 Assalamu alaikum, I am Mokhtar Ahmad with the virtual university course of Human Resource Management and we are here today with our lecture number 43. And you know that we have already started our review session starting from lecture number 41 and today is the last lecture of our review part. So let us start our today's session and that is our lecture number 43. Two more lectures to go and then we will be done with our Human Resource Management course. So as I said that today is our lecture number 43, so before we should start today's lecture let us quickly go back and see what we have covered during our previous lecture and that was lecture number 42. And remember we started the review part, so we started with this model the HR functions the 5 basic components we have already completed the staffing part in lecture number 41 and human resource development in lecture number 42. So last lecture was about human resource development then what about today of course the next remaining three parts we will try to finish today to complete all those basic five functions for our review purpose. So today we will start with the third part the third component that is the compensation and benefits and you know what is compensation right and I again I also believe that that you must have read it yourself, you must have seen it yourself that you have covered the lectures that you have covered the compensation and benefits so that you also have a good learning experience. The compensation start with the job evaluation and you know that this was the outcome of job analysis. When we do job analysis we saw that three outcomes come out, job description, job specification and the third one was job evaluation that is putting the worth of the job pricing the job. So we start with the job evaluation that is process of ensuring internal equity where you want to make sure that the same type of job should be getting same type of rewards. Not only for internal equity but external equity when you compare from the market. Again this is the review part so I don't want to go in detail and I am sure that you know what is the equity and also what effect it has if it is underpaid, overpaid, what are the consequences we have already discussed all those topics in detail during our regular lectures. So the comparison results in a wage or salary hierarchy. So while we are doing the job evaluation we have to pick which method we want to go for it. So choosing a job evaluation method, there are four general job evaluation methods, ranking method of course classification method, factor comparison and point factor methods and which method should you pick it depends on the agnation to agnation and what they are up to. Let's start with the simplest method, the ranking method, the larger the system the more complex method they will be using. So if you adopt a method or sometimes they can have the mix they classify, they create the hierarchy in their compensation or pay system and here this job evaluation is also helping them to create all those grades, the groups, a pay scale, whatever you give them their name. And then that is how you price the job. The purpose of the job evaluation is to price the job, what compensation package will be for this particular job? What compensation method will be for this particular job and we discussed a lot of things for that. So you can see the big model, compare it, there are a lot of things that are affecting it. It starts with the job evaluation, job analysis rather. And out of the job analysis, outcome of the job analysis, we saw that there are three things that you mentioned, our relevant part is job evaluation. And then you also have to have the equity, outside equity with the market, you do the pay service, based on performance appraisal, that is how this year compensation system work. So what are the factors which are affecting your pay plan or pay policies? It depends on so many different things. It depends on your paying capacity, it depends on the demand-spry relationship, who has bargaining power. You employer or the employee, similarly the government policy, the other people what they are doing and so many other factors. The living cost of your, it depends on your pay structure to determine it. And when we are talking about the pay structure or compensation system, it can have both intrinsic and extension part. As I said, the compensation of employees have two broader deviants, the extrinsic and intrinsic rewards. In the extrinsic, we have direct monetary benefits or monetary rewards and non-monetary or we call them the benefits. And intrinsic reward is something different, that is it is intangible thing, it is a feeling, it has to do with the feeling parts. So let's start with the extrinsic, it has wages, salaries, bonuses, commissions, pay incentives. And what are the benefits? We will see the benefits again, it has insurance, recreational, etc. What about the intrinsic reward? That has to do with the recognition, promotion opportunities, working condition, interesting work and so on. What does it has to do with the behavior part? So when we are dealing with the human resources, we have to see which thing is maturing most for them to decide about the compensation plan. Do you remember when you studied the theory of motivations, you studied the hierarchy of needs theory, we saw different stages, basic needs, social needs, security needs and then social, of course social need and then self-actualization, we saw five different stages. So the purpose is to give them some reference that it depends on at which level you are. If you are at the basic need, then everything is maturing, it needs money for these things. Then it is the security need, then is the social need and then the stream need and ultimately the actualization need. So depending on which level of workforce we are talking, we have to decide about this total compensation plan and of course at par with the market because they are also the forces which are affecting you. Kisi ke liye benefit zyada maturing kisi ke liye basic direct monetary reward zyada maturing karata. Ye bhi nahi ho sakhta ki you can have person to person to vary, it depends again on organization to organization. Some organization might have different package plan even for the same level of workforce. But generally, wo jo groups wo jo scales wo ek group ki syakal mein us level pe thoda sa variation aati ye, otherwise generally they are almost the same with the seniority with the experience, of course it is the value added things. Jyase main aapse kaha ke intrinsic rewards, they also matter a lot, especially when we are talking about the higher levels, the recognition part very important, the motivation factors, good environment, good working relationship, they do matter when we are talking about the behavior of the workforce in the organization related to the compensation system. So, what about benefits? What is the strategic role of benefits ye bhi apne padar? Benefits, kyuke de kuch chi zine aise hi hai ki jo ke society ki responsibilities hoti hai. Achi develop societies mein, stay take care of those things. So, social set up jaha pe rada hai, woha pe kya hai, so health care or retirement services is the responsibility of the state. But keeping in view the amount of financial resources required for that, it is becoming very difficult for the state to maintain and to provide all those basic necessities about health and after a retired life. So what is happening now, slowly the benefits of the organization, they absorb, they do the social responsibility of the society. To kya karte hai, benefit absorbs social cost for health care and retirements. Wo cheez, jo society ne provide karne hai, anko jo anki state ne provide karne hai, astha astha keeping in view the environment and the reality of the ground, organization has taken the responsibility to provide them those health care and retirement benefits. And it is now becoming the entitlement, a kind of entitlement for each organizations ke wo apne employees ko at least health care to provide karte hai. That is their strategic role. Wo ye benefit jo hote hai, they influence the employees they see and about the employees ke kya wo se ne wo haan hai, cho rne hai, retirement lene hai, resign karne hai, whatever. And jaisi aam ne wo sokat bhi discuss kia tha, ke some time those benefits are more important than their direct compensation. Again the benefits are increasingly seen as the entitlements and they cost around 40 percent of the total payroll cost. To benefit kitne aam jitna bhi total compensation hai, usme se 40 percent is going towards the benefits. Kitne kisam ke services ya benefit kia aam baat karte hai, abhi kush mesal hai bhi dekhi thi aapne, ke wo haan compensation system ko dekhere thi. Let's go through them again and see what types of benefits and services organization can offer to their workforce. Insurance hosakti hai, very important nowadays, especially health insurance, medical insurance kate hai, a company hense bhi hosakti hai, partially bhi hosakti hai, it vary from organization to organization, your pay scale to pay scale. VN insurance hackane hai, dental insurance, mental health insurance, life insurance, disability insurance, different type of insurances. Some organization may go only for the basic medical insurance, but some also provide your life insurance hackane. Now it depend again, some organization may pay the 100 percent of your insurance premium. And in some organization, employees may have to contribute some part of their insurance too. Health may a woman, your organization is sponsoring the maximum, but when we are talking about other insurances like life insurance, maybe VN insurance, dentist jo insurance hoti hai aur bahar ki country mein thir, they are very expensive. To hi haan weh, contributory from employees side bhi, jo workforce hai, wo bhi usme apna part play krte hai, kush premium, unki salary se deduct hota hai, and that is how the system work. But basically now it is, now each organization, for their permanent employees, for their full time employees, they provide the basic health insurance to them. Employed security benefits, like retirements ki jo huma rahe haan pension system tha, aur bistra ki boho sari, insurances ka bandubas thosak tha hai, jike after retirement, in case you don't have the job, you should be getting something. To hi bhi ek tarika hai, benefits mein, additional things, people do add those things, good organization go for these type of things too. Similarly, time off benefits tekha jaat hai, on the job breaks, sick days pe, holidays, leave of absence, mukhtharif kism ki, hi benefit ki shakal mein aath hai, jise huma rahe haan hota hai, ki casual leaves hai, sick leaves jist bhi usme shamal hoti hai, you can have the earned leaves, jo aap, kush leaves asi hoti hai ki joke lapse hoti hai, ek sal complete hone ke baat, kush leaves asi hoti hai, like earned leaves, they carry it. In our research me aap, kush organization asi bhi hai, ke they can in cash those leaves, but again there is a limit, ke maximum aap kitni usko kattha karsak hai. Now, because especially in our society or our culture, we want to save the money, to people go for the leave in cashments, they don't want to, they don't avail the leaves, but the new finding, the new research is suggesting that, this is not good, people should avail the leaves for recouping the energy, lekh haa gaya, ke continue karm karne karn se aapki, jo energies aap kambi ho jati hai, aapki help pe bhi asar hota hai, stress bhi aap sakti hai. So, now organization do encourage their employees, ki they should avail the leaves, vocations, they are good, you need break, everybody need break, so we should avail those type of things, but the system is, ke ek certain limit hai, wo bhi se li rakh haa gaya, ke asa naho, ke log chhuti avail na kari aur wo karm machine banjain, and then this will be problem, because aapne to productive employees hai na aapko, to continue agar aap karm karne ke without any break, to chances are ke then, wo aastha aastha ek time aayega, ke utni performance, utni productivity nahi rehi ge, to uske liye organization aapko mukh tarif benefit ke shakal mein, paid leave dehte hai, even recreation ke liye aapko, jo hai kuch chutia milti hai, paid hoti hai, aur dosri jo hai, jo essentiala like casual leave, earn leave, sick leave, they are part of your complete package, aur shuru se determine hoti hai, ke aapko ek saal ke andar, kitni chutia avail kar sakte hai, jo paid hongi, otherwise you can go far without paid leaves. Similarly, another kind of benefits organization are providing to their employees is work scheduling benefits, shorter work time, flex time, job sharing, these type of concept, yaad hoga aapko main discuss kiya tha, ke six days a week normal hum dekhne, people can have five days a week, even other countries they have the four days a week, because they have to complete the week hours, 40 hour per week they have to complete most of the, in most of the cases, that is your choice, you complete in three days, four days, five days or six days. Isitara job sharing ka bada chai concept neya raya market main, log organization they are adopting there, ke you can share jobs, especially if, let's see ke, if both, meya bhi bhi ekhi profession main hai, to dekhne share those responsibilities, other time husband karne, other time wife karne, similarly flex time, your choice, you can, you have to complete this project, that is your choice, ke what time you want to complete, organization can facilitate you there, this is itself a good incentive, good benefit, especially in this era, where people are working or people are doing more than one job, to kind of fulfill their economic pressure or economic need, is it ke na chai. Isitara organization aapko mukhulif assistants to provide karthi hai, services deti hai, wo aapki educational assistant bhi hosakthi hai, financial services bhi hosakthi hai, social services bhi hosakthi hai, mukhulif kisimki recreation set up banaya jatne hai, disme aapko facilitate kya jathe hai, kaise ko unko help ki jati, keeping in view the family pressure, especially because earlier we were having the joint family system very strong, still we have, lakili, but generally dekhah gaya ke aasthasah, wo joint family system ka concept ka maata jaara hai, usthik kya problem maine shuru hoge, now who will take care of the kids, pehla to hi ho tata ke ghar mein, koi na koi hai, wo aapki bachon ka haial karlainge, aap you can go for your job and relax, especially the mothers, but now it is becoming difficult because nobody is at home, to especially jab agar aapne bachhe ko aap kisi childcare, baby sitting ke paas, baby sitter ke paas chod jatne hai, if you have a mat at your home, still you see, amara jo culture hai, especially ki har wakat aapka dehaan, ghar ki tarf hoga, bachon ki tarf hoga, agnation has recognized this need, so what they are doing basically, now agnation have, they have established their childcare center even at their work place, ta ke if the mothers having the kids, they should bring their kids and put it in the childcare center, which is near the vicinity of their work, so that during their break time, half time they can easily go and see their kids and feel comfortable, aur ye ek bhat vada benefit samjaya jaane laga hai, haj kail ke door mein, ishi tarah elder cares, parents sakele hain ghar mein, bo zorok hain, who will take care of them, iske liye bhi, agnations now, is same type of setup they are providing, they are assisting their workers, their employees for their elder's cares things, iske lawai boh saare aur benefits bhi ho sakte hain, usi boh saari cheez hain aur bara repeat bhi hoon ghi, ek aur bada achha incentive jo agnations aaj kal deti hain, wo aap ko deti hain ke aap, unse, unke whatever they are producing like, if they are producing the refrigerator, the air condition or kuch bhi cheez produce ka rahe hain to apne workers ko, apne employees ko, discount rate pe provide ke hain saakta boh cheez hain, ishi tarah relocation expenses unke berdash ke jaa sakte hain, agar ek jaga se tohsi jaga aapne jaan hain, education assistance main aap se pehle ka aur family care benefits and so on, iss tarah ke aur bhi boh se benefits ho sakte hain, aur koon se ho sakte hain, transportation pooling aaj kal bada share ho main especially, pressure of traffic aur usme khas ka jo hasal hoti hain, tension hoti hain, aur of course it is costly to, when you have to commute longer distance, so they have, they are developing the transportation pool, they provide you the transportation facility, housing facility may be, food service at the work, especially for the production sex area jo units hoti hain bade bade, waha pe organization ko, apne employees ko, reason labor rate pe, kaane ka, lunch time, break boh gara main usko wo provide karte hain, iss tarah on the site, health services that is also another benefit, legal services if their employees need legal assistance they can provide them, award, credit, purchasing assistance, jase ke leasing me aapko help karte hain, apne agnashan gadi kheel ne, they can provide you the financial assistance, ghar kheel nain, usme apne institution apne, agnashan apno help karte hain, so see the more they are putting, the more they are going for their benefits of their employees, why, very important reason, apko yad ho gha, jab hum HRM ko, shuru kya tha discuss karna, and we discussed the few challenges of today's HRM, and they were, how to protect good people, and then to develop them, motivate them, and retain them with you, their retention is very important now, now agnashan they are doing all these, such type of activities to create an attractive environment, so that people should come there, and if they are coming there, let's see apki agnashan hain apke lii ghar leke de diya, kya apki salary me se itna dna payasar karte hain ga, aur yeh ghar apka ho jayega, yeh gari leke de diya apko, so this will be a big incentive for the, your employees, kye whenever they will be thinking for moving out, looking for another job, yeh ek cheez hum ko samne aegi kye hain, dekhon yeh ghar ban gaye, yeh gari liye hu yeh, toh okay, teek hain, and people can ask it is ethical or unethical, no it is not unethical, these are the benefit, these are the incentive, they are creating the mutual, the symbiosis relationship basically, where each part, each party is getting the benefit, teek hain, aage cheltein, when we are talking about compensation, an important topic we also discussed was pay for performance, wo kya cheez di, ek compensation philosophy of higher pay for higher contributors, jitna achha perform karoge, utni achi aapko benefits milenge, utni achi aapki salary hoge, aur yeh performance jo hain will be calculated on corporate performance and personal performance, individuals, team, ek gurup ke base pe performance dekhye jaati yeh, usme kitne kisimke pay for performance hum ne dekhete, teen kisimke dekhete, one was individual, base plans, jisme merit pe bhi hoti yeh, award hoti hain, bonus hoti hain, aur team base plan bhi hoti hain, but another one is plant wide plan, jisme aap gain sharing kati hain, ke ek khas plant ni, achhi performance jih un extra ordinary production diye, toh wo jitna onko gain wo usme si agnation share kati hain, award ki shakal mein, bonus ki shakal mein to those implies, esko gain sharing bhi gati hain, and sometime the corporate wise, corporate level, they give bonuses, usko profit sharing bhi kati hain, so it is, it has to do with the performance, if you do well, organization will reward you, they will give you the award, they will give you the bonus, that is also a kind of incentive or it is the benefit, right, some even some people go and they say, yeah, in this year I got 3 bonuses, I got 4 bonuses, and this is a big incentive, what about money, the role of money, is ko amne motivation bhi discuss kia aur compensation ke do randu, ye quotation main aap ke sath share ki thi, when someone say it is not the money, it is the principle, it is the money, the bottom line is the money aur ye bhi aapko uswakar discuss wo aata ke money itself has no value, it is the purchasing power it has, aaj saari yagna, countries sab milke, payase ki jaga iss ruppe ki jaga iss dollar ki jaga iss pound ki jaga, ko yore cheez ko, kya sa indicator ke toru pe use karte hain, as sa reference point ke youth re use karte hain, jo uske randar purchasing power wo uski worth pan jaygi, otherwise iss saare ruppe ya dollar, pound, euro, whatever, it should have the same value, but it vary, to payasa, of course it is important, why it is important, because it provide you the basic necessity, iss se aap apni basic necessity ko hasar kalte hain, aur of course it can also help you to maintain your status, leken remember always that money is not the only thing, this is of course very important, one important factor, but there are some other things too, the respect, the freedom to work, achievements, recognition, so it is a complete basket, you know, of course money has the major part in it, but we have to keep other thing in our mind too when we are talking about the compensation system, are the reward system. So, paise ki kya worth hai, money is also playing a role as a motivator, motivation factor aap ke liye, or sometime people compare their worth with the money they are getting from the agnation, if a agnation is offering them a good package, osean ko dada hota hai ki humari worth ke humari kya value, hum kya deliver karein, so the implies behavior at the work is directly being influenced by the reward system, iss kya ek model humne dekhata, reward, if implies satisfy with the rewards, the compensation or whatever they are getting, they will stay with the agnation, they will perform there, they will own it, they will go for the agnation citizenship, this is the concept where the worker implies, they think beyond their basic requirements, they want to deliver more than it is expected from them, like another kisiwaya say, when they are comparing with other people, when they are comparing with the outside in the market, if they are underpaid, under rewarded, what will happen, turnover, absenteeism, this will be their behavior. So, ojo work environment ke andar, aamon hum dekhata hai, turnover aap samajte turnover kya, yes, bade dhafa explain kachukyam, absenteeism, so keeping other thing constant, then this reward may be the factor which is affecting there or which is creating this behavior there, but in other case, if they are satisfied, yes, they will stay there, they will perform and they will own it. So, that was about the third part, the compensation and benefits, let us move to next part, health and safety. The compensation health and safety refers to the physiological, physical and psychological conditions of a work force that result from the work environment provided by the organization. We are talking about as a whole, issne physical bhi hosakte hai, physiological bhi hosakte hai or psychological bhi environment hosakte hai, jo aapke behavior ko work force ko effect kati hai, kisi bhi organization kya. Elements of workplace, safety and health kya, physical condition kya baat karte hai, condition resulting from the work force environment that include occupational diseases and accidents such as repeated motion injuries, a barbabu hi kaam karte, let us see ko type kara kafi hosakte hai, toh unke, ye jo giant hand mein problemin shor ho jati hai, kisi ki jab aasi hai ki usko move karna hai, usse bhi usko problem aasakte hai, kisi ne boh jothan hai, uske back pain vaga la mein, backbone mein, pain ya ishtha ki effect bhi aasakte hai. Ishi tara, ko aisi karshayana gen compound hai, gen ki environment mein aap kaam karein, toh dekan khaaj jee the cancer. So, ye physical condition kya bhi aase, ye problem aasakte hai, ishi tara accidents vaga kya bhi aase, disease kya aase kya hosakte hai, some can lose the life, the big cost, aar koi apne jisam ka haissa, bazu, heart, tongue, whatever, wo bhi nukhsaan hosakte hai, back pain jase aapne kaar, cardio vascular diseases hotein, especially wo jo, like cotton vaga aur amare ishtha ki, jo kaam lo krte hai, jina aap aise rake problem bhi hosakte hai, aar various form of cancers. Psychological conditions, condition resulting from the work flows or workplace environment that result from organizational stress and low quality of working life, we call them psychological condition. Psychologically bhi aap ko stress ki wajase kisi aur wajase bhi aap ko problem aasakte hai, your boss is not good, your colleague is not good, the environment is so kind of tough that you don't feel comfortable. Usse aapki behavior pe aapki seer pe bhi uska asar hosakte hai, usse dissatisfaction hosakte hai, withdrawal hosakte hai, mistrust hosakte hai or you can just get out of the system sometime because you cannot take it anymore. As is of accident ki baat krte hai, kisi wajase accident hote hai, workplace pe, it can be unsafe condition, physical condition bhi hosakte hai, environmental condition bhi hosakte hai, like physical condition me se, equipment is defective hai, kaam krte krte bo toot gaya, gear gaya, whatever, inadequate machine guards, lack of protective equipment, ke khaas environment mein kaam krne ke liye, they were requirement ki ye helmet panke jaayin, air plug plant laga ke jaayin, special goggles laga ke jaayin, bo nahi thi available. To ye physical reason bane, khuda na khasta agar koi accident hote hai, ya, environmental condition hosakte hai, noise boh zayaad hai, dust hai, fumes hai, stress hai, they can be cause of any kind of accident at the workplace. And sometime unsafe behavior, ye bhi ek reason hote hai, accident kaas krne. And moment dekhag hai ki this is the human factor, which is creating most of the time the accidents, insaan ki apni galtiun se boh sara accident hotein, boh kiswaya se, ke carelessness hai, intoxication se hai, daytime dreamings hai, har wakat khabo mein ratin, inability to do the job aur boh sari deficiencies insaan ho ki, prishani hai, dehan kehi aur hai, kaam kehi aur karein. Basically it is the responsibility or carelessness, kiski waisya moment dekhag hai ki accident hotein at workplace. How can we reduce the workplace accident? What steps should we take to reduce our workplace accidents? Ek to, jo physical condition hai, bhi basic cheez hai, important cheez hai usko reduce karein, ke physical cheez hai, jo let's see koi equipment mein defect hai, ek basic requirements hai, onko pura kya jai, ta ke, jo conditions hai, environment mein usko thiek kya jai. Isi tera unsafe accident hai, ethyati tera bir jo aap nahi follow krte, onko thiek kya jai, toh chances hai ki accidents kaam hosakthin. Use poster and other propaganda slogans type of things, bada bada likha hota hai, jaisi mein aapko misal bhi di thi, ki aap bike chelathe ho, apne traffic police walaon hai bada bada likha hota hai, ki helmet pan ke bike chelaya jai, motorcycle chelaya jai. So, these type of things even at the workplace, ke ji glasses use karke, protracted glasses use karke kaam karein agar it is a requirement, agar to helmet ki zorot hai, toh aap dekhne kehi daron mein, lokh helmet pan ke jathe hai, kyun ke that is a necessary. And if it is a nice place, you can use the air plug to save your cell, uske li ba kaya bada bade har jagape, prominent jagape slogan likhae hota hai, usko poster ki chakke mein lagaya hota hai, ta ke lokhon ko yadahani ke liye, again it is a reinforcement type of thing, ke wo safe precaution jo hai, safety precaution onko follow karein, to save themselves or reduce the accident ratio jyothi agnation cam there. Very important, safety training, agnation also provide safety training to reduce those accident, that is how we can reduce our accidents there. Use positive reinforcement, baar baar usko encourage karein, they should follow those things, give the emphasis on safety all the time, safety for yourself, safety for our agnation, safety for others, and establish a strong safety policy, ta ke monitoring bhi hoti re saasat ki people are following your safety procedures. Set specific loss controls, let's see ke kisi khas waya se khuda na khas tha kuch accident ho hain, to now you have a target, set the goal ke how can we reduce these things, specific uske liye kya kya jaa sakta hai. And when you have the goals, of course then you can have different strategies to achieve that goal. Conduct safety and health inspections regularly, this is also very important, especially in those agnation or those workplaces where they have different kind of gases or different chemicals they are using, to a moment dekha kya kya regular chek hota hai ke kyain leakage toh nahi hori, because major causes of accident in those places are due to some leakage. On the other hand, because of the leakage, there is an explosion or a loss, check the regular check, then those precautions, whether they are being followed regularly, their evaluation should be done, their checking should be done. Dekha na ek zindagi ka nukhsaan is a big loss, not only for that family, but for our agnation and as a society too. To uske liye, the health and safety precautions are very important, because regularly you have to maintain karin or monitor karin, to conduct safety and health inspection regularly, to reduce those accidents, monitor work, overload and stress, see if somebody is working more than he or she has the capabilities, kya wo dekhain ke stress kishwaya se hai, aagayam stress ko bhi thoda sa jaldi se review karlingi, to in se bhi aap accident ko reduce, the events of accidents ko reduce kar sakti, and of course a permanent safety committee should be in each agnation, who always look around, do the survey, see what other people are doing to minimizing those events of those accidents in their agnation, ta ke usko update hotare, aap ke safety procedure bhi update hotare, precautions bhi update hotare aur usse kamse kam nukhsaan na ka chance hotare. Similarly, health and safety ke dhorani humne violence kabhi zikar kiya tha, especially under stress, this is very dangerous part, kyi gharbe jagad kya hai, kisi ko konuksaan ho gaya, somebody they have the attitude like this, their behavior is like that, violence ko lokna boh zoroori hai, aap ahbaro me padhte honge, lakili aamaare aise even kam hotare, bahai ke duniya me dekhti hain ke ek worker ne otage apne 10 sathis ko maar diya, just he was upset because usko chutti ne mili, he was upset because usko kuch kaam fahsa hoa tha wo ni osakha, to uske liye bhi bakaida prevention ke liye mokhsele plan banane chahi, policy ko review kar na chahi hai, or logon ko especially you have to treat with people, people with their respect, kya aise main abhi kaha tha kyi paise is very important of course, but people work with respect and freedom to work too, so if you can, if you are a good manager, you have the ability to treat people with very respect fully because they are human being, abhi aapki effort se, aapki manners se, aapki Allah daal ne aapko maazid ki aap maaz ban ge, and they are your subordinate, but still you are equal, you both are human being, if you expect kya aapki log respect karein to pehle dusno ko respect dein, aur aap dekhenge again, this behavior part, kya agar aap apne subordinates ko respect se baat karte hain, respect dein to wo dil se aapki hizat karenge aur dil se kaam karenge, of course cross the parables there, dar khof jo hota hai, ek kar mo vakti hota hai, wo aap ke saamne to shayar dar khof ki waise perform karenge, bahel jaa ke, they can say different things, aur agar aap apne subordinates ke saath proper treat nahin karte, misbehave karte hain, to some time they can be reactionary, aur usse wireless create ho sakta hai, ussee de, you have to treat them with respect, or dignity, aur ye umumun dekhah gaya, jase main aap se kaha tha ki abhi ke us, wo chhuti nahi mili to usne apne transaathin ko mar diya, umumun khabra hai aap karte hain bahar ki duniya hai, to kya hota hai, kyon hota hai aase, if discipline is too harsh, aap action jo letin, discipline action letin, wo bari harsh ke rahe letin, without taking consideration, due concentration ke wajah kya thi, kyon aase hua, ek toh wo discipline jo action lein hain wo harshly, that can be cause of these violence at the workplace, aur especially agar if you are laying people out without any reasons, kisi ko nukhri se bagayar wajah ke nikaalti hain, to ye bhi ek bohot bada fracture ho sakta hai, jo uska violence, violence create kar sakta hai, workplace. What about stress? Hame na ispe bhi ek lecture, discuss kia tha ek lecture me poore about stress, you know what is stress, right, it is an adaptive response, kiswaya se hota hai, kisi bhi situation, kisi bhi action ke response mein, jo aapka, adaptive response hota hai usko stress kya thi, wo stress ko humne tension, stress in chino ko mix up karne, stress ka ek model dekhne hai, jo agnashan, workplace pe hota hai, potential sources of stress, or uske consequences dekhne hai, there are environmental factors, there are agnashan factors and there are individual factors. And similarly, or depending, ismai ek kisi main aap si yadav gaayi thi, it vary from person to person, each person has different threshold level, and you know what is the threshold level, limit jo uski hoti hai, kush log hain, choti-choti baat pe ek dam prishan ho jathe hai, but pressure hai ho jathe hai, and stress ho jathe hai. Some people, they are very calm, they take things according to their prospects, of course they are also human being ek level pe aakya unko bhi tension ho sakti hai, stress ho sakti hai, leken it vary from person to person, wo individual factors, agnashan environmental factors, they are the causes of the stress, I don't want to go in detail just to review it, so that you should recall ke kya hain nain chisabhe discuss kiya athe. Aur uske consequences kya hota hai, yashe, yahan bataya gaya hai, you can have psychological symptoms, you can have the physiological symptoms, and you can have the behavioral symptoms, short term bhi hota hai, long term bhi hota hai, aur agar continue stress threshold levels hi zyada chalti re, langar rase tak ho, it can create the chronic effect that is known as burnout, and it is very dangerous. But again, is stress good or bad, a moman humne suna zahan bhi yeh hota tha, ki stress is a bad thing, but no, in a way it is a good thing too, unless you have stress you will not work. To stress, shuru meh chhi hai, jitni stress hota jayegi, aapki performance bati jayegi, ek graph aapko share kya tha aapke saath, if you remember, stress or performance ki relationship dekhidhi, ki dekhain jayse jayse stress bati hai, uski performance bati jati yeh, till the time it is reaching their threshold level, aur jab us threshold level se baty jati yeh stress, toh phir aapki performance bati klain hoon shuru baati hai phir uska negative effect shuru ho sakta hai. Yes, stress is positive and it is negative too. Zero stress, no tension, no kind of challenge, your performance will be less, but as the stress increase, aapki performance bati, aap khutdi dekhle, aap saara semester pati hai, shuru meh itni shayegi stress ni leti, itni result achhe nahi aate, itni effort nahi karthe, jayse se nizdi khutdi dekh exam, aapke stress bharna shuru baati hai, aur aapki performance bhi usi tra bharna shuru baati hai. And sometime you will just realize ki aap, agar meh char dekhni aakhri rahaate parke itni achhe marks leh sakta hoon, toh pura semester pati hai toh kya hota. Wajahi hoti hai ki shuru meh aap usko, series ni leti, wo stress ni leti, uski tension ni leti, ish liye aapki performance bhi uswaka nahi hota. But I am not saying ki always take it as a stress, japta pressure feel ni karenge, you are not going to deliver. So that is the relationship between stress and performance. And then we also discuss about the stress management and prevention, two things, wo cheezan jin se kaz hoti stress, wo skorokle, that is the prevention. Now if somebody is having the stress, now how can you manage it, that is the stress management. Stress management progaan meh, training ishsa hoon na chahiye, how can we manage it, wo fir agnashan uski liye wellness progaan bhi banaatein. Now remember, individuals, they have to manage their stress and of course the agnashan level, they are also helping them to manage their stress. Individually hum kya kar saktein, we have to learn to manage our time. Main liye dekhah gaya, ki stress joha, time management proapalli na honegi waise hotiye. Ki you can, aapko andada nahi ki parai ke liye kita time rakhna hai, recreation ke liye kita rakhna hai, ghumne phirne ke liye kita rakhna hai, bakhi sone, aram karne ke liye kita time hona chahiye. If you can balance those things, to chaan sizaar ki aap ke paas stress kam hoge, ya ush level pih hoge jaha pe iska faheda hai, performance achhi deta hai. Lekin threshold level se nahi berni chahiye varnah uske, nukhsanaath hojatein, fir kabhi-kabhi aapko even, doctor ke paas, consultant ke paas jana padat hai, and so on. So, ish ho kaisi cope karna hai, that you have to learn. Individual basis pe, exercise karne, relax hon, time management karne, or sometime you have to say no to other commitments, kukhe enough is enough. Similarly, agnashan iske liye aapko, wellness progam banatiye, recreation banatiye aap ke liye, wo dekhatiye ki issue kya agar to work, it is the work itself, work ko redesign kiye rata hai. If it is the environment, they improve the environment. If it is something bothering you, usko thikye rata hai. So, that is how they try to manage the stress, and of course prevention is very important, ki aap stress honne se pehle uski, jukazas ne usko control kar sakhe. And relaxation, very important, everybody has to relax. Yasa main abhi, leave ke baara main gaya rata, ki yes, we have to avail the leave, we have to, we need the break. So, usko bingaya karna chahiye, relax hona chahiye, ta ke you can have, you can recoup the energy, and then again start working with the full thrust. So, that was the fourth part. What about the last one? The labor relationship, implies labor relationship, employer labor relationship, wo kya cheeze hai? It starts with the communication in the organization. If you have good communication within, implies your employer, to relationship khut bhoda achchi hodin shuro jahegi. Aur communication ke baara main poora ek chapter discuss kya tha, uski importance, uski model. So, how organization start communicating with the employees with the handbook. The first thing, they will give them the employees handbook, jis ke anthar sari cheezein, bdhi keleer batahi gehi hotein hai, to aapas main trust develop ho jata hai. To proper communication is starting point with the relationship. Uske lawa unions ke concept, labor union ko humne aur iss ke baara main discuss kya, hukne function deke ke union ke function kya hotein. And what is union? Basically, they are the representative of the workforce in the organization. They bargain for improving wages, working hours, working conditions, benefits of the workforce aunke jo members hotein ke liye. They protect members for arbitrary management action. Ko juh bhaigar kaaz aur just reason ke bhaigar joh issin hotein, usme bhi apne workforce ko, apne team ko, apne members ko wo protect kartee union. They provide services and assistance to members. And they present the social aspirations and political ideology of the members to the public. Apne identification banatein aur iss tara wo apne society mein apne ek makam banane ke kosh kartein. Political influence banane ke kosh kartein. Iske benefits kya hai? They can go for the higher wages. They can get the higher benefits. They can influence the work rules. Hosakta hai, agar wo union hotein kya deke, iss thi hosari log jaa bo kathih hotein ki value bharjati ye. Aap ko yaad ho gha kya humne dekha tha ke why people join union. Osme hi bhi tha, ki they are scared ke agar individually aap deal karengi apne agnation ke saha to shayat humne ke sahaan bhi ho jaan. To wo collective, e pressure tactics bhi hotein uske liye they form the unions. Greater job security, kya jab union hotein toh phir kisi ko aap bagaya reason ke itne aasani se nahi nakaal sakta. Dealing with the management aur usme sapsi important joh cheez hotein jih se aap collective bargaining kyaatein. That is a negotiation between the employer and the representative of the workforce, we call them the union for their wages, for their working hours, for their work environment and so on. Or iss ke objectives kya hotein collective bargaining ke again, the same thing which I describe. Kista agreement banaan hai, acceptable joh both parties ko ho, about benefit, about bonuses, about incentives, whatever. Or common issues me kya hotein, kya se main aap se bataya aap ki wages is, hours, terms and conditions, and performance employment, or grievances process agar kisi ko complain hai toh kaisi ki jai. Toh relationship me, this last one, the grievances or this complaint process bhi kyaatein, this is also very important. If it is very clear, it can create good harmonic environment in the organization. Aur usme aap ko kya bataya aap, iss ke steps kya hotein, it start with the lower stage aur slowly phir aage jaatein. Theek hai na, supervisor tak, manager tak, or even sometime it has to go to arbitration. Lekan objective kya hotein, it should be settled at the lower level. And that is how organization, they teach, they train their supervisor or the manager, they should handle this complaint process at the initial stages. So remember that this complaint process, this grievance process should start, it started from the lowest level. And the intelligent people, the more smart organizations, they settle it from the beginning. Pele aap verbally complain kartein, phir aapne bas ke upar jo supervisor aumse bat kartein. If it is not working, you have the right to give it in a written form, and slowly next stages pe jaata aur ultimately you have the right to go to the court of law. But as I said, if you are manager, if I am manager, what I'll try, I'll try to settle it in my own in-house rather than going outside because it is going to create bad name for you too. Reputation galata hotein, buraasar pata hai, usko shuru main settle kartein a chahiye. That is important. And this was about relationship, employer, labor relationship ke aapasme kyaise bantiye. The more open they are, the more they are communicating with each other, the better it is. If it is, and it is more trustworthy, aapasme trust develop hotein. Aur it jaata hi achchahiye ek aachi environment kriyeet karneka kye se maa participative environment kyaatein, organization kyaandar. Right? Let's see what is next. I think enough. We have to stop it here. So what did we cover today? The third part, the third component of human resource management functions, that was compensation and benefits. And then health and safety, our safety and health they look over. And implies, labors are employer relations, labor relationship. So that's it. See the whole setup. So what we tried in last three lectures, lecture number 41, 42 and today 43. I tried to give you an overview of the whole HRM functions because we have covered so many other things too. At the same time, like in start, we started with the management, the organization, the OB. And these all things were to help you to understand these basic concepts. But mainly, yeh 5 functions hai agar aam specifically apne human resource management function ki baat karein. So issi kyaandar wo sare topic aam ne cover kye. Aur I believe yeh jo aaj aam ne teen lectures ke dharan, lecture 41 se 43 ke dharan, issko review kye hai, iss se aapko fahida bhi hoega aur wo jo thode se aap dharay wo ithe ki kitna kya HRM kapat hai, usse bhi aap nikal aange on evil, just focus now toward your main object. So what about next? So we should be done, nahi abhi ek doh chhote-chhote cheeze ratiin hai. Ek pada important topic, especially in today's world, when we're talking about globalization, our world is becoming global village, to sawaale se managing human resources in an international business or global business, usme kya aatiin cheeze, wo kyaise karna hai, usko discus karenge inshala next lecture me, and then lecture number 45 will be over, last lecture iss ke sati aam, hopefully we should be able to close it down in a way that we should be feeling proud kye aam ne kuch learning kye hai. So that is for today. What about next? So again, you have to work hard. The HRM in international business or global business, this is also part of your textbook. Esko zhur pariye, kye parke aayenge toh pheer aapko aasani se samaj bhi aajayega. Or as usual, I always advise you to work hard. Manat karenge to aasaniya bhi hoonge. Iss yumit ke sath, I'll stop here. Take care. Thank you very much. Salaam alaikum.