Abstract
With the trend of increasing globalization and global competition, HR must play a broader strategic role, beyond the scope of traditional administrative operations. But how HR links company strategy with HR strategy, and eventually turns HR into a strategic partner? What is the impact of HR performance on the company strategy, and how to evaluate it? HR scorecard is a management tool and measuring tool, built on the proven Balanced Scorecard theory. It clearly expresses the HR job results, the company earnings and shareholder value, and the association among. The development and promotion of HR Scorecard do not only improve HR management framework in a strategic asset, but also evaluate the contribution of assets to corporate performance significantly. Consequently, based on theory of HR Scorecard, this paper will focus on realizing the strategy into action by scorecard, understanding the challenges and difficulties faced through the adoption process for the HR organization, at the case, through the business cycle. Finally, this paper demonstrates and verifies the result of practices with the theory, then put forward suggestions and improvement for the case company. Currently, it is not widely accepted in Taiwan to use HR Scorecard to measure the performance of HR. I sincerely hope that this paper can be a practical reference for those who will adopt HR Scorecard in their future plan.