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important factor in explaining and predicting economic growth [2], etc. Human
capital is thus treated in modern economic
theory on a par with other forms of earning assets.
On the other hand, the different attitude
of accountants toward human capital was
succinctly expressed as follows:
A favorite cliche for the president's letter in corporate reports is "our employees are our most important-our most valuable-asset." Turning
from the president's letter and looking to the remainder of the report, one might ask, "where is
this human asset on these statements which serve
as reports of the flim's resources and earnings?
What is the value of this most important or most
valuable asset? Is it increasing, decreasing, or
remaining unchanged?" [4, p. 217]
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104
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105
(1)a
l(t)
(1+r)
where:
the human capital value of a person r years old.
I(t) = the person's annual earningsup to
retirement. This series is graphically represented by the earnings
profile.
r= a discount rate specific to the person.
T= retirement age.
I,=
YEARS OF
SCHOOL
6000
16 AND
OVER
5000
4000-
12
0xg
3000-
U 2000-
15
25
35
45
55
65
AGE
Source: U. S. Census of Population (1950), Ser. P-E,
No. 5-B: Education, Tables 12, 13
FIGURE 1
EARNINGSPROFILESOF U. S. MALES, 1949
I*(t)
= f[IO()],
I=
i,
, T.
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106
I*(t) = 1?(t),
I{=
7.*
Thus, the prediction of next year's earnings of the 25 year old engineer will be
equal to (not just based on) current earnings of a 26 year old equivalent engineer.'
The estimated human capital value of a
person r years old is thus:
T
(4)
I*Q)
(1+
r)(
'
data published by the Bureau of the Census [19]. This census provides cross-sectional data on earnings classified by age,
race, sex, education, geographic area of
employment, etc., and most useful for our
application-by profession or skill. Average earnings profiles of professional groups
of employees (e.g., unskilled employees in
the meat packing industry) can be determined from these data. The earnings profiles can be refined by keeping constant
several personal characteristics. For example, if an average earnings profile for electrical engineers is too crude (i.e., the group
of electrical engineers in the U.S. is too
heterogeneous), the earnings profile of
white, male electrical engineers, employed
in the automobile industry, can be determined, thereby making the group for
which an earnings profile is determined
more homogeneous.3
Of special importance for practical use
is a condensed version of the 1960 census
available on magnetic tape. This is a 0.1
percent random sample of the total U.S.
population included in the census. Since a
complete census is taken every 10 years,
current data will soon be available.
Mortality tables, needed for formula
(5), are available for every country and region. Such tables are extensively used by
life insurance companies in determining
their premium scale and reserves.
E(V,.*) =E
P, ( + 1)
HUmANCAPITALVALUEASSOCIATED
WITH THE FIRM
(1+
Statistical Sources
We have discussed thus far the conceptual and practical problems involved in
measuring the capital value of a person or
a homogeneous group of persons. The de' In cases where price level changes are significant, an
adjustment for these changes can be made. Specifically
PO) will equal 1l(o) adjusted for expected price level
changes.
2
P,(t) is the conditional probability of a person of age
,dying in year t.
3 For the practical construction of such refined profiles, see t9].
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107
IMPLICATIONS OF HuMAN
CAPITAL REPORTING
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108
groups of the labor force (see example in
the Appendix). Several ratios are suggested
by such a disaggregation; for example, the
ratio of the value of scientific staff to the
total value of human capital. This ratio
indicates the extent of "skill (scientific)
intensity" in the firm. Skill intensive industries are those with a relatively large
scientific and research staff, e.g., chemical
products, electronics, pharmaceuticals, etc.
The effect of skill intensity on rate of return and growth is a currently debated
issue. Here again researchers use extremely
crude measures to detect the effect of skill
intensity such as R & D expenses, number
of college graduates as a percentage of the
total number of employees, etc. Such measures are not sensitive to variations within
the scientific employee group, whereas the
suggested measure reflects such variations.
(b) Reported human capital values will
provide information about changes in the
structure of the labor force. For example,
differences over time in the values of a
firm's human capital may result from
changes in the age distribution (i.e.,
"vintage") of employees. Recall that human capital values are determined by
capitalizing earnings over the expected
useful life (to the enterprise) of employees.
Therefore, a change in the age distribution
of the labor force would obviously affect
the firm's human capital values. Suppose,
for example, that no change has taken place
in the structure of the labor force during
1969 (i.e., no employees were hired or laid
off). In this case, the value of the firm's
human capital at the end of 1969 would be
smaller than that of the previous year
(assuming, of course, no changes in the
earnings profiles). The firm's time series
of human capital value thus contains information about changes in the structure
of the labor force. The phenomenon of an
"aging firm" often discussed in organization theory, will be indicated by such a
time series when other factors (e.g., num-
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109
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110
CONCLUDING
REMARKS
The value of the human capital associated with a business enterprise is not reflected in its financial reports. While some
initial strides have been made toward
measuring and amortizing the investment
in human resources, the determination of
human capital values is still an unsolved
(and untouched) problem. The economic
theory of human capital provides the basis
for a practical solution to this problem.
The major limitation in the concept and
measurement procedures advanced above
is that the firm's value of human capital
is not necessarily equal to the portion of
the firm's income contributed by the labor
force. Specifically, labor is one of several
inputs in the production process; its value,
therefore, should be determined on the
basis of that portion of total income contributed by it. Such a determination of
value accords with the well-known accounting concept of "service potential."
However, in real life, input factors are
interdependent and there is probably no
practical way of dividing the total contribution among them. Consequently, accounting values of physical assets are
determined by their market prices and not
by their relative contribution to the firm.
Therefore it seems reasonable that values
of human capital may also be similarly
I See in this context a recent suggestion for using the
life expectancy of physical assets for estimating depreciation [10].
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111
TABLE2
AVERAGE ANNUAL EARNINGS (DoLLuARs) CLASSIED
BY AGE AND SKILL
Age
25-34
35-44
45-54
55-64
APPENDIX
A ge
25-34
35-44
45-54
55-64
Total
Unskilled
700
300
-
skilled
-
40
10
Skilled
Profrssionads
10
10
20
40
30
20
10
100
1,000
50
40
Total
750
380
50
10
1,190
Semi
Unskilled skilled
5,000
5,500
6,000
5,500
Skilled
Professionals
7,500
8,000
9,000
9,000
10,000
12,000
13,000
15,000
6,000
7,000
7,500
7,000
TABLE3
TOTAL VALUES OF HuiAN CAPITAL (DoLLAs)
Age
Unskilled
25-34
35-44
45-54
35,822,500
15,908,400
-
55-64
Total
Semi-skilled
-
2,686,880
626,670
-
51,730,900
3,313,550
BY AGE AN SoI
RATE = 10 PERCENT)
(CAPITALIZATION
Skilled
Professionals
764,310
786,990
1,529,540
4,281,760
3,546,990
2,308,440
3,080,840
921,600
11,058,790
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Total
40,868,570
22,929,260
4,464,650
921,600
69,184,080
112
ResourceAccounting: Developmentand Implementation in Industry (Ann Arbor, Michigan: Foundation for Research on Human Behavior, 1969).
[6] J. Douthat, "Accounting for Personnel Training
and Development Costs," Training and Devdopment Journal, XXIV (June 1970), pp. 2-6.
[7] I. Fisher, The Theory of Interest (A. M. Kelley,
Reprint of Economic Classics, 1961).
[8] M. Friedman, "The Quantity Theory of MoneyA Restatement," in Studies in the Quantity Theory
of Money (The University of Chicago Press, 1956).
[9] G. Hanoch, "Personal Earning and Investment in
Schooling," unpublished Ph.D. dissertation, University of Chicago, 1965.
[10] Y. Ijiri, and R. S. Kaplan, "Probabilistic Depreciation and Its Implications for Group DepreciaREviEw, XLIV (October
tion," THE ACCOUNTING
1969), pp. 743-56.
111 J. Mincer, "Investment in Human Capital and
Personal Income Distributions," The Journal of
Political Economy, LXVI (August 1958), pp. 281302.
,"On-the-Job Training: Costs, Returns, and
1121
Some Implications," The Journal of Political Econ-
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