The setting for continuing education in the year 2000

The unusual circumstance of a substantial decrease in the level of workers' compensation benefits for a well-defined group of employees permitted investigation of the relationship between benefit levels and injury rates. It was found that lower benefit levels were associated with a significantly lower frequency of injuries. There was no significant relationship between benefits and injury severity. The nature of the quasi-experimental data allows the inference that it was the benefit level change that brought about the change in frequency rates rather than the reverse. Workers' compensation has two important social functions. It is intended to provide income and medical security for injured workers and prevention incentives for employers [9]. Assessing the achievment of the security goal has always been relatively straightforward in that one need only measure the benefits paid to injured workers and compare them with whatever standard of adequacy is deemed appropriate [1]. Until quite recently, however, the contribution of workers' compensation to safety incentives has been a matter of speculation rather than analysis. Complex issues of causation, data availability, and statistical methodology long kept the prevention issue from being systematically addressed. Beginning with the National Commission on State Workmen's Compensation Laws (1972) and spurred along by the dramatic changes in workers' compensation during the 1970s, a program of research has begun to examine the role of workers' compensation in encouraging prevention [2,4,6,9]. It is the purpose of this paper to further understanding of the safety incentives of workers' compensation by analyzing data covering the previously unexplored circumstance of a decline in workers' compensation benefits. James R. Chelius is Associate Professor in the Institute of Management and Labor Relations at Rutgers University. He earned the Ph.D. degree at the University of Chicago. A former Director of the Occupational Safety and Health Center at Rutgers, he currently serves on a GAO Panel studying the veteran's disability system. Dr. Chelius authored Workplace Safety and Health: The Role of Workers' Compensation and edited Current Issues in Workers' Compensation. Karen Kavenaugh earned the M.S. degree in Industrial Relations and Human Resources at Rutgers University. This content downloaded from 157.55.39.127 on Wed, 29 Jun 2016 05:22:45 UTC All use subject to http://about.jstor.org/terms 316 The Journal of Risk and Insurance Workers' Compensation Safety Incentives Since the debate over the initial passage of workers' compensation laws at the beginning of this century, it has been asserted that an employer's automatic liability for work injuries would encourage greater attention to prevention. The predefined visible penalty of having to pay workers' compensation benefits has been thought to yield a greater incentive than the potentially large but uncertain liabilities of the previously used tort mechanism. The scant empirical evidence on this issue indicates that the introduction of workers' compensation was indeed associated with a lowering of industrial death rates [5]. It follows from the same rationale that the level of compensation benefits might influence the extent to which employers are willing to invest in prevention. Higher benefits would seem to yield a greater incentive for prevention. The presence of compensating wage differentials for risk, however, makes the relationship between benefits and incentives less straightforward. To the extent workers' compensation benefits merely substitute for wage premiums that otherwise would have been paid, a larger benefit simply changes the manifestation of the safety incentive rather than its magnitude. While there is some evidence of an offset between wages and workers' compensation benefits in the non-union sector [7], it is not so widespread or perfect so as to eliminate the potential relationship between benefit levels and employer safety incentives. The relationship between benefit levels and safety is also complicated by the impact of workers' compensation on employees. Just as a higher benefit increases the cost of an accident to the employer, it decreases that cost to the employee. A higher workers' compensation benefit thus may give less prevention incentive to employees. Since both employers and employees have a role in accident prevention, it is impossible theoretically to determine whether higher benefits cause the net level of accidents to be higher or lower. In practice the impact of higher benefit levels is further confounded because such benefits give employees an incentive to report real or imagined injuries that would go unreported if benefits were lower. While theoretically ambiguous, the empirical evidence on benefit levels and safety has been quite consistent. Studies of this relationship indicate that higher benefits are associated with higher levels of reported injuries [2,4,6,9]. This does not necessarily mean that employers are not encouraged to greater prevention efforts by higher benefits. It merely indicates that the influence of benefit levels on employee behavior is greater than their influence on employer behavior. Many uncertainties remain, however, as to the exact nature of this relationship. It is sometimes asserted, for example, that the positive relationship between benefits and injuries is due to high injury rates causing high benefit levels rather than the reverse the hypothesis being that high levels of injury cause governments to enact high benefit levels. Whether the This content downloaded from 157.55.39.127 on Wed, 29 Jun 2016 05:22:45 UTC All use subject to http://about.jstor.org/terms Workers' Compensation and the Level of Occupational Injuries 317 high injury rates associated with high benefits are due to more real injuries or simply more reported injuries is also a controversial issue. The unusual circumstance of a decline in workers' compensation benefits in a quasiexperimental setting provided an opportunity to analyze the robustness of the positive relationship between benefits and injury rates. The data also allow for some insight into the causal nature of the relationship as well as the type of injury most influenced by benefit levels.

PurposeThis study investigates the psychological adoption of technology in relation to employees' mental beliefs about using technology in their workplace, because it is necessary to investigate the direct and indirect effects of information systems (IS) on employees' work-related results that underpin creativity and engagement.Design/methodology/approachUsing a cross-sectional design, data were collected from 153 human resource (HR) employees who used human resource information systems (HRIS) in small- and medium-sized enterprises (SMEs) in Malaysia.FindingsThe results show that effective acceptance and adoption of an HRIS enables HR employees and management in SMEs to be creative, balanced and engaged. Facilitating conditions and task-technology fit positively affect the behavioral intention to accept and adopt an HRIS. Additionally, organizational citizenship behavior moderates the relationship between the behavioral intention to accept and adopt an HRIS and employee creativity.Originality/valueThis study significantly advances the fields of human resource management and IS by elucidating the factors influencing employees' adoption of technology. In an effort to address a research gap in existing research, it introduces a unified theory of acceptance and use of technology, which precedes the psychological adoption process by individuals. Furthermore, it offers both empirical and theoretical insights into the interplay between technology adoption factors and their subsequent impact on work-related outcomes.

The purpose of this paper is to discuss the relationship between Human Resource Information System (HRIS) functions and Human Resource Management (HRM) functionalities. The theoretical framework of this paper is based on previous HRM and HRIS research where the contributing role of HRIS is measured by the compliance and application level of HRIS functions to HR functionalities. A survey questionnaire was sent to five different banks and a response rate of 61.5% was received. The target groups of the questionnaire were HR departments that include HR managers and professionals in the Jordanian banking sector. In this study, human resource information system functions were found to have a relationship with HRM functionalities. More specifically, it was found that strategic integration, forecasting and planning, human resources analysis, and communication and integration have no relationship with human resource functionalities. Whereas, it was found that performance development, knowledge management, and records and compliance as dimensions of human resources information systems have a relationship with human resources functionalities. Keywords Human Resource Management, HRM functionalities, Human Resource Information System.

An HRIS, which is also known as a human resource information system or human resource management system (HRMS), is basically an intersection of human resources and information technology through a HR software solution. This allows HR activities and processes to occur electronically. The Human Resource Information System (HRIS) is a software or online solution for the data entry, data tracking, and data information needs of the Human Resources, payroll, management, and accounting functions within a business. The goal of HRIS is to merge the different parts of human resource, including payroll, labor productivity, and benefit management into a less capital intensive system than the mainframes used to manage activities in the past. Also called Human Resource Management systems (HRMS). A HRIS generally should provide the capability to more effectively plan, control and manage HR costs; achieve improved efficiency and quality in HR decision making; and improve employee and managerial productivity and effectiveness. In most situations, an HRIS will also lead to increases in efficiency when it comes to making decisions in HR. This research paper helps to know about how HRIS help the organization to enhance the efficiency of work.

In the contemporary business landscape, sustainability has become an imperative rather than a choice. Organizations are increasingly recognizing the need to incorporate environmentally friendly policies into their operations. One of the key domains where sustainability can be effectively embedded is human resource management (HRM). The concept of Green HRM, which integrates environmental management principles into HRM practices, is gaining traction across industries. Simultaneously, the adoption of Human Resource Information Systems (HRIS) has revolutionized HR functions by digitizing processes, improving efficiency, and enhancing data management. The integration of Green HRM practices with HRIS offers organizations a strategic pathway to achieve sustainable growth by fostering an eco-conscious workforce, reducing resource consumption, and ensuring compliance with environmental regulations. The study explores the synergy between Green HRM and HRIS, highlighting how HRIS facilitates paperless HR operations, sustainable recruitment, eco-friendly training, remote work, and energy-efficient workforce management. It also discusses how HRIS supports sustainability metrics in performance appraisals and regulatory compliance. Despite challenges such as initial investment costs, change management, and data security concerns, the benefits of integrating Green HRM with HRIS far outweigh the hurdles. Organizations that adopt this integration will enhance their sustainability efforts, boost employee engagement, and gain a competitive edge in the evolving corporate landscape.

Zimbabwe’s Human Resources for health Information System (ZHRIS)—an assessment in the context of establishing a global standard

Decision making in HR activities is delayed because of insufficient information. Human Resources (HR) and information system are the important roles in helping company HR works. Objective of this study is toidentifycriteria of Human Resource Information System (HRIS) that affect human resources in companies by using DEMATEL-based ANP (DANP) method.HRIS criteria are collected from several studies to be validated by experts in HR of manufacturing companies. The survey was conducted with 5 experts and their judgments are calculated in limit supermatrix. The limit supermatrix of DANP showed that 18 criteria in HRIS. This study obtained five most important criteria of HRIS in HR performance are high quality data presentation, quick and precise, accessible, information need in time, and fulfill needs of HR.

The era of revolution 4.0 is an era of digitalization, automation and centralization. The use of IOT, big data and cloud computing is starting to be implemented in various fields including Human Resource Management. One form of implementation is the use of AI-based HRIS software in the recruitment process. The implementation of HRIS certainly brings various positive impacts on performance efficiency and increased productivity. The purpose of this research is to analyze the efficiency of HRIS in the recruitment process, find out the various AI-based HRIS software and find out the challenges faced. The method used is a literature study by collecting various relevant sources. The results obtained are that HRIS implementation can increase time efficiency, cost efficiency and user satisfaction. Various HRIS features such as Fetcher, XOR, hireEZ, Eightfold, Pymetrics, Textio, Humanly, AllyO, Loxo, Turbohire and SaaS. These features offer various positive impacts on efficiency such as AllyO with 60% cost efficiency and 92% user satisfaction, SaaS with 42% cost efficiency and 46% user satisfaction and humanly being able to shorten candidate screening time by 60 hours. HRIS implementation also faces challenges such as high initial implementation costs, employee resistance and data security.

In 1997, the Institute of Management and Labor Relations (IMLR) will mark its 50th anniversary. It was on June 19,1947 that New Jersey Governor Alfred Driscoll signed into law, Assembly Bill 250-A. Passed against the backdrop of the great postwar strike wave that engulfed the United States, this legislation formally established the IMLR. Its primary mission was to promote harmony and co-operation between management and labor, and greater understanding of industrial and labor relations, thereby to enhance the unity and welfare of the people of the state. In order to carry out this assignment, the IMLR was authorized to establish programs in order to develop new material and techniques to aid in carrying on the educational activities.

This paper examined the use of human resource information (HRI) systems and organisational performance in the banking industry in Ghana, using a selected bank as a case. The study employed a mixed method approach and involved 103 employees and ten key informants of the selected bank for primary data. Content analysis was used to analyse qualitative data while Statistical Product and Service Solutions version 21 was used to analyse quantitative data. The study revealed that the types of HRI systems being employed by the bank were administrative, tactical and strategic. The benefits of using HRI systems included the ability to store and retrieve accurate employee information faster, better succession planning and effective decision making. There was a strong positive relationship between HRI systems adoption and the bank's performance in terms of efficiency, effectiveness, innovation and market share. This is a lesson for other banks to emulate to enhance their performance.

New Directions for Adult and Continuing EducationVolume 1980, Issue 8 p. vii-viii Editor's Note Editors' notes Gordon G. Darkenwald, Gordon G. Darkenwald Guest Editor Associate Professor of adult education and continuing education and codirector, Center for Adult Development, Graduate School of Education, Rutgers University. He is coauthor of Last Gamble on Education and other studies related to participation in continuing education and is a former editor of the journal Adult Education.Search for more papers by this authorGordon A. Larson, Gordon A. Larson Guest Editor Assistant Professor of adult education and reading and codirector, Center for Adult Development, Graduate School of Education, Rutgers University. Before coming to Rutgers, he spent fourteen years on active duty with the U.S. Army, where he designed and implemented an occupational literacy program that has been adopted as the model for army basic skills education.Search for more papers by this author Gordon G. Darkenwald, Gordon G. Darkenwald Guest Editor Associate Professor of adult education and continuing education and codirector, Center for Adult Development, Graduate School of Education, Rutgers University. He is coauthor of Last Gamble on Education and other studies related to participation in continuing education and is a former editor of the journal Adult Education.Search for more papers by this authorGordon A. Larson, Gordon A. Larson Guest Editor Assistant Professor of adult education and reading and codirector, Center for Adult Development, Graduate School of Education, Rutgers University. Before coming to Rutgers, he spent fourteen years on active duty with the U.S. Army, where he designed and implemented an occupational literacy program that has been adopted as the model for army basic skills education.Search for more papers by this author First published: 1980 https://doi.org/10.1002/ace.36719800802 AboutPDF ToolsRequest permissionExport citationAdd to favoritesTrack citation ShareShare Give accessShare full text accessShare full-text accessPlease review our Terms and Conditions of Use and check box below to share full-text version of article.I have read and accept the Wiley Online Library Terms and Conditions of UseShareable LinkUse the link below to share a full-text version of this article with your friends and colleagues. Learn more.Copy URL Share a linkShare onFacebookTwitterLinkedInRedditWechat No abstract is available for this article. Volume1980, Issue81980Pages vii-viii RelatedInformation

Adoption of Human Resource Information System: A Theoretical Analysis

The use of Human Resource Information System (HRIS) is a strategic step in improving the effectiveness of human resource management in organizations. In many companies, especially those that are still transitioning from manual to digital systems, HR administration processes are often inefficient, prone to data errors, and lack integration across work units. This community service activity was carried out at Company X for approximately three months with the aim of supporting the optimization of HRIS use in the Human Resource Management and Development Department. The activity involved around 25–30 employees as active HRIS users. The methods used included initial observation, technical assistance in using the system, and optimization of HR data management. The results showed that HRIS implementation assistance was able to improve the regularity and completeness of employee data to achieve full validation, reduce recording errors, and accelerate the HR administration process by approximately 50–60% compared to the previous manual method. User acceptance was also relatively high, with around 80% of users stating that HRIS made their work easier. The use of HRIS supports increased work effectiveness, more structured performance monitoring, and data-based decision making within Company X.

This study conducts a Systematic Literature Review to examine the relationship between job enrichment, the Human Resource Information System, and work–life balance on organisational performance through the mediating role of innovative work behaviour, with a particular focus on medium-scale Micro, Small, and Medium-Sized Enterprises. Drawing on Scopus-indexed publications from 2020 to 2025, the review identifies theoretical and empirical findings that highlight the importance of human resource practices and digital transformation in strengthening organisational innovation. The analysis reveals that job enrichment significantly enhances employee autonomy, engagement, and intrinsic motivation, which in turn fosters innovative work behaviour. Likewise, the Human Resource Information System contributes to performance improvement by increasing decision-making efficiency and supporting data-driven innovation processes. Meanwhile, work–life balance promotes creativity and reduces stress, thereby fostering an environment conducive to innovative thinking. Furthermore, innovative work behaviour is found to mediate the relationship between human resource practices and organisational performance by transforming individual innovation into collective organisational outcomes. These findings indicate that integrating the Human Resource Information System with job enrichment and work–life balance policies can substantially enhance the competitiveness and productivity of medium-scale Micro, Small, and Medium-Sized Enterprises. This study contributes to theoretical advancement in innovation-oriented human resource management and offers practical implications for developing adaptive human resource systems to ensure sustainable business performance in the digital era.

The search for significance in the constantly changing health sector environment has led many organisations/sectors to consider numerous strategies, such as the introduction of information systems in human resource management. Thus, the utilisation of human resource information systems (HRIS) for sustainable healthcare workforce performance to realise substantial study interest without proportionate consideration of how HRIS can impact the healthcare sector for sustainable development growth in South Africa (SA). A mixed-method research design was employed; four public hospitals were selected in the Western Cape Provincial Department of Health and Wellness (WCPDHW) of SA. A pragmatic paradigm with an abductive approach was initiated. Psychometric properties testing was carried out to assess the reliability and validity of the data instrument. The participants were selected purposively from the four hospitals. Forty-six questionnaires and forty-one interviews were collated for the study. It was realised that the lack of effective HRIS does not bode well for healthcare workforce performance management due to reasons such as insufficient computers and information systems, lack of teamwork and staff participation, lack of sophisticated systems, lack of confidentiality of information, continuous use of manual HR processes, lack of government support and commitment. These reasons do not support sectors such as healthcare that should add to the country’s growth and sustainable strategy. The respondents argue that the effectiveness of information systems is sustained if a suitable intervention of how it can be improved to achieve better healthcare performance in the sector is introduced. It was found that the lack of upgrades to the system in use does create negativity among healthcare workers regarding the impact of HRIS on their performance in the healthcare sector. The study recommends sustainable technological structures and the elimination of manual HR processes. It further recommends effective guidelines for effective HRIS utilisation to sustain workforce performance in SA’s health sector. Future research directions are signalled in the study.