Make in India Campaign: A Role and Impact of Human Resource ValuationTapasya123
Make in India project launched by Prime Minister Narendra Modi on September 25th 2014, which is a national program shaped to facilitate investment (domestic and foreign) in India for foster investment and innovation and to build a strong and skilled human resource. Rapidly extending global competition has provided the manufactures from around the world the opportunities of low cost labour, raw material, high profit making market. Over focused on the employment generations, growing trade and increasing economic growth and sustain the overall development. In order to make India a manufacturing hub its human resource will play an important role. Human resource element never to be ignored to build the country’s economic growth, this one is most desired organ of a business demand careful capitalisation and continuous innovations. This study discussed about the impact of human resource valuation for make in India campaign. The make in India campaign will bring in globalisation which in turn will create tremendous opportunities.
Make in India Campaign:A Role and Impact of Human Resource valuationprofessionalpanorama
Make in India project launched by Prime Minister Narendra Modi on
September 25th 2014, which is a national program shaped to facilitate
investment (domestic and foreign) in India for foster investment and
innovation and to build a strong and skilled human resource. Rapidly
extending global competition has provided the manufactures from around
the world the opportunities of low cost labour, raw material, high profit
making market. Over focused on the employment generations, growing
trade and increasing economic growth and sustain the overall
development. In order to make India a manufacturing hub its human
resource will play an important role. Human resource element never to be
ignored to build the country’s economic growth, this one is most desired
organ of a business demand careful capitalisation and continuous
innovations. This study discussed about the impact of human resource
valuation for make in India campaign. The make in India campaign will
bring in globalisation which in turn will create tremendous opportunities.
An appraisal of HR accounting in banking sectorNiharika Kumar
This project expresses an empirical study with the objective mainly to appraise the human resources in financial terms in banking sector and to analyze the Productivity of employees in the same. The data collected for this purpose is mainly by secondary authentic sources, the number of banks which we took for the study are 5 (SBI, HDFC, Axis, ICICI, Kotak Mahindra) contributing to approximately 80% of the market share in India and the period of study extends from the financial year 2013-14 to 2015- 2016.
How Intellectual Capital Effects Firm’s Financial PerformanceHendra Gunawan
This study examined the effect of intellectual capital on the financial performance of the company. Independent variables consisted of structural capital efficiency (SCE), human capital efficiency (HCE), capital employed efficiency (CEE) control variables used in this research are the size and leverage. The population of this study are non-financial companies listed on the Indonesian Stock Exchange (BEI) 2014. Samples were selected using purposive sampling method and obtained 232 companies. This study using simple regression analysis and descriptive statistics for the analysis of the data processed by SPSS 22. Results showed that HCE has negative effect on the financial performance, SCE has significant positive effect on financial performance, and CEE has significant positive effect on financial performance. The limitation in the study is sample that are used only limited to the non-financial sector companies listed on the Indonesia Stock Exchange 2014. Future studies are expected to use other measurements to measure intellectual capital and value of the company, and further research is also expected to increase the research data and select other industrial sectors.
Study of Human Resource Accounting Practicesiosrjce
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.
Make in India Campaign: A Role and Impact of Human Resource ValuationTapasya123
Make in India project launched by Prime Minister Narendra Modi on September 25th 2014, which is a national program shaped to facilitate investment (domestic and foreign) in India for foster investment and innovation and to build a strong and skilled human resource. Rapidly extending global competition has provided the manufactures from around the world the opportunities of low cost labour, raw material, high profit making market. Over focused on the employment generations, growing trade and increasing economic growth and sustain the overall development. In order to make India a manufacturing hub its human resource will play an important role. Human resource element never to be ignored to build the country’s economic growth, this one is most desired organ of a business demand careful capitalisation and continuous innovations. This study discussed about the impact of human resource valuation for make in India campaign. The make in India campaign will bring in globalisation which in turn will create tremendous opportunities.
Make in India Campaign:A Role and Impact of Human Resource valuationprofessionalpanorama
Make in India project launched by Prime Minister Narendra Modi on
September 25th 2014, which is a national program shaped to facilitate
investment (domestic and foreign) in India for foster investment and
innovation and to build a strong and skilled human resource. Rapidly
extending global competition has provided the manufactures from around
the world the opportunities of low cost labour, raw material, high profit
making market. Over focused on the employment generations, growing
trade and increasing economic growth and sustain the overall
development. In order to make India a manufacturing hub its human
resource will play an important role. Human resource element never to be
ignored to build the country’s economic growth, this one is most desired
organ of a business demand careful capitalisation and continuous
innovations. This study discussed about the impact of human resource
valuation for make in India campaign. The make in India campaign will
bring in globalisation which in turn will create tremendous opportunities.
An appraisal of HR accounting in banking sectorNiharika Kumar
This project expresses an empirical study with the objective mainly to appraise the human resources in financial terms in banking sector and to analyze the Productivity of employees in the same. The data collected for this purpose is mainly by secondary authentic sources, the number of banks which we took for the study are 5 (SBI, HDFC, Axis, ICICI, Kotak Mahindra) contributing to approximately 80% of the market share in India and the period of study extends from the financial year 2013-14 to 2015- 2016.
How Intellectual Capital Effects Firm’s Financial PerformanceHendra Gunawan
This study examined the effect of intellectual capital on the financial performance of the company. Independent variables consisted of structural capital efficiency (SCE), human capital efficiency (HCE), capital employed efficiency (CEE) control variables used in this research are the size and leverage. The population of this study are non-financial companies listed on the Indonesian Stock Exchange (BEI) 2014. Samples were selected using purposive sampling method and obtained 232 companies. This study using simple regression analysis and descriptive statistics for the analysis of the data processed by SPSS 22. Results showed that HCE has negative effect on the financial performance, SCE has significant positive effect on financial performance, and CEE has significant positive effect on financial performance. The limitation in the study is sample that are used only limited to the non-financial sector companies listed on the Indonesia Stock Exchange 2014. Future studies are expected to use other measurements to measure intellectual capital and value of the company, and further research is also expected to increase the research data and select other industrial sectors.
Study of Human Resource Accounting Practicesiosrjce
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.
HRA Practises and its Effect on the Business Organisationsijtsrd
Human resource accounting it is the process of identifying, measuring the data about human resource. It is highly complicated in the today's market find well knowledge, coached and highly motivated people. But human resource is most important in any organization for work in efficiency and to effective work of human with the machine efficiency. And it is worth and capital investment. It is helps to invest the investors of the company. The article highlights the significance of human resource valuation and methods to measure the human assets value. The article depicts the advantages of the human resource accounting. Prof. Rekha D. M | Pavithra G R ""HRA Practises and its Effect on the Business Organisations"" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-3 | Issue-4 , June 2019, URL: https://www.ijtsrd.com/papers/ijtsrd23877.pdf
Paper URL: https://www.ijtsrd.com/management/hrm-and-retail-business/23877/hra-practises-and-its-effect-on-the-business-organisations/prof-rekha-d-m
The purpose of this study was to examine the effect of intellectual capital which proxied by VAICTM by Pulic (1999) and the average growth of intellectual capital (VAIC™) to firm performance. The data used in this study is the first 140 companies listed on the Stock Exchange which is divided into two sectors, manufacturing and non-manufacturing industry which following to research hypothesis. The results showed that the intellectual capital has significant effect to firm performance when firm performance is proxied by the ROA, not by ROE. And the average growth of intellectual capital has a significant effect to firm performance if the company's performance is proxied by ROE and ROA.
Intellectual Capital Impact on Organizations’ PerformanceIJAEMSJORNAL
The abundance of traditional financial evaluation methods reflects historical performances. It is necessary to consider such elements which add value off-balance sheet towards growth. It is argued that there is the difference between book value and market value of a firm, and that difference could be explained by intellectual capital profile. The study is proposed to investigate the impact of six intellectual capital elements human capital, structural capital, customer capital, technology capital, social capital and spiritual capital on the overall performance of the firms. The impactis diagnosed. A developed questionnaire is used to conduct the study. Correlation analysis depicts the data, OLS is used to conduct the analysis.
Innovative Human Resource Practices In Indian Banks: A Study From Hr Manager’...IJERA Editor
Banking sector is one of the vital financial pillars of Indian economy. The liberalization policy has affected the
competitiveness of banks due to the global pressures resulting into combination of Human Resource
Management with business policies. The survey by Boston Consulting Group (BCG) and Indian Bank’s
Association (IBA) report that the Indian banking industry will face two upcoming challenges that is an
economically viable solution for financial inclusion and human resources framework in next one decade. While
the first challenge demands unusual innovation and experimentation, the second threatens to cripple the ability
of the largest segment of the banking industry from being able to innovate and stay competitive. The unique
complexities of the public sector make conventional HR solutions ineffective. The initiatives like “Pradhan
Mantri Jan-Dhan Yojana” by the Honourable Prime Minister of India, banks contribution in the financial
inclusion has boosted up, but the employee’s expectations from the industry have also arisen. This calls for a
need to innovate the earlier HR practices of the banks so that the employee productivity can be enhanced. This
paper aims to provide an insight to such innovations, related to Human Resource Management with the help of a
primary study based on the viewpoints of HR managers of six different Indian banks both from public and
private sector. These innovative HRM practices have been listed under seven different heads of HRM namely
recruitment & selection, training and development, performance management, compensation management,
career development, employee motivation and employee security. A few of the earlier studies have also been
referred for the final conclusions. The level of implementation of these innovations may not be satisfactory, yet
the implementation has been started and the favourable results in the productivity will make these banks feel
how important these are for their growth. It has been found that convergence of practices of new and innovative
HR areas will benefit the banks to become more competitive.
Human Resource Management in Hospitality Multinational Enterprises: An Empiri...IOSR Journals
The increasing liberalisation, privatisation and globalisation (LPG) combined with an ever increasing shortage of professional manpower and advances in technology has resulted in large scale changes to human resource management practices throughout the world and Asia-Pacific region firms are unlikely to be immune from these challenges. An exploratory study was conducted with hospitality multinational enterprises (MNEs), based in India to assess their human resource management practices and comparing these practices with foreign multinational enterprises (MNEs) operating in India. A key aim of the study was to establish if the human resource management practices of MNEs that operate in the important hospitality industry, are aligned with global practices. Using data collected from hospitality multinational enterprises located in India, we compare the two groups on specific HRM practices. The aim is to show how HRM practices of Indian MNEs differ from those of foreign MNEs and examine the extent and the way these HRM practices reflect firm specific factors such as nationality, age (years), number of employees and industry sector. The empirical results indicate that HR practices in India reflect firm-specific factors to a great extent. Moreover, they imply that in some areas MNEs have realised a considerable degree of adaptation, embracing practices that are in line with the Indian environment. A salient focus of the study is to assess if globalised foreign owned MNEs are more likely to align their HRM practices with global trends rather than with the practices employed by locally owned MNEs. The findings are discussed in terms of implications for HR practitioners, particularly those in Indian
Intellectual capital is an important dimension of entrepreneurship orientation that
highly contributes in the performance of the small and medium-sized enterprises
(SMEs). The measurements of intellectual capital more concern about employees’
knowledge, trademarks, patents, compensation and rewards. This study aims to
examine the relationship between knowledge management and organizational
performance among Malaysian food and beverage SMEs. It also identifies whether or
not protecting patents and trademarks positively contributes in organizational
performance. The primary data was collected through quantitative method and 262
questionnaire administered within food and Beverage SMEs in the Malaysian State of
Selangor. The findings indicated a positive relationship between knowledge
management and organizational performances. A good management of employees’
knowledge adds value to the firms and make them competitive in the market economy.
Apart from knowledge, the study found that protecting patents and trademarks can
positively contribute in the performance of SMEs. Also, the study identified moderate
positive correlations between compensation and reward with organizational
performance. To improve the performance of the firms, SMEs has to adopt effective
techniques such as compensation and reward that encourage employees to sincerely
perform their tasks and utilize their knowledge and effort for the purpose of profit
maximization
This research is a type of quantitative research, to determine the pattern of the relationship between profitability,
macroeconomics, capital structure and company value in manufacturing companies listed on the Stock Exchange for the
2014-2018 period. The unit of analysis in this study is financial reports, while the population is all manufacturing
companies. of this population,
Effect of Human Resource Accounting on Firms Value A Study of Selected Firms ...ijtsrd
This study evaluated the effect of Human Resource Accounting on Firm’s value A study of selected firm’s quoted on the Nigerian stock exchange. The study adopted ex post facto research design. The population of the study was 116 firms categorized as non financial services sector. Purposive sampling technique was used and 76 firms were considered which had secondary data information that covered a period of 10years from 2010 2020. The regression analysis hypothesis testing was done with the aid of linear structural relations LISREL 8.80 student edition. Data were sourced from annual reports and accounts and Nigerian stock exchange fact book 2020. Finding using market value measures for firm performance showed that Staff Training and Development cost has no significant positive effect on PEPS and Tobin’s Q of the quoted non–financial service firms. Increment in number of staff has no significant positive effect on PEPS and Tobin’s Q of quoted non–financial service firms . The study concluded that Human Resource Accounting affects corporate performance of non financial service firms quoted on the Nigerian Stock Exchange. It is therefore recommended among others, that staff training and development has to be a regular program both on the job and off the job tailored towards filling the identified skills and attitude gaps in the company. Godwin, Adaobi Ozioma | Udeh, Francis N. P. "Effect of Human Resource Accounting on Firms Value: A Study of Selected Firms Quoted on the Nigerian Stock Exchange" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-6 | Issue-1 , December 2021, URL: https://www.ijtsrd.com/papers/ijtsrd47762.pdf Paper URL: https://www.ijtsrd.com/management/accounting-and-finance/47762/effect-of-human-resource-accounting-on-firms-value-a-study-of-selected-firms-quoted-on-the-nigerian-stock-exchange/godwin-adaobi-ozioma
Human Resources Accounting and Shareholders’ Wealth of Deposit Money Banks in...ijtsrd
The study examined relationship between human resources accounting and shareholders’ wealth of Deposit Money Banks in Nigeria. The data were collected from annual reports of the sixteen Deposit Money Banks listed on the Nigerian Stock Exchange for period twelve years from 2006 to 2017.The study employed static panel data Random Effect Model to analyse the relationship between human resource accounting and shareholders ‘wealth of Money Deposit Banks in Nigeria .Return on assets ROE was used as proxy of shareholders ‘wealth while directors remuneration, salaries and wages, pension cost and training costs were used as the proxies of human resources accounting. The random effect result shows that all the variables have insignificant positive relationship with return to equity except pension that has insignificant negative relationship. This implies that none of the explanatory variables has significant impact on returns to equity. The overall result which is R Square reported that the value of 0.0045 and adjusted R value of .09315 which indicated the explanatory variables are insignificant to explained the dependent variable. The R Square value is extremely low indicating that the explanatory variables are not good fit measures for return on equity. This result too corroborates the random effect result that the variables of human resources are not significantly impacting the return on equity as a measure of Nigerian banks’ shareholder ‘wealth. Based on the results of this study, therefore, the study concludes that almost all the regressors are capable of improving the human assets except pension of the staff. Afolalu Anthony Buyide | Ezeala George "Human Resources Accounting and Shareholders’ Wealth of Deposit Money Banks in Nigeria" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-6 | Issue-2 , February 2022, URL: https://www.ijtsrd.com/papers/ijtsrd49456.pdf Paper URL: https://www.ijtsrd.com/management/accounting-and-finance/49456/human-resources-accounting-and-shareholders’-wealth-of-deposit-money-banks-in-nigeria/afolalu-anthony-buyide
Dissertation on Human Resource Accounting in Airlines industry in Indiashadabjamia88
Dissertation on Human Resource Accounting in Airlines industry in India, with special focus on AirIndia...
It was prepared by Faheem Khan of MTA Master of Tourism Administration from AMU Aligarh...
Make in india campaign a role and impact of human resource valuationTapasya123
Make in India project launched by Prime Minister Narendra Modi on
September 25th 2014, which is a national program shaped to facilitate
investment (domestic and foreign) in India for foster investment and
innovation and to build a strong and skilled human resource. Rapidly
extending global competition has provided the manufactures from around
the world the opportunities of low cost labour, raw material, high profit
making market. Over focused on the employment generations, growing
trade and increasing economic growth and sustain the overall
development. In order to make India a manufacturing hub its human
resource will play an important role. Human resource element never to be
ignored to build the country’s economic growth, this one is most desired
organ of a business demand careful capitalisation and continuous
innovations. This study discussed about the impact of human resource
valuation for make in India campaign. The make in India campaign will
bring in globalisation which in turn will create tremendous opportunities.
Human Capital Efficiency and Performance of Listed Manufacturing Firms in Nig...ijtsrd
This study examines the relationship between Human capital Efficiency and performance of listed manufacturing firms in Nigeria. The study analyzed human capital efficiency dimension of human capital efficiency and relational capital efficiency, while performance was analyzed with return on capital employed and earnings per share. Ex post facto research design was adopted for the study. The population of this study was listed manufacturing firms in Nigeria Stock Exchange from 2015 2019. Pearson Product Moment Correlation Coefficient and multivariate regression were statistical tools used and the secondary data were analyzed with the aid of SPSS version 25, we concluded that Human capital efficiency and Relational capital efficiency significantly relates with return on capital employed and earning per shares of listed manufacturing firms in Nigeria in the period of this study and recommend that Nigerian manufacturing firms must develop strategies to invest adequately in different human capital components. Dr. Odogu, Laime Isaac | Obalakumo, Anderson Pereowei "Human Capital Efficiency and Performance of Listed Manufacturing Firms in Nigeria" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-7 | Issue-4, August 2023, URL: https://www.ijtsrd.com/papers/ijtsrd59696.pdf Paper Url:https://www.ijtsrd.com/humanities-and-the-arts/education/59696/human-capital-efficiency-and-performance-of-listed-manufacturing-firms-in-nigeria/dr-odogu-laime-isaac
HRA Practises and its Effect on the Business Organisationsijtsrd
Human resource accounting it is the process of identifying, measuring the data about human resource. It is highly complicated in the today's market find well knowledge, coached and highly motivated people. But human resource is most important in any organization for work in efficiency and to effective work of human with the machine efficiency. And it is worth and capital investment. It is helps to invest the investors of the company. The article highlights the significance of human resource valuation and methods to measure the human assets value. The article depicts the advantages of the human resource accounting. Prof. Rekha D. M | Pavithra G R ""HRA Practises and its Effect on the Business Organisations"" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-3 | Issue-4 , June 2019, URL: https://www.ijtsrd.com/papers/ijtsrd23877.pdf
Paper URL: https://www.ijtsrd.com/management/hrm-and-retail-business/23877/hra-practises-and-its-effect-on-the-business-organisations/prof-rekha-d-m
The purpose of this study was to examine the effect of intellectual capital which proxied by VAICTM by Pulic (1999) and the average growth of intellectual capital (VAIC™) to firm performance. The data used in this study is the first 140 companies listed on the Stock Exchange which is divided into two sectors, manufacturing and non-manufacturing industry which following to research hypothesis. The results showed that the intellectual capital has significant effect to firm performance when firm performance is proxied by the ROA, not by ROE. And the average growth of intellectual capital has a significant effect to firm performance if the company's performance is proxied by ROE and ROA.
Intellectual Capital Impact on Organizations’ PerformanceIJAEMSJORNAL
The abundance of traditional financial evaluation methods reflects historical performances. It is necessary to consider such elements which add value off-balance sheet towards growth. It is argued that there is the difference between book value and market value of a firm, and that difference could be explained by intellectual capital profile. The study is proposed to investigate the impact of six intellectual capital elements human capital, structural capital, customer capital, technology capital, social capital and spiritual capital on the overall performance of the firms. The impactis diagnosed. A developed questionnaire is used to conduct the study. Correlation analysis depicts the data, OLS is used to conduct the analysis.
Innovative Human Resource Practices In Indian Banks: A Study From Hr Manager’...IJERA Editor
Banking sector is one of the vital financial pillars of Indian economy. The liberalization policy has affected the
competitiveness of banks due to the global pressures resulting into combination of Human Resource
Management with business policies. The survey by Boston Consulting Group (BCG) and Indian Bank’s
Association (IBA) report that the Indian banking industry will face two upcoming challenges that is an
economically viable solution for financial inclusion and human resources framework in next one decade. While
the first challenge demands unusual innovation and experimentation, the second threatens to cripple the ability
of the largest segment of the banking industry from being able to innovate and stay competitive. The unique
complexities of the public sector make conventional HR solutions ineffective. The initiatives like “Pradhan
Mantri Jan-Dhan Yojana” by the Honourable Prime Minister of India, banks contribution in the financial
inclusion has boosted up, but the employee’s expectations from the industry have also arisen. This calls for a
need to innovate the earlier HR practices of the banks so that the employee productivity can be enhanced. This
paper aims to provide an insight to such innovations, related to Human Resource Management with the help of a
primary study based on the viewpoints of HR managers of six different Indian banks both from public and
private sector. These innovative HRM practices have been listed under seven different heads of HRM namely
recruitment & selection, training and development, performance management, compensation management,
career development, employee motivation and employee security. A few of the earlier studies have also been
referred for the final conclusions. The level of implementation of these innovations may not be satisfactory, yet
the implementation has been started and the favourable results in the productivity will make these banks feel
how important these are for their growth. It has been found that convergence of practices of new and innovative
HR areas will benefit the banks to become more competitive.
Human Resource Management in Hospitality Multinational Enterprises: An Empiri...IOSR Journals
The increasing liberalisation, privatisation and globalisation (LPG) combined with an ever increasing shortage of professional manpower and advances in technology has resulted in large scale changes to human resource management practices throughout the world and Asia-Pacific region firms are unlikely to be immune from these challenges. An exploratory study was conducted with hospitality multinational enterprises (MNEs), based in India to assess their human resource management practices and comparing these practices with foreign multinational enterprises (MNEs) operating in India. A key aim of the study was to establish if the human resource management practices of MNEs that operate in the important hospitality industry, are aligned with global practices. Using data collected from hospitality multinational enterprises located in India, we compare the two groups on specific HRM practices. The aim is to show how HRM practices of Indian MNEs differ from those of foreign MNEs and examine the extent and the way these HRM practices reflect firm specific factors such as nationality, age (years), number of employees and industry sector. The empirical results indicate that HR practices in India reflect firm-specific factors to a great extent. Moreover, they imply that in some areas MNEs have realised a considerable degree of adaptation, embracing practices that are in line with the Indian environment. A salient focus of the study is to assess if globalised foreign owned MNEs are more likely to align their HRM practices with global trends rather than with the practices employed by locally owned MNEs. The findings are discussed in terms of implications for HR practitioners, particularly those in Indian
Intellectual capital is an important dimension of entrepreneurship orientation that
highly contributes in the performance of the small and medium-sized enterprises
(SMEs). The measurements of intellectual capital more concern about employees’
knowledge, trademarks, patents, compensation and rewards. This study aims to
examine the relationship between knowledge management and organizational
performance among Malaysian food and beverage SMEs. It also identifies whether or
not protecting patents and trademarks positively contributes in organizational
performance. The primary data was collected through quantitative method and 262
questionnaire administered within food and Beverage SMEs in the Malaysian State of
Selangor. The findings indicated a positive relationship between knowledge
management and organizational performances. A good management of employees’
knowledge adds value to the firms and make them competitive in the market economy.
Apart from knowledge, the study found that protecting patents and trademarks can
positively contribute in the performance of SMEs. Also, the study identified moderate
positive correlations between compensation and reward with organizational
performance. To improve the performance of the firms, SMEs has to adopt effective
techniques such as compensation and reward that encourage employees to sincerely
perform their tasks and utilize their knowledge and effort for the purpose of profit
maximization
This research is a type of quantitative research, to determine the pattern of the relationship between profitability,
macroeconomics, capital structure and company value in manufacturing companies listed on the Stock Exchange for the
2014-2018 period. The unit of analysis in this study is financial reports, while the population is all manufacturing
companies. of this population,
Effect of Human Resource Accounting on Firms Value A Study of Selected Firms ...ijtsrd
This study evaluated the effect of Human Resource Accounting on Firm’s value A study of selected firm’s quoted on the Nigerian stock exchange. The study adopted ex post facto research design. The population of the study was 116 firms categorized as non financial services sector. Purposive sampling technique was used and 76 firms were considered which had secondary data information that covered a period of 10years from 2010 2020. The regression analysis hypothesis testing was done with the aid of linear structural relations LISREL 8.80 student edition. Data were sourced from annual reports and accounts and Nigerian stock exchange fact book 2020. Finding using market value measures for firm performance showed that Staff Training and Development cost has no significant positive effect on PEPS and Tobin’s Q of the quoted non–financial service firms. Increment in number of staff has no significant positive effect on PEPS and Tobin’s Q of quoted non–financial service firms . The study concluded that Human Resource Accounting affects corporate performance of non financial service firms quoted on the Nigerian Stock Exchange. It is therefore recommended among others, that staff training and development has to be a regular program both on the job and off the job tailored towards filling the identified skills and attitude gaps in the company. Godwin, Adaobi Ozioma | Udeh, Francis N. P. "Effect of Human Resource Accounting on Firms Value: A Study of Selected Firms Quoted on the Nigerian Stock Exchange" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-6 | Issue-1 , December 2021, URL: https://www.ijtsrd.com/papers/ijtsrd47762.pdf Paper URL: https://www.ijtsrd.com/management/accounting-and-finance/47762/effect-of-human-resource-accounting-on-firms-value-a-study-of-selected-firms-quoted-on-the-nigerian-stock-exchange/godwin-adaobi-ozioma
Human Resources Accounting and Shareholders’ Wealth of Deposit Money Banks in...ijtsrd
The study examined relationship between human resources accounting and shareholders’ wealth of Deposit Money Banks in Nigeria. The data were collected from annual reports of the sixteen Deposit Money Banks listed on the Nigerian Stock Exchange for period twelve years from 2006 to 2017.The study employed static panel data Random Effect Model to analyse the relationship between human resource accounting and shareholders ‘wealth of Money Deposit Banks in Nigeria .Return on assets ROE was used as proxy of shareholders ‘wealth while directors remuneration, salaries and wages, pension cost and training costs were used as the proxies of human resources accounting. The random effect result shows that all the variables have insignificant positive relationship with return to equity except pension that has insignificant negative relationship. This implies that none of the explanatory variables has significant impact on returns to equity. The overall result which is R Square reported that the value of 0.0045 and adjusted R value of .09315 which indicated the explanatory variables are insignificant to explained the dependent variable. The R Square value is extremely low indicating that the explanatory variables are not good fit measures for return on equity. This result too corroborates the random effect result that the variables of human resources are not significantly impacting the return on equity as a measure of Nigerian banks’ shareholder ‘wealth. Based on the results of this study, therefore, the study concludes that almost all the regressors are capable of improving the human assets except pension of the staff. Afolalu Anthony Buyide | Ezeala George "Human Resources Accounting and Shareholders’ Wealth of Deposit Money Banks in Nigeria" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-6 | Issue-2 , February 2022, URL: https://www.ijtsrd.com/papers/ijtsrd49456.pdf Paper URL: https://www.ijtsrd.com/management/accounting-and-finance/49456/human-resources-accounting-and-shareholders’-wealth-of-deposit-money-banks-in-nigeria/afolalu-anthony-buyide
Dissertation on Human Resource Accounting in Airlines industry in Indiashadabjamia88
Dissertation on Human Resource Accounting in Airlines industry in India, with special focus on AirIndia...
It was prepared by Faheem Khan of MTA Master of Tourism Administration from AMU Aligarh...
Make in india campaign a role and impact of human resource valuationTapasya123
Make in India project launched by Prime Minister Narendra Modi on
September 25th 2014, which is a national program shaped to facilitate
investment (domestic and foreign) in India for foster investment and
innovation and to build a strong and skilled human resource. Rapidly
extending global competition has provided the manufactures from around
the world the opportunities of low cost labour, raw material, high profit
making market. Over focused on the employment generations, growing
trade and increasing economic growth and sustain the overall
development. In order to make India a manufacturing hub its human
resource will play an important role. Human resource element never to be
ignored to build the country’s economic growth, this one is most desired
organ of a business demand careful capitalisation and continuous
innovations. This study discussed about the impact of human resource
valuation for make in India campaign. The make in India campaign will
bring in globalisation which in turn will create tremendous opportunities.
Human Capital Efficiency and Performance of Listed Manufacturing Firms in Nig...ijtsrd
This study examines the relationship between Human capital Efficiency and performance of listed manufacturing firms in Nigeria. The study analyzed human capital efficiency dimension of human capital efficiency and relational capital efficiency, while performance was analyzed with return on capital employed and earnings per share. Ex post facto research design was adopted for the study. The population of this study was listed manufacturing firms in Nigeria Stock Exchange from 2015 2019. Pearson Product Moment Correlation Coefficient and multivariate regression were statistical tools used and the secondary data were analyzed with the aid of SPSS version 25, we concluded that Human capital efficiency and Relational capital efficiency significantly relates with return on capital employed and earning per shares of listed manufacturing firms in Nigeria in the period of this study and recommend that Nigerian manufacturing firms must develop strategies to invest adequately in different human capital components. Dr. Odogu, Laime Isaac | Obalakumo, Anderson Pereowei "Human Capital Efficiency and Performance of Listed Manufacturing Firms in Nigeria" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-7 | Issue-4, August 2023, URL: https://www.ijtsrd.com/papers/ijtsrd59696.pdf Paper Url:https://www.ijtsrd.com/humanities-and-the-arts/education/59696/human-capital-efficiency-and-performance-of-listed-manufacturing-firms-in-nigeria/dr-odogu-laime-isaac
Intellectual Capital and the Financial Performance of Listed Agricultural Fir...ijtsrd
The new production system is mainly driven by technology, knowledge, expertise and relations with stakeholders which may collectively be described as Intellectual Capital. Intellectual capital of an organization is seen as assets to improving the financial performance. Against this backdrop, this paper examined the impact of intellectual capital on financial performance of listed agricultural firm in Nigeria the moderating role of staff training. The study sampled thirteen listed agricultural firms from 2015 to 2022. The ordinary least squares was employed. The result revealed that staff training has a moderating effect on the relationship between intellectual capital and financial performance of listed agricultural firms in Nigeria. It was concluded and recommended that firms should carry out staff training regularly. Eke Robert I. | Ikponmwosa Julius Osazee. | Obayagbonna Edmund O. "Intellectual Capital and the Financial Performance of Listed Agricultural Firms in Nigeria: The Moderating Role of Staff Training" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-7 | Issue-3 , June 2023, URL: https://www.ijtsrd.com.com/papers/ijtsrd57481.pdf Paper URL: https://www.ijtsrd.com.com/management/accounting-and-finance/57481/intellectual-capital-and-the-financial-performance-of-listed-agricultural-firms-in-nigeria-the-moderating-role-of-staff-training/eke-robert-i
A Correlation of CSR and Intellectual Capital, its Implication toward Company...inventionjournals
Traditional accounting approach is not considered an intangible asset in determining the value of the company. Judging from the strategic aspect, the business is now growing process wherein, the company actively doing research, product innovation, development potential of the company, management and employee skill improvement and so on. So all the intangible aspects that are key to increasing the value of sustainable enterprises. One example of an intangible asset is intellectual capital (IC). On the other hand this aspect as neglected because it is not expressed in the financial statements which is the main basis in the valuation of the company. This study is exploratory research, has the main objective to assess the link CSR activities with IC in their influence on the creation of value for the company. Outcomes research studies be developed from the analysis of ratings and disclosures IC with antecedent and concequences which have been tested by previous research. However, these studies largely carried on the business environment in developed countries, and is still very limited studies conducted in developing countries that have a cultural background of eastern Indonesia. Based on reviews of an extant of literatures, several internal factors were identified as antecedents for IC. They are: CSR activities, firm growth and type of industry. The sample selection was based on certain criteria, and acquired 52 manufactured companies listed in IDX, from 2010-2014. Thisresearchfinds that CSR disclosure, specifically in the areas of social aspects and firm’s size significantly influences IC and firm value. There was no evidence to support the existence of significant influence of growth toward IC. IC is an intervening variable for the influence of CSR toward company’s value. Overall, findings of this research suggest that IC can be used to improve firm financial performance. The implication of this study is that companies should be concern to report their social activities and upgrade the quality of human capital who theirs.
Labour Incentives and Organisational Growth of Public Corporations in Rivers ...YogeshIJTSRD
This study investigated labour incentives and organisatonal growth in Rivers State Public Corporation. The study adopted a descriptive survey and correlational design. The population of the study was 202 staff of Tide Newspaper Corporation and 176 staff of Radio Rivers Corporation in Rivers State, making the total of 376 respondents from two corporations. The sample size of the study was 194 respondents selected from the two 2 public corporations. A purposive sampling technique was adopted for the study. The study adopted a questionnaire titled,‘Labour Incentives and Organisational Growth in Rivers State Public Corporation LIOGRSPC . The instrument was validated by two experts in Measurement and Evaluation. The reliability index of the instrument was calculated using Cronbach Alpha, and it gave 0.68. Data collected from the field were analysed using Mean and Standard Deviation for the research questions, while regression was used to test the significance level of the relationship between the independent variable and dependent variables. The study revealed that there exists a significant positive relationship between financial incentive, staff promotion incentive, and staff human capacity development and organizational growth in Rivers State Public Corporation. The study, therefore, recommended that positive efforts being made to further enhance organizational growth in the corporations. Orlu Chukwuemeka "Labour Incentives and Organisational Growth of Public Corporations in Rivers State" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-5 | Issue-3 , April 2021, URL: https://www.ijtsrd.com/papers/ijtsrd38699.pdf Paper URL: https://www.ijtsrd.com/humanities-and-the-arts/sociology/38699/labour-incentives-and-organisational-growth-of-public-corporations-in-rivers-state/orlu-chukwuemeka
Innovative Human Resource Practices in Indian Banks: A Study from HR Manager’...Dr. Amarjeet Singh
Banking sector is one of the vital financial pillars of
Indian economy is one of the indispensable money related
mainstays of Indian economy. The progression approach has
influenced the intensity of banks because of the worldwide
weights coming about into mix of Human Resource The
board with business approaches. The review by Boston
Consulting Group (BCG) and Indian Bank's Affiliation
(IBA) report that the Indian keeping money industry will
confront two up and coming difficulties that is an monetarily
feasible answer for monetary consideration and HR structure
in next multi decade. While the main test requests bizarre
advancement and experimentation, the second undermines to
injure the capacity of the biggest fragment of the saving
money industry from having the capacity to advance and
remain aggressive. The special complexities of people in
general division make traditional HR arrangements
ineffectual. The activities like "Pradhan Mantri Jan-Dhan
Yojana" by the Honorable Prime Minister of India, banks
commitment in the budgetary incorporation has helped up,
however the representative's desires from the business have
additionally emerged. This requires a need to advance the
prior HR practices of the banks with the goal that the
representative profitability can be improved. This paper
intends to give an understanding to such advancements,
identified with Human Resource Management with the
assistance of a essential investigation dependent on the
perspectives of HR chiefs of six diverse Indian banks both
from open and private segment. These creative HRM
rehearses have been recorded under seven distinct heads of
HRM to be specific enlistment and determination, preparing
and advancement, execution the executives, pay the
executives, profession improvement, worker inspiration and
representative security. A couple of the prior examinations
have likewise been eluded for the last ends. The dimension of
usage of these advancements may not be tasteful, yet the
usage has been begun and the positive outcomes in the
profitability will make these banks feel how essential these
are for their development. It has been discovered that
intermingling of practices of new and imaginative HR regions
will profit the banks to wind up progressively aggressive.
A Literature Review On Human Resource Accountingijcite
Human resource accounting is of recent origin and is striving for
acceptance. Human resources accounting is an accounting analysis
system and in the last decade a large body of literature has been
published for setting the various procedures for analysis. At the same
time from academicians the theory and underlying concepts of
accounting measurement have received sizeable attention and a
considerable body of literature has developed. The conventional
accountings of human resources are not perceived as physical or
financial assets. This paper reviews the literature available on the
perception of human resource accounting. In worth, previous study have
shown and debated various magnitudes related to valuing human
resource. For accounting human resources, different models have been
developed which are helpful to identify and report investment made in
the human resource of an organization that are not presently accounted
for under conventional accounting practice.
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Human resources accounting disclosures in nigeria quoted firms
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Human Resources Accounting Disclosures in Nigeria Quoted
Firms
Augustine, O. Enofe, Chijioke Mgbame, Sunday Otuya* & Christopher Ovie
Department of Accounting, University of Benin, Benin City.
Email of corresponding author: otuyasun@yahoo.com
Abstract
This study was carried out to ascertain the relationship between firms’ financial performance and human
resources accounting disclosures on one hand, and the differences in human resources accounting disclosures
reporting level between financial sector and non-financial sector companies quoted in the Nigerian Stock
exchange.
The study made use of secondary sources of data in eliciting the required information needed for this research.
The sample size consisted of fifty (50) listed firms randomly drawn from all sectors in Nigeria. Multiple
Regressions was used to analyze the possible relationship between firm financial performance and Human
resource Accounting Disclosure in Nigeria, using the statistical package for social science (SPSS) version 15.0.
The study finds that a positive relationship exists between the financial performance of a company and its level
of Human Resource Accounting Disclosure. The study also indicates that financial companies are disclosing
human resources accounting information more than non financial companies and that company’s profitability
positively influences companies to report the human resources accounting information in their annual report.
Keywords: Human resource, financial performance, disclosures.
Background to the Study
Human Resource is a term which refers to the set of individuals who make up the workforce of an organization
or a business entity. According to Syed (2009), it comprises the energies, skills, talents and knowledge of people
which are, or which potentially can be applied to the production of goods or rendering useful services. The
success of any organization depends on the ability of the human resources to effectively and efficiently optimize
other resources such as land, equipment and money hence human resources are the greatest assets at the disposal
of businesses. This is why the statement “our greatest assets are our people” is declared in most companies’
annual reports.
Human resource accounting is the process of identifying and measuring data about human resources and
communicating this information to interested parties. Okpala & Chidi (2010), explain that human resource
accounting relates to the quantification in monetary terms of human resources employed by an organization and
assert that a well-developed system of human resource/capital accounting could contribute significantly to
internal decisions by management and external decisions by investors.
The work of Bassey & Tapang (2012) points to the fact that human resources .have been identified as one of the
main sources of competitive advantage by many organizations in today’s economy. Particularly, the private
sector organization is widely diverse and has focused on human resources as having special strategic value for
organization development. Abdullahi & Kirfi (2012) maintain that 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 provided human resources. As a result, it becomes
imperative to put measures in place to effectively manage people with their needs and expectations to enhance
productivity. Therefore, proper appreciation of human resource accounting will enable managers take
appropriate decisions regarding investment in human resources. It will also provide comparative information
regarding costs and benefits associated with investments in human assets.
Statement of Problems
Though the idea of accounting for human resources started many years back, the concept still lacks general
acceptability (Bowers, 1973). Many authors and scholars have conducted researches on how humans within an
organization can be valued and reported in the financial statements of such organization.(Schulz, 1961;
Hermannson, 1964; Likert, 1967; Bowers, 1973; Flamholz, Bullen & Hua, 2002). Human resource accounting
and reporting by corporate organizations is still at the infant stage in Nigeria. Some of the companies that have
invested heavily in human resources and have applied human resources accounting in one way or the other in
Nigeria include Unilever Plc, Nigeria Breweries, Cadbury Nigeria Plc, Nestle Foods Nigeria Plc, Access Bank
Plc, Zenith Bank Plc, amongst others. The investments by these companies in human capital development are
normally not reflected in their balance sheets as assets but expensed in the profit and loss accounts. (Okapla &
Chidi, 2010; Micah, Ofurun & Ihendinihu, 2012). The major challenges encountered in the recognition of human
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resources as an asset rest largely on its characteristics, quantification in monetary terms and the method of
reporting. What are the constraints in the application of human resource accounting by organizations? How
significant is the reporting of human resource value as asset in the balance sheet of companies? Do the users of
accounting information have anything to gain in this mode of reporting?
Research Questions
(i) What is the relationship between a firm’s financial performance and human resource accounting
disclosure?
(ii) To what extent does the industry type of a firm impact on its human resource accounting disclosures
Objectives of the study
In line with the research questions, the objectives of this study are to:
(iii) Determine if there is any relationship between a firm’s financial performance and human resource
accounting disclosures using return on assets.
(iv) Ascertain to what extent the industry type impact on the human resource accounting disclosures using
financial and non-financial sectors as a case
Research Hypothesis
The following hypotheses will be tested in the course of this research study:
Ho1: There exists no significant relationship between firms’ financial performance and human resource
accounting disclosures
Ho2: there is no significant difference between human resource accounting disclosures of financial and non-
financial sector.
Literature Review
Human Resource accounting has been the focus of much academic research since the late 1960’s. This may be
attributed to the apparent increasing recognition within the business community of the importance major
stakeholders attach to socially and environmentally responsible corporate behavior. It is also pertinent to note
that modern economies are moving from production-oriented operations to service oriented operations thereby
rekindling interest in human resources accounting.
A number of empirical studies have been conducted on the issue of human resource accounting in corporate
organizations. A number of these studies have highlighted the need to capitalize human capital asset in the
balance sheet of companies as against being written off as expenses in the profit and loss accounts. Hermannson
(1964), in his pioneer work concerning the valuation of human assets attempts to place money value on human
capital in the balance sheet. Barney (1991) notes that human resources accounting has helped in solving most
personnel related problems in corporate organizations. Barney futher assets that sustainable competitive
advantage is attained when the firm has human resource pool that cannot be imitated or substituted by its rivals.
Flamholtz, Bullen & Hua (2002) add that there should be long term perspective in managing people and urged
that people should be considered assets rather than merely variable costs. Sveiby (1997) argues that corporate
organizations acquire human resources to generate future revenues, and therefore human resource should be
considered when valuing a company by capitalizing instead of expensing them in the current period. Wagner
(2007) in his report entitled valuing a company’s innovators, suggested that human capital is one of the
intangible assets that investors look for in valuing a company, along with structural capital and relational capital.
Wagner concluded that the long-term value of innovative workers is not getting enough attention from
companies preparing annual reports for investors. Similarly, Syed (2009) examined the relationship between
corporate characteristics and human resource accounting disclosure and concluded that companies with higher
profitability intended to disclose more human resource accounting information.
There have been also been some empirical researches on the issues of human resource accounting in Nigeria.
Okpala & Chidi (2010) in their work examined the relevance of human capital accounting to stock investment
decisions in Nigeria and opine that corporate success now rests on the ability and knowledge of people who can
easily adapt to technological changes and drive organization to attain its goals and objectives. They explain that
the function of human capital accounting is to provide information which affords investors opportunity to truly
evaluate and understand the complete picture of an organization. Kirfi & Abdullahi (2012), view the practice of
human resources accounting in Nigerian companies as more of a mirage than reality as human resource is not
reported in financial statements. Kirfi and Abdullahi argue that the existing accounting practice lack regard to
human resource as an asset and have significantly discouraged the use of any or a combination of measurement
technique(s) in quantifying human resource let alone reporting it in Nigeria. Bassey & Tarpang (2012) examined
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the influence of expensed Human Resources Cost (HRC) on corporate productivity and found that expensed
human resources (remuneration, protection and dismissal/ compensation) costs are important determinants of
expensed human resources cost and does significantly influence corporate productivity.
Micah, Ofurun & Ihendinihu (2012) also studied the relationship between firms’ financial performance and
human resource accounting disclosure of companies in Nigeria using five years financial data and found that the
combined effect of firms’ financial performance accounted for 75.9% of the variation in human resource
accounting disclosure.
Methodology
This research utilized the content analysis technique which is a research method for making replicable and valid
inferences from data, to operationalise the human resources accounting disclosure variables. The study made use
of secondary sources of data in eliciting the required information needed for this research. The secondary sources
were based solely on the use of firms’ corporate websites and annual reports of selected listed companies in
Nigeria and for the period 2007 – 2011.
The sample size consisted of fifty (50) listed firms randomly drawn from all sectors in Nigeria. In this study,
human resource accounting disclosure (HRAD) was measured by constructing an index comprising fifteen (15)
discretionary human capital disclosure items in line with the methodology adopted by Syed (2009). An HRADI
shall be computed by using the following formula:
HRADI = (Total score of Individual company X 100)/Maximum Possible score obtainable.
Table 1: Measurement of HRAD variables.
No Disclosure Items
1 Separate HR statement
2 Total value of Human Resource
3 Number of Employees
4 Human Resource Policy
5 Training and Development
6 Management succession Plan
7 Employment Report
8 Employees’ Value Addition
9 Human Resource Development fund
10 Workers’/Employees’ Fund
11 Employees’ Category
12 Managerial remuneration
13 Retirement Benefits
14 Performance Recognition
15 Superannuation Fund
Source: Syed 2009.
In this study, Return on Asset (ROA) is measured as Profit before Tax/Average Total Assets. ROA is a measure
of profitability that takes into consideration the assets necessary to produce income.
Financial and non-financial sector is measured using banks and other non-banks financial institutions such as
insurance companies and pension funds as the financial sector while other companies such as cement, fuel &
power, textile, pharmaceuticals & chemical and other companies fall under the non-financial sector. The study
therefore will test the hypothesis to ascertain if there is a difference between levels of human resources
accounting disclosures and the industry type.
Descriptive statistics in the form of tables, percentages were used to present demographic and other data relating
to the study.
Multiple Regressions was used to analyze the possible relationship between firm financial performance and
Human resource Accounting Disclosure in Nigeria, using the statistical package for social science (SPSS)
version 15.0. The strength of the relationship between the Independent and dependent variable were ascertained
by using Pearson Product moment correlation coefficient “r”.
Model Specification:
HRAD = f { FIN, PT}
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Yi
= α + β1
FINi
+ β2
PTi
+ et
Here,
Y = Human Resource Accounting Disclosure Index (HRADI)
α = inception of the regression line
β i
= Coefficient (Slope of the regression line)
FIN = (dummy variable) = Financial Institution, value 1 if the company is a financial institution and 2 otherwise.
PT i
= Profitability is measured by the Return on Asset (ROA)
et = error term
Results
Table 2: Level of Human Resources Accounting Disclosures
Score Range No. of Companies Company % Cumulative %
10 – 20 11 22 22
20 – 40 30 60 82
40 – 60 5 10 92
60 – 80 4 8 100
Total 50 100 -
Source: computed by researchers 2013
Table 2 presents the distribution of Human Resource reporting levels in terms of number of items disclosed as
percentage of the total disclosure items. The modal class of HR disclosure items 20-40 percent indicates that
maximum 30 companies’ HR disclosure level is 20 to 40 percent while 11 companies disclose 10 to 20 percent
of total disclosure items. The table also shows that the HRAD of around 82 percent of the sample companies are
less than 40 percent disclosure items. The remaining 18 percent companies have a HRDI between 40 and 80
percent. It implies that the level of human resource reporting of listed companies of Nigerian quoted companies
at the period 2007 to 2011 is very low.
Table 3: Medium of Human Resources Accounting Reporting
Medium of Reporting No. of Information Reported Percentage
Profit and Loss Account 28 13
Notes to the Account 137 67
Directors’ Reports 12 7
Chairman’s Statement 8 3
Value Added Statement 16 8
Profile of Business 5 2
Total 206 100
Source: Computed by researcher, 2013
This table indicates that most companies in Nigeria use the notes to the accounts as the main medium of
disclosing information about human resources in their annual report as 67 percent of information reported is
disclosed through this medium. It also shows that the profit and loss account is the next most used medium to
report human resources accounting as it takes 13 percent of information disclosed. Directors’ reports, chairman’s
statement, value added statement and profile of business are sparingly used as medium of reporting human
resources accounting given the percentage of 7,3, 8 and 2 respectively based on the statistics computed by
researchers during the period.
Test of Hypotheses:
Hypothesis One: There exists no significant relationship between firms’ financial performance and human
resources accounting disclosures.
Using SPSS version 15.0 to analyze the variables HRADI and Return on Asset, the relationship between Firm
Financial Performance and Human Resource Accounting Disclosure shows that the correlation coefficient (r) =
0.863 at 0.05 level 2 tailed . This value is high, implying that a strong relationship exist between Return on Asset
and Human Resource Accounting Disclosure. The significant/probability value (PV) = 0.000 < 0.05 level of
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significance therefore the researchers reject the null hypothesis and accept the alternate and conclude that there is
a significant relationship between firms financial performance and human resource accounting disclosures.
Hypothesis Two: there is no significant difference between human resource accounting disclosures of financial
and non-financial firms.
In testing this hypothesis, the independent sample t-test was run on SPSS using the financial institutions and
non-financial institutions with 1 and 2 entered for them as variables respectively and tested against the HRADI.
The result shows a significant value for the independent sample t-test .006 which is less than .05 level of
significance.. It does not support our hypothesis that there is no significant difference between financial and non-
financial sector average HRADI. We therefore reject the null hypothesis and accept the alternative. It means that
average HRADI of financial and non-financial companies are significantly different.
Findings and Conclusion
This study was carried out to ascertain the relationship between firms financial performance and human
resources accounting disclosures on one hand, and the differences in human resources accounting disclosures
reporting level between financial sector and non-financial sector companies quoted in the Nigerian Stock
exchange.
The study finds that a positive relationship exists between the financial performance of a company and its level
of Human Resource Accounting Disclosure.
Further, findings of the study indicate that financial companies such as banks and insurance companies in
Nigeria are disclosing human resources accounting information than non financial companies and company’s
profitability positively influences companies to report the human resources accounting information in their
annual report.
The paper also finds that most companies (financial and non-financial) in Nigeria still use the notes to the
accounts as the preferred medium of disclosing human resources accounting information. The study also
ascertained that the level of human resources accounting reporting in Nigeria is still very low.
Recommendations
From the findings of this study, it could be concluded that human resource accounting is highly significant to
firms productivity and financial performance and that human resource accounting in financial reporting is
desirable to aid stakeholders in making rational decisions. Based on the findings, it is the opinion of the
researchers to recommend that standard should be created for human resource identification and measurement.
This will enhance valuation of human capital, ensure a higher degree of utility to stakeholders, uniformity in
disclosures and will allow a reliable comparison of human capital values.
References:
Abubakar, S. (2006). An Assessment of Human Resource Accounting Measures and Application Possibilities in
Nigeria. Unpublished M. Sc. Accounting and Finance Thesis Submitted to the Postgraduate School, Ahmadu
Bello University, Zaria, Nigeria
American Accounting Association (1974). Statement of basic accounting theory. The Accounting Review
Supplement. XLIX: 85-93.
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