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SažetakMala i srednja preduzeća i preduzetnici, naročito proizvodnog tipa, predstavljaju najefikasniji segment privreda u gotovo svim zemljama sveta. Pojedinačno posmatrano, ova preduzeća ostvaruju najveći doprinos povećanju zaposlenosti, bruto dodate vrednosti i prometa zbog čega se smatraju okosnicom rasta i razvoja nacionalnih ekonomija. Njihova uloga je posebno značajna u zemljama u tranziciji koje se suočavaju sa problemima visoke nezaposlenosti, niskog stepena privredne aktivnosti, nedovoljne konkurentnosti i nedostatka investicija, i u kojima su još uvek prisutna velika neefikasna državna preduzeća. Kao stabilan izvor kreiranja novih radnih mesta, mala i srednja preduzeća ostvaruju i važnu socijalnu funkciju tako što apsorbuju viškove radne snage nastale u procesima tranzicije i svojinske transformacije državnih i društvenih preduzeća. Opstanak, rast i razvoj proizvodnih malih i srednjih preduzeća primarno je determinisan mogućnostima finansiranja iz povoljnih izvora. Ograničen pristup izvorima finansiranja i na tržištu novca i na tržištu kapitala, naročito u pogledu cene i uslova korišćenja, predstavlja možda najvažniju odliku i najveći problem ovih preduzeća. Stoga je problematika ovog rada i posvećena specifičnostima finansiranja malih i srednjih preduzeća proizvodnog sektora sa ciljem unapređenja njihovog finansijskog menadžmenta i podrške u donošenju adekvatnih finansijskih odluka. AbstractSmall and medium enterprises and entrepreneurs, especially the production type, represent the most efficient segment of the economy in almost all countries of the world. Individually, these companies make the greatest contribution to increasing employment, gross value added and transport, which is why they are considered the backbone of growth and development of national economies. Their role is particularly significant in transition countries facing high unemployment, low level of economic activity, insufficient competitiveness and lack of investment, and where large inefficient state-owned enterprises are still present. As a stable source of job creation, small and medium-sized enterprises also have an important social function by absorbing labor surpluses in transition processes and ownership transformations of state and social enterprises. The survival, growth and development of manufacturing small and medium enterprises are primarily determined by the possibilities of financing from favorable sources. Limited access to sources of financing both in the money market and in the capital market, especially in terms of price and terms of use, may be the most important feature and biggest problem for these companies. Therefore, the issues of this paper are dedicated to the specificities of financing small and medium-sized enterprises in the production sector in order to improve their financial management and support in making adequate financial decisions.Ključne reči: proizvodnja, rast i razvoj, mala i srednja preduzeća, finansiranje, izvori finansiranja Keywords: production, growth and development, small and medium e...

Introduction: Self-reported health status is considered one of the highly significant indicators of general health and overall quality of life. Aim: to examine whether there are gender differences in self-reported health status among the older population depending on the socioeconomic determinants. Methods: The analysis was carried out based on the data collected from the fourth National Health Survey of the population of Serbia, which was designed as a cross-sectional study. The research was conducted in accordance with the methodological guidelines and research instruments of the European Health Interview Survey. Results: A statistically significant correlation was observed between gender and the self-reported health status of the respondents. Women were significantly more likely to report poor self-rated health (27.8%), whereas men reported better self-rated health (21.3%). The results of the multivariate logistic regression analysis showed that poor self-rated health status among women was more likely to be affected by age, educational level, and region, whereas age and economic status were significant factors associated with poor self-rated health status among men. Conclusion: Taking into consideration the fact that the advantages of increased life expectancy will achieved only if these extra years of life gained through increased longevity are spent in good health, the importance of conducting additional research on gender differences is more than evident, particularly in terms of providing meaningful insight into the development of action plans devised to deal with gender differences in health status, simultaneously promoting healthy and active aging for both men and women.

SažetakSnažan podsticaj i motiv za pojedince u organizaciji je mogućnost za napredovanje. Ova mogućnost pokazuje svoj značaj već u fazi regrutovanja ili privlačenja ljudi za organizaciju. "Politika unapređivanja zaposlenih i razvoja karijere treba da bude trajna aktivnost sektora za ljudske resurse, od kojeg se očekuje da kreira objektivne kriterijume za napredovanje i pomeranje zaposlenih sa nisko rangiranih na više i visoko rangirana radna mesta, kako ovo pomeranje ne bi bilo stvar dobre volje pojedinca i ličnih simpatija, već standard koji se, kada se steknu uslovi, automatski primenjuje."[1] Kako bi se na pravi način razumeo značaj karijere za svakog pojedinca, ali i za organizaciju neophodno sagledati značaj procesa upravljanja karijerom, naročito putem karijernog savetovanja jer, "upravljanje karijerom podrazumeva podržavanje i ohrabrivanje ljudi da uče i usavršavaju svoje sposobnosti, putem organizovanja različitih vidova edukacije i izbor odgovarajućih pojedinaca u grupe polaznika sa čijom se karijerom ozbiljno računa". [1]Abstract A strong motivation and motivation for individuals in the organization is an opportunity for advancement. This opportunity is showing its importance already at the stage of recruiting or attracting people for the organization. "Career Development and Career Development Policy should be a permanent activity of the human resource sector, which is expected to create objective criteria for the advancement and shift of employees from low-ranking to higher and high-ranking positions, that this move would not be a matter of good will individual and personal sympathies, but a standard that, once the conditions are met, is automatically applied." [1] In order to properly understand the importance of careers for each individual, but also for the organization, it is necessary to consider the importance of the career management process, especially through career counseling, because "career management implies encouraging and encouraging people to learn and improve their skills by organizing different types of education and selecting the appropriate individuals in the groups of students whose career is seriously considered". [1] Ključne reči: ljudski resursi, upravljanje karijerom, karijerno savetovanje