It is no surprise to learn that to date accounting for people has attracted very little attention from critical accounting researchers. From their standpoint there is little in the history of ...accounting theory and practice that has served the interests of labour well. A worrying consequence of this lack of engagement with accounting for people is that potentially valuable insights may be disregarded by fiat. The recent emergence of human capital accounting as an element of the broader intellectual capital field is identified here as meriting closer scrutiny and debate. Informed by a wide ranging literature review, together with some of the findings of a study of the issues associated with accounting for employee health and wellbeing, viewed as a further key constituent of human capital, the paper argues that a virtuous accounting intervention, in the form of a critical accounting for people, might now be pursued to the benefit of both people and the broader society.
PurposeThis work aims to propose an alternative method of human capital calculation for research laboratories of public university, taking into account some drawbacks of the methods currently applied ...in this field.Design/methodology/approachThis method is implemented via a linear program extracted from Data Envelopment Analysis based on slack movement. This is the formulation of Copper et al. (2000), which is used as the starting point for developing the proposed method through important transformations.FindingsThe proposed method is supported by an illustration related to a Moroccan public university. This illustration showed that 57 per cent of the laboratories and all the research activities that they perform are in deficit with respect to target scores.Research limitations/implicationsThe proposed method has technical limitations related to scores equal to 1 and to variables when those are numerous. To solve them, it is possible to use peer benchmarking system for the first limitation, and methods of regrouping the variables when those are numerous for the second limitation. Equally, the proposed method does not associate slack with important factors like governance and the impact analysis of research on innovation, competitiveness, and societal aspects. Likewise, it does not use the slack to measure individual efficiency at the same laboratory. Future research can fill these gaps.Practical implicationsThis work allows making appropriate budgetary and research policy within university, through budgeting process and management control by using raw and adjusted target values as well as actual ones. Also, the highlighting of the excessive slacks leads the university to take actions to reduce them, according to the most loss-making research activities.Originality/valueThe proposed method is original, since it fills a deficit in terms of human capital target values calculation and of the slack movement concept in relation to the efficient frontier. Additionally, it transforms the Data Envelopment Analysis program into a program that eliminates the slacks linked to the inputs, the radial movement related to the outputs and treats only the outputs and slacks related to these outputs.
Purpose
Modern age witnessed an exponential growth of high performance work practices (HPWPs) at workplace. This phenomenal increase in quest of performance excellence has fascinated both researchers ...and practitioners. The purpose of this paper is to develop a conceptual model of HPWPs for insurance companies of India.
Design/methodology/approach
A structured questionnaire comprising of 35 HPWPs with a five-point rating scale has been used. Model is based on two important paradigm of HR practices – employees’ awareness and perception for HPWPs. Factor analysis is followed by confirmatory factor analysis to build a model of HPWPs for insurance industry in India.
Findings
Of the 35 practices 17 get reduced to most applicable practices constituting high performance work system (HPWS) for insurance industry. The paper arrives at appropriate model of HPWPs.
Research limitations/implications
Paper has successfully developed model for insurance companies. Taking clue from findings, insurance practitioners could deal with various HR related challenges in their respective companies.
Originality/value
The paper uses primary data collected using structured questionnaire to develop HPWS.
The objective of this paper is to determine the benefits and challenges of valuation and disclosure of human resources based on prior art. The study found low adoption rate of HR accounting, no ...standard method for valuation of human resource, no legal provision for the adoption of it, and disclosure of the same in the annual reports of the organization. The study recommended adopting the HRAP as there is evidence of an increase in the profitability and increase in the efficiency of the employees.
Modern economic conditions are characterized by dynamism and complexity, in¬creased competitive confrontation at product markets, rapid changes of the market environment that leads to intensification ...of the search for advanced approaches to human resource management. Employees, their qualifications and experience are one of the most important factors, without which any prospects of economic growth are neutralized. The purpose of this paper is to substantiate the essence of human resources as a category of accounting, which is a prerequisite for formation of theoretical and methodological basis of their representation in the context of value-based business management implementation policy. The article substantiates the essence of human resources as the total number of employees at the company, who are carriers of human assets accumulated in themselves and inseparable from themselves, such as physical abilities, education, experience and professional knowledge that, in conjunction with using the elements of accounting method, creates the basis for presentation of human assets as the company’s right to use them as a part of intangible assets. Implementation of suggested approach to understand accounting nature of human resources, based on recognition of company’s right to use human assets carried by employees, creates a prerequisite for displaying information about them in the system of accounts and reports of the company that meets the needs of value-based management.
The objective is to assess the disclosure practices of human capital in the banking sector of the Gulf Council Countries. This study aims to assess the level and quality of human capital disclosure ...and to investigate the consistency among countries. The study investigates the human disclosure practice of eight banks from each the six gulf countries with a total of 48 banks out of the 56 national banks over five years. The paper develops the variables of the disclosure index based on long discussion with professional and researchers. The disclosure index is computed for each variable for all banks under the sample. Compensation comes as the most disclosed variable with an average score of 2.87 Whereas knowledge is the least disclosed variable with an average score of 0.75. The Bahrain banks score the first level of disclosure with a disclosure score of 391, followed by UAE, Qatar, and Kuwait.
No mundo empresarial atual, o conhecimento e a inovação são fatores chave para o sucesso das organizações. O stock de conhecimento por si só não confere à empresa vantagem competitiva, mas sim a ...forma como este é usado. É através da ampla rede de relacionamentos que envolvem a organização, que surgem as inovações. Estes dois conceitos estão interligados, pois para o processo de inovação ser bem-sucedido, tem de haver primeiramente uma gestão eficaz do conhecimento. A presente dissertação encontra-se dividida em duas partes: a parte teórica, de revisão da literatura e exposição da evolução do setor dos moldes ao longo do tempo, e a parte prática, onde é descrita a metodologia, a análise dos dados e a discussão dos resultados. De modo a verificar a importância que as empresas atribuem as estas variáveis, avançou-se com a elaboração de um questionário às empresas pertencentes à indústria dos moldes, de onde se pode retirar os dados de como o conhecimento e a inovação são geridos dentro dessas organizações. O principal objetivo é testar as hipóteses que foram estabelecidas: a aquisição de conhecimentos tem um impacto positivo na inovação; a aplicação de conhecimentos tem um impacto positivo na inovação; e a partilha de conhecimentos tem um impacto positivo na inovação. Os resultados obtidos indicam que a gestão do conhecimento afeta positivamente a inovação. Apesar de os resultados coincidirem com a literatura, há que ter algum cuidado na generalização das conclusões, pois o tamanho da amostra é pouco representativo da população em estudo.
Purpose
The purpose of this paper is to propose an improved economic value model for human resource valuation. For this purpose, the probability of promoting people to a higher position and the ...satisfaction coefficient of employees and customers have been computed by competency and Kano models.
Design/methodology/approach
In order to calculate the probability of promoting people to a higher position, competency model and questionnaire have been used. The satisfaction coefficient of employees and customers has been calculated as a factor influencing the survival of an individual in the organization by using the Kano model. For this purpose, two questionnaires have been designed; one was completed by the employees and the other by the customers. The proposed model has been examined in a consulting company in Iran.
Findings
The human resource value of the company under study has been estimated over 29bn rials (Iranian currency). The obtained results indicate that the proposed approach as an integrative monetary and nonmonetary measure can remove the limitations of the economic value model.
Practical implications
The proposed model helps organizations in managing their human capitals more effectively.
Originality/value
In this study, the Kano and competency models have been integrated with one of the common models of human resource valuation, i.e. the economic value model. The proposed integrated model seems more effective compared to the basic model of economic value model. Application of the proposed model within the context of Iran for the first time would constitute as potential for contribution to the knowledge of human resource management in the developing countries.
Significance of identifying human resource competency in organizations and the necessity for valuating human resource in accounting persuade many researchers to design a conceptual model for ...measuring human resource accounting. This study, first, examines dimensions of various valuation models of human resource and then they are compared with Goleman individual and social competency indicators. Next, individual, organizational and social competency indicators are designed through developing Goleman model. Finally, Analytical Hierarchy Process (AHP) and experts’ ideas in human resource accounting in superior universities of the world are used to classify the indicators; and the conceptual model of measuring human resource accounting is designed based on guidelines of management and human capital development vice-presidency and inspiring effort rate of return method.
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