1、For India's human resource accounting researchTom Albright, India social science journals,2008.5 The past few decades have witnessed a global transition from manufacturing to service based economies. The fundamental difference between the two lies in the very nature of their assets. In the forme

2、r, the physical assets like plant, machinery, material etc. are of utmost importance. In contrast, in the latter, knowledge and attitudes of the employees assume greater significance. For instance, in the case of an IT firm, the value of its physical assets is negligible when compared with the value

3、 of the knowledge and skills of its personnel. Similarly, in hospitals, academic institutions, consulting firms etc., the total worth of the organization depends mainly on the skills of its employees and the services they render. Hence, the success of these organizations is contingent on the quality

4、 of their Human Resource- its knowledge, skills, competence, motivation and understanding of the organizational culture. In knowledge driven economies therefore, it is imperative that the humans be recognized as an integral part of the total worth of an organization. However, in order to estimate an

5、d project the worth of the human capital, it is necessary that some method of quantifying the worth of the knowledge, motivation, skills, and contribution of the human element as well as that of the organizational processes, like recruitment, selection, training etc, which are used to build and supp

6、ort these human aspects, is developed. Success of corporate undertakings purely depends upon the quality of human resources. It is accentuated that; Human element is the most important input in any corporate enterprise. The investments directed to raise knowledge; skills and aptitudes of the work fo

7、rce of the organization are the investments in human resource. In this context, it is worth while to examine and human resource accounting practices in corporate sector in India.Human resource accounting is of recent origin and is struggling for acceptance.It is clearly said that, Human resources ac

8、counting is an accounting measurement system and a large body of literature has been published in the last decade setting for the various procedures for measurement.  At the same time the theory and underlying concepts of accounting measurement have received sizeable attention from academics an

9、d a substantial body of literature has developed. The conventional accountings of human resources are not recognized as physical or financial assets. What is needed is measurement of abilities of all employees in a company, at every level, to produce value from their knowledge and capability. “

10、Human Resource Accounting (HRA) is basically an information system that tells management what changes are occurring over time to the human resources of the business. HRA also involves accounting for investment in people and their replacement costs, and also the economic value of people in an organiz

11、ation,”say strategic development-intercontinental operations, of india's human resource accounting leaders. The current accounting system is not able to provide the actual value of employee capabilities and knowledge. This indirectly affects future investments of a company, as each year the cost

12、 on human resource development and recruitment increases.Alagappa University in 1997. He currently teaches financial management and Research Methodology Subjects in Post graduate and Research Department of Corporate Secretaryship at Bharathidasan Government College for Women (Autonomous), Pondicherr

13、y University, Puducherry. Before Joining BGCW, he was teaching in SNR College, Coimbatore, Sindhi college, College, Chennai for eight years. He was with the industry for a short term at Salzar Electronics Pvt. Ltd, Coimbatore. He has about 20 years of teaching experience and having research experien

14、ce of 15 years. His interests are in Accounting and finance, Capital Market, Quantitative Methods. He underwent the Faculty Development Programme at Indian Institute of Management Ahmedabad during 2000-01. He has presented 20 papers in national and international conferences and has published twenty

15、papers in the areas of Finance and Human resource Management in National Journals. Co-authored a book titled, Investors Protection, published by Raj Publications, New Delhi He has delivered lectures in contemporary finance topics at Pondicherry University. He has supervised a number of research proj

16、ects in the area of corporate finance and Human Resource Management. In India the development of human resources accountancy plays play a very important role.though Human Resources Accounting was introduced way back in the 1980s, it started gaining popularity in India after it was adopted and popula

17、rized by NLC.  Human Resources accounting, also known as Human Asset Accounting, involved identifying, measuring, capturing, tracking and analyzing the potential of the human resources of a company and communicating the resultant information to the stakeholders of the company.  It was a me

18、thod by which a cost was assigned to every employee when recruited, and the value that the employee would generate in the future.  Human Resource accounting reflected the potential of the human resources of an organization in monetary terms, in its financial statements.Even though the situation

19、 prevails, yet, a growing trend towards the measurement and reporting of human resources particularly in public sector is noticeable during the past few years.  BHEL, Cement Corporation of India, ONGC, Engineers India Ltd., National Thermal Corporation, Minerals and Metals Trading Corporation,

20、Madras Refineries, Oil India Ltd., Associated Cement Companies, SPIC, Metallurgical and Engineering consultants India Limited, Cochin Refineries Ltd. Etc. are some of the organizations, which have started disclosing some valuable information regarding human resources in their financial statements. I

21、t is needless to mention here that, the importance of human resources in business organization as productive resources was by and large ignored by the accountants until two decades ago. During the early and mid 1980s, behavioral scientists attacked the conventional accounting system for its fai

22、lure to value the human resources of the organization along with its other material resources.  In this changing perspective the accountants were also called upon to play their role by assigning monetary value to the human resources deployed in the organization. Human Resource Accounting involv

23、es the dimension of cost incurred by the organization for all the personnel function.  Hence the issue is to be addressed is how to measure the economic value of the people to the organization and various cost based measures to be taken for human resources. The two main components of Human Reso

24、urces Accounting were investment related to employees and the value generated by them.  Investment in human capital included all costs incurred in increasing and upgrading the employees skill sets and knowledge of human resources.  The output that an organization generated from human resou

25、rces was regarded as the value of its human resources.  Human Resources accounting is used to measure the performance of all the people in the organization, and when this was made available to the stakeholders in the form of a report, it helped them to take critical investment decisions.All the

26、 models stressed that human capital was considered an investment for future earnings, and not expenditure.For valuing human resources, different models have been developed.  Some of them are opportunity cost Approach, standard cost approach, current purchasing power Approach, Economic value app

27、roach,Lev and Schwartz present value of future earnings Model and Flam holtzs stochastic rewards valuation Models etc.  Of these, the model suggested by Lev and Schwartz has become popular.  Under this method, the future earnings of the human resources of the organization until their retir

28、ement is aggregated and discounted at the cost of capital to arrive at the present value. About the Stochastic Rewards Model is a direct way of measuring a persons expected conditional value and expected realizable value. It is based on the assumption that an individual generates value as he occupie

29、s and moves along organizational roles, and renders service to the organization. It presupposes that a person will move from one state in the organization, to another, during a specified period of time.About the Economic value approach, value of an object, in economic terms, is the present value of

30、the services that it is expected to render in future. Similarly, the economic value of human resources is the present worth of the services that they are likely to render in future. This may be the value of individuals, groups or the total human organization. The methods for calculating the economic

31、 value of individuals may be classified into monetary and non-monetary methods.Human resources accounting system consists of two aspects namely:a)      The investment made in human resourcesb)      The value human resource Measurement of the inv

32、estments in human resources will help to evaluate the charges in human resource investment over a period of time.  The information generated by the analysis of investment in human resources has many applications for managerial purposes.  The organizational human performance can be evaluate

33、d with the help of such an analysis.  It also helps in guiding the management to frame policies for human resource management.  The present performance result will act as input for future planning and the present planning will have its impact on future result. For India's human resourc

34、e investment patterns usually include the following matters1)      Expenditure on advertisement for recruitment2)      Cost of selection3)      Training cost4)      On the job training cost5) 

35、60;    Subsistence allowance6)      Contribution to provident Fund7)      Educational tour expenses8)      Medical expenses9)      Ex-gratia payments10) Employees Welfare FundAll these

36、items influence directly or indirectly the human resources and the productivity of the organization.After analyzing the investment pattern in the human resources of an organization the current cost of human resources can be ascertained.  For this purpose, current cost is defined as the cost inc

37、urred with which derives benefit of current nature.  These are the costs, which have little bearing on future cost.  Thus, the expenses incurred for the maintenance of human resources are termed as current costs.  Current cost consists of salary and wages, Dearness allowance, overtime

38、 wages, bonus, house rent allowance, special pay and personal pay. Amidst this background, it is significant to mention  that  the importance and value of human assets were  recognized in the early 1990s when there was a major increase in employment in firms in service, tech

39、nology and other knowledge-based sectors.  In the firms in these sectors, the intangible assets, especially human resources, contributed significantly to the building of shareholder value.  The critical success factor for any knowledge-based company was its highly skilled and intellectual

40、workforce.Soon after, the manufacturing industry also seemed to realize the importance of people and started perceiving its employees as strategic assets.  For instance, if two manufacturing companies had similar capital and used similar technology, then it was only their employees who were the

41、 major differentiating factor.  Due to the above development, the need for valuing human assets besides traditional accounting of tangible assets was increasingly experienced,but it must take the intangible asset of development. From the above discussions, it is felt that, Human resource a

42、ccounting provides quantitative information about the value of human asset, which helps the top management to take decisions regarding the adequacy of human resources. The accounting of human resources can be seen as just as much a question of philosophy as of technique. This is one of the reasons b

43、ehind the variety of approaches and is further underlined by the broad range of purposes for which accounting human resources can be used, e.g. as an information tool for internal and/or external use (employees, customers, investors, etc.), and as a decision-making tool for human resource management

44、. Hence, It is Concluded that, the Human Resources are an indispensable，only developing human resource accounting to make enterprise in modern industry competition gets better development.對印度人力資源會計的研究湯姆奧爾布賴特過去幾十年,全球經濟發生了巨大的變化，從制造業向以服務業為基礎的經濟轉變。這兩種產業的根本區別在于其他們的資產本質。在以前，物理資產比如設備、機械、材料等是極其重要的，然而，在服務業中員

45、工的知識和態度發揮著更重要的作用。例如,在IT行業中，實物資產的價值與智力價值和人們的技能相比是微不足道的。同樣，在醫院、學術機構、咨詢等公司，組織的總價值主要取決于員工的技能一級他們所提供的服務。因此，這些組織的成功取決于人力資源的質量，知識、技能、能力這些因素激勵并且理解企業的組織文化。在知識經濟驅動的今天，人力資源被公認為是總價值中的一個重要組成部分。然而，為了評估和設計人力資本價值,需要不斷的采取某種方法來定量諸如知識的價值、動機、技巧等人為貢獻因素,以及組織過程，如招聘、選拔、培訓等的價值，從而用服務于人力資源管理的各個模塊。企事業單位的成功完全取決于人才資源的質量。必須強調的是對人

46、力的投資在任何公司中都是最重要的投入。根據投資的理論知識，可以通過提高員工的技能和能力從而來提高組織的人力資源水平。在這種情形下，值得我們去審查印度人力資源會計實務有關的各個方面。關于近代人力資源會計的起源人們正在努力去探索，人力資源會計是一種會計確認和計量系統，在過去十年間大量的相關文獻已被發表，它初步被定義為是關于為計量人力資源會計而設置的各種程序。與此同時，相關的理論概念和潛在的會計計量隨著大量文獻的發展已經在學術界引起了相當大的關注。傳統的人力資源會計已經不再被認定是物質或是財務資產。作為洲際人力資源會計發展戰略專家的斯里尼瓦森博士是印度的人力資源會計的領軍人物，他說“我們所需要的是測

47、量員工的各種能力，公司各種層次的生產價值來自于他們的知識和能力，人力資源會計基本上是一個信息系統，可以在任何時候告訴管理者人力資源發生的變化，人力資源會計還包括對員工的投資和對他們的替代成本,而且也包括了他們在組織中的經濟價值。”。由于當前會計系統不能提供員工的能力和知識的實際價值，這個間接影響公司的未來的投資成本，所以組織的人力資源成本隨著招聘的增加而增加。斯里尼瓦森博士是一個商業與管理方面的研究生，他在1997年獲得了馬德拉斯理工大學傳播系博士學位。他現在還在致力于和財務管理研究方法論有關的課程，目前任職于BGWC大學的研究所。在他進入BGWC大學之前，他在SNR大學教書大概八年時間，有2

48、0年的教育教學經驗，研究經驗15年。他喜歡研究會計與金融、資本市場、定量的方法，曾接獲得過印度教師發展計劃管理學院的頒獎，在全國國際會議討論并發表過20篇論文，并且對于在該地區的金融和人力資源管理國家期刊上也發表過20多篇論文。曾今撰寫了一本名為投資者保護的書籍,發表在社會科學出版物上，他指導了當地的關于企業融資及人力資源管理的科研項目，對于印度人力資源會計的發展起著有著極為重要的作用。盡管早在20世紀80年代人力資源會計就被廣為流傳，但是在印度逐漸開始普及和推廣是通過美國勞工委員會。人力資源會計，也被稱為人類資產賬戶，涉及識別、計量、采集、跟蹤和分析人力資源的潛能，以及和公司有信息交流的利益

49、相關者。這是一個方法，采用成本來計量被招募的每一位員工，因為員工的價值產生公司的未來。人力資源會計將組織中人力資源的潛力以貨幣形式體現在財務報表中。盡管這種辦法還很盛行，然而，越來越多的報表趨向于計量和報告人力資源，特別是在公共部門，人力資源是顯而易見的。在過去的幾年，印度菲勒斯公司、印度國家證劵公司、印度石油天然氣公司、印度工程師有限公司、印度國家熱力公司、礦物質和金屬貿易公司、印度馬德拉斯石油精煉廠、與石油公司相關聯的印度公司、印度集成電路、冶金和工程咨詢公司, 印度柯欽造船有限公司等組織，已經開始在他們的財務報表中披露了有關他們的人力資源信息。在這里就不必說明其人力資源的重要性了，但是二十年前在商業組織中人力資源是常被會計師們忽視的一個重要的因素。早在1980年，行為學家們就開始突破傳統的會計制度束縛，但是其未能將組織中的人力資源價值連同它的其他物質資源一起計量。在如今，從一種變遷的角度去看，會計師們在扮演計量貨幣價值的角色中發揮著著越來越重要的作用，通過給組織中人力資源賦值來體現其貨幣價值。人力資源會計包括組織中人為