The dynamism and continuous change aimed at competitive markets causes organizations to diversify their tactics to obtain long-term competitive advantages and to achieve performance. Human capital is the key to achieving these goals, and the creation and development of unique human capital, according to the specific needs of each company through the knowledge, skills, expertise, and capabilities it possesses, is the main competitive advantage that a company can have. Therefore, this paper aims to test and analyze, through a case study applied to the employees of an accounting and audit firm, the degree of satisfaction of the team regarding the activity they carry out, emphasizing the existing human capital development opportunities, motivation, and work-life balance. To achieve these objectives, a questionnaire was distributed to the company's employees. Therefore, the results show that for a newly established company, it is important to emphasize the training and development of human resources because a large employees’ turnover can destabilize the situation in which the company is. Also, maintaining a work-life balance can determine a more positive perspective on the activity carried out, and the pleasant work environment and the encouraging attitude of superiors/management can be a source of extrinsic motivation for employees. This research can represent a starting point for entrepreneurs at the beginning of the journey in this field and, at the same time, it can be helpful for professionals in the field who want to make a comparison between the analyzed company and the company in which they work. Starting from the image provided by the case study applied to a single company, in order to expand the possibility of applying these studied aspects, a research work can be carried out in the future that includes companies from various fields of activity, with different sizes and development opportunities.
Human capital is a very powerful contributing factor in the success and sustainability of organizations, being considered the most valuable resource of companies. This study aims to find out to what extent the development of human capital has evolved in pandemic conditions in Romania. Furthermore, because today, in accounting practice, the human capital is treated in financial statements as an expenditure rather than as an intangible asset that is expected to generate future economic benefits for organization, this paper also explores the current view point of chartered accountants and professionals in the field on whether or not human capital should be measured and included on the financial statements, respectively on the balance sheet. Therefore, in order to achieve these objectives, a descriptive research was implemented, structured through a survey that was distributed to the members of The Body of Expert and Licensed Accountants of Romania (C.E.C.C.A.R.) and professionals in the financial-accounting field, thus obtaining a number of 165 answers. The results show that most of respondents feel support in terms of professional development from the company in which they perform and believe that it is necessary to quantify human capital for the company's image to be presented in a more accurate and real way. At the same time, most respondents do not consider that once measured human capital it should be included on the financial statements, respectively on the balance sheet. This paper can provide a starting point for future steps of entrepreneurs in terms of human capital development, but also for institutions that regulate the relevant professions in the financial-accounting field, to outline new directions in the measurement and evaluation of human capital and to highlight once again the importance of this resource for business sustainability.
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