...Research Journal of Finance and Accounting ISSN 2222-1697 (Paper) ISSN 2222-2847 (Online) Vol.4, No.18, 2013 www.iiste.org Problem with Human Resource Accounting and A Possible Solution Md. Mustafizur Rahaman1* Md. Amzad Hossain2 Tabassum Akter3 1. Lecturer, Department of Accounting, Bangladesh University of Business & Technology (BUBT), Mirpur-2, Dhaka-1216, Bangladesh 2. Lecturer, Department of Business Administration, East West University, Plot No-A/2, Jahurul Islam City, Aftabnagar Main Rd, Dhaka 1219, Bangladesh 3. Lecturer, Department of Business Administration, Prime University, Dar-Us-Salam Rd, Dhaka 1216, Bangladesh * E-mail of the corresponding author: mustafizmamun09@gmail.com Abstract The idea of Human Resource Accounting (HRA) has been a debatable issue by academicians, accountants and standards setters universally. This study critically assesses the concept of HRA in order to unveil its strengths and weaknesses. Descriptive and content analyses were used in collecting data through documented texts, journal articles and other publications. The existing models proffered under the HRA were adequately reviewed and objectively criticized so that more comprehensive could be developed. The study revealed that the conceptualization of HRA, the ideas incorporated therein, and arguments are good for the accounting profession and corporate financial reporting. But the existing models yet proposed are not in a state to implement HRA practice worldwide. Hence this paper proposes...
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...Human Resource Management: A Research Case about Microsoft in India Over the past several years, the environment for competitive business opportunities in India has grown drastically, especially within the major technological, pharmaceuticals, and biotechnology industries. As a newly appointed manager for Microsoft Corporation, within the Global Human Resource Management (HRM) division, it is my responsibility to ensure that these opportunities for business growth and expansion for Microsoft in India are approached in the most effective manner. I have prepared a comprehensive discussion on my agenda to carry out this responsibility. First, I discuss the current and projected future business environment within India, including cultural and societal trends and best practices for HRM. Second, I discuss how Microsoft can strategically and effectively take advantage of business opportunity and growth within India, from a global HRM perspective. Third, I discuss my specific strategies related to HRM as a newly appointed manager for Microsoft. And finally, I provide a summary of my discussion. It is estimated that India will have a population of 1.45 billion people by 2030, made up of a labor force of approximately 986 million people (Chatterjee). This rapidly growing labor force is comprised of primarily young people, as over 1.1 billion people in India’s population are below the age of 25. Furthermore, by 2050 India is projected to have 500 million more workers than the United...
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...Orders. In addition, the Company follows the directives and guidelines issued by the Government of India on various matters. The important Internal Rules, Regulations, Manuals & Records, which are used by the employees of the Company in discharge of their functions are given below: (A) Matters pertaining to Company Affairs Memorandum & Articles of Association; Decisions of the Board of Directors and Sub-committees of the Board from time to time as contained in the minutes book; Decision of shareholders in the Annual General Meeting as contained in the minute book; The Code of Internal Procedures and Conduct for Prevention of Insider Trading in Dealing the Securities of ONGC ; Procedures for Corporate Disclosure; Companies Act, 1956 and Rules framed there under; Listing Agreement & SEBI Guidelines; (B) Matters pertaining to Finance & Accounts Accounting Policies; Accounting standards; Accounting Manual; Delegation of Powers; Internal Audit Manual; (C) Matters pertaining to Works, Contract, Sales, Procurement, Inventory, etc Material Management Manual Delegations of Powers (D) Human Resource matters pertaining to ONGC employees HR Manual INTRODUCTION i) HR Vision, Mission and Objectives ii) HR Parameters iii) Organogram – ONGC iv) Organogram – HR v) Core Values vi) Standard Designations, Levels and Scales of Pay viii) Authorities under BDP and HR issues MANPOWER ACQUISITION Modified...
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...+ Models ORGDYN-404; No. of Pages 9 Organizational Dynamics (2011) xxx, xxx—xxx a v a i l a b l e a t w w w. s c i e n c e d i r e c t . c o m journal homepage: www.elsevier.com/locate/orgdyn Emerging HR management trends in India and the way forward Pawan S. Budhwar, Arup Varma INTRODUCTION Over the last decade or so, India has emerged as a major player on the global economic front. To a great extent, India’s enhanced global economic importance is due to the economic reforms that were initiated in 1991. The reforms have been instrumental in creating tremendous opportunities for businesses, in particular for foreign operators. Bodies like the World Bank predict that if India can sustain its economic growth over the next decade, then it is likely to become one of the leading economies of the world. Needless to say, there are many issues that still need urgent attention — among these, development of infrastructure, control over corruption and bureaucratic red tape, opening-up of key sectors for foreign investments, political and legal reforms, enhancing employable skills in new graduates, control over increasing poverty, internal and external security, and divestments in the public sector, etc. In addition, issues related to the management of human resources have become crucial for India’s sustained economic growth. The liberalization of economic policies calls for a switch from labor intensive to more capital-intensive methods of production, and thus requires organizations...
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...| Introduction 4. Illustrate and explain each of the eight steps in the HR Scorecard approach to creating human resource management systems. Chapter 3 The Manager’s Role in Strategic Human Resource Management Copyright © 2011 Dorling Kindersley (India) Pvt. Ltd Authorized adaptation from the United States edition of Human Resource Management, 12/e Copyright © 2011 Dorling Kindersley (India) Pvt. Ltd Authorized adaptation from the United States edition of Human Resource Management, 12/e The Strategic Management Process Business Vision and Mission • Strategic Management 3–2 • Vision A general statement of an organization’s intended The process of identifying and executing the organization’s mission by matching its capabilities with the demands of its environment. direction that evokes emotional feelings in organization members. • Strategy • Mission A chosen course of action. Spells out who the company is, what it does, and where it’s headed. • Strategic Plan How an organization intends to balance its internal strengths and weaknesses with its external opportunities and threats to maintain a competitive advantage over the long-term. Copyright © 2011 Dorling Kindersley (India) Pvt. Ltd Authorized adaptation from the United States edition of Human Resource Management, 12/e 3–3 Copyright © 2011 Dorling Kindersley (India) Pvt. Ltd Authorized adaptation from the United States edition of Human...
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...This article was downloaded by: [Monash University] On: 27 September 2010 Access details: Access Details: [subscription number 922191555] Publisher Routledge Informa Ltd Registered in England and Wales Registered Number: 1072954 Registered office: Mortimer House, 3741 Mortimer Street, London W1T 3JH, UK The International Journal of Human Resource Management Publication details, including instructions for authors and subscription information: http://www.informaworld.com/smpp/title~content=t713702518 The role of human resource management in international joint ventures: a study of Australian-Indian joint ventures Sharif N. As-Saber; Peter J. Dowling; Peter W. Liesch To cite this Article As-Saber, Sharif N. , Dowling, Peter J. and Liesch, Peter W.(1998) 'The role of human resource management in international joint ventures: a study of Australian-Indian joint ventures', The International Journal of Human Resource Management, 9: 5, 751 — 766 To link to this Article: DOI: 10.1080/095851998340775 URL: http://dx.doi.org/10.1080/095851998340775 PLEASE SCROLL DOWN FOR ARTICLE Full terms and conditions of use: http://www.informaworld.com/terms-and-conditions-of-access.pdf This article may be used for research, teaching and private study purposes. Any substantial or systematic reproduction, re-distribution, re-selling, loan or sub-licensing, systematic supply or distribution in any form to anyone is expressly forbidden. The publisher does not give any warranty express...
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...XLRI, Jamshedpur 'Outside-In' - Cultural shift in Human Resource Management in Corporate India in the age of the social media BY: RIYA RASHMI HUMAN RESOURCE MANAGEMENT BATCH OF 2014-16 XLRI, JAMSHEDPUR SOCIALISING HR The report deals with analyzing the past, present and future of HRM with reference to the entering of social media platform in the corporate world. With many of the companies thinking over the issue, it has become very important to evaluate the scope of social media in the field of HR so as to leverage the share of HR as a business partner. Earlier HR being just a cost centered function of a company was into little notice of the stakeholders. But now as the importance of the aspect of people has sparked, the corporate world needs to emphasize on this differentiating function. Sandwiched between the management and the employees, the HR department forms the crux of a corporate. So, the transformation that needs to come through this function shall be of great importance. The use of social media is a very new concept and we need to evaluate the system so as to use it effectively. Table of Contents 1. HISTORY OF HRM IN INDIA - 2 - 2. NEED FOR A CHANGE - 2 - 3. SOCIAL MEDIA AND HRM: - 3 - 3.1. WHY SHOULD HR USE SOCIAL MEDIA? - 3 - 3.1.1. Influence analysis: - 4 - 3.1.2. Engagement and Retention: - 5 - 3.1.3. Employee Onboarding: - 5 - 3.1.4....
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...5. Motivating students to take competitive examinations. 6. Creating civic sense COURSE STRUCTURE I Semester Course Code POL 131 II Semester Course Code POL 231 III Semester Course Code POL 331 IV Semester Course Code POL 431 V Semester Course Code POL 531 POL 532 VI Semester Course Code POL 631 POL 632 Title Core Concepts of Political Science. Title Major Political Ideologies Title Indian Government and Politics- I Title Indian Government and Politics- II Title International Relations- I Principles of Public Administration Title International Relations- II Personnel and Financial Administration Hrs/ wk 5 Hrs/ wk 5 Hrs/ wk 5 Hrs/ wk 5 Hrs/ wk 4 4 Marks 100 Marks 100 Marks 100 Marks 100 Marks 100 100 Credits 4 Credits 4 Credits 4 Credits 4 Credits 3 3 Hrs/ wk 4 4 Marks 100 100 Credits 3 3 1 BA SEMESTER I POL 131: POLITICAL SCIENCE PAPER I – CORE CONCEPTS OF POLITICAL SCIENCE 75 Hrs This course deals with basic concepts of political science such as state, government, law, rights etc. Objectives To introduce the students to: • The...
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...Professor M Srimannarayana for providing us with this learning opportunity and for being a constant source of insightful guidance for us in all matters related to the field of Human Resource Management, which we have just been exposed to. We would also like to thank the HR Professionals from various companies, with whom we interacted and were kind enough to spare time from their taxing schedules to fill u our surveys. These surveys have formed the backbone of our study. Thank you all! 1|Page Table of Contents ACKNOWLEDGEMENT .................................................................................................................... 1 INTRODUCTION................................................................................................................................. 3 ORGANISATIONS PROFILE ............................................................................................................ 4 HR STRUCTURE AND SIZE ............................................................................................................. 5 HR SIZE: HR Staff Ratio................................................................................................................... 13 HR STATUS ........................................................................................................................................ 14 CONCLUSION...
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...ORGANIZATION PROFILE COMPANY HISTORY INTRODUCTION OF THE COMPANY The Housing Development Finance Corporation Limited (HDFC) was amongst the first to receive an 'in principle' approval from the Reserve Bank of India (RBI) to set up a bank in the private sector, as part of the RBI's liberalization of the Indian Banking Industry in 1994. The bank was incorporated in August 1994 in the name of 'HDFC Bank Limited', with its registered office in Mumbai, India. HDFC Bank commenced operations as a Scheduled Commercial Bank in January 1995. • PROMOTER HDFC is India's premier housing finance company and enjoys an impeccable track record in India as well as in international markets. Since its inception in 1977, the Corporation has maintained a consistent and healthy growth in its operations to remain the market leader in mortgages. Its outstanding loan portfolio covers well over a million dwelling units. HDFC has developed significant expertise in retail mortgage loans to different market segments and also has a large corporate client base for its housing related credit facilities. With its experience in the financial markets, a strong market reputation, large shareholder base and unique consumer franchise, HDFC was ideally positioned to promote a bank in the Indian environment. • BUSINESS FOCUS HDFC Bank's mission is to be a World-Class Indian Bank. The objective is to build sound customer franchises across distinct businesses so as to be the preferred provider of banking services...
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...Hr intiatives The newly appointed Senior Vice President (HR) and Group Head, Nandita Gujjar today said Infosys has introduced several HR schemes for its staff, which includes paternity leaves in addition to maternity leaves. In her first interaction with the media here, after becoming the Group Head and SVP HR, Ms Gujjar said HR policies are very important for any organisation's development. "Infosys has spent over than Rs 400 crore on educating its employees through campus connect, where they are taught in institutions, which teach students and the increment has been to the extent of 11-13 per cent," said Ms Gujjar. |[pic] | |[pic][pic] | |[pic] | |[|Infosys had also started | |p|conducting exams for its | |i|employees as a part of its HR| |c|initiatives | |]| | |[|[pic] | |p| | |i| | |c| | |]| | Infosys has started a new initiative, wherein people from the US and Europe will be recruited for working in India and since Americans are reluctant to work in India, they will be recruited for one year each in India and China. "The one year stint will make the Americans and Europeans get accustomed to the working conditions in India and China," Ms Gujjar underlined. Infosys had also started conducting...
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...Corporation of India Limited (A Government of India Undertaking) (Ministry of Railways) No. RailTel/MUM/ PF/Rlys/2015-16 Dt. 15.12.2015 The FA&CAO Western Railway Churchgate, MUMBAI – 400 021 Sub: Deductions made from the salary towards PF Subscription. * Shri. B. S. Tahim, CSTE (Const)-I on deputation as Executive Director, Railtel Western Region, Mumbai ---- Please find herewith the Demand Draft No. 040475 dated 09.12.2015 of Rs. 6279/-, for which the details as under: 1 | Name | Shri. B. S. Tahim | 2 | Design | Ex. CSTE (Const)-II | 3 | PF Account No. | 00099739 | 4 | Details of DD | Rs. 6279/- | | PF subscription for the month of Nov-2015 | | Rs. Six Thousand Two Hundred and Seventy Nine only | PF Acct No. 00099739 | Please acknowledger the receipt. Beethi Joshi Dy. Manager (HR) RCIL/Mumbai DA: As above ------------------------------------------------------------------------------------------- xaoi~ya kayaa-laya : rolaTola ka^pao-roSana Aa^f [iNDyaa ilaimaToD¸ piScama rolavao maa[-Ëaovaova ka^mplao@sa¸ saonaapit baapT maaga-¸mahalaxmaI¸ mauMba[-¹ 400 013º Regional Office : RailTel Corporation of India Ltd. ,Western Railway Microwave Complex, Senapati Bapat Marg, Mahalaxmi, Mumbai – 400 013. rolaTola ka^pao-roSana Aa^f [iNDyaa ilaimaToD ³Baart sarkar ka ek ]pËma´ RailTel Corporation of India Limited (A Government of India Undertaking)...
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...Involvement Strategy Executive Summary Leading and managing people are an important concept in HR now days. Every company follows this concept in order to retain the employees along with that to have a proper flow of work within the organization. On the other hand maintaining an employee involvement strategy is also an important task of every organization. The given study will help to generate an idea about the mentioned countries which are China, India and Germany address the related issues regarding leading and managing people. By conducting these studies an overall idea about the communication strategy of the organization will also be identified. Table of Contents Executive Summary 1 Introduction 3 Employee’s Involvement Strategy within the Organization 3 Concept of Leading and Managing People 4 Theoretical exploration of potential opportunities/challenges in China, India and Germany 5 Communication Taking Place in the Organization 7 Relevant scenarios in terms of opportunities and challenges of HR 8 Recommendations 10 Conclusion 12 References 13 Introduction One of the main notions of the given study is to provide a brief overview about the topic related to leading and managing people. The situation of this study is designed in such a way where it has been told that after getting a promotion to be the head of the HR department with its other branches in China, India and Germany it is asked to do a research study in which it is important to illustrate the employee...
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...Top 10 NGO’s 1. Ushahidi- 2. Danish Refugee Council- 3. Médecins sans Frontières- 4. CARE International- 5. PATH- 6. Oxfam- FMCG companies in India 1. Hindustan Unilever Ltd. 2. ITC Limited 3. Britannia Industries Ltd. 4. Nestlé India- 5. Godrej Group 6. Tata Global Beverages 7. Parle Agro 8. Nirma 9. Cavin Kare 10. GCMMF (AMUL) 11. Cadbury India 12. Procter & Gamble Hygiene and Health Care- 13. Colgate-Palmolive (India) Ltd 14. Gillette India Ltd. 15. Johnson & Johnson 16. Amul India 17. Godrej Consumer Products Ltd 18. Marico Industries Military vehicle manufacturers 1. Alvis Car and Engineering Company Ltd 2. Alvis plc 3. Armored Motor Car Company 4. Ashok Leyland 5. Ashok Leyland Defence Systems 6. Automotive Industries 7. Automotive Technik 8. Birmingham Small Arms Company 9. Clews Competition Motorcycles 10. Crossley Motors 11. Defense Land Systems 12. ELBO 13. Eurocopter 14. FAMAE 15. Fanaero-Chile 16. Force Protection Europe 17. Force Protection Inc 18. Groen Brothers Aviation 19. Howaldtswerke-Deutsche Werft 20. Krauss-Maffei 21. Land Rover 22. Land Systems OMC 23. Lürssen 24. Mahindra & Mahindra 25. MAN SE 26. Manitowoc Cranes 27. Manitowoc Shipbuilding Company 28. Mowag 29. Nordseewerke 30. Ordnance Factory Medak 31. Oshkosh Corporation 32. Patria (company) 33. Plasan 34. RUAG 35. SNVI 36. Supacat 37. Tata Motors 38. Thornycroft 39. ThyssenKrupp 40. ThyssenKrupp Marine Systems 41. Timoney Technology...
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...Weekly Diary at Actuant India Private Limited Project: STRATEGIC APPROACH TOWARDS EMPLOYER BRANDING AND TALENT ATTRACTION Week 1 During the first week I was required to get acquainted with the company and its background. I was introduced to my Project guide who gave me an introduction about the company. I was required to study about the company’s line of verticals. The company follows ALE- Actuant Leadership Expectation. I was asked to study in detail what ALE was and how it mattered to the company. Week2 During the second week I was required to study about the HR deptartment of the company. Know all the practices followed by the company. Study the company website in detail and know all the HR policies in place. I attended the weekly HR meetings of the company where I learnt what are the day to day activities of the company and how does HR department works in the organization. Week3 I was given the topic of my Project. This involved in setting up the timelines with the Director HR, Ivy Saldanha where she guided me how to go about the project and what are her expectations from me. Initially I researched about what Talent Acquisition is and its relevance in today’s time. This involved reading a lot of material on the internet. Along with this my Project guide used to provide me supplementary reading materials about the Talent Acquisition process. The articles used to be from HR agencies like Mercer, Kelly, timesjob.com and the likes. I was also given the TA Process followed...
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