Tourism is one of the most dynamic economic sectors, which is constantly evolving and differentiating. As a result of changing economic conditions and current social trends, the behavior of tourism participants who are looking for a more targeted and diverse offer is changing, which leads to the emergence of new and specific forms of tourism. One of these specific forms of tourism is health tourism. This paper aims to analyze tourism in Serbia and the Czech Republic with a special focus on health tourism. The Czech Republic has become one of the top health tourism destinations in Europe. On the other side in Serbia, health tourism has been in the process of development and internationalization in the past few years. In order to successfully develop health tourism, Serbia should follow the example and learn from developed countries in this field, and that is why this paper will describe good examples from the Czech Republic.

The aim of this paper is to investigate the differences in managers’ motivation with short-term incentives in the banking sector of the Republic of Serbia. The research study examined whether short-term incentives differently affect managers’ motivation, depending on hierarchy and age. For this purpose the survey was conducted, using a questionnaire method. The analysis of various literature sources was performed, emphasizing the importance of short-term incentives, as compensation component, for managers’ motivation. Based on insights into existing studies, research hypotheses were established. The empirical results were analyzed quantitatively, using standard statistical methods. The results indicated that there are no significant differences in managers’ motivation with short-term incentives, in relation to their current hierarchical position. Further, the survey results revealed significant relationship between motivation with short-term incentives and managers’ age, that is, the findings show that short-term incentives are more effective in motivating older managers. Therefore, the results are important for compensation strategies in contemporary business organizations. From the aspect of designing executive compensation packages, organizations need to adapt them to different subgroups of managers, considering their motivational preferences.

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The purpose of this paper is to prove possibility of the application of the sociometric method in human resources management with the aim of appointing managers in one organization. Based on the some results, published in the scientific papers, authors established general and particular hypothesis about applying sociometry as a research method in human resources management. The concrete research of the applications of sociometry for appointing managers was conducted in one company in Serbia. Sociometric research shows real relations in a social group, as well as the projection of the position of individuals, mutual attraction and rejection within the group. Presented research is one of the "pioneering" attempts of broader application of the sociometric method in human resources management with the aim of appointing managers in one organization, especially in Serbia.