Professional Documents
Culture Documents
Human Resource Accounting
Human Resource Accounting
Human resource Accounting is the process of identifying and reporting the Investments made in the Human Resources of an Organisation that are presently not accounted for in the conventional accounting practices. In simple terms, it is an extension of the Accounting Principles of matching the costs and revenues and of organising data to communicate relevant information in The Quantification of the value of Human Resources helps the management to cope up with the changes in its quantum and quality so that equilibrium can be achieved in between the required resources and the provi Human Resource Accounting provides useful information to the management, financial analysts and employees as stated below:1. Human Resource Accounting helps the management in Employment and utilisation of Human Resources. 2. It helps in deciding transfers, promotion, training and retrenchment of human resources 3. It provides a basis for the planning of physical assets vis-a-vis human resources 4. It helps in evaluating the expenditure incurred for imparting further education and training of employees in terms of the benefits derived by the firm. 5. It helps to identify the causes of high labour turnover at various levels and taking preventive measures to contain it. 6. It helps in locating the real cause for low return on investment, like improper or under-utilisation of physical assets or human resources or both 7. It helps in understanding and assessing the inner strength of an organisation and helps the management to steer the company well through the most averse and unfavourable circumstances. 8. It provides valuable information for persons interested in making long term investments in the firm.
9. 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-a-vis the expenditure incurred by the firm on him
Cost Approach
This approach is also called as acquisition cost model. This approach is developed by Brummet, Flamholmay tz and Pyle but the first attempt towards employee valuation made by a foot ware manufacturing company R. G. Barry Corporation of Columbus, Ohio with the help of Michigan University in 1967. This method measures the organizations investment in employees using the fiveparameters: recruiting, acquisition; formal training and, familiarization; informal training, Informal familiarization; experience; and development. this model suggest instead of charging the costs to p&l accounting it should be capitalized in balance sheet. The process of giving a status of asset to the expenditure item is called as capitalization. In case of human resource it is necessary to amortize the capitalized amount over a period of time. so here one will take the age of the employee at the time of recruitment and at the time of retirement. out of these a few employee may leave the organization before attaining the superannuation. This is similar to a physical asset. e.g.: If company spends one lakh on an employee recruited at 25 years, and he leaves the organization at the age 50, he serves the company for 25 years (his actual retirement age was 55 years). The company has recovered rupees 83333.33 so the unamortized amount of rupees 16666.66 should be charged to p&l account i.e. 100000\30=3333.33 3333.33*25=83333.33 100000-83333.33=16666.67 This method is the only method of human resource accounting which is based on sound accounting principals and policies. Limitations
The valuation method is based on false assumption that the dollar is stable.
5
Since the assets cannot be sold there is no independent check of valuation. This method measures only the costs to the organization but ignores completely any measure of the value of the employee to the organization (Cascio 3).
It is too tedious to gather the related information regading the human values.
where E (Vy) = expected value of a y year old persons human capital T = the persons retirement age Py (t) = probability of the person leaving the organisation I(t) = expected earnings of the person in period I R = discount rate Limitations
The measure is an objective one because it uses widely based statistics such as census income return and mortality tables. The measure assigns more weight to averages than to the value of any specific group or individual (Cascio 4-5).
The soundness of the valuation depends wholly on the information, judgment, and impartiality of the bidder (Cascio 5).
Expense model
According to Mirvis and Mac, (1976) this model focuses on attaching dollar estimates to the behavioral outcomes produced by working in an organization. Criteria such as absenteeism, turnover, and job performance are measured using traditional organizational tools, and then costs are estimated for each criterion. For example, in costing labor turnover, dollar figures are attached to separation costs, replacement costs, and training costs.
10
11