The starting question in the paper is: how should the organization set itself up in the process of internal communication in order to conduct its workflow more efficiently, remain unique, recognizable and successful in a more turbulent and competitive environment? The main goal of this paper is to present contemporary trends in internal communications and how it affects efficiency in an organization. The study builds on existing literature by emphasizing the internal communication and its impact on employees and organizational efficiency. Also, the authors present the results of the research on internal communications conducted in the insurance company Dunav osiguranje. The idea for this paper arose from the necessity of improving internal communications as to improve efficiency due to rapid technological changes and market demands. In the research, 255 respondents from all organizational units of Dunav osiguranje were surveyed. The research presented in this paper confirms the importance and relevance of the communication process with the company's employees and its impact on efficient workflow. This paper expands existing research related to the internal communication and organizational efficiency pointing the practical relevance of consistent and good employee communication and its importance for business.

Based on the current Serbian Energy Strategy, energy efficiency (EE) has been recognized as the second priority of the economical use of quality energy products. Companies in Serbia predominantly use electricity, the most energy inefficient and expensive form of heat generation, so overspending is the consequence, resources are drained, and pollution increases. The level of importance and implementation of EE management among Serbian small and medium enterprises (SMEs) was a topic of survey conducted in December 2012. The participants rated the general level of awareness of rational energy consumption in Serbia as very low among SMEs. It is also considered that the State and the media are not making enough effort to inform the public about the importance of rational energy consumption. Regarding advisory assistance in the domain of EE the general view is that SMEs in Serbia need advisory assistance in the area of improving EE, both in legislation and administration, and in technical solutions and financing issues. Several recommendations are proposed as a means to providing more implementation of EE measures in companies in Serbia.

Energy diplomacy is a complex field of international relations, closely linked to its principal, foreign policy and overall national security. We observe the relationship of issues that belong to the three concepts and how they are intertwined in the geopolitical reality. Despite the ontological hierarchy of the three concepts, where national security is on the highest level of generality, and energy diplomacy on the lowest, it is a recurring theme for them to continuously meet and intersect in realpolitik in a dynamic relationship. The article specifically looks at the integration of energy diplomacy into foreign policy. We discuss two pathways that energy diplomacy has taken on its integration course into foreign policy, namely the path marked by national security topics and the path that is dominantly an economic one. The article also observes the nexus of national security, foreign policy, economic security and economic diplomacy, which is termed the energy security paradox. It exemplifies the inconsistencies in the general state of affairs in which resource riches of a country result in a stable exporter status and consequentially, stable exporting energy diplomacy. The recommendation for further research is suggested, directed at the new dynamics of the relation of energy transition and energy diplomacy. Research could facilitate in understanding or envisaging how new low carbon energy sources coupled with energy efficiency will influence the new geopolitical map, affecting energy diplomacy in the geopolitical context where geography will have a lesser dominance on international relations.

Članci/Papers 274Rezime: Istraživanja su pokazala da su porodične firme najstariji i najčešći oblik privrednih organizacija u svetu, te tako predstavljaju jedan od temelja globalne ekonomije. Iskustva su pokazala da se porodične firme u Republici Srpskoj sve više odlučuju za zapošljavanje stručnjaka za odnose sa javnošću ili angažovanje agencija za obavljanje pomenutog posla, prevashodno u rešavanju kriznih situacija. Problemi na koje nailaze su, s jedne strane, nedovoljan budžet za integrisanje marketinških komunikacija i nerazumevanje koristi IMK od strane menadžmenta, a s druge strane, ponekad je prisutno neuspešno razdvajanje porodičnih od poslovnih odnosa.Hipoteze koje će biti dokazane, vezane su za nedovoljnu podršku vlasti porodičnim firmama, što implicira ograničavanje rasta istih, te nedovoljno ulaganje u IMK, bez obzira na to da li porodične firme imaju razvijenu izvoznu strategiju. Hipoteze su dokazivane po razinama spoznaje, dakle prvo generalna, a potom i kolateralne hipoteze. Uzorak su 208 porodične firme u Republici Srpskoj, a metode statističke obrade podataka su deskriptivna analiza i Hi-kvadrat test.Ključne reči: Integrisane marketing komunikacije (IMK), odnosi s javnošću (OsJ), porodične firme UVODIntegrisana marketinška komunikacija (IMK) je proces razvoja i primene različitih oblika persuazivne komunikacije sa potrošačima i potencijalnim kupcima u određenom vremenu (Kesić, T., 2003, str.28). Analizirajući definiciju Američke asocijacije propagandnih agencija, IMK predstavlja proces planiranja marketing komunikacija, koji prepoznaje dodatnu vrednost sveobuhvatnog plana (Kotler, P. & Keller, K.L, 2006, str.558). Realnost je da se između različitih oblika IMK, poslodavac u porodičnoj firmi pre svega odlučuje za oglašavanje i odnose s javnošću, zapostavljajući unapređenje prodaje, događaje i iskustva, direktan marketing i ličnu prodaju. Razlozi su prevashodno finansijske prirode, a segment odnosa sa javnošću jem, pored toga što obično ne iziskuje veće troškove popout oglašavanja, višestruko primenjljiv u komunikaciji, kako sa klijentima (potrošačima i kupcima), tako i sa zaposlenima.U vremenu kada samo jedan od osam televizijskih gledalaca veruje oglasima, stiče se utisak da se gotovo isključivo preciznim delovanjem IMK može privući nove klijente i obezbediti kvalitetno poslovanje. Ovo će se ispostaviti i kao potencijal i kao opasnost kada su porodične firme u pitanju.Ovim radom će se predstaviti i mogući odgovori na pitanja, da li i koliko porodične firme u Republici Srpskoj izdvajaju za IMK. PORODIČNE FIRME I IMTLiteratura o porodičnim kompanijama u svetu, koja se ovom temom bavi ozbiljnije tek u poslednjih dvadesetak godina, uglavnom tretira interakciju unutar porodice, kompanije kao jedinke kao i pojedinačnih člano-va porodice kao kreatora jedinstvenog seta karakteristika koji utiču na performanse i opstanak porodičnog biznisa. U istraživanju porodičnih kompanija koje traju duže od 200 godina koje je sproveo Financial Times sami vlasnici smatraju da je njihov uspeh i dugovečnost rezultat kva...

The aim of the study is to examine the association between HR independence in organizing educational programs and the availability of educational and talent management programs in the company. This study was conducted with the aim of demonstrating the importance of giving higher responsibility and independence to HR managers, especially in the field of education and training where they are undoubtedly experts. More recent articles were used, drawing conclusions from global practices on the topics of Human resource management and HR practices, Talent management, Management education, Development and training of employees, Labor market, Soft skills and hard skills of employees, Work environment, Organisational leadership, Performance management, Compensation strategies, Employee engagement, Employee motivation, and Organisational psychology. The study is part of the CEDEF (Central European Development Forum) research project, where 43 HR representatives answered structured in-depth telephone interviews lasting 45 to 90 minutes. Hypotheses are tested with non-parametric tests: Mann-Whitney U test and Chi-square test. With higher HR independence in nominating candidates for educational programs and choosing the type of education, employees have greater chances for professional growth through different educational programs and more often have talent management programs. HR managers who have greater independence in choosing the type of educational programs, more often organize soft skill courses. In the future, we envisage a study that would encompass the availability of educational and talent management programs abroad.