Open AccessHuman Capital Reporting (HCR) and Shareholder Value Maximization in Listed Manufacturing Firms in Nigeria
Author(s) -
Ademola Adeniran Adewumi,
Ilesanmi Isaac Omole,
Amos Olatunbosun Talabi,
Godwin Gabriel Omula
Publication year - 2021
Publication title -
international journal of financial research
Language(s) - English
Resource type - Journals
eISSN - 1923-4031
pISSN - 1923-4023
DOI - 10.5430/ijfr.v12n4p168
Subject(s) - earnings per share , earnings , share price , descriptive statistics , shareholder , quantile regression , price–earnings ratio , human capital , business , market share , human resources , value (mathematics) , index (typography) , economics , econometrics , accounting , finance , statistics , corporate governance , economic growth , management , mathematics , world wide web , stock exchange , computer science
This study examines the impact of human resource reporting (HCR) or disclosures on share price and earnings potential measured by the earnings per share. It adopts an ex-post causal research design and employs secondary data retrieved from annual reports of 30 selected manufacturing firms in Nigeria. Data was analyzed using descriptive statistics, correlation analysis and the quantile regression techniques. The research outcome from the distributional dynamics for share price tends to highlight that the effect of HRD-Index is significant at 5% for firms at high levels above average financial performance at Q[0.2.] - Q[0.4] and also significant at 5% for firms at average levels of firm value Q[0.5] and even below average levels Q[0.6]-Q[0.9]. Finding thus highlights that the impact of human resource disclosures on share price or market value may not necessarily be a function of the share price levels. The distributional dynamics for EPS used as the measure for earnings potential is similar to that which was observed for Share price and tends to highlight that the effect of human resource disclosure is significant at 5% for firms at high levels above average earnings per share measure of financial performance at Q[0.1], Q[0.2.], Q[0.3.] and Q[0.4.] and also significant at 5% for firms at average levels of financial performance Q[0.5] and even below average levels Q[0.6]-Q[0.8]. The recommendation is that human resource investments should not been looked at as an expense but as a competitive strategy of the firm.