Salman Alfarisi*

Human resources planning has vital role in the process of company. Even its play urgent, most of company manager do not place this planning as part of management process. As results, companies could not reach its goals and tend to bankrupt.

In global development, human resource of manpower planning has been defined as the process of determining manpower requirements and the means for meeting those requirements in order to carry out the integrated plans of the organization.

As modern organization, human resources planning process forecasting, developing, implementing, and controlling by which of firm ensures that is has the right number of people and the right places, at the economically most useful.

In economic world, experts use human resources planning in various terms such as induction training, job training, supervisory planning, management training, or executive development, by which referring to planned efforts designed facilitate the acquisition of relevant skills, knowledge and attitudes by organizational members.

Human resources development focuses more on improving the decision making and human relations skills of middle and upper level management, while training involves lower level employees and the presentation of more factual and narrow subject matter.

In relation with educational process, the training of human resources planning in short term is utilizing a systematic and organized procedure by which non-managerial personnel learn technical knowledge and skills for a definite purpose. While development, in reference to staffing and personnel matters, is a long term educational process utilizing a systematic and organized procedure by which managerial personnel learn conceptual and theoretical knowledge for general purpose.

Referring on short and long term process above, an organization should commit its resources to a training activity only if, in the best judgement of managers, the training can be expected to achieve some results other than modifying employee behavior. It must also support some organizational and goal, such as more efficient production or distribution of goods and services, reduction of operating costs, improved quality, or more effective personal relation.

In order to make sure of developing human resources implemented, here untold 23 human resources learn principles.

1. “All human being can learn. Individuals of all ages and of various intellectual capacities have the ability to learn new behaviors”.

2. “An individual must be motivated to learn. This motivation may exist in a variety of forms, such as self-actualization, promotional possibilities, or financial incentives. However, most learning motivation is self-motivation”.

3. “Learning is active, not passive. Effective education requires action, and involvement from all participants”.

4. Learners may acquire knowledge more rapidly with guidance. Feedback is necessary because trial and error are too time consuming and inefficient”.

5. “Appropriate materials should be provided. Educators should possess a reasonable repertoire of training tools and materials, such as cases, problems, discussions, and readings”.

6. Time must be provided to practice the learning. Part of the learning process requires a great deal of time for student internalization, assimilation, testing, acceptance, and confidence”.

7. “Learning methods should be varied. Variety should be introduced to offset fatigue and boredom”.

8. “The learners secure satisfaction from the learning. Education must fulfill human needs, desires, and expectations”.

9. Learners need reinforcement of correct behavior. Positive and immediate rewards reinforce and cement desired behaviors”.

10. “Standards of performance should be set for the learner. Goals or bench marks should be established so that individuals can judge their educational achievements and progress”.

11. “Different levels of learning exist. Learning may involve awareness, changed attitudes, or changed behavior. Some learning involves mental processes. While other instructional activities concentrate on physical maneuvers. Different time and method requirements are needed to bring about different levels of learning”.

12. “Learning is an adjustment on the part of an individual. Actual learning represents a change in the student, and all changes require adjustments”.

13. “Individual differences play a large part in the effectiveness of the learning process. What can be learned easily by some individuals may be very difficult for others because of differences in basic abilities or cultural backgrounds”.

14. “Learning is a cumulative process. An individual’s reaction in any lesson is conditioned and modified by what has been in earlier lessons and experience”.

15. “Ego involvement is widely regarded as a major factor in learning. Each participant learns most when he sees the training opportunity as related to the attainment of his personal goals”.

16. “The rate of learning decreases when complex skills are involved. Simple skills can be learned easier and quicker than complex activities”.

17. “Learning is closely related to attention and concentration. The learning process is more effective if distractions are avoided”.

18. Learning involves long-term retention and immediate acquisition of knowledge. Such retention is encouraged by understanding, emphasizing, and repeating”.

19. “There are upward spurts of understanding followed by plateaus in the curve of learning. New knowledge is always gathered in a sporadic fashion”.

20. “Accuracy generally deserves more emphasis than speed during the learning process. Speed can be improved, but accuracy is more difficult to control”.

21. “The law of effect states that a particular response becomes more certain the more often it occurs. In other words, repetition tends to fix the response or adjustment”.

22. “Sleep affects learning, sleeping immediately following (but not during) a learning experience often improver retention”.

23. “Learning should be reality based. Education should be highly related to the learner’s life experiences”.

When you must take on employees for your business, you will have to go through the hiring process. After preliminary interviews, you should be able to narrow the field to three or four top candidates. And that is the time to do a little detective work to insure you have the right (and honest) employees coming in.

It’s estimated that up to one-third of job applicants lie about their experience and educational achievements on their resumes or job applications. No matter how sterling the person seems in the interview process, a few phone calls upfront to check out their claims could save you a lot of hassle – and even legal battles – later on. Today, courts are increasingly holding employers liable for crimes employees commit on the job, such as drunk driving, when it is determined that the employer could have been expected to know about prior convictions for similar offenses.

Unfortunately, getting that information has become harder and harder to do. Fearful of reprisals from former employees, many firms have adopted policies that forbid releasing detailed information. Generally, the investigating party is referred to a personnel department, which supplies dates of employment, title and salary – nothing more.

There are ways to dig deeper, however. Try to avoid the human resources department if at all possible. Instead, try calling the person’s former supervisor directly. While the supervisor may be required to send you to personnel, sometimes you’ll get lucky and get the person on a day he or she feels like talking. Sometimes, too, a supervisor can tip you off without saying anything that will get him or her in trouble. Consider the supervisor who, when contacted by one potential employer, said, “I only give good references.” When the employer asked, “What can you tell me about X?” the supervisor repeated, “I only give good references.” Without saying anything, he said it all.

Depending on the position, you may also want to do education checks. You can call any college or university’s admissions department to verify degrees and dates of attendance. Some universities will require a written request or a signed waiver from the applicant before releasing any kind of information to you.

If the person is going to be driving a company vehicle, you may want to do a motor vehicle check with the motor vehicle department. In fact, you may want to do this even if he or she will not be driving for you. Vehicle checks can uncover patterns of negligence or drug and alcohol problems that he or she might have.

If your company deals with property management, such as maintenance or cleaning, you may want to consider a criminal background check as well. Unfortunately, national criminal records and even state records are not coordinated. The only way to obtain criminal records is to go to individual courthouses in each county. Although you can’t run all over the state to check into a person’s record, it’s generally sufficient to investigate records in three counties birthplace, current residence and residence preceding the current residence.

For certain positions, such as those that will give an employee access to your company’s cash (a cashier or accounting clerk, for instance), a credit check may be a good idea as well. You can find credit reporting bureaus in any Yellow Pages. They will be able to provide you with a limited credit and payment history. While you should not rely on this as the sole reason not to hire someone (credit reports are notorious for containing errors), a credit report can contribute to a total picture of irresponsible behavior. And if the person will have access to large sums of money at your company, hiring someone who is in serious debt is probably not a very good idea. Be aware, however, that if a credit check plays any role in your decision not to hire someone, you must inform them that they were turned down in part because of their credit report.

In the world of wonderful business growth, Indian business channels are facing so many problems. A business house can face problems regarding manufacturing, supply, finance, customer relationship, human resources or decision-making. On the other hand, these companies are formulating new solutions to various business problems. ERP (Enterprise Resource Planning) is a key to many business problems.

Two noteworthy elements of ERP system are

• Common database and
• Modular software design

The implementation of ERP can change the way the business is viewed. An efficient ERP platform would enable anyone to get overall

picture of business by just clicking one button without having to go through complex exercise of collecting and analyzing data from various sub systems and then making it compatible for study.

Sometimes going for a new ERP can be a wise decision as a new ERP can boost up scale of business growth by reducing costs in effective way. You have so many ERP software options in the market, one have to be very choosy regarding the acceptable ERP. A business house should make a proper strategy before going for any appropriate ERP. A business house must be able to pin point problem generating modules as well as strength points.

The second step after analyzing weak points and strength point is evaluation of the technically best-fit ERP. This can be done with the help of the market review. The evaluation study includes cost and risks study analysis. Correct cost estimation embraces implementation charges, hardware up gradation, and maintenance. After the cost estimation, develop a realistic and the best-suited CRM is implemented.

Implementation can be done partially or it can be a total transform of the old system to the new CRM.

A university in the Southwestern U.S. is one of best learning institutions that have taken advantage of ERP offerings from IBM by putting ERP in practice.

The university wanted to replace their old administrative operations system, and add a Web-based interface. Their new ERP system would have to have the capacity to handle student administration, expansion, funding and payroll, all as quickly and efficiently as possible and they selected PeopleSoft for Higher Education software to run on IBM servers, IBM Global Services was brought in to implement software modules and incorporate them with their existing software. As a result, the new system removes the difficulties of the older system and increase efficiency and performance.

There is one more example of such implementation is Icreon, an Offshore Outsourcing Software Development Company in India offers two ERP solutions to organizations across domains: Microsoft Dynamics NAV – a business management solution that integrates all facets of a business – Planning, Finance, Materials, Sales, Marketing, Manufacturing, Human Resources etc. and SAP Business One Solutions – an integrated and affordable business management solution that is specifically designed for small and midsize businesses.

In the crux, I can sum up my article by giving these following tips that should be taken care, while choosing a suitable ERP solution for your organization:

1. First , know what you really need in ERP software.
2. Choose the most qualified ERP software vendor.
3. Recognize the uniqueness of your business.
4. Give attention to ERP software implementation.
5. Invest in ERP software for the long-term