 This is Mukhtar Ahmad with the virtual university course of Human Resource Management and we are here today with our lecture number 41. I believe you must be ready now because at I mentioned during previous lecture that will be starting our review part. So, next three lectures we will be focusing on the basic functions of HRM and what I will try I will try to review it. So, that it should be more easy for you. So, let us start our today's session that is our lecture number 41. What I will do basically here I am not going to go for basic management or OB part I will directly focus on HR part and with I will start with the basic five function of HRM and then I will go one by one to review all those topics, but as usual we have to first go back and see the previous lecture what topic did we cover during that lecture that was lecture number 40 and that was about leadership and you remember why I said that when I said that why we pick this topic leadership because the trend is changing now people are at the organization of going more toward leadership or leader rather than the managers because they want innovation they want creativity and they are expecting more than a normal manager is performing that is why we included leadership in our discussion. What was its definition? 3-4 different definitions shared with you they can make it simple form in the process of influencing an agnised group toward accomplishing its goal and then we try to understand the difference between leaders and managers. Now you should be convinced you should be so confident that you can differentiate a leader from a manager what about the leaders they develop manager they accept the status code the leader they challenge it they create different things they know it while manager and manager so this is the basic difference we discussed during our previous lecture and then we try to understand the sources of leaders power of course when we discussed the power lecture we also discussed the sources in the same way here also we discussed some things so that we can understand how the leaders are formed from where the power and the influencing effect were created and how they generate and we also discussed theories of behavior theories and we also discussed that yes of course few people come with God gifted trades but still with hard work with the learning with the dedication you can also become a leader of your feet your subject area whatever job you are doing whatever subject you are studying and let us start today's topics again one topic about our subject HRM still pending and the I will bring that topic in lecture number 44 that is the HR activities in international business I was thinking just finish it in one lecture but then I thought no let's go a little bit detail it will be good for our students that they will be able to understand it better this diagram you remember this model you shared with you lecture number 9 and then again in the 10th month we discussed it again when we were summarizing the previous lecture so basically these are basic HRM functions when we talk about HR functions so mainly these are the 5 activities which the HR department performs so I thought my next three lecture should be focusing on these five basic components so that HR which is our basic now the subject about it should be more clear so where should we start yes let's start with the staffing part before that activity management they were just to give you the basis actually start with the staffing or staffing where does it start the basic recruitment and placement there are many steps like recruitment selection and so many other things but the main focus of this component is recruitment and placement and this recruitment start with the HR planning you know planning are very essential for a project you remember that what is the I advise you to prepare your next five to ten year plans and save it somewhere at your computer and once in a while go back and see it and see what you have planned at during previously or last year or what whatever time has passed now where you are standing you should be ready for change because we have to change as the environment change so for that reason remember one thing I am not going to explain all those topic in depth because we have already discussed them we will quickly go through them and I will be expecting from you that you will be discussing with me to up be at my level pay up to get up a bad K is go review Carti Jain is also so what is human resource planning the systematic review of human resource requirements it is the approach where you want to see what is demand for next for your human resource so before we start the recruitment we should plan it and we call it human resource planning HR planning the required numbers of employees the required number of employees the kind of skills you are looking for and from where you will be getting that for this planning may forecasting is also included and what you forecast basically you are seeing the gap in HR needs let us see your for forecasting for the next year your forecasting for the next five year or you are forecasting for the next season even so you have to see how many are required how many do you have in your organizations and remember these are these are not the basic only numbers there is a skill requirement so that is your gap analysis is a cat and what is the base pay up to you sorry step selling a recruitment ball a selection one of the bucket and when we are talking about demand forecasting we discussed that you can use different approaches one is a statistical I don't know another one is the judgmental methods of his statistical may be you have a couple I'm a teen different approaches they can different methods they can trend analysis ratio analysis and regression analysis again as I said I don't want to go back and again discuss of those detail things but I'm expecting that you know those things similarly judgmental methods way managerial judgment with experience people can judge what is going to happen how much they will be needing for the next session for the next semester for the next season for the next year even the for the next five year this go HR are it be bolted what I care you forecast the labor supply and you also forecast the labor demand same time up here so we need a supply is equal to demand it can be it can't be agar to supply jada hai demand say so it means you have the surplus human resources with you the surplus work force with you so what will be option layoff transfers maybe demotions but again in the consequences of me separation made it discuss key loyalty goodwill of key organization key but again survival be technique you have to create a balance let's see a girl demands that I shot a supply say let's me you have the shortage for the human resources the work force is shot so what option do you have you'll go for recruitment or you can also train your people you're possible to see how stage pay up for deficiency so need you to look better one go train karke oj jagal a I will carry a development poppy up and I think that he saw a system chalkare got it then we also discuss about HR I asked you to catch a human resource information system and you must be familiar with the MIS management information system okay is it in case it consists of people equipments informations where they gather the information interpret them use them and disseminate them to the people who make the decision and the other manager the organization that they have the information system to those Hara information gather karthi anko analyze karthi ankppdi shamal a kki computers or sati is me a padeata hosakthai logh horti kankare hothi a funeral information us from me jisme manager kuchyeyaya wo se retrieved karke through space before decision karthi ankkarthi that is about management information system but what about human source information system. The same thing when it has to do with the human resource part will call it the human resource information system. So then what is this HR information system? The system used to acquire, store, manipulate, analyze, retrieve and distribute information regarding and organization's HR, human resources. So it is called the human resource information system. I have given you an example. Let's see how you retrieve information, how you get benefit, that you have to retrieve data about someone's employee. So all the information you have is present in that information system. In this example, Kamran Tayyib, the person's name is there, his date of birth is there, his job is there, qualification, his education is there, the performance is present, how much is his salary and in which area he has skills, abilities, all these things are mentioned. Now if you have huge books, how can you retrieve those things? Now with this new technology, the computer and IT, it is so convenient that almost all organizations are using this tool for their information system. What are its functions? Many of you have discussed, I don't want to go in detail, just quickly go through them. Job analysis information can also be placed here. The program can write job description and job specification. What are these things? They come forward. And constant monitoring is also happening through this. Records, even those applications that you have already rejected, in your recruitment process, they are also available to you that maybe in future you might be needing them. Similarly, reports generation can be very efficient through this system which can save you a lot of money and time. Similarly, you can track the monitoring things, the hiring, recruitment, advancement, all those processes. It can also help you to forecast the future supply or demand. It can also help you to when you are discussing, when you are thinking about the internal recruitment, you can have the ready made data available with you. You can post openings on this system, any kind of information you want to disseminate among your employees if this system can help you. So, there are a lot of things that we have discussed through its functions. Let's not go in those details, I believe you know them. Similarly, you can also do training through this. And performance appraisal, whatever instrument you have used, whatever tool you have used, you can see the trends. Or this will be also good for you to go for the future compensation or future training need and all those type of decisions which HR department is doing. We have discussed all these things in the human resource information system. Apart from this, you can also track the disciplinary action you take. Someone has complained, you can also keep a record of it. You also have contact data, when the contact is over, when you have to do the training, you can also do the training. And if you need a seniority list, you can also maintain with this thing. So this is a very useful system for the human resource. After that, we started with the planning. And there is a little HR part, HR Human Resource Information System and then we moved to job analysis. What is job analysis? This is a basic human resource tool. What do we do in this analysis? In this, we see that you have to identify tasks, duties and which are being performed. Apart from that, you have to identify knowledge, skills and ability required to perform those tasks. Before you offer any job, before you go for recruitment, you have to perform the job analysis so that you should be sure about job description and specification to create a best fit. What agnation is needing and what kind of skills or abilities the person has. Where do we use this? So many different activities of HR. Do you help in the recruitment? Do you help in selection? Do you help in HR development? Do you help in performance appraisal? Because you are setting the rule of the game. So what you have to do is, when your base is clear, then all those activities will be generating base on this. It is going to have the direct use of this job analysis. Apart from that, there is HR planning, HR research, Equal Employment Opportunity. In all these activities, your job analysis helps you. What were the steps we discussed in the job analysis? Come on, you should speak before I should tell you. We had seen six steps. First of all, how do you gather information? You have to review their background and information. Which position do you want to analyze? How to collect data and analyze it? Then we will review that information for which organization or department you are creating that job. And then you will develop the job description and specification. Do you still recall what were the methods we discussed in the job analysis? If you had reviewed it, you would have told me earlier. What were the methods? Question here was one. Observation was another one. Interviews. Implies, records, or diary systems, as we say. And sometimes you can combine some of these methods and see. You just go for benchmarking. See what other organizations are doing there. How are you performing that kind of job? Go and do that question here. Interview him or her. You can observe her depending on the kind of job we are talking about. Where do you get the data? Where can you get all the information? Implies, who are already working. From their supervisors. The manager can also recall. And even job analysts, people who perform those job analysis things. They also have those information and they can be useful for the job analysis. What is the outcome of this? Job analysis outcome. Do you remember? I had told you three things. Job description. Job specification. And this job specification is also part of the job description. But we have kept it separate so that it should be clear what's going on. Third one. Very important. Job evaluation. Let's quickly see what are those things. Do you know what is job description? What is job description? The person who will be holding this job, he or she has to perform such and such functions. Then what is the title? Who is responsible for this? And who will be under this? These type of information are included in the job description. So what is job description? In this you can have the job title, job identification. What are the essential functions? And then it also includes who will be responsible for this. And as I told you, the job specification is also included in this. So what are the job specifications? Job specification basically. What skills and abilities should be there to perform this job? What can be included in it? What should be the minimum qualifications? Education requirement if there are any. What should be the experience? If there are certain personality traits required there. Physical abilities and so on. So job. Let's see again. How much is the minimum qualification? How much education should be there? How much experience should be there? Some specific skills are required. These are included in that part. And what about job evaluation? You evaluate the job. For what purpose? To compensate it. So it's established job comparatability. Compensation, relative values. So we do job evaluation. So we got the point of job analysis. Now when you have done the job analysis, the next logical part was to start the hiring process. So what was the hiring process? Again, this was three stage process. And what were those three stages? The recruitment, the selection and socialization part. Or the placement part. Clear? What is the recruitment? The process of generating a pool of candidates where you are attracting people toward your organization. That is recruitment. Like I said before, we mix recruitment and selection. This is before the selection. Where you attract people that they should apply for your organization. They should show their interest that they want to join your organization. That is the recruitment part. Because you want to develop a pool of the candidates. Why you want to develop the pool of the candidate? Because you want to pick the best out of it. So that is recruitment part. After that, selection. What is selection? Where you make the decision of hire or you don't want to hire it. Where you are picking the out of that pool. That is the selection. And what is socialization? When you place it. This is its orientation program. When it comes into the new organization. Where it has to work. How do you acclimatize it? That they should feel comfortable there. So three stage. Three step process of hiring. The recruitment. The selection. And the socialization part. Let's look at the recruitment again. Because since we are doing it. So things should be clear. What is the goal of recruitment? Two goals. One. To attract potential candidate. Communicate with them. The more, the better. Those candidates that qualify. Those that match your requirement. They should apply. This is the one objective. One function of your recruitment. But the other function of it. What is that? That you want to discourage. Those who don't qualify. That they should apply. Your recruitment policy only. Those who use the tool. To make it clear. You don't want to waste your time or other people's time. Because when you are receiving thousands and thousands of applications. So it will be difficult. You have to use a lot of resources. To segregate those which are qualifying. And which are not qualifying. So your recruitment. So what is the goal of recruitment? Two goals. Attract potential candidates. The qualified people. The more the better. And discourage them. Who don't qualify. The less the better. Because in this. Your money, resources, time is saving. And those too. Those who don't qualify. They are also wasting their time. Your recruitment strategy should be. Very efficient. Very effective. To fulfill those two goals. See, what is it? Let's move forward. The sources of recruitment we have discussed. Which ones? Internal. And external sources. What about the internal sources? What are they? You can have the promotion. You can have the transfers. Job postings. Talent inventories. Human resource information system we have discussed. That inventory itself tells you. Who is matching for this job. If it is at a higher level. Of course nobody will want to go. Demotion at a lower level. So internal sources are also there. We have seen the benefits of this. We have discussed the losses. We have encouraged our employees. But again, the losses are inbreeding. You might be losing those talented people. Who are in the market. So it is trade off. But you have to decide. As a manager, which one? Which is the priority basically. Similarly, external sources may be. We have discussed many sources. School placement. Mokhtar education institution. They have the placement center. They can help you. Trade associations there. Foreign nationals there. Acquisition merger is another way. Walk in applicants. Traditional media. Employees referrals. Employment agencies. Internet. We have added this in the newspaper. We have added this on the internet. So these are external sources. We have discussed the losses. And then we have also discussed about the alternatives to recruitment. You don't want to hire new people. What option do you have now? Because you still have the labor shortage. You have the high demand. So you don't want to go for the recruitment because you don't want to have the liabilities for long. Or it may be that you have the seasonal requirements. In one season, your organizations require more. They are not in the next season. So for that, you don't want to have that much commitment. So you should have an alternative source. What is that? You can go for leasing. You can outsourcing. You can offer our time to the existing worker. You can hire a part-time worker. They are temporary workers. So these are the alternatives of the recruitment. Because you don't want to have the commitment for a long time. The hiring is also kind of liabilities for you. So it depends situation to situation which option you want to go. Or what is available in the market. Then after recruitment we discuss about the selection process. What is the selection process? They ask you will I get a job? So what is the criteria? What will be the method? But first of all, what is the selection? Did you tell me picking from the applicant pool? Just picking or what? Picking the right person. Why I always emphasize on the right person? Because if you recall when we started with the basic human resource management definition what was its function? It is that when you create the best match which match? Ability of the person and the requirement of the organization. If that match is good then it is good for the organization and good for the worker. Otherwise it is dangerous for both of them. It is the wastage for both of them. This is very important. Picking the right person from that pool of the candidates which you have created due to your recruitment process. Okay? Now we are moving to selection. Did you tell me the definition of selection? Did we discuss any steps in selection? Did you also tell me this? It varies from organization to organization. Few organizations may go for the interview and they can select out of it. Others might go for the lengthy process. But let us see the basic the basic model the basic steps Let us discuss it. But keep it in mind that the selection process varies from organization to organization. But the basic theme is the same. They want to pick the best out of it. It starts with the initial screening. The applications that you have you start with the initial screening. During that initial screening I discussed a topic like the red flag alarming signs when you are going through those CVs or biotas there is some information for you. You can have the second thought. You can go back and recheck it. And then you have to see that if there is a non match they are isolated and separated. So you go with the initial screening. And then you make the application blank. It is a formal database. It looks like a form. We discussed the basis of it. It is kind of a legal agreement. They sign it and give you the potential. Yes, I am willing to work in your organization. I am willing to accept the rule and regulation this organization is going to implement. And they are also authorizing you that you can go back and check their credentials. Check their reference pre-application blank how many I discussed. And then there is some testing they go for the test. But basically they are for the initial jobs. People with the metal management or high management they might be skipping those things for them. Because at that level testing is already their experience already. It is the indicator that they have already performed such type of database. There are intelligence tests as well. They do different tests. Attitude tests, personality and interest tests Achievement tests, honesty tests and so on. They do written tests. Then you take a short list and pick the best out of them for the next stage. And that is the interview stage. We also saw in the interview that one person can take the interview or the board can take the interview. In the interview there are structures and unstructured interviews and mixed interviews. In the interviews we discussed what to do and don'ts. But the main objective of the interview was to let the other person speak so that you should get maximum out of it if you are not clear about him or her when you are going through the CV or bio data. What did you tell them? You should open and question them. Don't ask them the close and question. The difference was what is the difference between open and closed? Similarly, don't do all the talking. Give him or her a chance that they should speak. Because unless they will speak you are not going to get anything out of it. So this was the interview process. As I told you one person can go for an interview or a board sitting there they can have the interviews. After that when the interview is done what do you do? You go over the background checks and the reference is checked. If they have written in their bio data that we have performed such and such duties then it is checked about their background. Again it depends from organization to organization. Few organizations but few organizations just check their professional things. How they did the work and why they have left those organizations. And then if everything is clear then they might be given the conditional offer subject to medical exams. For God's sake don't do anything that will create a problem or affect others it may be country to country they have the different laws under law some people are protected you cannot go for those drugs and those tests but some countries they have to go for those things. And then is the last thing is the selection decision. Now you basically finalize the selection and the concerned department will ask them to join them. So that is about selection. What happened after that? The placement. So today as I said in the beginning we are doing the first component of the HR functions. That is the staffing. In staffing we started recruitment or placement. There are two basic functions starting with recruitment to placement. Before recruitment before any start human resource planning. Because planning is essential you cannot do haphazard things you have to plan because you want to have all kind of resources available to you and you want to be sure whatever action you are taking it has some reason causes that is why you are going for it. For human resource planning may appear ahead HR human resource information system effect deca role deca or then we move to recruitment or hiring process. For hiring process we said this is a three step process that is recruitment selection and orientation. Because orientation is also part of the training. The next component will come again. So recruitment selection and orientation what we saw in recruitment is that you develop the pool of the candidates. Why you want to develop the pool of the candidate? Because you want to have the best choice you want to have the better choice for you. For recruitment we discussed the goals and they were to attack potential good people, good mean here who are matching those basic requirements or you want to keep them out who are not matching. For that we discussed internal source and external source and then we discussed the pros and cons I did not discuss that much because I know that you already know those things and then on that base you go for the selection process and what was the selection process? If I discuss this so many times I should start talking like Tote. What is the selection process? Basically when you are picking the right person out of those the pool you have created then selection process may catch easy eye initial screening where we have separated those which were not fulfilling the requirements or then next stage was the employment testing and then I have also told you that it depends mostly it is for the initial level or the initial start level of the job in any field if the middle and high level are in management then there there is no need for testing and there are different types of tests written tests and then the next stage was the interview where you can see that there are many things that you could not take from the bio data interview can be a sporting thing that will help you pick the right person and look at every stage let's say you started with 1000 applications after the initial screening 6-7000 were left when their testing was done after the test you crossed a limit you have to call for an interview you might have to 100 people now after the interview after the interview you short test 5-10 people and bring the best one and when in the interview we saw that there are different types of interviews structure, unstructured or mixed and one person can have a board or couple of people sitting together different expertise and requirements and after that when the interview is done then you might give them before you are giving them the offer you have to check their background the reference quote the one who told us we have done these jobs you go back and verify all those things so that you should not have a wrong person with you because wrong selection both are correct not only this because ultimately the system will kick him out but what will happen your expenses will increase your wastage of time will increase and opportunity cost will be there also and when you are clear about the background checks then you will give them the condition offer condition subject to the physical exams the medical tests and when the interview is done then you give them the permit offer and after that there is a placement and here we discussed that most of the time organization starts with a probation period what is the probation period it can be 6 months 1 year, 2 year depending on from organization to organization during that time if the organization feels they have done some mistake in selecting the people then you understand your home without giving any reason the legal requirements the legal rights cannot be reached till that time until you successfully complete the probation period after that probation period then you can enjoy or you can work as a regular basis or with all those root regulation can apply on you which those organizations have will be selected so what was the next step now where your will be doing your job that will be your placement if there is a big organization they might have different setups one can be in one city another can be another city so they can pick you and they can send you in at a place similarly they have different departments within the organization and whatever department you have you will be sent there that is the placement or during that they can also do the orientation as I told you orientation is we take it in training this training starts with the orientation training but this is also your socialization process orientation is called teaching the corporate culture and philosophy about how to do business because the people are coming from different areas so as they join you when you start placing them before they should start actual work they should be taught the basic philosophy of the organization that is what we call orientation or socialization process this is really it is human psychology when you are joining some new group you are restricted but the culture of the organization is set up with the team work we always want that it should be like a team and if the team is reserved then the team member cannot be good and anyway you need some time to be acclimatized and if you are set by hate and try method you might do mistakes it can be dangerous for you for organization or even equipment can be lost it can also be a loss for that organization go with the orientation program the basic socialization activities when they are hiring new people because hate and try is a learning so that can be dangerous so why don't those few days it may be one day, three days one week or depending on the level of job your socialization process in which not only you are familiarized with people it is done with the system in fact you are told about your basic policies your benefits so that is the and sometime it is part of the placement activities which are hiring process so what is this socialization we call it socialization process and what do we do in this as I said orientation is there orientation with home with the system, with the organization with the employees in the next lecture when we will see the part of training and development I will discuss this part again because that is also considered part of that management to HR development it is understood orientation is given as I said about organization about the system about the working conditions about your colleagues about your boss all the main people who do the matter they are introduced to you so that without wasting any time you should start working what else can socialization be welcome party is also given just to boost up your moral to people to people care the organization care about you so welcome party is a very good effective way of socialization because you elevated they have given me respect they have felt something bad for me that is why they have arranged these type of things second, you informally identify each other this is the person this is the person I want to work with they are dealing with accounts they are dealing with production they are dealing with marketing informally you start knowing each other other than that another way of doing the socialization is the job rotation it might be that the organization is very large they have very specified different kind of activities specialized so it will be difficult to ask everybody to come and for this welcome party maybe in a little while maybe you can't understand the system so they can go for the job rotation a few days you can spend in one setup and then they will send you to other group of people spend some time with them and learn those things so that you should be clear about the big picture what is the big picture what is the organization doing how different activities are going on and what is your importance in that setup because if you will miss anything you should have also in your mind how many things you are affecting so this is covered by the job rotation and on job training too it is attached to you with somebody in a way this is this is a training part but still for the new newcomer they also arrange on job training maybe they have just completed their education now they want to do the practical work for them it is necessary on job training and in on job training it is attached to you with a senior where he or she can be your mentor now with them you learn what training basic training period is that you familiarize all these things because the books that you have learnt from the university education that you have learnt that is fine in your place but in this environment in this new job where you are starting your career the organization want to make sure that you can understand it in a very good way so that not only for you but also for the organization you can do an effective and for that you are attached to he or she is responsible that at the end of training they will evaluate you and send the report back to HR department now he or she is ready now to start independent work for whatever job they have been selected so in this way when we talk about placement there are parallel activities that we call socialization process there is orientation there is welcome party there is job rotation there is job training so what else and again depending if there is any safety procedure that also tells you that you should be on your path and work so that was about socialization process orientation training comes in this and other things also come so I think enough for today I hope that nobody should have any excuse that this thing is not understood we have read it so much I have seen it on all these topics I think 6 to 7 lectures more than that we have put it on this we have tried to understand each other in all these topics and I am sure that if you had read it earlier then you would feel very comfortable but in other case yes it is hard thing so it is necessary let's quickly go through again what we saw today as I said in the beginning we have started our review part the next 3 lectures we will complete this HR function process which comprises of 5 components staffing human resource development compensation and benefits safety and health and implied relationship implied labor relationship the 5th component 5 basic basic basic functions we have started we finished the staffing part or staffing may what we saw recruitment and placement starting with the planning reach to recruitment and started the hiring process recruitment, selection and socialization then selection then socialization we have completed our staffing part so what should be as I told you this was the staffing part recruitment and placement now what should be the next topic logically the next step of staffing the basic 5 functions we have to study next topic is human resource development the training and development but again reinforce your learning let's do an exercise after today's lecture today sit this staffing process complete it in a way just assume that you are the owner you are the employer of any organization whatever business you are thinking you might want to open an education institution you want to have your own production unit you want to have your own industry or you want to have the service industry so how many steps we have taken to conceive and plan what you will do how you will go for the planning how you are going to decide how many people do you need for that particular job let's see if I am a teacher so I will think of having my setup I will go for an education institution now when I have to run an education institution what kind of people I need if I have already my education institution if I am running my education institution I have to plan for the next semester for the next year so what I will do I have to see what is the demand what is the present situation and what we are expecting next semester the new classes are anything else and how many faculty members and other staff members will be requiring job analysis etc go through all the steps and decide how you are going to recruit which media you will use which tool you will use will add and then let's just pick one or two jobs one or two take a job of any position you will make a job description or specification there are examples in your book but do it yourself let's see if I have to pick one assistant professor in mathematics I need two associate professor for the business administration and particularly in HR area or marketing area and so on so according to that make an ad which you want to give in the newspaper where the job description is mentioned and specification is also there and then think when you have an application then what you will do what criteria you will make what marks you have what points you have how you will do initial screening and just pretend that you have received a lot of application for your applicant pool now what you will do next how you will go for the selection process think about it write down some points let's see if you have decided that you want to take me as a teacher let's see if I am going for a teacher I don't want to go for initial testing I can directly go to interviews choose the steps you want to follow and then move to next phase how you will conduct the interview how you will conduct the interview who should be on your board make the entire process hypothetically make a sheet type it and then go back and listen to this lecture read the book and then go back again to whatever you have produced and see where is the difference this will be a good exercise for your learning to improve I believe so if you do as I said then I can guarantee that you will get that part human resource management so I will stop it here but remember next time we have to go through the human resource development part that is the training part all the chapters you have seen all the lectures you have heard and see if there is something missing in your mind there is still some difference so where is it we will do as I have told you take care of yourself Allah Hafiz As-Salamu Alaikum