{"id":20154,"date":"2026-07-10T13:21:27","date_gmt":"2026-07-10T11:21:27","guid":{"rendered":"https:\/\/collaborator.biz\/?p=20154"},"modified":"2026-07-10T13:21:44","modified_gmt":"2026-07-10T11:21:44","slug":"employee-development-plan","status":"publish","type":"post","link":"https:\/\/collaborator.biz\/en\/blog\/employee-development-plan\/","title":{"rendered":"A talent navigator: How to develop a PDP that employees will want to follow"},"content":{"rendered":"<div id=\"ez-toc-container\" class=\"ez-toc-v2_0_85 counter-hierarchy ez-toc-counter ez-toc-custom ez-toc-container-direction\">\n<nav><ul class='ez-toc-list ez-toc-list-level-1 ' ><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-1\" href=\"https:\/\/collaborator.biz\/en\/blog\/employee-development-plan\/#What_makes_a_PDP_that_actually_works\" >What makes a PDP that actually works?<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-2\" href=\"https:\/\/collaborator.biz\/en\/blog\/employee-development-plan\/#The_algorithm_from_assessment_to_action\" >The algorithm: from assessment to action<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-3\" href=\"https:\/\/collaborator.biz\/en\/blog\/employee-development-plan\/#Case_study_How_it_works_in_practice\" >Case study: How it works in practice<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-4\" href=\"https:\/\/collaborator.biz\/en\/blog\/employee-development-plan\/#How_to_automate_the_process_so_HR_doesnt_go_crazy_over_Excel_spreadsheets\" >How to automate the process so HR doesn&#8217;t go crazy over Excel spreadsheets<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-5\" href=\"https:\/\/collaborator.biz\/en\/blog\/employee-development-plan\/#Conclusion\" >Conclusion<\/a><\/li><\/ul><\/nav><\/div>\n<p><span style=\"font-weight: 400;\">The personal development plan is one of the few HR tools that everyone loves: managers see it as a systematic approach; HR sees it as proof that employee development isn\u2019t just an empty phrase in the strategy; and employees see it as a promise of growth. So what\u2019s the challenge, then? Mainly that, in practice, the Personal Development Plan often remains a formality: it\u2019s agreed upon immediately after an evaluation, and then isn\u2019t revisited for months, until it\u2019s time to report.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">The numbers confirm this hypothesis. Gartner reports that only <a href=\"https:\/\/www.gartner.com\/en\/newsroom\/press-releases\/2024-03-20-gartner-finds-46-percent-employees-are-satisified-with-career-development\" target=\"_blank\" rel=\"nofollow noopener\">46%<\/a> of employees are satisfied with their career development at their company. That\u2019s less than half. HR directors feel this even more acutely: <a href=\"https:\/\/harver.com\/blog\/unpacking-gartners-top-5-priorities-for-hr-leaders-in-2024\/\" target=\"_blank\" rel=\"nofollow noopener\">86%<\/a> acknowledge that career paths in their companies are unclear to most employees. And when it comes not to careers in general, but to specific development goals, the picture is even bleaker: according to a recent Gartner study, only <a href=\"https:\/\/www.gartner.com\/en\/newsroom\/press-releases\/2025-10-09-gartner-hr-research-finds-less-than-half-of-employees-achieved-the-change-goals-set-by-their-organization\" target=\"_blank\" rel=\"nofollow noopener\">45%<\/a> of employees actually achieve the development goals set for them by their organization.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Why does this happen? Either the development plan doesn\u2019t align with the company\u2019s needs and objectives \u2014 meaning that developing these skills isn\u2019t an urgent necessity for the employee to do their job \u2014 or the PDP was created without taking the employee\u2019s own ambitions into account. Let\u2019s explore together which theory is correct and what to do about it.\u00a0<\/span><\/p>\n<p><!--more--><\/p>\n<p><span style=\"font-weight: 400;\">The first hypothesis is formalism. And this \u201cillness\u201d has three main symptoms that are easy to recognize:\u00a0<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>It is prepared once a year, before the assessment, <\/b><span style=\"font-weight: 400;\">rather than as a working tool that is consulted on a monthly basis.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>The goals are not tied to real-world tasks \u2014 <\/b><span style=\"font-weight: 400;\">the person is developing a skill that won&#8217;t be used anywhere at work for the next six months.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>No one checks on progress until the next cycle \u2014<\/b><span style=\"font-weight: 400;\"> there is a plan, but its implementation has no checkpoints.<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">For businesses, this translates into direct losses: money invested in employee assessments that yields no return; competency gaps that remain just that; and employee turnover<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Understanding these risks compels companies to seek a remedy for formalism. After all, the very same tool that generates losses, when properly configured, becomes the main driver of talent retention. To achieve this, it is necessary to go back to basics and review the structure of the personal development plan.<\/span><\/p>\n<h2><span class=\"ez-toc-section\" id=\"What_makes_a_PDP_that_actually_works\"><\/span><b>What makes a PDP that actually works?<\/b><span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p><span style=\"font-weight: 400;\">So, we\u2019ve moved on to the first stage of treatment. And the best treatment here is to take all the factors into account when planning. Of course, a solid foundation isn\u2019t a guarantee of 100% success, but it\u2019s certainly a significant part of it. An effective PDP is a balance of three elements, and if one of them is missing, the system stops working: <\/span><\/p>\n<ol>\n<li><b>The company&#8217;s business goals. <\/b>The MBOs or OKRs for the current quarter\/year represent the direction the business is heading and the competencies it needs to get there.<\/li>\n<\/ol>\n<p><span style=\"font-weight: 400;\">Development for development\u2019s sake is a luxury that modern businesses cannot afford. A personal development plan must be directly tied to the business context: the company\u2019s OKRs or <a href=\"https:\/\/collaborator.biz\/en\/blog\/acino-mbo-performance-management-lms\/\" target=\"_blank\" rel=\"noopener\">MBOs<\/a> for the current quarter or year. If a company plans to expand into new markets or launch a new product, then the team\u2019s development priorities should reinforce precisely these areas. When an employee understands how their learning translates into the company\u2019s success, fulfilling their PDP takes on additional meaning.\u00a0<\/span><\/p>\n<p><img loading=\"lazy\" decoding=\"async\" class=\"aligncenter wp-image-20178\" src=\"https:\/\/collaborator.biz\/wp-content\/uploads\/2026\/07\/mbo_angl-1.png\" alt=\"\" width=\"750\" height=\"806\" srcset=\"https:\/\/collaborator.biz\/wp-content\/uploads\/2026\/07\/mbo_angl-1.png 1787w, https:\/\/collaborator.biz\/wp-content\/uploads\/2026\/07\/mbo_angl-1-279x300.png 279w, https:\/\/collaborator.biz\/wp-content\/uploads\/2026\/07\/mbo_angl-1-953x1024.png 953w, https:\/\/collaborator.biz\/wp-content\/uploads\/2026\/07\/mbo_angl-1-768x825.png 768w, https:\/\/collaborator.biz\/wp-content\/uploads\/2026\/07\/mbo_angl-1-1430x1536.png 1430w\" sizes=\"auto, (max-width: 750px) 100vw, 750px\" \/><\/p>\n<p style=\"text-align: center;\"><em>MBO goals<\/em><\/p>\n<ol start=\"2\">\n<li><b> Competency assessment results.\u00a0<\/b><\/li>\n<\/ol>\n<p><span style=\"font-weight: 400;\">This is an objective assessment of the current reality. Without it, any plan becomes a shot in the dark. <a href=\"https:\/\/collaborator.biz\/en\/blog\/competencies-vs-criteria-assessment\/\" target=\"_blank\" rel=\"noopener\">The results of the assessment<\/a> (in any format, from 360-degree feedback to comprehensive knowledge testing) pinpoint exactly where a professional stands right now. This allows you to work with facts and figures and clearly highlights \u201cprofessional gaps\u201d \u2014 the discrepancy between the current skill level and the target job profile.<\/span><\/p>\n<p><img loading=\"lazy\" decoding=\"async\" class=\"aligncenter wp-image-20179\" src=\"https:\/\/collaborator.biz\/wp-content\/uploads\/2026\/07\/kolazh_360_test_angl.png\" alt=\"\" width=\"750\" height=\"346\" srcset=\"https:\/\/collaborator.biz\/wp-content\/uploads\/2026\/07\/kolazh_360_test_angl.png 1831w, https:\/\/collaborator.biz\/wp-content\/uploads\/2026\/07\/kolazh_360_test_angl-300x138.png 300w, https:\/\/collaborator.biz\/wp-content\/uploads\/2026\/07\/kolazh_360_test_angl-1024x473.png 1024w, https:\/\/collaborator.biz\/wp-content\/uploads\/2026\/07\/kolazh_360_test_angl-768x354.png 768w, https:\/\/collaborator.biz\/wp-content\/uploads\/2026\/07\/kolazh_360_test_angl-1536x709.png 1536w\" sizes=\"auto, (max-width: 750px) 100vw, 750px\" \/><\/p>\n<ol start=\"3\">\n<li><b> A professional&#8217;s personal ambitions.\u00a0<\/b><\/li>\n<\/ol>\n<p><span style=\"font-weight: 400;\">Internal motivation is what drives a person to enroll in training courses or read professional literature without reminders from HR. A company can purchase the most expensive training programs, but if an employee dreams of gaining deep technical expertise and is instead forced into a management role, the PDP will not yield the desired results. It\u2019s important to align the company\u2019s plans with the employee\u2019s own career path: vertical growth, horizontal development into a related role, or becoming an indispensable subject matter expert.<\/span><\/p>\n<div style=\"background: #FFF8F1; border-left: 6px solid #F7941D; padding: 20px 24px; border-radius: 8px; margin: 25px 0; line-height: 1.7;\">\n<p style=\"margin: 0;\">The most common mistake is building a plan based solely on the second pillar. An assessment revealed weaknesses: HR fills the PDP with courses to close these gaps, and that\u2019s it. Formally, this is correct, but in essence, the employee is being developed in the direction HR or a manager wants, rather than in the direction the employee wants. Objectively, there is less motivation to follow such a plan, and the PDP is perceived as just another \u201chomework assignment\u201d rather than a tool that works for the employee.<\/p>\n<\/div>\n<h2><span class=\"ez-toc-section\" id=\"The_algorithm_from_assessment_to_action\"><\/span><b>The algorithm: from assessment to action<\/b><span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p><b>Step 1. <a href=\"https:\/\/collaborator.biz\/en\/blog\/on-the-edge-of-hr-and-ld-360-assessment-mbo-pdp\/\" target=\"_blank\" rel=\"noopener\">Assessment. <\/a><\/b><span style=\"font-weight: 400;\">360, 270, or complex testing \u2014 the format depends on the specifics of the role and the business\u2019s objectives. However, there is one key rule here: the assessment should not be abstract. Its purpose is to measure how well an employee aligns with the specific competency profile for their position, as approved by the company. Only in this way will we obtain relevant, emotion-free data that will serve as a reliable foundation for further change planning.\u00a0<\/span><\/p>\n<p><b>Step 2. Automatic identification of areas for growth.\u00a0 <\/b><span style=\"font-weight: 400;\">Manually collating results is a time-consuming, routine process prone to errors. It is at this stage that technology comes to the fore. In <\/span><b><a href=\"https:\/\/collaborator.biz\/en\/\" target=\"_blank\" rel=\"noopener\">LMS Collaborator<\/a>,<\/b><span style=\"font-weight: 400;\"> the 360-degree feedback module automatically compares responses from colleagues, managers, and self-assessments and instantly generates a transparent gap analysis matrix.\u00a0 This allows you to instantly prioritize areas for growth and focus your efforts on what is truly critical for the business.\u00a0<\/span><\/p>\n<p><b>Step 3. Link each growth area to a specific action. <\/b><span style=\"font-weight: 400;\">The identified gap must be immediately transformed into an action plan that the employee can understand. Abstract tasks don\u2019t work; each growth area requires a targeted solution. This could be a specific microcourse, professional literature with a clear focus, a hands-on task \u201cin the field,\u201d or a mentoring session. A mix of formats works best: educational content must be reinforced with practice and feedback from a mentor.\u00a0<\/span><\/p>\n<p><b>Step 4. Checkpoint. <\/b><span style=\"font-weight: 400;\">The modern business environment, the company\u2019s objectives, and the people themselves are changing too quickly to wait for the end of the annual cycle. The optimal rhythm consists of short quarterly reviews between a manager and a subordinate. These help keep a finger on the pulse, verify whether the plan is being followed, whether it has become outdated due to changes in the company\u2019s priorities, and whether the development trajectory needs to be adjusted.\u00a0<\/span><\/p>\n<p><img loading=\"lazy\" decoding=\"async\" class=\"aligncenter wp-image-20180\" src=\"https:\/\/collaborator.biz\/wp-content\/uploads\/2026\/07\/kolazh_ipr_angl.png\" alt=\"\" width=\"750\" height=\"643\" srcset=\"https:\/\/collaborator.biz\/wp-content\/uploads\/2026\/07\/kolazh_ipr_angl.png 1920w, https:\/\/collaborator.biz\/wp-content\/uploads\/2026\/07\/kolazh_ipr_angl-300x257.png 300w, https:\/\/collaborator.biz\/wp-content\/uploads\/2026\/07\/kolazh_ipr_angl-1024x877.png 1024w, https:\/\/collaborator.biz\/wp-content\/uploads\/2026\/07\/kolazh_ipr_angl-768x658.png 768w, https:\/\/collaborator.biz\/wp-content\/uploads\/2026\/07\/kolazh_ipr_angl-1536x1316.png 1536w\" sizes=\"auto, (max-width: 750px) 100vw, 750px\" \/><\/p>\n<h2><span class=\"ez-toc-section\" id=\"Case_study_How_it_works_in_practice\"><\/span><b>Case study: How it works in practice<\/b><span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p><b><br \/>\n<\/b><span style=\"font-weight: 400;\">Yuria-Pharm has implemented this approach using LMS Collaborator. After the assessment, the manager holds a final meeting with the employee to discuss the results and identify no more than 2\u20133 competencies for development, so that the plan remains realistic. The employee then fills out their PDP and coordinates it with their manager.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">The team has also prepared ready-made recommendations for each competency group, including a selection of books, internal courses, and links to external resources.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">\u00a0\u201cAn employee reviews the recommendations for competency development, assesses their own competencies, selects relevant reading material, a course, or some other activity, and adds it to their development plan,\u201d explains Anastasiia Obertiukh (HR Project Development Manager)<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Since the recommended courses are already available in LMS Collaborator, employees enroll in them on their own and upload certificates from external training to the platform as proof of completion.<\/span><\/p>\n<p><img loading=\"lazy\" decoding=\"async\" class=\"aligncenter wp-image-20164\" src=\"https:\/\/collaborator.biz\/wp-content\/uploads\/2026\/07\/rekomendovani-kursy.png\" alt=\"\" width=\"750\" height=\"532\" srcset=\"https:\/\/collaborator.biz\/wp-content\/uploads\/2026\/07\/rekomendovani-kursy.png 1024w, https:\/\/collaborator.biz\/wp-content\/uploads\/2026\/07\/rekomendovani-kursy-300x213.png 300w, https:\/\/collaborator.biz\/wp-content\/uploads\/2026\/07\/rekomendovani-kursy-768x545.png 768w\" sizes=\"auto, (max-width: 750px) 100vw, 750px\" \/><\/p>\n<p><span style=\"font-weight: 400;\">The team also held a webinar to explain the principles of creating an IEP, how to fill it out, and the technical aspects of the process, and uploaded the recording to LMS Collaborator so that everyone could watch it at their convenience.<\/span><\/p>\n<p><span style=\"font-weight: 400;\"><a href=\"https:\/\/collaborator.biz\/en\/blog\/yak-yuriya-farm-pobuduvaly-oczinku-kompetenczij-v-lms-collaborator\/\" target=\"_blank\" rel=\"noopener\">Progress tracking<\/a> here is also not tied to the annual cycle: once a quarter, the manager and employee hold a one-on-one meeting to discuss progress and, if necessary, adjust the focus of development.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">\u201cThe evaluation is just one of the stages. Equally important is how the personal development plan is formulated and how progress is tracked. That is what prepares the employee for the next evaluation,\u201d emphasizes Oksana Kopaieva, training manager.<\/span><\/p>\n<h2><span class=\"ez-toc-section\" id=\"How_to_automate_the_process_so_HR_doesnt_go_crazy_over_Excel_spreadsheets\"><\/span><b>How to automate the process so HR doesn&#8217;t go crazy over Excel spreadsheets<\/b><span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p><img loading=\"lazy\" decoding=\"async\" class=\"alignnone size-thumbnail wp-image-20166\" src=\"https:\/\/collaborator.biz\/wp-content\/uploads\/2026\/07\/image-150x150.png\" alt=\"\" width=\"150\" height=\"150\" srcset=\"https:\/\/collaborator.biz\/wp-content\/uploads\/2026\/07\/image-150x150.png 150w, https:\/\/collaborator.biz\/wp-content\/uploads\/2026\/07\/image-300x300.png 300w, https:\/\/collaborator.biz\/wp-content\/uploads\/2026\/07\/image-1024x1024.png 1024w, https:\/\/collaborator.biz\/wp-content\/uploads\/2026\/07\/image-768x768.png 768w, https:\/\/collaborator.biz\/wp-content\/uploads\/2026\/07\/image.png 1150w\" sizes=\"auto, (max-width: 150px) 100vw, 150px\" \/><strong><em>Mariia Lazareva &#8211; LMS Collaborator<\/em><\/strong><\/p>\n<div style=\"background: #FFF8F1; border-radius: 20px; padding: 40px; margin: 40px 0; position: relative;\">\n<div style=\"position: absolute; top: 18px; left: 25px; font-size: 90px; color: #ffd8a8; font-family: Georgia, serif; line-height: 1;\">\u201c<\/div>\n<div style=\"font-size: 15px; line-height: 1.7; color: #333; padding-top: 30px;\">\n<p>With the help of development plans, a business can establish a transparent career growth system, support key specialists, and invest in development where it is most needed. At the same time, employees can align their vision for growth with the company\u2019s needs. And, of course, there\u2019s a third party involved in this process\u2014HR\u2014which must balance employees\u2019 ambitions with the company\u2019s needs and organize the entire process, from testing and assessment to monitoring and adjusting personal development plans. It\u2019s also important not to get lost in the multitude of spreadsheets and documents that accumulate during the course of work. That is precisely why the best solution for companies is to implement an LMS, which automates and consolidates all processes into a single environment.<\/p>\n<p style=\"margin-top: 22px;\">With LMS Collaborator, instead of a pile of Excel spreadsheets, scattered files, and manual data collection, HR gets a unified ecosystem that allows them to:<\/p>\n<ul style=\"margin: 18px 0 22px 25px; line-height: 1.8;\">\n<li><span style=\"font-weight: 400;\">conduct simple tests or comprehensive knowledge assessments,\u00a0<\/span><\/li>\n<li><span style=\"font-weight: 400;\">perform 360-degree assessments or competency-based evaluations, identify each employee\u2019s strengths and areas for growth,\u00a0<\/span><\/li>\n<li><span style=\"font-weight: 400;\">create overall and personal employees development plans, assign learning and personal tasks,<\/span><\/li>\n<li><span style=\"font-weight: 400;\">track each employee\u2019s progress, initiate one-on-one meetings, make adjustments to personal development plans, and the platform will automatically remind users of task deadlines via its notification system.<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">Thus, through LMS Collaborator, businesses can monitor the effectiveness of their training expenditures, systematically build a talent pool, and make informed decisions about employee promotions based on actual data about their achievements.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Employees, in turn, gain a user-friendly learning environment to track their progress and access all necessary training materials in one place.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">LMS Collaborator transforms fragmented processes into a unified space for development, where each participant has their own tools and opportunities, and the system works to the benefit of everyone.<\/span><\/p>\n<\/div>\n<\/div>\n<h2><span class=\"ez-toc-section\" id=\"Conclusion\"><\/span><strong>Conclusion<\/strong><span class=\"ez-toc-section-end\"><\/span><\/h2>\n<p><span style=\"font-weight: 400;\">Real development occurs at the intersection of three components: the company\u2019s business objectives, an objective skills assessment, and the employee\u2019s personal motivation. If even one of these is excluded, the system will cease to function. An effective PDP outlines specific steps to bridge professional gaps and is reviewed quarterly. When this entire lifecycle \u2014 from initial assessment to progress monitoring \u2014 is integrated into a single ecosystem, such as LMS Collaborator, the processes synchronize automatically. The HR department is freed from the routine of searching for and reconciling files, and the personal plan transforms from a formal document into a real driver of business growth.<\/span><\/p>\n<div class=\"try-block\" style=\"width: 100% max-width: 750px;\">\n<div class=\"container-fluid\">\n<div class=\"try-container d-lg-flex align-items-center\">\n<div class=\"try-info\" style=\"width: 100%; padding: 30px;\">\n<div class=\"anons\"><strong><em><a class=\"button white d-flex align-items-center justify-content-center call-request-form\" href=\"#\" data-toggle=\"modal\" data-target=\"#trial\">Try LMS Collaborator<\/a><\/em><\/strong><\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<p><\/p>","protected":false},"excerpt":{"rendered":"<p>Sorry, this entry is only available in UA.\u0406\u043d\u0434\u0438\u0432\u0456\u0434\u0443\u0430\u043b\u044c\u043d\u0438\u0439 \u043f\u043b\u0430\u043d \u0440\u043e\u0437\u0432\u0438\u0442\u043a\u0443 &#8211; \u043e\u0434\u0438\u043d \u0437 \u043d\u0435\u0431\u0430\u0433\u0430\u0442\u044c\u043e\u0445 HR-\u0456\u043d\u0441\u0442\u0440\u0443\u043c\u0435\u043d\u0442\u0456\u0432, \u044f\u043a\u0438\u0439 \u043b\u044e\u0431\u043b\u044f\u0442\u044c \u0443\u0441\u0456: \u043a\u0435\u0440\u0456\u0432\u043d\u0438\u043a\u0438 \u0431\u0430\u0447\u0430\u0442\u044c \u0443&#8230;<\/p>\n","protected":false},"author":8,"featured_media":20176,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[1],"tags":[601,279,282,89],"class_list":["post-20154","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-uncategorized","tag-developmentplan","tag-lms-lmscollaborator-corporatetraining-elearning-vr","tag-lmscollaborator","tag-pdp"],"_links":{"self":[{"href":"https:\/\/collaborator.biz\/en\/wp-json\/wp\/v2\/posts\/20154","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/collaborator.biz\/en\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/collaborator.biz\/en\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/collaborator.biz\/en\/wp-json\/wp\/v2\/users\/8"}],"replies":[{"embeddable":true,"href":"https:\/\/collaborator.biz\/en\/wp-json\/wp\/v2\/comments?post=20154"}],"version-history":[{"count":33,"href":"https:\/\/collaborator.biz\/en\/wp-json\/wp\/v2\/posts\/20154\/revisions"}],"predecessor-version":[{"id":20204,"href":"https:\/\/collaborator.biz\/en\/wp-json\/wp\/v2\/posts\/20154\/revisions\/20204"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/collaborator.biz\/en\/wp-json\/wp\/v2\/media\/20176"}],"wp:attachment":[{"href":"https:\/\/collaborator.biz\/en\/wp-json\/wp\/v2\/media?parent=20154"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/collaborator.biz\/en\/wp-json\/wp\/v2\/categories?post=20154"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/collaborator.biz\/en\/wp-json\/wp\/v2\/tags?post=20154"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}