ABSTRACT
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.
CHAPTER
ONE
INTRODUCTION
1.1 BACKGROUND
OF THE STUDY:
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
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