{"id":13107,"date":"2024-11-12T21:46:53","date_gmt":"2024-11-12T20:46:53","guid":{"rendered":"https:\/\/staging.deepproject.hr\/?page_id=13107"},"modified":"2025-10-13T08:41:31","modified_gmt":"2025-10-13T07:41:31","slug":"blog","status":"publish","type":"page","link":"https:\/\/deepproject.hr\/en\/blog\/","title":{"rendered":"Blog"},"content":{"rendered":"\t\t
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HR je usre\u0107io ljude. Tko \u0107e sada spasiti organizacije?<\/a><\/h3>\n
\n Ve\u0107 godinama slu\u0161amo sli\u010dne re\u010denice. Treba podizati anga\u017eiranost. Treba ja\u010dati kulturu. Treba razvijati lidere. Treba vi\u0161e slu\u0161ati zaposlenike. Treba raditi na employee experience-u. Treba graditi employer brand. Sve to zvu\u010di razumno, pristojno i profesionalno. Problem je \u0161to organizacije, unato\u010d svim tim naporima, \u010desto ne funkcioniraju… <\/div>\n
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\n \n Pro\u010ditaj vi\u0161e...<\/span>\n <\/a>\n <\/div>\n <\/div>\n <\/div>\n <\/div>\n <\/div>\n<\/div>\n
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\n \"1775459644065\" \n \n <\/div> \n <\/div>\n
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Svijet ne uni\u0161tavaju psihopati, nego ljudska glupost, tvrdoglavost i uvjerenost da smo u pravu.<\/a><\/h3>\n
\n U poslovnom i popularnom diskursu ve\u0107 godinama kru\u017ei ideja da klju\u010dne probleme organizacija i dru\u0161tva uzrokuju \u201cte\u0161ki I opasni karakteri\u201d, psihopati, narcisi, manipulativni pojedinci. To je narativ koji dobro prolazi jer nudi jednostavno obja\u0161njenje i jasnog krivca. Me\u0111utim, kada se pogled pomakne s individualnih devijacija… <\/div>\n
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\n \n Pro\u010ditaj vi\u0161e...<\/span>\n <\/a>\n <\/div>\n <\/div>\n <\/div>\n <\/div>\n <\/div>\n<\/div>\n
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\n \"meme\" \n \n <\/div> \n <\/div>\n
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Za\u0161to HR-ovci zanemaruju bihevioralne uvide i kako “nudging” mo\u017ee pobolj\u0161ati organizacijske performanse?<\/a><\/h3>\n
\n Kada ne\u0161to ne valja u organizaciji, tra\u017eimo li uvijek problem na pravom mjestu? Mo\u017eda nije popularno o tome govoriti, ali mo\u017ee li problem nekada biti i u samim zaposlenicima? Danas, kada se organizacijska kultura, employer branding i ankete o zadovoljstvu zaposlenika nalaze u sredi\u0161tu HR… <\/div>\n
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\n \n Pro\u010ditaj vi\u0161e...<\/span>\n <\/a>\n <\/div>\n <\/div>\n <\/div>\n <\/div>\n <\/div>\n<\/div>\n
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\n \"Pikachu\" \n \n <\/div> \n <\/div>\n
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Skupljanje Pokemona: Od dje\u010dje igre do usamljenosti i depresije. Ili kako ih skupiti sve.<\/a><\/h3>\n
\n Jo\u0161 kao klinci bili smo spremni ispitivati granice, kako one vlastite tako i granice na\u0161ih roditelja. Kroz igru, neprestano otkrivanje svijeta oko nas, kao da smo poku\u0161avali doku\u010diti gdje prestaje na\u0161a snaga, hrabrost, strpljenje… Spu\u0161tanje biciklom niz padinu, pale\u0107i ping-pong loptice zamotane u aluminijsku foliju,… <\/div>\n
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\n \n Pro\u010ditaj vi\u0161e...<\/span>\n <\/a>\n <\/div>\n <\/div>\n <\/div>\n <\/div>\n <\/div>\n<\/div>\n
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\n \"Google-effect\" \n \n <\/div> \n <\/div>\n
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Problem AI ili kako gubimo umjesto da dobivamo?<\/a><\/h3>\n
\n PROBLEM AI \u010cinjenica da o AI govori netko tko uop\u0107e ne bi trebao govoriti o AI pokazuje zapravo koliko je problem AI velik. I nije problem u tome da li AI, na koji god na\u010din, koriste vi\u0161e nastavnici ili u\u010denici\/studenti, HR-ovci, \u2026problem je u tome… <\/div>\n
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\n \n Pro\u010ditaj vi\u0161e...<\/span>\n <\/a>\n <\/div>\n <\/div>\n <\/div>\n <\/div>\n <\/div>\n<\/div>\n
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\n \"Slika-4\" \n \n <\/div> \n <\/div>\n
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To \u0161to nas netko fiksira pogledom, ne zna\u010di i da nas vidi<\/a><\/h3>\n
\n To da nitko nikoga vi\u0161e ne slu\u0161a i da je vje\u0161tina aktivnog slu\u0161anja postala iznimno rijetka \u201epojava\u201c, jasno je svima. Prije par dana sam pisao o ekonomiji pa\u017enje kao konceptu koji se odnosi na na\u010din na koji se ljudska pa\u017enja tretira kao rijedak i dragocjen… <\/div>\n
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\n \n Pro\u010ditaj vi\u0161e...<\/span>\n <\/a>\n <\/div>\n <\/div>\n <\/div>\n <\/div>\n <\/div>\n<\/div>\n <\/div>\r\n \r\n
\r\n \r\n U\u010ditaj vi\u0161e<\/span>\r\n <\/span>\r\n <\/div>\r\n <\/div>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t <\/div>\r\n <\/div>\r\n \t\t\t<\/div>\n\t\t<\/section>\n\t\t\t\t<\/div>\n\t\t","protected":false},"excerpt":{"rendered":"

Za\u0161to HR-ovci zanemaruju bihevioralne uvide i kako “nudging” mo\u017ee pobolj\u0161ati organizacijske performanse? Za\u0161to HR-ovci zanemaruju bihevioralne uvide i kako “nudging” mo\u017ee pobolj\u0161ati organizacijske performanse? Kada ne\u0161to ne valja u organizaciji, tra\u017eimo li uvijek problem na pravom mjestu? Mo\u017eda nije popularno o tome govoriti, ali mo\u017ee li problem nekada biti i u samim zaposlenicima? Danas, kada […]<\/p>\n","protected":false},"author":1,"featured_media":0,"parent":0,"menu_order":0,"comment_status":"closed","ping_status":"closed","template":"","meta":{"om_disable_all_campaigns":false,"_monsterinsights_skip_tracking":false,"_monsterinsights_sitenote_active":false,"_monsterinsights_sitenote_note":"","_monsterinsights_sitenote_category":0,"footnotes":""},"class_list":["post-13107","page","type-page","status-publish","hentry"],"aioseo_notices":[],"_links":{"self":[{"href":"https:\/\/deepproject.hr\/en\/wp-json\/wp\/v2\/pages\/13107","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/deepproject.hr\/en\/wp-json\/wp\/v2\/pages"}],"about":[{"href":"https:\/\/deepproject.hr\/en\/wp-json\/wp\/v2\/types\/page"}],"author":[{"embeddable":true,"href":"https:\/\/deepproject.hr\/en\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/deepproject.hr\/en\/wp-json\/wp\/v2\/comments?post=13107"}],"version-history":[{"count":40,"href":"https:\/\/deepproject.hr\/en\/wp-json\/wp\/v2\/pages\/13107\/revisions"}],"predecessor-version":[{"id":14198,"href":"https:\/\/deepproject.hr\/en\/wp-json\/wp\/v2\/pages\/13107\/revisions\/14198"}],"wp:attachment":[{"href":"https:\/\/deepproject.hr\/en\/wp-json\/wp\/v2\/media?parent=13107"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}