{"id":42267,"date":"2026-01-11T06:20:35","date_gmt":"2026-01-11T05:20:35","guid":{"rendered":"https:\/\/www.derivaty.sk\/?p=42267"},"modified":"2026-01-11T06:20:35","modified_gmt":"2026-01-11T05:20:35","slug":"karierne-pravidla-interne-konkurzy-a-karierne-posuny-transparentne-principy","status":"publish","type":"post","link":"https:\/\/www.vrtulniky.sk\/news\/karierne-pravidla-interne-konkurzy-a-karierne-posuny-transparentne-principy\/","title":{"rendered":"Kari\u00e9rne pravidl\u00e1: Intern\u00e9 konkurzy a kari\u00e9rne posuny \u2013 Transparentn\u00e9 princ\u00edpy"},"content":{"rendered":"<h2>Pre\u010do zavies\u0165 transparentn\u00e9 intern\u00e9 konkurzy a kari\u00e9rne posuny<\/h2>\n<p>Intern\u00e9 konkurzy a kari\u00e9rne posuny s\u00fa n\u00e1strojom, ktor\u00fd sp\u00e1ja <strong>strategick\u00e9 potreby firmy<\/strong> (obsadenie k\u013e\u00fa\u010dov\u00fdch rol\u00ed, udr\u017eanie know-how) a <strong>o\u010dak\u00e1vania zamestnancov<\/strong> (rast, spravodlivos\u0165, motiv\u00e1cia). Transparentn\u00e9 pravidl\u00e1 zni\u017euj\u00fa riziko protekcie, sporov a fluktu\u00e1cie, z\u00e1rove\u0148 skracuj\u00fa \u010das obsadzovania a zvy\u0161uj\u00fa anga\u017eovanos\u0165. Cie\u013eom je vytvori\u0165 <em>predv\u00eddate\u013en\u00fd, f\u00e9rov\u00fd a auditovate\u013en\u00fd<\/em> mechanizmus vn\u00fatornej mobility.<\/p>\n<h2>Z\u00e1kladn\u00e9 princ\u00edpy transparentnosti<\/h2>\n<ul>\n<li><strong>Zverejnenie pr\u00edle\u017eitost\u00ed:<\/strong> v\u0161etky intern\u00e9 vo\u013en\u00e9 miesta a posuny sa publikuj\u00fa v jednotnom kan\u00e1li (intranet\/ATS) s jasn\u00fdm term\u00ednom.<\/li>\n<li><strong>Rovnak\u00e9 krit\u00e9ri\u00e1 pre v\u0161etk\u00fdch:<\/strong> definovan\u00e9 po\u017eiadavky, hodnotiace \u0161k\u00e1ly a zodpovedn\u00e9 osoby (owneri) platia pre v\u0161etk\u00fdch uch\u00e1dza\u010dov rovnako.<\/li>\n<li><strong>Oddelenie rol\u00ed:<\/strong> hiring mana\u017e\u00e9r hodnot\u00ed kompetencie, HR garantuje proces a compliance, sponzor jednotky m\u00e1 schva\u013eovaciu pr\u00e1vomoc.<\/li>\n<li><strong>Auditovate\u013enos\u0165:<\/strong> p\u00edsomn\u00e1 dokument\u00e1cia krokov, d\u00f4vodov rozhodnutia a sp\u00e4tnej v\u00e4zby pre nevybran\u00fdch kandid\u00e1tov.<\/li>\n<li><strong>Ochrana pred konfliktom z\u00e1ujmov:<\/strong> povinn\u00e9 nahl\u00e1senie vz\u0165ahov a vyl\u00fa\u010denie z hodnotenia, ak existuje konflikt.<\/li>\n<\/ul>\n<h2>Politika internej mobility: \u010do m\u00e1 obsahova\u0165<\/h2>\n<ol>\n<li><strong>Rozsah platnosti:<\/strong> na koho sa vz\u0165ahuje (kme\u0148ov\u00ed zamestnanci, do\u010dasn\u00ed, trainee, n\u00e1vraty z materskej\/rodi\u010dovskej).<\/li>\n<li><strong>Typy posunov:<\/strong> horizont\u00e1lny (job change), diagon\u00e1lny (nov\u00e1 oblas\u0165 + seniorita), vertik\u00e1lny (pov\u00fd\u0161enie), <em>acting<\/em> (do\u010dasn\u00e9 poverenie).<\/li>\n<li><strong>Sp\u00f4sobilos\u0165 (eligibility):<\/strong> minim\u00e1lna d\u013a\u017eka v role (napr. 6\u201312 mesiacov), v\u00fdkon min. \u201emeets\u201c, bez HR disciplin\u00e1rnych v\u00fdhrad.<\/li>\n<li><strong>Postup a term\u00edny:<\/strong> publik\u00e1cia, prihl\u00e1\u0161ka, skr\u00edning, rozhovory, rozhodnutie, odvolanie, onboarding do novej roly.<\/li>\n<li><strong>Komunik\u00e1cia a sp\u00e4tn\u00e1 v\u00e4zba:<\/strong> form\u00e1t a povinnos\u0165 poskytn\u00fa\u0165 kon\u0161trukt\u00edvnu, ak\u010dn\u00fa sp\u00e4tn\u00fa v\u00e4zbu.<\/li>\n<li><strong>Odmie\u0148anie a prechod:<\/strong> pravidl\u00e1 zmeny mzdy, grade, sk\u00fa\u0161obn\u00e9 obdobie a d\u00e1tum n\u00e1stupu (backfill pl\u00e1n).<\/li>\n<\/ol>\n<h2>Pr\u00e1vny a HR r\u00e1mec internej mobility<\/h2>\n<ul>\n<li><strong>P\u00edsomn\u00e9 dojednanie:<\/strong> zmena pracovnej zmluvy\/dodatok (n\u00e1zov pracovnej poz\u00edcie, mzdov\u00e9 podmienky, miesto v\u00fdkonu, pracovn\u00fd \u010das).<\/li>\n<li><strong>Rovnak\u00e9 zaobch\u00e1dzanie:<\/strong> z\u00e1kaz diskrimin\u00e1cie pri pr\u00edstupe k pov\u00fd\u0161eniu a rozvoju; rozhodnutia opiera\u0165 o objekt\u00edvne krit\u00e9ri\u00e1.<\/li>\n<li><strong>Ochrana osobn\u00fdch \u00fadajov:<\/strong> sprac\u00favanie iba nevyhnutn\u00fdch HR d\u00e1t, pr\u00edstup na princ\u00edpe \u201eneed to know\u201c.<\/li>\n<li><strong>BOZP a kvalifik\u00e1cie:<\/strong> ak posun vy\u017eaduje nov\u00e9 opr\u00e1vnenia\/\u0161kolenia, musia by\u0165 zabezpe\u010den\u00e9 pred n\u00e1stupom.<\/li>\n<\/ul>\n<h2>\u0160tandardizovan\u00fd popis pracovn\u00e9ho miesta (JDP) pre intern\u00e9 konkurzy<\/h2>\n<p>Aby hodnotenie bolo porovnate\u013en\u00e9, ka\u017ed\u00fd inzerovan\u00fd intern\u00fd post m\u00e1 ma\u0165 \u0161trukt\u00farovan\u00fd opis:<\/p>\n<ul>\n<li><strong>\u00da\u010del roly a v\u00fdstupy:<\/strong> 3\u20135 merate\u013en\u00fdch v\u00fdsledkov (KPI) za prv\u00fdch 6\u201312 mesiacov.<\/li>\n<li><strong>Kompeten\u010dn\u00fd profil:<\/strong> technick\u00e9\/zru\u010dnosti, behavior\u00e1lne kompetencie, jazyk a certifik\u00e1cie.<\/li>\n<li><strong>Interfejs a zodpovednos\u0165:<\/strong> na koho rola nadv\u00e4zuje, schva\u013eovacie pr\u00e1vomoci, rizik\u00e1 a compliance.<\/li>\n<li><strong>P\u00e1smo odme\u0148ovania:<\/strong> intern\u00e9 mzdov\u00e9 p\u00e1smo\/grade a variabiln\u00e1 zlo\u017eka (ak existuje).<\/li>\n<li><strong>Pracovn\u00fd re\u017eim:<\/strong> on-site\/hybrid\/remote, cestovanie, on-call.<\/li>\n<\/ul>\n<h2>Hodnotiace krit\u00e9ri\u00e1 a v\u00e1hy<\/h2>\n<p>Odpor\u00fa\u010dan\u00e1 \u0161trukt\u00fara bodovania pri internom konkurze:<\/p>\n<table>\n<thead>\n<tr>\n<th>Krit\u00e9rium<\/th>\n<th>Popis<\/th>\n<th>V\u00e1ha<\/th>\n<\/tr>\n<\/thead>\n<tbody>\n<tr>\n<td>V\u00fdkon v aktu\u00e1lnej role<\/td>\n<td>posledn\u00e9 2 hodnotenia v\u00fdkonu, dosahovanie cie\u013eov<\/td>\n<td>30&nbsp;%<\/td>\n<\/tr>\n<tr>\n<td>Kompetencie<\/td>\n<td>hard\/soft skills pod\u013ea JDP, hodnoten\u00e9 panelom<\/td>\n<td>30&nbsp;%<\/td>\n<\/tr>\n<tr>\n<td>Potenci\u00e1l a u\u010denie<\/td>\n<td>learning agility, feedback od mentorov, v\u00fdsledky assessmentu<\/td>\n<td>20&nbsp;%<\/td>\n<\/tr>\n<tr>\n<td>Motiv\u00e1cia a kult\u00farny fit<\/td>\n<td>konzistencia motiv\u00e1cie s po\u017eiadavkami roly, <em>role clarity<\/em><\/td>\n<td>10&nbsp;%<\/td>\n<\/tr>\n<tr>\n<td>Prev\u00e1dzkov\u00fd dopad<\/td>\n<td>pl\u00e1n odovzdania agendy, kontinuita t\u00edmu<\/td>\n<td>10&nbsp;%<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<h2>Proces intern\u00e9ho konkurzu: krok za krokom<\/h2>\n<ol>\n<li><strong>Publik\u00e1cia:<\/strong> inzer\u00e1t s JDP, krit\u00e9riami a term\u00ednom (min. 7\u201314 dn\u00ed).<\/li>\n<li><strong>Prihl\u00e1\u0161ka:<\/strong> \u0161trukt\u00farovan\u00e9 CV\/ATS profil + kr\u00e1tky <em>intent statement<\/em> (max. 150\u2013300 slov).<\/li>\n<li><strong>Skr\u00edning HR:<\/strong> overenie sp\u00f4sobilosti a form\u00e1lnych n\u00e1le\u017eitost\u00ed.<\/li>\n<li><strong>Panelov\u00e9 hodnotenie:<\/strong> 2\u20133 rozhovory (odborn\u00fd, behavior\u00e1lny, pr\u00edpadov\u00e1 \u00faloha).<\/li>\n<li><strong>Assessment (volite\u013ene):<\/strong> pracovn\u00e1 simul\u00e1cia\/miniprojekt s definovan\u00fdm v\u00fdsledkom.<\/li>\n<li><strong>Rozhodnutie a kalibr\u00e1cia:<\/strong> porovnanie bodovania, z\u00e1pis z kalibr\u00e1cie a s\u00falad s v\u00e1hami.<\/li>\n<li><strong>Sp\u00e4tn\u00e1 v\u00e4zba:<\/strong> p\u00edsomn\u00e9 zhrnutie pre nevybran\u00fdch (siln\u00e9 str\u00e1nky, medzery, odpor\u00fa\u010dan\u00fd rozvojov\u00fd pl\u00e1n).<\/li>\n<li><strong>Onboarding do novej roly:<\/strong> 30-60-90 d\u0148ov\u00fd pl\u00e1n, mentor a merate\u013en\u00e9 m\u00ed\u013eniky.<\/li>\n<\/ol>\n<h2>Pr\u00edpadov\u00e9 \u00falohy a pracovn\u00e9 simul\u00e1cie<\/h2>\n<p>Najvy\u0161\u0161iu predikt\u00edvnu hodnotu m\u00e1 <strong>simul\u00e1cia pr\u00e1ce<\/strong>:<\/p>\n<ul>\n<li><strong>Analytick\u00e1 \u00faloha:<\/strong> kandid\u00e1t priprav\u00ed stru\u010dn\u00fa anal\u00fdzu d\u00e1t a odpor\u00fa\u010danie (\u010das 90 min).<\/li>\n<li><strong>Role-play:<\/strong> scen\u00e1r s klientom\/stakeholderom, hodnotenie komunik\u00e1cie a rozhodovania.<\/li>\n<li><strong>Technick\u00fd mini-projekt:<\/strong> n\u00e1vrh architekt\u00fary\/procesu s trade-off diskusiou.<\/li>\n<\/ul>\n<h2>Konflikty z\u00e1ujmov, etika a f\u00e9rovos\u0165<\/h2>\n<ul>\n<li><strong>Vyl\u00fa\u010denie hodnotite\u013ea:<\/strong> ak existuje rodinn\u00fd\/partnersk\u00fd\/podriaden\u00fd vz\u0165ah, hodnotite\u013e sa z procesu vyjme.<\/li>\n<li><strong>Jednotn\u00e9 ot\u00e1zky:<\/strong> semi-\u0161trukt\u00farovan\u00fd rozhovor s rovnak\u00fdmi t\u00e9mami pre v\u0161etk\u00fdch uch\u00e1dza\u010dov.<\/li>\n<li><strong>Dokument\u00e1cia rozhodnutia:<\/strong> body, d\u00f4kazy, podpisy \u010dlenov panelu; dostupn\u00e9 pre intern\u00fd audit.<\/li>\n<\/ul>\n<h2>Kari\u00e9rne trasy a krit\u00e9ri\u00e1 pre pov\u00fd\u0161enie<\/h2>\n<p>Vytvorte <strong>kari\u00e9rne matice<\/strong> s jasn\u00fdmi \u00farov\u0148ami (napr. Junior \u2192 Mid \u2192 Senior \u2192 Lead \u2192 Manager) a kompeten\u010dn\u00fdmi popismi. Ka\u017ed\u00e1 \u00farove\u0148 m\u00e1:<\/p>\n<ul>\n<li><strong>Scope a dopad:<\/strong> \u0161\u00edrka zodpovednosti, vplyv na v\u00fdsledky, nez\u00e1vislos\u0165.<\/li>\n<li><strong>Technick\u00e9\/odborn\u00e9 kompetencie:<\/strong> definovan\u00e9 o\u010dak\u00e1vania s pr\u00edkladmi spr\u00e1vania.<\/li>\n<li><strong>Leadership\/\u013eudsk\u00e9 kompetencie:<\/strong> mentoring, spolupr\u00e1ca, stakeholder management.<\/li>\n<li><strong>Evidence:<\/strong> ak\u00e9 d\u00f4kazy sa vy\u017eaduj\u00fa (projekty, metriky, sp\u00e4tn\u00e1 v\u00e4zba).<\/li>\n<\/ul>\n<h2>Odmie\u0148ovanie a zmeny pri kari\u00e9rnom posune<\/h2>\n<ul>\n<li><strong>\u00daprava fixu a variabilnej zlo\u017eky:<\/strong> transparentn\u00e9 mzdov\u00e9 p\u00e1sma; pri diagon\u00e1lnych posunoch rekalibr\u00e1cia variabilnej zlo\u017eky a KPI.<\/li>\n<li><strong>\u201eActing\u201c pr\u00edplatok:<\/strong> do\u010dasn\u00e9 poverenie je kompenzovan\u00e9 pod\u013ea pravidiel (napr. 10\u201320&nbsp;% nav\u00fd\u0161enie na obdobie poverenia).<\/li>\n<li><strong>Term\u00edn n\u00e1stupu:<\/strong> \u0161tandardne 30 dn\u00ed na odovzdanie agendy, inak pod\u013ea dohody medzi l\u00edniami.<\/li>\n<\/ul>\n<h2>Sk\u00fa\u0161obn\u00e1 doba v novej role a sp\u00e4tn\u00fd prechod<\/h2>\n<p>Pri internom posune je mo\u017en\u00e9 dohodn\u00fa\u0165 <strong>sk\u00fa\u0161obn\u00fa dobu<\/strong> s jasn\u00fdmi o\u010dak\u00e1vaniami (30-60-90 pl\u00e1n). Ak posun nevyjde, politika m\u00e1 definova\u0165:<\/p>\n<ul>\n<li><strong>Bezpe\u010dn\u00fa sie\u0165:<\/strong> n\u00e1vrat na p\u00f4vodn\u00fa alebo porovnate\u013en\u00fa poz\u00edciu, ak je dostupn\u00e1.<\/li>\n<li><strong>Rozhodovac\u00ed mechanizmus:<\/strong> na z\u00e1klade objekt\u00edvnych krit\u00e9ri\u00ed a dokumentovan\u00fdch v\u00fdstupov.<\/li>\n<\/ul>\n<h2>Sp\u00e4tn\u00e1 v\u00e4zba pre nevybran\u00fdch a rozvojov\u00fd pl\u00e1n<\/h2>\n<p>Ne\u00faspe\u0161n\u00fd kandid\u00e1t dost\u00e1va do 10 pracovn\u00fdch dn\u00ed <strong>konkr\u00e9tnu sp\u00e4tn\u00fa v\u00e4zbu<\/strong> a <strong>rozvojov\u00fd pl\u00e1n<\/strong> (kurzy, shadowing, projekty), vr\u00e1tane odhadu \u010dasu, kedy m\u00e1 zmysel uch\u00e1dza\u0165 sa op\u00e4\u0165 (napr. po 6 mesiacoch).<\/p>\n<h2>Meranie a metriky internej mobility<\/h2>\n<ul>\n<li><strong>Internal fill rate:<\/strong> podiel intern\u00fdch obsaden\u00ed na v\u0161etk\u00fdch hires.<\/li>\n<li><strong>Time-to-move:<\/strong> priemern\u00fd \u010das od publik\u00e1cie po n\u00e1stup do novej roly.<\/li>\n<li><strong>Quality-of-move:<\/strong> v\u00fdkon po 6\/12 mesiacoch vs. extern\u00e9 hires.<\/li>\n<li><strong>Diverzita posunov:<\/strong> zast\u00fapenie skup\u00edn v intern\u00fdch konkurzoch a \u00faspe\u0161nos\u0165.<\/li>\n<li><strong>Retention efekt:<\/strong> miera zotrvania u os\u00f4b s intern\u00fdm posunom vs. bez neho.<\/li>\n<\/ul>\n<h2>Technick\u00e9 n\u00e1stroje a governance<\/h2>\n<ul>\n<li><strong>ATS\/HRIS integr\u00e1cia:<\/strong> jednotn\u00e1 datab\u00e1za poz\u00edci\u00ed, prihl\u00e1\u0161ok, hodnoten\u00ed a reportov.<\/li>\n<li><strong>Kalibra\u010dn\u00e9 m\u00edtingy:<\/strong> kvart\u00e1lne stretnutia l\u00edni\u00ed a HR nad k\u013e\u00fa\u010dov\u00fdmi posunmi, z\u00e1znam rozhodnut\u00ed.<\/li>\n<li><strong>Komunika\u010dn\u00fd kalend\u00e1r:<\/strong> pravideln\u00e9 \u201eTalent Market\u201c newslettery s otvoren\u00fdmi rolami a \u00faspe\u0161n\u00fdmi posunmi.<\/li>\n<\/ul>\n<h2>Rizik\u00e1 a ich mitig\u00e1cia<\/h2>\n<ul>\n<li><strong>Protekcia a netransparentnos\u0165:<\/strong> povinn\u00e9 panelov\u00e9 hodnotenie, audit vzoriek, rot\u00e1cia hodnotite\u013eov.<\/li>\n<li><strong>\u201eBrain drain\u201c medzi t\u00edmami:<\/strong> notice period, backfill pl\u00e1n, intern\u00e9 SLA odovzd\u00e1vky.<\/li>\n<li><strong>Nespr\u00e1vny posun:<\/strong> d\u00f4raz na simul\u00e1cie a overenie motiv\u00e1cie; po n\u00e1stupe robustn\u00fd onboarding.<\/li>\n<li><strong>Demotiv\u00e1cia nevybran\u00fdch:<\/strong> kvalitn\u00e1 sp\u00e4tn\u00e1 v\u00e4zba a n\u00e1sledn\u00e9 rozvojov\u00e9 kroky.<\/li>\n<\/ul>\n<h2>Vzorov\u00e9 formul\u00e1cie do smernice<\/h2>\n<ul>\n<li><em>\u201eV\u0161etky intern\u00e9 pracovn\u00e9 pr\u00edle\u017eitosti sa zverej\u0148uj\u00fa v internom ATS minim\u00e1lne na 10 kalend\u00e1rnych dn\u00ed.\u201c<\/em><\/li>\n<li><em>\u201eHodnotenie kandid\u00e1tov prebieha na z\u00e1klade vopred definovan\u00fdch krit\u00e9ri\u00ed a v\u00e1h uveden\u00fdch v inzer\u00e1te; z rozhodnutia sa vyhotov\u00ed p\u00edsomn\u00fd z\u00e1znam.\u201c<\/em><\/li>\n<li><em>\u201eV pr\u00edpade konfliktu z\u00e1ujmov je hodnotite\u013e povinn\u00fd konflikt p\u00edsomne deklarova\u0165 a z hodnotenia sa vyl\u00fa\u010di\u0165.\u201c<\/em><\/li>\n<li><em>\u201eNevybran\u00fdm kandid\u00e1tom poskytne hiring mana\u017e\u00e9r do 10 pracovn\u00fdch dn\u00ed p\u00edsomn\u00fa sp\u00e4tn\u00fa v\u00e4zbu obsahuj\u00facu odpor\u00fa\u010dania na rozvoj.\u201c<\/em><\/li>\n<\/ul>\n<h2>Komunik\u00e1cia a rozvoj kult\u00fary mobility<\/h2>\n<p>Transparentn\u00fa kult\u00faru nevytvor\u00ed iba smernica. Potrebn\u00e9 s\u00fa <strong>mana\u017e\u00e9rske zru\u010dnosti<\/strong> (kari\u00e9rne rozhovory, pl\u00e1novanie n\u00e1stupn\u00edctva), <strong>mentoring<\/strong> a <strong>vidite\u013en\u00e9 pr\u00edklady<\/strong> \u00faspe\u0161n\u00fdch posunov. Intern\u00e1 kampa\u0148 m\u00e1 vysvetli\u0165 proces, krit\u00e9ri\u00e1 a benefity mobility pre firmu aj \u013eud\u00ed.<\/p>\n<h2>Checklist pre HR a mana\u017e\u00e9rov<\/h2>\n<ul>\n<li>Je poz\u00edcia pop\u00edsan\u00e1 JDP s merate\u013en\u00fdmi v\u00fdstupmi a kompetenciami?<\/li>\n<li>S\u00fa krit\u00e9ri\u00e1 a v\u00e1hy zverejnen\u00e9 vopred a rovnak\u00e9 pre v\u0161etk\u00fdch?<\/li>\n<li>M\u00e1me panel hodnotite\u013eov bez konfliktu z\u00e1ujmov a z\u00e1pis z kalibr\u00e1cie?<\/li>\n<li>Je pripraven\u00fd 30-60-90 d\u0148ov\u00fd onboarding pl\u00e1n pre vybran\u00e9ho?<\/li>\n<li>Poskytujeme kvalitn\u00fa sp\u00e4tn\u00fa v\u00e4zbu nevybran\u00fdm a rozvojov\u00fd pl\u00e1n?<\/li>\n<li>Reportujeme metriky mobility a analyzujeme ich kvart\u00e1lne?<\/li>\n<\/ul>\n<p>Intern\u00e9 konkurzy a kari\u00e9rne posuny s\u00fa najlacnej\u0161\u00edm a z\u00e1rove\u0148 najsilnej\u0161\u00edm n\u00e1strojom rozvoja talentu. Len transparentn\u00e9, d\u00e1tami podlo\u017een\u00e9 a auditovate\u013en\u00e9 pravidl\u00e1 v\u0161ak zabezpe\u010dia, \u017ee mobilita bude vn\u00edman\u00e1 ako spravodliv\u00e1 a firmu posunie dopredu. K\u013e\u00fa\u010dom je <strong>jasn\u00fd proces, objekt\u00edvne krit\u00e9ri\u00e1, konzistentn\u00e1 komunik\u00e1cia<\/strong> a d\u00f4sledn\u00e9 meranie dopadu.<\/p>\n","protected":false},"excerpt":{"rendered":"<p>Transparentn\u00e9 intern\u00e9 konkurzy s jasn\u00fdmi krit\u00e9riami menia kult\u00faru: \u013eudia vidia \u0161ance a firma dr\u017e\u00ed talent doma.<\/p>\n","protected":false},"author":39,"featured_media":82267,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[2630],"tags":[2658,2916,2917,2918,123,2705,2919,1849],"class_list":["post-42267","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-praca-a-zamestnanie","tag-ferovost","tag-interne-konkurzy","tag-interne-konkurzy-a-posuny","tag-karierne-posuny","tag-komunikacia","tag-kriteria","tag-mobilita","tag-transparentnost"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.8 - 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