{"id":20055,"date":"2026-08-14T23:49:06","date_gmt":"2026-08-14T21:49:06","guid":{"rendered":"https:\/\/pepax.sk\/kniznica\/ludske-zdroje-a-personalistika\/hr-strategia-a-riadenie\/strategicke-hr-planovanie-a-plany-rozvoja\/buduce-roly-a-kompetencie-bez-velkeho-modelu\/"},"modified":"2026-08-17T11:56:54","modified_gmt":"2026-08-17T09:56:54","slug":"buduce-roly-a-kompetencie-bez-velkeho-modelu","status":"publish","type":"page","link":"https:\/\/pepax.sk\/en\/kniznica\/ludske-zdroje-a-personalistika\/hr-strategia-a-riadenie\/strategicke-hr-planovanie-a-plany-rozvoja\/buduce-roly-a-kompetencie-bez-velkeho-modelu\/","title":{"rendered":"How to determine future roles and competencies without an unnecessarily large competency model"},"content":{"rendered":"<p>Ke\u010f organiz\u00e1cia za\u010dne hovori\u0165 o bud\u00facich kompetenci\u00e1ch, ve\u013emi \u013eahko vznikne predstava rozsiahleho projektu:<\/p>\n<ul>\n<li>zoznam v\u0161etk\u00fdch pracovn\u00fdch poz\u00edci\u00ed,<\/li>\n<li>kompeten\u010dn\u00e9 profily ka\u017edej role,<\/li>\n<li>desiatky kompetenci\u00ed,<\/li>\n<li>viacero \u00farovn\u00ed,<\/li>\n<li>stovky behavior\u00e1lnych indik\u00e1torov.<\/li>\n<\/ul>\n<p>Tak\u00fdto model m\u00f4\u017ee by\u0165 v niektor\u00fdch organiz\u00e1ci\u00e1ch opodstatnen\u00fd.<\/p>\n<p>Nie je v\u0161ak automaticky potrebn\u00fd v\u017edy, ke\u010f firma potrebuje strategicky pracova\u0165 s rolami a kompetenciami.<\/p>\n<p>Pri strategickom HR pl\u00e1novan\u00ed je d\u00f4le\u017eitej\u0161ia in\u00e1 ot\u00e1zka:<\/p>\n<blockquote>\n<p><strong>Ak\u00fd minim\u00e1lny rozsah inform\u00e1ci\u00ed o bud\u00facich rol\u00e1ch a kompetenci\u00e1ch potrebujeme na to, aby sme dok\u00e1zali urobi\u0165 kvalitn\u00e9 \u010fal\u0161ie rozhodnutie?<\/strong><\/p>\n<\/blockquote>\n<p>T\u00fdm sa men\u00ed logika pr\u00e1ce.<\/p>\n<p>Neza\u010d\u00edname kompeten\u010dn\u00fdm katal\u00f3gom.<\/p>\n<p>Za\u010d\u00edname bud\u00facou organiza\u010dnou schopnos\u0165ou, ktor\u00fa u\u017e firma identifikovala ako d\u00f4le\u017eit\u00fa pre svoju strat\u00e9giu.<\/p>\n<p>Potom sa p\u00fdtame:<\/p>\n<pre class=\"pepax-code\"><code class=\"language-text\">Ktor\u00e9 roly t\u00fato schopnos\u0165 re\u00e1lne nes\u00fa?\n        \u2193\n\u010co sa m\u00e1 v t\u00fdchto rol\u00e1ch zmeni\u0165?\n        \u2193\n\u010co bud\u00fa musie\u0165 \u013eudia vedie\u0165 spo\u013eahlivo robi\u0165?\n        \u2193\nKtor\u00e9 kompetencie s\u00fa pre to skuto\u010dne podstatn\u00e9?\n        \u2193\nPotrebujeme ich e\u0161te deli\u0165 na \u00farovne?<\/code><\/pre>\n<p>Nosn\u00fdm princ\u00edpom je:<\/p>\n<blockquote>\n<p><strong>Syst\u00e9m m\u00e1 by\u0165 tak\u00fd podrobn\u00fd, ako je potrebn\u00e9 pre kvalitn\u00e9 rozhodovanie \u2014 nie podrobnej\u0161\u00ed.<\/strong><\/p>\n<\/blockquote>\n<h2 id=\"preco-nezacinat-kompetencnym-modelom\">Pre\u010do neza\u010d\u00edna\u0165 kompeten\u010dn\u00fdm modelom<\/h2>\n<p>Existuj\u00fa dve opa\u010dn\u00e9 chyby.<\/p>\n<h3 id=\"prilis-malo-detailu\">Pr\u00edli\u0161 m\u00e1lo detailu<\/h3>\n<p>Firma povie:<\/p>\n<blockquote>\n<p>\u201ePotrebujeme lep\u0161\u00ed leadership.\u201c<\/p>\n<\/blockquote>\n<p>alebo:<\/p>\n<blockquote>\n<p>\u201eBudeme potrebova\u0165 digit\u00e1lne kompetencie.\u201c<\/p>\n<\/blockquote>\n<p>Tak\u00e1to formul\u00e1cia je pr\u00edli\u0161 \u0161irok\u00e1.<\/p>\n<p>Nie je z nej jasn\u00e9:<\/p>\n<ul>\n<li>ktor\u00e1 rola sa m\u00e1 zmeni\u0165,<\/li>\n<li>\u010do m\u00e1 \u010dlovek vedie\u0165 robi\u0165,<\/li>\n<li>v akom kontexte,<\/li>\n<li>v akom horizonte,<\/li>\n<li>ako nesk\u00f4r zist\u00edme, \u010di potrebn\u00fa schopnos\u0165 m\u00e1me.<\/li>\n<\/ul>\n<h3 id=\"prilis-vela-detailu\">Pr\u00edli\u0161 ve\u013ea detailu<\/h3>\n<p>Druhou mo\u017enos\u0165ou je opa\u010dn\u00fd extr\u00e9m.<\/p>\n<p>Organiz\u00e1cia vytvor\u00ed:<\/p>\n<ul>\n<li>rozsiahly zoznam kompetenci\u00ed,<\/li>\n<li>viacero \u00farovn\u00ed ka\u017edej kompetencie,<\/li>\n<li>podrobn\u00e9 indik\u00e1tory,<\/li>\n<li>profily v\u0161etk\u00fdch rol\u00ed,<\/li>\n<\/ul>\n<p>hoci potrebuje rozhodova\u0165 iba o nieko\u013ek\u00fdch strategick\u00fdch rol\u00e1ch s\u00favisiacich s konkr\u00e9tnou zmenou.<\/p>\n<p>Tak\u00fdto model m\u00f4\u017ee by\u0165 metodicky p\u00f4sobiv\u00fd, ale ak sa nepou\u017e\u00edva pri re\u00e1lnych rozhodnutiach, jeho hodnota je obmedzen\u00e1.<\/p>\n<p>Strategick\u00e9 HR pl\u00e1novanie preto potrebuje <strong>primeranos\u0165<\/strong>.<\/p>\n<p>Nie najmen\u0161\u00ed model za ka\u017ed\u00fa cenu.<\/p>\n<p>Ani najv\u00e4\u010d\u0161\u00ed model, ak\u00fd dok\u00e1\u017eeme vytvori\u0165.<\/p>\n<p>Ale rozsah zodpovedaj\u00faci rozhodnutiu.<\/p>\n<h2 id=\"zacnite-buducou-organizacnou-schopnostou\">Za\u010dnite bud\u00facou organiza\u010dnou schopnos\u0165ou<\/h2>\n<p>Future-state defin\u00edcia nem\u00e1 za\u010d\u00edna\u0165 n\u00e1zvom pracovnej poz\u00edcie.<\/p>\n<p>Presnej\u0161\u00ed sled je:<\/p>\n<pre class=\"pepax-code\"><code class=\"language-text\">strategick\u00e1 priorita\n\u2192 bud\u00faca organiza\u010dn\u00e1 schopnos\u0165\n\u2192 rola alebo skupina rol\u00ed\n\u2192 kompetencie<\/code><\/pre>\n<p>Predstavme si strategick\u00fa prioritu:<\/p>\n<blockquote>\n<p>expanzia na zahrani\u010dn\u00e9 trhy.<\/p>\n<\/blockquote>\n<p>Samotn\u00e1 priorita e\u0161te nehovor\u00ed, koho treba prija\u0165.<\/p>\n<p>Najprv sa p\u00fdtame, \u010do mus\u00ed by\u0165 organiz\u00e1cia schopn\u00e1 robi\u0165.<\/p>\n<p>M\u00f4\u017ee \u00eds\u0165 napr\u00edklad o schopnos\u0165:<\/p>\n<ul>\n<li>riadi\u0165 zahrani\u010dn\u00fd obchod,<\/li>\n<li>vies\u0165 medzin\u00e1rodn\u00e9 t\u00edmy,<\/li>\n<li>adaptova\u0165 produkt,<\/li>\n<li>koordinova\u0165 viac kraj\u00edn.<\/li>\n<\/ul>\n<p>A\u017e potom mo\u017eno uva\u017eova\u0165 o rol\u00e1ch, ktor\u00e9 tieto schopnosti bud\u00fa nies\u0165.<\/p>\n<p>Zdrojov\u00fd model uv\u00e1dza napr\u00edklad:<\/p>\n<ul>\n<li>country manager,<\/li>\n<li>international sales manager,<\/li>\n<li>regional customer success.<\/li>\n<\/ul>\n<p>A n\u00e1sledne mo\u017en\u00e9 kompetencie:<\/p>\n<ul>\n<li>jazyky,<\/li>\n<li>medzikult\u00farna komunik\u00e1cia,<\/li>\n<li>zahrani\u010dn\u00fd obchod,<\/li>\n<li>medzin\u00e1rodn\u00fd leadership.<\/li>\n<\/ul>\n<p>D\u00f4le\u017eit\u00e9 je poradie.<\/p>\n<p>Ak za\u010dneme ot\u00e1zkou:<\/p>\n<blockquote>\n<p>\u201eAk\u00e9 nov\u00e9 poz\u00edcie budeme potrebova\u0165?\u201c<\/p>\n<\/blockquote>\n<p>m\u00f4\u017eeme pr\u00edli\u0161 skoro sko\u010di\u0165 k organiza\u010dn\u00e9mu rie\u0161eniu.<\/p>\n<p>Ak za\u010dneme ot\u00e1zkou:<\/p>\n<blockquote>\n<p><strong>\u201eAk\u00fa schopnos\u0165 budeme potrebova\u0165 a kto ju bude musie\u0165 re\u00e1lne nies\u0165?\u201c<\/strong><\/p>\n<\/blockquote>\n<p>m\u00e1me v\u00e4\u010d\u0161iu \u0161ancu navrhn\u00fa\u0165 rolu pod\u013ea bud\u00facej pr\u00e1ce, nie pod\u013ea existuj\u00facich n\u00e1zvov.<\/p>\n<h2 id=\"nova-schopnost-nemusi-znamenat-novu-rolu\">Nov\u00e1 schopnos\u0165 nemus\u00ed znamena\u0165 nov\u00fa rolu<\/h2>\n<p>Bud\u00faca organiza\u010dn\u00e1 schopnos\u0165 m\u00f4\u017ee vies\u0165 k viacer\u00fdm typom zmeny.<\/p>\n<h3 id=\"nova-rola\">Nov\u00e1 rola<\/h3>\n<p>Organiz\u00e1cia dnes nem\u00e1 jasn\u00e9ho nosite\u013ea novej zodpovednosti.<\/p>\n<p>Pri expanzii m\u00f4\u017ee napr\u00edklad vznikn\u00fa\u0165 potreba samostatnej medzin\u00e1rodnej role.<\/p>\n<p>To v\u0161ak nie je automatick\u00fd d\u00f4sledok ka\u017edej expanzie.<\/p>\n<p>V jednej firme m\u00f4\u017ee vznikn\u00fa\u0165 nov\u00e1 rola.<\/p>\n<p>V inej sa potrebn\u00e1 zodpovednos\u0165 rozdel\u00ed medzi existuj\u00face roly.<\/p>\n<h3 id=\"zmenena-existujuca-rola\">Zmenen\u00e1 existuj\u00faca rola<\/h3>\n<p>Ve\u013emi \u010dasto netreba vytv\u00e1ra\u0165 nov\u00e9 pracovn\u00e9 miesto.<\/p>\n<p>Men\u00ed sa existuj\u00faca rola.<\/p>\n<p>M\u00f4\u017ee sa zmeni\u0165:<\/p>\n<ul>\n<li>obsah pr\u00e1ce,<\/li>\n<li>rozhodovacia zodpovednos\u0165,<\/li>\n<li>pou\u017e\u00edvan\u00e1 technol\u00f3gia,<\/li>\n<li>po\u017eadovan\u00e9 kompetencie,<\/li>\n<li>rozsah spolupr\u00e1ce.<\/li>\n<\/ul>\n<p>Typick\u00fdm pr\u00edkladom je digitaliz\u00e1cia alebo AI.<\/p>\n<p>D\u00f4le\u017eit\u00e1 ot\u00e1zka potom nie je iba:<\/p>\n<blockquote>\n<p>\u201eKtor\u00e9 pracovn\u00e9 miesta zanikn\u00fa alebo vznikn\u00fa?\u201c<\/p>\n<\/blockquote>\n<p>Ale:<\/p>\n<blockquote>\n<p><strong>Ako sa zmen\u00ed obsah existuj\u00facich rol\u00ed a \u010do sa \u013eudia musia nau\u010di\u0165 robi\u0165 inak?<\/strong><\/p>\n<\/blockquote>\n<p>V\u00fdsledkom m\u00f4\u017ee by\u0165:<\/p>\n<pre class=\"pepax-code\"><code class=\"language-text\">existuj\u00faca rola\n+\nnov\u00e9 bud\u00face kompetencie<\/code><\/pre>\n<p>bez vytvorenia novej poz\u00edcie.<\/p>\n<h3 id=\"existujuca-rola-sa-stava-strategicky-vyznamnejsou\">Existuj\u00faca rola sa st\u00e1va strategicky v\u00fdznamnej\u0161ou<\/h3>\n<p>Tretia situ\u00e1cia je menej n\u00e1padn\u00e1.<\/p>\n<p>Rola existuje aj dnes a jej obsah sa nemus\u00ed dramaticky zmeni\u0165.<\/p>\n<p>Bud\u00faca strat\u00e9gia v\u0161ak zv\u00fd\u0161i jej v\u00fdznam.<\/p>\n<p>To m\u00f4\u017ee znamena\u0165 potrebu:<\/p>\n<ul>\n<li>lep\u0161ej pripravenosti,<\/li>\n<li>v\u00e4\u010d\u0161ej zastupite\u013enosti,<\/li>\n<li>roz\u0161\u00edrenia kompetenci\u00ed,<\/li>\n<li>nesk\u00f4r mo\u017eno v\u00e4\u010d\u0161ej kapacity.<\/li>\n<\/ul>\n<p>V tejto f\u00e1ze e\u0161te nerozhodujeme o konkr\u00e9tnom rie\u0161en\u00ed.<\/p>\n<p>Len zachyt\u00e1vame, \u017ee rola bude ma\u0165 v bud\u00facom modeli v\u00e4\u010d\u0161\u00ed strategick\u00fd v\u00fdznam.<\/p>\n<h2 id=\"nie-kazdu-rolu-treba-rozpracovat-rovnako-hlboko\">Nie ka\u017ed\u00fa rolu treba rozpracova\u0165 rovnako hlboko<\/h2>\n<p>Strategick\u00e1 zmena m\u00f4\u017ee ovplyvni\u0165 ve\u013ea pracovn\u00fdch miest.<\/p>\n<p>To v\u0161ak neznamen\u00e1, \u017ee v\u0161etky treba okam\u017eite modelova\u0165 v rovnakom detaile.<\/p>\n<p>Rozsah mo\u017eno z\u00fa\u017ei\u0165 ot\u00e1zkou:<\/p>\n<blockquote>\n<p><strong>Ktor\u00e9 roly s\u00fa pre konkr\u00e9tnu bud\u00facu schopnos\u0165 nato\u013eko v\u00fdznamn\u00e9, \u017ee bez ich kvalitn\u00e9ho opisu nedok\u00e1\u017eeme pokra\u010dova\u0165 v rozhodovan\u00ed?<\/strong><\/p>\n<\/blockquote>\n<p>Pom\u00f4c\u0165 m\u00f4\u017eu krit\u00e9ri\u00e1, ktor\u00e9 sa pou\u017e\u00edvaj\u00fa pri uva\u017eovan\u00ed o kritick\u00fdch rol\u00e1ch:<\/p>\n<ul>\n<li>v\u00fdznam pre bud\u00facu strat\u00e9giu,<\/li>\n<li>dopad v\u00fdpadku,<\/li>\n<li>n\u00e1ro\u010dnos\u0165 n\u00e1hrady,<\/li>\n<li>\u010das potrebn\u00fd na adapt\u00e1ciu,<\/li>\n<li>unik\u00e1tne know-how,<\/li>\n<li>dopad na z\u00e1kazn\u00edka.<\/li>\n<\/ul>\n<p>V tomto \u010dl\u00e1nku tieto krit\u00e9ri\u00e1 nesl\u00fa\u017eia na kompletn\u00e9 hodnotenie kritickosti.<\/p>\n<p>Sl\u00fa\u017eia ako filter h\u013abky.<\/p>\n<p>Namiesto:<\/p>\n<blockquote>\n<p>\u201eRozpracujme v\u0161etk\u00fdch 180 rol\u00ed.\u201c<\/p>\n<\/blockquote>\n<p>m\u00f4\u017ee by\u0165 primeran\u00e9:<\/p>\n<blockquote>\n<p><strong>\u201eNajprv rozpracujme osem rol\u00ed, pri ktor\u00fdch bud\u00faca strat\u00e9gia vytv\u00e1ra najv\u00e4\u010d\u0161iu rozhodovaciu potrebu.\u201c<\/strong><\/p>\n<\/blockquote>\n<p>Po\u010det osem je iba ilustra\u010dn\u00fd.<\/p>\n<p>Podstatn\u00fd je princ\u00edp v\u00fdberu.<\/p>\n<h2 id=\"najprv-definujte-co-ma-rola-v-buducnosti-realne-zvladnut\">Najprv definujte, \u010do m\u00e1 rola v bud\u00facnosti re\u00e1lne zvl\u00e1dnu\u0165<\/h2>\n<p>Samotn\u00fd n\u00e1zov role nesta\u010d\u00ed.<\/p>\n<p>Nesta\u010d\u00ed ani v\u0161eobecn\u00e1 veta:<\/p>\n<blockquote>\n<p>\u201eMana\u017e\u00e9r m\u00e1 by\u0165 dobr\u00fd l\u00edder.\u201c<\/p>\n<\/blockquote>\n<p>Tak\u00e1to formul\u00e1cia je pr\u00edli\u0161 abstraktn\u00e1.<\/p>\n<p>Bud\u00face o\u010dak\u00e1vanie od role m\u00e1 by\u0165 dostato\u010dne konkr\u00e9tne na to, aby sa nesk\u00f4r dalo porovna\u0165 so s\u00fa\u010dasn\u00fdm stavom.<\/p>\n<p>Zdrojov\u00fd pr\u00edklad pracuje s formul\u00e1ciou:<\/p>\n<blockquote>\n<p>Mana\u017e\u00e9r dok\u00e1\u017ee delegova\u0165 rozhodovacie pr\u00e1vomoci, vies\u0165 pravideln\u00e9 rozvojov\u00e9 rozhovory a rie\u0161i\u0165 v\u00fdkonov\u00e9 probl\u00e9my bez neprimeranej eskal\u00e1cie.<\/p>\n<\/blockquote>\n<p>T\u00e1to formul\u00e1cia je pou\u017eite\u013enej\u0161ia preto, \u017ee opisuje \u010dinnos\u0165.<\/p>\n<p>Nie n\u00e1lepku.<\/p>\n<p>Pri bud\u00facej role sa preto p\u00fdtajte:<\/p>\n<ul>\n<li>\u010co bude musie\u0165 \u010dlovek re\u00e1lne robi\u0165?<\/li>\n<li>Ak\u00e9 rozhodnutia bude nies\u0165?<\/li>\n<li>V ak\u00fdch situ\u00e1ci\u00e1ch?<\/li>\n<li>\u010co bude in\u00e9 oproti dne\u0161ku?<\/li>\n<li>Ak\u00fd v\u00fdsledok m\u00e1 by\u0165 schopn\u00fd spo\u013eahlivo vytv\u00e1ra\u0165?<\/li>\n<\/ul>\n<h2 id=\"jednoducha-mapa-buducej-role\">Jednoduch\u00e1 mapa bud\u00facej role<\/h2>\n<p>Pre jednu bud\u00facu schopnos\u0165 mo\u017eno pou\u017ei\u0165 pracovn\u00fd r\u00e1mec:<\/p>\n<div class=\"pepax-table-wrap\">\n<table>\n<thead>\n<tr>\n<th>Prvok<\/th>\n<th>Ot\u00e1zka<\/th>\n<\/tr>\n<\/thead>\n<tbody>\n<tr>\n<td>Bud\u00faca organiza\u010dn\u00e1 schopnos\u0165<\/td>\n<td>\u010co mus\u00ed organiz\u00e1cia vedie\u0165 robi\u0165?<\/td>\n<\/tr>\n<tr>\n<td>Rola \/ skupina rol\u00ed<\/td>\n<td>Kto t\u00fato schopnos\u0165 re\u00e1lne nesie?<\/td>\n<\/tr>\n<tr>\n<td>Typ zmeny<\/td>\n<td>Nov\u00e1 rola \/ zmenen\u00e1 rola \/ vy\u0161\u0161ia bud\u00faca v\u00fdznamnos\u0165<\/td>\n<\/tr>\n<tr>\n<td>Bud\u00face o\u010dak\u00e1vanie<\/td>\n<td>\u010co bude musie\u0165 rola vedie\u0165 spo\u013eahlivo zvl\u00e1dnu\u0165?<\/td>\n<\/tr>\n<tr>\n<td>K\u013e\u00fa\u010dov\u00e9 kompetencie<\/td>\n<td>Ktor\u00e9 schopnosti \u010dloveka s\u00fa pre toto o\u010dak\u00e1vanie podstatn\u00e9?<\/td>\n<\/tr>\n<tr>\n<td>Horizont<\/td>\n<td>Kedy ich organiz\u00e1cia potrebuje?<\/td>\n<\/tr>\n<tr>\n<td>Kritickos\u0165 \/ riziko<\/td>\n<td>\u010co bude ohrozen\u00e9, ak rola alebo kompetencia nebude pripraven\u00e1?<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<\/div>\n<p>T\u00e1to mapa nie je job description.<\/p>\n<p>Nie je ani fin\u00e1lny kompeten\u010dn\u00fd profil.<\/p>\n<p>Je to most medzi organiza\u010dnou schopnos\u0165ou a bud\u00facim po\u017eadovan\u00fdm stavom \u013eud\u00ed.<\/p>","protected":false},"excerpt":{"rendered":"<p>Ke\u010f organiz\u00e1cia za\u010dne hovori\u0165 o bud\u00facich kompetenci\u00e1ch, ve\u013emi \u013eahko vznikne predstava rozsiahleho projektu:<\/p>","protected":false},"author":1,"featured_media":20056,"parent":19317,"menu_order":0,"comment_status":"closed","ping_status":"closed","template":"pepax-client-article.php","meta":{"pmpro_default_level":"","footnotes":""},"tags":[32,83,47,33,44,36],"class_list":["post-20055","page","type-page","status-publish","has-post-thumbnail","hentry","tag-hr","tag-metodika","tag-personalistika","tag-pre-hr","tag-pre-manazerov","tag-strategia","pmpro-has-access"],"_links":{"self":[{"href":"https:\/\/pepax.sk\/en\/wp-json\/wp\/v2\/pages\/20055","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=20055"}],"version-history":[{"count":1,"href":"https:\/\/pepax.sk\/en\/wp-json\/wp\/v2\/pages\/20055\/revisions"}],"predecessor-version":[{"id":20611,"href":"https:\/\/pepax.sk\/en\/wp-json\/wp\/v2\/pages\/20055\/revisions\/20611"}],"up":[{"embeddable":true,"href":"https:\/\/pepax.sk\/en\/wp-json\/wp\/v2\/pages\/19317"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/pepax.sk\/en\/wp-json\/wp\/v2\/media\/20056"}],"wp:attachment":[{"href":"https:\/\/pepax.sk\/en\/wp-json\/wp\/v2\/media?parent=20055"}],"wp:term":[{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/pepax.sk\/en\/wp-json\/wp\/v2\/tags?post=20055"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}