To achieve greater sustainability of the traffic system, the trend of traffic accidents in road traffic was analysed. Injuries from traffic accidents are among the leading factors in the suffering of people around the world. Injuries from road traffic accidents are predicted to be the third leading factor contributing to human deaths. Road traffic accidents have decreased in most countries during the last decade because of the Decade of Action for Road Safety 2011–2020. The main reasons behind the reduction of traffic accidents are improvements in the construction of vehicles and roads, the training and education of drivers, and advances in medical technology and medical care. The primary objective of this paper is to investigate the pattern in the time series of traffic accidents in the city of Belgrade. Time series have been analysed using exploratory data analysis to describe and understand the data, the method of regression and the Box–Jenkins seasonal autoregressive integrated moving average model (SARIMA). The study found that the time series has a pronounced seasonal character. The model presented in the paper has a mean absolute percentage error (MAPE) of 5.22% and can be seen as an indicator that the prognosis is acceptably accurate. The forecasting, in the context of number of a traffic accidents, may be a strategy to achieve different goals such as traffic safety campaigns, traffic safety strategies and action plans to achieve the objectives defined in traffic safety strategies.

This paper provides an analysis of the current trend in HR practices and demonstrates added value for the management of healthcare organizations. This is done because of the assessment of the human resource function and explores the value of adding elements of human resource management and compares the risk reduction of its features. The results of this analysis show that, although high functions do not add value, they can also help to identify risks, which allows the development of strategies to reduce the impact of these risks. The paper refers to the reasons for the emphasis on added value, the aspect of human resources is due to professionals and the desire to be involved in the earliest stages of the decision-making process. The paper concludes the opposite view that HR professionals would become preoccupied with showing added value, arguing that the strategic importance of HR management reveals itself over time.

In an environment characterized by rapid market transformations and technological advancements, marketing managers face increasingly complex challenges in adapting to consumer expectations. This paper aims to present an overview of current theoretical concepts and contemporary research findings related to the role, tasks and responsibilities of marketing managers in the context of global competition, digitalized processes and comprehensive business transformation. Special attention is paid to identifying key contemporary challenges, including managing digital communication channels, building and maintaining brand reputation, implementing sustainable marketing practices and resolving ethical dilemmas in the decision-making process. Based on the analysis of relevant sources, the paper provides a consolidated overview of the most important current findings and formulates recommendations for improving managerial activities in the field of corporate marketing. The findings indicate the importance of developing flexible organizational models, strengthening digital skills and applying a strategic approach to rapid market transformations.

The organization is like a living being - it is necessary to build, feed and nurture it, respond to its needs and recognize the different phases in which it is. It all means that it is a dynamic system that is constantly changing. One part of these changes refers to the arrival, but also the departure of people from the organization. However, the term "fluctuation" refers to a special type of departure. A certain rate of fluctuation is expected, due to factors such as retirement or career advancement. However, when employees leave the organization because they are dissatisfied, unmotivated or under stress, it means that something is wrong with the organization. In addition, fluctuation costs a lot - not only when it is necessary to find a new employee, but also to introduce him to the job and make him a member of the team, and all that takes time and is therefore a big expense. It is of immeasurable importance to know, monitor and understand the possible forms of labor force fluctuations in order to be able to manage them, which is the focus of the topic of this paper.

Background: This study examines the management of small and medium-sized enterprises (SMEs) in crisis conditions, with a focus on the impact of the COVID-19 pandemic. It aims to identify strategies and best practices for enhancing SME resilience and sustainability. Methods: The research adopts a comprehensive literature review approach, analyzing previous studies and reports on SME management during crises. It also incorporates case studies and empirical data to provide practical insights. Results: The analysis reveals that SMEs face unique challenges during crises, such as disrupted supply chains, reduced consumer demand, and financial constraints. However, innovative solutions, collaboration among stakeholders, and supportive government policies have played a crucial role in enabling SMEs to adapt and recover. Conclusions: Based on the findings, it is evident that effective management practices, including adaptation, digital transformation, financial management, and crisis planning, are vital for SME survival and growth in crisis conditions. Collaboration and networking among SMEs, along with supportive government policies, contribute to collective recovery and sustainability. The study underscores the importance of ongoing research and development in SME crisis management, with a focus on resilience-building strategies, sustainable business models, and addressing the psychological well-being of SME stakeholders