 With the virtual university course MGT 501 that is human resource management and today we are here with our lecture number 9. And before we start our lecture number 9 let us see what we have covered in our last lecture that was lecture number 8 and yeah you have to tell me what topics we did we did we covered during our lecture number 8 yes it was about work force diversity. We tried to discuss that what is this work force diversity is it good or bad yes and we were agreed the more diverse the work force the better option you can have and then why try to understand what are the sources on what basis we can say that our work force is diverse and we started with demographic characteristics like gender, age, religions, education base and so on. We tried to understand since it is good but same time there are certain issues arising due to this work force diversity and we tried to understand how as the manager or as organization how can we manage this work force diversity issues. And then we saw that through training we discussed the concept of empathy and management where you try to put yourself on other person's shoes and then you try to understand why he or she is behaving like that or sport group or organization we can manage this work force diversity and to get maximum out of it. So that was our last time lecture which was lecture number 8 and today what we are going to discuss yes and now we are shifting toward the basic our own subject that is human resource management. We have to remember always that this course is designed for undergraduate like bachelor program. It took me 7-8 lectures to bring you at that level from where we can easily understand what management is, what organization is, what is the benefit of it and now we will focus mostly to our human resource management part. So that is why our today's topic is the functions of today's human resource management. So let us see the functions of human resource management from where we start. This is a diagram showing you 5 basic areas of functionalities of human resource department. Sometimes they call it 5 basic function of human resource department. What they are staffing? Then is human resource development and then is compensation and benefits. And then safety and health. And the fifth one is employee labor relationship. So with this background there are 5 basic functions of HR department. Let us go in little bit detail and try to understand what are those functional areas of HRM and we will start with our number 1 that is planning and selection. Why do we plan? Unless we know the where we are heading, what is our requirement and then we will be able to design something. So first thing is planning and selection that is the big broader area. There are many specific functions that we will discuss. So let us start with our first broader function that is planning and selection. Let us see what are the functions of planning and selection, first is forecasting and planning. We have to forecast, forecast of what, labor demand, you have to plan and for that planning you need forecasting too. So first step, first function of this selection and planning is that we have to plan and then we have to plan. So first step, first function of this selection and planning is forecasting and planning. And then you go with job analysis and job description. These are specific term, terminologies you will be seeing them in next coming lectures. Job analysis. That is also part of, this is also a function HR department is going to perform. And then you will go with recruitment and screening. I think in one of our previous lecture I did discuss recruitment or selection. But it is before selection where you attract people that they should come and apply for our show interest to join your organization. We will read different ways for recruitment. We will go into the details of each function in a separate lecture. Today I am going to show you the basis of recruitment and screening. Recruitment is basically you will attract people and you will be gathering information on how they will do it. There are many ways. Now it is not necessary that everybody who is applying might be the right person that you should consider. So the first step is HR department is to create a match that we have given in our ad that should be a requirement, it should be a qualification, the people who apply for this job are matching. So the kind of people who will be at par with that kind of people, you will screen them and you will be able to do more. And you will not waste the resources of HR department of your people because they are not matching the requirements. So that is the screening part and that is also the function of HR department. And what is next? Testing and interview and we will also go with the selection process and we will discuss there that it depends on organization to organization how they go with the selection process. Some people take a simple interview like you have applied in the army or in a big organization. They go with the long steps like different kind of steps, sometimes interview, test, your interviews and after that your final selection is done. So the testing and interview is related to that. In the beginning, there are some positions especially which are carried out from the start. But when you apply for senior position, that might not be necessary that you should go for the testing for those candidates and you can only go for interviews. So that will be testing and interview, that is also the function which HR department is going to perform. Then another thing is human resource information system, very important area, the function of HR department. This term human resource information system or human resource HRIS is called, this is like same term, management information system, it comprises of people, the equipment and information and the system is in a way developed so that they should gather information, analyze them and disseminate those information to the people who are making decisions and they are basically managers. Similarly, this human resource information system is derived or developed within the organization and again for the same purpose and that purpose is to make decision about human resources and based on those information which are available to you, that is also part of those functionalities of HR department. So, first selection or planning or planning or selection basically, the second major function area is marrying performance and employee development. Then again there are specific functions which HR department perform and they start with the performance appraisal. This is a routine exercise, activities within the organization. You will see many new terms today, you will listen and don't confuse yourself. Because on each term, on each function, we will have a specific separate lecture. Then we will go into detail and try to understand these things. So, don't be lost, you don't know what will happen, a lot of information will happen. So, what is performance appraisal? You should be of course concerned about how they are performing and for that, organization do performance appraisal activities or function. It has two fold objectives. One is the evaluation. You want to see that person A is performing such and such things. Person B is doing good and doing bad. That is the evaluation. You want to see how your human resources are performing in your system. And second fold objective is developmental. What is developmental here? You want to analyze whether he or she is performing as per the standard of the market. If something is missing, something is wrong and that something can be either your system is not working properly, your equipment is not working properly or that person is not working properly or again that person might not be working because he don't know how to use this new equipment. Or he or she is upset due to certain other things. They are not motivated. So, that developmental part is what you assess in the organization. Again, see as I was just talking with you that based on that performance appraisal, you will analyze the training needs. Whether it was the problem of equipment or your worker, your human resource, something is missing in it. They might not be exposed to this new equipment or they might not be familiar with this new process. So, what is important for that is that you have to close the training for them. So, second then function of within this broader area will be analyzing the training needs. And based on that, you will conduct a proper training. And remember, as I am telling you again and again, don't be confused on all those different things. These things will come forward in the upcoming lectures. We will, InshaAllah, discuss them separately. So, then you will arrange for proper training. In this, you have to see what training needs to be given to them. What specific areas you need that that person should improve his or her abilities. What kind of training will be there? Will you send them to some university? Will you make them do house training? Will you give training to some specialized people who give training? Or will you give them a CD or a case that you have a CD or you are watching it on videos or watching it on TV or in the lecture. What kind of training is there? Your purpose is served. So, that is basically conducting the training for those employees. Based on the performance appraisal, which you have seen that their performance up to mark is not for any reason. And that is the reason you had determined that you had determined on that base that we need to give them training so that they can give their performance at the same level that other people give in the market. Next, evaluating program effectiveness. Now, you have already designed, conducted the training. Now, next function naturally will be to see whether that training has worked or not. Whatever program you have conducted, short term training, long term training, in-house training, sending it out to some university, to some training institute, or through distance learning, through virtual learning, it has been trained. Or you have taught it with a colleague. So, now logically, next stage should be to evaluate whether that thing has worked or not. And how can you get the result? Of course, based on now his or her performance, if we compare it with the batch mark again, then that performance, up to mark, whether it was done or not, or the previous performance, and today's performance, does this training make any difference or not? So, that will also naturally give you feedback. A result that you had conducted with this program, whether it was effective or not. Next, you also, as a HR department, or HR department will perform the career counseling and development. Each person has an inspiration, that they want to develop their career in certain, uncertain path basically. They also call it career path. And for that career development, the organization that does career counseling, where their motivation level is seen, is quite high. Because they feel that they kind of take it as like, that how much concern my organization with my career, that they always talk with me, that you should study, that we are sending you for extra training, that you have to get this training done for the next stage. So, for that purpose, you have to perform, or HR department has to perform another function, we call career counseling and their development. Next is maintaining effective employees, management relations. Now logically, career is there, people are working. Now you have to create environment, where your relationship within the organization is perfect. And what does this relationship mean here? That your communication is good, your working environment is good, there is no kind of mistrust, and there is no conflict between the two. You have to rise, because that is always dangerous. If there is a lot of conflict, it can also affect your performance. So, let's see what specific function they perform under this broader heading. Developing equitable compensation system. Now, how will the relationship be good when your confidence is good with each other? How can you develop such confidence within the organization, when each employee knows that it is being compensated properly. There is no such kind of cheating basically there. Or misuse with which they say that we did not know that we were there, so we could get so much money in the market. But in this organization, they do not realize it and we keep working on less money. If this kind of environment is created, then mistrust is developed. Relationship suffers within the organization which is with the employer of the employees. So, if within the organization, you have proper compensation system, so that will naturally help you to have more cooperation, more understanding with each other. Collective bargaining. Again, this is a new term. This is basically, when the, sometimes you have said the word union, when employees form their group, so when that group, representative of that group basically, they negotiate with the management for what? For wages, or salaries, working hours, benefits. And whatever their, your employees, their concerns, they call collective bargaining. In this function, human resource, they perform very important role there. Apart from collective bargaining, there can be some annoyance. There can be some grievances. Let's see if I'm not satisfied, what should I do? Should I start fighting with everybody? No. Should I directly go to my boss? I don't think it is a really good idea. So for that, there is a proper grievance process within the organization. The way you have listened to the left, through proper channel. You have to go, you have to first start with your immediate boss. If your things are not settled, logically then you can go to next stage. And then, in this way, your grievance, your concern, you can go to the proper concern quarters. And chances are that your issues will settle down and you won't have to go higher. And that is also, HR is also playing very vital role in this function. The number four, the broader area is uncovering and resolving employees' problems. First of all, let's see what are the issues? What can be the issues? What are the concerns? And how to resolve them? This is also an area, this is also a functional area where the HR department is involved. In that, a specific functional area is that you have to, as the HR department, they have to assess the employees' stress. Again, this is very interesting or very important topic. Stress and how to manage stress. Again, let's discuss those things in the next few lectures. Stress is, again, let's discuss this a little bit more. You must have also heard about stress. Sometimes, the employees say, why did you get stressed? What happened? But as you can see, according to management, stress is good, it is bad. To a certain extent, when stress comes, people work. If stress increases, then it has a negative effect. You must have seen, that till the last moment, when you take exams, when you have a problem, when you are under pressure, then you study a lot. How does that happen? That you are under pressure, you are under stress, because of which you perform something good. So, the role of the organization, the role of the HR department, is to assess, what is the stress? If there is stress, if they identify, they observe, that people are not happy, they are always kind of not concerned about the organization's development or its concern. Something is wrong somewhere. So, this area also, this function also, look at the HR department, to see, what is the stress? Not only to see, but to try to resolve it, to try to settle it, so that, that stress, at least, performs properly, along with it. HR department is also performing another function, where they identify, and they design certain activities, through which, they can motivate their employees. This is very important again, motivation. In this also, we will discuss a lot, we will look at theories, what Maslow said, what is x, what is y, all these things, we will discuss, but for now, we will move away from it, to identify the basic functions, we are discussing these decisions, so that, you also know, that we have discussed all these things, one by one. So, implies motivation system, that is also, the responsibility of HR department, that how, they press the higher management, to others, they convince them, that by doing this activity, by giving them paid leave, by making them good offices, by taking care of their benefits, by taking care of their recreation, their motivation level will increase, and if motivation is good, then performance will definitely be good. And based on that, all those different programs, also designed, EAPs, that is implies, assistant program, how to assist your employees, in certain issues, their benefits, their health, their other, let's see, as we were discussing, to manage diversity, organization has, they have, kind of, developed the childcare center, at their places, so that, the single parents, the mothers, if they are working with your organization, they should not feel concerned, about their kids, that if they come to a babysitter, or to someone's house, then if their attention is there, then the performance will suffer here, then to assist them, then organization, they have, started developing, childcare center, even those, kindergarten type schools, primary, small schools, they have, within their, compounds area, they have established there, so that, with full concentration, they work with you, there. EAPs, lies, program, this is also a function, of HR department. The fifth one, and last one, is anticipating, and copying with change, and change is very important, and you will say, that everything is important, yes, everything is important, that is why I always use, this is very important, so that give you, more emphasize, emphasis, see it from the core, understand it from the core, so change, we discussed in the last, two lectures, that, what change is coming in the environment, that changes are coming, with great speed, and how to cope with changes, this is also the work of the organization, and in the organization, human resources are related, as many changes are coming, technology is changing, equipment is changing, then HR department, is playing very vital role, and this is also, major functional area, of HR department. In this, keeping the same changes, every day, a new legislation, new procedure, standard operating procedures, SOP, which are called, developing in the organization, with changing environment, because, it is very fast, to properly implement it, this is also, the responsibility of HR department. Then, if, any organization, they are satisfied, that today, we have achieved certain things, we have become, successful organization in the world, and if they do not think ahead, then remember, that the organization, will end soon, this will start in the decline, soon. It is just like, that, let's see, you have scored, very good marks during last, your last semester, you are happy with this, you do not analyze, how you have taken good marks, and how, you will try to take good from it, instead, be happy with it, and sit comfortably, that, now since you have achieved, a position in your class, during last exams, now, nothing to worry, believe me, that will be very dangerous, or it will be starting, of your decline. Similarly, if the organization, does not see, their system, critically analyze it, then chances are, that, the changes in the future, they will not be able to cope, and they will become, the history. The same thing, as I have seen, the organization, go with the, research, and evaluating, their current, processes, functioning. So, regarding the human resource, that is, the human resource, department's, responsibility, that they should, conduct a research, and evaluate their present, HR practices, within the organization, and see, what is happening, it is an improving side, it is a declining side, what, and what is happening, in other, organization. So, that is also, very, crucial, and very critical, function, HR department, should be performing. Some organizations, where only HR, day to day, activities are being done, that is why, after a while, we know, that, the organization, that will come later, will come later, even you can see the countries, we can see, we may not see, that much critically, and then, whatever happens, we put it on Allah, and we are happy, that the time has passed, the countries, that will come later, have, very critically, seen their system, they have learned from us, learned from others, and will go ahead, and now, they are, the prosperous countries, the developed countries, in the line of those, developed countries, and enjoying their life, similarly, organization, they have to do, such, R and D, are evaluating, activities, so that, they should, assess their systems, which are present, and what was it before, what is happening now, and what they anticipate in the future, and based on that, according to the changes, they adjust themselves, chances are, K, you should be, also on the road of success. So, next function, yes, anticipating, future HR trends, as I was here earlier, based on those, research and evaluating activities, you can also figure out, what improvement can be made, how can it be improved, and how, because there are many indicators, in the market, you get, technology is changing, market is changing, economy is changing, trends are changing, and then, on the same basis, you have to analyze, the trends of your human resource, and that is also, the responsibility of HR department, that they should, guide their, organization, their top management, that, look, that is what, we are anticipating, that is what, other organization are doing, based on, the future, forecasting, and we should also, adjust our systems, our functioning, so that, we should also, be at the, front end, front line, and, as per changing, we should adjust ourselves, so that is also, the function of, HR department. What else? Rest, for you, read a little book, discuss with your friends, even, with a big brother, with a big, elder in your family, there is no harm in discussing, with him, and you can discuss with me, with your virtual university, rest of you, sports staff, you can discuss with them, and you, come up with your ideas, and let's see, this is also creativity, this is also a function, so, you also, think, apart from this, this is broader, I have, five major areas, in HR department, function area, we have discussed that, in that too, we have dutched the specific area, apart from that, there is a lot, that we can do, that is, food for thought for you, yes, let's see, what is next topic? Now, whatever we have, these functions, have been discussed separately, it is not necessary, that in every organization, these all are performed, as I told you, discussing the interview, that, different organizations, there is a selection process, they can go with, long selection process, of five, six steps, seven steps, or some organization, we just go for one interview, and based on that, they can select a person, similarly, based on organization size, their functioning, also varies, so let's see, that, if there is a small organization, a medium-sized organization, and a large organization, in that, how functions are performed, HR in small business, small organization, where there are a few people, in that, what are their major functions, and who is doing all this? Basically, if you have a small organization, like a family business, like a business of couple of people, five, ten, twenty, even, usually it has been seen that, they might not even have a, independent HR department, one could HR department, or HR unit, they don't have the resources, they might not have the space for them, they might not have such type of big activities for them, why to have, a separate HR unit, so seldom have a, small business, small organizations, very rare that, they have a HR department, specific, what do they do? Then other people, they handle those, HR functions, you have, you have, you have made a, a small setup for yourself, what you are doing, what you are doing, what you are doing, what you are doing, what you are doing marketing, what you are doing, what you can design, what you can do. So, not necessarily that in a small, so, basically what I am trying to tell you, that in a small organization, in a small group, first of all it is not necessary, it is not necessary, maybe they don't want, to be able to make that HR unit, separate. But HR functions are happening, one way or the other way, they have to hire people, they might need to train them, even if you are, you have two people, working for you, they have to guide, so even owner direct, here she will be performing the HR, manager functions. And what is their strength, or focus, to hire people, to retain, capable people. So, their focus is on two things, to select the right people, and then how to retain them. So, for these two basic functions, you might not need an independent HR department. As you can see in this diagram, the manager, the owner, he is doing all three functions, operation, sale, and finance. So, what he will do, he will have, or he will have two or three people, for different activities. So, owner himself or herself, he is performing the HR function, of retaining all these three people, or even hiring, when they were hiring those people, he has done all this himself. So, what was the purpose of this discussion, that you should be told that, for a small business, in a small department, maybe the HR department is not independent. So, what happens there, that then, someone else, your manager, someone else who is responsible, those activities, those roles, they adapt. Even the owner himself, or herself, or CEO, whatever, the manager is, he starts performing this himself. What about, if you have a medium size, HR department. Here, there is a need for specialization. But not as much, as much as we have discussed, or five major functions. The HR manager, who is with him, he or she is the entire department. He has to analyze, he has to forecast, of course, with the discussion, with the conversation, or discussion with other people. But, that one person, or one or two percent, the entire department, is a meeting. He has to select, he has to decide for training, he has to maintain his record. So, a lot of specialization, and as you can see, when there are big ignitions, then, even every functional, which we have seen, five basic functional areas, every one needs a separate manager. And even within the same one, that basic specialized area, you might have a different kind of managers or supervisors. So, for medium size, there is no need for specialization. It is possible that, the manager you have, you are doing all the work, as you can see in this diagram. You have a manager, then he has, deputy or manager, like in the second phase, the middle management, production manager, sale manager, finance manager, and HR manager. But, what about, a conventional, which is today's traditional, which is said, that in a big organization, HR should be set up. Large size organizations. Here, they might have separate sections, that are made, those separate activities, that are basic functions. It can be for compensation. You can take an example of this, that separate section, for separate activities, like, as I told you, there are 5 different basic functional areas. Compensation or benefits, a separate section is made. Training and development, a separate area, or even, selection or, inter-view, separate unit. So, that is how, because, the larger the organization, the more people are involved there. When the more people are involved there, you need, separate unit, separate section, to handle those more people. As per, the work is done, for that, in a big organization, you have, a separate section, for separate activities. And, these sections, they come under, HR, manager, that basic, of course, this is one, activity of organization, human resource management. Some are financed, some are sale, marketing, marketing, production. So, a big department, a big one, who is the head, that is human resource manager. Heading or human, member human resource, or, different types of names are given. So, within that, as I told you, there will be different sections. In front of them, the supervisor can be the head. Same thing, each, that HR function, under the manager of human resource, might have, supervisor R, he can have a lot of staff in it, and depending on the size of the organization, how much is their work. Some organizations, there are 10,000 people, some can be 50,000, a big one. More than that, people can be there. And, the more work you have, the more people you need, to support all of them. And, in this too, the HR manager, he is more close with the, top management, the CEO, so that he, or she will get the guideline from him, from the top management. And then, he or she will pass on, all those things, policies decision, to those, section head, or sections head, or supervisor, so that they should come up with the, solution R, his response, what he has to do. In this diagram, you see the same thing, which I started in the beginning. You have the president, CEO, whatever, and then they have the marketing manager, the production manager, the finance manager, and then HR manager. And under the HR manager, you have, five different sections, which may be manager, training development, as I told you, manager, labor relations, manager, staffing, manager, compensation, benefit, and manager, safety and health. So, see, small organization can do, even you do not need a separate person. Smaller organization, medium size, bigger, you might need a person, who will perform all such activities. More staff, it does not need to make more sections. But, as soon as the organization's size increases, all together it is changed. Now, you have separate sections. Of course, under the same HR manager, and below that, or HR, the director is called HR, the member is called HR, in different organizations, then there will be separate sections, and in that, your separate supervisor level. And then in the same section, different or sporting staff, who will provide them, day to day activities, sport. That was the traditional things. As I was discussing in the last lecture, you have to change with the changing environment. Even for the HR function, trends are getting different now. Now, people are bringing new things. A new, well-evaluated HR organization setup, especially for the larger organization, is like, what is happening in that? Of course, they have to go for all those five areas. The major HR functions, they have to perform in that. But, for that, not necessarily that you might have your own, everything. You do your training and development yourself. You see the benefits and resources yourself. No? You can go for outsourcing. What is outsourcing? You can get others to do that. Why to have full-fledged setup at your own? You can do that on a reasonable price, on a low liabilities, on others in a better way. That is a new trend in HR functioning. Especially for the larger organization, or as much as it is multinational, they are bringing some basic functions that the organizations themselves are now taking to outsourcing. Similarly, they have given some services the name of a shared center that they have gathered and performed there. Similarly, the line managers, they have more authority. More HR authority. Now you have a new word here, line manager, or line authority. This is our next lecture in which we will try to understand the line and staff management, line authority and staff authority. We will leave it for that time. But keep in mind that the new system involved is the line staff. Because HR basically is a sporting, it is a staff basically. It provides the sports. If you see the big picture of the organization, but the line staff, the main authority who has it, they also start using the authorities themselves for some functions. As you can see in this diagram, there are two things. Benefits, they give the name of a shared service center in which benefits can be shared by different organizations. Similarly, as I told you, training and development, you can outsource it. Not necessarily that you need that specific, a huge department or huge section within your organization. Yes, you might need one or two person who should be designing with other different training organization for the training and development of your employees. So that is a new trend within the organizations of larger size. So gradually, HR's role be, functions are also changing. So together, as we have read the shift, you will remember in HR department that personal management shifted from human-associate management. So in the same way, HR department's main role is changing. Did you remember that initially it was the controlling role. Protector are the screener role that you control, monitor things. Now gradually, we are working on the change agent. Now gradually, we are going towards strategic partnership. So in the functioning areas of HR department, a new thing is being added. They started playing now, of course they have to play it. They are the change agent with the rapid changes taking place in the world. Changes can be due to anything, technology and other things. And secondly, they are directly now involved with the top management and they play their whiter role there when they are making the strategies for the business, for the organization. So if you see, what is HR department doing? He is advising. He gives specific services. He is working on coordination. Other than the change agent he is basically a strategic partner. But your operating manager who is the main of your organization and the relationship between HR department is basically in three areas. Advice, of course with reference to the HR department that you can work with so many people. You should give them this training so that they can perform better. Or if you have bought this new equipment for your own people then your performance will be better. You can do specific services. Of course they are maintaining the record of their development and coordination role. That is also the function of human resource department. But all these functions all these activities it is in a dynamic environment. If you do this puzzle here, it will be here. In reality they are facing a lot of pressures or kind of forces affecting all those functioning of human resource department. What is that? What influence the practices of HR in today's organization? Let us see this also. Again that is the environment basically. Let us talk about the environment. We have discussed this too. That is your surrounding basically. The purpose of surrounding is that if I am sitting here, then these are my things. These are some of the things that are outside of this periphery that are only affecting me and other people. So we divide them in two environment components. They also call it internal environment. They divide it in external environment. Two parts. Micro environment and macro environment. And macro means external. And micro means internal. So let us see what are the activities and functions that we have discussed. What are the forces that are affecting them? Let us look at the macro level. Let us look at the external influence. What is the economic condition of the world? What is the economic condition of the world? That is playing a very major role in deciding or doing different functions of HR. Then there is what is the labor market? What is the relationship of demand supply? That also affects your HR activities. What is the root regulation of government policies? That is also macro level force or factor. Because it is not only affecting your organization or your HR department but it is also affecting the next door, the other organization. So that is what we call macro. Similarly, what kind of labor force do you have? What are the blue color jobs? What are the jobs of the office? What are the characteristics of that? What is the diversity? All these things affect them and change. We will discuss these things in detail and just to remind you I will share it with you. Similarly, even within the organization there are some factors that affect. Is there any unionism? In your organization, that can have a major effect on your functioning of HR department. What are the activities of HR? There are small organizations, big organizations, which level they are involved in that is also going to affect. And it varies from organization to organization, as I said. Similarly, the attitude of the managers, the people who make the decisions, the authority. Their attitude also affects your human resource activities within the organization. I think we did enough today. Let's summarize today what we have covered. So today we saw the function of what is the major function of HR department. So we divided them into five. Yes, there was planning, selection, then there are benefits, there is compensation. So we went into the major five areas in detail and looked at the specific functions of HR department and then we also discussed that it is not necessary that each organization has the same type of functions. Yes, it varies from organization to organization. We discussed medium size and large organization and then we also saw what are the things happening in a traditional organization. And then we looked at different factors that affect your HR activities and functions within the organization. In which we saw the environment and looked at external factors and looked at internal factors and tried to understand them. Very good. But before that we should know what we have to discuss in the next lecture. So in the next lecture as today's term was Line Manager. In lecture number ten we will discuss Line Manager and HR in general management and how HR fits in there. We will try to discuss this. But before going let me tell you one more thing. If you have any question in your mind don't wait. Just ask somebody. Ask me. Ask your people who are interacting with you from the virtual university. You can go and discuss with your friends. Ask your elders in your home. Or your ad-grid. You have books. You will not clear anything in your mind. You will get more complicated. Asking question is always good. This is beneficial. So I hope that you have understood few important things of today's lecture. And my efforts are the same that since this is as I said earlier undergraduate class or bachelor level class that you should take this and clear these things and you should understand these things. But again one person can do everything. This will be two-way communication. Two-way understanding. As I said always we can make the difference with these thoughts. Thank you very much.