What is human resource accounting measurement
measurement of human resource accounting is investment in human resources metering, human labor skills have created or may be metered value creation. Its contents are broad and narrow sense. Generalized human resource accounting measurement refers to the amount of human resources, quality and status quo CHANGES activities and valuation metrics, including the identification of both the cost and value of human resources with money as a yardstick to measure, but also non the monetary approach to the status quo, trends in human resources and organization necessary analysis from various psychological, behavioral, ideology, style, presumably, identification and evaluation of qualitative measure. Narrow content of human resource accounting measurement refers to the recognition and measurement of human resource cost and value of the currency.
human resource accounting measurement of content
(a) the cost and value of human resources in the use of monetary scale metering is the main content of human resource accounting measurement. Including the obtaining of human resource costs, development costs accounted determine the amount of each issue pricing for the measurement of human resources investment amortization, the amount of loss of human resources and the value of the enterprise owned.
qualitative measure of the overall quality (ii) human resources. The overall quality of human resources refers to the human population has the ability to work in physical fitness, knowledge structure, affecting morality, motivation, aggressive attitude characteristic quality of human resources. The overall quality of human resources take physical measurements, labor metrics and qualitative metrics of others, such as scoring, questionnaires, etc., can make up for the monetary measure of the lack of the information for the measurement of accounting more multi-dimensional accounting information provided by the richer overall.
human resource accounting measurement methods
human resource accounting measurement, not only to use precise monetary measures, but also to use vague non-monetary measures, a combination of both, to achieve the objective of a comprehensive measurement of human resource value.
1. Monetary measurement methods Human Resource Accounting
currency measurement methods of human resource accounting refers to the measurement of human resource value during the currency as a evaluated units, and in this way based measurement method in the assessment. Many Chinese and foreign scholars according to their own understanding of the value of human resources issues were presented from different angles, several human resource value measurement model, is presented as follows:
(1) wages discount model
the model is directly based on the concept of economics to measure the value of human resources, that human resource value equal to the present value of a worker's wages of the workers employed in the remaining period of the future. The model ignores the possibility that workers will change roles during their work and did not consider the difference between corporate earnings is due to differences in human resources caused; Second, this measurement method only wages as the measurement of human resources fundamental value, but in fact the value of human resources created may be higher or lower than their wages. Therefore, the use of this method will overestimate or underestimate the value of human resources, affecting their accuracy. This method is mainly used to measure individual value of human resources.
(2) Future wages adjusted discount model
This model is proposed to adjust the value of future efficiency factors as wages, the value of the future after discounted wages to adjust to calculate the value of human resources. Efficiency coefficient can give an organization a given period and the level of profitability of the industry average level of profitability calculated the return on investment compared to reflect. Its advantages are: the assumption of the existence determine the relationship between wages and the business value that can accurately and dynamically reflect the value of human resources information output. Its limitations is that it represents the economic value of his organization with a wage income of workers in the next five years, obtained theoretically underestimated the economic value of human resources. This method is applicable to focus on human resource role in the production and business activities of enterprises, such as high-tech enterprises and foreign-funded enterprises.
(3) random reward value model
The model theory is that personal value for a particular organization is determined by its value in the future to offer decision. The jobs it creates value at which its future role and as closely related. But a person in an organization to play the role is uncertain, is random, personal service provided by the organization that is done in such a random process. This method is compared with the first two methods are technically more accurate reflection of the value of human resources, the result is more likely to be accepted. But it ignores the impact of other assets of the organization's income, all income is attributed to the organization created value of human resources, it is possible to overestimate the value of human resources.
(4) non-purchased goodwill method
This is a model of corporate excess profits will be recognized as a method of human resources in accordance with the value of the capitalization program. It is calculated based on the actual amount of income each year, but do not have an estimate of future earnings, it not only has greater objectivity, is relatively close to the current accounting practices. But when the actual profits of a company is equal to or less than the normal industry profits, the human resource has no value, it is clearly unreasonable, which greatly underestimated the value of human resources. This method has a certain degree of goodwill applicable to the industry, and easier measurement of goodwill out of business, at home and abroad as well-known trademarks owned enterprises.
(5) Economic Value Method
This method will organize discounted future earnings each period, investment in human resources and in accordance with the proportion of the total investment will be organized in the future earnings of human resources as part of the investment income obtained value of human resources. The model focused on the comparison of human resources and non-human resources of the company size of the contribution, to enable enterprises to limited funds for the best decision. The disadvantage is that the future net income is an estimate, subjective and uncertainty; In addition, this method does not reflect the exchange value of human resources, that is part of the wages, and therefore underestimate the value of human resources. This method is suitable for the implementation of the prediction system is better, and focus on the future earnings of the business, such as high-tech enterprises and research institutions.
2. Non-monetary measurement methods of human resource accounting
Accounting only monetary measurement is not enough, especially in terms of human resource accounting. Many of the characteristics of human resource value is not monetary indicators of performance, and thus human resource accounting must be a reasonable use of non-monetary measurement methods. Commonly used non-monetary measurement methods are some tables, indexes and text descriptions.
(1) List of staff skills Act
staff skill inventory method is to use the method table of the human resource skills information into the record storage repository, after sorting, classification, after the summary of evaluation of corporate human resources conducted, management. Table member organizations will have the ability or the technical arrangement in detail, including age, health, education, knowledge, experience, skill level, titles and so on. List of staff skills can be divided into general skills of employees and employee data records specialized skills table. You can also establish a list of special talents, set some need to know the project, to provide the necessary accounting information management decision-making and control of human resources planning for the enterprise.
(2) Value of Human Resources Technical indicators statistics
It refers to the calculation methods in favor of human resource value calculation and analysis of the value of human resources Technical indicators using statistical methods. Indicators can be set as desired, commonly used indicators of the probability of staff turnover, changes in the age structure of employees, personnel structure ratios and the like.
(3) Fuzzy Comprehensive Evaluation
is a fuzzy comprehensive judgment integrated quantitative assessment methods. Specific steps are as follows: firstly the evaluation are assessed for factor analysis, i.e., individually for each evaluation and analyzed by certain aspects of the assessment, based on this, for each evaluation factors and elements according to their different importance, take on different the method of weighting factors, with the weight and measurement of the various factors and elements of the score, and converted to percentile scores, and further aggregated toward the total evaluation score, which integrated and comprehensive assessment of human performance and ability.
the above measurement methods have advantages and disadvantages of the value of human resources, and with the further development of human resources, accounting, will be more scientific and more reasonable value measurement method appears. Enterprises in the human resource measurement and management should be based on their actual situation, choose a relatively reasonable method of measuring the value of human resources for proper measurement provides useful information for business management decisions.
human resource accounting measurement difficulties
With the advent of the knowledge economy, human resources and organization of non-human resources contracts, the proportion of the value of human resources is increasingly important, human resource management value measurement was quiet again presented. However, there are difficulties in human resources value measurement.
obstacles metering implementation of (a) human resource accounting from the first people's ideas. For the measurement of non-human resources, it is considered a matter of course. If you want to be recognized as human resources and measurement of assets, it is considered an insult to the personality, how can the same person on and things to quality. Human values seem only you can not write, can only ever be reflected in people's minds. However, with the progress of society, people's attitudes will change accordingly, people will be working on their own bargaining unit in charge of recruitment, no longer ashamed, I want to invest in education before compensation can come back as soon as possible. Companies also made the cost of human resources, recruitment, use, etc. reflected as an asset, the two sides need not shy. In essence, confirmed that human resources as an asset, not fixing prices of themselves, but of their own knowledge, evaluation of the contribution of small and large businesses. HR people are just carriers of this asset will be recognized as assets of its human resource metering, far from being an insult to the people, but rather for people, respect for knowledge.
In order to survive and develop in the market competition mechanism, companies must have senior management personnel, high-tech talent and skilled production workers. In order to obtain these high-quality talent, companies must increase investment in human resources, using a reasonable measurement methods, the accounting of human resources to become a reality, rather than simply be expensed.
(b) current measurement methods are one-sidedness, its results can not cover the full value of human resources. Non-purchased goodwill method as an example. This approach is a way to confirm the excess profits of enterprises in accordance with the procedure capitalization method for the value of human resources. It not only did not calculate the exchange value of human resources, and the residual value is calculated only in part. Because the normal corporate profits, like its excess profits also contains part of the value of human resources, it can not be ignored. In addition, according to this calculation, when the actual profits of an enterprise of the industry is equal to or lower than normal profits, the human resource has no value, it is clearly unreasonable, which greatly underestimated the value of human resources, contrary to the human resources are an important economic resource of principle.
(c) the output efficiency of investment in human resources do not directly increase physical performance, and always showed increased health, knowledge and skills of the man, and only when the quality of the stock of human resources into production to see them indirectly created a number of benefits for the enterprise. This makes it difficult to accurately value on the measurement of human resources methods.
(d) simple investment in human resources at any time can not form a production capacity alone, the efficiency of enterprises is the result of its comprehensive human resources and material resources. Therefore, it is difficult to accurately separate the value of the value of material resources and human resources.
(V) is a carrier of human resources worker, as a factor of production workers, the production capacity of the changes and physical assets, intangible assets are subject to various factors that affect the value has fluctuated changes, like human resources the value will be value, impairment occurs due to changes in management, personal efforts, science and technology, education and training and so on. Human Resources as a valuable asset, is to give enterprises cash inflows. But human resources for the future interests of the enterprise provided can not be determined, and no store of value, namely, human resources uncertain. How to minimize the impact of uncertainty, and the key is to be able to take the measure for increasing or decreasing the amount of human resources.