This study focused on how to recognize human resources, particularly in the Industrial Training Fund. Primary and secondary data were used. The area Offices of the Fund were taken to be primary sampling units and a clustering sampling method was applied in administering the questionnaire and secondary sources data including materials printed and unprinted.

Hypotheses were tested and analytical tool were used. The information needs of shareholders necessary under the stewardship accounting are distorted. By excluding human resources investments, management is unable to give accurate account of all resources under its control.

The resources of any organisation are men (human), materials, machines and money. These are the popularized ‘4M’ concept in management circles. Each resource plays a vital role in the survival, growth and achievement of the overall goals and objectives of the enterprise.

The material and economic resources are dormant factors in the sense that they require to be put into effective use by the human elements. Their contribution to the attainment of the goals of the organisation is revived and engineered by a well-programmed manipulation and co-ordination by the human element. Human resource therefore, is the most important resource of any organisation.

Megginson (1968) defined human resources as “the combined numbers, abilities and output of managerial and non-managerial employees of any intangible and aesthetic elements of human life. Human resources have a homogenous as well as a heterogeneous component. The homogenous components reflect the quantitative aspect while the heterogeneous emphasize the qualitative nature of human resources.

Conventional accounting treats expenditure to acquire, develop and hold human resources as expenses rather than assets. Human resources accounting deals with accounting systems and concepts, which communicate to management and other interested parties, better data on an organisation’s investment is utilization of human resources.

In his contribution to the development of Human Resources, Accounting, Riases Likert (1967) defined human resources accounting as: “any activity devoted to attaching dollar estimates to the value of a firm’s human organisation and its customer goodwill. If able, well-trained personnel leave the firm, the human organisation is worthless; if they join it, the firm’s assets are increased. If bickering, difficult and irreconcilable conflict become greater, the human enterprise is worthless; if the capacity to use differences constructively and engage in cooperative team-work improves, the human organisation is a more valuable asset”.

Human resources accounting was developed to provide internal control over long-term management of human resources. The future of any organisation largely depends on its ability to effectively manage its human resources today. A well-managed human asset will guarantee high productivity, high profitability and reliable cost control....

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Item Type: Postgraduate Material  |  Attribute: 117 pages  |  Chapters: 1-5
Format: MS Word  |  Price: N3,000  |  Delivery: Within 30Mins.


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