Dear Rashmi,
HR Scorecard is primarily a measurement tool. Whereas HR Matrix reflects information and authority flow. The implementation, requirement and finally the result from these two are entirely different.
Suppose you have an HR Department and you wish to test the effectiveness. You need to create an HR Scorecard which is aligned with the processes and system and set parameters to benchmark performance.
Whereas you have an organization which have many people working in a hairball structure. You need to understand the individual deliverables and responsibilities. You would take the KRA and the organization structure where you can create a matrix which will show who is responsible for which decision making, what are the protocols to be maintained and who all needs to be informed when there are any updates. Often Skill-matrix is referred to as HR Matrix, but you need to be sure, they mean Skill-matrix.
Please read the attached articles , documents and discussions to understand it beyond this. You would need to raise questions in this thread, to gain complete understanding before Saturday. Wish you all the best.
The power of HR Scorecard
All about HR Balance Scorecard
A six step approach to implement HR Scorecard
The road to HR Matrix <link updated to site home> ( Search On Cite | Search On Google )
What is HR Matrix
Designing Authority Matrix <link updated to site home> ( Search On Cite | Search On Google )
Regards,
(Cite Contribution)