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Human Resource Accounting: A Case Study

1177 Words5 Pages

Flamholtz (1979) The HRA paradigms in terms of the psycho-technical systems (PTS) approach to organizational measurement. As per PTS approach, the two functions of measurement are process function and numerical information, hence role of HRA is to provide numerical measures and the measurement of process itself. The HRA measurement process helps to increase recognition that human capital is paramount to the organizations short and long term productivity and growth. The HRA represents a paradigm or way of viewing human resource decision, and the set of measure for quantifying the effects of HRM strategies upon the cost and value of people as organizational resources.

Kolay M k (1986) –“Human resource accounting: an appraisal”. The author feels …show more content…

The author feels that human resource accounting is a new concept developed in western countries. HR planning and accounting helps the firm to attain more profits. This study is based on audit firm as it keeps the record of time spent on each audit staff. This study has been done on Lester Witte & Co, it’s a US based firm. It tells about the employee’s value to an organization. Finally author suggests that limitation and benefits should be considered before implementing human resource …show more content…

This paper studies the importance and significance of human resource accounting in detail. Investigation of human resource accounting and its role in human resource is examined. Studies the two methods of accounting, one is the cost based method another is the value bases method. It as resulted that though many companies could account the value for human resource but they are not been considered seriously. Overall why human resources has to be accounted is been examined and interpreted their findings.

Srinivasan (2009) “Human resource accounting (HRA) practices in India”. Author examines the human resources accounting practices in corporate sector in India. According to him HRA has emerged way back in 1980s, it gained its importance only after NLC adopted it. In India very few companies have identified its value and have implemented it. The author explains about the investment pattern on different attributes of HR. he also says that the opinion that HR is always regarded as an neglected element and must be considered for further

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