In healthcare organizations, talent management represents an important mechanism for ensuring the continuity of service quality, given that overall performance largely depends on employees’ knowledge and competencies. The aim of this study was to examine employees’ perceptions of talent management practices in healthcare organizations in the Republic of Serbia. The research was conducted using a questionnaire on a sample of 151 employees. Adapted scales from previous studies were applied, and the data analysis included principal component analysis and non-parametric tests. The results suggest that perceptions of talent management practices can be structured along two dimensions: talent identification and development, and talent evaluation and reward. Both dimensions demonstrate very high reliability and jointly account for a substantial portion of the variance. Descriptive findings indicate that these practices are present at a moderate level, with mean values slightly below the theoretical midpoint of the scale. In the inferential analysis, a statistically significant difference was identified only with respect to gender in the dimension of talent identification and development, whereas no significant differences were observed in relation to age, tenure, or education

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