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A RESEARCH PAPER TO INVESTIGATE THE EFFECTS OF HUMAN RESOURCE ACCOUNTING ON DECISION MAKING IN THE INDUSTRIAL SECTOR
This essay is a research paper on the effects Human resource accounting (HRA) which is a tool that facilitates better planning and decision making based on the information regarding actual human resource (HR) costs and organizational returns.
|language || ||english
|wordcount || ||6544 (cca 18 pages)
|contextual quality || ||N/A
|language level || ||N/A
|price || ||free
|sources || ||16
Table of contents
1.0 INTRODUCTION 1
1.1 BACKGROUND 1
1.2 STATEMENT OF THE PROBLEM 3
1.3 PURPOSE OF THE STUDY 3
1.4 OBJECTIVES OF THE STUDY 4
1.5 RESEARCH QUESTIONS 4
1.6 JUSTIFICATION OF THE STUDY 4
1.7 SCOPE OF THE STUDY 4
1.8 IMPORTANCE OF THE STUDY 4
CHAPTER TWO 5
2.0 LITERATURE REVIEW 5
2.1 INTRODUCTION 5
2.2 HUMAN RESOURCE ACCOUNTING APPROACH 5
2.3 IMPACTS OF HUMAN RESOURCE ACCOUNTING IN INDUSTRIES 7
2.4 HUMAN RESOURCE ACCOUNTING, COSTS AND COST MEASUREMENTS 9
2.4.1 HUMAN RESOURCE ACCOUNTING ON COSTS 10
2.4.2 HRA AND EXTERNAL FINANCIAL REPORTING 11
2.5.0 INVESTMENT IN HUMAN RESOURCES: 13
2.5.1 IMPACTS IN DECISION MAKING14
2.6.0 HRA ON POLICY MAKING 16
2.7.0 CHALLENGES FACING HUMAN RESOURCE ACCOUNTING18
CHAPTER THREE 19
3.0 RESEARCH METHODOLOGY 19
3.1 INTRODUCTIONS 19
3.2 RESEARCH DESIGN 19
3.3 TARGET POPULATION 19
3.4 SAMPLES AND THE SAMPLING PROCEDURES 19
3.5 INSTRUMENTATION 19
3.6 DATA COLLECTION 20
3.7 DATA ANALYSIS AND TECHNIQUE 20
Preview of the essay: A RESEARCH PAPER TO INVESTIGATE THE EFFECTS OF HUMAN RESOURCE ACCOUNTING ON DECISION MAKING IN THE INDUSTRIAL SECTOR
A RESEARCH PAPER TO INVESTIGATE THE EFFECTS OF HUMAN RESOURCE ACCOUNTING ON DECISION MAKING IN THE INDUSTRIAL SECTOR Background The development of HRA can be seen as a part of and a response to the changes and developments at societal and the enterprises, to which enterprises must adjust. According to Douglas McGregor (1960) human capital can be approached through two ways, that is, the theory X approach where people are assumed to be instruments of labor and management is about efficient task fulfillment. The other is the theory Y approach where it’s assumed that people look for challenge and interest and that the task of managers is to maximize commitment and liberate ideas and abilities. Human resource does not fall under the financial definition of an asset. This is because they can’t be transacted at will, with their contribution subject to motivation and environment. Furthermore, the increased importance of intangible assets, which now contribute more to the creation of global wealth than tangible assets, poses both theoretical and practical problems, which both stakeholders and researchers address, using HRA.By tracing the history and development of HRA which involves accounting for people as human assets, important ...
... valuable only when such qualities serve as a means to achieve the organizational goals.
The models also do not take into consideration the possibility of an individual leaving the organization for reasons other than death or retirement. Other reasons do exist which may lead to the human resource departure, therefore the industries are not in position to predict when these occurrence mould take place.
The assumption of some models that people will not make role changes during their career with the organization also seems to be unrealistic. In the organizations, employees are quite often transferred to other departments and their roles consequently change when transferred.
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Accounting as part of the fiscal management in any organization plays an indispensable role in the affairs of the company.