Milija BogavacPoslovni i pravni fakultet Univerziteta "Union -Nikola Tesla", Beograd, Srbija Kristijan RistićPoslovni i pravni fakultet Univerziteta "Union -Nikola Tesla", Beograd, Srbija

upravljanje radnom snagom. U početku je dominirao transakcioni rad, ali zbog povećane globalizacije, dalja istraživanja HRM-a danas se fokusiraju na strateške inicijative, kao što su upravljanje talentom, industrijski i radni odnosi, inkluzija i dr. Upravljanje ljudskim resursima (Human Resource Management-HRM) se odnosi na kadrovsku i menadžersku praksu i sisteme koji utiču na radnu snagu. Ljudski resursi bilo koje organizacije se sastoje od svih ljudi koji obavljaju neke aktivnosti u okviru preduzeća. Osnovne odgovornosti HRM uključuju dizajn rada i analizu posla, obuku i razvoj, zapošljavanje, izgradnju tima, upravljanje performansama, ocenjivanje radnika, itd. HRM utiče na upravljanje i na produktivnost kompanije. Ona igra važnu ulogu u obuci i kontroli zaposlenih i organizacije. HRM igra vitalnu ulogu u održavanju života, rada i planiranja karijere zaposlenih. Pomaže menadžerma ljudskih resursa da rešavaju sukobe i motivišu radnike u ostvarivanje ličnih i organizacionih ciljeva. Da bi se postigli organizacioni ciljevi u okviru HRM, važno je sprovoditi obuku i obrazovanje. Bez mogućnosti dobrog upravljanja HRM i poverenja zaposlenih u rukovodstvo, nastaje haos i sukobi u organizaciji. HRM igra vitalnu ulogu u organizaciji da se postignu organizacioni ciljevi, da se reše problemi, da se upravlja različitošću radne snage i sl.

Global market business, characterized by constant quantitative and qualitative changes, forces organizations to monitor business trends to achieve business efficiency and meet set standards. Changes are continuous, and this creates increasing challenges for industrial companies to solve the set market requirements by improving human resources, innovative processes, and technologies. Regardless of whether the changes are hard or soft, employees are responsible for adequately preparing and training for solving work tasks. From an organizational point of view, continuous and quality training of employees can contribute to more efficient acceptance, implementation, and stabilization of the work process. That clearly shows that in contemporary business conditions, in addition to the organization, the psychological aspect is also significant in accepting changes in both management and employees. Organizations should provide an efficient strategic plan framework that includes permanent and adequate training, education, training, etc., to achieve the goal and maximize the employees' potential. For the company's efficiency, in contemporary business conditions, it is significant to develop the main strategic factors that need to be incorporated by managers and leaders to achieve a quality product and the success of the entire company. At the heart of market change, designing an efficient training model is of particular importance for company effectiveness. The paper presents research on the structural process model of training, which is considered one of the main components of a company's success.

Internal control is the subject of observation of various stakeholders, not only external auditors but also the board of directors, shareholders, as well as the state in the entities where it directly or indirectly performs control. Internal control is significant for the proper management of the financial and accounting system of the organization. Also, it is a vital link in the overall business and production system. Therefore, it is one of the most authoritative studies from which the definition of the term "internal control" arose. According to this definition, internal control is a process established and managed by the management (supervisory) board, management, and lower managers. The internal control should provide reasonable assurance about achievements of goals related to the categories as efficiency and effectiveness of business, quality of financial reporting, compliance with existing legislation and regularity of business, and protection of property from unauthorized use or alienation. Internal control should provide reasonable but not absolute assurance of the company's objectives. The goal is to achieve an adequately protected system composed of physical means (machines, tools), non-physical means (intellectual property, products obtained by expensive research and development processes), and documents (they can be stolen, destroyed, and lost or damaged ). The paper considers internal control through business controls and accounting controls. Business controls relate to the promotion of business performances and compliance with prescribed management policies and are significant when auditing the entire or some sectors of the company. Accounting controls relate to assets protection and the assurance that financial statements and records are reliable.

U ovom radu je predstavljena važnost korišćenja Wi-Fi tehnologije i ostale informatičke opreme u poslovnim organizacijama. Korišćenje novih tehnologija i opreme dovelo je do unapređenja informacionih sistema. Predstavljen je Wi-Fi standard kroz istorijski razvoj kao i prednosti ovog standarda u odnosu na klasične žične računarske mreže. Takođe smo pokušali da nabrojimo sva poboljšanja koja su nastala upotrebom informatičke tehnologije, pored toga u radu su predstavljene i prednosti korišćenja Wi-Fi standarda u pojedinim aspektima elektronskog poslovanja u poslovnim organizacijama. Potrebno je naglasiti da poslovne organizacije treba da se prilagođavaju novoj informacionoj eri gde pojedini informacioni sistemi doživljavaju transformaciju i menja im se kontekst i uloga. Znanje predstavlja glavni resurs konkurentske prednosti i efikasno upravljanje znanjem uz pomoć Wi-Fi tehnologija, dovešće do novog značenja reči informacioni sistem. Poslovnom organizacijom će upravljati sami korisnici koji će biti uključeni u svaki segment poslovanja putem savremenih tehnologija.