Abstract
Human resource accounting was defined in 1973 by the American Accounting Association (AAA) Committee on Human Resource Accounting (HRA) as the procedures for identifying and measuring information about human resources and communicating that information to those interested. The Committee also listed 3 major objectives for HRA, one of which is the determination of the behavioral impact of HRA measurements on decision making. Flamholtz (1976) developed a laboratory experiment to find out whether human resource value numbers affected the job staffing decision. Substantial differences were found between traditional and monetary HRA data and traditional and non-monetary HRA data, with HRA data causing the decision-makers to change their decision from that which had been based only on traditional data. Acland (1976) tested the idea that human resource accounting indicators, when combined with conventional financial statement information, had a substantial impact on the decision of professional financial analysts, and found that they did.