Purpose - The purpose of this paper is to examine the intellectual capital (IC) performance of the Australian Financial Sector for the period 2006-2008. It also aims to examine the relationship ...between IC performance and the financial performance of the financial sector.Design methodology approach - The value added intellectual coefficient (VAIC) approach developed by Pulic is used to determine the IC performance of the Australian financial sector. The required data to calculate different constituents of IC was obtained from the annual reports of Australian Financial Sector companies.Findings - The value creation capability of financial sector in Australia is highly influenced by human capital. About two thirds of the sample companies have very low levels of intellectual capital efficiency. The performance of various components of VAIC and overall VAIC differs across all subsectors in the financial sector. Investment companies have high value VAIC due to higher a level of human capital efficiency, as compared to banks, insurance companies, diversified financials and RIETs. Insurance companies are more focussed on physical capital rather than human and structural capital leading to lower VAIC.Research limitations implications - The paper analyses IC performance of only one sector of the Australian economy and there is a relatively narrow three-year period for the data collection. However, a comparative analysis of various sub sectors in the Australian financial sector justifies the contributions made by this study.Practical implications - The findings may serve as a useful input for financial institutions to apply knowledge management in their institutions and in addressing the factors affecting IC performance in order to maximise their value creation. It will also help the management of companies in other sectors, especially those in knowledge-based industries, in understanding the contributions of various components of intellectual capital in their growth.Originality value - This is the first paper that examines the relationship of intellectual capital performance with financial performance of financial sector companies in Australia.
Research Questions: To what extent do the various corporate reporting channels, documents, and instruments incorporate the issues identified in the literature as affecting human capital? Which ...aspects are taken into account by Romanian healthcare companies regarding the reporting of human resources management practices? Motivation: Given the commitment of companies to sustainable development, the requirements for enhancing the reporting of human resource management practices have increased. In addition to the specific responsibilities of economic entities that are required to publish periodic financial statements, this study is particularly relevant to human resource management practices in Romanian companies. In this study, the focus is on companies in the healthcare sector, an industry sensitive to the events that have occurred in recent times. Idea: This study explores the defining elements of human resources management awareness and behaviour. The main objective of the research is to analyse the area of human resource information reporting in six companies in the healthcare or pharmaceutical sector and its debate in the context of different company characteristics. Data: To achieve the proposed objective, data from the annual reports were collected for 2021 for six Romanian companies listed on the Bucharest Stock Exchange. Tools: The extracted information is analysed through a critical interpretation to identify and analyse the level of reporting. In this study, the collected data was critically analysed based on empirical and archival sources to understand human resources reporting practices. All data used in this study were manually collected. Findings: The results of this research show that there is an interest in transparency of human resources information, but some variables should be improved or, where appropriate, added to the report. The most detailed information found is related to the reporting of descriptive company characteristics such as profitability and company size , and the least detailed is the information that belongs to the human resource category such as employment of people with disabilities and employment of women. Contribution: This paper contributes to research on companies' human resources reporting practices by identifying what is included in the annual report and analysing it through the lens of the transparency with which companies treat these practices.
PurposeThis study aims to provide an overview of what characterizes the current state of research in the field of cloud computing use in human resource management (HRM) with the identification, ...analysis and classification of the existing literature and lines of research addressed and to provide guidance for future research.Design/methodology/approachThe systematic literature review (SLR) technique has been used to identify, select, analyze and evaluate the existing publications on cloud computing and HRM. A total of 35 papers published up to December 2020 have been obtained from the Web of Science (WoS) scientific database. The research design has allowed us to determine what characterizes the current state of research on the use of cloud computing in HRM and obtain a novel classification of the literature that identifies four lines of research and the contributions in each line and has allowed us to define the future research agenda.FindingsThe four groups into which the papers on the cloud computing-HRM relationship have been classified are: (1) studies focused on the development of cloud platforms for HRM that highlight technical aspects, (2) papers that focus on the concept of human resource elasticity, (3) papers on the adoption and/or implantation of cloud platforms for HRM and (4) studies that highlight the effects or implications of cloud platforms for HRM. This paper proposes some new opportunities for future research and presents some helpful implications from the theoretical and management perspectives.Research limitations/implicationsThis study uses only scientific articles in the WoS database with a Journal Citation Report (JCR) or SCImago Journal Rank (SJR) impact.Originality/valueThis paper provides an overview of the knowledge on cloud computing and HRM research and offers recommendations for future research.
ABSTRACT
This study investigates whether the benefit firms can extract from team member communication to the team manager—who may use such information for rewarding individual team members—is ...affected by differences in the type of mutual monitoring information available to team members. We predict and find that team performance is higher when team members can observe only each other's effort than when they can observe both each other's effort and output levels; conversely, team performance is lower when team members can observe only each other's output than when they can observe both each other's effort and output levels. The intuition behind these results is that the type of observable mutual monitoring information creates different degrees of ambiguity regarding what should be considered a fair reward allocation for team members' contributions. Such ambiguity reduces the usefulness of team member communication to the manager for allocating rewards, resulting in lower team performance.
Data Availability: Data are available from the authors upon request.
The Human Capital Stock Jones, Benjamin F
The American economic review,
03/2019, Volume:
109, Issue:
3
Journal Article
Peer reviewed
Open access
Human capital differences across countries can appear large or small depending on measurement methods. This Reply clarifies key assumptions and conceptual distinctions across accounting approaches. ...Accounting-based arguments for small human capital differences are difficult to sustain. By contrast, large human capital differences are theoretically and empirically coherent. Non-accounting arguments against large human capital variation are examined and their weaknesses pinpointed. This Reply also suggests a fruitful way forward for this literature, providing a natural conception of human capital that integrates literatures on ideas and institutions with the accounting of Jones (2014).
PurposeThe purpose of this study is to build a theory presenting talent development as a driver for innovativeness and strategic flexibility, and how these organizational capabilities affect ...financial performance.Design/methodology/approachAs a methodological approach, this study uses a rich combination of literature review and exploratory interviews with managers and academicians. Moreover, a conceptual framework is tested by confirmatory factor analysis and finally structural equation modelling using the survey data from 462 Greek firms.FindingsThe results show the positive effect of talent development on strategic flexibility and innovativeness. Moreover, strategic flexibility is an influential firm capability for innovativeness and financial performance. This study also reveals the significance of innovativeness on financial performance.Research limitations/implicationsThis study explores talent development and two certain organizational capabilities, but many other topics that affect business performance remain unexplored. The role of environmental characteristics could also be examined as a moderator in the proposed relationships.Practical implicationsThis study offers clear implications for managers, proving that talent development is a major driving force behind strategic flexibility, innovativeness and financial performance in order for managers to allocate resources, and to develop and execute these capabilities as an integral part of business strategy.Originality/valueThis empirical study contributes to the literature by developing a research conceptual framework of three underdeveloped firm capabilities, investigating and explaining both their correlations and dynamic nature and their role in financial performance improvement.
Employees always play an important role in the service sector. For this study, we have selected Infosys Ltd. as a leading company in the IT sector. The study’s objective is to analyze the expenditure ...incurred by Infosys Ltd. on their employees and the value of employees’ contribution to Infosys Ltd. using the Human Resources Information System (HRIS), a contribution-based model that consists of 13 variables. Out of the 13 variables, 09 variables are monetary. We have collected data from the latest financial reports of Infosys Ltd. and the Reserve Bank of India’s database for eight monetary variables. Four out of 13 variables are non-monetary for which data have been collected with the help of a standardized questionnaire using 5 points Likert scale. Based on the responses received from 119 employees of Infosys Ltd. and by analyzing data we conclude at both the individual and organization levels that there is a difference between the expenditure incurred by Infosys Ltd. on their employees in total and the Value of all employees’ contribution as an individual and as a group towards Infosys Ltd. This means that the employees’ contributions both individually and collectively are much more than the cost incurred by the organization.
Purpose
– The purpose of this paper is to: investigate the current state of intellectual capital (IC) as an academic discipline, and explore the impact of IC on the state of practice.
...Design/methodology/approach
– The most influential articles published in the Journal of Intellectual Capital were identified. Analysis of their cited and citing works was done.
Findings
– The IC discipline: first, successfully disseminates its knowledge beyond the English-language world but ignores research published in languages other than English; second, has higher self-citation rates; third, uses books for the development of its theoretical foundation; fourth, successfully converts experiential knowledge into academic knowledge; fifth, exerts a limited yet potentially increasing practical impact; and sixth, is at the theoretical consolidation stage of pre-science and is progressing toward becoming a reference discipline. No anomalies in the development of the IC discipline were observed.
Practical implications
– IC researchers should pay more attention to works published in non-English journals. Given the status of IC as a professional discipline, they should continue using non-peer reviewed sources to convert experiential knowledge into academic knowledge. They also need to promote their research far beyond the traditional IC domain.
Originality/value
– To the best knowledge of the authors, this is the first empirical analysis of the IC discipline from the reference discipline perspective.
The current study aimed at understanding the impact of Human Resource Accounting practices on decision making in an organization. The research was conducted on a private company in Kurdistan. ...Researchers constructed a model where predictor variable is Human Resource Accounting Practices and Predicted variable is Decision making. The Research has null hypothesis and alternative hypothesis where the null hypothesis was“There is no significant relationship between Human Resource Accounting Practices and Decision Making”. The alternative hypothesis was “There is significant relationship between Human Resource Accounting Practices and Decision Making”. The sample size for the current research was 107 where researcher distributed 120 questionnaires where 13 questionnaires were not filled properly. Researchers used quantitative method to analyze the results of the current research. The questionnaire consists of 20 questions which were organized randomly to avoid bias based responses from the respondents. Researchers concluded that HRA hasa strong positive effect on decision making where alternative hypothesis was accepted and null hypothesis got rejected. The sample size was low as the researcher conducted pilot study on this area and may get different results by increasing the sample size and demographics. The present research helps the organization to understand the importance of Human Resource Accounting and the effect of HRA on decision making
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