{"id":1078,"date":"2023-03-07T10:22:38","date_gmt":"2023-03-07T10:22:38","guid":{"rendered":"https:\/\/www.czechbankingnews.cz\/?p=1078"},"modified":"2023-03-07T11:48:21","modified_gmt":"2023-03-07T11:48:21","slug":"co-mohou-firmy-udelat-aby-zeny-naplno-vyuzily-svuj-potencial","status":"publish","type":"post","link":"https:\/\/www.czechbankingnews.cz\/?p=1078","title":{"rendered":"Manpower: Jak vyu\u017e\u00edt potenci\u00e1l \u017een v zam\u011bstn\u00e1n\u00ed"},"content":{"rendered":"<p><strong>ManpowerGroup \u010cesk\u00e1 republika k p\u0159\u00edle\u017eitosti Mezin\u00e1rodn\u00edho dne \u017een vydala zpr\u00e1vu zam\u011b\u0159enou na postaven\u00ed \u017een na trhu pr\u00e1ce a co mohou firmy ud\u011blat pro to, aby \u017eeny naplno vyu\u017eily sv\u016fj potenci\u00e1l.<\/strong><!--more--><\/p>\n<p><strong>\u00a0<\/strong>Leto\u0161n\u00ed t\u00e9ma Mezin\u00e1rodn\u00edho dne \u017een je <em>#EmbraceEquity<\/em>, p\u0159ijmut\u00ed spravedlnosti a rovnosti.<\/p>\n<p><em>\u201ePozorujeme, \u017ee mnoho \u017een ode\u0161lo b\u011bhem pandemie z\u00a0trhu pr\u00e1ce, a ne v\u0161echny se dosud vr\u00e1tily zp\u011bt. Maj\u00ed pocit, \u017ee pro n\u011b firmy ned\u011blaj\u00ed dost: c\u00edt\u00ed se vyho\u0159el\u00e9, nedocen\u011bn\u00e9 a n\u011bkde i podhodnocen\u00e9. Zam\u011bstnavatel\u00e9 mohou zlep\u0161it situaci, zasadit se o spravedlnost a rovnost a vytvo\u0159it tak v\u0161em zam\u011bstnanc\u016fm lep\u0161\u00ed podm\u00ednky pro pr\u00e1ci,\u201c<\/em> \u0159\u00edk\u00e1 Jaroslava Rezlerov\u00e1, gener\u00e1ln\u00ed \u0159editelka ManpowerGroup \u010cesk\u00e1 republika.<\/p>\n<p><strong>Propad ve vyrovn\u00e1v\u00e1n\u00ed rozd\u00edl\u016f mezi mu\u017ei a \u017eenami<\/strong><\/p>\n<p>Podle zpr\u00e1vy Sv\u011btov\u00e9ho ekonomick\u00e9ho f\u00f3ra (WEF) <a href=\"https:\/\/www.weforum.org\/reports\/global-gender-gap-report-2022\">Global Gender Gap Report 2022<\/a> se rozd\u00edly mezi mu\u017ei a \u017eenami dlouhodob\u011b glob\u00e1ln\u011b sni\u017euj\u00ed. \u201e<em>V\u00a0roce 2020 platilo, \u017ee k dosa\u017een\u00ed \u00fapln\u00e9 genderov\u00e9 rovnosti bude p\u0159i zachov\u00e1n\u00ed dosavadn\u00edho tempa sni\u017eov\u00e1n\u00ed nerovnost\u00ed pot\u0159eba 100\u00a0let. Nicm\u00e9n\u011b hor\u0161\u00ed zpr\u00e1vou je, \u017ee pandemie p\u0159isp\u011bla ke zpomalen\u00ed tempa zvy\u0161ov\u00e1n\u00ed rovnosti a meziro\u010dn\u011b do\u0161lo pouze k\u00a0nepatrn\u00e9mu posunu sk\u00f3re ze 67,9 % na 68,1 %. To znamen\u00e1, \u017ee touto rychlost\u00ed by k \u00fapln\u00e9mu\u00a0vyrovn\u00e1n\u00ed p\u0159\u00edle\u017eitost\u00ed do\u0161lo a\u017e za dal\u0161\u00edch 132 let,\u201c <\/em>\u0159\u00edk\u00e1 Jaroslava Rezlerov\u00e1.<\/p>\n<p>Zpr\u00e1va WEF uv\u00e1d\u00ed, \u017ee a\u010dkoli \u017e\u00e1dn\u00e1 zem\u011b je\u0161t\u011b nedos\u00e1hla \u00fapln\u00e9 genderov\u00e9 parity, deset nejv\u011bt\u0161\u00edch ekonomik sv\u011bta odstranilo 80 % rozd\u00edl\u016f mezi mu\u017ei a \u017eenami. Celosv\u011btov\u00fd \u017eeb\u0159\u00ed\u010dek vede Island (90,8 %), kter\u00fd jako jedin\u00fd odstranil v\u00edce ne\u017e 90 % rozd\u00edl\u016f. V prvn\u00ed p\u011btce jsou i dal\u0161\u00ed skandin\u00e1vsk\u00e9 zem\u011b jako Finsko (86 %, 2. m\u00edsto), Norsko (84,5 %, 3. m\u00edsto) a \u0160v\u00e9dsko (82,2 %, 5. m\u00edsto), na 9. a 10. m\u00edst\u011b jsou dal\u0161\u00ed evropsk\u00e9 zem\u011b jako Irsko (80,4 %) a N\u011bmecko (80,1 %). V prvn\u00ed des\u00edtce jsou tak\u00e9 zem\u011b subsaharsk\u00e9 Afriky, Rwanda (81,1 %, 6. m\u00edsto) a Namibie (80,7 %, 8. m\u00edsto), spolu s jednou latinskoamerickou zem\u00ed, Nikaraguou (81 %, 7. m\u00edsto), a jednou zem\u00ed z v\u00fdchodn\u00ed Asie a Tichomo\u0159\u00ed, Nov\u00fdm Z\u00e9landem (84,1 %, 4. m\u00edsto). \u010cesk\u00e1 republika stoj\u00ed v\u00a0tomto hodnocen\u00ed ve druh\u00e9 polovin\u011b sledovan\u00fdch st\u00e1t\u016f, na 76. m\u00edst\u011b (ze 146 zem\u00ed) s\u00a071 %.<strong>\u00a0<\/strong><\/p>\n<p><strong>Prolomen\u00ed bari\u00e9r: Jak p\u0159ijmout spravedlnost a rovnost v\u00a0pr\u00e1ci<\/strong><\/p>\n<p>V\u00a0pr\u00e1ci jsou rozd\u00edly mezi mu\u017ei a \u017eenami zp\u016fsobeny a ovlivn\u011bny mnoha faktory, mezi kter\u00e9 pat\u0159\u00ed dlouhodob\u00e9 struktur\u00e1ln\u00ed p\u0159ek\u00e1\u017eky, vliv socioekonomick\u00e9 a technologick\u00e9 transformace, vliv ekonomick\u00fdch zm\u011bn a dal\u0161\u00ed. <em>\u201eSt\u00e1le v\u00edce \u017een pracuje na vedouc\u00edch pozic\u00edch, ale jejich kari\u00e9ra a mo\u017enosti jsou ovlivn\u011bny t\u00edm, jak\u00e1 jsou na n\u011b kladena spole\u010densk\u00e1 o\u010dek\u00e1v\u00e1n\u00ed, jak se k\u00a0jejich pr\u00e1ci stav\u00ed legislativa (mate\u0159sk\u00e1 dovolen\u00e1 apod.), nebo jak\u00e9 jsou v\u00a0jejich zemi mo\u017enosti p\u00e9\u010de o d\u011bti (\u0161kolky a jin\u00e1 za\u0159\u00edzen\u00ed),\u201c <\/em>dod\u00e1v\u00e1 Rezlerov\u00e1.<\/p>\n<p>Abychom pochopili, jak m\u016f\u017eeme zlep\u0161it situaci, jak pomoci \u017een\u00e1m vr\u00e1tit se po pandemii zp\u011bt do pr\u00e1ce, jak udr\u017eet ty st\u00e1vaj\u00edc\u00ed a jak si h\u00fd\u010dkat ty spr\u00e1vn\u00e9 zam\u011bstnance, zeptali jsme se 4000 \u017een, jak by podle nich m\u011bla vypadat budoucnost pr\u00e1ce.<\/p>\n<p><strong>Budoucnost pr\u00e1ce: rovnov\u00e1ha, flexibilita, stabilita, rovnost a dovednosti<\/strong><\/p>\n<p>Po pandemii se sv\u011bt pr\u00e1ce zm\u011bnil. Zeptali jsme se \u017een na jejich priority a jejich p\u0159edstavu budoucnosti pr\u00e1ce a tak\u00e9 na to, co pot\u0159ebuj\u00ed k\u202ftomu, aby byly co nejv\u00edce produktivn\u00ed.<\/p>\n<p>Podle Jaroslavy Rezlerov\u00e9 z\u00a0pr\u016fzkumu vypl\u00fdv\u00e1, \u017ee<em> \u201eb\u00fdt produktivn\u00ed znamen\u00e1 v\u00edce ne\u017e to, jak\u00e9 pou\u017e\u00edv\u00e1me technologie nebo odkud a jak pracujeme. D\u016fle\u017eit\u00e9 je, jak se c\u00edt\u00edme.<\/em>\u201c<\/p>\n<ul>\n<li>\u017deny hledaj\u00ed zam\u011bstnavatele, kte\u0159\u00ed podporuj\u00ed a uzn\u00e1vaj\u00ed pot\u0159ebu<strong> v\u011bt\u0161\u00ed rovnov\u00e1hy mezi pracovn\u00edm a osobn\u00edm \u017eivotem<\/strong> (80 % \u017een chce lep\u0161\u00ed work-life balance).<\/li>\n<li>\u017deny by uv\u00edtaly <strong>v\u00edce flexibility<\/strong>, a to zejm\u00e9na<strong> v\u202f\u010dase za\u010d\u00e1tku a konce pracovn\u00ed doby<\/strong>, a <strong>m\u00e9n\u011b dn\u00ed pr\u00e1ce v\u202fkancel\u00e1\u0159i<\/strong> (35 % \u017een by p\u0159i stejn\u00e9m objemu pr\u00e1ce vym\u011bnilo 5 % sv\u00e9 mzdy za \u010dty\u0159denn\u00ed pracovn\u00ed t\u00fdden).<\/li>\n<li>\u017deny si do budoucna p\u0159ej\u00ed tak\u00e9 <strong>v\u00edce stability<\/strong> a m\u00e9n\u011b strachu ze ztr\u00e1ty zam\u011bstn\u00e1n\u00ed<br \/>\n(1 ze 3 \u017een se domn\u00edv\u00e1, \u017ee ekonomick\u00e1 nejistota ohro\u017euje jej\u00ed pr\u00e1ci a 25 % \u017een se kv\u016fli ekonomick\u00e9 nejistot\u011b ob\u00e1v\u00e1 zm\u011bnit zam\u011bstn\u00e1n\u00ed).<\/li>\n<li>Kl\u00ed\u010dov\u00e1 je bezesporu <strong>rovnost na pracovi\u0161ti<\/strong> bez ohledu na v\u011bk, rasu, pohlav\u00ed nebo jin\u00e9 faktory a <strong>spravedliv\u00e1 odm\u011bna<\/strong> za vykonanou pr\u00e1ci (46 % \u017een a 40 % mu\u017e\u016f pova\u017euj\u00ed spravedlivou odm\u011bnu za nejd\u016fle\u017eit\u011bj\u0161\u00ed faktor produktivity).<\/li>\n<li>\u017deny by r\u00e1dy m\u011bly <strong>v\u00edce mo\u017enost\u00ed pro z\u00edsk\u00e1n\u00ed nov\u00fdch dovednost\u00ed a zvy\u0161ov\u00e1n\u00ed kvalifikace<\/strong>.<strong>\u00a0<\/strong><\/li>\n<\/ul>\n<p><strong>Brzd\u00ed \u017eeny pr\u00e1ce z\u202fdomova v\u202fjejich kari\u00e9rn\u00edm r\u016fstu?<\/strong><\/p>\n<p>\u017deny v\u00edce ne\u017e mu\u017ei uv\u00e1d\u011bj\u00ed, \u017ee maj\u00ed p\u0159i pr\u00e1ci na d\u00e1lku nebo hybridn\u00ed pr\u00e1ci men\u0161\u00ed \u0161anci z\u00edskat p\u0159\u00edle\u017eitost b\u00fdt v\u202fkontaktu se seniorn\u00edmi mana\u017eery (37 %), mo\u017enost u\u010dit se od ostatn\u00edch (31 %), z\u00edskat p\u0159\u00edle\u017eitost pro pov\u00fd\u0161en\u00ed (29 %) nebo spolupracovat (27 %).<\/p>\n<p>Pr\u00e1ce z\u202fdomova p\u0159in\u00e1\u0161\u00ed flexibilitu, produktivitu a v\u011bt\u0161\u00ed rovnov\u00e1hu mezi pracovn\u00edm a osobn\u00edm \u017eivotem. Z\u00e1rove\u0148 se ale \u017eeny, kter\u00e9 pracuj\u00ed z\u202fdomova, pot\u00fdkaj\u00ed se spole\u010densk\u00fdmi stereotypy, kdy je p\u00e9\u010de o dom\u00e1cnost a d\u011bti \u010di star\u0161\u00ed rodi\u010de vn\u00edm\u00e1na jako v\u00fdlu\u010dn\u011b \u017eensk\u00e1 pr\u00e1ce. Kari\u00e9rn\u00ed r\u016fst \u017een m\u016f\u017ee ovlivnit omezen\u00fd p\u0159\u00edstup k\u202fnetworkingov\u00fdm p\u0159\u00edle\u017eitostem jako jsou sch\u016fzky, meetingy a vzd\u011bl\u00e1vac\u00ed akce, nedostatek viditelnosti a uzn\u00e1n\u00ed, nebo nedostatek podpory a mentoringu.<\/p>\n<p><strong>Na mana\u017eerech z\u00e1le\u017e\u00ed<\/strong><\/p>\n<p>Mnoho \u017een se c\u00edt\u00ed b\u00fdt sv\u00fdmi nad\u0159\u00edzen\u00fdmi nedocen\u011bno (40 % se domn\u00edv\u00e1, \u017ee jejich nad\u0159\u00edzen\u00fd neuzn\u00e1v\u00e1 jejich schopnosti nebo potenci\u00e1l). Pokud se pod\u00edv\u00e1me na srovn\u00e1n\u00ed dat n\u011bkter\u00fdch odpov\u011bd\u00ed \u017een a mu\u017e\u016f, pak pouze 30 % \u017een byla nab\u00eddnuta mo\u017enost \u0161kolen\u00ed nebo tr\u00e9ninku (vs. 40 % mu\u017e\u016f) nebo jen 19 % \u017een dostalo nab\u00eddku na kari\u00e9rn\u00ed postup (vs. 23 % mu\u017e\u016f).\u00a0<strong>\u00a0<\/strong><\/p>\n<p>A\u017e 80 % \u017een by si p\u0159\u00e1lo empati\u010dt\u011bj\u0161\u00ed vedouc\u00ed, aby jejich mana\u017ee\u0159i l\u00e9pe rozum\u011bli, jak zvl\u00e1daj\u00ed pr\u00e1ci a dal\u0161\u00ed v\u00fdzvy spojen\u00e9 s\u202frodi\u010dovstv\u00edm.<\/p>\n<p>\u017deny tak\u00e9 cht\u011bj\u00ed spravedlivou mzdu za pr\u00e1ci, kterou odvedou a rovn\u00e9 podm\u00ednky pro v\u0161echny zam\u011bstnance.<\/p>\n<p><strong>Du\u0161evn\u00ed zdrav\u00ed je po pandemii d\u016fle\u017eit\u011bj\u0161\u00ed<\/strong><\/p>\n<p>Du\u0161evn\u00ed zdrav\u00ed se stalo po pandemii d\u016fle\u017eit\u00fdm t\u00e9matem, a to zejm\u00e9na u \u017een. Syndrom vyho\u0159en\u00ed, starost o zdrav\u00ed, wellbeing, to jsou v\u0161e t\u00e9mata, kter\u00e1 s pandemi\u00ed dostala nov\u00fd rozm\u011br. Firmy, kter\u00e9 si cht\u011bj\u00ed v dob\u011b nedostatku talentovan\u00fdch zam\u011bstnanc\u016f udr\u017eet ty sv\u00e9, za\u010d\u00ednaj\u00ed pe\u010dovat i o jejich du\u0161evn\u00ed zdrav\u00ed. M\u00edra stresu se od vrcholu pandemie sn\u00ed\u017eila (ze 42 % na 38 %), ale st\u00e1le je vy\u0161\u0161\u00ed ne\u017e p\u0159ed b\u0159eznem 2020 (32 %). Je pot\u0159eba se za\u010d\u00edt v\u00a0pr\u00e1ci zab\u00fdvat tak\u00e9 problematikou vyho\u0159en\u00ed, budovat odolnost a zvy\u0161ovat du\u0161evn\u00ed kondici sv\u00fdch pracovn\u00edk\u016f.<\/p>\n<p>Za top 3 benefity pro zlep\u0161en\u00ed sv\u00e9ho wellbeingu \u017eeny pova\u017euj\u00ed poradensk\u00e9 slu\u017eby, wellness dny a p\u0159\u00edsp\u011bvky na wellbeing, co\u017e je pro n\u011b d\u016fle\u017eit\u011bj\u0161\u00ed ne\u017e flexibiln\u00ed m\u00edsto v\u00fdkonu pr\u00e1ce nebo n\u00e1stupn\u00ed bonus.<\/p>\n<p><strong>Co mohou firmy pro \u017eeny ud\u011blat<\/strong><\/p>\n<p>Abychom ve sv\u011bt\u011b pr\u00e1ce mohli dos\u00e1hnout rovnosti a spravedlnosti, je pot\u0159eba, aby se zam\u011bstnavatel\u00e9 zasadili o zm\u011bnu. Zde je n\u011bkolik zp\u016fsob\u016f, jak mohou firmy \u017een\u00e1m pomoci p\u0159ekonat p\u0159ek\u00e1\u017eky nap\u0159. p\u0159i vstupu na trh pr\u00e1ce, p\u0159i jejich kari\u00e9rn\u00edm r\u016fstu, v rovn\u00e9m odm\u011b\u0148ov\u00e1n\u00ed a dal\u0161\u00edch oblastech:<\/p>\n<ol>\n<li><strong>Zm\u011b\u0159te si v\u00e1\u0161 pokrok<\/strong><\/li>\n<\/ol>\n<p>Na ot\u00e1zku, co \u017eeny cht\u011bj\u00ed v pr\u00e1ci, \u010dast\u011bji, ne\u017e mu\u017ei odpov\u011bd\u011bly, \u017ee cht\u011bj\u00ed rovnost na pracovi\u0161ti, a to bez ohledu na v\u011bk, rasu nebo pohlav\u00ed. Bu\u010fte zodpov\u011bdn\u00ed, m\u011b\u0159te dosa\u017een\u00fd pokrok, sledujte ukazatele o pom\u011bru jednotliv\u00fdch skupin ve va\u0161\u00ed firm\u011b, v\u00a0n\u00e1boru a p\u0159ij\u00edm\u00e1n\u00ed zam\u011bstnanc\u016f, zastoupen\u00ed v\u00a0expertn\u00edch a seniorn\u00edch pozic\u00edch nebo mo\u017enostech pov\u00fd\u0161en\u00ed a kari\u00e9rn\u00edho r\u016fstu.<\/p>\n<ol start=\"2\">\n<li><strong>Zam\u011b\u0159te se na talentovan\u00e9 \u017eeny a rozv\u00edjejte je<\/strong><\/li>\n<\/ol>\n<p>M\u00e9n\u011b, ne\u017e polovina \u017een se domn\u00edv\u00e1, \u017ee jejich zam\u011bstnavatel je podporuje p\u0159i zvy\u0161ov\u00e1n\u00ed kvalifikace nebo \u0161kolen\u00ed. V\u00edce ne\u017e 40 % \u017een tvrd\u00ed, \u017ee jejich nad\u0159\u00edzen\u00fd neuzn\u00e1v\u00e1 jejich schopnosti nebo potenci\u00e1l. Pomozte zam\u011bstnanc\u016fm rozv\u00edjet jejich technick\u00e9 i m\u011bkk\u00e9 dovednosti, identifikujte dovednosti, kter\u00e9 budou pot\u0159eba pro nov\u011b otev\u0159en\u00e9 pozice, a uka\u017ete, jak mohou rychl\u00e1 za\u0161kolen\u00ed urychlit p\u0159esun lid\u00ed z jedn\u00e9 pracovn\u00ed pozice do druh\u00e9.<\/p>\n<ol start=\"3\">\n<li><strong>Zrevidujte si syst\u00e9m n\u00e1stupnictv\u00ed<\/strong><\/li>\n<\/ol>\n<p>Pouze 19 % \u017een uv\u00e1d\u00ed, \u017ee maj\u00ed v organizaci jasn\u011b vyty\u010denou svou kari\u00e9ru. Stanovte si c\u00edl, \u017ee umo\u017en\u00edte v\u00edce \u017een\u00e1m st\u00e1t se mana\u017eerkou v\u00a0z\u00e1kladn\u00ed linii. Usnadn\u00edte tak v\u011bt\u0161\u00edmu po\u010dtu \u017een mo\u017enost postupu do vy\u0161\u0161\u00edho veden\u00ed va\u0161\u00ed organizace.<\/p>\n<ol start=\"4\">\n<li><strong>Poskytn\u011bte \u017een\u00e1m to, co cht\u011bj\u00ed a pot\u0159ebuj\u00ed<\/strong><\/li>\n<\/ol>\n<p>\u017deny oce\u0148uj\u00ed flexibilitu ohledn\u011b m\u00edsta v\u00fdkonu pr\u00e1ce a pracovn\u00ed doby, v\u010detn\u011b mo\u017enosti pracovat ve zkr\u00e1cen\u00e9m \u010dty\u0159denn\u00edm pracovn\u00edm t\u00fddnu a volna pro dny ur\u010den\u00e9 pro rozvoj du\u0161evn\u00edho zdrav\u00ed a wellbeingu. Flexibilita je pro \u017eeny tak d\u016fle\u017eit\u00e1, by 35 % \u017een vym\u011bnilo p\u0159i stejn\u00e9m objemu pr\u00e1ce 5 % sv\u00e9ho platu za \u010dty\u0159denn\u00ed pracovn\u00ed t\u00fdden.<\/p>\n<p><strong>Zlep\u0161en\u00ed situace \u017een na trhu pr\u00e1ce<\/strong><\/p>\n<p>Rovnost \u017een a mu\u017e\u016f nen\u00ed z\u00e1le\u017eitost\u00ed jen \u017een, ale n\u00e1s v\u0161ech. P\u0159esto\u017ee se v\u00a0posledn\u00edch letech situace zlep\u0161ila, je pot\u0159eba uj\u00edt je\u0161t\u011b dlouhou cestu. Je nutn\u00e9 podporovat rozmanitost a inkluzi, rovnov\u00e1hu mezi pracovn\u00edm a soukrom\u00fdm \u017eivotem, \u0159e\u0161it nev\u011bdom\u00e9 p\u0159edsudky, zajistit rovn\u00e9 odm\u011b\u0148ov\u00e1n\u00ed a poskytovat p\u0159\u00edle\u017eitosti k veden\u00ed t\u00fdm\u016f. Organizace mohou pomoci \u017een\u00e1m, aby se jim na pracovi\u0161ti da\u0159ilo a aby naplno vyu\u017eily sv\u016fj potenci\u00e1l.<\/p>\n<p>B\u011bhem Sv\u011btov\u00e9ho ekonomick\u00e9ho f\u00f3ra 2023 ve \u0161v\u00fdcarsk\u00e9m Davosu prob\u011bhla tak\u00e9 panelov\u00e1 diskuze na t\u00e9ma \u017deny v\u202fpost-pandemick\u00e9m sv\u011bt\u011b pr\u00e1ce, kdy Becky Frankiewicz z ManpowerGroup Inc. spole\u010dn\u011b s\u202fpanelistkami ze spole\u010dnosti Cisco (Francine Katsoudas) a Women Political Leaders (Silvana Koch-Mehrin), hledaly praktick\u00e1 \u0159e\u0161en\u00ed, jak trend odchodu \u017een z trhu pr\u00e1ce zvr\u00e1tit.<\/p>\n<p>\u010cl\u00e1nek s\u00a0v\u00fdstupy z diskuze si m\u016f\u017eete p\u0159e\u010d\u00edst na <a href=\"https:\/\/www.manpowergroup.cz\/pruzkumy\/jak-pomoci-zenam-uspet\/\">https:\/\/www.manpowergroup.cz\/pruzkumy\/jak-pomoci-zenam-uspet\/<\/a><\/p>\n","protected":false},"excerpt":{"rendered":"<div class=\"mh-excerpt\"><p>ManpowerGroup \u010cesk\u00e1 republika k p\u0159\u00edle\u017eitosti Mezin\u00e1rodn\u00edho dne \u017een vydala zpr\u00e1vu zam\u011b\u0159enou na postaven\u00ed \u017een na trhu pr\u00e1ce a co mohou firmy ud\u011blat pro to, aby <a class=\"mh-excerpt-more\" href=\"https:\/\/www.czechbankingnews.cz\/?p=1078\" title=\"Manpower: Jak vyu\u017e\u00edt potenci\u00e1l \u017een v zam\u011bstn\u00e1n\u00ed\">[&#8230;]<\/a><\/p>\n<\/div>","protected":false},"author":2,"featured_media":1079,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[6],"tags":[],"class_list":["post-1078","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-analyza"],"_links":{"self":[{"href":"https:\/\/www.czechbankingnews.cz\/index.php?rest_route=\/wp\/v2\/posts\/1078","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.czechbankingnews.cz\/index.php?rest_route=\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.czechbankingnews.cz\/index.php?rest_route=\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/www.czechbankingnews.cz\/index.php?rest_route=\/wp\/v2\/users\/2"}],"replies":[{"embeddable":true,"href":"https:\/\/www.czechbankingnews.cz\/index.php?rest_route=%2Fwp%2Fv2%2Fcomments&post=1078"}],"version-history":[{"count":2,"href":"https:\/\/www.czechbankingnews.cz\/index.php?rest_route=\/wp\/v2\/posts\/1078\/revisions"}],"predecessor-version":[{"id":1083,"href":"https:\/\/www.czechbankingnews.cz\/index.php?rest_route=\/wp\/v2\/posts\/1078\/revisions\/1083"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/www.czechbankingnews.cz\/index.php?rest_route=\/wp\/v2\/media\/1079"}],"wp:attachment":[{"href":"https:\/\/www.czechbankingnews.cz\/index.php?rest_route=%2Fwp%2Fv2%2Fmedia&parent=1078"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.czechbankingnews.cz\/index.php?rest_route=%2Fwp%2Fv2%2Fcategories&post=1078"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.czechbankingnews.cz\/index.php?rest_route=%2Fwp%2Fv2%2Ftags&post=1078"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}