外文翻译对印度人力资源会计的研究大学论文.doc

For Indias human resource accounting researchTom Albright, India social science journals,2008.5 The past few decades have witnessed a global transition from manufacturing to service based economies. The fundamental difference between the two lies in the very nature of their assets. In the former, the physical assets like plant, machinery, material etc. are of utmost importance. In contrast, in the latter, knowledge and attitudes of the employees assume greater significance. For instance, in the case of an IT firm, the value of its physical assets is negligible when compared with the value of the knowledge and skills of its personnel. Similarly, in hospitals, academic institutions, consulting firms etc., the total worth of the organization depends mainly on the skills of its employees and the services they render. Hence, the success of these organizations is contingent on the quality of their Human Resource- its knowledge, skills, competence, motivation and understanding of the organizational culture. In knowledge driven economies therefore, it is imperative that the humans be recognized as an integral part of the total worth of an organization. However, in order to estimate and project the worth of the human capital, it is necessary that some method of quantifying the worth of the knowledge, motivation, skills, and contribution of the human element as well as that of the organizational processes, like recruitment, selection, training etc, which are used to build and support these human aspects, is developed. Success of corporate undertakings purely depends upon the quality of human resources. It is accentuated that; Human element is the most important input in any corporate enterprise. The investments directed to raise knowledge; skills and aptitudes of the work force of the organization are the investments in human resource. In this context, it is worth while to examine and human resource accounting practices in corporate sector in India.Human resource accounting is of recent origin and is struggling for acceptance.It is clearly said that, Human resources accounting is an accounting measurement system and a large body of literature has been published in the last decade setting for the various procedures for measurement. At the same time the theory and underlying concepts of accounting measurement have received sizeable attention from academics and a substantial body of literature has developed. The conventional accountings of human resources are not recognized as physical or financial assets.What is needed is measurement of abilities of all employees in a company, at every level, to produce value from their knowledge and capability. “Human Resource Accounting (HRA) is basically an information system that tells management what changes are occurring over time to the human resources of the business. HRA also involves accounting for investment in people and their replacement costs, and also the economic value of people in an organization,”say Dr.R.SRINIVASAN, the director of strategic development-intercontinental operations, of indias human resource accounting leaders. The current accounting system is not able to provide the actual value of employee capabilities and knowledge. This indirectly affects future investments of a company, as each year the cost on human resource development and recruitment increases.Dr.R.SRINIVASAN is a Post graduate in commerce and Management. He received his doctoral degree from Alagappa University in 1997. He currently teaches financial management and Research Methodology Subjects in Post graduate and Research Department of Corporate Secretaryship at Bharathidasan Government College for Women (Autonomous), Pondicherry University, Puducherry. Before Joining BGCW, he was teaching in SNR College, Coimbatore, Sindhi college, Chennai& T.S.Narayanasamy College, Chennai for eight years. He was with the industry for a short term at Salzar Electronics Pvt. Ltd, Coimbatore. He has about 20 years of teaching experience and having research experience of 15 years. His interests are in Accounting and finance, Capital Market, Quantitative Methods. He underwent the Faculty Development Programme at Indian Institute of Management Ahmedabad during 2000-01. He has presented 20 papers in national and international conferences and has published twenty papers in the areas of Finance and Human resource Management in National Journals. Co-authored a book titled, Investors Protection, published by Raj Publications, New Delhi He has delivered lectures in contemporary finance topics at Pondicherry University. He has supervised a number of research projects in the area of corporate finance and Human Resource Management. In India the development of human resources accountancy plays play a very important role.though Human Resources Accounting was introduced way back in the 1980s, it started gaining popularity in India after it was adopted and popularized by NLC. Human Resources accounting, also known as Human Asset Accounting, involved identifying, measuring, capturing, tracking and analyzing the potential of the human resources of a company and communicating the resultant information to the stakeholders of the company. It was a method by which a cost was assigned to every employee when recruited, and the value that the employee would generate in the future. Human Resource accounting reflected the potential of the human resources of an organization in monetary terms, in its financial statements.Even though the situation prevails, yet, a growing trend towards the measurement and reporting of human resources particularly in public sector is noticeable during the past few years. BHEL, Cement Corporation of India, ONGC, Engineers India Ltd., National Thermal Corporation, Minerals and Metals Trading Corporation, Madras Refineries, Oil India Ltd., Associated Cement Companies, SPIC, Metallurgical and Engineering consultants India Limited, Cochin Refineries Ltd. Etc. are some of the organizations, which have started disclosing some valuable information regarding human resources in their financial statements. It is needless to mention here that, the importance of human resources in business organization as productive resources was by and large ignored by the accountants until two decades ago.During the early and mid 1980s, behavioral scientists attacked the conventional accounting system for its failure to value the human resources of the organization along with its other material resources. In this changing perspective the accountants were also called upon to play their role by assigning monetary value to the human resources deployed in the organization. Human Resource Accounting involves the dimension of cost incurred by the organization for all the personnel function. Hence the issue is to be addressed is how to measure the economic value of the people to the organization and various cost based measures to be taken for human resources. The two main components of Human Resources Accounting were investment related to employees and the value generated by them. Investment in human capital included all costs incurred in increasing and upgrading the employees skill sets and knowledge of human resources. The output that an organization generated from human resources was regarded as the value of its human resources. Human Resources accounting is used to measure the performance of all the people in the organization, and when this was made available to the stakeholders in the form of a report, it helped them to take critical investment decisions.All the models stressed that human capital was considered an investment for future earnings, and not expenditure.For valuing human resources, different models have been developed. Some of them are opportunity cost Approach, standard cost approach, current purchasing power Approach, Economic value approach,Lev and Schwartz present value of future earnings Model and Flam holtzs stochastic rewards valuation Models etc. Of these, the model suggested by Lev and Schwartz has become popular. Under this method, the future earnings of the human resources of the organization until their retirement is aggregated and discounted at the cost of capital to arrive at the present value. About the Stochastic Rewards Model is a direct way of measuring a persons expected conditional value and expected realizable value. It is based on the assumption that an individual generates value as he occupies and moves along organizational roles, and renders service to the organization. It presupposes that a person will move from one state in the organization, to another, during a specified period of time.About the Economic value approach, value of an object, in economic terms, is the present value of the services that it is expected to render in future. Similarly, the economic value of human resources is the present worth of the services that they are likely to render in future. This may be the value of individuals, groups or the total human organization. The methods for calculating the economic value of individuals may be classified into monetary and non-monetary methods.Human resources accounting system consists of two aspects namely:a) The investment made in human resourcesb) The value human resourceMeasurement of the investments in human resources will help to evaluate the charges in human resource investment over a period of time. The information generated by the analysis of investment in human resources has many applications for managerial purposes. The organizational human performance can be evaluated with the help of such an analysis. It also helps in guiding the management to frame policies for human resource management. The present performance result will act as input for future planning and the present planning will have its impact on future result. For Indias human resource investment patterns usually include the following matters1) Expenditure on advertisement for recruitment2) Cost of selection3) Training cost4) On the job training cost5) Subsistence allowance6) Contribution to provident Fund7) Educational tour expenses8) Medical expenses9) Ex-gratia payments10) Employees Welfare FundAll these items influence directly or indirectly the human resources and the productivity of the organization.After analyzing the investment pattern in the human resources of an organization the current cost of human resources can be ascertained. For this purpose, current cost is defined as the cost incurred with which derives benefit of current nature. These are the costs, which have little bearing on future cost. Thus, the expenses incurred for the maintenance of human resources are termed as current costs. Current cost consists of salary and wages, Dearness allowance, overtime wages, bonus, house rent allowance, special pay and personal pay.Amidst this background, it issignificant to mention that the importance and value of human assets were recognized in the early 1990s when there was a major increase in employment in firms in service, technology and other knowledge-based sectors. In the firms in these sectors, the intangible assets, especially human resources, contributed significantly to the building of shareholder value. The critical success factor for any knowledge-based company was its highly skilled and intellectual workforce.Soon after, the manufacturing industry also seemed to realize the importance of people and started perceiving its employees as strategic assets. For instance, if two manufacturing companies had similar capital and used similar technology, then it was only their employees who were the major differentiating factor. Due to the above development, the need for valuing human assets besides traditional accounting of tangible assets was increasingly experienced,but it must take the intangible asset of development.From the above discussions, it is felt that, Human resource accounting provides quantitative information about the value of human asset, which helps the top management to take decisions regarding the adequacy of human resources. The accounting of human resources can be seen as just as much a question of philosophy as of technique. This is one of the reasons behind the variety of approaches and is further underlined by the broad range of purposes for which accounting human resources can be used, e.g. as an information tool for internal and/or external use (employees, customers, investors, etc.), and as a decision-making tool for human resource management. Hence, It is Concluded that, the Human Resources are an indispensable，only developing human resource accounting to make enterprise in modern industry competition gets better development.对印度人力资源会计的研究汤姆奥尔布赖特过去几十年,全球经济发生了巨大的变化，从制造业向以服务业为基础的经济转变。这两种产业的根本区别在于其他们的资产本质。在以前，物理资产比如设备、机械、材料等是极其重要的，然而，在服务业中员工的知识和态度发挥着更重要的作用。例如,在IT行业中，实物资产的价值与智力价值和人们的技能相比是微不足道的。同样，在医院、学术机构、咨询等公司，组织的总价值主要取决于员工的技能一级他们所提供的服务。因此，这些组织的成功取决于人力资源的质量，知识、技能、能力这些因素激励并且理解企业的组织文化。在知识经济驱动的今天，人力资源被公认为是总价值中的一个重要组成部分。然而，为了评估和设计人力资本价值,需要不断的采取某种方法来定量诸如知识的价值、动机、技巧等人为贡献因素,以及组织过程，如招聘、选拔、培训等的价值，从而用服务于人力资源管理的各个模块。企事业单位的成功完全取决于人才资源的质量。必须强调的是对人力的投资在任何公司中都是最重要的投入。根据投资的理论知识，可以通过提高员工的技能和能力从而来提高组织的人力资源水平。在这种情形下，值得我们去审查印度人力资源会计实务有关的各个方面。关于近代人力资源会计的起源人们正在努力去探索，人力资源会计是一种会计确认和计量系统，在过去十年间大量的相关文献已被发表，它初步被定义为是关于为计量人力资源会计而设置的各种程序。与此同时，相关的理论概念和潜在的会计计量随着大量文献的发展已经在学术界引起了相当大的关注。传统的人力资源会计已经不再被认定是物质或是财务资产。作为洲际人力资源会计发展战略专家的斯里尼瓦森博士是印度的人力资源会计的领军人物，他说“我们所需要的是测量员工的各种能力，公司各种层次的生产价值来自于他们的知识和能力，人力资源会计基本上是一个信息系统，可以在任何时候告诉管理者人力资源发生的变化，人力资源会计还包括对员工的投资和对他们的替代成本,而且也包括了他们在组织中的经济价值。”。由于当前会计系统不能提供员工的能力和知识的实际价值，这个间接影响公司的未来的投资成本，所以组织的人力资源成本随着招聘的增加而增加。斯里尼瓦森博士是一个商业与管理方面的研究生，他在1997年获得了马德拉斯理工大学传播系博士学位。他现在还在致力于和财务管理研究方法论有关的课程，目前任职于BGWC大学的研究所。在他进入BGWC大学之前，他在SNR大学教书大概八年时间，有20年的教育教学经验，研究经验15年。他喜欢研究会计与金融、资本市场、定量的方法，曾接获得过印度教师发展计划管理学院的颁奖，在全国国际会议讨论并发表过20篇论文，并且对于在该地区的金融和人力资源管理国家期刊上也发表过20多篇论文。曾今撰写了一本名为投资者保护的书籍,发表在社会科学出版物上，他指导了当地的关于企业融资及人力资源管理的科研项目，对于印度人力资源会计的发展起着有着极为重要的作用。尽管早在20世纪80年代人力资源会计就被广为流传，但是在印度逐渐开始普及和推广是通过美国劳工委员会。人力资源会计，也被称为人类资产账户，涉及识别、计量、采集、跟踪和分析人力资源的潜能，以及和公司有信息交流的利益相关者。这是一个方法，采用成本来计量被招募的每一位员工，因为员工的价值产生公司的未来。人力资源会计将组织中人力资源的潜力以货币形式体现在财务报表中。尽管这种办法还很盛行，然而，越来越多的报表趋向于计量和报告人力资源，特别是在公共部门，人力资源是显而易见的。在过去的几年，印度菲勒斯公司、印度国家证劵公司、印度石油天然气公司、印度工程师有限公司、印度国家热力公司、矿物质和金属贸易公司、印度马德拉斯石油精炼厂、与石油公司相关联的印度公司、印度集成电路、冶金和工程咨询公司, 印度柯钦造船有限公司等组织，已经开始在他们的财务报表中披露了有关他们的人力资源信息。在这里就不必说明其人力资源的重要性了，但是二十年前在商业组织中人力资源是常被会计师们忽视的一个重要的因素。早在1980年，行为学家们就开始突破传统的会计制度束缚，但是其未能将组织中的人力资源价值连同它的其他物质资源一起计量。在如今，从一种变迁的角度去看，会计师们在扮演计量货币价值的角色中发挥着着越来越重要的作用，通过给组织中人力资源赋值来体现其货币价值。人力资源会计包括组织中人为功能所能消耗的多少。因此亟待解决的问题是如何权衡组织中人们对经济价值的贡献大小和以采取什么样方法为基础来计量人力资源的成本。对于人力资源会计的两个主要讨论部分是对员工的投资和员工自身为公司产生的价值。而对人力资本投资的费用，包括了提升员工的技能和知识等人才资源的花费。输出组织中所产生的人力资源被认为是其人力资源的价值。人力资源会计是用来测量组织中所有的人员的表现，当这是提供给那些利益相关者的一份报告形式的时候，这就能帮助他们把握关键的投资决策。所有的模型都强调人力资本被认为是对人力的投资，为未来的盈利，而不是支出。为了评价人力资源，就会有不同的模式被开发出来。在这些方法中有机会成本方法、标准成本法、现实购买力方法, 经济价