Abstract

The aim of this article. The paper focuses on one of the “non-traditional” fields of the Human Resources Management System – i.e. Human Resource Accounting (hereinafter referred to as “HRA”). It presents HRA as an integral part of the Human Resources Management System and an important tool for measuring Human Resources Key Performance Indicators (hereinafter referred to as “HR KPIs”) in an enterprise. The focal point of this paper is the analysis of the possibilities of using the qualitative indicators of HRA in a selected industrial enterprise. The measurement of these qualitative values and their enumeration is one of the main problems of HRA, e.g. motivation, employees’ satisfaction, the quality of individual employees’ competencies, or performance assessments of employees can be ranked among such instruments. Therefore, the paper discusses problems related with the use of the mathematical-statistical analysis methods for measurement of these qualitative values that have been chosen very carefully. The fundamental tool used in this process is a cluster analysis and its use when preparing motivational programs. The paper will also deal with an outline of motivational factors analysis methods in a selected industrial enterprise. The results of the analysis. The result of the study indicates that when solving the problems from above we can use the selected mathematical-statistical methods, or combination of these, e.g. using the factor and cluster analysis at once. We are planning to concentrate on the following topics when working on another research in the near future: 1.     The use of Spearman’s correlation coefficient (evaluation of the statistical correlation importance) for the purposes mentioned below: – comparison of employees’motivational structure in various fields of industry; – comparison of employees’ motivational structure in enterprises of the same field of industry – wood processing industry and furniture industry within the countries of V4 (Czech Republic, Slovakia, Poland, Hungary). 2.     The use of factor analysis in order to explain the clusters of motivational factors found within the cluster analysis in a better way. 3.     The use of time series analysis – the outputs of mathematical analysis of motive development by using time series will be used when planning and preparing further motivational programmes. The period of the analysis will enable us to compare as well as detect changes in employees´ motivational structure. 4.     Finally, the proposal and application of a strategic system of human resources performance measurement reflecting the enterprise strategy, and combining the quantitative as well as qualitative performance indicators. Conclusions and perspectives for further research. The results demonstrate that HRA is a term, which is more and more often to be found in the vocabularies of HR managers. It is associated with the growing effort by Czech and Slovak enterprises to measure the value of human capital, to direct and manage performance in line with the overall commercial strategy, and to compare its data regarding personnel practices with that of other enterprises. With the assistance of HRA, it is possible to analyse not only the economic (financial), but also the social consequences of measures which in the first instance influence performance and employee motivation within an enterprise. 

Keywords: human resource accounting, human resources management, key performance indicators, analysis of motivational factors, cluster analysis

JEL Classification: M12, M40, M54, O15.

Cite as: Zámečník, R. (2016). The qualitative indicators in human resource accounting. Marketing and Management of Innovations, 4, 325-341. https://doi.org/10.21272/mmi.2016.4-27

This work is licensed under a Creative Commons Attribution 4.0 International License

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