Hr Scorecard as An Effective Tool of Talent Management in The in Social Service Organizations

The paper deals with the issue of Human Resource Scorecard (HR Scorecard) as an effective tool for developing the talent management process in social service organizations. The aim of paper is to find out the dependencies between different variables that affect the use of HR Scorecard. The core of the research consisted of hypotheses, which were tested using statistical methods. To analyze the dependencies between the variables, we chose the Chi-square Test of Independence. The hypotheses were established on the basis of the literature review and the HR research conducted so far. In this paper, we verified the dependencies between social service organization size and HR Scorecard usage as well as the dependencies between the form of ownership and HR Scorecard usage. In the case of the relationship between the size of the social service organization and the use of HR Scorecard, the p-value reached 0.0351971, indicating that there is a relationship between these factors. In the case of equity participation, the p-value reached the level of 0.329678, indicating that there is no statistically significant relationship between these factors. The intention of the paper was to present the HR Scorecard as a suitable tool for talent management processes, with the help of which social service organizations will achieve higher performance and motivation of their employees and thus bring the expected benefits not only for investors, but also for other stakeholders.