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... organization for reasons other than death or retirement. Other reasons do exist which may lead to the human resource departure, therefore the industries are not in position to predict when these occurrence mould take place.
The assumption of some models that people will not make role changes during their career with the organization also seems to be unrealistic. In the organizations, employees are quite often transferred to other departments and their roles consequently change when transferred.
ACCOUNTING ON DECISION MAKING IN ORGANIZATION
Human Resource Accounting has been realized to have philosophies that would furnish cost and or value information for making management decisions.
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| language |  | english |
| wordcount |  | 5647 (cca 16 pages) |
| contextual quality |  | N/A |
| language level |  | N/A |
| price |  | free |
| sources |  | 10 |
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Preview of the essay: ACCOUNTING ON DECISION MAKING IN ORGANIZATION
ACCOUNTING ON DECISION MAKING IN ORGANIZATION 1.0 INTRODUCTION 1.1 Background Organizations have a competitive advantage when their assets capabilities or processes have unique attributes, that is ,when they can’t be imitated and few substitutes Barney(1991).However , there exist the need to measure and manage the intellectual capital of accompany Roos(1997);Rennie(1999) and without clear measurement , the management may overlook the revenue potential and value added benefit of intangible and intellectual capital Johnson(1999).Hence an excellent implementation of HRA would help the management to achieve in these issues raising the need to carry out an investigation on the impacts of HRA on the general management. The selection of the industrial sector is due to its large contribution to the Kenyan economic development and with the current increasing competition; industries will have to change their approach in order to survive in both foreign and the local markets. In all sectors, industries are more affected by the human resource management therefore the urge to have different approach to intellectual capital rather that approaching them as walking costs Andrew Mayo (2001). 1.2 Statement of the Problem A close look at the HR practices in industries suggested relatively limited evidence of the ...... organization for reasons other than death or retirement. Other reasons do exist which may lead to the human resource departure, therefore the industries are not in position to predict when these occurrence mould take place.
The assumption of some models that people will not make role changes during their career with the organization also seems to be unrealistic. In the organizations, employees are quite often transferred to other departments and their roles consequently change when transferred.
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