{"id":10818,"date":"2026-02-18T12:35:15","date_gmt":"2026-02-18T12:35:15","guid":{"rendered":"https:\/\/www.adapt.it\/?page_id=10818"},"modified":"2026-03-13T15:31:20","modified_gmt":"2026-03-13T15:31:20","slug":"the-process-how","status":"publish","type":"page","link":"https:\/\/www.adapt.it\/hr\/incremental\/interactive-guide\/the-process-how\/","title":{"rendered":"The Process &#8211; How"},"content":{"rendered":"<div class=\"process-header\">\n<h2 style=\"font-size: 42px; font-weight: 800; margin-bottom: 10px;\">Proces<\/h2>\n<h3 style=\"font-size: 24px; color: #64748b; margin-top: 0;\">The Operating System<\/h3>\n<p class=\" translation-block\">Ovaj odjeljak uspostavlja na\u010din razmi\u0161ljanja i mehanizam za pregovore prije nego \u0161to se uroni u specifi\u010dne teme. Pregovaranje nije jednokratni doga\u0111aj, ve\u0107 kontinuirani ciklus. <strong>IncreMe-n-tal process<\/strong> poma\u017ee predstavnicima radnika da predvide promjene, pregovaraju o rje\u0161enjima i prate njihov stvarni u\u010dinak tijekom vremena.<\/p>\n<\/div>\n<div class=\"cycle-visual-container\">\n<div class=\"cycle-step\">\n<div class=\"cycle-icon\">1<\/div>\n<h4>Anticipirajte<\/h4>\n<p>Koristite prava na informiranje i povratne informacije radnika kako biste identificirali rizike prije nego \u0161to se promjena provede.<\/p>\n<\/p><\/div>\n<div class=\"cycle-arrow\">\u2192<\/div>\n<div class=\"cycle-step\">\n<div class=\"cycle-icon\">2<\/div>\n<h4>Pregovarajte<\/h4>\n<p>Iznesite pitanje u strukturirani dijalog s upravom, uz uklju\u010divanje tehni\u010dkih stru\u010dnjaka i zajedni\u010dkih tijela.<\/p>\n<\/p><\/div>\n<div class=\"cycle-arrow\">\u2192<\/div>\n<div class=\"cycle-step\">\n<div class=\"cycle-icon\">3<\/div>\n<h4>Pratite<\/h4>\n<p>Pratite funkcioniraju li sporazumi stvarno koriste\u0107i mehanizme pregleda, KPI-eve i zajedni\u010dke odbore.<\/p>\n<\/p><\/div>\n<\/div>\n<p style=\"text-align: center; font-style: italic; color: #64748b; margin-top: 20px;\">Ovaj ciklus treba redovito ponavljati: predvidjeti \u2192 pregovarati \u2192 pratiti \u2192 ponovno predvidjeti.<\/p>\n<div class=\"quiz-main-container\" style=\"background: #f1f5f9; padding: 40px; border-radius: 15px; font-family: 'Segoe UI', Roboto, Helvetica, Arial, sans-serif; max-width: 1000px; margin: 20px auto; box-sizing: border-box;\">\n<div style=\"margin-bottom: 35px; width: 100%;\">\n<div style=\"text-align: center; margin-bottom: 25px;\">\n            <span class=\"badge-tool\" style=\"background: #ea580c; color: white; padding: 6px 14px; border-radius: 50px; font-size: 13px; text-transform: uppercase; font-weight: bold;\">Interactive Diagnostic Tool<\/span><\/p>\n<h3 style=\"margin-top: 15px; color: #1e293b; font-size: 32px; font-weight: 800;\">Data Collection Template<\/h3>\n<\/p><\/div>\n<div style=\"background: white; padding: 30px; border-radius: 10px; border: 1px solid #e2e8f0; color: #334155; line-height: 1.7; font-size: 17px; width: 100%; box-sizing: border-box;\">\n<p style=\"margin-bottom: 20px;\">Prije po\u010detka pregovora, predstavnici radnika moraju izgraditi jasan mandat temeljen na zabrinutostima radnika i dokazima s radnog mjesta. Ovaj alat poma\u017ee predstavnicima sindikata prikupiti strukturirane informacije od radnika i pretvoriti ih u konkretne prioritete za pregovore.<\/p>\n<p style=\"margin-bottom: 12px; font-weight: bold; color: #1e293b; font-size: 18px;\">Mo\u017ee se koristiti:<\/p>\n<ul style=\"margin-bottom: 20px; padding-left: 25px;\">\n<li style=\"margin-bottom: 8px;\">tijekom razgovora na radnom mjestu<\/li>\n<li style=\"margin-bottom: 8px;\">u pripremi za sastanke s upravom<\/li>\n<li style=\"margin-bottom: 8px;\">kao brza dijagnostika prije po\u010detka pregovora<\/li>\n<\/ul>\n<p>Pitanja u nastavku usredoto\u010dena su na tri klju\u010dna podru\u010dja u kojima organizacijske i tehnolo\u0161ke promjene \u010desto stvaraju napetosti. Odgovorite na donja pitanja na temelju situacije na va\u0161em radnom mjestu. Svaki odgovor pomo\u0107i \u0107e identificirati mogu\u0107e probleme koje treba istra\u017eiti ili iznijeti u pregovore.<\/p>\n<\/p><\/div>\n<\/p><\/div>\n<div class=\"quiz-step\" style=\"background: white; padding: 30px; border-radius: 10px; margin-bottom: 20px; border: 1px solid #e2e8f0; width: 100%; box-sizing: border-box;\">\n<h4 style=\"color: #1e293b; margin: 0 0 15px 0; font-size: 20px; border-bottom: 2px solid #f1f5f9; padding-bottom: 12px;\">Korak 1: Informiranje i transparentnost<\/h4>\n<p style=\"font-size: 17px; color: #1e293b; margin: 15px 0 8px 0; line-height: 1.5;\"><strong>Jesu li predstavnici radnika zatra\u017eili tehni\u010dke informacije o planiranoj promjeni?<\/strong><\/p>\n<p style=\"font-size: 14px; color: #64748b; margin-bottom: 18px;\">Primjeri uklju\u010duju: uvo\u0111enje digitalnih alata \u2013 sustavi za pra\u0107enje radnog u\u010dinka \u2013 organizacijsko restrukturiranje \u2013 nove proizvodne tehnologije<\/p>\n<div style=\"display: flex; gap: 12px;\">\n            <button onclick=\"checkQuiz(1, 'yes')\" style=\"background: #7a9647; color: white; border: none; padding: 6px 18px; font-size: 14px; font-weight: bold; border-radius: 4px; cursor: pointer;\">Da<\/button><br \/>\n            <button onclick=\"checkQuiz(1, 'no')\" style=\"background: #cc0000; color: white; border: none; padding: 6px 18px; font-size: 14px; font-weight: bold; border-radius: 4px; cursor: pointer;\">Ne<\/button>\n        <\/div>\n<div id=\"feedback-yes-1\" style=\"display: none; background: #f8fafc; border-left: 6px solid #7a9647; padding: 20px; margin-top: 20px; font-size: 16px; color: #334155; line-height: 1.6;\">\n            <strong>Analysis:<\/strong> Access to information helps anticipate the impact of organisational or technological changes. Consider verifying whether the information provided includes:<\/p>\n<ul style=\"margin-top: 10px; font-size: 15px;\">\n<li>the purpose of the change<\/li>\n<li>expected effects on work organisation<\/li>\n<li>potential impacts on workload or monitoring<\/li>\n<\/ul><\/div>\n<div id=\"feedback-no-1\" style=\"display: none; background: #f8fafc; border-left: 6px solid #7a9647; padding: 20px; margin-top: 20px; font-size: 16px; color: #334155; line-height: 1.6;\">\n            <strong>Recommendation:<\/strong> This may limit the ability of worker representatives to anticipate the impact of the change. <strong>Possible next step:<\/strong> Request relevant technical documentation before negotiations begin.\n        <\/div>\n<\/p><\/div>\n<div class=\"quiz-step\" style=\"background: white; padding: 30px; border-radius: 10px; margin-bottom: 20px; border: 1px solid #e2e8f0; width: 100%; box-sizing: border-box;\">\n<h4 style=\"color: #1e293b; margin: 0 0 15px 0; font-size: 20px; border-bottom: 2px solid #f1f5f9; padding-bottom: 12px;\">Korak 2: Organizacija rada i optere\u0107enje<\/h4>\n<p style=\"font-size: 17px; color: #1e293b; margin: 15px 0 8px 0; line-height: 1.5;\"><strong>Jesu li radnici izvijestili o mogu\u0107im promjenama u optere\u0107enju, tempu ili o\u010dekivanjima radnog u\u010dinka?<\/strong><\/p>\n<p style=\"font-size: 14px; color: #64748b; margin-bottom: 18px;\">Primjeri: pove\u0107ani ciljevi produktivnosti \u2013 stro\u017ei nadzor radnog u\u010dinka \u2013 o\u010dekivanja da se ostane dostupan izvan radnog vremena<\/p>\n<div style=\"display: flex; gap: 12px;\">\n            <button onclick=\"checkQuiz(2, 'yes')\" style=\"background: #7a9647; color: white; border: none; padding: 6px 18px; font-size: 14px; font-weight: bold; border-radius: 4px; cursor: pointer;\">Da<\/button><br \/>\n            <button onclick=\"checkQuiz(2, 'no')\" style=\"background: #cc0000; color: white; border: none; padding: 6px 18px; font-size: 14px; font-weight: bold; border-radius: 4px; cursor: pointer;\">Ne<\/button>\n        <\/div>\n<div id=\"feedback-yes-2\" style=\"display: none; background: #f8fafc; border-left: 6px solid #7a9647; padding: 20px; margin-top: 20px; font-size: 16px; color: #334155; line-height: 1.6;\">\n            <strong>Analysis:<\/strong> These signals may indicate potential work intensification. Possible issues to examine include workload regulation, transparency on performance metrics, and clear boundaries for working time.\n        <\/div>\n<div id=\"feedback-no-2\" style=\"display: none; background: #f8fafc; border-left: 6px solid #7a9647; padding: 20px; margin-top: 20px; font-size: 16px; color: #334155; line-height: 1.6;\">\n            <strong>Analysis:<\/strong> No immediate signals of workload pressure reported. It may still be useful to monitor worker feedback over time.\n        <\/div>\n<\/p><\/div>\n<div class=\"quiz-step\" style=\"background: white; padding: 30px; border-radius: 10px; margin-bottom: 20px; border: 1px solid #e2e8f0; width: 100%; box-sizing: border-box;\">\n<h4 style=\"color: #1e293b; margin: 0 0 15px 0; font-size: 20px; border-bottom: 2px solid #f1f5f9; padding-bottom: 12px;\">Korak 3: Psihosocijalni rizici<\/h4>\n<p style=\"font-size: 17px; color: #1e293b; margin: 15px 0 8px 0; line-height: 1.5;\"><strong>Have workers reported stress, pressure, or isolation linked to recent changes?<\/strong><\/p>\n<p style=\"font-size: 14px; color: #64748b; margin-bottom: 18px;\">Primjeri uklju\u010duju: tehnostres \u2013 pove\u0107ani pritisak na radni u\u010dinak \u2013 izolacija povezana s digitalnim radom ili radom na daljinu<\/p>\n<div style=\"display: flex; gap: 12px;\">\n            <button onclick=\"checkQuiz(3, 'yes')\" style=\"background: #7a9647; color: white; border: none; padding: 6px 18px; font-size: 14px; font-weight: bold; border-radius: 4px; cursor: pointer;\">Da<\/button><br \/>\n            <button onclick=\"checkQuiz(3, 'no')\" style=\"background: #cc0000; color: white; border: none; padding: 6px 18px; font-size: 14px; font-weight: bold; border-radius: 4px; cursor: pointer;\">Ne<\/button>\n        <\/div>\n<div id=\"feedback-yes-3\" style=\"display: none; background: #f8fafc; border-left: 6px solid #7a9647; padding: 20px; margin-top: 20px; font-size: 16px; color: #334155; line-height: 1.6;\">\n            <strong>Analysis:<\/strong> These may be signs of psychosocial risks. Possible areas to address include safeguards against excessive pressure and improved support mechanisms.\n        <\/div>\n<div id=\"feedback-no-3\" style=\"display: none; background: #f8fafc; border-left: 6px solid #7a9647; padding: 20px; margin-top: 20px; font-size: 16px; color: #334155; line-height: 1.6;\">\n            <strong>Analysis:<\/strong> No psychosocial concerns reported. Continue monitoring feedback to verify risks over time.\n        <\/div>\n<\/p><\/div>\n<div class=\"quiz-step\" style=\"background: white; padding: 30px; border-radius: 10px; margin-bottom: 20px; border: 1px solid #e2e8f0; width: 100%; box-sizing: border-box;\">\n<h4 style=\"color: #1e293b; margin: 0 0 15px 0; font-size: 20px; border-bottom: 2px solid #f1f5f9; padding-bottom: 12px;\">Korak 4: Pokreta\u010di promjena<\/h4>\n<div style=\"margin: 20px 0;\">\n<p style=\"font-size: 16px; font-weight: bold; margin-bottom: 10px; color: #1e293b;\">Digitalni alati i nadzor (Unutarnji pokreta\u010di):<\/p>\n<div style=\"font-size: 16px; line-height: 2; color: #334155; padding-left: 10px; margin-bottom: 20px;\">\n            <label><input type=\"checkbox\" class=\"item-internal\" onclick=\"clearNo('internal')\"> Robotika, nosive tehnologije, automatizirani sustavi<\/label><br \/>\n            <label><input type=\"checkbox\" class=\"item-internal\" onclick=\"clearNo('internal')\"> Novi softver za pra\u0107enje radnog u\u010dinka<\/label><br \/>\n            <label><input type=\"checkbox\" id=\"no-internal\" onclick=\"excludeOthers('internal')\"> Ne \/ Nesiguran<\/label>\n        <\/div>\n<p style=\"font-size: 16px; font-weight: bold; margin-bottom: 10px; color: #1e293b; padding-left: 10px;\">Osje\u0107aju li radnici da se njihova privatnost nadzire?<\/p>\n<div style=\"font-size: 16px; line-height: 2; color: #334155; padding-left: 10px; margin-bottom: 20px;\">\n            <label><input type=\"checkbox\" class=\"item-privacy\" onclick=\"clearNo('privacy')\"> Kontinuirani nadzor (pritisci tipki, kamera, GPS)<\/label><br \/>\n            <label><input type=\"checkbox\" class=\"item-privacy\" onclick=\"clearNo('privacy')\"> Podaci o radnom u\u010dinku vidljivi su svima<\/label><br \/>\n            <label><input type=\"checkbox\" id=\"no-privacy\" onclick=\"excludeOthers('privacy')\"> No<\/label>\n        <\/div>\n<\/p><\/div>\n<div style=\"background: #eff6ff; padding: 18px; border-radius: 8px; font-size: 15px; color: #1e40af; margin-bottom: 25px; border-left: 4px solid #3b82f6; line-height: 1.6;\">\n        <strong>Napomena o interakciji \u010dovjeka i stroja:<\/strong> Kada su digitalni sustavi intuitivni, transparentni i pru\u017eaju podr\u0161ku, oni smanjuju kognitivno optere\u0107enje.\n    <\/div>\n<p style=\"font-size: 16px; font-weight: bold; margin-bottom: 10px; color: #1e293b;\">Zelena tranzicija i regulacija (Vanjski pokreta\u010di):<\/p>\n<div style=\"font-size: 16px; line-height: 2; color: #334155; padding-left: 10px; margin-bottom: 20px;\">\n        <label><input type=\"checkbox\" class=\"item-green\" onclick=\"clearNo('green')\"> Novi protokoli o energiji\/otpadu koji utje\u010du na zadatke<\/label><br \/>\n        <label><input type=\"checkbox\" class=\"item-green\" onclick=\"clearNo('green')\"> Postupno povla\u010denje starih strojeva\/proizvoda<\/label><br \/>\n        <label><input type=\"checkbox\" id=\"no-green\" onclick=\"excludeOthers('green')\"> No impact yet<\/label>\n    <\/div>\n<div style=\"background: #fffbeb; padding: 18px; border-radius: 8px; font-size: 15px; color: #92400e; border-left: 4px solid #f59e0b; line-height: 1.6;\" class=\" translation-block\"><strong>Napomena o pravednoj tranziciji:<\/strong> Procjene rizika moraju uzeti u obzir opasnosti iz procesa ozelenjivanja kako bi se osiguralo pobolj\u0161anje za\u0161tite na radu (ZNR).<\/div>\n<\/div>\n<div class=\"quiz-step\" style=\"background: white; padding: 30px; border-radius: 10px; margin-bottom: 35px; border: 1px solid #e2e8f0; width: 100%; box-sizing: border-box;\">\n<h4 style=\"color: #1e293b; margin: 0 0 15px 0; font-size: 20px; border-bottom: 2px solid #f1f5f9; padding-bottom: 12px;\">Korak 5: Vje\u0161tine i budu\u0107nost<\/h4>\n<p style=\"font-size: 16px; font-weight: bold; margin: 20px 0 10px 0; color: #1e293b;\">Spremnost (Obrazovanje i razvoj):<\/p>\n<div style=\"font-size: 16px; line-height: 2; margin-bottom: 20px; color: #334155; padding-left: 10px;\">\n            <label><input type=\"radio\" name=\"skills_f\"> Da, tijekom radnog vremena (pla\u0107eno)<\/label><br \/>\n            <label><input type=\"radio\" name=\"skills_f\"> Da, ali izvan radnog vremena<\/label><br \/>\n            <label><input type=\"radio\" name=\"skills_f\"> Obuka nije osigurana \/ \u201eU\u010dite u hodu\u201d<\/label>\n        <\/div>\n<p style=\"font-size: 16px; font-weight: bold; margin-bottom: 10px; color: #1e293b;\">Stajali\u0161ta radnika:<\/p>\n<div style=\"font-size: 16px; line-height: 2; color: #334155; padding-left: 10px;\">\n            <label><input type=\"radio\" name=\"sent_f\"> Samopouzdanje (Siguran put u karijeri)<\/label><br \/>\n            <label><input type=\"radio\" name=\"sent_f\"> Neizvjesnost (Nedostatak informacija\/sudjelovanja)<\/label><br \/>\n            <label><input type=\"radio\" name=\"sent_f\"> Strah (Gubitak posla ili zastarjelost vje\u0161tina)<\/label>\n        <\/div>\n<\/p><\/div>\n<div style=\"text-align: center;\">\n        <button onclick=\"showDiagnostic()\" style=\"background: #1e293b; color: white; border: none; padding: 14px 40px; font-size: 18px; font-weight: bold; border-radius: 50px; cursor: pointer; box-shadow: 0 4px 6px rgba(0,0,0,0.1);\">Generiraj dijagnosti\u010dki sa\u017eetak<\/button>\n    <\/div>\n<div id=\"diagnostic-output\" style=\"display: none; background: white; border: 3px solid #1e293b; padding: 35px; border-radius: 12px; margin-top: 40px; text-align: left; box-sizing: border-box; width: 100%;\">\n<h3 style=\"margin-top: 0; color: #1e293b; font-size: 26px; font-weight: 800;\">Generiraj dijagnosti\u010dki sa\u017eetak<\/h3>\n<p style=\"font-size: 17px; color: #475569; margin-bottom: 20px;\" class=\" translation-block\">Na temelju gore navedenih odgovora, identificirajte <strong>3 glavna prioriteta<\/strong> za pregovore:<\/p>\n<ul style=\"color: #1e293b; font-weight: 600; font-size: 17px; line-height: 1.9; margin-bottom: 30px; padding-left: 25px;\">\n<li>Provedba strogog vremena isklju\u010denja<\/li>\n<li>Zabrana pra\u0107enja individualnog radnog u\u010dinka<\/li>\n<li>Uspostava protokola nulte tolerancije na uznemiravanje<\/li>\n<li>Zajam\u010dena prekvalifikacija za radnike pogo\u0111ene zelenom tranzicijom<\/li>\n<\/ul>\n<p>        <a href=\"https:\/\/www.adapt.it\/incremental\/interactive-guide\/glossary-action-plan\/#monday-morning-committment\" style=\"display: inline-block; background: #ea580c; color: white; padding: 14px 28px; text-decoration: none; border-radius: 6px; font-weight: bold; font-size: 15px;\">Idi na Obvezu za ponedjeljak ujutro \u2192<\/a>\n    <\/div>\n<\/div>\n<div class=\"national-section\">\n<h3 style=\"text-align: center; font-size: 32px; margin-bottom: 10px;\">National Highlights<\/h3>\n<p class=\"highlights-description\" style=\"margin-bottom: 15px;\">Istra\u017eite kako se ciklus Increme-n-tal primjenjuje u razli\u010ditim nacionalnim kontekstima. Kliknite na dr\u017eavu kako biste vidjeli specifi\u010dne nalaze i lokalne prioritete.<\/p>\n<div class=\"folder-tabs-container\">\n        <input id=\"tab-belgio\" checked=\"checked\" name=\"folder-tabs\" type=\"radio\" \/><br \/>\n        <input id=\"tab-irlanda\" name=\"folder-tabs\" type=\"radio\" \/><br \/>\n        <input id=\"tab-italia\" name=\"folder-tabs\" type=\"radio\" \/><br \/>\n        <input id=\"tab-slovacchia\" name=\"folder-tabs\" type=\"radio\" \/><br \/>\n        <input id=\"tab-slovenia\" name=\"folder-tabs\" type=\"radio\" \/><br \/>\n        <input id=\"tab-spain\" name=\"folder-tabs\" type=\"radio\" \/><br \/>\n        <input id=\"tab-turkey\" name=\"folder-tabs\" type=\"radio\" \/><\/p>\n<div class=\"tabs-header\">\n            <label class=\"folder-label\" for=\"tab-belgio\">Belgium<\/label><br \/>\n            <label class=\"folder-label\" for=\"tab-irlanda\">Ireland<\/label><br \/>\n            <label class=\"folder-label\" for=\"tab-italia\">Italy<\/label><br \/>\n            <label class=\"folder-label\" for=\"tab-slovacchia\">Slovakia<\/label><br \/>\n            <label class=\"folder-label\" for=\"tab-slovenia\">Slovenia<\/label><br \/>\n            <label class=\"folder-label\" for=\"tab-spain\">Spain<\/label><br \/>\n            <label class=\"folder-label\" for=\"tab-turkey\">Turkey<\/label>\n        <\/div>\n<div class=\"folder-content-box\">\n<div class=\"content-belgio\">\n<h4>Focus Belgium<\/h4>\n<p>U Belgiji se psihosocijalni rizici i mentalno zdravlje na radu rje\u0161avaju putem dobro razvijenog regulatornog okvira o za\u0161titi na radu i dobrobiti. Zakon o dobrobiti na radu iz 1996. i njegove naknadne dopune zahtijevaju od poslodavaca procjenu i upravljanje psihosocijalnim rizicima kao \u0161to su stres, sagorijevanje (burnout), uznemiravanje i lo\u0161i uvjeti rada.<\/p>\n<p>Unato\u010d ovom sveobuhvatnom okviru, psihosocijalni rizici i dalje izazivaju sve ve\u0107u zabrinutost. Radnici prijavljuju sve ve\u0107i intenzitet rada, velika radna optere\u0107enja i pote\u0161ko\u0107e u odr\u017eavanju zdrave ravnote\u017ee izme\u0111u poslovnog i privatnog \u017eivota, \u0161to su \u010dimbenici koji pridonose stresu, izgaranju (burnoutu) i apsentizmu. Globalni trendovi kao \u0161to su digitalizacija, organizacijske promjene i diversifikacija radne snage dodatno utje\u010du na te rizike.<\/p>\n<p>Nalazi istra\u017eivanja u sektoru obrade metala isti\u010du probleme kao \u0161to su lo\u0161a interna komunikacija, pretjerano radno optere\u0107enje i promjena organizacije rada kao klju\u010dne psihosocijalne izazove. Istodobno, stigma oko mentalnog zdravlja mo\u017ee obeshrabriti radnike da otvoreno razgovaraju o tim problemima. U tom kontekstu, socijalni partneri i predstavnici radnika imaju klju\u010dnu ulogu u promicanju svijesti, ja\u010danju politika prevencije i poticanju radne kulture koja podr\u017eava mentalno zdravlje.<\/p>\n<p class=\" translation-block\">Pogledajte <a href=\"https:\/\/www.adapt.it\/wp-content\/uploads\/2025\/03\/NH_BELGIUM_Dutch_final-1.pdf\" target=\"_blank\" style=\"color:#7a9647;font-weight:bold\">National Highlight za Belgiju<\/a> za daljnje informacije.<\/p>\n<\/p><\/div>\n<div class=\"content-irlanda\">\n<h4>Focus Ireland<\/h4>\n<p>U Irskoj se mentalno zdravlje na radu prvenstveno rje\u0161ava Zakonom o sigurnosti, zdravlju i dobrobiti na radu iz 2005. godine, koji od poslodavaca zahtijeva upravljanje rizicima na radnom mjestu, uklju\u010duju\u0107i one povezane sa stresom i dobrobiti. Me\u0111utim, psihosocijalni rizici nisu izri\u010dito regulirani i uglavnom se rje\u0161avaju putem smjernica i dobre prakse koju promi\u010de Tijelo za zdravlje i sigurnost (HSA).<\/p>\n<p>Dokazi iz istra\u017eivanja u metalnom sektoru ukazuju na to da psihosocijalni rizici rastu i uklju\u010duju intenzitet rada, financijski pritisak, nesigurnost posla i lo\u0161u organizacijsku komunikaciju. Rezultati ankete pokazuju da su stres (53 %), anksioznost (41 %) i sagorijevanje na radu (34 %) me\u0111u naj\u010de\u0161\u0107e prijavljenim posljedicama tih rizika.<\/p>\n<p>Istra\u017eivanje tako\u0111er nagla\u0161ava va\u017ene prepreke u rje\u0161avanju mentalnog zdravlja na radu, uklju\u010duju\u0107i stigmu, ograni\u010denu svijest me\u0111u menad\u017eerima, nedostatak obuke \u0438 nedovoljne formalne politike \u0437\u0430 sprje\u010davanje stresa povezanog s radom. Ja\u010danje svijesti na radnom mjestu, pobolj\u0161anje obuke menad\u017eera i promicanje dijaloga izme\u0111u poslodavaca i predstavnika radnika mogu igrati va\u017enu ulogu u razvoju u\u010dinkovitijih pristupa prevenciji psihosocijalnih rizika.<\/p>\n<p class=\" translation-block\">Pogledajte <a href=\"https:\/\/www.adapt.it\/wp-content\/uploads\/2025\/03\/National-Highlights-Ireland-final-14-03-2025.pdf\" target=\"_blank\" style=\"color:#7a9647;font-weight:bold\">National Highlight za Irsku<\/a> za daljnje informacije.<\/p>\n<\/p><\/div>\n<div class=\"content-italia\">\n<h4>Focus Italy<\/h4>\n<p>U Italiji se mentalno zdravlje na radnom mjestu sve vi\u0161e prepoznaje kao va\u017eno pitanje, osobito u sektorima kao \u0161to je obrada metala gdje su psihosocijalni rizici i dalje ra\u0161ireni, ali \u010desto podcijenjeni. Iako zakonodavstvo zahtijeva od poslodavaca procjenu stresa povezanog s radom i za\u0161titu zdravlja radnika, provedba u tvrtkama je neujedna\u010dena.<\/p>\n<p>Istra\u017eivanja nagla\u0161avaju da su prekomjerno optere\u0107enje, lo\u0161a interna komunikacija, interferesncija posla i privatnog \u017eivota te digitalni nadzor me\u0111u naj\u010de\u0161\u0107im \u010dimbenicima stresa koji utje\u010du na radnike. Stanja kao \u0161to su stres, anksioznost, sagorijevanje i iscrpljenost \u010desto se prijavljuju, s posebno sna\u017enim utjecajem na \u017eene, roditelje, mlade radnike i radnike u nesigurnim oblicima zapo\u0161ljavanja.<\/p>\n<p>Unato\u010d sve ve\u0107oj svijesti me\u0111u tvrtkama i socijalnim partnerima, konkretne mjere prevencije i programi psiholo\u0161ke podr\u0161ke i dalje su ograni\u010deni. Ja\u010danje sudjelovanja radnika, pobolj\u0161anje organizacijskih praksi i integracija prevencije psihosocijalnih rizika u politike na radnom mjestu stoga su klju\u010dni prioriteti.<\/p>\n<p class=\" translation-block\">Pogledajte <a href=\"https:\/\/www.adapt.it\/wp-content\/uploads\/2025\/04\/NH_Italy_ITA_V10425_DEF.pdf\" target=\"_blank\" style=\"color:#7a9647;font-weight:bold\">National Highlight za Italiju<\/a> za daljnje informacije.<\/p>\n<\/p><\/div>\n<div class=\"content-slovacchia\">\n<h4>Focus Slovakia<\/h4>\n<p>U Slova\u010dkoj se mentalno zdravlje na radu prvenstveno rje\u0161ava u okviru za\u0161tite na radu (ZNR). Zakon o radu (Zakon br. 311\/2001) i Zakon o za\u0161titi na radu (Zakon br. 124\/2006) utvr\u0111uju odgovornosti poslodavaca za osiguravanje sigurnih i zdravih radnih uvjeta, uklju\u010duju\u0107i prevenciju psihosocijalnih rizika kao \u0161to su stres i sagorijevanje.<\/p>\n<p>Nalazi istra\u017eivanja i anketa u sektoru obrade metala ukazuju na to da su psihosocijalni rizici ra\u0161ireni i povezani s \u010dimbenicima kao \u0161to su veliko optere\u0107enje radom, neu\u010dinkovita komunikacija unutar organizacija i financijska nesigurnost me\u0111u radnicima. Sagorijevanje, stres i glavobolje ili zamor o\u010diju me\u0111u naj\u010de\u0161\u0107e su prijavljenim posljedicama.<\/p>\n<p>Dokazi iz intervjua i upitnika tako\u0111er nagla\u0161avaju strukturne prepreke u rje\u0161avanju mentalnog zdravlja na radu, uklju\u010duju\u0107i hijerarhijske kulture na radnom mjestu, strah od otvorenog razgovora o stresu i davanje prioriteta produktivnosti nad dobrobiti zaposlenika. Ja\u010danje svijesti, pobolj\u0161anje komunikacije i promicanje preventivnih strategija kroz dijalog na radnom mjestu stoga mogu imati klju\u010dnu ulogu u podr\u0161ci mentalnom zdravlju radnika.<\/p>\n<p class=\" translation-block\">Consult the <a href=\"https:\/\/www.adapt.it\/wp-content\/uploads\/2025\/03\/NH_Slovakia_in-Slovak_FINAL.pdf\" target=\"_blank\" style=\"color:#7a9647; font-weight:bold;\">National Highlight for Slovakia<\/a> for further insights.<\/p>\n<\/p><\/div>\n<div class=\"content-slovenia\">\n<h4>Focus Slovenia<\/h4>\n<p>U Sloveniji se mentalno zdravlje na radu sve vi\u0161e prepoznaje kao va\u017ena komponenta za\u0161tite na radu. Regulatorni okvir ve\u0107 uklju\u010duje odredbe koje se bave psihosocijalnim rizicima kroz radno pravo i zakonodavstvo o za\u0161titi na radu, zahtijevaju\u0107i od poslodavaca procjenu i upravljanje rizicima kao \u0161to su stres, sagorijevanje i uznemiravanje na radnom mjestu.<\/p>\n<p>Dokazi iz anketa i intervjua u sektoru obrade metala nagla\u0161avaju nekoliko klju\u010dnih izazova, uklju\u010duju\u0107i visoku razinu stresa i sagorijevanja, veliko optere\u0107enje radom, nesigurnost posla i lo\u0161u organizacijsku komunikaciju. Radnici tako\u0111er navode pote\u0161ko\u0107e povezane s ravnote\u017eom izme\u0111u poslovnog i privatnog \u017eivota te emocionalnim zahtjevima na poslu.<\/p>\n<p>Unato\u010d postojanju regulatornog okvira, u\u010dinkovita provedba preventivnih mjera i dalje je neujedna\u010dena na radnim mjestima. Socijalni partneri stoga mogu imati klju\u010dnu ulogu u ja\u010danju svijesti, pobolj\u0161anju praksi na radnom mjestu i promicanju preventivnih mjera za podr\u0161ku mentalnom zdravlju radnika.<\/p>\n<p class=\" translation-block\">Pogledajte <a href=\"https:\/\/www.adapt.it\/wp-content\/uploads\/2025\/03\/NH_Slovenia_Final_12.3.2025.pdf\" target=\"_blank\" style=\"color:#7a9647;font-weight:bold\">National Highlight za Sloveniju<\/a> za daljnje informacije.<\/p>\n<\/p><\/div>\n<div class=\"content-spain\">\n<h4>Focus Spain<\/h4>\n<p>U \u0160panjolskoj je mentalno zdravlje na radu postalo sve ve\u0107a briga javnih politika, budu\u0107i da su se psihosocijalni rizici poput stresa, tjeskobe i sagorijevanja pove\u0107ali posljednjih godina. Dokazi pokazuju stalni porast bolovanja povezanih s problemima mentalnog zdravlja, posebno me\u0111u \u017eenama i mla\u0111im radnicima. Ti su problemi \u010desto povezani s organizacijskim \u010dimbenicima kao \u0161to su prekomjerno optere\u0107enje radom, vremenski pritisak, nesigurnost posla i lo\u0161a komunikacija na radnom mjestu.<\/p>\n<p>Iako \u0161panjolsko zakonodavstvo o za\u0161titi na radu zahtijeva od poslodavaca za\u0161titu radnika od svih rizika povezanih s radom, psihosocijalni rizici nisu regulirani posebnim pravnim okvirom. Kao rezultat toga, njihova prevencija uvelike ovisi o op\u0107im obvezama za\u0161tite na radu i praksama na radnom mjestu.<\/p>\n<p>Kolektivno pregovaranje i predstavljanje radnika stoga mogu imati va\u017enu ulogu u rje\u0161avanju tih rizika promicanjem preventivnih mjera, pobolj\u0161anjem organizacije rada i ja\u010danjem sudjelovanja radnika u procesima procjene rizika.<\/p>\n<p class=\" translation-block\">Pogledajte <a href=\"https:\/\/www.adapt.it\/wp-content\/uploads\/2025\/03\/NH_ES_def.pdf\" target=\"_blank\" style=\"color:#7a9647;font-weight:bold\">National Highlight za \u0160panjolsku<\/a> za daljnje informacije.<\/p>\n<\/p><\/div>\n<div class=\"content-turkey\">\n<h4>Focus Turkey<\/h4>\n<p>U Turskoj se mentalno zdravlje na radu uglavnom rje\u0161ava unutar \u0161ireg okvira za\u0161tite na radu. Nacionalno zakonodavstvo o za\u0161titi na radu (Zakon br. 6331) zahtijeva od poslodavaca procjenu i upravljanje rizicima na radnom mjestu, uklju\u010duju\u0107i psihosocijalne rizike, iako su posebne odredbe o mentalnom zdravlju i dalje ograni\u010dene.<\/p>\n<p>U metalnom sektoru na psihosocijalne rizike utje\u010du \u010dimbenici kao \u0161to su nesigurnost posla, veliko radno optere\u0107enje, vremenski pritisak, lo\u0161a organizacijska komunikacija i financijske brige. Podaci iz istra\u017eivanja pokazuju da su stres, apsentizam, sagorijevanje i tjeskoba me\u0111u naj\u010de\u0161\u0107e prijavljenim posljedicama tih rizika me\u0111u radnicima.<\/p>\n<p>Istra\u017eivanja tako\u0111er nagla\u0161avaju da je svijest o psihosocijalnim rizicima me\u0111u zaposlenicima i upravom i dalje nedovoljna, \u0161to predstavlja jednu od glavnih prepreka prevenciji. Socijalni partneri i predstavnici radnika stoga imaju va\u017enu ulogu u promicanju svijesti, pobolj\u0161anju obuke i ja\u010danju preventivnih mjera za podr\u0161ku mentalnom zdravlju radnika.<\/p>\n<p class=\" translation-block\">Pogledajte <a href=\"https:\/\/www.adapt.it\/wp-content\/uploads\/2025\/03\/NH_Turkey_Final_TR_14.3.2025.pdf\" target=\"_blank\" style=\"color:#7a9647;font-weight:bold\">National Highlight za Tursku<\/a> za daljnje informacije.<\/p>\n<\/p><\/div>\n<\/p><\/div>\n<\/p><\/div>\n<\/div>\n<div class=\"guide-navigation translation-block\"><a class=\"nav-link prev\" href=\"https:\/\/www.adapt.it\/incremental\/interactive-guide\/\" target=\"_self\"><br>\r\n        <span class=\"nav-label\">Back<\/span><br>\r\n        <span class=\"nav-title\">\u2190 Home Dashboard<\/span><br>\r\n    <\/a><br>\r\n    <a class=\"nav-link next\" href=\"https:\/\/www.adapt.it\/incremental\/interactive-guide\/thematic-agenda\/\" target=\"_self\"><br>\r\n        <span class=\"nav-label\">Next Step<\/span><br>\r\n        <span class=\"nav-title\">Thematic Agenda \u2192<\/span><br>\r\n    <\/a><\/div>","protected":false},"excerpt":{"rendered":"<p>The Process The Operating System This section establishes the mindset and mechanism for negotiation before diving into specific topics. Negotiation is not a one-off event but a continuous cycle. The IncreMe-n-tal process helps worker representatives anticipate change, negotiate solutions, and monitor their real impact over time. 1 Anticipate Use information rights and worker feedback to [&hellip;]<\/p>\n","protected":false},"author":7,"featured_media":0,"parent":10814,"menu_order":0,"comment_status":"closed","ping_status":"closed","template":"page-incremental-guide.php","meta":{"_acf_changed":false,"ocean_post_layout":"","ocean_both_sidebars_style":"","ocean_both_sidebars_content_width":0,"ocean_both_sidebars_sidebars_width":0,"ocean_sidebar":"0","ocean_second_sidebar":"0","ocean_disable_margins":"enable","ocean_add_body_class":"","ocean_shortcode_before_top_bar":"","ocean_shortcode_after_top_bar":"","ocean_shortcode_before_header":"","ocean_shortcode_after_header":"","ocean_has_shortcode":"","ocean_shortcode_after_title":"","ocean_shortcode_before_footer_widgets":"","ocean_shortcode_after_footer_widgets":"","ocean_shortcode_before_footer_bottom":"","ocean_shortcode_after_footer_bottom":"","ocean_display_top_bar":"default","ocean_display_header":"default","ocean_header_style":"","ocean_center_header_left_menu":"0","ocean_custom_header_template":"0","ocean_custom_logo":0,"ocean_custom_retina_logo":0,"ocean_custom_logo_max_width":0,"ocean_custom_logo_tablet_max_width":0,"ocean_custom_logo_mobile_max_width":0,"ocean_custom_logo_max_height":0,"ocean_custom_logo_tablet_max_height":0,"ocean_custom_logo_mobile_max_height":0,"ocean_header_custom_menu":"0","ocean_menu_typo_font_family":"0","ocean_menu_typo_font_subset":"","ocean_menu_typo_font_size":0,"ocean_menu_typo_font_size_tablet":0,"ocean_menu_typo_font_size_mobile":0,"ocean_menu_typo_font_size_unit":"px","ocean_menu_typo_font_weight":"","ocean_menu_typo_font_weight_tablet":"","ocean_menu_typo_font_weight_mobile":"","ocean_menu_typo_transform":"","ocean_menu_typo_transform_tablet":"","ocean_menu_typo_transform_mobile":"","ocean_menu_typo_line_height":0,"ocean_menu_typo_line_height_tablet":0,"ocean_menu_typo_line_height_mobile":0,"ocean_menu_typo_line_height_unit":"","ocean_menu_typo_spacing":0,"ocean_menu_typo_spacing_tablet":0,"ocean_menu_typo_spacing_mobile":0,"ocean_menu_typo_spacing_unit":"","ocean_menu_link_color":"","ocean_menu_link_color_hover":"","ocean_menu_link_color_active":"","ocean_menu_link_background":"","ocean_menu_link_hover_background":"","ocean_menu_link_active_background":"","ocean_menu_social_links_bg":"","ocean_menu_social_hover_links_bg":"","ocean_menu_social_links_color":"","ocean_menu_social_hover_links_color":"","ocean_disable_title":"default","ocean_disable_heading":"default","ocean_post_title":"","ocean_post_subheading":"","ocean_post_title_style":"","ocean_post_title_background_color":"","ocean_post_title_background":0,"ocean_post_title_bg_image_position":"","ocean_post_title_bg_image_attachment":"","ocean_post_title_bg_image_repeat":"","ocean_post_title_bg_image_size":"","ocean_post_title_height":0,"ocean_post_title_bg_overlay":0.5,"ocean_post_title_bg_overlay_color":"","ocean_disable_breadcrumbs":"default","ocean_breadcrumbs_color":"","ocean_breadcrumbs_separator_color":"","ocean_breadcrumbs_links_color":"","ocean_breadcrumbs_links_hover_color":"","ocean_display_footer_widgets":"default","ocean_display_footer_bottom":"default","ocean_custom_footer_template":"0","footnotes":""},"class_list":["post-10818","page","type-page","status-publish","hentry","entry"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.3 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>The Process - How - Adapt.it<\/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:\/\/www.adapt.it\/hr\/incremental\/interactive-guide\/the-process-how\/\" \/>\n<meta property=\"og:locale\" content=\"hr_HR\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"The Process - How - Adapt.it\" \/>\n<meta property=\"og:description\" content=\"The Process The Operating System This section establishes the mindset and mechanism for negotiation before diving into specific topics. 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