div>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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Minimum paid range<\/h3>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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A paid expert block may include background analysis, qualified recommendation, or an agreed partial output.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t

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What affects the price of this particular service?<\/span><\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t
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  1. number of personnel areas and processes to be assessed or designed<\/li>
  2. size and structure of the organization, number of teams, roles or organizational units<\/li>
  3. number of interviews and stakeholders including leadership, HR and managers<\/li>
  4. quality, scope and availability of existing guidelines, data, role descriptions and personnel documents<\/li>
  5. sensitivity of the situation, need for confidentiality and risk of impact on working relationships<\/li>
  6. desired output \u2014 verbal recommendation, document, process, competency framework or change plan<\/li>
  7. the need for a workshop, facilitated meeting or preparation of managers for difficult interviews<\/li>
  8. scope of implementation support, feedback, communication and evaluation of first experiences<\/li>
  9. timeframe and number of work stages required for safe and high-quality processing<\/li><\/ol>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
    \n\t\t\t\t
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    \n\t\t\t\t\t\n\t\t\t\t\t\t\n\t\t\t\t\t\t\t\t\tView the full price list<\/span>\n\t\t\t\t\t<\/span>\n\t\t\t\t\t<\/a>\n\t\t\t\t<\/div>\n\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t
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    \u2014 Regular monthly support<\/div>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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    Continuity helps keep personnel decisions in a common direction<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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    Monthly support is suitable when HR issues do not arise one-off, but the company needs a regular professional perspective, review, and consultation rhythm when implementing changes.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t

    \n\t\t\t\t
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    \n\t\t\t\t\t\n\t\t\t\t\t\t\n\t\t\t\t\t\t\t\t\tView all services<\/span>\n\t\t\t\t\t<\/span>\n\t\t\t\t\t<\/a>\n\t\t\t\t<\/div>\n\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t
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    \n \n\n
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    \n \"\" <\/div>\n <\/div>\n
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    \n Regular consultation rhythm <\/h3>\n \t\t \t

    Meetings at agreed intervals help keep attention on the topic without unnecessary pressure.<\/p>\n <\/div>\n \n \n <\/div>\n <\/div>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t

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    \n \"\" <\/div>\n <\/div>\n
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    \n Decision mirror <\/h3>\n \t\t \t

    In new situations, it is easier to distinguish what is a continuation of the chosen direction and what is a return to the old pattern.<\/p>\n <\/div>\n \n \n <\/div>\n <\/div>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t

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    \n \n\n
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    \n \"\" <\/div>\n <\/div>\n
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    \n Agreed asynchronous review <\/h3>\n \t\t \t

    To a certain extent, a question, experience, or basis for further reflection can be captured between meetings.<\/p>\n <\/div>\n \n \n <\/div>\n <\/div>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t

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    \n Interim summary <\/h3>\n \t\t \t

    The development of the topic, decisions, and open questions remain understandable even during a longer process.<\/p>\n <\/div>\n \n \n <\/div>\n <\/div>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t

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    \u2014 Growing specialist library<\/div>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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    Deeper content for people who deal with personnel topics repeatedly<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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    The library provides professional content according to access level. Subscription is content support, not individual personnel consulting or work on a specific client assignment.;<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t

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    \n \"\" <\/div>\n <\/div>\n
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    \n L2 - Deep practical layer <\/h3>\n \t\t \t

    For someone who wants to work on the topic of personal development between meetings or independently.\n

    \n- in-depth texts about values, decision-making, boundaries and career transitions,\n
    \n- practical methodological sheets and reflection questions,\n
    \n- case scenarios and work instructions,\n
    \n- materials for independent study and ongoing evaluation.\n

    \nWhy it may be worth it:<\/b> It helps you stay in touch with the topic at your own pace and be more prepared to make further decisions.<\/p>\n <\/div>\n \n \n <\/div>\n <\/div>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t

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    \n \"\" <\/div>\n <\/div>\n
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    \n L3 - Professional Layer <\/h3>\n \t\t \t

    For professionals who work repeatedly with the topics of development, decision-making or coaching conversations.\n

    \n- methodologies and decision-making frameworks,\n
    \n- coaching objective and employment contract templates,\n
    \n- checklists for interim and final evaluation,\n
    \n- work issues, ethical boundaries and safe work frameworks.\n

    \nWhy it may be worth it: <\/b>It reduces the need to build a working structure from scratch each time and promotes consistent professional practice.<\/p>\n <\/div>\n \n \n <\/div>\n <\/div>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t

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    Neither L2 nor L3 include individual consultations, review of a specific document, personal recommendations, workshops, coaching, mentoring, or work on a specific assignment.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t

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    \n\t\t\t\t\t\n\t\t\t\t\t\t\n\t\t\t\t\t\t\t\t\tView pricing framework<\/span>\n\t\t\t\t\t<\/span>\n\t\t\t\t\t<\/a>\n\t\t\t\t<\/div>\n\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t
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    \u2014 Clear boundaries<\/div>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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    Clear boundaries protect the quality of decision-making and people's trust<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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    Boundaries help distinguish a professional educational format from the promise that one event will automatically resolve a complex organizational or personal issue.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t

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    \n The plan does not guarantee tenure or performance. <\/h3>\n \t\t \t

    It can improve orientation, support and learning; leadership, role and work environment also influence the outcome.<\/p>\n <\/div>\n \n \n <\/div>\n <\/div>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t

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    \n The service does not replace mandatory professional training. <\/h3>\n \t\t \t

    Labor law, safety and regulatory areas are ensured by the relevant owners and qualified persons.<\/p>\n <\/div>\n \n \n <\/div>\n <\/div>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t

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    \n The proposal needs the cooperation of the organization. <\/h3>\n \t\t \t

    HR, managers, and guarantors provide context, background, and knowledge of real work.<\/p>\n <\/div>\n \n \n <\/div>\n <\/div>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t

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    \n

    \n Personnel decisions remain with the client. <\/h3>\n \t\t \t

    Pepax will propose the path and evaluation; the employer is responsible for performance and work decisions.<\/p>\n <\/div>\n \n \n <\/div>\n <\/div>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t

    \n\t\t\t\t
    \n\t\t\t\t
    \n\t\t\t\t\t\t\t\t\t
    \n\t\t\t\t\t\n\t\t\t\t\t\t\n\t\t\t\t\t\t\t\t\tView pricing framework<\/span>\n\t\t\t\t\t<\/span>\n\t\t\t\t\t<\/a>\n\t\t\t\t<\/div>\n\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t
    \n\t\t\t\t\t
    \n\t\t
    \n\t\t
    \n\t\t\t\t
    \n\t\t\t\t
    \n\t\t\t\t\t
    \u2014 Professional background<\/div>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
    \n\t\t\t\t
    \n\t\t\t\t\t

    Personnel consulting based on the reality of people, processes and organizations<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
    \n\t\t\t\t
    \n\t\t\t\t\t\t\t\t\t

    Pepax connects the HR perspective with business analysis, process thinking, communication, understanding of human dynamics, and experience with organizational change.<\/p>

    This means that the personnel issue is not considered in isolation. The decision can take into account the person's role, team functioning, work processes, culture, available data, strategic direction, and practical implications for the organization.<\/p>

    The company's professional background is based on many years of interdisciplinary practice and is reflected in the way we work, the quality of our outputs, and the ability to explain a complex situation in understandable language.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t

    \n\t\t
    \n\t\t
    \n\t\t\t\t
    \n\t\t\t\t
    \n\t\t\t\t\t

    Education<\/h3>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t
    \n\t\t\t\t
    \n\t\t\t\t
    \n\t\t\t\t\t\t\t\t\t

    Objectives, content, forms of learning, practice and reflection.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t

    \n\t\t
    \n\t\t\t\t
    \n\t\t\t\t
    \n\t\t\t\t\t

    Business analysis<\/h3>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t
    \n\t\t\t\t
    \n\t\t\t\t
    \n\t\t\t\t\t\t\t\t\t

    Roles, processes, systems, data and work situations.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t

    \n\t\t
    \n\t\t\t\t
    \n\t\t\t\t
    \n\t\t\t\t\t

    HR and organization<\/h3>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t
    \n\t\t\t\t
    \n\t\t\t\t
    \n\t\t\t\t\t\t\t\t\t

    Responsibilities, competencies, milestones and further development.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t

    \n\t\t
    \n\t\t\t\t
    \n\t\t\t\t
    \n\t\t\t\t\t

    Coaching and mentoring<\/h3>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t
    \n\t\t\t\t
    \n\t\t\t\t
    \n\t\t\t\t\t\t\t\t\t

    Questions, transfer of experience, feedback and independence.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t

    \n\t\t
    \n\t\t\t\t
    \n\t\t\t\t
    \n\t\t\t\t\t

    Technologies and know-how<\/h3>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t
    \n\t\t\t\t
    \n\t\t\t\t
    \n\t\t\t\t\t\t\t\t\t

    Materials and paths embedded in a maintainable system.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t

    \n\t\t\t\t
    \n\t\t\t\t
    \n\t\t\t\t\t\t\t\t\t
    \n\t\t\t\t\t\n\t\t\t\t\t\t\n\t\t\t\t\t\t\t\t\tView company expertise<\/span>\n\t\t\t\t\t<\/span>\n\t\t\t\t\t<\/a>\n\t\t\t\t<\/div>\n\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t
    \n\t\t\t\t
    \n\t\t\t\t
    \n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\"Odborn\u00e1\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t
    \n\t\t\t\t\t
    \n\t\t
    \n\t\t\t\t
    \n\t\t\t\t
    \n\t\t\t\t\t
    \u2014 Related routes<\/div>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
    \n\t\t\t\t
    \n\t\t\t\t\t

    Other paths depending on what education is supposed to support<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t
    \n\t\t
    \n\t\t\t\t
    \n\t\t\t\t
    \n\t\t\t\t\t
    \n \n\n
    \n
    \n
    \n \"\" <\/div>\n <\/div>\n
    \n

    \n Coaching and mentoring <\/h3>\n \t\t \t

    Overview of services based on individual or corporate development through relationships.<\/p>\n

    \n
    \n \n <\/path><\/svg> <\/a>\n <\/div>\n <\/div>\n <\/div>\n \n \n <\/div>\n <\/div>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t
    \n\t\t\t\t
    \n\t\t\t\t
    \n\t\t\t\t\t
    \n \n\n
    \n
    \n
    \n \"\" <\/div>\n <\/div>\n
    \n

    \n Corporate mentoring <\/h3>\n \t\t \t

    Experienced leadership and active transfer of know-how to the company.<\/p>\n

    \n
    \n \n <\/path><\/svg> <\/a>\n <\/div>\n <\/div>\n <\/div>\n \n \n <\/div>\n <\/div>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t
    \n\t\t\t\t
    \n\t\t\t\t
    \n\t\t\t\t\t
    \n \n\n
    \n
    \n
    \n \"\" <\/div>\n <\/div>\n
    \n

    \n Strategic consulting <\/h3>\n \t\t \t

    A partner for top management decision-making when expert input is also needed.<\/p>\n

    \n
    \n \n <\/path><\/svg> <\/a>\n <\/div>\n <\/div>\n <\/div>\n \n \n <\/div>\n <\/div>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t
    \n\t\t\t\t
    \n\t\t\t\t
    \n\t\t\t\t\t
    \n \n\n
    \n
    \n
    \n \"\" <\/div>\n <\/div>\n
    \n

    \n Consultation <\/h3>\n \t\t \t

    An initial interview will help verify whether coaching, mentoring, or another form of collaboration is appropriate for your situation.<\/p>\n

    \n
    \n \n <\/path><\/svg> <\/a>\n <\/div>\n <\/div>\n <\/div>\n \n \n <\/div>\n <\/div>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t
    \n\t\t\t\t
    \n\t\t\t\t
    \n\t\t\t\t\t
    \n \n\n
    \n
    \n
    \n \"\" <\/div>\n <\/div>\n
    \n

    \n Price list <\/h3>\n \t\t \t

    Explanation of pricing tiers for one-time services, monthly support, and library access.<\/p>\n

    \n
    \n \n <\/path><\/svg> <\/a>\n <\/div>\n <\/div>\n <\/div>\n \n \n <\/div>\n <\/div>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t
    \n\t\t\t\t
    \n\t\t\t\t
    \n\t\t\t\t\t
    \n \n\n
    \n
    \n
    \n \"\" <\/div>\n <\/div>\n
    \n

    \n Company expertise <\/h3>\n \t\t \t

    The way Pepax connects human understanding, structure, communication and practical decision-making.<\/p>\n

    \n
    \n \n <\/path><\/svg> <\/a>\n <\/div>\n <\/div>\n <\/div>\n \n \n <\/div>\n <\/div>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t
    \n\t\t\t\t\t
    \n\t\t
    \n\t\t\t\t
    \n\t\t\t\t
    \n\t\t\t\t\t
    \u2014 Frequently asked questions<\/div>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
    \n\t\t\t\t
    \n\t\t\t\t\t

    What is good to know before designing a program<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t
    \n\t\t\t\t
    \n\t\t\t\t
    \n\t\t\t\t\t
    \n
    \n\n \n
    \n
    \n \n \n What can personnel consulting specifically include?<\/span>\n\n \n
    \n
    \n \n\t\t\t\t\t\t\t\t\t\t<\/i> <\/div>\n\n
    \n \n\t\t\t\t\t\t\t\t\t\t<\/i> <\/div>\n <\/div>\n\n \n <\/a>\n <\/div>\n\n
    \n\n
    \n

    Depending on the assignment, it may include personnel situation analysis, recruitment and selection, roles and competencies, performance evaluation, career paths, compensation, challenging personnel situations or the personnel part of organizational change. The exact modules will be agreed upon according to the goal and scope.<\/p> <\/div>\n\n <\/div>\n\n <\/div>\n\n \n

    \n
    \n \n \n Is the service also suitable for a company without an internal HR department?<\/span>\n\n \n
    \n
    \n \n\t\t\t\t\t\t\t\t\t\t<\/i> <\/div>\n\n
    \n \n\t\t\t\t\t\t\t\t\t\t<\/i> <\/div>\n <\/div>\n\n \n <\/a>\n <\/div>\n\n
    \n\n
    \n

    Yes. The service can help create an adequate foundation for HR processes and decision-making. However, it does not replace day-to-day personnel administration, payroll processing, or internal management responsibility for people.<\/p> <\/div>\n\n <\/div>\n\n <\/div>\n\n \n

    \n
    \n \n \n What is the difference between a free chat and a paid service?<\/span>\n\n \n
    \n
    \n \n\t\t\t\t\t\t\t\t\t\t<\/i> <\/div>\n\n
    \n \n\t\t\t\t\t\t\t\t\t\t<\/i> <\/div>\n <\/div>\n\n \n <\/a>\n <\/div>\n\n
    \n\n
    \n

    The free interview lasts a maximum of 30 minutes and serves to obtain basic information and verify the suitability of cooperation. It does not result in an analysis, recommendation, document assessment, or other professional output.<\/p> <\/div>\n\n <\/div>\n\n <\/div>\n\n \n

    \n
    \n \n \n How long does personnel consulting last?<\/span>\n\n \n
    \n
    \n \n\t\t\t\t\t\t\t\t\t\t<\/i> <\/div>\n\n
    \n \n\t\t\t\t\t\t\t\t\t\t<\/i> <\/div>\n <\/div>\n\n \n <\/a>\n <\/div>\n\n
    \n\n
    \n

    One limited question can be processed in a short professional block. The design of an HR process, organizational topic or support for change can take place in several stages. The time frame is confirmed after the goal, supporting documents and desired output are specified.<\/p> <\/div>\n\n <\/div>\n\n <\/div>\n\n \n

    \n
    \n \n \n What outputs can we get?<\/span>\n\n \n
    \n
    \n \n\t\t\t\t\t\t\t\t\t\t<\/i> <\/div>\n\n
    \n \n\t\t\t\t\t\t\t\t\t\t<\/i> <\/div>\n <\/div>\n\n \n <\/a>\n <\/div>\n\n
    \n\n
    \n

    The output can be a map of the situation and priorities, a process design, a competency framework, an evaluation system, a career path, a recommendation on the personnel situation, a change plan, or other agreed working document.<\/p> <\/div>\n\n <\/div>\n\n <\/div>\n\n \n

    \n
    \n \n \n When does regular monthly support make sense?<\/span>\n\n \n
    \n
    \n \n\t\t\t\t\t\t\t\t\t\t<\/i> <\/div>\n\n
    \n \n\t\t\t\t\t\t\t\t\t\t<\/i> <\/div>\n <\/div>\n\n \n <\/a>\n <\/div>\n\n
    \n\n
    \n

    Especially when a company is implementing a new HR framework, addressing multiple related topics, or needs regular professional reviews. The scope of support has an agreed capacity, people, response time, and method of drawing; it is not unlimited availability.<\/p> <\/div>\n\n <\/div>\n\n <\/div>\n\n \n

    \n
    \n \n \n What does the minimum paid range from \u20ac290 mean?<\/span>\n\n \n
    \n
    \n \n\t\t\t\t\t\t\t\t\t\t<\/i> <\/div>\n\n
    \n \n\t\t\t\t\t\t\t\t\t\t<\/i> <\/div>\n <\/div>\n\n \n <\/a>\n <\/div>\n\n
    \n\n
    \n

    The smallest professional block that already produces an agreed work or output. A broader program will be priced according to its scope.<\/p> <\/div>\n\n <\/div>\n\n <\/div>\n\n \n

    \n
    \n \n \n How are monthly support and L2\/L3 library related to the service?<\/span>\n\n \n
    \n
    \n \n\t\t\t\t\t\t\t\t\t\t<\/i> <\/div>\n\n
    \n \n\t\t\t\t\t\t\t\t\t\t<\/i> <\/div>\n <\/div>\n\n \n <\/a>\n <\/div>\n\n
    \n\n
    \n

    Monthly support helps to use and improve the program. L2\/L3 provide materials for independent work, not individual implementation.<\/p> <\/div>\n\n <\/div>\n\n <\/div>\n\n <\/div>\n <\/div>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t

    \n\t\t\t\t\t
    \n\t\t\t\t
    \n\t\t\t\t
    \n\t\t\t\t\t

    Let's start with what needs to be clearer in your personnel situation.<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
    \n\t\t\t\t
    \n\t\t\t\t\t\t\t\t\t

    The initial interview lasts no more than 30 minutes, is free of charge and serves to obtain basic information. It does not produce a professional output. After the interview, it will be possible to determine whether a smaller professional block, a comprehensive service or regular support makes sense.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t

    \n\t\t\t\t
    \n\t\t\t\t\t\t\t\t\t
    \n\t\t\t\t\t\n\t\t\t\t\t\t\n\t\t\t\t\t\t\t\t\tArrange an initial interview<\/span>\n\t\t\t\t\t<\/span>\n\t\t\t\t\t<\/a>\n\t\t\t\t<\/div>\n\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>","protected":false},"excerpt":{"rendered":"

    \u2014 HR, personalistika a organiz\u00e1cia Person\u00e1lne poradenstvo Pom\u00e1hame firm\u00e1m nastavi\u0165 […]<\/p>\n","protected":false},"author":1,"featured_media":17796,"parent":16436,"menu_order":0,"comment_status":"closed","ping_status":"closed","template":"elementor_header_footer","meta":{"pmpro_default_level":"","footnotes":""},"tags":[32,49,47,30,33],"class_list":["post-16464","page","type-page","status-publish","has-post-thumbnail","hentry","tag-hr","tag-nabor","tag-personalistika","tag-pre-firmy","tag-pre-hr","pmpro-has-access"],"_links":{"self":[{"href":"https:\/\/pepax.sk\/en\/wp-json\/wp\/v2\/pages\/16464","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/pepax.sk\/en\/wp-json\/wp\/v2\/pages"}],"about":[{"href":"https:\/\/pepax.sk\/en\/wp-json\/wp\/v2\/types\/page"}],"author":[{"embeddable":true,"href":"https:\/\/pepax.sk\/en\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/pepax.sk\/en\/wp-json\/wp\/v2\/comments?post=16464"}],"version-history":[{"count":22,"href":"https:\/\/pepax.sk\/en\/wp-json\/wp\/v2\/pages\/16464\/revisions"}],"predecessor-version":[{"id":17814,"href":"https:\/\/pepax.sk\/en\/wp-json\/wp\/v2\/pages\/16464\/revisions\/17814"}],"up":[{"embeddable":true,"href":"https:\/\/pepax.sk\/en\/wp-json\/wp\/v2\/pages\/16436"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/pepax.sk\/en\/wp-json\/wp\/v2\/media\/17796"}],"wp:attachment":[{"href":"https:\/\/pepax.sk\/en\/wp-json\/wp\/v2\/media?parent=16464"}],"wp:term":[{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/pepax.sk\/en\/wp-json\/wp\/v2\/tags?post=16464"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}