{"id":3407,"date":"2019-08-05T16:13:28","date_gmt":"2019-08-05T14:13:28","guid":{"rendered":"https:\/\/emagazin.plus\/?p=3407"},"modified":"2025-02-06T10:29:50","modified_gmt":"2025-02-06T09:29:50","slug":"top-trendy-roku-2019-v-hr-a-personalnim-rizeni","status":"publish","type":"post","link":"https:\/\/emagazin.plus\/cz\/top-trendy-roku-2019-v-hr-a-personalnim-rizeni\/","title":{"rendered":"Top trendy roku 2019 v HR a person\u00e1ln\u00edm \u0159\u00edzen\u00ed"},"content":{"rendered":"\n<p class=\"has-text-color has-medium-font-size has-very-dark-gray-color\">V\u0161echno se m\u011bn\u00ed, zlep\u0161uje, zrychluje, a to v\u017edy a v\u0161ude, tak\u017ee snadno ztr\u00e1c\u00edme p\u0159ehled. Shrnuli jsme pro v\u00e1s osm ned\u016fle\u017eit\u011bj\u0161\u00edch trend\u016f roku 2019 v oblasti HR a person\u00e1ln\u00edho \u0159\u00edzen\u00ed.<\/p>\n\n\n\n<p>Jak nazna\u010duje brexit, volby do Evropsk\u00e9ho parlamentu \u010di supervolebn\u00ed rok v&nbsp;N\u011bmecku,\nrok 2019 p\u0159in\u00e1\u0161\u00ed celou \u0159adu v\u00fdzev. Z\u00e1rove\u0148 je tu i mnoho \u0161anc\u00ed. Nezadr\u017eiteln\u00fd\ntechnologick\u00fd pokrok zp\u016fsobuje p\u0159edev\u0161\u00edm v pracovn\u00edm a firemn\u00edm sv\u011bt\u011b disruptivn\u00ed\na trval\u00e9 zm\u011bny. Zejm\u00e9na HR management proto rozhoduje o budouc\u00ed konkurenceschopnosti\npodnik\u016f. Zde je tedy osm nejd\u016fle\u017eit\u011bj\u0161\u00edch trend\u016f v oblasti HR a personalistiky\npro leto\u0161n\u00ed rok:<\/p>\n\n\n\n<p style=\"color:#42890b\" class=\"has-text-color has-medium-font-size\"><strong>Trendy v oblasti HR:\noptimalizace organizace<\/strong><\/p>\n\n\n\n<ul class=\"wp-block-list\"><li><strong>Sledov\u00e1n\u00ed hybridn\u00edho c\u00edlov\u00e9ho form\u00e1tu ve st\u0159edn\u011bdob\u00e9m horizontu <\/strong><\/li><\/ul>\n\n\n\n<p>Agiln\u00ed organiza\u010dn\u00ed struktury s flexibiln\u00edmi formami pr\u00e1ce se pro firmy\nst\u00e1vaj\u00ed \u010d\u00edm d\u00e1l d\u016fle\u017eit\u011bj\u0161\u00ed. Jsou u\u017eite\u010dn\u00e9 a inovativn\u00ed, z\u00e1rove\u0148 v\u0161ak mus\u00ed vyhovovat\ndan\u00e9 spole\u010dnosti. Ve st\u0159edn\u011bdob\u00e9m horizontu by pro v\u011bt\u0161inu spole\u010dnost\u00ed mohl b\u00fdt\nnejvhodn\u011bj\u0161\u00ed hybridn\u00ed c\u00edlov\u00fd form\u00e1t z agiln\u00edch a klasicky organizovan\u00fdch\nstruktur.<\/p>\n\n\n\n<ul class=\"wp-block-list\"><li><strong>Zv\u00fd\u0161en\u00ed tr\u017en\u00ed a produktov\u00e9 orientace personalist\u016f <\/strong><\/li><\/ul>\n\n\n\n<p>Personalist\u00e9 jsou \u010dasto p\u0159\u00edli\u0161 procesn\u011b orientovan\u00ed a m\u00e1lo si uv\u011bdomuj\u00ed\nskute\u010dn\u00e9 pot\u0159eby sv\u00fdch intern\u00edch z\u00e1kazn\u00edk\u016f a pot\u0159eby spole\u010dnosti, pro kterou\npracuj\u00ed. Z toho d\u016fvodu je d\u016fle\u017eit\u00e9 pravideln\u011b kontrolovat: \u201eByli by na\u0161i\npersonalist\u00e9 konkurenceschopn\u00ed, kdyby v p\u0159\u00edm\u00e9 konkurenci s extern\u00edmi poskytovateli\nmuseli o sv\u00fdch slu\u017eb\u00e1ch p\u0159esv\u011bd\u010dit na\u0161e intern\u00ed z\u00e1kazn\u00edky (vedouc\u00ed pracovn\u00edky a\nzam\u011bstnance spole\u010dnosti)?\u201c Od personalist\u016f to vy\u017eaduje hlub\u0161\u00ed tr\u017en\u00ed a\nproduktovou orientaci, proto\u017ee jen tak m\u016f\u017ee spole\u010dnost \u0159e\u0161it investi\u010dn\u00ed status\na rychleji realizovat nov\u00e9 n\u00e1pady. Personalist\u00e9 k tomu pot\u0159ebuj\u00ed strategick\u00e9\nkompetence, mus\u00ed rozum\u011bt trhu, mus\u00ed dod\u00e1vat produkty vynikaj\u00edc\u00ed kvality a\nnab\u00edzet flexibiln\u00ed \u0159e\u0161en\u00ed individu\u00e1ln\u00edch probl\u00e9m\u016f sv\u00fdch intern\u00edch z\u00e1kazn\u00edk\u016f.<\/p>\n\n\n\n<ul class=\"wp-block-list\"><li><strong>Nov\u00e1 role HR: person\u00e1ln\u00ed kou\u010d<\/strong><\/li><\/ul>\n\n\n\n<p>Ploch\u00e9 hierarchie, jednoduch\u00e9 struktury a spolupr\u00e1ce nap\u0159\u00ed\u010d rezorty m\u011bn\u00ed\nroli zam\u011bstnanc\u016f odpov\u011bdn\u00fdch za HR a osob s rozhodovac\u00ed pravomoc\u00ed. Vznik\u00e1 nov\u00e1\nrole person\u00e1ln\u00edho kou\u010de. Ten p\u0159eb\u00edr\u00e1 v\u00fdhradn\u00ed zodpov\u011bdnost za individu\u00e1ln\u00ed a\nsystematick\u00fd rozvoj, zvy\u0161ov\u00e1n\u00ed kvalifikace a podporu zam\u011bstnanc\u016f. Pokud\nzam\u011bstnanci odpov\u011bdn\u00ed za HR uveden\u00e9 \u00fakoly nepln\u00ed, jednotliv\u00e9 rezorty si ji\u017e\ndnes zaji\u0161\u0165uj\u00ed sv\u00e9 vlastn\u00ed person\u00e1ln\u00ed kou\u010de. To se m\u016f\u017ee st\u00e1t v\u00e1\u017enou hrozbou pro\nzaveden\u00e9 HR mana\u017eery, pokud se jim nepoda\u0159\u00ed splnit po\u017eadavky spole\u010dnosti, co se\nt\u00fdk\u00e1 dostate\u010dn\u011b kvalifikovan\u00fdch zam\u011bstnanc\u016f.<\/p>\n\n\n\n<ul class=\"wp-block-list\"><li><strong>Data a talenty jako nov\u00fd motor<\/strong><\/li><\/ul>\n\n\n\n<p>HR odd\u011blen\u00ed \u010dasto nenajdou vhodn\u00e9 kandid\u00e1ty, proto\u017ee neodhadnou spr\u00e1vn\u011b pot\u0159eby\nspole\u010dnosti. Krom\u011b toho si kandid\u00e1ty nedok\u00e1\u017e\u00ed dlouhodob\u011b udr\u017eet. Lze to zm\u011bnit\nvyu\u017eit\u00edm digit\u00e1ln\u00edch technologi\u00ed a big dat: lep\u0161\u00ed posouzen\u00ed kompetenc\u00ed a\npotenci\u00e1lu, \u0161ir\u0161\u00ed dosah mezi potenci\u00e1ln\u00edmi kandid\u00e1ty, efektivn\u011bj\u0161\u00ed v\u00fdb\u011br, nap\u0159.\nd\u00edky proces\u016fm p\u0159edb\u011b\u017en\u00e9ho v\u00fdb\u011bru, kter\u00e9 vyu\u017e\u00edvaj\u00ed um\u011blou inteligenci. A zde je\nmo\u017en\u00e9 uva\u017eovat o sdru\u017eov\u00e1n\u00ed kompetenc\u00ed v integrovan\u00fdch n\u00e1borov\u00fdch t\u00fdmech.\nPersonalista a mana\u017eer spolupracuj\u00ed na uspokojen\u00ed popt\u00e1vky spole\u010dnosti po\nnejvhodn\u011bj\u0161\u00edch pracovn\u00edch sil\u00e1ch.<\/p>\n\n\n\n<p style=\"color:#2a8409\" class=\"has-text-color has-medium-font-size\"><strong>Person\u00e1ln\u00ed trendy:\nzajistit kvalifikovanost zam\u011bstnanc\u016f<\/strong><\/p>\n\n\n\n<ul class=\"wp-block-list\"><li><strong>Zam\u011bstnatelnost jako hlavn\u00ed motiv podnikatelsk\u00e9 zodpov\u011bdnosti<\/strong><\/li><\/ul>\n\n\n\n<p>Je ot\u00e1zkou, jak bude vypadat budoucnost pr\u00e1ce. Carl Benedict Frey a Michael\nOsborne z Oxfordsk\u00e9 univerzity o\u010dek\u00e1vaj\u00ed, \u017ee v&nbsp;USA z&nbsp;technologick\u00fdch\nd\u016fvod\u016f zanikne 50 % v\u0161ech pracovn\u00edch \u010dinnost\u00ed. OECD naproti tomu vych\u00e1z\u00ed z\ntoho, \u017ee lze zcela automatizovat jen 14 % v\u0161ech zam\u011bstn\u00e1n\u00ed. Je z\u0159ejm\u00e9, \u017ee\nv\u011bt\u0161ina zam\u011bstn\u00e1n\u00ed se (drasticky) zm\u011bn\u00ed. Poradensk\u00e1 spole\u010dnost Kienbaum ve\nspolupr\u00e1ci s Univerzitou v St. Gallenu v jedn\u00e9 studii zjistila, \u017ee i nad\u00e1le bude\np\u0159etrv\u00e1vat popt\u00e1vka po zam\u011bstn\u00e1n\u00edch zahrnuj\u00edc\u00edch z\u00e1kaznick\u00fd kontakt, komplexn\u00ed\na individu\u00e1ln\u00ed poradenstv\u00ed, rozhodov\u00e1n\u00ed p\u0159i nejistot\u011b, kreativitu a inovaci. Ni\u017e\u0161\u00ed\npopt\u00e1vka bude naopak po zam\u011bstn\u00e1n\u00edch s rutinn\u00edmi \u00fakoly. Na firmy tak bude\nkladen nov\u00fd po\u017eadavek, a sice rozv\u00edjet sv\u00e9 zam\u011bstnance tak, aby mohli nad\u00e1le\nfungovat ve spole\u010dnosti a na trhu pr\u00e1ce i v p\u0159\u00edpad\u011b, \u017ee jejich skute\u010dn\u00e1 zam\u011bstn\u00e1n\u00ed\nzaniknou.<\/p>\n\n\n\n<ul class=\"wp-block-list\"><li><strong>Identifikace se spole\u010dnost\u00ed a smyslupln\u00e9 \u010dinnosti vy\u017eaduj\u00edc\u00ed nov\u00e9 formy spolupr\u00e1ce a veden\u00ed<\/strong><\/li><\/ul>\n\n\n\n<p>Digit\u00e1ln\u00ed transformace tak\u00e9 klade nov\u00e9 po\u017eadavky na role zodpov\u011bdn\u00fdch pracovn\u00edk\u016f\na na kompetence mana\u017eer\u016f. Lid\u00e9 cht\u011bj\u00ed zn\u00e1t smysl a \u00fa\u010del sv\u00e9 pr\u00e1ce a\nidentifikovat se se sv\u00fdm zam\u011bstn\u00e1n\u00edm i zam\u011bstnavatelem. Co\u017e je v\u00fdzva, jeliko\u017e\nt\u00fdmov\u00e9 struktury se z\u00e1rove\u0148 st\u00e1vaj\u00ed nestabiln\u00ed. Pr\u00e1ce se st\u00e1le v\u00edce odehr\u00e1v\u00e1 ve\nvirtu\u00e1ln\u00edm sv\u011bt\u011b a slo\u017een\u00ed t\u00fdm\u016f se \u010dast\u011bji m\u011bn\u00ed (kl\u00ed\u010dov\u00e9 slovo: agiln\u00ed\nstruktury). Na jedn\u00e9 stran\u011b se tak otev\u00edraj\u00ed mo\u017enosti v oblasti individu\u00e1ln\u00ed\nflexibilizace pr\u00e1ce, na druh\u00e9 stran\u011b vznik\u00e1 riziko, \u017ee se kv\u016fli z\u00e1niku za\u017eit\u00fdch\ntradic naru\u0161\u00ed identifikace a soci\u00e1ln\u00ed soudr\u017enosti mezi zam\u011bstnanci (nap\u0159. spole\u010dn\u00e1\npoledn\u00ed pauza). Je \u00falohou vedouc\u00edch pracovn\u00edk\u016f, aby zam\u011bstnance na tyto zm\u011bny\np\u0159ipravili. <\/p>\n\n\n\n<ul class=\"wp-block-list\"><li><strong>Ztr\u00e1ta n\u00e1roku na mana\u017eerskou exkluzivitu, sm\u011b\u0159ov\u00e1n\u00ed ke sd\u00edlen\u00e9 odpov\u011bdnosti <\/strong><\/li><\/ul>\n\n\n\n<p>V&nbsp;budoucnu by mohlo doj\u00edt ke zru\u0161en\u00ed st\u0159edn\u00edho managementu. Prvn\u00edm\ntakov\u00fdm p\u0159\u00edkladem je \u010d\u00ednsk\u00fd st\u00e1tn\u00ed podnik Haier, kter\u00e9mu v\u011bnuje pozornost i\nodborn\u00e1 literatura. V&nbsp;praxi v\u0161ak p\u0159evl\u00e1daj\u00ed tradi\u010dn\u00ed formy organizace. Kienbaum\nse sv\u00e9m pr\u016fzkumu Leadership Survey z&nbsp;roku 2018 zjistil, \u017ee 54 %\nzam\u011bstnanc\u016f m\u00e1 direktivn\u00edho nad\u0159\u00edzen\u00e9ho, p\u0159i\u010dem\u017e 94 % by preferovalo\ntransforma\u010dn\u00ed styl veden\u00ed, tedy takov\u00fd, kter\u00fd je orientovan\u00fd na vztahy a zm\u011bny.\nTakov\u00fd koncept sd\u00edlen\u00e9 odpov\u011bdnosti vy\u017eaduje na jednu stranu mana\u017eera, kter\u00fd\nnech\u00e1v\u00e1 odpov\u011bdnost, na druh\u00e9 stran\u011b ale tak\u00e9 zam\u011bstnance, kte\u0159\u00ed tuto\n(dodate\u010dnou) odpov\u011bdnost p\u0159ijmou. Klasick\u00e9 veden\u00ed v agiln\u00edch t\u00fdmech tak m\u016f\u017ee\nb\u00fdt stejn\u011b neadekv\u00e1tn\u00ed jako sd\u00edlen\u00e9 veden\u00ed v hierarchick\u00fdch organiza\u010dn\u00edch\nstruktur\u00e1ch. Firmy by m\u011bly sv\u00e9 mana\u017eery vyu\u017e\u00edvat v t\u011bch oblastech, kde jejich\nosobn\u00ed styl veden\u00ed funguje nejl\u00e9pe.<\/p>\n\n\n\n<ul class=\"wp-block-list\"><li><strong>Zaji\u0161t\u011bn\u00ed rovn\u00fdch p\u0159\u00edle\u017eitost\u00ed bez ohledu na pohlav\u00ed<\/strong><\/li><\/ul>\n\n\n\n<p>I v roce 2019 panuje v\u00fdrazn\u00fd rozd\u00edl mezi pohlav\u00edmi, zejm\u00e9na v souvislosti s\nprac\u00ed a zam\u011bstn\u00e1n\u00edm. St\u00e1le znovu se proto hovo\u0159\u00ed o z\u00e1vazn\u00fdch kv\u00f3t\u00e1ch. Ale i nad\nr\u00e1mec pr\u00e1vn\u00edch p\u0159edpis\u016f by spole\u010dnosti m\u011bly vyu\u017e\u00edvat v\u00fdhody plynouc\u00ed z toho, \u017ee\nv t\u00fdmu jsou zastoupena ob\u011b pohlav\u00ed (zejm\u00e9na v oblasti managementu).\nDigitalizace a flexibilizace pr\u00e1ce nab\u00edz\u00ed jak mu\u017e\u016fm, tak i \u017een\u00e1m velk\u00fd\npotenci\u00e1l pro slad\u011bn\u00ed rodinn\u00e9ho a pracovn\u00edho \u017eivota. Dlouhodob\u00fdm c\u00edlem by m\u011bla\nb\u00fdt rovnost p\u0159\u00edle\u017eitost\u00ed bez ohledu na pohlav\u00ed. \u017deny i mu\u017ei by m\u011bli m\u00edt mo\u017enost\nv\u00fdb\u011bru z r\u016fzn\u00fdch nab\u00eddek vzd\u011bl\u00e1v\u00e1n\u00ed a pracovn\u00edch model\u016f. Firmy tak nejen\u017ee\nmohou zv\u00fd\u0161it svou presti\u017e, ale tak\u00e9 v\u00fdrazn\u011b p\u0159isp\u011bt k p\u0159ekon\u00e1n\u00ed tradi\u010dn\u00edch\nvzor\u016f. <\/p>\n\n\n\n<p style=\"color:#1b7908\" class=\"has-text-color has-medium-font-size\"><strong>Z\u00e1v\u011br<\/strong><\/p>\n\n\n\n<p>V\u0161ech osm uveden\u00fdch trend\u016f popisuje z\u00e1sadn\u00ed zm\u011bny a v\u00fdvoj na trhu pr\u00e1ce a\nn\u00e1boru zam\u011bstnanc\u016f v roce 2019. Tyto trendy samoz\u0159ejm\u011b ovliv\u0148uj\u00ed firemn\u00ed prost\u0159ed\u00ed\nr\u016fznou m\u011brou, a firmy jim proto p\u0159ikl\u00e1daj\u00ed r\u016fznou v\u00e1hu. Nicm\u00e9n\u011b plat\u00ed, \u017ee pouze\nd\u00edky funkci a zam\u011bstnanc\u016fm HR odd\u011blen\u00ed orientovan\u00fdm na budoucnost si firmy mohou\nuchovat dlouhodobou konkurenceschopnost.<\/p>\n\n\n\n<p><em>Zdroj: Prof. Dr.\nWalter Jochmann, Frank Stein (Kienbaum Consultants International): Top Trends\nim HR und People Management 2019;, redak\u010dn\u011b upraveno a zkr\u00e1ceno<\/em><\/p>\n\n\n\n<p>Foto \u00a9 shutterstock 739797655<\/p>\n<!-- AddThis Advanced Settings generic via filter on the_content -->","protected":false},"excerpt":{"rendered":"<p>V\u0161echno se m\u011bn\u00ed, zlep\u0161uje, zrychluje, a to v\u017edy a v\u0161ude, tak\u017ee snadno ztr\u00e1c\u00edme p\u0159ehled. Shrnuli jsme pro v\u00e1s osm ned\u016fle\u017eit\u011bj\u0161\u00edch trend\u016f roku 2019 v oblasti HR a person\u00e1ln\u00edho \u0159\u00edzen\u00ed.<!-- AddThis Advanced Settings generic via filter on wp_trim_excerpt --><\/p>\n","protected":false},"author":1,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"om_disable_all_campaigns":false,"_monsterinsights_skip_tracking":false,"_monsterinsights_sitenote_active":false,"_monsterinsights_sitenote_note":"","_monsterinsights_sitenote_category":0,"_uf_show_specific_survey":0,"_uf_disable_surveys":false,"footnotes":""},"categories":[25,204],"tags":[],"class_list":["post-3407","post","type-post","status-publish","format-standard","hentry","category-analyza-de-nur-tschechisch","category-plus-02-2019"],"translation":{"provider":"WPGlobus","version":"3.0.0","language":"cz","enabled_languages":["de","cz"],"languages":{"de":{"title":true,"content":true,"excerpt":true},"cz":{"title":false,"content":false,"excerpt":false}}},"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v23.4 - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>Top trendy roku 2019 v HR a person\u00e1ln\u00edm \u0159\u00edzen\u00ed - Plus<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/emagazin.plus\/top-trendy-roku-2019-v-hr-a-personalnim-rizeni\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Top trendy roku 2019 v HR a person\u00e1ln\u00edm \u0159\u00edzen\u00ed - Plus\" \/>\n<meta property=\"og:url\" content=\"https:\/\/emagazin.plus\/top-trendy-roku-2019-v-hr-a-personalnim-rizeni\/\" \/>\n<meta property=\"og:site_name\" content=\"Plus\" \/>\n<meta property=\"article:published_time\" content=\"2019-08-05T14:13:28+00:00\" \/>\n<meta property=\"article:modified_time\" content=\"2025-02-06T09:29:50+00:00\" \/>\n<meta name=\"author\" content=\"Plus\" \/>\n<meta name=\"twitter:card\" content=\"summary_large_image\" \/>\n<meta name=\"twitter:label1\" content=\"Written by\" \/>\n\t<meta name=\"twitter:data1\" content=\"Plus\" \/>\n\t<meta name=\"twitter:label2\" content=\"Est. reading time\" \/>\n\t<meta name=\"twitter:data2\" content=\"6 minutes\" \/>\n<script type=\"application\/ld+json\" class=\"yoast-schema-graph\">{\"@context\":\"https:\/\/schema.org\",\"@graph\":[{\"@type\":\"Article\",\"@id\":\"https:\/\/emagazin.plus\/top-trendy-roku-2019-v-hr-a-personalnim-rizeni\/#article\",\"isPartOf\":{\"@id\":\"https:\/\/emagazin.plus\/top-trendy-roku-2019-v-hr-a-personalnim-rizeni\/\"},\"author\":{\"name\":\"Plus\",\"@id\":\"https:\/\/emagazin.plus\/#\/schema\/person\/37cd14efd2ba64045e168f219e9bd960\"},\"headline\":\"Top trendy roku 2019 v HR a person\u00e1ln\u00edm \u0159\u00edzen\u00ed\",\"datePublished\":\"2019-08-05T14:13:28+00:00\",\"dateModified\":\"2025-02-06T09:29:50+00:00\",\"mainEntityOfPage\":{\"@id\":\"https:\/\/emagazin.plus\/top-trendy-roku-2019-v-hr-a-personalnim-rizeni\/\"},\"wordCount\":1433,\"commentCount\":0,\"publisher\":{\"@id\":\"https:\/\/emagazin.plus\/#organization\"},\"articleSection\":[\"Anal\u00fdza.DE\",\"Human Ressources - 02\/2019\"],\"inLanguage\":\"cz\",\"potentialAction\":[{\"@type\":\"CommentAction\",\"name\":\"Comment\",\"target\":[\"https:\/\/emagazin.plus\/top-trendy-roku-2019-v-hr-a-personalnim-rizeni\/#respond\"]}]},{\"@type\":\"WebPage\",\"@id\":\"https:\/\/emagazin.plus\/top-trendy-roku-2019-v-hr-a-personalnim-rizeni\/\",\"url\":\"https:\/\/emagazin.plus\/top-trendy-roku-2019-v-hr-a-personalnim-rizeni\/\",\"name\":\"Top trendy roku 2019 v HR a person\u00e1ln\u00edm \u0159\u00edzen\u00ed - Plus\",\"isPartOf\":{\"@id\":\"https:\/\/emagazin.plus\/#website\"},\"datePublished\":\"2019-08-05T14:13:28+00:00\",\"dateModified\":\"2025-02-06T09:29:50+00:00\",\"description\":\"V\u0161echno se m\u011bn\u00ed, zlep\u0161uje, zrychluje, a to v\u017edy a v\u0161ude, tak\u017ee snadno ztr\u00e1c\u00edme p\u0159ehled. 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