DISCLOSURE PRACTICES AND IVESTOR’SPERCEPTION REGARDING HUMAN RESOURCE ACCOUNTING IN INDIAN CORPORATE SECTOR: A SURVEY.

Introduction/ background:- This paper portraits an overview of human resource accounting in India, discusses the disclosure practises, perception of shareholders and banks (investors) regarding human resource accounting. Methodology/ Materials & Methods/ experimental- for the purpose of study, the top fifty companies (as per the Economic Times rating for 2011-12 based on total capital employed) were selected, and these companies divided into ten sectors (Auto mobile, Banking, Information technology, Oil, Pharmaceuticals, Refineries, Cement, Telecommunication, Power, steel sector). These companies have been selected on the assumption that human-resource accounting being an emerging field in accounting in Indian among large organizations. For 2nd objective, structured questionnaire were prepared through google forms, which was e-mailed to twenty four organizations who are presently disclosing HRA information in their annual report and another who recently started HRA system. Those investors failed to reply through the mailed questionnaires were contacted personally to seek their response. Through mail and personal contact, a total number of 300 responses have been able to collect for analysis out of which be 250 responses were selected for the study. Result & Discussion:- The result of study showing that refinery industry has got the first rank because it display 77.2% HRA items in their annual reports, then oil industry disclosed 59.08% and subsequently power industry disclosed 54.54% HR items in last three years and pharmaceutical industry has been displaying the least HR items in their annual reports. This simply clears that pharmaceutical industry is doing very less expenditure on their human resource. investors {banks} are aware regarding the benefits of Human resource accounting while shareholder are not prepare for HRA investment decision and they are not aware about that. Conclusion:- Finally we can say that the output of HRA system can be used to take a variety of decisions in the area of human resource management and But the number of organizations that have adopted HRA system in India is quite less as it is not compulsory for the Indian organizations to value human resources. There are certain problems associated with the system also as per the survey conducted by Dinesh Gupta (1992). Therefore researchers should come forward to provide a feasible solution to those problems to make the concept widely acceptable and practicable.