Voluntary Human Resource Disclosure Practices of Selected Listed Indian IT Firms

2016 ◽  
Vol 7 (2) ◽  
Author(s):  
Veerma Puri ◽  
B.C. Sharma ◽  
Manoj Kumar
Keyword(s):  
Human Resources ◽  
Human Resource ◽  
Voluntary Disclosure ◽  
Annual Reports ◽  
New Employees ◽  
Resource Valuation ◽  
Competitive Edge ◽  
Knowledge Based ◽  
Insurance Reimbursement ◽  
Two Stages

During the previous two decades Indian economy has shown a tremendous improvement due to emergence of various knowledge based industries. In such industries, firms recognize people as a key resource to gain competitive edge over their peers. Many firms, especially in Information Technology (IT) sector, view their employees or human capital or human resource (HR) as their most valuable assets and invest heavily on them. Many Indian IT firms voluntarily disclose much more information about their human resources than is mandatorily required by the Indian regulations so as to reduce information asymmetry between the insiders and the outsiders regarding their human resources (Jindal & Kumar, 2012). This study measures the extent of voluntary HR disclosures done by selected listed Indian IT firms in two stages. In the first stage, a 33 items voluntary HR disclosure index was developed based on a detailed review of voluntary disclosure indices used in the existing studies of HR disclosures of firms (Jindal & Kumar, 2012, Murthy & Abeysekera, 2007, Abhayawansa & Abeysekera, 2008) and also based on best practices followed by a few Indian IT firms (Infosys, Wipro etc.). In the second stage, a detailed content analysis of annual reports of twenty firms which were part of CNX IT Index as on Jan 8, 2014 was performed using a CAQDAS software to check the variability/presence or absence of all the Voluntary HR Disclosure Index code items. The results of this study shows that Indian listed IT firms (a) provide loads of information about several aspects of Training and Development programmes for Existing/New Employees (b) provide little information on such crucial matters such as Human Resource Valuation, Compliance with Employment and Labour laws, Geographical distribution of employees, Information regarding Employee Commute, Travel, Medical insurance/reimbursement and Termination Benefits.

scholarly journals Human Resource Accounting System in Selected Indian Companies

2012 ◽  
Vol 3 (2) ◽  
pp. 69-76 ◽  
Author(s):  
Upasna Joshi
Keyword(s):  
Human Resources ◽  
Human Resource ◽  
Annual Reports ◽  
Accounting System ◽  
Goods And Services ◽  
Human Element ◽  
Knowledge Based ◽  
Human Resource Accounting ◽  
Resource Accounting ◽  
The Comparative Study

The human resource may be seen as the most fundamental of all available resources to an economy or an organization. Human resources are energies, skills, talents and knowledge of people that are or can be potentially applied to the production of goods and services. Corporations cannot run by machines or systems alone, however smart those may be. The human element in it is inevitable, even for knowledge based lean organizations of the 21st century. It is an irony that valuation of this important asset is not reflected in the books of accounts. However to enhance goodwill and attract investors, need is being felt for human resource accounting. In our present paper, an attempt has been made to do the comparative study of the human resource accounting practices of CCI, HPCL, Infosys and Rolta India Limited. The variables that are important for the purpose of human resource accounting are identified and by analyzing, the annual reports of these selected companies scores are assigned to the organizations and mean scores for these organizations were calculated. Ranks to the organizations are also given based upon the extent of the HRA information reported in their annual reports.

Human Resource Planning as a Strategic Function

2017 ◽  
Vol 8 (3) ◽  
pp. 120-131 ◽  
Author(s):  
Jatinder Kumar Jha ◽  
Manjari Singh
Keyword(s):  
Strategic Planning ◽  
Human Resources ◽  
Human Resource ◽  
Resource Planning ◽  
Line Managers ◽  
Human Resource Planning ◽  
Competitive Edge ◽  
Hr Managers ◽  
Forecasting Techniques

This paper explores the strategic importance of human resource (HR) planning and the various techniques employed by organizations to attract talent and thus to gain a competitive edge. In this paper, the authors have tried to explore the various biases that come into play when supervisors forecast for human resources. Backed by research, the paper recommends the integration of line managers with HR managers and their participations in strategic planning to enable the HR managers to gain valuable insights for HR planning. The paper further suggests that though biases cannot be ruled out completely but they can be controlled by providing relevant training to the HR and line managers to forecast dynamics. Further, the judgement of the line managers could be complemented with other forecasting techniques to make the process more reliable.

scholarly journals ACHIEVING A CONCENSUS ON HUMAN RESOURCES ACCOUNTING: A REVIEW OF LITERATURE

2018 ◽  
Vol 1 (1) ◽  
pp. 131-139
Author(s):  
Ofe Iwiyisi INUA
Keyword(s):  
Human Resources ◽  
Human Resource ◽  
Financial Reporting ◽  
Economic Value ◽  
Annual Reports ◽  
Intangible Asset ◽  
Strict Sense ◽  
Future Earnings ◽  
Human Resource Accounting ◽  
Resource Accounting

This paper is a theoretical discourse and review on human resource accounting which remains an issue both for research and in practice. The library-based research design was used in this study. It is an established fact that the human resource is an integral component of every business and constitutes a key intangible asset for companies. However, unlike other assets, human resource does not conform to the peculiar patterns of conventional accounting assets in a strict sense and hence cannot be treated as such. Research efforts and models such as the replacement cost, opportunity cost, present value of discounted future earnings, etc have evolved overtime to try to properly capture, measure and report human resource and each model has its own weakness that makes it daunting for human resource to be fully amenable to the postulations of the models. Many researchers have thus shifted to issues of human resource disclosures in annual reports which basically concerns itself to what is disclosed about human resources such as training, welfare, compensation packages amongst others. This again does not provide much insight to the core issue of human resource accounting which involves cost to recruit, select, hire, train, compensate and develop human assets on one hand and calculating the economic value of people to the organization on the other. The study concludes that there is need for more robust research efforts and quantification methodologies for human resource accounting and the role of financial reporting standards will be crucial in helping to achieve some sort of consensus in moving forward on this issue of human resource accounting.

Human Resources Accounting Disclosure Practices (HRADP)

2021 ◽  
Vol 12 (1) ◽  
pp. 97-110
Author(s):  
Amit Kumar Arora ◽  
Ankit Panchal
Keyword(s):  
Human Resources ◽  
Human Resource ◽  
Standard Method ◽  
Annual Reports ◽  
Accounting Disclosure ◽  
Adoption Rate ◽  
Legal Provision ◽  
Prior Art

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.

The Impact of Company Characteristics on Human Resource Disclosure Index: A Study on Service Sector Companies in India

2021 ◽  
pp. 231971452110108
Author(s):  
Kirti Aggarwal
Keyword(s):  
Regression Model ◽  
Human Resource ◽  
Voluntary Disclosure ◽  
Service Sector ◽  
Negative Influence ◽  
Least Square ◽  
Annual Reports ◽  
Accounting System ◽  
Stakeholder Perspective ◽  
The Impact

The main purpose of the study is to know the impact of company characteristics on Human Resource Disclosure Index (HRDI) in service sector companies in India. The sample consists of 22 service sector companies listed on the NSE-500 Index. The data of dependent variable are collected from annual reports using the content analysis approach, and the data of independent variables are collected from CMIE Prowess Database and annual reports of the sample companies. The time period of the study ranges from 2012–13 to 2017–18. For analysis, descriptive statistics, Pearson’s correlation matrix and One-way Least-Square Dummy Variable (LSDV) regression model are used. The findings of the study show that the mean percentage of HRDI is 34.26. It represents the low level of HR disclosure. Further, the results of the LSDV regression model demonstrate that net fixed assets, market capitalization, return on total assets, quick ratio and pages of an annual report have significant positive and net sales, profit after tax, current ratio and type of auditor have significant negative influence on the HRDI. Overall, it can be said that the HRDI used in the present study is a first step towards evaluating the voluntary HR disclosure practices of listed companies in India from the stakeholder perspective and voluntary disclosure of HR information help to rebuild the trust of stakeholders in an accounting system.

scholarly journals Factors Influencing Investments into Human Resources to Support Company Performance

2022 ◽  
Vol 15 (1) ◽  
pp. 19
Author(s):  
Jarmila Duháček Šebestová ◽  
Cristina Raluca Gh. Popescu
Keyword(s):  
Resource Management ◽  
Human Resources ◽  
Human Resource Management ◽  
Human Resource ◽  
Sustainability Assessment ◽  
Business Environment ◽  
Company Performance ◽  
Knowledge Based ◽  
Knowledge Based Economy ◽  
Development Goals

Human resources are very important in a business; however, the return on investment in human resources is longer than in fixed assets, so entrepreneurs frequently consider how much to actually invest. This article, based on primary research, examines the motivations for investment when a 20% profit is typically invested with a model return of around 14%. Those findings are supported by the results presented in Archetype models based on similarity clustering. The results are based on an empirical study (278 respondents, omnibus survey) in the Czech Republic. Moreover, the study concludes that the business experience positively influences human resource management and future development to increase the investment share. In essence, this article displays the paramount importance of human resources and human resource management in the international business environment, demonstrating that investments in human resources are crucial to the success of all businesses, positively and consistently supporting organizations’ performance, and entrepreneurship will continue to remain a vital component of the activities belonging to the post COVID-19 era. In addition, in an era governed by the influences specific to the knowledge-based society and the knowledge-based economy, in which intellectual capital will be considered one of the most relevant intangible assets of entities all over the world, the measurement of human resources investment will turn out to be essential for the success of all businesses, while taking the necessary steps in supporting sustainability, sustainability assessment and Sustainable Development Goals (SDGs).

PERANGKAT SUMBER DAYA MANUSIA

2020 ◽  
Author(s):  
dwi sartika sabilah
Keyword(s):  
Information System ◽  
Human Resources ◽  
Human Resource ◽  
Work Performance ◽  
Rapid Development ◽  
Real Data ◽  
Computing Methods ◽  
New Employees ◽  
Resource Information ◽  
Human Resource System

Nowadays the development of information technology has been so rapid. Rapid development is not only in hardware and software technology, but also in developing computing methods. Every organization, especially companies, needs real data from every level of management. The data is arranged and managed in an information system. One of the most important information systems in the company is the Human Resources Information System (SISDM / HRIS). Every large company must have a human resource information system. The human resource system helps businesses develop employee staffing needs, identify potential new employees, keep employee records, track employee training, skills and work performance, and help managers develop plans that match employee compensation and career development. Enterprise systems can help businesses to coordinate their staffing arrangements with production and sales activities and financial resources. Human resources are responsible for attracting, developing, and maintaining company work units.

scholarly journals Legal and Ethical Implications of Using Social Media in Human Resource Management

2014 ◽  
Vol 2 (1) ◽  
pp. 65-76
Author(s):  
Lu Zhang
Keyword(s):  
Social Media ◽  
Resource Management ◽  
Human Resources ◽  
Human Resource Management ◽  
Human Resource ◽  
Human Resources Management ◽  
New Employees ◽  
Social Media Networks ◽  
Ethical Implications ◽  
The Way

Now more than ever we live in a society saturated with technology and media. We are captured by the technology whirlwind such as the internet, instant messages, emails, and social media such as Twitter and Facebook. Technologies not only are changing the way people live, work, and interact with each other but also the way companies conduct their businesses. Social media no doubt is one of such technologies that enables companies to market their products and services in new and unique dimensions. Beyond marketing, social media is also changing the way human resource professionals recruit and select employees. Recruiting and selecting potential new employees using social media, is gaining popularity. There are even software programs that capitalize on the information available on social media sites to assist human resources professionals to source, screen, and track job applicants. Although there are many advantages in using social media networks to assist HR to select and filter job candidates, there are reasons for concerns. In this paper, we’ll examine the legal and ethical consequences of using social media in the area of human resource management. Keywords: Social Media, Facebook, Human Resources, Management.

Human Resources Accounting Disclosure Practices (HRADP)

2022 ◽  
pp. 2053-2067
Author(s):  
Amit Kumar Arora ◽  
Ankit Panchal
Keyword(s):  
Human Resources ◽  
Human Resource ◽  
Standard Method ◽  
Annual Reports ◽  
Accounting Disclosure ◽  
Adoption Rate ◽  
Legal Provision ◽  
Prior Art

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.

Perangkat Sumber Daya Manusia

2020 ◽  
Author(s):  
Dea syahputri
Keyword(s):  
Information System ◽  
Human Resources ◽  
Human Resource ◽  
Work Performance ◽  
Real Data ◽  
New Employees ◽  
Human Resource Information System ◽  
Resource Information ◽  
Human Resource System ◽  
Staffing Needs

Setiap organisasi khususnya perusahaan memerlukan data yang bersifat riil dari setiap tingkatan manajemennya. Data tersebut disusun dan dikelola dalam sebuah sistem informasi. Salah satu sistem informasi terpenting pada perusahaan adalah Sistem Informasi Sumber Daya Manusia/Human Resourches Information System (SISDM/HRIS). Setiap perusahaan besar pastilah memiliki sistem informasi sumber daya manusia (human resource information system). Sistem sumber daya manusia membantu bisnis dalam mengembangkan susunan kebutuhan kepegawaian, mengidentifikasi potensi-potensi karyawan baru, menyimpan arsip karyawan, menjejaki pelatihan, keterampilan, dan prestasi kerja karyawan, dan membantu para manajer mengembangkan rencana yang sesuai dengan kompensasi dan pengembangan karir karyawan. Sistem perusahaan dapat membantu bisnis untuk mengkoordinasi susunan kepegawaian mereka dengan aktivitas produksi dan penjualan dan sumber daya keuangan. Sumber daya manusia bertanggung jawab untuk menarik, mengembangkan, dan memelihara satuan kerja perusahaan.Kata Kunci : Perangkat Sumber Daya ManusiaAbstract Every organization, especially companies, needs real data from every level of management. The data is arranged and managed in an information system. One of the most important information systems in the company is the Human Resources Information System (SISDM / HRIS). Every large company must have a human resource information system. The human resource system helps businesses develop employee staffing needs, identify potential new employees, keep employee records, track employee training, skills and work performance, and help managers develop plans that match employee compensation and career development. Enterprise systems can help businesses to coordinate their staffing arrangements with production and sales activities and financial resources. Human resources are responsible for attracting, developing, and maintaining company work units.Keyword : Human Resource Information System

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