In an age where the intricate interplay between human activities and the environment demands careful consideration, "Human Resource Management in Environmental Security" emerges as a comprehensive exploration of the dynamic relationship between human resources and environmental sustainability. This academic endeavor seeks to navigate the complexities inherent in managing human capital within the framework of environmental protection. In the pursuit of securing our environment, the traditional paradigms of human resource management must evolve to meet the challenges posed by climate change, resource depletion, and ecological imbalances. Globalization introduces an array of new challenges and imposes escalating requirements concerning environmental quality, creating an imperative for innovative solutions. In response, human resource management becomes a proactive force, necessitating the initiation of strategic initiatives aimed at improving the quality of human potential expression through the thoughtful allocation and maximization of resources. The complexity inherent in determining coordination and subordination in the functioning of the environment alongside other systems is defined by a strategic conflict. This conflict is intricately conditioned, on one hand, by the economic needs of local governments striving for progress and, on the other hand, by the imperative of ensuring the sustainability of the environment. Human resources management emerges as a pivotal link in addressing, navigating, and ultimately overcoming this intricate strategic conflict. The term "human capital" is inextricably linked to Human Resources, serving as a nuanced reflection of their physical, spiritual, and emotional characteristics. The result of engaging human resources in the environment transcends mere utilitarianism and could not hitherto be accurately identified with their overall resources. Detecting, targeting, and engaging the latent human potential in environmental protection emerges as a profound challenge, requiring a multidimensional approach. Provided it is secured by robust environmental support, the "human capital" owned by a unit of local government transforms into a potential driving force of high-value performances within the environment and the jurisdiction covered by the local government. The role of human resources in environmental protection is not just significant but indispensable. Consequently, there is an immense need to focus on comprehending the behavior of human resources and identifying opportunities for their holistic development. This emphasis is crucial as it positions human resources as a decisive factor influencing and affecting the continuity in achieving environmental sustainability. Human resources within local governments are dynamic entities capable of learning, expressing the ability to create, acquire, and transmit new knowledge and concepts. They do so successfully by adapting these innovations to their neighborhoods, their environment, and their overarching intentions. In line with the previously stated premises, there exists a pressing need for a scientific breakthrough in the modelling of human resources. This breakthrough aims to position human resources as the true value of each respective local government, both concerning the integrity of the scope of their business activities and, especially, when it comes to environmental protection. This study represents a significant step in that transformative direction. The created model of human resource management in environmental protection is not just a theoretical construct; it's a pragmatic concept that fundamentally alters the character of the basic assumptions about human resources for the environment. This initiative marks the initiation of a change in the established context, setting the stage for a more sustainable and environmentally conscious future. This book is a collaborative effort that brings together scholars, researchers, and practitioners to shed light on the multifaceted dimensions of human resource management in the context of environmental security. By delving into theoretical frameworks, empirical studies, and practical applications, it endeavors to provide a holistic understanding of how human resources can be strategically leveraged to address environmental issues. The chapters within this volume address a spectrum of topics, including motivational factors for environmental stewardship, sustainable resource management, and the role of local self-government in mitigating environmental externalities. Through rigorous academic inquiry and thoughtful analysis, the contributors contribute to the growing body of knowledge that informs both scholarship and practical approaches to human resource management for environmental sustainability. We extend our heartfelt appreciation to the authors who have dedicated their expertise to this scientific field, the reviewers whose insightful feedback enhanced the quality of the content, and the contributors whose diverse perspectives enrich the discourse. We hope that the insights presented in these pages stimulate critical thinking, inspire innovative solutions, and contribute to the ongoing dialogue on the crucial intersection of human resource management, environmental security and emergency management. Conclusion: Human resource management in the context of environmental protection involves overseeing the operational aspects of local self-government to effectively address and minimize environmental impacts. The primary goal is to curtail or entirely eliminate adverse environmental effects while concurrently fostering enhanced quality standards and the establishment of sustainable development, placing individuals at the forefront of this transformative process. The imperative to elevate human resources management is underscored by an educational dimension, emphasizing the cultivation of a mindset among local self-government employees and individuals that encourages maximal contribution. This educational facet imparts insights on instigating motivational factors directed towards environmental well-being, judicious utilization of natural resources, pollution reduction strategies, and the attainment of sustainability in the management of natural resources and waste. In essence, this approach advocates for a comprehensive understanding of how each local self-government employee and every citizen can contribute optimally. It delves into the initiation of motivational factors geared towards environmental welfare, instructs on the prudent use of natural resources, advocates for pollution reduction measures, and promotes sustainable practices in the manipulation of natural resources and waste through effective management actions. The research findings underscore the crucial need for a management-oriented approach to human resources dedicated to environmental preservation. This entails a paradigm shift in harnessing the human potential within Local Government Units (LGUs) in alignment with symbiotic ecological, social, and economic development. Recognizing the pragmatic constraints faced by LGUs, the transformation of human potential can lead to the creation of a new, superior-quality, and more efficacious working and living environment. This approach envisions a harmonious interplay between human activities and the environment, fostering a sustainable and resilient community within the realistic confines of local self-government entities.Human resource management is located in the zone of success, when its strategic performance is located in the zone of sustainability. Successful strategic performances in the time perspective indicate the maturity of local self-government in the social sense of the word. Maturity is the result of achieved, previously established goals as a product of effective leadership and teamwork, business and environmental practices, which are fully integrated into socially responsible behavior. The key support for strategic performance, which carries the attribute of success, is provided by the LGU organization created on the basis of internal and external analysis and constant human resources management insight into the key success factors of local self-government functioning, among which the environmental protection factor stands out as one of exceptional importance. The contemporary landscape of environmental protection within local self-government necessitates a paradigm shift in the approach to human resource management. This shift entails adopting a novel way of thinking and working that not only facilitates high individual, group (team), and organizational work performance but also aligns seamlessly with the imperatives of sustainable development. In this evolving context, the possession and sustainability of knowledge emerge as pivotal elements for effective human resources management, as strategic thinking and effective decision-making hinge on the mastery of knowledge management. Within the realm of environmental protection, the traditional modes of operation may prove inadequate in addressing the multifaceted challenges posed by ecological concerns. Therefore, human resource management must transcend conventional boundaries and embrace innovative strategies that empower individuals, teams, and the organization as a whole to excel in their efforts toward environmental preservation. At the core of this transformation is the recognition that knowledge is not merely a static asset but a dynamic and evolving force. The continuous acquisition, application, and sharing of knowledge become instrumental in navigating the complexities of environmental issues. Human resource management, in this context, should foster a culture of learning and adaptability, ensuring that employees are equipped with the latest information and skills required for effective environmental stewardship. Strategic thinking, a cornerstone of progressive human resource management, hinges on the ability to harness and leverage knowledge. The integration of knowledge management practices becomes indispensable, as it facilitates a comprehensive understanding of environmental dynamics, emerging trends, and innovative solutions. This, in turn, enables local self-government entities to formulate strategic plans that are not only responsive to current challenges but also resilient in the face of future uncertainties. In essence, the sustainability of knowledge within human resources becomes a linchpin for fostering a forward-thinking and environmentally conscious workforce. It serves as a catalyst for cultivating a strategic mindset, empowering employees to proactively contribute to environmental protection initiatives. As local self-government entities grapple with the intricacies of environmental management, an enlightened approach to human resource management emerges as a linchpin, guiding organizations toward a future where ecological sustainability is seamlessly woven into the fabric of daily operations. It is the result of the effort made in terms of: the ability to think logically, analytically and quantitatively, that is, to form conclusions; experiential linking of theory with practice, that is, seeing real change at the right moment; the ability to make strides in terms of intellectual and practical flexibility and constructive criticism as a condition for preventing explicit assertions and fear of unconfirmed knowledge, which means ensuring scientificity. Therefore, during the preparation of the doctoral dissertation, all the stated views were taken into account and a new strategic model adapted to the real relationship between the needs and OPPORTUNITIES of the LGU was created. The aforementioned set of scientific research results covers this doctoral dissertation through seven groupings of conclusions, according to the basic and special hypotheses of the scientific work. The organization and competence of human resources engaged in managing the protection of the environment and working environment in local self-governments affects (is a correlate) the level of quality and development of the environment in their local communities - it was confirmed by research in the doctoral dissertation "Management of human resources in environmental protection ". The results of the research show a high percentage of the management of local self-government units (84.8%), who are aware of the necessity of improving human resources, and who estimate that the management of human resources in environmental protection would contribute to the quality of the working environment and the sustainable development of the environment in their local communities. Using the χ2 test and the contingency coefficient, a statistically significant connection was established between the management's awareness of the importance of improving the quality level and the development of the local community by improving human resources (χ2 = 15,245 df = 4, p = 0,004, C = 0.36) and the environment (χ2 = 20,955 df = 4, p = 0.000, C = 0.41) depending on the size of the LGU. Also, the correlation analysis of the items within the scale shows that there is a positive and statistically significant correlation (r = 0.808) between the LGU management's attitude that the management of human resources in environmental protection will contribute to the sustainable development of the LGU, efficiency and quality of the environment. The management's responsibility towards the importance of human resource management in environmental protection is reflected in the clear majority view of the LGU management on the necessity of changes in human resource management and the readiness to accept new models of environmental protection with the aim of improving the working and living environment. The results of the research show that the orientation of LGU management and their decision-making towards the sustainability of local self-governments is greater today than ever. The functional model of organizing services for managing environmental protection in local self-government units significantly contributes to raising the quality and development of the ecological characteristics of their communities - it was confirmed by the research process. The research results show that 88.6% of LGUs see the management of human resources in environmental protection, through the new functional model of sustainable development of local self-governments, as a significant possibility for its improvement. The research showed that the top managers of LGUs agree that the management of human resources in environmental protection represents a significant opportunity to improve the quality of the environment, while the functional model of organization is independent of the size of LGUs (χ2 is not statistically significant, p = 0.436) and from the planned funds for the training and development of employees in the field of environmental protection (χ2 is not statistically significant, p = 0.137). The organization and competence of human resources in environmental protection is the foundation that opens the possibility for human resources to effectively step towards sustainable development, that is, a quality working and sustainable environment in the area of local self-government. Continuous education of the population of local communities in the field of environmental protection improves the level of quality and development of ecological characteristics of their environments - it was confirmed by the research process. The attitude of the LGU management in as many as 98.1% confirms the claim that it is impossible to implement the environmental protection strategy without education and the active involvement of human resources in the process. This attitude is independent of the size of the LGU, because by applying the χ2 test, it was determined that there is no statistical dependence between them (χ2 is not statistically significant, p = 0.232). Also, the correlation analysis of the items within the scale established a positive correlation (r = 0.336) between this statement and the variable of permanent information and education of the population about environmental protection as a factor in improving the solution of environmental protection problems. The bearers of the development process from idea to implementation are human resources. Their role in the entire process is irreplaceable. For this reason, the results of this research indicate the importance and understanding of the importance of continuous education of the population of local communities in the field of environmental protection and their impact on improving the level of quality and development of ecological characteristics of their environments. Education of school-age children in local communities in the field of environmental protection improves the level of quality and development of ecological characteristics of their environments - it was confirmed by the research process. The research results show the opinion of 93.3% of LGU management that additional environmental (informal) education of children would contribute to the sustainable development of local self-government. Applying the χ2 test, no statistical significance was established between the high percentage of such claims and the size of the local self-government (χ2 is not significant, p = 0.408). Correlation analysis of the items within the scale shows that there are positive and statistically significant correlations between this claim and the attitude of the LGU management that the development of ecological awareness of the population would contribute to raising the efficiency of the management and environmental protection system (r = 0.490), and the attitude that permanent information and training of the population would on environmental protection would help solve environmental protection problems (r = 0.452). The development of the system of environmental protection and human resource management in environmental protection must be supported by the emission of ecological knowledge. Formal teaching content alone is not enough. Informal education with an emphasis on practical training shows significant achievements (more details in attachment 1, case study JSL Lucani). This development conditions the formation of the concept of the chain of ecological knowledge, as a tool relevant for understanding and understanding the relations of movement and development of knowledge within each individual sector of the environment. The social responsibility of local self-government bodies significantly contributes to raising the quality and development of the ecological characteristics of their communities - it was confirmed by the research process. The results of the research show the position of the management that the local self-government bodies, with their socially responsible actions in the field of environmental protection, can significantly contribute to the improvement of the quality and development of the ecological characteristics of the given local communities. The results of the χ2 test, at the level of statistical significance (p<0.01), show that the socially responsible behavior of LGUs expressed through planning, development and environmental protection (χ2 = 20.955, df = 4, p = 0.000, C = 0.41) and human of resources (χ2 = 15.245, df = 4, p = 0.004, C = 0.36) depends on the size of the local government. Social responsibility expressed in such a way forwards knowledge that will contribute to a better understanding of sectoral processes of the environment (for example, water, waste management and others) (understanding process) and to be transferred to a higher level, i.e. the degree that results in a decision on how to act correctly, when it comes to mitigating or completely eliminating environmental externalities (wisdom process). As many as 98.10% of local self-governments express their willingness to improve the environmental protection system in their local self-government, which indicates the increased social responsibility of local self-government bodies. Also, the correlation analysis within the elements of social responsibility shows positive and statistically significant correlations between variables related to the willingness of local self-government to support and organize additional education of employees on environmental protection (r = 0.532). Planned material investments of local self-governments in the protection of the living and working environment significantly contribute to raising the quality and development of the ecological characteristics of their communities - it was confirmed by the research process. The obtained results show that 87.6% of LGUs believe that it is necessary to improve the management of human resources. The χ2 test determined a statistically significant connection between the need to improve human resources management in LGUs and certain characteristics of LGUs, such as the existence/non-existence of a human resource development service (χ2 = 14.517, df = 4, p = 0.006, C = 0.35) and planned material resources for training and improvement of employees in the field of environmental protection (χ2 = 32.669, df = 7, p = 0.000, C = 0.49). The need to improve human resources management is more pronounced in local governments where there is no human resources development service, and the findings should be interpreted in light of the fact established by this research that 86.27% of RS local governments do not have a human resources development service. On the other hand, the results show that the attitude of the management of local self-governments regarding the need to improve human resources management depends on the planned material investment in training and improvement of employees in the field of environmental protection: in local governments, in which material investment in environmental improvement of employees is planned, there is a significant less need for changes and improvement of human resource management. As a result, the level of quality, first of all the working environment and then the ecological characteristics of their communities, is at a higher level.For the above reasons, the obtained research results are useful, because based on them, measures to improve human resource management (HRM) and environmental protection can be implemented. The existence of an environmental protection strategy within the local self-government units significantly contributes to raising the quality and development of the ecological characteristics of their communities - it was confirmed by the research process. The results of the research indicate that in 47% of local self-governments there is no established service for planning, development and environmental protection. This indicates the absence of an adequate environmental protection strategy in almost half of LGUs. The χ2 test, at the threshold of statistical significance (p< 0.01), determined a statistically significant association between the size of local self-government and the existence of a strategy for planning, development and environmental protection (χ2 = 20.955, df = 4, p = 0.000, C = 0.41 ), where the level of quality and development of local communities in which there is an environmental protection strategy is at a significantly higher level. The awareness of local self-government management must be oriented towards the premise that strategic commitment to ecological principles and standards of the working and living environment is a privilege, not a sacrifice. The managerial structure of human resources of the local self-government should, as determined by the research, balance human resources, that is, human resources management, with environmental protection, with the aim of achieving sustainable development and a sustainable future of people in the area of local self-government. In order to successfully realize the stated premises, the managerial structure must be a competent structure. Achieving competence (a state that indicates that the management of human resources in environmental protection should be performed in a special way, with high performance) is possible if an effective relationship is established between environmental resources and the ability of the managerial structure (functionally based) to manage them. , together with the immediate executors, use efficiently and effectively, in accordance with the existing opportunities. The development of human resources of the local self-government unit in the context of the environment is conditioned by the existence of a framework for defining environmental protection, but also by the existence and redefinition of environmental protection goals. The development of human resources must also leave room for flexible behavior if conditions of discontinuity arise, i.e. unexpected changes in terms of environmental protection. The expediency of creating the development determination of human resources and its primordial perspective lie, first of all, in the justification of the key goals of local self-government: vision, mission and strategic goals. Reconciling the differences between the needs and opportunities of the developed countries towards which we strive, and the transition processes that marked our approach to this issue, a completely new approach to this challenge was created. Based on the available information, scientific literature, this kind of research has not been carried out in Serbia, and for this reason it can be claimed that the obtained results are significant not only as scientific knowledge but also as a guideline for real practical solutions. Limitations in the preparation of this dissertation were related to extremely large differences in the size of local self-government units. This caused a somewhat more difficult and laborious approach to the management of large local governments, but perseverance, on the one hand, and exceptional willingness of the management to participate in this research, on the other, led to the realization of the research. The direction of further research is reflected in the deepening of this topic, which with the dissertation "Management of human resources in environmental protection" opened a new approach to the realization of the general strategy of sustainable development of the environment. The most important thing in the further course of future research is the assessment of the results and significance of the implementation of the proposed strategic concept in the form of a model of human resource management in the environmental protection of local governments.