Human Resource Accounting (HRA), which stands for measurement and reporting of the cost and value of people as organizational resources. HRA also involves accounting for investment in people and their replacement costs, and the economic value of people in an organization
HRA systems can be put to use for taking a variety of managerial decisions like recruitment planning, turnover analysis, personnel advancement analysis and capital budgeting, which can help companies save a lot of trouble in the future.

KEY LEARNING OUTCOMES
On completion of this section, the learner will be able to:
• Improve management by analyzing investment in human resource.
• It furnishes cost/value information for making management decisions about acquiring, allocating, developing, and maintaining human resources in order to attain cost-effectiveness
• To consider human resource as an asset.
• Solving problems deriving from the valuation of human resources.

LEARNING CONTENT

• Economic History – 3 Eras
• Issues of measurability vs. HRM
• Transformation to HR
• Objections to measuring HR
• HR’s Role in New Economy
• Paradigm Shift for a results-Based Approach
• Costs of HR
• Measuring HRM Functions