Benchmark the findings: To completely review the audit findings, auditors must be compared with human resource benchmarks. This method can work for some of the people at shop floor and middle order management. In this approach, actual cost incurred on recruiting, hiring, training and development the human resources of the organisation are capitalised and amortised over the expected useful life of the human resources. Of course, the reality is more nuanced. It also involves measuring the economic value of people to the organization. With the acquisition of experience and training in the course of time the utility of employees increases rather than decreasing. This approach has been developed by Prof.
The valuation of human assets is based on the assumption that the Employees may remain with the organization for certain specified period. The net benefit is divided by the total cost. This method envisions a fictitious situation in which a company suddenly finds labor and talent scarce and individual divisions or departments within the company must bid on existing employees. In our country, too, there is a need for establishing systems which can generate monetary and non — monetary information about human beings in the organizations, particularly about managerial talents whose dearth is felt by business organization. It is the measurement of the cost and value of people to organization.
For instance education sector is top sector who human resource accounting must be used for maintaining the accounts of education department. Major methods of valuation of human assets are historical cost, replacement cost, standard cost, present value of future earnings, and expected realizable value. The value of the human resource is less than the industrial average. The study is based on 885 customer interviews and an analysis of management ratios of 11 organic food shops. It means that the value of human resource is at par with the industry. With the accelerated growth in science and technology, the value of human capital is gradually increasing and hence it is essential for a company to reflect the investment in human resources. If it is smaller than 1, say.
It permits management employees to scrutinize effectively the use of human resources. In this day and age, every department and manager need to know their costs. Opportunity Cost — This method was first advocated by Hc Kiman and Jones for a company with several divisional heads bidding for the services of various people they need among themselves and then include the bid price in the investment cost. The unexpired value is investment in human assets. This method can be used to determine whether to replace or dismiss the worker. Concept of Human Resource Accounting: Thus, human resource accounting is primarily involved in measuring the various aspects related to human asses.
According to this method, future earnings of employees are estimated upto the age of retirement and are discounted at a rate appropriate to the person or the group to obtain the present value. This comparison will offer insight into how the audit results compare against other similar size of firms. Create action plans: In this step, it is crucial actually to analyse the information identified as a result of an audit. Flamholtz on the basis of concept of replacement cost. This is perhaps the most important reason to learn about Human Resource costing. Furthermore, the influence of customer satisfaction on customer loyalty is examined. These statements include balance sheets in which physical assets such as cash accounts receivables, inventory and plant are recorded.
Human resource audit helps senior management to guarantee compliance with wage-and-hour laws and the myriad of other employment and benefits-related statutes. Other three dimensions of the study are store attributes, shopping outcomes and shopping perceived cost. Human Resource Accounting means accounting for people as the organisational resources. The historical cost of human resources is very similar to the book value of the other physical assets. It then determines the value of an employee by working the: real capital cost, performance assessment and current worth of forthcoming wages and salary payments. First one is based on the cost i. Although there aresome resemblances between earlier model i.
Secondary data have been collected through perusal of existing literature viz. If the asset is liquidated prematurely then it isunderwritten — off amount is charged to revenueaccount. This approach indicated that, the two functions of measurement are process functions in the process of measurement and numerical information from the numbers themselves. Develop the audit questionnaire: In next step, it is important to invest enough time in developing a comprehensive document that obtains information on all the subjects of the inquiry. This method is simple but does not take into account differences in employees put in the same group. The results of an online survey among 170 customers show that customer satisfaction and commitment are necessary preconditions for the economic success of small organic food shops, but they are not sufficient to explain customer loyalty. This model was suggested by Morse 1973.
However, the costs for the first organization are 4x higher than the second. If the human assets are liquidated prematurely the whole of the amount not written off is charged to the income of the year in which such liquidation takes place. Accordinglythe value of an employee is basedon his opportunity cost-the riceother divisions are willing to payfor the services of an employeeworking in another division of anorganization. Under this method, the value of human resource is determined by considering the certainty with the net profit earned by the enterprise in future. They have given the following formula for calculating the value of an individual.