 स्वाहांगलेक्कूम, मैं हो मुखतार आबनत, वर्च्छिल यूँज्टी के खोर्स म्ज्टी, ती फिर्दो वान्त के साथ. तो यह है, विश्वार विश्वार नेमध के बारे में. नाई बी लिएप, नहीं, अगर ज़ाएद परच्छाते, ती दिंग ख़ध़े लीएग, क्या आप पुच चीजें, जो आप तुपस एच्वार मगगगे बूख्स है वैंगा से गफ पिकत तर के, में आपके साथ रेक्चर में दीखष्टरना शुगती है मैं. और आज हम, लेक्चर नमब, तेन के साथ, अपके साथ तन तोप्यक्स दिसकस रफने करने के लिए है तो आजका लेक्च्छा है चिरूँ करते हैं लेक्चन एगे ख़्यूँ उसे पहले हम फ़ोड़सा क्ष्ले को, जो तो मैं लास अच्चर में दिसकस पीया ता उसको साथ कौरिलेट करनेगी कोश्टिट तरेंगे और उसे फिर आगे चलेंगे लेक्चेर नमबर नाई देख वस बेसिकली आन पंच्चन राप एचार, एचार धिपार्ट में जो ना ज़ाएग, हुमल सोस मैनजमेद की आज्च की फंच्चन क्या है तिनकेर हैस में उनका और है पारnt लेक्चचन करते है औरुसके लिए हमने पाच बेसिक पंच्चन को इसक्चन लिए गाखा उग्गे आते एक बादल की शकल में आप क्यिम रो सोस तंचन की बाट्गे खीती और उस थाजे़ के अगल रेएभीiderman बाटगे एक फंच्चन की ए � fundamentally, they try to understand within this broader area what different activities the HR department is performing. And as I said earlier these things are continued changing. Remember that when we were talking about personnel management and shifting from personnel to HR, how this, डोतीन काम करते शीरु में, like पिकने का आप कि दिप वहाँ कर लिए कर ज़ूए, भी स मननगी सबठा है। अचटीं बारे कंषं चो कर लिया, चूटीं आप रकार लक लिया, वहाँ अप शिफ शेटगं कर लिए खोगतर आप की अप अच चान साख जर वो भेरतिं उन् धागनलेंस्ये। अँ देड़़्ाता कर now these are more specific area where we are entering. जिन दिन स्वित्रद कर तुाज़़़़ है you must be concerned so many things together. तो दोग बना at each point or each topic in a separate lecture in detail. या तो देड़़़़़़़़़़़़़़़़़़़़ रहाला रहा था। You might have also observed थoti the text book. अद the book you are following for the subject, you have the separate chapters for each such topic तो फिर इस में गवरानी की जोगत नहीं, हम आस्ता सा उसी तरोच्यफ कर रहे है, लेकन साथ साथ आपको लेके भी चलनें, वो जो शुडू से हर बाद हर चेप, हर लेक्चर में में आप से कहता हो, के you will not make a difference unless you put a lot of your efforts there. उके आप को अज़ में स्राज हो आपने आप के पैले पडे आने से प्यले यह डیکने से पौले को आप आप यह एस लेख्च्चेझ। समझऊने से प्यले � sino Onee겠죠 को ख syllabus लेक्चो को नहीं को दिउखाप के है, तो भी आर्टाःउ के अंधर उपने दब ये लेक्चर सूनने, यसकी नोध्स परने आं।, यसप्ये Develops यसकी तब देकने। तो तब आरा जाकी देख्ये तो चब्च्प्यो को दुबाराजा पभडृेंगे। ये श्स्ता पिरते औरा ज़्ब आंप स्थ्तंध करेगे यिट़। थरिट्वर NBC औक फ्रिड़ अपको सल योग उत्बग़ी ट्रवल हो गी जब दुबार�स को भी देख � hvor�AS to beli kar न sense buchulle इसक्ट डबो ज्रब म्तक Bike focus तो प्ल sitting ocean aib husband yes we also dedice that it is not necessary that this function is in the same way in the entire organization and we pick one reference point. you can see that the sizes of the organization have different sizes in it so its the difference between the two. and if you remember look over 3 type of organization, small organization your family business शोटा साद करन लोगों के साथ आपने को भिज्मेश शुद किया वहापे आचर के फुंक्षिन टोट्री दिफ्रंट हो जाते है रोल दिफ्रंट हो जाते है सीमिलाली, एक मेदिं साईज अगनाशन की बात कितने हमने अगनाशन लाज साईज अगनाशन अगनाशन लाज साईज में भी हम ने कि यह दिसकरस किया, के एक तो ट्रीजनल तरीका है बड़, जुटु चेंज़। अगनाशन नहींवें, आप पीपल आप प्रोखषिन मोग तुओर उत इसकात के आप लग खुत गरॡ drunk और सी मका का लग। आप आप वूओ दिसकरे इड कुट है और ओवելगा और सहाश ये जाशाशन घरे al या और सix वह तेखा, शाले ऱी आपवाचा far पर शार ब खर्ँाअ, वह स значच्र कि आए जो पल आचार दिपार्टमेज जो कुन्त्रोलेंग पूँशन पूँशन या स्क्रीनिंग काँम करता ता अब आस्तासा है या आप इन शिप या शिप्तिन तुवर्ट चेंज इजन्त या साथी स्थेटिक पार्ट्नर का रोल प्ले कारें तो इस साथी चीस को हमने आप प्र या कम � selfies of the organization knows. पूँँष्तिसे है हि पायया के कषेट CEOs turns the number of MCU members, mis...! अब तो कोई पना के और उड़ थे याclasses कि कि है brood- ° थसwidर से कया पड़कर में न साअ बना ऑस कि प्रम रद रउ प्रम क्र préf यि TILушust be, क्या शệc्ट ऐर, क्या एग कट्क करoungt lao joh ek rear functions ko effect stopped. सु कहंजी खृर्सस यी strongly forse Toyota khun Maori, ISO Lao कितनि कि स्स्नोग एट यह। t-kithni kisht sümü काह्जिंすाऍए, मुऔ mergedदि avanzin waabboyitos और भी काफी लोगं को यप्टारी यवन अबसाईज दापनाशन तो अदर कंफीज तो अदर अगनाशन उसको हम तर मैख्रो थी आप एक्टरने नवारमट के अपने यस के अंदर भी हमने एकनामेख कंटीशन, खेकनालोगी अन यह नवारमट के अंदर हमने अन मैज्र का अप्टीषूड है, अप्टीषूड है, लेंनावी का सिस्टम् पालो कर है, तो प्रीष्टीश के यह आस kept your different functions especially when we are talking about HR functions. नहीं आछने में आप दिसली फोग मुझे क्यानेंथी इंगे या और इँदालाया उदियाग़? आप साथःत्जाँ, its line management. इंगे उदियाग़ूँँँँँँँँँँँँँँँँँँँँँँँँँँँँँँँँँ Entwicklung of the line management effect. इना और बंजःीखान, इंठने का तलिन का था, i will try to clear this concept of what line management or what is staff authority and what is line authority. to play in a sense HR function soup. Even if they are, it is in a small organization or it is in a medium sized organization or it is in a large sized organization. So one way or other, each manager is involved in HR function, HR activities. So this thing is called line manager duties. But to understand this, first of all we know that what is the difference between line manager or line authority and staff authority. Now from line you come to a straight line. But line here means when we will read the organization structure somewhere, then you will see the design of the organization there. It is a small block where the president is. I think you have also seen it. During our last lecture, lecture number 9 where I tried to tell you in a small diagram how it happens in small organizations, how it happens in medium sized organizations. So the link between them is through a line. That thing is called line authority or line manager. But let's go in a little bit in a simplest way and try to understand what is line and staff management or manager or authority is. But it has to do something with the authority. Line versus staff authority. To understand this, first of all we know what authority is. You must have heard a few words. Power, authority, influence and what is the difference there. The power is basically something by which you can control the behavior of other people. Now you can take desirable work from them. And that can be legal or illegal whatever. But if it is legitimate power, legal power, then we call it authority. And influence is because of any characteristic, because of its expertise, because of its knowledge, because of its seniority, because if somebody is following his or her direction, that is influence. But here we will be mainly concerned with authority part. For authority catch is a, as shown in this slide, authority is basically making decision or directing work or giving orders. But this should be legit made. In the official capacity of the organization, people who are doing this work have authority. So basic, based on authority, we can differentiate the people working or manager or department as line department or line managers or staff manager. But let us also look at the authority. What are the types? As I told you, line authority, staff authority or functional authority. What is line authority? This is right to make the decisions and to give orders to subordinates. In the organization, the CEO or admin, the people in admin, they have the line authority. They have to give direction to the CEO. Other departments have to follow it. They are subordinates. So they have line authority. But the staff authority, their function is something different. Yes, they are basically, they have the right not only to obey the orders, but also to advise the line authority people. The top executives, the manager are there. To advise them, not only advise them, but also to assist them so that they can process their authority. So the function of the staff is kind of service provided. This does not mean that they don't have the right to say something. Yes, they can also advise. These are HR people. They can advise us that we need this kind of people. They need this kind of training. Of functional authority, what is it? It is that authority. Let's see, you don't have any specific right to make the decision. But to perform your function, you have to act. You have to decide certain things. There the functional authority will start taking play basically. So a little bit, I hope that you have understood. If you don't understand this, then take any management book. I have tried that at the end of this chapter. There is a little explanation of it. Definitions are given in every term or explanation so that this is clear on your mind. But anyway, I hope at the end of this lecture even, it will be much better for you to understand what is different between line and staff authority. And what is HR role? Do they come in line or do they take part in line authority or do they come in functional area or do they come in staff area? Who is line manager? You have already discussed the definition of manager in a few lectures. Any person of the organization who will do planning, organizing, controlling, leading function, they are called managers. But here we are talking about line manager. So who is line manager? A manager who is authorized by the organization, yes, to direct the work of subordinate and responsible for what? Why he or she is directing because he is responsible for accomplishing the organization goal. Basically it is the same thing that we discussed in detail to understand management, to understand the organization and to understand the manager. Even there, manager is a person who plan, who organize, who lead and who control different resources of organization to achieve the goal. And what is happening here? Again the same thing. But here we are discussing with reference to authority. That is the manager who is directing the subordinate so that the predetermined goal can be achieved. But you will say that HR manager also does the same. To your manager even if they are not in the line position, still they are performing the same thing, yes. But here they are acting as facilitator for the main purpose of the organization. Line manager ne kya karna hai? Accomplishing goal. They are authorized to direct the work of subordinates and they are always someone boss. Some of them are bossy. They are serious subordinates. They are leading the work and then from that question, if they are technical people, if they are human result people, if they are financial people. They always assist them, the line manager not only assist them but advise them also. So that their objective can be achieved in a better way. So then, who is the staff manager? A manager who assists and advise the line manager. I cannot do this easily for you. I hope that you are picking up now. The line manager also does the HR function. How does he do it? He doesn't understand it. Placing the right person for the right job. Very important aspect of the organization. Who has to decide who to invest in manager finance? Who has to invest in administration? Let's see if a person has 10 or 15 different setups. So it comes in his authority and power that he should decide or she should decide. Where can this person perform well? Of course he or she might get help from other department, personnel department or HR department. That they should guide them. If I send him there, he can take advice. But the decision will be from his side or her side. And this is the first function. Technically, it is HR function. Who is performing? The top manager, the CEO or the line manager. He or she is deciding where to send him. Initially it is the work of HR department. It doesn't mean that I am not trying to confuse you. That he did not do the work. The work comes from the person whose owner is the chief executive. He has the right to see the big picture and adjust everything according to him. So the first function of HR is related. The line manager performs that is placing the right person for the right job. And this is also our basic objective of HR. HR basically is what it is, human resource management. So basically that management is the first party for the right person for the right job. They also start new employees in the organization. How they start? They decide for the orientation. Maybe in the future we will discuss what is orientation. When you look at a book, you will see that it is called socialization process. This orientation training or socialization is basically you are trying to acclimatize a new person who has recently joined your organization to understand yourself in a comfortable way. This also performs the line manager. So this is the function of HR that the line manager is performing. Similarly training. Who is advising this? The HR department is advising that yes, we have evaluated the system. Due to some last lecture number 9, the performance of Rachel was discussed that based on that, you decide whether training should be done or not. Who is making the decision here? The top management. Of course the HR department is guiding them, advising them that yes, we need training for such and such people because they are not performing up to mark. Or we need training for such and such person because in the next phase we will be bringing new equipment, new machinery. So we will be needing more expert people or advance new things and we need training for that. But who is doing the decision? Your top management is doing the line manager. Similarly because she has to perform in a way that they should all together achieve the objective. If she is not completing the objective, then the improvement will be done but the performance will be done by the people. Who will do the decision? The line manager will do it. But with the help of other staff managers and their services, after discussing with them, these things will be implemented. Another function is creativity. This is very important for the survival of today's organization. Unless you are creative, you cannot go for the development. Creativity is again becoming a buzzword. All organizations are striving very hard so that they should come up with something new, new idea, some creative product, some creative idea of doing business. So the more concern you will show in the organizations, unless you have top commitment for certain things, you cannot bring a change, you cannot create something different. So you cannot initiate creativity or facilitate it because unless top management is convinced, you cannot create anything. So for that, let's see if you want to have more R&D research and development so that you should come up with a new idea. So for that too, the top manager, the line manager, his involvement, his decision is important. So here also, technically if you look at it, it is HR's function, the human resource, but still the line manager is the person who is making the decision. Should we spend on extra resources for this purpose or not? Should we encourage it or not? What should we do? Just the routine work. So creativity for creating creativity, line manager is also playing his role. Working relationship within the organization, who is responsible for that? Yes of course, HR department, other departments, they have to act, but still, the decision is of the line manager. So any action, we have to understand that it is all of playing different kind of roles. And sometimes that picture gets so overlapped that we don't understand who did this work. But if we understand the basic concept, then these things start getting clear. Keep this in mind that within the organization, some people have role in decision making, some have role in advice and facilitation. And some are performing at the functional level. So authority by virtue of those legal aspect that is with the line manager that they have to make the decision yes or no. Of course they will be suggesting, they will be proposing. But the decision of the line manager or the CEO or the authority person will be there. Similarly, deciding about the policies, procedures and implementing them is decision of the line manager. And you can again say that implementation is done by some other people yes but by virtue of that order that decision or authority that conveys to the subordinates is done by the subordinates. So its implementation and services are done by other people. So this is also related to HR because who has to do the policies. Who has to do the policies. The people who work in the organization they have to do the policies. So here also there is HR function human related function but who is performing the line manager. Of course he is also and she is also human being but he has authority to do that. Similarly very when we are talking about production things controlling the labour cost is very important. Nowadays if you talk about business then every business ultimate reason the mission statement might be different that people are saying that we have to do this. But if business point of view is seen then each organization is going to increase their market share. And what is market share that they have more and more business. Let's see if you are producing something in the market more and more people for your product. If you are giving a service then in the market you have to use your service. This is the main model of every organization. Or in other words in the financial term the profit can be increased. And to see this we teach the business students that two things are very important. One is controlling the cost another thing is creating the differentiation. Of course now we are just moving towards something different. But to give you a little effect that if you control the cost then what is the benefit of that? If you lower the cost because at this time competition is very high. Like the concept of globalization that we have heard technology has not come all kinds of people are getting involved in the business so competition is increasing accordingly. Now how to survive? Because now you don't have the monopoly there First of all let's see that a company is producing and nobody is there to compete with them so they were kind of free to charge anything. But now the competition competition has come so it is not like that today. If you buy something in a market which is only 10 rupees then at the same time you are giving 9 rupees. It is said that let's go I will reduce the profit margin because the quality is the same. Now just imagine if let's see the both person who is producing this product their cost is getting 8 rupees. The one who is selling in 9 rupees has started working on profit on 1 rupees but the other one was working on profit on 2 rupees. So they have more margin the price of playing is not more but between 10 and 10 rupees. They have margin of 1.5 or 1.5 or even 10. But just imagine if a person if an organization if a department was able to cut the cost due to any reason having the best technology the inventory losses they have controlled they got the raw material they got the cost they got the transportation cost they were able to create the produce the same product for the 6 rupees Now they got the margin of 4 rupees between 6 and 10 Now don't think that that organization or that group has more as in the market and they will become the market leader So this thing is also HR related and you must have heard that China that there is a lot of money in the market in competition it is very difficult to compete with it and it is also said that there is labour chief People with us you have seen that now they are moving towards this area they are even giving to China they are going to India they are even thinking of coming to Pakistan but why they are moving from those big countries that they are bringing their own productions here because there is a labour cost here Pakistan is a little higher as compared to China or India that is why we are our businessmen in those countries in the international market So if you control labour cost then you will have an idea So this was out of kind of contact but from this you got an idea that labour cost what is the need to control and why top executive align manager is involved here Yes again Lacha department will be facilitating them assisting them to labour cost control but the CN is again by the top management of line manager developing the abilities of each person in the organization who will do that different training departments HR departments or technical departments but who will give the order who will decide for it is the line manager agreed in changing the morale within the organization now here again different staff managers different services departments different functional departments they will be playing their role but under whose direction the line manager so here this function is also being decided by line manager similarly employees health and physical condition this also you can also outsource you can also set up your own but again this here top management or line manager who have authority how far you can go what to arrange you can take a guideline from your health and safety department employees or welfare department HR department is involved but this here is of the line manager so that is also the function of HR which is being performed by line manager by his or her this here are orders see ahead similarly staff managers they also HR some jobs some functions and then you will see a new picture that HR department people are doing all functions same time HR managers carrying out 3 different types of work one is they perform the line function yes within their organization within their department they also perform the line function basically how to do it the top executive of one within organization now HR manager he or she will adopt the role of as a line manager he can use authority or because of his influence he becomes authority he might not be authorized to make certain decisions but because he is now more close to chief executive or line manager and he convince him or her we have to do this naturally so this is also a line function similarly coordination function of different departments this is also HR staff HR people who are doing coordination because they are involved in the function control training development even the other human related activities to control the function level these are also doing HR department similarly services are the same because they are playing the staff function there so these three functions HR department and HR manager are performing so are we clear or confused think a little but if you were older then I think it would have been clear let's try once again but there are few things to clear some other terminologies also come from HR we say HR executives HR specialist and generalized journalists also say what are the characteristics of them and where do they fit in then I will try again to cover a little size and try to explain something in the simplest form characteristics of HR executives what can be done they perform one or more HR functions but with the name of this the executive is applied it is a top level manager position and they are responsible directly to whom the CEO of the organization this all the activities of HR they are all headed top mainly responsible of responding are answerable to chief executive only HR executive and what is the role of HR of course he or she might be in an executive position somewhere below this HR executive or give various HR related tasks and it is involved in several are all those 5 HR functions lecture number 9 we have 5 areas the main areas the functional area we have described discussed one may be involved depending on again the size of the organization what about the specialist you have heard different term specialist he is the doctor of MBBS he is the specialist of HR this means he is not a doctor he is a doctor but in a specific area he will go to the specialized level he studied that in detail he has working his activities in detail in that particular area similarly in HR we might have certain specialist some compensation training may be his expertise what are the characteristics there may be an HR executive manager or non manager position person typically concerned with only one of the 5 function area as you have said training and development specialist implies compensation specialist staffing hiring for that specialist interview in detail specialized role to play we call that HR specialist so again you have seen the same picture lecture number 9 if we see the organization HR department who is your operating manager what role they are playing they are playing specific services to their role service department they are advising when they are advising do you remember in the beginning staff staff manager what is the advice which you are facilitating the third function of coordination technically HR department is playing all 3 different roles HR department exists to assist what the organization the manager and the employees so this role is much broader now see HR department is there to help the organization in which way so that for the organization human related or the resource of the organization which we call human resource to facilitate for its direction for its controlling for its planning to help the organization not only to help the organization but to help the manager to help the organization by giving advice by obeying his directive or implementing his directors or the employees working for that how they are facilitating their benefits their rights their compensation so technically HR department is there again to assist organization to assist managers and to also help or assist the employees in other words HR is the service department but when we started line versus staff then what is the role specifically what happened till here they are specifically staff staff authority and staff authority if you remember we discussed it earlier is to advice and also implement the directive HR department is taking that function which is giving more services or staff role as staff authority role but again this does not mean they are playing the line function play in this situation they are playing the part of course the broader spectrum they are doing the staff function so the use of line staff and functional authority results and what so they are playing a dual type of role what is your role HR team responsibility what is the responsibility but again remember that today's lecture basically it is not to confuse you because it is again and again we will discuss it later what is the line manager what is the role play in line management what is the role play of the staff what is the role play of the services let's discuss those few things not in that detail but just to give you an idea what are these things so what do you think do you understand anything then let's summarize it again what is it today we started with line and staff aspect of HR now to understand the line we have seen that first of all the relationship is with the authority what is the role play of the staff what is the role play of the staff so how we differentiate line versus staff authority so line authority is the one who has the legitimate power to make the decision to give the directive and subordinate and work with it and similarly staff versus to implement it so I hope you are clear now and HR department staff functioning they are the services department they have the staff authority but within the organization they are also playing the line function the staff function and functional role play play now you should be clear what is line and staff and what is the difference between them or it has to do something with the staff or HR department by virtue of the legal authority they are playing the services role staff role but within the organization they also do functions and act line function part line authority so share up now why this cat face let's see a good thing for you you must be happy let's stop it here but with this lecture you have got notes available read them well if you get chance then you can read the basic book of management the basic chapters dealing with the line and staff so I think many things will be clear still understand as usual so ask us talk mail the representative of virtue of the legal authority but before going tell me where did you see this slide see all these things are being built so unless we keep track of those things it will not be a problem so think from where did you see this slide and discuss this slide it was in lecture number 5 what was in lecture number 5 there when we were discussing group and team that slide was shown there but that was basically how to turn individual into team member do you remember what is this selection what training has to do and what is reward here so when we were discussing team so we discussed that to build a nice team a good effective team you have to select the right people for that particular team just from selection it will not be a problem then you have to train them in a way that they can develop the coordination how to work together in a particular environment this is also correct so reward is different reward is different then you have to attach their performance with some incentive or some reward so that their motivation level should stay always high if we will do this thing right we will get this benefit we will get this reward from here so that was basically in lecture number 5 when we were talking about team so from now on you have prepared yourself for this type of question we will come in between this is not just a lecture because I saw that from the beginning when I come I start a new lecture I try to go back one lecture back and when I finish I try to give you the next lecture I am going to discuss but I thought that what will happen to you let us say self assessment and we will get an idea what is the benefit let us move ahead we have not seen any side yes but do you remember what it was we had shown the block human what was that then there were resources of course next we will be management we have shown these three blocks in one slide we have read your subject about this yes that was human resource management in which chapter we had read which lecture we had discussed no it was initially the first lecture in the first lecture when we defined human resource then this slide you have shown let us define HR and tell what human resource management is what is it basically managing the people human management people management that was a just test for you your self assessment after this you should have an idea how much water you have so this memorization we have come out a little bit now you have certain big books in each semester we will read 5-6 subjects in the next semester it will not be that much now you have to conceive ideas so that you should move forward this was your my test how you have retained but what we have to read what we have to read in the next lecture now you must have seen because now we are more towards your reference or text books we will pick them and move forward I think in mostly 2nd or 3rd chapter is the legal aspect or legal contract of HR in this you must have referenced the legislation but remember it that your text is written by American or British author in this legal context all the references all the rule regulations what we will try here in this you will see equal employment opportunity in the name of EU affirmative actions civil rights and so on I will try to tell you the concept of basic theme what is the legal aspect what is the employment opportunity affirmative actions what is the relationship reference to our human resource management part our subject but not necessarily then we should memorize all those rules given in your text book you must read them which law what is written for what is chapter 4, 5 but for us for you, for this subject that same important thing is basically to conceive the concept what is its role for organization or any reference to human resource who are the stakeholders the direct the effecties of this rule regulation what is the ethics part and how we have to use this for our HR function here many figures events, years will be told you are not supposed to memorize all of them but you should be aware that what were the affirmative actions why this happened the act of discrimination why they are dealing with who they are dealing with why they will be made for the rule regulations in the next lecture I will try to cover these aspects but again remember that this is this basically this is your text book is written or it is American or British book so their rule regulations are quoted here we have to conceive this idea so that in reality in practical we can also face this we can also be in our organization so how to tackle it it should be read it is a very useful thing you will get many ideas about what is happening in the world so let's stop it here work hard see you again thank you Assalam-o-Alaikum