HUMAN CAPITAL DISCLOSURE IN MONGOLIAN JOINT-STOCK COMPANIES
モンゴル株式公開企業における人的資本開示 (AI 翻訳)
O. Luvsandash, E. Munkhdalai, O. Gotov, S. Natsagdorj
🤖 gxceed AI 要約
日本語
本研究は、モンゴル株式公開企業における人的資本開示の透明性と質を評価した。2017～2022年の年次報告書を分析し、20指標を用いてスコアリングした結果、従業員数や人口統計データは比較的開示される一方、報酬や採用コストなどの財務情報の開示は極めて低かった。大企業や金融セクターの開示が相対的に高く、全体的に開示の一貫性と標準化が不足している。
English
This study evaluates human capital disclosure transparency and quality in Mongolian listed companies. Analyzing annual reports from 2017-2022 across 23 firms using 20 indicators, it finds that while employee headcount (59.4%) and demographic data (51.2%) are relatively disclosed, financial items like compensation (0.7%) and recruitment costs (8%) are rarely reported. Large firms and financial sector companies show better disclosure, but overall practices are inconsistent and underdeveloped.
Unofficial AI-generated summary based on the public title and abstract. Not an official translation.
📝 gxceed 編集解説 — Why this matters
日本のGX文脈において
モンゴルにおける人的資本開示の実態を明らかにする本研究は、日本企業が進出する新興国市場での開示環境理解に役立つ可能性がある。また、SSBJや有報での人的資本開示が進む日本において、開示のベンチマークとして参考になる点もあるが、直接的には気候関連には関連しない。
In the global GX context
This paper provides rare empirical evidence on human capital disclosure in Mongolia, an emerging economy, highlighting gaps that mirror challenges in broader ESG reporting. For global audiences, it underscores the need for standardized disclosure frameworks and regulatory push in developing markets, complementing discussions on integrated reporting and sustainability disclosure.
👥 読者別の含意
🔬研究者:Provides baseline data on human capital disclosure in a frontier market, useful for comparative studies in emerging economies.
🏢実務担当者:Offers benchmarks for Mongolian firms to assess their disclosure gaps against peers and international standards.
🏛政策担当者:Highlights the need for regulatory guidelines on human capital reporting to improve transparency and attract investment.
📄 Abstract（原文）
Introduction: Human capital disclosure refers to the systematic communication of information related to an organization’s workforce–its knowledge, skills, experience, and contributions–to stakeholders. It serves as a tool for demonstrating how human resources impact organizational performance and sustainability. Although initial efforts in the 1970s introduced human resource accounting, interest resurged in the 1980s with support from institutions like the OECD and World Bank. Despite growing global emphasis on the importance of HCD, its implementation remains fragmented, especially in emerging economies like Mongolia. This study aims to evaluate the transparency and quality of human capital disclosures in Mongolian joint-stock companies. Methods: The study analyzed annual reports from 23 companies listed on the Mongolian Stock Exchange between 2017 and 2022 using both qualitative and quantitative content analysis. Human capital data were assessed based on 20 indicators (9 input and 11 output), following the Integrated Reporting Framework, ISO 30414, ESG standards, and IFRS guidelines. Each indicator was scored using a binary scale (0 or 1), and annual weighted averages were calculated. Companies were also categorized by sector and size according to national standards to evaluate disparities. Results: The analysis revealed that while 59.4% of firms reported employee headcount and 51.2% included demographic data, fewer than 10% disclosed key financial information such as compensation (0.7%) and recruitment costs (8%). Output metrics were similarly sparse: workplace accidents were reported by 16.5% of firms, productivity by 10.2%, and absenteeism by none (0%). Large companies were generally more transparent than SMEs, and financial sector firms outperformed non-financial ones in input disclosures. Among the most transparent companies were Gobi JSC (65% input, 39% output) and APU JSC (52% input, 24% output). Discussion: The findings suggest that human capital disclosure practices in Mongolia are underdeveloped and inconsistent. The absence of standardized reporting requirements, limited awareness, and lack of regulatory incentives contribute to these shortcomings. Although larger firms and financial institutions showed relatively better performance, overall transparency remains low, especially for output and financial indicators. To improve HCD, Mongolian firms should adopt globally recognized standards such as GRI or SASB and receive capacity-building support. Policymakers are encouraged to mandate core human capital metrics and provide guidance for effective implementation.
🔗 Provenance — このレコードを発見したソース
- openaire https://doi.org/10.54861/27131211_2025_5_55first seen 2026-05-05 19:08:56
🔔 こうした論文の新着を逃したくない方は キーワードアラート に登録（無料・3キーワードまで）。
gxceed は公開メタデータに基づく研究支援データセットです。要約・翻訳・解説は AI 支援で生成されています。 最終的な解釈・検証は利用者が原典資料に基づいて行うことを前提とします。