The Relevance of Human Resource Accounting in Indonesia

ABSTRACT


Introduction
The development of the workforce (human resources) in Indonesia every period has increased the number working in various companies.The number of workers who work is dispersed throughout the country, with a preference for large cities with industrial zones that are appealing to potential workers or those who are currently employed.According to the Central Bureau of Statistics, the number of workers in 2022 February was 94.17% or around 135,611.90, and in August it was 135,296.71 or 94.19%, while in 2023 February it was 94.55% or around 138,632.5.This shows that there was an increase in labour per month in February for one period (1 year) totaling 3,030.6.This increase was marked by a decrease in the number of sufferers and the spread of Covid- 19 and the open access to the Implementation of Restrictions on Community Activities (PPKM) implemented by the government.
Workers of productive age are scattered across many sectors of micro, medium, and manufacturing firms.The owned labour does an excellent job of generating goods and services to meet market demand as a communal need.Productive people between the ages of 15 and 64 have job chances in the corporate world.Of course, this is complemented by work competence, skills, expertise, which is the initial capital, knowledge, experience, and other abilities that are the key appeal for the needs of the business sector [1].Along with the screening of new employees performed by organisations in need.Human resources also manages methods and regulations for recruiting personnel, selection, ability tests, training, placement, and assessment.The workforce has the same job options; it only remains for the process and conditions that apply to be the process that was passed during the original selection to be the process that was passed during the initial selection.
Furthermore, the selected organisation empowers these employees to fulfil the organization's optimal and humanitarian vision, mission, and goals [2].Workers with skills and expertise as initial capital (human capital) can self-develop in order to adapt to and solve problems (solutions) in a complex organisational context.Workers, as people, must comply with regulations in order to fight for their rights and obligations, and evaluations based on KPIs form the basis of evaluation matrices from internal and external organisations (government).
Company assets are not always tangible products that are subject to the investment process [3].Labour assets have an important role in increasing firm performance, including the acquisition of future earnings [4], [5].The human resources department manages business assets such as manpower, from workforce planning to recruiting, selection, training, and placement [6].It is envisaged that this process will result in the development of abilities, skills, competencies, and capabilities as a firm need to realise the vision, purpose, and business goals and raise the economic value of the business held [7].Labour as business capital has economic worth that can develop in accordance with the organization's direction and goals, as well as overcome organisational issues through a competent internal control system [8].Meanwhile, human resources support operational tasks in order to attain high profit levels [9].It is undoubtedly inseparable from the burden borne by the corporation while managing the workforce through human capital and human resources [10].
Perspective on human resources Investment in strengthening human resource self-development, such as training, workshops, and developing other competencies possessed by human resource development, is required to manage the borne burden [11].These assets are, of course, not cheap to manage.Employee benefits in the form of money for workers or wages and welfare for employees can give worker welfare based on the services supplied by employees to the organization [12].Employee benefits are governed by government rules, in this example the municipal minimum wage (UMK) or regional minimum pay (UMR), which rises annually in response to increases in the price of commodities required [13].
The intricacy of employment varies greatly, ranging from simple to sophisticated [14].Where managing human resources is difficult, one example is labour welfare, which is divided into: 2) occupational safety and health (K3), and 3) labour rights, 4) Workers' wages, 5) Length of time working, 6) Termination of employment, 7) Quality of human resources, 8) The ability of the company/organization to pay for labour [5].From these problems it leads to the company's ability to manage finances for its workforce [14].Companies that have business capabilities in a specific time period earn large earnings; of course, they can make payments on time.However, if the organisation does not generate profits, it faces a significant risk in managing company activities, including employee payments [9].
The accounting party who manages finances requires maturity and expertise in judging the entry and exit of current assets based on these parameters.This involves accounting's treatment of labour as an asset and future investment.The basis for judgements on the efficacy, efficiency, and productivity of each individual's performance is measured in the performance of human resource activities.Human resource accounting prioritises previous procedures performed by employees in terms of the value and capability of services and contributions provided to the organisation.Human resources' ability to develop further cannot be used to calculate assets and investments [14].The rules of human resources are mainly focused towards employment, however in accounting that handles human resources, the recognition and measurement in Financial Accounting Standards [16] are not explicitly specified.Human resources, on the other hand, as a supporter of all organisational operations, achieve firm performance that can be recognised and increases stakeholder trust.
This study focuses on the importance of exposing human resource accounting by managing it as a profitable and usable future asset and investment for the organisation.The goal of this research was to manage the function of human resources as an asset and investment from an accounting standpoint, as well as to highlight the expenses associated with each human resource activity.This study contributes to accountingbased human resource management.This study focuses on human resource accounting as an asset and capital invested by the business world.

Research Methods
The method used in this research is a literature review method using Harzing's Publish or Perish.The researcher conducted a search for scholarly articles using Google Scholar with the topic or keywords being investigated.The criteria for selecting the sample in the search and acquisition of articles were based on articles published in accredited journals or journals that have an International Standard Serial Number (ISSN).The researcher selected articles by identifying and classifying them as the basis for data and conducted tabulation and data presentation to facilitate analysis and interpretation of the obtained results.In the article selection process, the researcher used the Harzing's Publish or Perish application with the keyword 'accounting human resources'.
This research consists of five stages of activities.Stage 1, the researcher conducted a search using the Google Scholar search engine, focusing on the topic of human resources accounting.Stage 2, articles and journals were selected from a 10-year period (2001-2022) from nationally accredited journals and national journals that were relevant and deemed suitable as samples for the topic being discussed.Stage 3, the researcher performed identification and classification of the obtained articles based on the topic, as well as engaged in data storage activities.Stage 4, the data obtained was tabulated, including information such as volume, year of publication, author, and research method.The tabulated results served as the basis for interpretation by the researcher regarding the relevance of human resources accounting.

Result and Discussion
The results obtained in this research, based on the findings from Harzing's Publish or Perish, revealed a total of 128 articles.These articles were published between the years 2001 and 2023, and they were distributed across non-accredited journals, national journals, and nationally accredited journals.The cumulative citations generated from these articles reached 338 citations over the span of the past 22 years.This indicates that the topic is sufficiently interesting to be researched.However, when considering the time frame, it seems that the topic of human resources accounting has been relatively less explored by researchers.The average number of citations per year is 15.36, with an average of 2.64 articles.Based on the research activities conducted by various researchers and published in various accredited scientific journals, ranging from the lowest to the highest SINTA (Indonesian Journal Accreditation) categories, the distribution of human resource accounting topics appears to be relatively even.Novice researchers tend to conduct research on human resource accounting in 2018 and 2020, with a total of six articles published, while in 2022, there were eight articles published.A total of 23 journals were used for scientific publication management.SINTA 5 remains the favorite publication venue, with 11 accredited journals, followed by seven articles published in SINTA 4 journals.Two publications were found in SINTA 3 journals, while only one article was published in SINTA 2. As for SINTA 1, there have not been any articles published yet.The topic discussed is related to human resource accounting based on the keyword results from each article in accredited journals.These keywords are analyzed and closely related to the development of human resource accounting, involving assets and costs.Additionally, the size of the company, human resource accounting with football players, participation, attention, and reporting are also interconnected.Furthermore, human resource accounting is associated with accounting information systems, internal control, recognitions, marketing management, product diversification, institutional ownership, training, and Islamic accounting.The human resources within a company are an invaluable asset that is unmatched by others.The abilities of each individual resource play a unique role in the organizational wheel of life.The information generated by an organization is not exempt from the clear, transparent, and conscientiously-driven role of human resources.Human resources can transform information into difficult decisions or decisions that can be accounted for.Essentially, human capital in managing human resources encompasses fundamental concepts underlying every activity.The components of human capital and human resources contribute based on the characteristics of each individual within the organization.In terms of human capital, individuals involved in managing a company undoubtedly possess personal competence and experience that serves as their working capital and adds value to the organization.Research methods used by authors in conducting research on human resource accounting topics using quantitative methods, qualitative methods and literature review methods.And the results obtained 17 articles using quantitative methods, literature review methods amounted to 2 articles while the qualitative methods produced 4 scientific articles discussing human resource accounting.

Discussion
Accounting as a method for supplying financial information in organisations.Accountability, openness, and credibility are all aspects of demonstrating accountability for material financial activities in accounting.One of them is labour as a firm asset, which is reported in financial operations such as the balance sheet at all times.Employee recognition is recognised in all organisational actions by a value that fits the criteria.According to SFAC (Statement of Financial Accounting Concept) No. 5, assets possessed, including human resources, are assets that, under certain conditions, can be controlled and mastered by the organisation.This suggests that human resources are managed over their performance, however a person is not restricted in personal development because human flexibility can improve based on each individual's experience.Human resources are measured using a variety of ways that are relevant as assets, including historical cost, current cost, current market value, and present value of future cash flow.
The ability of human resources that synergize with the company's vision, mission, and goals to position themselves as assets through the mind and energy that go through the investment process.Expenses expended in investing in a workforce through very selective selection, developing competence in terms of education and training as self-development.Labour amortisation is adjusted as an asset in human resources and provides the basis for costs included in the income statement, which, of course, can have an influence on profits.And the labour investment is presented to the state and recognised as an asset in the corporation.Which includes identifying, measuring, and communicating the effectiveness of management in the organisation.Financial accounting standards (SAK) oversee human resource spending, which becomes a burden when events or actions are performed by the workforce.Of course, recording is done in response to financial reports that are intended to be used to make judgements.Human resource assets are created by recording and displaying human resource activities.
Financial performance without a qualified personnel almost never results in the desired profit.Profit forecasting, of course, is backed by qualified resources in analysing the performance of the next term.And, of course, with the help of information technology, it can be useful in managing information and all transactions, including electronic transactions, and it plays a vital part in boosting organisational performance.Human resources employ information technology to record, show, and acknowledge in financial reports as a basis for stakeholders' decisions.

Conclusion
Human resource accounting has opportunities that can be utilized in conducting advanced research.Human resource accounting as an asset and investment for the

Figure 3 .
Figure 3. Accredited National Journals Used Source: Data Processing

Figure 4 .
Figure 4. Journal Rankings Used Source: Data Processing

Figure 3 .
Figure 3. Keyword in the Article Source: Data Processing

Figure 4 .
Figure 4.The Method Used Source: Data Processing