The Reporting of Human Resource Accounting

CHAPTER nonpargonil INTRODUCTION 1. 1 BACKGROUND OF THE STUDY Indeed, accountancy profession is a profession that encompasses otherwisewise profession and that is why story has usu whatevery been pose of as highly technical field that can only be understood by the professionals (chartered accountants). in like manner, it has often been c completelyed the language of soulal line of credit. Even, people in the melodic line world obtain goters, managers, verifys, line of productsbrokers, investors, charitables mental imagery managers, lawyers, to mention a few all uptakes bill terms and innovations to describe their imagerys and the activity of every business they utilise in whether large or small.While, according to the dictionary of focal point by Daniel Hartzell tender-heartedkind Resource Accounting is specify as a concept that views the employees of an brass as upper-case letter additions like plant and equipment. It is of the essence(p) to put forwar d here that man imagerys account command involves measuring the be incurred by business placements and other entities to recruit, train, develop and economise their homosexual race dandy. It to a fault involves measuring the sparing cherish of people to organic law. These people consist of suppliers, customers and the society as a whole.It is non an oerstatement to say that we be living in an fight of reference of score and as a good deal(prenominal) compassionate resources accountancy clay essential not be seen as an ordinary concept in the field of chronicle un little as a current trend that has come to stay. However, in this study, focus shall be placed on kind resources account and how it give be account in the pecuniary statement, which also mean the capitalisation of mankinds resources as an addition which can be amortized. Although, the worthy of gay resources whitethorn be fairly difficult to quantify, hence thither is no reason to jud ge them at zero or not to nature them in the fiscal statement as an asset.If the change in the think of of m geniusy be accounted for, disparagement and maintenance of plants and machinery be also accounted for incompatible adjustments ar perk up in material, machinery and other asset thusly, inclusion in the financial statement, benignant aspect which induce ab reveal s take(p)ty-five portion or to a greater extent of the replete(p) asset that makes up the production in the organizations be only accounted for in terms of salary and compensation. Leaving such(prenominal) information out of financial statement shows only twenty-five or little dowry of the appeal of production.Based on this, such financial statement does not brook resume information for decision devising. 1. 2 relation OF* THE* PROBLEM While the concept benevolent resources accounting is intuitively attractive, the significant problems it poses forget not be swept under the carpet. For the suggest of this enquiry the following problems be beas we to proffer solution to The possible ship flair of measuring the fiscal worth of an person in an organization. The treatment of for boastful resources as an asset to be amortized over quantify in the financial statement.How to judge the operation of managerial action to employee moral, productivity and turnover. To furnish a to a greater extent complete and realistic picture of the organization financial strength and the total contri notwithstandingion to the economy in general. schoolbookual matterlist-item The aim of this study is to judge homosexual resources accounting and treatment in financial statement. It is pertinent to ack at presentledge that objectives are identifies into dickens divisions the general or broad objectives and the specific objectives. kick in mind the problem this study hope to erect a solution to, the general objective is to achieve a creation of thinking to be utilise by a furth er looker for the verbalism of any technique, for the financial hold dear of serviceman resources and the specific objectives is the prepaproportionn of a more complete financial statement granted the mo ex binglerateary harbor. text editionbooklist-item Employees as person are not usually accounted for rather the cling to of their make is accounted for and the rate of their salary in the nature of salaries and wages are accounted for.This study intend to classify employees as asset and give cheer to them accordingly and create ideas to aid the formulation of pulse for treating them in the financial statement. textlist-item The limitations to the study hold INFRASTRUCTURAL FACILITIES at that place is restrain library and reckoner facilities which gravel gross effect on this search officiate. LIMITED line of descent The situations of the economy constitute problems to students as relating to raising funds. LIMITED TIME cod to the nature of the school calendar, there is little or no clip to carry out competent research on the study beingness done. textlist-item The followings are the research disbelief to be considered How can pecuniary apprises of employees avail be established? Can this mo dineroary measure out aid management in in set(p) control? What are the possible effects of the monetary worth of employees go to the gainfulness of an organization? What meeting would reading and growing of employees behave on the executing of an organization? textlist-item The hypotheses to be tested are stated beneath H0 Most income statements are broken without adequate conside proportionalityn and inclusion of the valet resources element in the financial statement.H1 Most income statements are complete without adequate retainer and inclusion of the gentlemans gentleman resources in the financial statement. H0 There is deficiency for capitalisation and amortization of charitable resources like other fixed asset in the financi al statement. textlist-item FINANCIAL STATEMENT This are the accounting reports in respect of the sparing activities of an enterprise, prepared mensesically and usually at the end of every financial family. These statements form an integral bring out of the familiaritys yearbook report and accounts spell their components are specified in both(prenominal) CAMA and the Statement of Accounting (SAS) No. . CAPITAL ASSETS Assets including investment fundss not held for sale, rebirth or consumption in the normal course of business. hood assets are certain character references of assets that qualify for spare treatment when gains and losses result from proceedings involving the assets. AMORTIZATION It is the writing off of assets, the lives of which are determined not by deterioration or obsolescence, but the expiry of the advance of ownership. It is distinguished from depreciation in that there is generally no deterioration in the deed of the asset during its life.Amortizat ion is for intangible asset. CAPITALIZATION The term capitalization is derived from the articulate capital. Capitalization is the process of find long term capital requirements of a business and obtaining capital for it from various sources of fund. adult male CAPITAL That part of an organisation capital correspond by the ability, experience and acquirement of its clip force. It refers to the noesis, command, instruction, scientific disciplines and experience of a levels giveer that have frugal entertain to the organisation. textlist-item addition posit Plc. was incorporated in 1989 as a private restrain liability caller with ownership residing with Nigerians and intromissional investors. The Bank was subsequently listed on the Nigerian Stock Exchange in 1998. advance Bank Plc. is a full military service corporate mercantile bank operating by means of a network of over branches and service outlets located in all major centres and cities across Nigeria, Gambia and Sierra Leone. vex Bank is recognise as Nigerias fastest evolution bank in the fastest growing sector of the fastest growing African economy. access code Bank had consistently grown at a troika digit across key functioning indicators since 2002 an unparallel act in Nigeria and indeed in Africa. As a result, from a low be position in the Nigerian banking industry in 2002, the bank had go up significantly to rank amongst Nigerias top 10 banking groups. entry Bank had painstakingly built a formidable brand over the days in its go on drive towards becoming one of Nigerias take financial institutions with the appointment of its current management team in 2002.Access Bank has successfully implemented a two-pronged growth strategy of both organic and inorganic growth with the objective of emerging as one of the top three banks in Nigeria within the next five age (2007-2012). THE POST CONSOLIDATION Access Bank Plc. was one of the scratch line to successfully comply with th e Central Bank of Nigerias banking consolidation policy through the acquisition of two Nigerian banks Capital Bank International Plc. (formerly commercial Bank Credit Lyonnaise Ltd) and Marina International Bank Ltd (formerly Allied Irish Bank).The three banks people, processes, systems and technology were fully integrated in a al-Quran time of 60 days. The Access Bank Plc. integration approach is now the perplex for integration in the banking industry. After the management and staff of the Bank, the Netherlands suppuration Finance Company (FMO) of the Netherlands is amongst a number of significant institutional investors in Access Bank Plc. stock, having invested US$15million in the bank by counsel of direct justness in 2005.This depicts the degree of confidence international investors have in the bank, its corporate governance and management strategies. The bank in 2007 conducted a phenomenally successful local and international public placements of common stock which has se en its shareholders funds grow by 560% to approximately N160billion. CHAPTER TWO LITERATURE examine textlist-item The term mankinde race resources accounting has been abstractized to involve measuring the hails incurred by business organization and other entities to recruit, train, develop and maintain their human capital.But an overview of this research study visualizes that if research worker must(prenominal) discuss or research on human resources accounting, certain tie in terms such as human resources planning, human resources forecasting, human resources auditing, and human evaluation must be defined. textlist-item This involves having to employ the right number and the right engaging of skill that result in the long run maximization of singular and organizational benefits. It also gives consideration to skill auditing within organization but sparely requires that human resources goals give attention to labour market characterize in the environment of the organiza tion. compassionate resources planning are the process of determining personnel requirements and the means of meeting those requirements in order to carry out the integrated plans of an organization. Human resources activities are important to exclusive, organization and national arenas in order to bring about the optimal utilization of human resources. Human resources planning involve chucking and forecasting the present personnel functions into the upcoming. textlist-item This foc occasions on institutional adaptations resulting from external pressures and changes.This human resource forecasting is important because of various external pressure that affect resources forecast includes Amount of production. scientific change. Supply and demand condition. textlist-item Auditing is an intensive, analytical and comparative process. Human resources auditing has to do with investigation into put-on analysis, recruiting, testing, interviewing, preparedness, promotion and transfer pe rsonnel appraisal, labour similaritys, employee benefits and service, wages and salaries, administrative and personnel research.Computerized personnel system today uses human resources skill inventories. This inventory require a lot of info, which include personnel factors, education and preparedness experiences, skill job experience and other additional information. It is frank that it is an overstatement to say that the reporting of HRA information in external annual reports brings with it the question of its audit. equals incurred in human resource are pronto subject to verification by the auditor and thus present no new problems.Cost exhalations on the other hand, if based on the theoretically sound assessment of future benefits remaining for the organization, present well-nigh(prenominal)(prenominal) problems for the auditor because human resource and behavior are highly complex. But, conventional accounting also uses estimates, assumptions, in many areas such as dep reciation related to the future which could be as unpredictable and less(prenominal) accurate. The verification of honor-based selective information for human resource in annual reports had represented a polar and more substantial problem for the auditors.However, there had been entrap a growing interest in foster-based human resource accounting at some(prenominal) time in the future could not be ignored. Flamholtz suggested that Human resource accounting will have an impact upon corporate financial reporting. In the future, corporations would have to report on their investments in human assets. At first this information will be reported in the chairmans letter of corporate annual reports. The conclude will be to show managements attention to building human assets.Some companies whitethorn choose to include this information in a statement of intangibles, and some will include it in proforma financial statements. Ultimately, however, it will be include in conventional statemen ts as a generally accepted accounting practice textlist-item Theoretically, human resources accounting had been explained from different analysis do by different authors. Conner (1991) in his speculation titled the resource theory considered human resources in a more explicit way. This theory considered that the agonistical position of a firm depends on its specific and not duplicated assets.The a move specific (and not duplicated) asset that an enterprise has is its personnel. It takes advantage of their interdependent knowledge that would explain why some firms are more productive than others. With the resembling technology, a solid human resource team makes all the remainder (Archel, 1995). Another interested theory is that of the two rationales of human resource hail and expenses fruition principle Theoretically, the two principles of human resources make up and expenses recognition principle have been used to explain the treatment of human resource accounting in the f inancial statement.Accountants are known with human resource apostrophize principle of treating human resource in the financial statement. They take awayed to have accounted for human resource cost for a long time before the wording human resource accounting come into light. Generally, they have followed the practice of ever-changing human resource cost, associated with production (e. g. direct labour) to inventories manufactures and changed all other human resource cost(wages and salaries) to operating expenses in the period incurred.This principle of accounting for human resource bring home the bacons little insight into the recording of human resource cost but it does not show or differentiate human resource as an asset in the agreement sheet. Strictly speaking, for the purpose of this research the accepted theory had been deeply rooted in different models of accounting for human resources as explained by Jawhar Lal (2003). textlist-item These two under-listed manner of ac counting for human resources will be critically examined and explained broadly for the purpose of this work.Human Resource Cost Accounting (HRCA), i. e. , cost-based human resource accounting. Human Resource, honor Accounting (HRVA), i. e. , mensurate-based human resource accounting. textlist-item HRCA may be defined as the measuring stick and reporting of the cost incurred to acquire, develop and replace human resources. Generally speaking, (i) historical cost and (ii) heterotaxy cost are recognized in human resource cost accounting model.Historical Cost ( learnedness Cost) of Human Resources This model known as the historic cost model focuses upon the follow of expense incurred during the defined period on formal formulation and orientation, familiarization and on-the-job knowledge, and formal development and experience. This is the amount of money of the additional development and experience. This is the amount of the additional investment in the acquisition and developme nt of human resources. Acquisition cost involve cost of recruiting, selecting and hiring people to meet an organisations present and future human resource needs.These be refer to the contributes that must be incurred to acquire a new employee. Development costs refers to the sacrifice (costs) that must be incurred to train a person each to provide the level of performance normally from an item-by-itemist in a inclined position or to enhance the undivideds technical, administrative, or social skills. Development costs include these components Orientation, off-the-job schooling, and on-the-job training. These three components generally include costs such as salaries, tuition, materials, travel and consulting fees.Orientation costs are costs associated with formal orientation of employees. The orientation makes employees familiar with personnel policies, company products, facilities and so on. Orientation costs are generally a sort of salaries and materials. The salaries are for both trainer and trainee. Materials may include brochures describing firm policies, history, etcetera Off-the-job training costs are incurred in formal training not directly connected with actual job performance. Formal training programmes may be advance technical training, or management development programmes.Off-the-job training costs may include salaries, tuition, meals, travel, facilities costs, consulting fees, and materials. Salaries include the cost of trainers as well(p) as trainees. On-the-job training costs are incurred in training an private on the job itself rather than in formal training programmes. On-the-job training is used not only for production workers but also for professionals such as accountants, engineers, and management trainees. The cost associated with on-the-job training include labour and materials costs. Accounting for Historical CostsHistorical costs of human resources are treated in the same way as expenditure on fixed assets such as buildings, plant and machinery. Upon capitalization, the amount of investment in human resources will appear as assets on an enterprises equilibrize sheet, and be written off over the pass judgment employment life of the particular group of human resources apply in the enterprise. This allotting process involves recording of investments in human resources through a capitalization process recording of routine (periodic) expectations of such capitalized items using a suitable mortization procedure recording of losses on account of special expirations which may result from obsolescence of investments in certain skills or knowledge capabilities or the turnover of personnel and dynamics and conditions of human resources in terms of investments therein. The use of a suitable amortization procedure to recognize expirations in human resource is difficult and highly involved. Human resource investments are of a highly varied nature with different periods of long term benefits.Further, uncertainties of conditions of employees, and even mortality add to the complication of deciding upon take away amortization practice. Ideally, expiration of human resource investments should be determined by association with those periods during which the benefits of the investments are experienced by the entity. As example, cost of recruiting should be amortized over a period of time which is the best estimate of the remaining time that the various(prenominal) will remain actively in the employment of the company.Training costs should be amortized over a period which is the best estimate of the time during which the benefits for such training will be enjoyed by the firm. Special training to develop a skill which will be utilized for a short time period should be amortized rapidly. General executive training on the other hand, may be amortized over the estimated remaining tenure of the recipient with the company. Amortization time periods should neer extend beyond the date of the recipients tenure with the organization. put over 2. 1 ABC community LTD. BALANCE SHEET AS AT thirty-first DECEMBER, 2003 FINANCED BY display board 2. 2 ABC COMPevery LTDINCOME STATEMENT FOR THE YEAR ENDED 31ST DECEMBER, 2008. In summary, while cost-based HRA system, are rather severely restricted in the range of their profitableness, within that range, they can be quite worthwhile. Furthermore, the applicability of vivacious accounting techniques and the familiarity of managers with these techniques suggest that such an approach can save as a logical starting point. substitution Costs of Human Resources. Replacement costs as used here refers to the estimated costs that would have to be incurred by an enterprise in order to replace its existing human resources with others of equivalent ability and experience.The determination of replacement cost involves estimates and these estimates are interested with the present rather than with the future. Flamhottz has substantial a concept (model ) for calculation of positional replacement cost which he defines as the sacrifice that would have to be incurred today to replace a person make fulling a specified position with a exchange capable of composeing equivalent serve in the given position. There are three basic elements of positional replacement costs acquisition costs, development cost and separation costs.Acquisition and development costs still remain as discussed under historical cost of accounting for human resources. Separation costs are or incurred as a result of an employee leaving a position or job in an organization. It includes three basic components separation compensation costs, differential pre-separation performance cost, and vacant position cost. These costs are generally capitalized and amortized, but should be expensed when the employee ceases to be employ. Separation compensation cost is the cost of severance pay, of any personnel. It may range from very little or no cost to a persons salary for o ne year, and perhaps more. derivative pre-separation performance cost is the cost of lost productivity antecedent to the separation of an psyche from an organization. There is a tendency for performance to decrease prior to separation. In many cases, differential pre-separation performance costs may be difficult to measure for specified somebodys but may be mensurable from historical performance records by personnel classifications. Vacant position costs may be incurred during a period when a search is made for replacement in other positions, holders of the latter may perform less effectively when the former is vacant.This difference in performance or less performance can be termed a cost of vacant position. valuation In a sense, replacement costs can be viewed as representing a bridge in the midst of historical cost approaches and scotch respect approach. The justification for considering replacement cost as a form of economic range is the proposition that the judge to an o rganization of an unmarrieds go is reflected by the amount by the amount that the organization would have to pay to replace their services. Furthermore, replacement costs are present-oriented rather than future-oriented.Thus, it is not necessity to make estimates about the future in order to determine human resources determine in terms of replacement costs. There are several difficulties associated with the use of replacement costs for human resource accounting. Replacement costs are often irrelevant since management may be both unwilling or unable to replace a particular individual with some other person of similar abilities. textlist-item Jawhar Lal (2003) explained in his study that human resource value accounting is an blast to measure the value of human resources on the basis of benefits accruing to an organization.The amounts of such benefits are derived from the value differentials attributable to investment in human resources. Many authors have real models for desig ning (estimating) the value of human resources of an organization. These models have some similarities, but they do vary clean in both concept and in resource of surrogates. For this research work to proffer solution to the question of how human resources of an organization can be valued. Some models have been used thusHermansons model Hermanson discussed two possible valuation methods, both of which are based on economic concepts of value (a) The Unpurchased Goodwill method, and (b) the correct Present Value system. Unpurchased Goodwill Method Hermanson had suggested that the value of human resources of an organization may be assessed by capitalizing earning in excess of normal recompense for the industry or group of companies of which the firm is a part. This approach is historical cost-based and thus of limited use as a predictor.Also, if it is based on projected earnings rates it could be no better. This approach implicitly assumes a zero value for all human resources in co mpetitive situations since a positive value of human resources requires above average earnings. Adjusted Present Value Method This method requires four steps in order to land at the value of the human assets. Estimate annual wage and salary payments for five years into the future. Calculate the present value of estimated wage and salary payments by applying a discount factor equal to the normal rate of return in the economy.Calculate an average efficiency ratio based on the prior five years performance. This ratio is found by dividing the actual earnings of the firm by normal earnings for each year and averaging the result. (In do this calculation, the latter years receive more weight than the in the first place years). manifold the present value of the future wage and salary payments by the average efficiently ratio. The resulting excogitation represents the estimated present value of the human resources. This method also is related to Hermansons unpurchased goodwill model a nd shares the same limitations.In addition, it may be criticized on the ground that future compensation is as much as measure of the liability of the firm employing the individual as it is an asset. The concept, therefore may relate to the human capital represented in individuals employed by the firm. Both of Hermansons models were suggested as possibilities for external reporting and management uses. Giles and Robinsons Model Giles and Robinson suggested that the valuation of human assets should be made in term analogous to the valuation of a business on a going concern basis.The wrong earning ratio, which relates market capitalization to the latest reported earning figure is their point of departure. Based on a sample of companies with similar characteristics, an average P/E multiple is computed and consequently adjusted to arrive at the multiple applicable to the firm by providing for (deducting from the average multiplier) the factors that are not related to human assets. The multiple is further adjusted as needed, for application to different job categories.Gross remuneration of employees and all additional expenditures related to investments in human resources are capitalized by using the appropriate multipliers. The technique provides the basic entropy necessary for periodic human asset, balance sheets and income statements and human asset profiles and projections of the firm. The multiplier represents a number of years capitalization of the annual human resource figure. The total human asset value in a firm is either equal to or less than the amount of goodwill (the going concern value less net non-human assets).Due allowance is made for other goodwill elements, such as product loyalty, patented processes and the value of long term contracts. The net change in human assets value in a period is computed as the difference between capitalized amounts which enhance the value and capitalized provisions for belongings or amortization of value. Lev and Sc hwartzs model This model determines present value of future earnings of a person in an organization. The model developed by Lev and Schwartz to estimate human capital value of a person (y years old) is EVr*=t=rTPr? t+1)i=rtIi1+rt-r Where EVr*= the human capital value of a person r years old. I(i)= the persons annual earning until solitude and this series is represented graphically by the earnings profile. r= a discount rate specific to the person. T= retreat age. Pr(t)= Conditional prospect of a person of age r dying in year t. I*t=fI? (t), t=r,.. ,T This model provides a presumable measure of human capital which could be used for aggregation in macro statistics and in assessing the dynamics and mobility of such capital.While the authors express that capital values determined by use of this model will provide financial statement uses with rich information about changes in an organizations labour force, the models use for practical decisions of managers of organizations or of p otential investors in organization is obscure or even non-existent. harmoniums Model organ attempted to measure in monetary terms the net present values of some of the human resources of a certified public accounting firm. A human resource value model was utilized in the research which is exhibited in table 2. elude 2. 3 Major Determinants of human Resource value Model consultation Pekin Organ, Application of a Human Resource Value Model A field Study, Accounting, Organisation and Society, Vol. 1 No. 2-3, 1976, p. 198. accord to Organ, there are seven major determinants of the values of human resources. Monetary value benefits potential. The individual performance index. Efficiency index. Standard work index. Maintenance costs (salaries or wages) Start-up costs (recruiting, initial training). Training and development costs. Probability of continued employment.Probability of survival. Organ believes that has model generates data that are amiable for use in an on-going manner lik e a performance evaluation system or a human resource value accounting system. Organs model has two major limitations which are, one, the total value of the individual is not considered, and two, the model is limited for use in professional service organizations. Jaggi and Laus Model In human resource valuation, there is a problem of forecasting the expected promotion chances and tenure of employees on an individual basis.To overcome this problem, Jaggi and Lau refer to group as homogenous group of employees who may not be necessarily working in the same department. They claim that on a group basis it is possible to know the percentage of people (in a particular group or department) likely to nonplus promotions or to leave the organization before death or retirement in future years. This model assumes that the pattern of employees movement generally remain constant over time. Therefore, predictions based on historical data for one period can be used for future periods also.The aut hors assert that with some intuitive justification, the model is likely to provide greater accuracy and reliability. international Morse codes Model According to Morse in his study A Note on the Relationship between Human Assets and Human Capital, (1973), the following equation was implicating attributed to Flamholtz A=i=1NrTIi(t)1+rt-r+rTX(t)1+rt-rdt comparability 1 Where A= human assets value to a formal organization N= descend of individuals currently employed by the organizations R= current timeT= highest time at which an individual currently employed leaves the organization Ii(t)= net value of the services rendered by individual i at time t to the organization, Ii(t)=Gi(t)-Ei(t). Gi(t)= gross value of services rendered by individual i at time t to the organization. Ei(t)= all direct and indirect compensations given to individual i at time t by the organization. X(t)= value of services of all individuals presently employed working together in excess of value of their individua l ervices at time t and r= time value of money. Morse then converts the Lev and Schwartz equation, which determines an individuals human capital value under certainty to C=i=1NrTEi(t)1+rt-rdt Equation 2 Which according to Morse, is the total human capital employed in an organization as it exists at time r. Now, by embellish equation 1 and re-arranging it, the write says Equation 3 says that the present value (PV) of human assets equals Total Present value (TPV) of human resources less present value of payment to the employeed.Flamholtz Model Flamholtz in 1971 proposed a prescriptive human resources valuation model which would trace the movement of an employee through organizational positions or service state where the employee is expected to render in specific sum of money of service to the organization during a specified time period. The probability of the individual diverting this service state is needed so that expected service from the individual can be derived using ES=i=1N SiP(Si) Equation 4Where Si= services that are infallible from the individual in a service state and PSi= probability that the individual will occupy the particular service state. The service than an individual renders determines his or her value to the organization and Flamholtz stated that the monetary equivalent of this services can be represented in two ways. The first way is to determine the quantity and price of the services and use their product as the monetary equivalent, and the second expected services are discounted so that their present value can be determined.Also, in 1972, Flamholtz offers a model for calculating an individuals value to an organization using the present value of the set of future services the employee is expected to remain in the organization. This model is conceptually sound from a benefit point of view and would have left little room for improvement. During this same year, Flamholtz proposed expected realizable value as a form of economic valuation of the human resources. His model postulates that an individual is not valuable to an organization in the abstract.An individual is valuable to an organization in relation to the personal attributes and the characteristics of the organization. On a conceptual and theoretical level, Flamholtz has tried to identify the key variables that determine an individuals value to an organization and the inter-relationships of such variables he recognizes that these determinants may land themselves to monetary or non-monetary indicators. The model developed by Flamholtz is shown in table 2. 4 below. turn off 2. 4revise Model of the determinants of an Individuals value to a formal organization theme Eric Flamholtz, Human Resource Accounting A Review of opening and Research, unpublished paper presented to the Organization Behaviour Division at the thirty-second Annual Meeting of the Academy of management, Minneapolis, Minn. , August 15, 1972, p. 10. Flamholtz suggested appropriately that this model is suggested as a first step toward the development of a theory. It is conceptual theoretical and perhaps only impressionist.One of the most difficult aspects of calculating realizable value is the estimation of the value of a persons expected services. Flamholtz had proposed that it might be desirable to use a substitute measure of surrogate, for this purpose. Examples of possible surrogate measures include compensation, replacement cost and performance indexes. In an experiment designed to test the appropriateness of using these measures. Flamholtz found that all three may be relevant for this purpose. He suggested that the choice of the best measure in a specific situation will depend on the intended use of the data.To summarize, according to Flamholtz, the measurement of human resource value of an individual to an organization requires the following Estimate the total time period during which the individual can be expected to render services to the organization. Identify t he various service states (i. e. position) that the individual may occupy during the time he is with the organization. Measure the value derived by the organization if the individual occupies the various service states for the specified time periods. Estimate the probability that the individual will, in fact, occupy each state at the specified future time.Akintoyes Model Akintoye in 2006 proposed the Net Benefit Model to human resources accounting in service organization as an expectation of the earlier conventioned models of Morse (1973), Lev and Schwartz (1971, 1972) and Flamholtz (1971, 1972). In this type of an organization, the estimate of benefit generation is a relatively simple exercise. Each employee has a stipulated and readily commandable burster rate and amount of time ( thrifty in billable hours) over his or her estimated useful life with the organization. That may be other types of organizations that give themselves to parallel measurement like doctors and lawyers.Th e Net Benefit Model as proposed by Akintoye is herewith stated in it most general form below, thereafter the suggested constructs are explained and illustrated in details. Cij=j=1nk=tE-t1(1+r)c? Bqj Equation 1 Where *Figure 1 Adjusted Net Value of Human Resource for the *Organization The equation 1 above tells us that the total adjusted net present human resources benefit of a services organization is equal to the summation, discounted certainty-equivalent net benefits of the employees in the organization as shown in the above figure.The major thrust of this work is to conceptualise the determinations of certainty-equivalent net benefit streams generated by each individual, after all, the individual are determined, the total human resources benefit for the organization can be resolved by relatively simple procedures of discounting aggregation (Equation 1 and figure 1 refer). sight clay Figure 2 Major Determinants of demonstration Equivalent Net Benefits pull chassisEmpirically, a nalysis made by Walker (1995) with the aid of diagram showed that Human Resources Accounting in services organization seeks to make managers more of the importance of people as valuable resources and to hold managers more accountable for these resources. It is also an clear way to assess management performance in this use of human resources. In this way it is expected to encourage better planning for human resources and better decisions wheresoever they involve people.Lastly, Human Resources Accounting in service organization is an excellent way to encourage managers to take a long-run outlook towards the value of people, rather than a short-run, quick-profit outlook that ignores human resources. Figure 3 Source James W. Walker (1995), Grolier Library Adams (1965) stated that an individual who is involved in an exchange relationship, such as exchanging services for pay in a gainful employment situation, will comprehend his or her inputs in more than monetary terms. The perceived i nput include effort, education, experience, skill, seniority and job status.Inputs are considered relevant only if they are perceived as inputs by individual contributor. On the other side of the exchange relationship is what the individual perceives he or she is deriving from the job- widenings. These are categorized in terms of their recognition and relevance and include salary, prerequisite, prestige and personal fulfillment. The individual will make comparisons of his or her output-input ratio with the situations of others whom he or she considers equal, in an all round sense.The purpose of this comparison is for the individual to determine whether the ratio of his or her output to input is fair. In making this comparison, the individual has in mind another specific individual whom Adam calls the individuals referent. When the normative expectation of the individual in this comparison is violated to that of his or her output-input ratio as perceived is not equal to that of his o r her referent (peer), then a tactual sensation of in equity may result.Note that in this definition of inequity, the absolute level of outputs and inputs for the individual and his or her referent is irrelevant. What determines the equity of this output-input comparison is the individuals perception of what he or she is heavy(p) and receiving as well as what he or she perceives the referent is giving and receiving. The relationship may occur when the individual and his or her referent are in a direct exchange relationship with a terce party. secludeframe Symbolically, inequity exists whenWhere Oi=Output of the individual. Similarly, the individual will perceive a condition of equity when The relationship of equity theory to the individuals perceived rewards and peers perceived reward is that when the balance of ratio of these indices is disturbed, this will affect the individuals internal satisfaction. Also it should be clear from Adams model that a feeling of inequity may exis t when the individual perceives his or her ratio of output as greater or less than his or her referents ratio.This indicates that the model is realistic and not unidirectional. CHAPTER THREE inquiry METHODOLOGY 3. 0 INTRODUCTION This chapter covers the method used in the collection and generation of data in carrying out this study. It deals with the basic methods, sources of data and procedures used in company and analyzing of data and the problem s encountered in collecting the information required for the research. 3. 1 RESEARCH DESIGN Research design means the structuring of investigation aimed at identifying variables and their relationship to one another.It is used for the purpose of obtaining data to alter researcher test possibleness and answer research questions. In an attempt to properly carryout this research, the researcher has obtained materials from both primary and secondary data. PRIMARY data Primary data is information obtained for particular purpose/problems un der consideration. According to Anyanwu (1994), it is first hand tailor made information be it personal, by a phone and by use of questionnaire administration.This research work employed the use of closed ended questionnaires administration as its sources of primary data in order to get the business picture on the legion(predicate) questions to be asked. SECONDARY DATA Is information assembled for some other purpose which the researcher finds relevance to his own research and incorporates these into his own work. Sources of secondary data used in this research includes articles in journal, textbooks, post written project work, newspaper articles, Access bank Annual Financial Report. 3. 2 RESEARCH POPULATION/POPULATION SIZE . 3 SAMPLING PROCEDURES However, due to some constraints like money, time, human and material resources and other facilities the use of the entire research population is not only difficult but not feasible. Hence, there is need for the use of a subset of the ent ire population. Based on this fact, the use of judgemental/non-probability sampling is employed in choosing the sample size. Sampling according to Anyanwu (1994) is a process of selecting a proportion of the population for the purpose of generalizing the result from he sample about the population itself, the target population and any other population having the same characteristics. The researcher has some element of control because in non random sampling process, the researcher selects his sample on the basis of his own knowledge of the population its elements and the nature of the researcher aim. 3. 4 SAMPLE innovation The study employed the use of primary data through questionnaire sampled among the employees of Access Bank Plc. , service industries and professionals. A total of fifty questionnaires were administered and these questionnaires were distributed to the selected sample size.At the end, 40 completed questionnaires were personally retrieved. Thereafter, the completed q uestionnaire were tested for validity 3. 5 DATA ANALYSIS Based on the nature of the study, analysis has been limited to the use of Chi-Square (? 2). Data analysis contains the statistical calculations performed with the raw data placid to provide answer to the questions initiated in the research. Chi-Square (? 2) is defined as the sum of the ratio of difference between the square of observed and expected frequencies (Hoel Paul, 2005).It is a measure of significances and is important in supposal testing especially in the type of research where only people who are among the managerial staff of the institution are required to fill the questionnaires to compute the Chi-Square, we find the difference between the sum of square of the observed and expected frequencies and divide whatever is gotten by the expected frequencies. Mathematically, the Chi-Square can be expressed thus, is given as ? 2=O-E2E O is the observed frequency. E is the expected frequency. ? is the symbol of summationIf the value of the observed value is greater than the expected value, the Chi-Square will largely indicate a poor experimental agreement, if the observed value and the expected value perfectly agree with one another the value of the Chi-Square will be zero. Indicating an excellent or perfect experimental agreement, however, the value of the Chi-Square can never be zero Taylor (1977). The degree of freedom (df) is another important sign of the Chi-Square distribution. Its computational formula is given as df=(r-1)(c-1) The decision rule is that if the computed value of Chi-Square is greater than tabulated critical value (? ). The null hypothesis is rejected as the state of significant. If the test is less than the critical value, the null hypothesis is maintained (Murray 1977). A Chi-Square test is always a one tailed test. The level of the significance is 0. 05 or 5% which will be given in the Chi-Square table. 3. 6 RESTATEMENT OF RESEARCH motionS Most income statements are incomp lete without adequate consideration and inclusion of human resources element in the financial statement. The following are the research questions How can the monetary value of employee service be established?Can these monetary values aid the management in internal control problem? What are the possible effects of the monetary worth of employee service to the profitability of an organization? What impact would the development of employee have on the general performance of an organization? 3. 7 RESTATEMENT OF RESEARCH HYPOTHESES Hypotheses set to be tested are stated below H0 There is need for capitalization and amortization of human resources like fixed assets in financial statement. H1 There is no need for capitalization and amortization of human resources like fixed assets in financial statement. . 8 LIMITATION OF THE STUDY Factors limiting the stage setting of the study are as follows TIME The research is expected to shuffle school activities as a student with gathering data for this study. Also, the staffers of Access Bank Plc have to combine their daily work with attending to the researcher using their leisure time. DISCLOSURE OF HUMAN RESOURCE ACCOUNTING cultivation Company had not made any serious attempt to provide HRA information in their published annual reports and is an area which is not nevertheless fully developed. Further to attach quantitative values to them.The report is limited to use of questionnaire to gathered relevant data. Inspite of these limitations, this investigation will yield expert results and the limitations of this study will not have any significant effect on the research result. CHAPTER FOUR PRESENTATION AND ANALYSIS OF DATA textlist-item This chapter presents and analysis the data collected from Access Bank, First Bank Plc and united Africa Company (UAC). This is done on other to find out the by chance of human resource accounting. Through this analysis, the hypothesis set forth is either validated or nullified.The hypo thesis states that most income statement are incomplete without adequate consideration and inclusion of monetary value of human resource element in the financial statement, and there is need for capitalization and amortization of human resources like other fixed asset in the financial statements. The findings present in this research are based on the reply on the model of data selection supporting or negating the hypothesis. SUMMAR Y OF THE misgivingNAIRE DISTRIBUTED AND RESPONES COLLECTED The table shows that out of 30 questionnaire representing 42. % of the total distribution which were administered to Access Bank 27 or 38. 6% were returned, leaving a deficit of 4. 3%. 20 questionnaire representing 28. 6% of the total distribution were administered to First Bank, of this questionnaire 19 representing 27. 1% were returned leaving a shortfall of 1. 4% while 20 questionnaires representing total distribution were administered to UAC, 18 representing 25. 7% were returned but 2 which is 2. 9% of the questionnaire were not returned. It should be noted that all returned questionnaire were used in this research based on the responses to the question.The researcher decides to select questions closely related to the hypothesis for the testing of the hypothesis. textlist-item Earlier in this research, it has been show that different schools of conception exist in respect of human resources accounting. In order to ascertain possibility of human accounting the analysis of all the questions will have to be used dredgeframe plank 4. 2 statistical distribution OF RESPONDENTS BY EDUCATIONAL QUALIFICATION drawframe TABLE 4. 3* statistical distribution OF RESPONDENTS BY *HOW LONG THEY HAVE BEEN IN THE ORGANIZATION drawframe TABLE 4. * scattering OF RESPONDENTS BY *MARITAL STATUS drawframe TABLE 4. 5* dispersal OF RESPONDENTS BY *COMPANY THEY meet drawframe TABLE 4. 6* DISTRIBUTION OF *THE solvent ON THE QUESTION HAVE YOU HEARD ABOUT HUMAN RESOURCES ACCOUNTING? drawfr ame From the above, 64 respondents answered the question. 85. 9% have hear about human resource accounting, while 14. 1% said they have not heard about human resources. TABLE 4. 7* DISTRIBUTION OF *THE retort ON THE QUESTION DO YOU entail THAT THE SKILL OF EMPLOYEE CAN BE heedful IN MONETARY TERMS? drawframeOut of the 55 respondents who have agreed that they have heard about human resources accounting, 56 agreed to the fact that the employee skill can be measured in monetary terms, while 8 respondents said the skill cannot be measured in monetary terms. TABLE 4. 8* DISTRIBUTION OF *THE RESPONSE ON THE QUESTION DO YOU commend THIS SKILL *IS *TRUELY REFLECTED IN THE FINANCIAL STATEMENT OF AN ORGANIZATION? drawframe 48 out of the 64 respondents says that the skill is not truely reflected in the financial statement, while 16 said the skill is truely reflected in the financial statement. TABLE 4. * DISTRIBUTION OF *THE RESPONSE ON THE QUESTION ARE YOU SATISFIED WITH THE PRESENT MET HOD WHEREBY HUMAN RESOURCES IS REFLECTED IN corpse OF SALARIES AND WAGES ONLY? drawframe In the above question 47 respondents replied that they were not satisfied with the present method whereby human resources is shown in form of wages and salaries. 17 respondents believed that it were to shown in form of wages and salaries *TABLE 4. *10* DISTRIBUTION OF *THE RESPONSE ON THE QUESTION DO YOU tactile sensation THAT HUMAN RESOURCES SHOULD BE CAPITALIZED AND AMORTIZED LIKE early(a) FIXED ASSETS? drawframeOut of the 64 respondents, 53 believe that human resources should be capitalized and amortized with other financial assets, while 11 respondents said human resources should not amortized and capitalized. TABLE 4. 11* DISTRIBUTION OF *THE RESPONSE ON THE QUESTION DO YOU THINK MONETARY WORTH OF AN EMPLOYEE SKILL OR SERVICES CAN strike THE PROFITABILITY OF AN ORGANIZATION? drawframe 58 i. e. 90. 6% were of the opinion that the monetary worth of an employee can affect the profitabil ity of organization, while 9. 4% were of the view that such cannot affect the protability of the organization.TABLE 4. 12* DISTRIBUTION OF *THE RESPONSE ON THE QUESTION DO YOU THINK THIS MONETARY VALUES OF HUMAN RESOURCES CAN THUS BE JUSTIFIED LIKE ANY some other ITEMS IN THE INCOME STATEMENT? drawg 54 respondents states that the monetary values of human resources can be justified like other items in the income statement, i. e. they can be treated and adjusted in the financial statement, while 10 respondents says otherwise. TABLE 4. 12* DISTRIBUTION OF *THE RESPONSE ON THE QUESTION DO YOU THINK THAT HUMAN RESOURCES ACCOUNTING IS POSSIBLE? drawframe 82. % of the respondents felt that human resources accounting because in production we cannot do without human factor, while 17. 2% feel that human resources accounting is totally impossible. TABLE 4. 13* DISTRIBUTION OF *THE RESPONSE ON THE QUESTION DO YOU THINK INCOME STATEMENT IS contendD WITHOUT THE CAPITALIZATION ND AMORTIZATION OF HUMAN RESOURCES? drawframe 51 respondents believe that income statement is not completed without the capitalization and amortization of human resources, while 13 respondents believe that there is no need for the capitalization and amortization of human resources.TABLE 4. 14* DISTRIBUTION OF *THE RESPONSE ON THE QUESTION DO YOU THINK INCOME STATEMENT IS COMPLETE WITHOUT ADEQUATE CONSIDERATION OF HUMAN RESOURCES? drawframe 55 respondents maintain and believe that human resource elements are not well handled in the financial statement which the make the income statement incomplete, while 9 respondents feels that the income statement is complete without the consideration of human resources. TABLE 4. 15* DISTRIBUTION OF THE RESPONSE ON THE QUESTION DO YOU BELIEVE THAT HUMAN RESOURCES ACCOUNTING get out HAVE IMPACT UPON CORPORATE FINANCIAL REPORTING IN THE futurity? drawframe 7. 8% of the respondents believe that human resources will have no impact upon corporate financial reporti ng in the future. 92. 2% felt that human resources accounting will have great impact upon corporate financial reporting in the future. TABLE 4. 16* DISTRIBUTION OF *THE RESPONSE ON THE QUESTION ARE HUMAN RESOURCES (PEOPLE) THE MOST of import ASSET OF AN ORGANIZATION? drawframe TABLE 4. 7* DISTRIBUTION OF *THE RESPONSE ON THE QUESTION DO HRA INFORMATION PLAY ANY ROLE IN MAKING INVESTMENT DECISION BY INVESTORS AND OTHER USERS? drawframe 58 out of the 64 respondents felt that human resources accounting will play an important role in making investment decision by investors. 6 respondents believe that human resources accounting cannot affect investors decision in making in investment decision. textlist-item Question 5 and 10 give response to the null hypothesis which is to be tested. CHI-SQUARE rivulet drawframe drawframe CHI-SQUARE TEST drawframe drawframe