Nowadays human factor is considered one of the most important factors in company operations. That is why it is of high importance to manage them in a correct way, in order for the company to operate in the best possible way. Managing human potentials can be described as a scientific discipline, that is, a function of managing in organisations and relations to people who make up an organisation. Managing human potentials is influenced by different internal and external factors. The aim is to reduce external influence to the lowest level possible, and dedicate to internal structure of an organisation and development of human potentials, in accordance with the needs of the organisation. Employees' awareness of the importance of their contribution to the organisation should be raised, no matter their job position. Every effort, labour, devotion and above-average result of an employee should be rewarded. In that way, the employee will be motivated to achieve the best business result possible, which will ultimately contribute to overall business results of the organisation. Conflicts escalate very easily in public companies. The most common problem is interference of politics in company operations. Nepotism, cronyism and other negative occurrences are more common in public companies, rather than in private. The best solution would be if those kinds of occurrences never happened and the influence of politics minimalised. However, that is not the case. Therefore, a manager's task is to ensure optimal work conditions for all employees and to schedule them to appropriate job positions and follow and stimulate progress according to their abilities and company possibilities.