 I am Mokhtar Amal with the virtual university course MG 2501 that is human resource management and today we are here with our lecture number 12, let us start our today's lecture. But before that let us see what we have covered in our lecture number 11 that was the last lecture and the main focus of that lecture was the legal aspect of human resource management. And we tried to cover and it was convinced that managers especially the human resource management they must understand the rules and regulations and laws are legal issues that effects their HR activities. Why it is important? It was important that since we are dealing with the people so whatever action we will do it will be subject to challenge because we are dealing with the people and if somebody will do some unethical issue or some unfair decision illegal decision people will challenge it and you should be ready for to defend it and to explain why you have done such thing because we were discussing that let us see you have certain people out of those certain people you have to pick one for a particular job and if they are all at the equal level so there must be good reason why you are picking A not the B similarly other activities. So if you are not able to justify your action then you had it. And I hope that you have understood the rest of the details and let us move forward and see what we are supposed to cover today. Last lecture I have told you that we will discuss about human resource planning. So our today's topics are they are going to surround human resource planning or human resource planning. So we will focus on planning part today. So first we will see what is planning and why it is needed in our valuation. Planning kya cheez hai? What is planning? Koi kaam karte bhi aap kyaate me ne skosra plan kiya? Ye cheez kya hai? O kya se skokal kya? The process of bookish definition aapko batam the process of setting goals and deciding how best to achieve them that is planning So now you have a new term here goals. Sometime we use the word mission objectives. So in cheez na koi am next lecture me lecture number 13 my hope I will try to discuss with you. Today we will focus only on the planning part. It is planning kya se main aap se kaha? With some objective some goals zehne me rakte hui. How you achieve that is the planning aap ne koi admission liya? Ye cheez kya liye aap bachelor karne? Definitely you have the roadmap in front of you aap ke main mein hoge ke kisara aap ne skokarne? That is your planning. And what is planning concern with? Planning is basically concern with two things. Number one then where you want to reach? What is to be done is your end point. And the means kis tara aap aap poshne hai? How it is to be done is the planning. Toh part hui iske. Ek toh end point kya hai kaha pe aap poshne chaate hai? Toh sara part hai kis tarike se waha poshne chaate hai? That is the planning. Is planning really needed? Very important question. Why we are concerned about planning? And if you know that there is no change of course you know don't need any plan. If organizations never face changes in that environment there would have been no need for planning. Onko pata hai kya aap fix cheez rakke, batke, pohi chalti rahe ki routine work. But in reality it is not like that. Do you have any plan of your life? Let me tell you a story, a real story. Ek professor the Harvard ke school ke, business school ke, wapne kali klas lehne lage. Toh end aap ke students se puhcha ke. And he was thinking he was also teaching the planning or mission part and then from mission he was discussing the planning and other things. And he asked his students do you have any plan of your life? Like I asked you. Toh kusne ka yes we do have some plan. Kisne ka nahi aap. Allah maal ke dekhne kya aap. Toh finally he did an exercise. Poh sne sabse kaha ke next time jab aoge apne 5 saal ke next 5 year ka plan lik ke lana. So peh agli klasne jab wo dubhara aayi sarhe students. He asked them the same thing that we have now your next 5 year plan with you. Toh me sabne kaha jee as a assignment hum likhi aaye usko. Professor ne onse kaha ke now do this way, apne apne plan ko ek kapi apne pasakho aur ek isko pohle karke, isko ba apne apartment address lik ke aur ek lifaafi kandar ban karke mujhe dedo. And then they did the same thing. Klas khatam ho ghi wo lo graduate ho ke chale gaye and nobody ke. Chan saalon ke baat your professor retire hone ke kareeb aaye toh onne kaha ke let's see, onne wo sarhe lifaafi dubhara baapis nitaale aur un sab ko pohle ke onne ek usko ek study ki aur dekha ke let's see where those people are now. Beho sari usme findings thi, leke ne ek bodhi dil trust thi uski finding eti ke wo lo jino ne kuch na kuch apne life ke next 5 year ka plan mein likha tha, most of them were at the top of their career. Jishti sfeel mein wo nikhle thay, wo top re poche hobe thay. Not necessarily the same thing jishtra onne likha tha ke aap 5 saal baat yaha hoge, kya is sfeel mein hoge hoi nahi ki, wo hi pe thay, because they say always change as an environment say, change, change as an environment change. Aap ko contingency plan banane hotein ki agar aap ne sfeochha ke ek khaz jaga na mainin poche na aur iss re ke poche na hai. So, jb aap apna wo plan pe act karne shru krtein, implement karna shru krtein, you might have a better option aur ther aap usko change karne dubhara apne direction hotein karletin. So, what kind of message did we get from this story ki planning zeroor karne chahiye, bhale aap ne us jaga yaha us tari ke pe usko implement nahi kiya, but still it will give you a kind of direction for you. Us se yeh zahar hotein ki aap aganize hain, aap ek khaz strategy ki kaap apne mission ko, apne goal ko achieve karna chaat hain. So, planning is very essential for individual and of course for aganization and here in our subject because we are discussing the human resource management subject. So, planning here is one of the functional area in human resource activities. So, then let us start with human resource planning. The process of anticipating an aganization future, human resource needs and then developing action plan are fulfilling pre-identified needs. So, let us move forward and see what we can do in the future. And then you act accordingly, it is the subject of human resource planning that is what we plan for the human resources of the aganization. So, let us move forward and see another definition or another way of explaining what is human resource planning. So, this is a systematic review of human resource requirement. What we have today and what we are anticipating in the future, that is the planning part of human resource. HRP kya hua, this is the systematic way of reviewing the human resource need of the aganization. This is the third part. One, required number of employees for any aganization. Number two, with the requires with the certain skills right, koi b aganization is a certain amount of a certain required number of employees with certain skills or abilities and which are available when are required. So, human resource planning is basically dealing about the inventory, I should say of people, the skilled people for right time that is human resource planning. We can say another way to that human resource planning is getting the right people at the right place and at the right time, very important right. Say it again, the human resource planning is yes, getting the right people and what does right people mean here. Getting the right people, not only people, the right people at the right place, let's see if you need a doctor in Lahore, so if you have 10 doctors in Islamabad, doesn't make a difference. You need the right person at the right place and at the right time, yes. So, this is the basic essence of this human resource planning. Let's see next, what are the objectives of this planning of human resources. This will enable the aganization to anticipate their future HR needs. When I use app, it doesn't mean that you are doing everything, I am just referring the aganization where we are just imagining, we are sorry activities are going. So, human resource planning will enable any aganization to anticipate their future human resource needs. Number one, and they also identify practices that will help them to meet those needs. So, how do they know that so many people need such and such skills in the next year, next month. So, how do they know from where and if they require the training of those people, that is also due to the planning aganization are doing before time. And then, let's see what are the benefits. If you have done your human resource planning properly, what benefits you will be getting. It will help you in planning job assignments. For aganization, they always plan for the expansion, for the new technologies, for new diversity, kind of diversification, they might start new businesses. So, for that, there are jobs created, there are assignments in aganization. So, if you have done your planning properly, they know from where and from what skill this activity, this assignment can be done for us. So, if it is something different, then they might be doing some training before time. So, human resource planning will help aganization to plan their job assignments. Similarly, this planning will also help aganization to cope up with the fluctuating or fluctuation in the staffing process. Next, and based on this, you can also identify the recruiting needs of the organization. So, if you have done your plan, you know that, yes, in the next quarter, we need 200 over-employed people who need this skill, we need 10 people who need this, who need these capabilities. We need 5 administrators who need this work to perform. Then you can initiate, you can start the recruiting process. Of course, the selection or hiring of people is not that simple job. It is a lengthy process. You have to go through a long process and then pick proper people. So, what is the planning? So, that will become easy and natural flow will continue. Similarly, this planning can also help you to provide other human resource related information. According to that planning, you will know that when you have to shift people to another place. And when you have to outsourcing. When you have to outsource the temporary workers. And all this planning will naturally give you a nice roadmap so that you should not waste your resources on either other sites which you do not benefit from. So, planning basically designs a roadmap for you. Yes, along these paths, along these paths, I will achieve my goal, I will achieve my mission or the objectives of the organization that can be achieved. And specifically here, we are talking about human resource planning. So, let us move forward and see that planning basically starts with the forecasting. The basic planning component is forecasting. What is the forecast? As you have heard on TV that today, the forecast of the Maikma Mosque is that it will rain here tomorrow. You anticipate something. That is forecasting. So, let us see the forecasting. Why and how do we do it? Let us first tell you about the reality. As you have seen in this diagram, in human resource planning, two things are very important. One is the demand. The demand of what? The labor or the employees. And the second thing is supply, the availability. So, it is a demand-supply relationship basically. How many people do you need? How many people do you have today? How many people do you need in the near future or in the future? And what actual market position is as far as the supply of those skilled people are involved? What is the market position today? What are you anticipating in the near future? And what will be the position in the future? But the gap between them is your need. You have to create a situation where your need is, your demand is matching the supply, available supply. Otherwise, what is going to happen? If it is less, then definitely you will have a problem. If it is more, then again there will be a lot of pressure on the society. Plus, you will benefit from it. So, we were talking about forecasting, demand forecasting. How is it done? How do you anticipate that the results of your term this semester will be good? Is there any basis? There is a basis that you are doing hard work, you have started managing. Now, you are regularly attending your classes, you are attending lectures and you are still studying. There is another way that your previous result was also good. So, you anticipate on this basis that it will be better if you work on the same level. Same way, in organization, they use different techniques to forecast the labour. That is two methods. Number one, statistical approach. With the calculation, with the number of figures, they forecast that yes, we need such labour ahead. In this season, in the next season, in the next season. And another thing is the gut feeling. Judgement by the management. People who are experienced, on their judgment, they realize that they will be able to predict ahead. Let us go one by one and see more information and more detail on how they do that. So, number one is statistical approach. So, in the statistical approach, again there are other two, but mainly, which in your book you have, there are three approaches or three techniques. One is the trend analysis. Second is the ratio analysis. Third is the regression analysis. Let us go again one by one. First, trend analysis. A trend analysis, what happens? You say, what does it mean? In the near future, in the last few days, people have been saying that this is a trend. On the same basic theme, we do the trend analysis. I mean, a graph, like a hypothetical data for you. I have shown it here just to explain what does this trend analysis mean. Let us take an example from your house. Last month, you gave 5 kilos of your house, in the normal routine of the Chinese use. Last month, you also used 4.5 kilos. Last month, you also used 4.5 kilos. So, logically, what do you focus on next month? How much sugar you will use, how much sugar you will use. So, at least 5 will be enough. But, the last trend that you are seeing is that after every month, it is a little full. So, you will try a little more. Similarly here, let us see. I have plotted two parameters here, two things there. One is the employees and then the sale. The data of the last few years has been plotted in the form of a graph. You can see that it is increasing every year. Your sales are also increasing. And along with that, your number of employees are also increasing. Take this example, which is shown in the graph. See, from 2000 to 2003, every year, your employees' sales are also increasing. And your number of employees are also increasing. In 2000 to 2001, you need extra 25 employees. Similarly, more than 25 people are increasing every year. So, logically now, if you are planning for the next year, your anticipation should be that at least you will need 225 employees next year. That is the trend analysis. How is the trend coming? So, that can also help you to get some idea that how you should plan. This is one thing I was talking. Similarly, you can plan for other aspect of human resource management, that how much training you have given to people last year, how much you have outsourced and so on. Next are ratio analysis. Let's take the example of any hospital. If they have 100 patients, they need at least 25 nurses to help them. In key patient, nurse ratio can be 4 into 1. Let's see how good match you have. How much of a match you have? Calculate that if there are 300 patients, how many nurses they should have at the hospital. It is a simple calculation. Then another statistical tool people can use to forecast the future demand for the planning is regression analysis. What is regression analysis? I don't want to go in detail because then you might be confused that you are mixing a lot of things. Maybe you have some idea from this graph. It is the same thing between employees and customers. When two factors are any factor depending on each other, the relationship between them is called regression analysis. Here we have made these two data graphs. Through that graph, we can see a simple line. If there are so many of our customers, how many employees do they need to fulfill their requirements? So that is also one way of calculating your future demand or anticipating. Next was the judgment method. The gut feeling. People who have been working in the business for years or for that purpose in our own subject, if a person is working in a human resource department for a couple of years, then of course he might have some idea. His gut feeling, he has an idea. Again, there are indicators in the environment that give him an idea of how much they should be anticipating for the future. To understand all this forecasting, I have discussed some methods with you. I hope things are clear. So forecasting involves two activities related to HRM. What are those two activities? Number one, it helps. The current human resource program or personnel staffing level helps you to monitor it. Like we have just seen in the ratio analysis that in a hospital, the patient versus nurses, they have four into one ratio. There is enough nurse for four patients. So from the last two to three years, this was the ratio. Suddenly, in the last year, you saw, when you took the data for forecasting or for forecasting, you saw that this year suddenly it is five to one or six to one. So what went wrong? That the forecasting technique can also help you to monitor even your present HR staffing activities. Let's see the second point. This will also help you to investigate the future HR needs and concerns. Of course, Abhijwaam ne dekhah, ke mohklif tari ke use karke, you can forecast. And that forecasting will help you to plan for the future or iske bespe juh planning hoti hai that will help you to strategically make all necessary adjustments so that you should reach your goal. Human resource management mein therm use hoti hai human resource audit, especially jab aum human resource planning ki baat karatein. The two things, jah se main ek pise bhi ek raf na aput hai demand and supply of labour. In dono ko dekhtein ki kya position hai. Forecasting, labour supply and forecasting and labour demand. Aur jah se main aaf se kata ki, inke din mein juh gap hai, that is your concern. Each organization will try that it should be equal. At least equal. Ke aapki jitni demand hai, utti supply aapko market mein mili. Agar supply zyada hai aapke pa, aapke pa zyada log aagin hai, jitni demand hai aapki future mein. Ye aapke pa zyada log kaam karein, then which you are anticipating for the future. So logically you will go for the lay-off, retirement, transfer, demotion or any other activity taak ki aap usko balance kar sikin. If it is another way around, ke jahape demand zyada hai, ut supply nahin hai aapke pa, aapke paas kaam log aagin hai, aapki agnation ki andar. So what you will go? You will do, you will go for recruitment. Nei poshne announce karein. Activity start karein ke log zyada aapke pa sabaing. Thin unki training karein ke. And then you also develop the career development path so that people should slowly move up. To ke yung, initial position ke liye nahin aasaan hota hai, jaisya se senior position aati, vahaan ke liye aapko mushkil se log milte hai. To ke, training or development karne mein, kaafi time lagta aapko. So that is how you do the human resource audit. The goal of human resource planning again. Let's see them. The goal of forecasting and planning of course, ultimately we are doing the forecasting for planning, is to keep a stable workforce that meets the need of the organization today and tomorrow. Kisebi position, kisebi situation ke andar, kisebi time frame ke andar, aap ke jo activiti saari ista aap krte hain ta aap ke aap ke human resource itne aap ke pa stable number mein honne chahiye. Ta aap ke jitani activites hain wo proper rike pe hoti rahe. What are the steps for the human resource process? Ye start hoti hain, number one activity se, ek initiative se, ek vahaan se jahaan se aapko iske liye planning karne hain. You have to determine the impact of organization objectives on the specific organization unit. Aapne agnation, aapko bode badi agnation hoti uske andar mofrik units hain. Let's see aapne dekhna hain ke aapka finance department. Ye for that purpose, ye have production department. Ye marketing department. Overall aapka objective ke agnation hain ke main hain ista fah next year, apne sale ko bhaana hain. Ye aap main hain, jo pise main hain dekhna hain ke mere financial, jo activiti se usme thoda sa meh problem aar hain, cheeze stream line hain. Just mean I need more people to work there. To aap usa organization objective ko saamne rakti away, uski implementation ek particular section we aap dekhna hain. Particular, jo agnation ke setup per unit hain uske andar aapne dekhna hain. So you figure out, ke mujhe certain aap changes karne hain aapne. Either way, you can go for more hire, you can even lay off if you have extra worker there. Uske baat kya karne hain? Then you will see the demand of human resource. That is defining the skill and required to meet the objective. Those particular objective, jyase main aap se kahain ke, aapne dekhna hain ke, is production department mein, ke zyada logon ki zeroot aayegi. To aapne ek demand identify kalyu space base. That is the next step. Rezi, pala tha, wo jo main broader objective tha, usko implement ki hai, khas unit pe, production department, marketing department, finance, phir uske base pe dekhna, ke wo activity, wo objective jyase karne ke li, kitne logon ki zeroot hain. That is the demand of human resource. Next step is, phir aapne dekhna hain, ke iss sari demand mein, abhi kitne logon hain aapne pas, wo kitne aur, chahiye, that is your net requirement. Aur jab game maalum hojain, then you develop an action plan to meet the anticipated human resource. Wo kya se hain? Jyase main aap se ka, you can start rebooting. Bishak, agle season mein aapko log chahiye, lekin abhi se plan karin hain. You have to give advertisement, aur certain other activities, logon ko batana badega, ke hain, ye log chahiye ista hain ke, phir urn ki wo dekhna bhi, aage, screening, selection, interview karne, wo sara process aapne. So, 4 steps away, planning ke, number 1, ki kya activities aapne karani hain, base aapne, the agnation objective, aur ye kisi ek unit ke li bhi ho sakte, base aapne, those activities aapne, that particular unit, you will see the total demand of the human resource, and then, you will anticipate the gap. Is bakat kitne aap ke pas log, aur future mein kitne chahiye hoon gay, wo dekhne hoon gay, net requirement jisi kate hain human resource ki, then you will proceed for the action plan. For action plan, of course, if you need more people, you will initiate your hiring process, your staffing process jisi ko kate hain, and that is how you go with the help of human resource planning. Let's move forward. This human resource planning has become even more important in this era, particularly in this era. Why it has become more important? Because planning has been always very important, but this is even more important in this era, due to certain reasons, and those reason, obvious reason, we have discussed them so many times. Globalization of business, people are moving very fast, now people are more option. New technologies, yes, the changing skill level in the workforce, now people are more, you are getting less and less technical skill people. People are going more towards service orientation thing. Wo jo blue kaalo ja aap ke li lo kam milke hain aap ko, even skill personnel aap ko, come here sir hain, because it is demand and supply relationship. Demand should have come available. Then the changing demographics of the workforce. And what is the demographic? When you are looking at the workforce based on demographic characteristic like age, gender, religion, education and so on. O bhi change ori hain, uski wela se bhi aap ko, apne aap ko, plan karna properly. Pelle aap log, dekhte ke apne kisi ne job shuru ki, then he or she was just doing the job now. Every person who start his career, they always go for the more and more education and learning so that they should be at a better position. Kisi bhi ek harak parana. And similarly we can give so many other examples. Merging and acquisition. Ik business ke andar, ek bada niya aap ne dekhawa jo bidi bidi companies merge jori aapasne, because they acquire karne dosi companies ko log. Iska kya faya da? Mohi competitive edge kriyate karne ke liye. How they do that by mergers? Tuki yeh subject khamara laval pe nahi hain, dekhen thoda sa aap ko idea dehte, taaki aap ki zahan me koi confusion na rahi, ke merger vajara kya hote? O kyun katne? When big organization or even small organization they combine together their resources, of course, yeh usakta ke kisi ek ke pas, unka ek khas age tha, ke unki marketing cream bidi achi thi. Aur dosi ki production achha tha report. Aap dono ja milge to dono ki wo strength milke ono ne competitive advantage de diya unko organization ke ande. Usse bhi, jab merger hoti hai, to kai defa, kaafi log ohaan se, kuki uske kuch jo cultural effect hote hain, uske weise kei log, shahat chhor bhi dehte hain ja organizations ko. Kei log ho sakta uski tarf raga bhi ho jaate hain ke now they are a big joint company. So, for that purpose you also need to have proper human resource planning. So, just a minute hour, e store may even it has become more important to properly plan your human resource and do proper forecasting so that you should retain your competitive advantage in the business. There are certain requirements for effective human resource planning in any organization and what are those requirements? Number one HR personnel understand the HR planning process. So, whoever is involved in the planning process must be very clear about this concept. He or she should be knowing why we are doing this, what techniques we should be using and how we should be doing that and all those information with the ground reality of the organization and then guiding the management for decisions. But for that purpose top commitment is very essential. It has been a lecture you have talked about that top commitment is very essential for any kind of thing any activity you want to do for any change for that purpose until you are interested in the planning process and then it will be all paperwork just for the sake of information you can just have the record otherwise no use so involvement or commitment of top management is very essential if you really want to get benefit of this planning process next people will make the decisions like I said top management is important involvement that communication should be proper should be healthy so that the benefit of that activity reaches the long term and whatever you are planning it should be integrated with the strategic plan of the organization a new term again as we said in shall in next lecture lecture number 13 I will be discussing this strategic human resource planning and strategic management part so we will discuss in detail that part there but still just to clear it here that whatever plan you are doing a planning with reference to human resources it should be integrated with the organization overall strategic plan organization diversification should be the organization thought that we should go to the international market the organization thought that we should take this plan from here and take it so your planning should be integrated with it now you are planning here and the strategic plan is next year we might be shifting to that such human resource which is useful for the local market a core example can be taken that organization strategic plan might be to completely close a certain type of activities and start a new venture and what you are doing as a human resource planner that your planning or you are doing business that activity and you are again planning for the future for the same thing which might be they will be closing during the next season next year so then if you do not match then there is no benefit rather you are wasting your resources and time money and opportunity cost there so your plan business organization strategic business plan with that your integration so as I said for your communication your human resource staff and people who matter who make the decision like line manager their communication should be good and your commitment should be there and this is how we should give some better results let's see can we link this planning with the competitor to want him yes of course we will do that how can we do that if we have properly linked if we have a proper plan of human resource what is going to happen no kind of laying off or something like that suddenly we found out that you have a bad repute in the market but if you have a proper plan then you won't do this and if you don't do this then your turnover and other things will be less and your cost will be controlled and good people will be with you their proper training and that will give you a competitive advantage and you will be doing better than your competitor are doing that is going to be it to fill effective HR planning say yes that competitive advantage we have achieved that every organization objective or desire especially in today's era should we stop let's see first I'll give you one exercise today but first let's summarize what we have covered today in this lecture and this lecture will mainly focus on human resource planning what we have defined say that planning is done the human resource planning is a systematic routine definition but the simplest was a systematic review of human resource requirements today for tomorrow and then what was the gap analysis that we talked about in simple words human resource planning is what the required number of implies with the required skill and available when needed that was the main focus of today's lecture right then what we saw that the demand supply the gap that is the main objective of you before talking about the next lecture again I'll summarize some things because this is a very important important topic on this base you people will go ahead if planning is wrong and definitely you will reach at wrong destination if your planning is wrong then it will be something else after that we saw that forecasting is very important we learned some techniques in which statistical approach and yes gut feelings judgment management and in statistical then trend analysis ratio analysis and regression analysis so these are all things they help us to plan and plan good for the future but the planning aspect was that your plan especially human related plan should be integrated with the our strategy that was also a key point so let's stop it here for today and let's see what is next as I told you today we have seen goal strategic business plan I will discuss these things I will try next lecture on strategic planning topic and then we will move toward human resource information system what is human resource information system and then because this human resource information system is derived from management information system so these three things because they are also this human resource information system and especially the overall money information system is also helping you to properly plan your human resource related activities so these are a few topics that we will discuss in lecture number 13 but for that you should read from earlier it will be more important you should also plan accordingly that you should read first and then go ahead but as I told you before that I will give you a small assignment and about today's subject why don't you write a plan of your life you start with a big one 10 year plan because right now you have to read for a few years you will do bachelors you will do master it inshallah do this way write your next 10 year plan do this way that you should make it year wise so that it will have to go in more detail what you have to do in this year how you have to do next 2 year then next 3 year 4 year 5 year and so on and in that sequence it will have year wise main activities main objective and store it on your pc by storing all this if you understand so do mail me to send me a mail of copy of that and then do it after some time go and visit your next plan whenever come in mind after few months after few weeks even after few years do see it and you will enjoy and you will like it I can bet it do see it and see what you had planned 2 years ago where are you standing after 2 years and try to analyze whether you are on the same path you are behind whatever your objective are you ahead of that and you will enjoy it and learn lessons from it you will create a drive in you let's see you have planned after 4 years in your career in your education you will achieve this with this great so if you are not reaching there you can you can have a chance to analyze where something went wrong so that if after few years or few months you have lost something then you are ahead of that do a good exercise do it yourself do it with your friends and then follow it and then you will see that the people who plan in life who do good planning of course for good they are successful in life too and they go ahead and reach somewhere and what happens the people who throw themselves on a very high level their reaching somewhere on a special level is difficult they will reach where they are throwing today I thought a little bit because we were talking about planning we should discuss these things so how did you like this assignment must do it and you will enjoy it so I will stop it here do work hard the more you work the more benefit you will have with these thoughts thank you very much May peace be upon you