Study of Human Resource Accounting Practices: April 2018

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Study of Human Resource Accounting Practices
Research · April 2018

DOI: 10.9790/487X-17132224
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IOSR Journal of Business and Management (IOSR-JBM)
e-ISSN: 2278-487X, p-ISSN: 2319-7668. Volume 17, Issue 1.Ver. III (Jan. 2015), PP 22-24
www.iosrjournals.org
Study of Human Resource Accounting Practices

Ganesha K S
Assistant Professor, MBA-VTU, Dayananda Sagar College of Engineering, Bangalore, India
Abstract: Human Resource Accounting (HRA) was introduced in 1980s, it is the process of identifying,
communicating, and measuring data about human resources. It is highly complicated in today’s market to find
well knowledge, and highly motivated people. But Human Resource is one of the most important operations for
any organization or business. Without the human involvement can lose its efficiency in work, and all the areas
of business and levels human efficiency is required with machine efficiency. Thus companies have to recognize
and appreciate the value of their employees. It is worth and capital investments. The objective of this paper is to
study the Human Resources Accounting practices, to identify challenges and issues, and to give suggestions
based on the findings of the study.
Keywords: Capital investment, Human Resource Accounting (HRA), HRA Challenges, HRA Issues, HRA
Practices.
I. Introduction
Human Resource Accounting (HRA) is to measure the value and cost of the people in the organization,
it measures the cost incurred to recruit, hire, train and develop employees and managers. After measuring, the
organization prepares a report, that report is called HRA Report. The report can be viewed by employees,
managers and outside investors.
The concept of human resource accounting was first developed in the year 1961 by Sir William Petty,
but truly begins in the 1960 by Renis Likert. Mainly the success factor for any knowledge based company is its
intelligence and skilled workforce.”Real assets will not appreciate much as businesses get commoditized;
innovation and Intellectual power are going to be the key to the future” (Mohandas Pai, CFO, INFOSYS).
Definitions
“Human Resource Accounting is an attempt to identify and report investment made in resource of the
organization that are not presently accounted for under conventional accounting practice”
[ By Woodruff ]
“Human Resource Accounting as a term used to describe a variety of proposals that seek to report and
emphasize the importance of human resource-Knowledgeable, trained and loyal employees-in a company’s
earnings process and total assets” [Prof. Sidney Davidson ]
“It is a process of identifying and measuring data about human resources and communicating this
information to interested parties” [American Accounting Association]
II. Objective Of HRA

The main objective is to measure the value of Human Resources in the corporate financial statements.
i) To study the Human Resources Accounting practices.
ii) To examine and identify the challenges and issues.
iii) The value of Human Resource at different levels of organization.
iv) To determine the human resource efficiency quotient.
v) To give suggestions based on findings of the study
III. Human Resource Accounting Practicing companies

HRA has been contributed many benefits, but many different industries its applications and
development has not been encouraging because Indian Companies Act 1956 it does not provide any scope in
financial statement. There are some companies both public and private who presently reporting human assets
valuation those are:
1. Oil and Natural Gas COMMISSIONING(ONGC)
2. Steel Authority of India Ltd(SAIL)
3. Electric India Ltd
4. Bharat Heavy Electrical Ltd(BHEL)
5. Oil India Ltd
6. Mineral and Metal Trading Corporation of India(MMTC)
DOI: 10.9790/487X-17132224 www.iosrjournals.org 22 | Page

Study Of Human Resource Accounting Practicies
7. Tata Engineering and Locomotive Works

8. National Thermal Power Corporation Ltd(NTPC)
IV. Models To Identify Human Resource

A) Replacement cost Model
It is one of the several methods of determining the value of an insured item. It is of two types,
individual placement cost and positional replacement cost, where costs come under individual replacement cost,
cost of recruiting, selecting, training and development. When the employee moves from one organization to
another by leaving his present position, vacancy carrying and other relevant cost these types come under
positional cost.
B) Historical Cost Method

This method was adopted in 1969 by R.G.Barry Corporation which was Footwear Company in USA,
Columbus. This method calculates cost incurred on selecting, recruiting, hiring, training & development of
human resource. Historical cost does not generally reflect current market valuation.
C) Opportunity Cost Model

It was first described in 1848 by French classical economist, expressing “the basic relationship between
scarcity and choice”. Opportunity Cost is not restricted to monetary or financial costs.
“The cost of an alternative that must be forgone in order to pursue a certain action, the benefits you could have
received by taking an alternative action.”
D) Stochastic Rewards Model

This model was developed by Eric G.Flamholtz, recognized some major variables which helps to
determine the value of an individual to the organization. He defined that movement of employees from one
organization to the other organization as Stochastic Process. So he has suggested some approaches to assess the
value of HR of the company.
E (RV) = expected realizable value

Rt= Value derived by an organization in each possible state
P (Rt) = Probability that the organization will have Rt
T= time
n=state of exit
i=1, 2, 3
r=discount rate
V. Lev And Schwartz Compensation Model

This model was developed by Lev and Schwartz in 1971 for human resource valuing. It is popular for
calculating the value of HR by public sector like SAIL and BHEL, based future earnings of an employee till his
retirement. The works in this model have been categorized groups such as unskilled, semi-skilled, technical
staff, managerial staff and on different age groups.
VI. Benefits Of Human Resource Accounting

Human Resource Accounting is developed to reimburse the employee for expenses not covered by any
other health plan, where the good manager keeps his subordinates high to contribute maximum to the
organization.
a) Proper investment:
a. The investment in human resource can be seen whether the fund invested in business properly or not. If the
investment is in excess, efforts should be made to control it.
b) Cost of developing Human Resources

a. Human Resource Accounting will provide the cost for human resources in the business, this enable the cost
of labor turn over.

Study Of Human Resource Accounting Practicies
c) Improving employee efficiency

a. It helps the employees in improving their performance and bargaining power .it makes each employee
understand his contribution towards the betterment of the firm vis-à-vis the expenditure incurred by the firm
on him.
d) Calculate Return on Investment(ROI)

a. The return on investment can be calculated only when the investment on human resource is also considered.
The ROI is useful because there is an investment on human.
VII. Perceptions
Bricker et al. (1995) and Previts et al. (1994) they proposed that analyst will react negatively to any
parting from accepted accounting practice. Porter (1995) and Hines (1988) suggest that accountants define or
shape user perception of reality when employing accepted accounting recognition criteria. Capitalizing a human
resource asset on the financial statements using replacement cost methodology deviates significantly from
current acceptable accounting practice. Porter (1995) might imply that, not only accepted practice but also
fundamental assumptions made to preserve an insecure accounting profession’s misunderstanding of “objective”
financial reporting, analysts would judge it as less reliable.
His literature suggests that financial analysts receiving information presented under a replacement cost
framework are more likely to allow their perceptions regarding available information reliability to overcome any
perceived relevance of the presented training cost information.
VIII. Problems With The Current Practice Of Accounting For Human Resource
In this accounting principles treat all labor costs, including benefits, wages, training, recruiting as
expenses. This is similar to commodities such as materials or supplies, and labor moved from the farm to the
factory due to capital concentration in and near major cities. While accepting the accounting theory the long-
term nature of capital assets and natural resource reserves, the current accounting system masks labor’s long
term contributions to the firm. The accounting methodology has addressed current trends in the economy
regarding non capital assets, with a general change toward a market-to-market.
IX. Conclusion
Where HRA would give an organization a right vision towards the way forward, but most of the
organizations do not value their plans and human resources to implement of HR are at a very early stage. So
they should more concentrate on both theoretical as well as practical. Hence considering the importance of
HRA, the government has to take proper initiation as well as the Professional Boards at the national and
international levels in respect of formulation of special accounting standard, and valuation models on the
measurement and reporting of the value of HR.
References
Journal Papers:
[1] Guru Prasad Puttu (2009) “Human Resource Accounting Issues and Challenges, ICIMP Journal of Accounting Review, Jaipur,
Volume II,
[2] Bonner, S. E., and Walker, P. L. (1994) "The Effects of Instruction and Experience on the Acquisition of Auditing Knowledge," The
Accounting Review 157-178.
Books:
[3] Flamholtz, E. G. 1947 Human Resource Accounting. Encino, Dickenson.
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See discussions, stats, and author profiles for this publication at: https://www.researchgate.

Study of Human Resource Accounting Practices

Research · April 2018

The user has requested enhancement of the downloaded file.

Study of Human Resource Accounting Practices

II. Objective Of HRA

III. Human Resource Accounting Practicing companies

DOI: 10.9790/487X-17132224 www.iosrjournals.org 22 | Page

7. Tata Engineering and Locomotive Works

IV. Models To Identify Human Resource

B) Historical Cost Method

C) Opportunity Cost Model

D) Stochastic Rewards Model

E (RV) = expected realizable value

V. Lev And Schwartz Compensation Model

VI. Benefits Of Human Resource Accounting

b) Cost of developing Human Resources

DOI: 10.9790/487X-17132224 www.iosrjournals.org 23 | Page

c) Improving employee efficiency

d) Calculate Return on Investment(ROI)

DOI: 10.9790/487X-17132224 www.iosrjournals.org 24 | Page

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