The Performance of Financial Companies and Disclosure of Human Resource Accounting in Manufacturing Companies Listed on the Indonesia Stock Exchange

Oct 13, 2025 by thesweetdesigns.com 65 views

The Performance of Financial Companies and Disclosure of Human Resource Accounting in Manufacturing Companies Listed on the Indonesia Stock Exchange

In today's fast-paced business world, the performance of financial companies is a crucial aspect to be assessed, especially for companies listed on the Indonesia Stock Exchange (IDX). One key factor that needs to be considered is the disclosure of human resource accounting (HRAD). This study aims to empirically examine the effect of Return on Assets (ROA) and Return on Equity (ROE) on disclosure of human resource accounting in manufacturing companies listed on the IDX during the 2008-2011 period.

Background and Significance of the Study

The performance of financial companies is a critical aspect of their overall success. In the context of the IDX, companies are required to disclose various financial information to stakeholders, including investors, creditors, and regulatory bodies. However, the disclosure of human resource accounting (HRAD) is often overlooked, despite its significance in understanding a company's overall value. This study aims to fill this knowledge gap by examining the effect of ROA and ROE on HRAD in manufacturing companies listed on the IDX.

Methodology

This research is included in the causal research category and is a replication of previous research. The population used as the object of research are manufacturing companies listed on the IDX, and from the population, the sample taken using the Purposive Sampling method, produced 28 companies as subjects of analysis. To analyze data, a simple linear regression method is used by testing the classic assumptions performed previously.

Analysis of the Effect of ROA and ROE on HRAD

The positive influence of ROA on HRAD shows that the higher the profitability measured by ROA, the more likely the company is to disclose information related to human resources. This may be caused by the company's awareness that human resources are one of the important assets that contribute to company performance. Transparent disclosure of human resources can increase the confidence of stakeholders and provide a clearer picture of the company's overall value.

On the other hand, the results showed that ROE had no significant effect on HRAD may be caused by several factors. One of them is the nature of ROE itself which is more focused on returns obtained by shareholders and does not reflect the internal aspects of the company such as human resource management. Therefore, although companies may have high ROE, there is no guarantee that they will invest more in the disclosure of human resources.

Research Implications

The results of this study provide important insights for companies that want to increase public transparency and trust through disclosure of human resource accounting. Management needs to understand that good human resource management not only has an impact on short-term financial performance, but also contributes to the development of the company's long-term reputation and sustainability.

With this research, it is expected to provide a basis for further research on the influence of various other factors on disclosure of human resource accounting. In addition, companies in the manufacturing sector need to pay more attention to the management and disclosure of information related to human resources as part of their business strategy to create greater added value in the eyes of stakeholders.

Conclusion

In conclusion, this study provides valuable insights into the effect of ROA and ROE on HRAD in manufacturing companies listed on the IDX. The results show that ROA has a positive influence on HRAD, while ROE has no significant effect. This study highlights the importance of HRAD in understanding a company's overall value and provides a basis for further research on the influence of various other factors on HRAD.

Recommendations

Based on the findings of this study, the following recommendations are made:

Companies in the manufacturing sector should pay more attention to the management and disclosure of information related to human resources as part of their business strategy to create greater added value in the eyes of stakeholders.
Management needs to understand that good human resource management not only has an impact on short-term financial performance, but also contributes to the development of the company's long-term reputation and sustainability.
Further research is needed to examine the influence of various other factors on disclosure of human resource accounting.

Limitations of the Study

This study has several limitations that need to be acknowledged. Firstly, the sample size is relatively small, which may limit the generalizability of the findings. Secondly, the study only examines the effect of ROA and ROE on HRAD, and does not consider other factors that may influence HRAD. Finally, the study only focuses on manufacturing companies listed on the IDX, and does not consider other industries or companies.

Future Research Directions

This study provides a basis for further research on the influence of various other factors on disclosure of human resource accounting. Some potential research directions include:

Examining the effect of other financial ratios, such as Return on Sales (ROS) and Debt-to-Equity Ratio (DER), on HRAD.
Investigating the influence of non-financial factors, such as corporate governance and social responsibility, on HRAD.
Conducting a comparative study of HRAD practices in different industries or countries.

Conclusion

In this article, we will address some of the frequently asked questions related to the performance of financial companies and disclosure of human resource accounting.

Q: What is the significance of human resource accounting (HRAD) in financial companies?

A: HRAD is a critical aspect of financial companies as it provides stakeholders with valuable information about the company's human resources, including employee demographics, compensation, and benefits. This information can help stakeholders understand the company's overall value and make informed decisions.

Q: What is the relationship between Return on Assets (ROA) and Human Resource Accounting Disclosure (HRAD)?

A: The study found that ROA has a positive influence on HRAD, meaning that companies with higher ROA are more likely to disclose information related to human resources. This is because companies with higher ROA are more likely to have a strong focus on human resource management and are more transparent in their disclosure practices.

Q: Why did the study find no significant effect of Return on Equity (ROE) on HRAD?

A: The study found that ROE has no significant effect on HRAD because ROE is more focused on returns obtained by shareholders and does not reflect the internal aspects of the company such as human resource management. Therefore, although companies may have high ROE, there is no guarantee that they will invest more in the disclosure of human resources.

Q: What are the implications of the study for companies in the manufacturing sector?

A: The study highlights the importance of HRAD in understanding a company's overall value and provides a basis for further research on the influence of various other factors on HRAD. Companies in the manufacturing sector should pay more attention to the management and disclosure of information related to human resources as part of their business strategy to create greater added value in the eyes of stakeholders.

Q: What are the limitations of the study?

A: The study has several limitations, including a relatively small sample size, which may limit the generalizability of the findings. Additionally, the study only examines the effect of ROA and ROE on HRAD and does not consider other factors that may influence HRAD.

Q: What are the future research directions based on the study?

A: The study provides a basis for further research on the influence of various other factors on disclosure of human resource accounting. Some potential research directions include examining the effect of other financial ratios, such as Return on Sales (ROS) and Debt-to-Equity Ratio (DER), on HRAD, investigating the influence of non-financial factors, such as corporate governance and social responsibility, on HRAD, and conducting a comparative study of HRAD practices in different industries or countries.

Q: What are the practical implications of the study for companies and stakeholders?

A: The study highlights the importance of HRAD in understanding a company's overall value and provides a basis for further research on the influence of various other factors on HRAD. Companies should pay more attention to the management and disclosure of information related to human resources as part of their business strategy to create greater added value in the eyes of stakeholders.

Q: How can companies improve their HRAD practices?

A: Companies can improve their HRAD practices by providing transparent and accurate information about their human resources, including employee demographics, compensation, and benefits. They should also consider the influence of various other factors on HRAD, such as corporate governance and social responsibility, and conduct regular reviews of their HRAD practices to ensure they are aligned with their business strategy.

Q: What are the benefits of HRAD for companies and stakeholders?

A: The benefits of HRAD for companies and stakeholders include increased transparency and accountability, improved decision-making, and enhanced reputation and sustainability. HRAD can also help companies to attract and retain top talent, improve employee engagement and motivation, and reduce turnover and absenteeism.

Q: How can stakeholders use HRAD information to make informed decisions?

A: Stakeholders can use HRAD information to make informed decisions by analyzing the company's human resources, including employee demographics, compensation, and benefits. They can also consider the influence of various other factors on HRAD, such as corporate governance and social responsibility, and conduct regular reviews of the company's HRAD practices to ensure they are aligned with their business strategy.