Razvijanje talenata predstavlja jednu od ključnih aktivnosti u okviru talent menadžmenta i značajno doprinosi zadovoljstvu zaposlenika i ukupnoj organizacijskoj uspješnosti. Cilj ovog istraživanja bio je ispitati nivo razvijenosti aktivnosti razvoja talenata u uslužnim poduzećima u Bosni i Hercegovini, kao i analizirati njihov utjecaj na zadovoljstvo zaposlenih. Istraživanje je provedeno na uzorku od 101 poduzeća, korištenjem Likertove skale i upitnika za menadžere i talentirane zaposlenike. Pouzdanost skala potvrđena je visokim vrijednostima Cronbach-α koeficijenata (α = 0.78 za razvoj, α = 0.84 za zadovoljstvo). Dobiveni rezultati pokazuju da su razvojne aktivnosti u prosjeku visoko razvijene, posebno u malim i srednjim poduzećima. Regresijska analiza je potvrdila da razvojne aktivnosti značajno pozitivno utječu na zadovoljstvo zaposlenih (β = 0.355, p < 0.001), što ukazuje da ulaganje u razvoj talenata nije samo organizacijska obaveza, već i ključna strategija za povećanje zadovoljstva i lojalnosti zaposlenika. Ovi nalazi pružaju važne smjernice za unaprjeđenje HR praksi u organizacijama koje žele zadržati i motivirati svoje talente. Ključne riječi: Talenti, razvijanje talenata, zadovoljstvo zaposlenih

This paper examines the role of human capital and organizational culture in promoting innovation in small and medium-sized companies in Bosnia and Herzegovina, with a specific focus on mentoring and informal education, career development, external communication with clients, and the formalization of internal processes. The aim is to determine which internal organizational factors most effectively stimulate innovative behavior in the context of a transition economy. The study applies a quantitative research design based on a structured questionnaire distributed to managers in 304 SMEs across different sectors. Data were analyzed using Pearson correlation, multiple and logistic regression, and comparative group tests, supported by visual data representations. The results reveal that mentoring, informal education, external client communication, and formalized procedures have a significant positive impact on innovation, whereas career paths and coaching do not exibit statistical significance. These findings highlight the importance of interpersonal knowledge transfer, customer-driven innovation, and structured processes in building an innovative organizational culture. Theoretical implications include the integration of human capital and organizational culture perspectives into SME innovation literature, while practical implications suggest that managers should invest in internal mentoring systems, informal learning opportunities, and simplified but clear internal procedures. The study is limited to SMEs operating in Bosnia and Herzegovina, with sectoral distribution potentially affecting generalizability. Data are based on self-reported perceptions, which may introduce bias. Future studies should expand to comparative regional analyses and include longitudinal data. This research contributes to the relatively scarce empirical evidence on innovation drivers in SMEs in transition economies, by integrating human capital and organizational culture perspectives. It offers actionable recommendations for managers and policymakers to enhance innovation capacity without relying solely on costly R&D investments.

<p>This paper investigates the relationship between organizational structure, process formalization, and innovative behavior in small and medium-sized enterprises in Bosnia and Herzegovina. Drawing on the theoretical foundations of institutional economics and organizational innovation, this research tests four hypotheses using logistic regression, multiple linear regression, and Pearson correlation analysis. The study employed a quantitative approach using data collected during 2023 from a sample of 304 SMEs operating in the manufacturing, trade, services, and ICT sectors in Bosnia and Herzegovina. The analysis applied logistic regression, multiple linear regression, and Pearson correlation to test four hypotheses. The results show that formalized career paths do not have a significant impact on innovativeness, while mentoring and training show a partial, but statistically significant effect. Also, a positive correlation was confirmed between the intensity of communication with customers and the level of organizational innovation, indicating the importance of external feedback serving to shape internal changes. Process formalization showed a partial impact on the overall level of innovation. The results obtained contribute to a better understanding of the factors shaping the innovation capacity of SMEs in transition economies and emphasize the need for a comprehensive approach that combines human capital development, flexible organizational structures, and active involvement of the external environment.</p>

This paper examines key barriers that SMEs in Bosnia and Herzegovina face when accessing external financing for innovation. Using quantitative research based on primary data collected through a structured questionnaire, the paper analyses company perceptions regarding support from commercial banks, microcredit institutions, and public funds. The findings identify major obstacles, including unfavourable financing conditions, administrative complexity, and limited access to information. Statistical analysis was used to test hypotheses concerning firm size, sector, region, and institutional factors. The results indicate that company size, regional context, and administrative barriers significantly influence access to finance, while the link between innovation and external financing is not statistically significant. Smaller companies face notably more obstacles than larger ones, particularly regarding public support mechanisms. The paper highlights systemic challenges that hinder innovation in the private sector and offers policy-relevant insights. It calls for more inclusive, targeted financial instruments to support innovation-driven growth among smaller companies.

The Western Balkan Six economies have advanced structural reforms to boost economic growth, create new jobs, and bring living standards closer to those in Europe. However, the Western Balkan residents continue to be encouraged to look for career and educational possibilities outside of the region due to the slow rate of convergence and the significant development gap with other European nations. Over the past ten years, the Western Balkan emigration rate has increased by 10%, and as a result, about one-fifth of the population now lives outside of the region. The high levels of emigration that continue can be extremely challenging for development. They may cause skill shortages and labor market distortions, which may discourage potential investors from making investments because they are unable to find the necessary skills. Gaining competitiveness, attracting investment, and navigating the area's ecological and digital transition all depend on human capital and a competent workforce that can meet the labor market's skill requirements and spur innovation. They are also important pillars of an economy's resilience and prosperity, which is important in light of the COVID-19 pandemic and the changing nature of the global environment. The goal of this paper is to examine how immigrants contribute to innovation in Western Balkans. Using Total Factor Productivity as a measure of innovation. The focus is on the Western Balkan countries (Albania, Bosnia and Herzegovina, Montenegro, North Macedonia and Serbia). The relationship between migration and innovation is examined not only at regional, but also at sectoral level. This makes it possible to quantify the direct impact of immigrants in the industry where they are really employed. To address the potential endogeneity of migration we adopt instrumental variable technique originally devised by Card (2001). Moreover, we carried out the analysis of human capital composition across sectors in Bosnia and Herzegovina. The offered recommendations can be used by policy makers when designing future policies. 

The study analyzes religious and cultural violence, focusing on the Genocide against Yazidis within the broader Kurdish socio-political framework. The ISIL genocidal intent against Yazidis includes forced relocation and practice attitudes that apply to elitism and sexual violence. It is part of the destruction of the group in terms of destruction of the spirit, will live and life itself (members) of the group. However, it should be noted that such views do not mean the legal argument for recognizing cultural genocide but an attempt to clarify the meaning of physical and biological destruction. Violence committed «in the name of religion» belongs to the dark side of religion. Violence (mostly) does not arise from the moral teachings of religions but from a perverted understanding of religion. The killing of members of a religious group is a form of physical genocide, and the threat of murder to ban religion was a way to commit cultural, that is, religious genocide. Sexual violence is different from all other weapons. The global community needs to be united to protect women and children during the war. Religion is used as an excuse for violence when the struggle is to defend the essential identity, when it is inconceivable to lose the struggle and when the struggle cannot be won. Religious support for violence causes the terrorist policy to become uncompromising. Paradoxically, just as terrorism produces fear of violence, so does the fear of terrorism produce violence