{"id":52417,"date":"2019-11-08T00:00:00","date_gmt":"2019-11-07T21:00:00","guid":{"rendered":"https:\/\/prohoster.info\/blog\/blog_prohoster\/it-rekruting-v-poiskah-balansa-protsess-rezultat"},"modified":"2020-02-18T14:00:07","modified_gmt":"2020-02-18T11:00:07","slug":"it-rekruting-v-poiskah-balansa-protsess-rezultat","status":"publish","type":"post","link":"https:\/\/prohoster.info\/sq\/blog\/novosti-interneta\/it-rekruting-v-poiskah-balansa-protsess-rezultat","title":{"rendered":"Rekrutimi IT. N\u00eb k\u00ebrkim t\u00eb ekuilibrit procesit\/rezultatit","gt_translate_keys":[{"key":"rendered","format":"text"}]},"content":{"rendered":"<h2>1. Vizioni Strategjik<\/h2>\n<p>\nKarakteristika dhe vlera e nj\u00eb kompanie produkti, misioni dhe detyrat kryesore t\u00eb saj, \u00ebsht\u00eb k\u00ebnaq\u00ebsia e klient\u00ebve, angazhimi i tyre dhe besnik\u00ebria ndaj mark\u00ebs. Natyrisht, p\u00ebrmes produktit q\u00eb kompania prodhon. K\u00ebshtu, objektivi global i kompanis\u00eb mund t\u00eb p\u00ebrshkruhet n\u00eb dy pjes\u00eb: <\/p>\n<ul>\n<li>Cil\u00ebsia e produktit;<\/li>\n<li>Cil\u00ebsia e feedback-ut dhe menaxhimi i ndryshimeve, n\u00eb pun\u00ebn me feedback-un nga klient\u00ebt\/p\u00ebrdoruesit.<\/li>\n<\/ul>\n<p>\nNga kjo ndjekim se detyra kryesore e departamentit t\u00eb rekrutimit, \u00ebsht\u00eb k\u00ebrkimi, p\u00ebrzgjedhja dhe angazhimi cil\u00ebsor i A players. Mb\u00ebshtetje t\u00eb baz\u00ebs s\u00eb k\u00ebtyre detyrave duhet t\u00eb shqyrtohen: politikat dhe procedurat e rregulluara dhe t\u00eb p\u00ebrshkruara; monitorimi i vazhduesh\u00ebm dhe implementimi i inovacioneve.<\/p>\n<p>N\u00eb an\u00ebn tjet\u00ebr, ne duhet t\u00eb kujtojm\u00eb se organizatat ekzistojn\u00eb vet\u00ebm kur jan\u00eb fitimprur\u00ebse. Prandaj, \u00ebsht\u00eb e r\u00ebnd\u00ebsishme t\u00eb jemi n\u00eb k\u00ebrkim t\u00eb ekuilibrit t\u00eb duhur, pa harruar se ndjekja e \u00e7far\u00ebdo ekstremi gjithmon\u00eb ka an\u00ebn e saj tjet\u00ebr:<br \/>\n<noindex><a rel=\"nofollow\" name=\"habracut\"><\/a><\/noindex><\/p>\n<ul>\n<li>Ankthi i qart\u00eb i nj\u00eb qasje tep\u00ebr inovative. \"Kompania-laborator\", e cila nuk gjeneron t\u00eb ardhura, por p\u00ebrkundrazi, sjell humbje t\u00eb vazhdueshme. <\/li>\n<li>Burokracia. Nga nj\u00ebra an\u00eb, struktura e ngadalt\u00eb organizative nuk mund t\u00eb jet\u00eb konkurruese n\u00eb kushtet e dinamik\u00ebs s\u00eb tregut modern. <\/li>\n<\/ul>\n<p>\nNga ana tjet\u00ebr, n\u00ebse e shohim burokracin\u00eb n\u00eb nj\u00eb p\u00ebrshkrim shum\u00eb t\u00eb rrept\u00eb t\u00eb detyrave, ajo i heq punonj\u00ebsit aft\u00ebsin\u00eb p\u00ebr t\u00eb menduar kritikisht dhe kreativisht, duke sjell\u00eb degradimin e mund\u00ebsive t\u00eb tij p\u00ebr autonomi dhe aft\u00ebsin\u00eb p\u00ebr t\u00eb b\u00ebr\u00eb p\u00ebrpjekje t\u00eb jasht\u00ebzakonshme. N\u00eb ato raste kur p\u00ebrshkrimi i pun\u00ebs nuk sh\u00ebrben vet\u00ebm si nj\u00eb menaxher i rrept\u00eb, duke kontrolluar, fjal\u00eb p\u00ebr fjal\u00eb, \u00e7do hap t\u00eb punonj\u00ebsit, por gjithashtu kufizon funksionalitetin e tij me detyra t\u00eb nj\u00eb lloji, q\u00eb k\u00ebrkojn\u00eb pun\u00ebn e vet\u00ebm nj\u00eb lloji t\u00eb rrjeteve neurale, lloji i dyt\u00eb i k\u00ebtyre rrjeteve sistematikisht shtypet. <\/p>\n<p>T\u00eb tep\u00ebrtat n\u00eb burokracin\u00eb e procedurave t\u00eb p\u00ebrzgjedhjes s\u00eb kandidat\u00ebve \u00e7ojn\u00eb n\u00eb faktin se A players pranojn\u00eb ofertat nga kompani t\u00eb tjera, nd\u00ebrsa ne humbasim koh\u00eb, fitim dhe konkurrueshm\u00ebrin\u00eb. <br \/>\nPo sigurisht, mund t\u00eb themi se do t\u00eb arrijm\u00eb t\u00eb gjejm\u00eb A players t\u00eb tjer\u00eb, p\u00ebr shembull, ata q\u00eb nuk jan\u00eb n\u00eb k\u00ebrkim aktiv. Dhe k\u00ebta do t'i fitojm\u00eb me siguri. Megjithat\u00eb, kjo nuk \u00ebsht\u00eb gjithmon\u00eb e sigurt (shihni pik\u00ebn A players m\u00eb posht\u00eb). <\/p>\n<ul>\n<li>A players. Fatkeq\u00ebsisht, duhet t\u00eb kemi parasysh se nuk do t\u00eb mund t'i fitojm\u00eb gjithmon\u00eb superstar\u00ebt n\u00eb ekipin ton\u00eb. Shkaqet mund t\u00eb mos varen fare nga ne: kandidati mund t\u00eb jet\u00eb jasht\u00ebzakonisht i besnik ndaj organizat\u00ebs aktuale, mund t\u00eb mos p\u00ebrputhet me karakteristikat e kompanis\u00eb son\u00eb, t\u00eb jet\u00eb katastrofikisht mbi buxhetin, ose t\u00eb punoj\u00eb n\u00eb organizat\u00ebn aktuale p\u00ebr nj\u00eb periudh\u00eb shum\u00eb t\u00eb shkurt\u00ebr p\u00ebr t\u00eb shqyrtuar propozime t\u00eb reja\u2026 <\/li>\n<\/ul>\n<p>\nDhe nuk duhet t\u00eb harrojm\u00eb t\u2019i b\u00ebjm\u00eb vetes pyetjen e qart\u00eb: a na nevojitet v\u00ebrtet nj\u00eb A player? A do t\u00eb jemi n\u00eb gjendje t\u00eb mbajm\u00eb nj\u00eb Rock Star n\u00eb nj\u00eb treg t\u00eb zhvilluar dinamikisht dhe jasht\u00ebzakonisht konkurrues, n\u00eb faz\u00ebn aktuale t\u00eb maturis\u00eb s\u00eb kompanis\u00eb, n\u00eb gjendjen e saj financiare dhe me paket\u00ebn aktuale t\u00eb p\u00ebrfitimeve q\u00eb kemi sot?<\/p>\n<h2>2. Q\u00ebllimet<\/h2>\n<p>\nQ\u00ebllimi Nr. 1 T\u00eb rritet cil\u00ebsia dhe relevanca e kandidat\u00ebve t\u00eb t\u00ebrhequr<br \/>\nQ\u00ebllimi nr. 2 T\u00eb sigurohet balanca e duhur midis cil\u00ebsis\u00eb\/relevanc\u00ebs dhe shpejt\u00ebsis\u00eb\/sasive (si n\u00eb t\u00ebrheqjen e kandidat\u00ebve, ashtu dhe n\u00eb efikasitetin e proceseve)<br \/>\nQ\u00ebllimi nr. 3 T\u00eb optimizohen proceset ekzistuese, t\u2019i b\u00ebjm\u00eb ato m\u00eb fleksib\u00ebl<\/p>\n<p>N\u00eb \u00e7do kompani, duhet t\u00eb ndjeken t\u00eb tri q\u00ebllimet pa p\u00ebrjashtim. Pyetja \u00ebsht\u00eb se cilat prej tyre jan\u00eb m\u00eb prioritare n\u00eb \u00e7do faz\u00eb t\u00eb pjekuris\u00eb s\u00eb kompanive, ose se sa fort korrelacionojn\u00eb secila prej tyre me specifikat e aktivitetit t\u00eb kompanis\u00eb\/specifik\u00ebn e produktit. Fatkeq\u00ebsisht, nuk ekziston nj\u00eb metodologji me an\u00eb t\u00eb s\u00eb cil\u00ebs mund t\u00eb p\u00ebrjashtohet nj\u00eb proces i vet\u00ebm nga gjithanshm\u00ebria e proceseve dhe t\u00eb vler\u00ebsohet ndikimi i tij n\u00eb rezultatin e p\u00ebrgjithsh\u00ebm, n\u00eb rastet kur shum\u00eb procese zbatohen nj\u00ebkoh\u00ebsisht dhe paralelisht me nj\u00ebri-tjetrin. <\/p>\n<p>Prandaj, n\u00ebse departamenti juaj i rekrutimit \u00ebsht\u00eb n\u00eb faz\u00ebn fillestare, ju lutem p\u00ebrdornilogjik\u00ebn \u2013 mos e ngarkoni at\u00eb me nj\u00eb mori procedurash dhe operacionesh q\u00eb n\u00eb fillim. Nj\u00eb makin\u00eb prodhimi q\u00eb ka nevoj\u00eb vet\u00ebm p\u00ebr dy pedale duket qesharake me nj\u00ebqind faqe udh\u00ebzimesh p\u00ebr p\u00ebrdorim. Po ashtu, nj\u00eb departament me dy persona q\u00eb punon nj\u00eb her\u00eb n\u00eb muaj p\u00ebr nj\u00eb pozit\u00eb nuk ka nevoj\u00eb p\u00ebr nj\u00ebqind udh\u00ebzime. Nj\u00eb num\u00ebr i madh udh\u00ebzimesh \u00ebsht\u00eb i nevojsh\u00ebm vet\u00ebm atje ku vjen koha p\u00ebr t\u00eb organizuar. <\/p>\n<p>Kjo \u00ebsht\u00eb ajo q\u00eb r\u00ebnd\u00ebsish\u00ebm do t\u00eb duhej t\u00eb v\u00ebm\u00eb re n\u00eb krijimin e nj\u00eb departamenti t\u00eb ri: raportimi dhe statistika. Ju nuk mund t\u00eb vler\u00ebsoni sakt\u00ebsisht gjendjen e trupit tuaj intuitivisht. Kjo k\u00ebrkon pajisje. Po ashtu, departamenti juaj \u00ebsht\u00eb nj\u00eb organiz\u00ebm i gjall\u00eb. P\u00ebr t\u00eb mat temperatur\u00ebn e tij, ju nevojitet nj\u00eb sistem metrik. P\u00ebr t\u00eb menaxhuar ndryshimet n\u00eb t\u00eb ardhmen, gjithashtu do t'ju nevojitet nj\u00eb sistem metrik. (Si t\u00eb vendosni sakt\u00ebsisht p\u00ebr metrikat, lexoni n\u00eb artikullin tim: \"Si t\u00eb vendosni sistemin e motivimit t\u00eb ekipit t\u00eb rekrutimit\").<\/p>\n<p><i>P\u00ebrfundimet paraprake<\/i>:<\/p>\n<ul>\n<li>Bazo p\u00ebr logjik\u00ebn dhe sh\u00ebndoshin e mendjes \u2013 mos e mbush departamentin me procese t\u00eb panevojshme.<\/li>\n<li>Duhet t\u00eb jesh n\u00eb gjendje t\u00eb mat\u00ebsh at\u00eb q\u00eb prodon.<\/li>\n<li>Filloni me hapat e vegj\u00ebl. Zbatoni gjith\u00e7ka n\u00eb faza. K\u00ebshtu \u00ebsht\u00eb shum\u00eb m\u00eb e leht\u00eb t\u00eb vler\u00ebsosh r\u00ebnd\u00ebsin\u00eb e \u00e7do elementi t\u00eb ri.<\/li>\n<\/ul>\n<p><\/p>\n<h2>3. Menaxhimi i ndryshimeve<\/h2>\n<p>\nLe t\u00eb supozojm\u00eb se kemi ndjekur logjik\u00ebn e p\u00ebrshkruar n\u00eb pik\u00ebn e dyt\u00eb. K\u00ebshtu, kemi:<\/p>\n<p>a) disa procese themelore t\u00eb zbatuara n\u00eb departament;<\/p>\n<p>b) nj\u00eb sistem metrik q\u00eb mat efektivitetin e k\u00ebtyre proceseve themelore n\u00eb kompleks, n\u00eb var\u00ebsi t\u00eb prioriteteve p\u00ebr objektivat kryesore nr. 1, nr. 2, nr. 3.<\/p>\n<p>Kur kur rriten volumet, na nevojitet nj\u00eb organizim m\u00eb t\u00eb r\u00ebnd\u00ebsish\u00ebm dhe gradualisht shtojm\u00eb procese t\u00eb reja. Frekuenca e rekomanduar e shtimit gradual \u00ebsht\u00eb jo m\u00eb shum\u00eb se nj\u00eb proces t\u00eb ri n\u00eb tremujor. 3 muaj, \u00ebsht\u00eb minimumi pas t\u00eb cilit mund t\u00eb flasim p\u00ebr nj\u00eb var\u00ebsi t\u00eb caktuar, duke u bazuar n\u00eb ndryshimet e metrikeve. Zakonisht, edhe me ritme t\u00eb shpejta rritjeje, kompanit\u00eb nuk kan\u00eb nevoj\u00eb p\u00ebr implementimin m\u00eb dinamik t\u00eb proceseve t\u00eb reja. P\u00ebrndryshe, kjo do t\u00eb ket\u00eb rreziqe, pasi t\u00ebriz\u00ebn e efektivitetit t\u00eb gjith\u00e7kaje t\u00eb re b\u00ebhet e pamundur. Kjo patjet\u00ebr \u00e7on n\u00eb kaos. <\/p>\n<p><i><b>Masa<\/b><\/i><\/p>\n<p>Shpesh, menaxher\u00ebt e vler\u00ebsojn\u00eb ndryshimet shum\u00eb sip\u00ebrfaq\u00ebsisht. Duke besuar, p\u00ebr shembull, se q\u00ebllimi kryesor i departamentit t\u00eb rekrutimit \u00ebsht\u00eb t\u00ebrheqja e nj\u00eb numri gjithnj\u00eb e m\u00eb t\u00eb madh kandidat\u00ebsh, ata e masin vler\u00ebn e \u00e7do procesi t\u00eb ri p\u00ebrmes k\u00ebtij treguesi t\u00eb vet\u00ebm. Por, kjo \u00ebsht\u00eb nj\u00eb k\u00ebndv\u00ebshtrim shum\u00eb i ngusht\u00eb. Le t\u00eb shikojm\u00eb shembujt e q\u00ebllimeve tona, t\u00eb cilat u p\u00ebrmend\u00ebn m\u00eb sip\u00ebr:<\/p>\n<ul>\n<li>Objektivi nr. 1 \u2013 cil\u00ebsia dhe relevanca e kandidat\u00ebve t\u00eb angazhuar nuk mund t\u00eb vler\u00ebsohet fare me an\u00eb t\u00eb nj\u00eb treguesi sasiore t\u00eb vendeve t\u00eb pun\u00ebs t\u00eb mbyllura. N\u00eb k\u00ebt\u00eb rast, nj\u00eb nga metrikat q\u00eb duhet t\u00eb vihet n\u00eb dukje n\u00eb radh\u00eb t\u00eb par\u00eb \u00ebsht\u00eb numri i kandidat\u00ebve q\u00eb kaluan provimin e pun\u00ebs. <\/li>\n<li>Objektivi nr. 2 \u2013 k\u00ebtu, v\u00ebrtet, duhet t\u00eb fokusohemi n\u00eb metrik\u00ebn e numrit total t\u00eb kandidat\u00ebve t\u00eb pun\u00ebsuar, por nj\u00ebkoh\u00ebsisht, ta krahasojm\u00eb at\u00eb me metrikat e cil\u00ebsis\u00eb nga pika e m\u00ebparshme, duke k\u00ebrkuar at\u00eb tip ekuilibri q\u00eb i nevojitet kompanis\u00eb tuaj.<\/li>\n<li>Objektivi nr. 3 \u2013 ky \u00ebsht\u00eb nj\u00eb pik\u00eb shum\u00eb komplekse dhe nj\u00eb shembull i asaj q\u00eb matja sip\u00ebrfaq\u00ebsore \u00ebsht\u00eb jasht\u00ebzakonisht e rrezikshme, pasi mund t\u00eb paraqes\u00eb p\u00ebrmbajtjen n\u00eb m\u00ebnyr\u00eb t\u00eb paqart\u00eb. Sepse, n\u00eb k\u00ebt\u00eb rast, nuk do t\u00eb ishte e dobishme vet\u00ebm t\u00eb vler\u00ebsojm\u00eb metrikat nga dy pik\u00ebt e m\u00ebparshme duke analizuar nivelin e optimizimit t\u00eb proceseve, por gjithashtu, p\u00ebr nj\u00eb pamje m\u00eb t\u00eb plot\u00eb, t\u00eb matim, p\u00ebr shembull, Hiring Managers 360, si nj\u00eb indikator fleksibiliteti \/ p\u00ebrshtatshm\u00ebrie \/ qart\u00ebsie t\u00eb proceseve ekzistuese. <\/li>\n<\/ul>\n<p><\/p>\n<h2>4. P\u00ebrfundime<\/h2>\n<p>\nFormula, ndoshta, duket shum\u00eb e thjesht\u00eb: <\/p>\n<p>P1+P2=1,<\/p>\n<p><i>Ku: P1 dhe P2 \u2013 proceset baz\u00eb ekzistuese; <br \/>\n 1 \u2013 rezultati yn\u00eb aktual i matsh\u00ebm.<\/i><\/p>\n<p>At\u00ebher\u00eb, me implementimin e procesit t\u00eb ri, llogaritja e kontributit t\u00eb tij nuk do t\u00eb jet\u00eb e v\u00ebshtir\u00eb:<\/p>\n<p>P1+P2+P3=1<\/p>\n<p><i>P3 = \u00e7do devijim nga 1<\/i><\/p>\n<p>N\u00eb t\u00eb v\u00ebrtet\u00eb, problemi q\u00ebndron n\u00eb dy gj\u00ebra: nxito dhe kaos. Duke u p\u00ebrpjekur t\u00eb b\u00ebjm\u00eb sa m\u00eb shum\u00eb dhe t\u00eb arrijm\u00eb rezultate m\u00eb t\u00eb larta, ne n\u00eb fund d\u00ebshtojm\u00eb. Sepse nuk \u00ebsht\u00eb e mundur t\u00eb llogaritemi mbi t\u00eb reja, pa i dh\u00ebn\u00eb atyre koh\u00eb t\u00eb shfaqen. Kjo pamund\u00ebsi n\u00eb llogaritje e \u00e7on n\u00eb kaos, i cili nga ana tjet\u00ebr sjell nj\u00eb gjendje t\u00eb verb\u00ebr, duke k\u00ebrkuar daljen nga pylli. Duke u vendosur n\u00eb k\u00ebt\u00eb rrug\u00eb, ndoshta as q\u00eb do t\u00eb keni mund\u00ebsi t\u00eb shihni gj\u00ebrat elementare. Nuk do t\u00eb diskutohet p\u00ebr asnj\u00eb llogaritje. <\/p>\n<p>Prandaj, p\u00ebrpara se t\u00eb filloni implementimin e di\u00e7kaje me r\u00ebnd\u00ebsi, investoni koh\u00eb p\u00ebr t\u00eb analizuar gjith\u00e7ka tani, paraprakisht. Ndryshe, do t\u00eb humbni shum\u00eb m\u00eb tep\u00ebr koh\u00eb n\u00eb t\u00eb ardhmen.<br \/>\n<br \/>Burimi: <a content=\"nofollow\" rel=\"nofollow\" href=\"https:\/\/habr.com\/ru\/post\/474648\/\">habr.com<\/a><\/p>","protected":false,"gt_translate_keys":[{"key":"rendered","format":"html"}]},"excerpt":{"rendered":"<p>1. \u0421\u0442\u0440\u0430\u0442\u0435\u0433\u0438\u0447\u0435\u0441\u043a\u043e\u0435 \u0432\u0438\u0434\u0435\u043d\u044c\u0435 \u041e\u0441\u043e\u0431\u0435\u043d\u043d\u043e\u0441\u0442\u044c\u044e \u0438 \u0446\u0435\u043d\u043d\u043e\u0441\u0442\u044c\u044e \u043f\u0440\u043e\u0434\u0443\u043a\u0442\u043e\u0432\u043e\u0439 \u043a\u043e\u043c\u043f\u0430\u043d\u0438\u0438, \u043e\u0441\u043d\u043e\u0432\u043d\u043e\u0439 \u0435\u0435 \u043c\u0438\u0441\u0441\u0438\u0435\u0439 \u0438 \u0437\u0430\u0434\u0430\u0447\u0435\u0439, \u044f\u0432\u043b\u044f\u0435\u0442\u0441\u044f \u0443\u0434\u043e\u0432\u043b\u0435\u0442\u0432\u043e\u0440\u0435\u043d\u043d\u043e\u0441\u0442\u044c \u043a\u043b\u0438\u0435\u043d\u0442\u043e\u0432, \u0438\u0445 \u0432\u043e\u0432\u043b\u0435\u0447\u0435\u043d\u043d\u043e\u0441\u0442\u044c, \u0438 \u043b\u043e\u044f\u043b\u044c\u043d\u043e\u0441\u0442\u044c \u043a \u0431\u0440\u0435\u043d\u0434\u0443. \u0415\u0441\u0442\u0435\u0441\u0442\u0432\u0435\u043d\u043d\u043e, \u0447\u0435\u0440\u0435\u0437 \u043f\u0440\u043e\u0438\u0437\u0432\u043e\u0434\u0438\u043c\u044b\u0439 \u043a\u043e\u043c\u043f\u0430\u043d\u0438\u0435\u0439 \u043f\u0440\u043e\u0434\u0443\u043a\u0442. \u0422\u0430\u043a\u0438\u043c \u043e\u0431\u0440\u0430\u0437\u043e\u043c, \u0433\u043b\u043e\u0431\u0430\u043b\u044c\u043d\u0443\u044e \u0446\u0435\u043b\u044c \u043a\u043e\u043c\u043f\u0430\u043d\u0438\u0438 \u043c\u043e\u0436\u043d\u043e \u043e\u043f\u0438\u0441\u0430\u0442\u044c \u0434\u0432\u0443\u043c\u044f \u0447\u0430\u0441\u0442\u044f\u043c\u0438: \u041a\u0430\u0447\u0435\u0441\u0442\u0432\u043e \u043f\u0440\u043e\u0434\u0443\u043a\u0442\u0430; \u041a\u0430\u0447\u0435\u0441\u0442\u0432\u043e \u043e\u0431\u0440\u0430\u0442\u043d\u043e\u0439 \u0441\u0432\u044f\u0437\u0438 \u0438 \u0443\u043f\u0440\u0430\u0432\u043b\u0435\u043d\u0438\u0435 \u0438\u0437\u043c\u0435\u043d\u0435\u043d\u0438\u044f\u043c\u0438, \u0432 \u0440\u0430\u0431\u043e\u0442\u0435 \u0441 \u043e\u0431\u0440\u0430\u0442\u043d\u043e\u0439 \u0441\u0432\u044f\u0437\u044c\u044e \u043e\u0442 \u043a\u043b\u0438\u0435\u043d\u0442\u043e\u0432\/\u043f\u043e\u043b\u044c\u0437\u043e\u0432\u0430\u0442\u0435\u043b\u0435\u0439. \u0418\u0437 \u044d\u0442\u043e\u0433\u043e \u0441\u043b\u0435\u0434\u0443\u0435\u0442, \u0447\u0442\u043e [&hellip;]<\/p>\n","protected":false,"gt_translate_keys":[{"key":"rendered","format":"html"}]},"author":1,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[702],"tags":[],"class_list":["post-52417","post","type-post","status-publish","format-standard","hentry","category-novosti-interneta"],"aioseo_notices":[],"aioseo_head":"\n\t\t<!-- All in One SEO 5.0.0.1 - 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