Human Resource Management (HRM) in Different Organisations

Human Resource Management (HRM) in Different Organisations Human Resource Management (HRM) is the function within an organization that focuses on recruitment of, management of, and providing direction for the people who work in the organization. Human Resource Management can also be performed by line managers. (http://humanresources.about.com/od/glossaryh/f/hr_management.htm) Storey defines HRM as a distinctive approach to employment management which seeks to achieve competitive advantage through the strategic development of a highly committed and capable workforce, using an arryay of cultural, structural and personnel techniques. (Human Resource Management by Julie Beardwell Tim Claydon 5th edition) Thus, HRM includes so many activities like planning, recruitment, selection, training, motivation, remuneration, etc. HRM aims at mounting people through work. In addition to this concern for the individual, HRM is also about developing the environment within the company for developing good qualities. There must be good professional relationship between boss and the employees. The HR manager has to look at all these aspects of the company with long term view to the company. One way of presentating this is that it might have been said of the personnel manager that they were involved mainly in recruitment, payment and keeping account. They therefore concerned themselves with a fairly slight view of the people in the organization. (http://www.encompassculture.com/readinggroups/teachingmanagement/humanresourcemanagement/) The main activities of HRM: The one that we would list are as follows: Recruitment and selection Examples: HRM at nokia:Nokia Connecting People this motto is known all over the world. Nokia employs thousands of people from the world each and every year. Their method of recruitment is really very accurate and selective, and they recruit the people who fulfill their all requirements for the job. ( http://www.oppapers.com/essays/Nokia-Analysis/131739) Training and development Example: HRM at hospitality industry: Nowadays, in each and every industry, training is necessary. An introductory guide is fully updated with recent informations, news and datas.the hospitality industry mainly give attention to following avtivity of human resource management. Selection, appointment and induction Training and management development Labor turnover Employee relations and employment law (http://www.flipkart.com/human-resource-management-hospitality-industry/0750666366-s5w3f9hgko) HRM at B S healthcare London: It is the place where I am working. After interview they had a training for all new comers. It is basically a pharmacy industry which makes the medicines on daily order bases. When I was selected in the interview, I was told to complete 10 specific tasks related to my job of making the medicines, specially suspensions. And after identifying the skills they train the new employees nicely. (Personal experience) Example: Disneys Polynesian Resort: It has developed a training program, to facilitate employee understanding and commitment to the business and its values called Magic of Polynesia. At Edward Jones, new brokers attend 17 weeks of training at costs ranging between $50,000 and $70,000 per person. Conversely, many organizations provide minimal initial training, little on-going development programs, and poorly implemented on-the-job training (http://www.allbusiness.com/human-resources/1100302-1.html) Human resource planning Provision of contracts Provision of fair treatment Provision of equal opportunities Assessing performance of employees Employee counseling Example: HRM at health centers: Health centre employees must have some nice degree but it is also important that they behave very nicely to the patients. So continuous viewing of the staff in health centers must be monitored by the manager. Generally, in health centers HRM is being observed in following ways: A study of nurse staffing, organization and quality of care A study of staffing level, mix and outcome indicators An examination of nurse staffing, patient mortality rates.( http://www.human-resources-health.com/content/2/1/6#IDAQXWED) Employee welfare Example: HRM at Starbucks: Starbucks believes that one of their most expensive resources are their workers. Here the personnel are provided very good environment to work and they are very well treated by the boss also. Managers believe that they are playing the major role in their benefits. All workers are called partners of the starbucks, no matter what job they are doing in the coffee shop. Each partner is eligible to receive health care, participate in the Bean Stock program, and get a free pound of coffee each week. (http://www.academicmind.com/unpublishedpapers/business/marketing/2002-04-000aag-catching-the-starbucks-fever.html) Example: HRM at Hotels: Here, management staff is getting more benefits than non management receives. If the staff work more than 40 hours then they are paid per hour on regular basis and thay may get extra pay for doing over-time. They also have very good pension scheme and they can join in from day 1. (Human Resource management in hotel industry: strategy and innovation by Kim Hoque) Health and safety Example: HRM at airlines industry: Airlines have adopted a short-permits, cost-rational move toward to HRM and health and safety, evidenced by a range of plannings, in order to increase competitive advantage. But, here profit was considered more important than the health and safety of the workers. But nowadays, the management has been improved and the workers get more benefits from the company. (http://www.emeraldinsight.com/Insight/viewContentItem.do?contentType=ArticlehdAction=lnkpdfcontentId=879290) Disciplining individual Dealing with grievances Dismissal Negotiation Encouraging involvement (Introducing human resource management by Margaret Foot 2nd edition) Major characteristics of HRM: The major characteristics of HRM have been identified as follows: The importance of adopting a strategic approach is emphasized. Line managers play a very important role. They achieve the competitive advantage by the efforts of the workers. This can variously be interpreted into actions known as soft HRM. A unitary rather than a pluralist approach prevail in the relationship between managers and employees. (Introducing human resource management by Margaret Foot 2nd edition) Strategic human resource management: Strategic human resource management can be defined as the linking of human resources with strategic goals and objectives in order to progress business performance and develop organizational culture that foster innovation, flexibility and competitive advantage. In an organisation SHRM means accepting and involving the HR function as a strategic colleague in the formulation and execution of the companys strategies through HR behavior such as recruiting, selecting, training and rewarding personnel. (http://ezinearticles.com/?What-is-Strategic-Human-Resource-Management?id=549585) (http://www.indianmba.com/Faculty_Column/FC722/fc722.html) Since the early 1980s when human resource management arrived on the managerial agenda, there has been considerable debate concerning its nature and its nature and its value to organizations. Indeed, the now large literature rarely differentiates between HRM and SHRM. Some have focused HRM as a means of gaining commitment and linked this to outcomes of enhanced organizational performance and business effectiveness through best practice models or high performance work practices. (Human Resource Management by Julie Bardwell Tim Claydon, 5th edition) Features of SHRM: The key features of SHRM are: There is a strong relation between HR policy and practices and final organizational strategic aims and the organizational environment. There is some organizing diagram linking HR intervention so that they are equally helpful Much of the responsibility for the management of human resources is developed losing the line.   Ã‚  Ã‚  Ã‚  Example: HRM at Cisco System: Charles Schwab was the manager at Cisco system. They think that for providing outstanding customer services, it is necessary to treat their own employees very well. This translates into Schwab employees with five years of service being eligible for four-week paid sabbaticals that can be combined with vacation time. The practices at these sharp contrast to the well-known restaurants that pay minimum weges. ( http://www.allbusiness.com/human-resources/1100302-1.html) How SHRM differs from HRM: In the last two decades there has been an increasing awareness that HR functions were like an island unto itself with softer people-centred values far away from the hard world of real business. In order to justify its own existence HR functions had to be seen as more intimately connected with the strategy and day to day running of the business side of the enterprise. Strategic human resource management focuses on human resource programs with long-term objectives. Instead of focusing on internal human resource issues, the focus is on addressing and solving problems that effect people management programs in the long run and often globally. ((http://ezinearticles.com/?What-is-Strategic-Human-Resource-Management?id=549585) (http://www.indianmba.com/Faculty_Column/FC722/fc722.html) What are strategic goals and objectives?: Strategic goals are statements of what you wish to get over the period of planned plan, for examples next month, next year, ten years. They reflect the detailed analysis you do that starts with creating a idea, a role statement and a work statement, and then your analysis of your environment, strengths, opportunities and threats. In other way, drafting five or six major strategic or business goals may seem relatively simple. The actual writing may be but connecting the goals to the break of the strategic planning process requires a high degree of analytic and reasonable skill. Example: HRM in boots: boots is a company which produces different kind of products. It is very difficult to make a major change in the organizational staff, ans also it is too difficult for multitask business to single task operations. During the year 2002-03 boots engaged in a programme of focus group meeting for all of their retail employees with the aim of informing and engaging everyone in the business; this involved more than 51000 people staff. The key objective of the meeting was that all staff develop understanding of Boots markets, customers and competitors. (http://www.bized.co.uk/compfact/boots/boots_old/boots_old_15.htm) Organizational innovation and HRM: Innovations can be defined as deliberate and radical changes in existing products or services, processes or the organisation in order to reach competitive advantage compared with competitors . Crucial aspects in this definition are: Innovation means the introduction of something new, at least for the standing organization, in terms of new products or services, new technology or new forms of organization; Innovation takes place with the intention to gain some advantage; Innovations develop through radical jumps although many authors also speak of incremental innovation; Innovations can be managed; this means that there are activities/stages such as goal formulation, design and organization, implementation and monitoring. But they can also present an opportunity: answering them gives the organization the option to expand or to develop into a new direction. In our conceptual framework we distinguish four types of developments: Economic developments, like changes in markets and industries, changes in demands for products and/or services, etc. Technological developments, like the development and application of new technology. Social/cultural developments, like demographical changes, changes in individual preferences, such as individualization, emancipation of specific groups, etc. Political developments, like changes in government policies (towards innovations), general trends like liberalization of trade, supra-national co-operation, etc. (http://www.allbusiness.com/professional-scientific/management-consulting/1024364-1.html) Example of HRM-innovation: The delegation of the responsibility for the development and introduction of new work methods to a team (devolution). Example of HRM-innovation: The introduction of a reward system that is related to innovation outcomes, like the number of new products, the successful implementation of a new technology, etc. Example of HRM-innovation: The HR leadership award which was a part of global excellence awards presented at the congress, is in recognition of Mr. Joshis leadership and contribution to the field of HR. as a tradability. Example of HRM-innovations: The introduction of a more flexible staffing approach e.g. by giving people contracts for the duration of their projects instead of permanent contracts. (http://www.zyduscadila.com/press/Asia%20Pacfic%20HRM%20Congress%20Award%20.pdf) HRM and FLEXIBILITY: The human resource management practices that may affect labor flexibility, that is, the adaptability of a firms workforce. A random sample of managers in the largest manufacturers in Taiwan completed a structured questionnaire containing a measure of employee participation as an indicator of a firms labor flexibility. Important terms related to flexibility of an organization are listed below: Labor market flexibility, where it is said that regulation and resulting inflexibility of the job market act against growth and should be minimized. Flexible firm: a model of organization developed by the former Institute of Manpower Studies in the UK during the 1980s. Argues for a workforce composed of core and peripheral workforces. They take care of the organizations key functions. Peripheral workers are split into three categories: Regular employees engaged in relatively low-skill, routine work. Fairly low pay and insecure the next wave of technology can remove the need for these people. Contingent employees working on high-skill tasks, perhaps on short-term contracts or projects. High pay, no job security but this is compensated for by the freedom to pick and choose projects. Low-skill, low pay contract workers often provided by an agency for cleaning, routine security, catering, etc. Within the model there are some key explanatory concepts:numerical,functionalandpayflexibility and also distancing. The model has its critics and there is little evidence that organizations have made much use of it as a strategic concept. However, individual components such as sub-contracting are commonplace. Flexible specialization. An argument that fordism or mass production is declining in favor of smaller niche market manufacturing. Consumers are more demanding, it seems, wanting more individual products. Questionable. Example: HRM at McDonalds: McDonalds places emphasis on the training and development of its workers. They provide career opportunities for people to achieve their potential. Specially, the firm offers both part-time and full-time career opportunities, which helps staff to combine work with family or educational commitments. Job progression is used to encourage employees who got their 1st job in the firm to progress to manage positions. Over half of the companys middle and senior managers have moved up from restaurant-based positions. ( http://www.bized.co.uk/compfact/mcdonalds/mc16.htm) Managing organizations strategically: A processual view of strategy sees it as the pattern emerging over the time in an organization as actions of both planned and unplanned nature are carried out to enable the organization as a whole to carry on into the future. It follows from this view that strategic choices or managerial decisions are those that have: A corporate dimension: relate to the whole organization as opposed simply to a part of it; A long term implication: whether this be a matter of just surviving in the sense of staying viable or a matter of aiming to operate at higher level of performance. (The strategic management of human resources-Jhon Leopold 2nd edition) SHRM and culture: Over the past decade, the management of a firms entire supply chain has become the process for building improved and stronger upstream and downstream business linkage. Over the past decade, the management of a firms total supply chain has become the process for building better and stronger upstream and downstream business linkages. He concept organizational culture refers to the character of a firm, i.e., what makes the organization unique in the eyes of insiders and outsiders. While there are many definitions of culture, the common theme is the presence of shared values, beliefs, assumptions, and patterns of behavior. Two critical cultural elements are inherent in this definition. The first element of culture is the shared nature of job or role expectations. Over time, supply chain members also develop a common awareness about what is expected of them and what they can anticipate in return. In this sense, there are two aspects of shared expectations: The internal culture that characterizes employee expectations and The external culture that designates channel member expectations. (The strategic management of human resources-Jhon Leopold 2nd edition) Conclusion: I, definitely, think that the linking of HRM with strategic goals and objectives by any organization will help to improve business performance and develop organizational culture s that foster and flexibility. Research on diversity of national cultures and their influence on employees behavior inspire much optimism about emerging perspectives on culture and SHRM practices. There is a growing amount of research that illuminates differences in the way organizations around the globe make decisions, allocate resources, negotiate, manage and motivate employees and train them. Also, from above examples, it can be said that human resource management plays most important role in development of any organization. Strategic HRM is really important for creating innovative culture of an organization. REFERENCES: What Is Human Resource Management?-http://humanresources.about.com/od/glossaryh/f/hr_management.htm HRM INTRODUCTION-http://tutor2u.net/business/people/hrm_introduction.htm hrm- http://www.businessdictionary.com/definition/human-resource-management-HRM.html Strategic human resource management-http://www.cipd.co.uk/subjects/corpstrtgy/general/strathrm.htm HUMAN RESOURCE MANAGEMENT http://www.encompassculture.com/readinggroups/teachingmanagement/humanresourcemanagement/ Influence of Culture on Strategic Human Resourcehttp://www.strathmore.edu/research/strategic-human-resource-mgt.pdf Challenges of hrm-http://www.zeromillion.com/business/hrm.html What is hrm?-http://ezinearticles.com/?What-is-Strategic-Human-Resource-Management?id=549585 Can you give me an example of human resource management at the company?-http://www.bized.co.uk/compfact/mcdonalds/mc16.htm Nokia analysis-http://www.oppapers.com/essays/Nokia-Analysis/131739 Office of Personnel Management- http://www.opm.gov/studies/alignnet.pdf Can you give me an example of HRM at the company?-http://www.bized.co.uk/compfact/boots/boots_old/boots_old_15.htm HRM in the airline industry: strategies an outcomeshttp://www.emeraldinsight.com/Insight/viewContentItem.do?contentType=ArticlehdAction=lnkpdfcontentId=879290 Hrm at The Hospitality Industry http://www.flipkart.com/human-resource-management-hospitality-industry/0750666366-s5w3f9hgko The effects of culture and human resource management- http://www.allbusiness.com/human-resources/1100302-1.html Hand book on hrm- http://books.google.co.uk/books?id=D78K7QIdR3UCpg=PA142dq=hrm%2Bgoalssource=gbs_selected_pagescad=3#v=onepageq=hrm%2Bgoalsf=false Innovating Organisations and HRM:-http://www.allbusiness.com/professional-scientific/management-consulting/1024364-1.html What Are The Characteristics of Good Strategic Goals and Objectives Within Strategic Planning?http://work911.com/planningmaster/faq/goalsgood.htm http://www.human-resources-health.com/content/2/1/6#IDAQXWED JOURNAL of diversity management- Third Quarter 2007 Human Resource Management by Julie Beardwell Tim Claydon, 5th edition Organizational Behaviour by David Buchanan, 5th edition Introducing human resource management by Margaret Foot 2nd edition The strategic management of human resources-Jhon Leopold 2nd edition Human resource management practiceBy Michael Armstrong page 144 Human Resource management in hotel industry: strategy and innovation by Kim Hoque Strategic Human Resource Management by Susan Jacson BIBLIOGRAPHY: JOURNAL of diversity management- Third Quarter 2007 Human Resource Management by Julie Beardwell Tim Claydon, 5th edition Organizational Behaviour by David Buchanan, 5th edition Introducing human resource management by Margaret Foot 2nd edition The strategic management of human resources-Jhon Leopold 2nd edition Human resource management practiceBy Michael Armstrong page 144 Human Resource management in hotel industry: strategy and innovation by Kim Hoque Strategic Human Resource Management by Susan Jacson

Case Study Tacoma Narrows Bridge Essay

In what ways were the project planning and scope management for this project appropriate and when did they begin taking unknowing or unnecessary risks? Discuss the issue of project constraints and other unique aspects of the bridge in the risk management process. Did the project managers take them sufficiently into consideration? Why or why not? At the time of this project there was not much know about the dynamic factors about as Suspensions Bridge so the management and planning for this project was appropriate. It had always been taken for granted in bridge building that static (vertical) load and mass of large structures were enough to protect them. The Planners took unknowing risks when the open girders in the bridge’s sides were substituted with flat, solid girders that would catch the wind and make the bridge sway from side to side. One distinguishing feature that led to its â€Å"sway to destruction† was the bridge’s small width-to-length ratio; the bridge was incredibly narrow for its length also its topographic location made it very prone to high winds. These risks were never taken into consideration at the time. Project managers did not take them sufficiently into consideration since at the time was not much known about the dynamic factors. Conduct either a qualitative or quantitative risk assessment on this project. Identify the risk factors that you consider most important for the suspension bridge construction. How would you consider assess the riskiness of this project? Why? The most important risk factors are the width-to-length ratio of the bridge, the bridge’s side girders replaced with flat, solid girders, which did not allow the wind to pass through the bridge, and the location of the bridge.

Education for Learners with Diverse Needs

This paper is design to make an apprehension of larning disablements, communicating upsets, double diagnosing every bit good as giftedness. In add-on to the constitution of bring forthing a positive acquisition environment for kids with damages will maximise their accomplishment. To understand each type of disablement reference above we should look at the features, causes, and definitions of each signifier of disablement and upset to better heighten the acquisition environment for both the pupil and the instructor. As a particular pedagogue, it is an imperative facet to remain abreast of all upsets we come in contact with to bring forth a quality instruction for all those involved. For many pupils with disablements and for those without, the cardinal success in the schoolroom lies in holding version, adjustments and alterations made to the course of study and direction and other schoolroom activities. Learning Disabilities There are many definitions of larning disablements. However, the most use comes from Persons with Disability in Education Act ( IDEA ) . It defines larning disablements as assorted cognitive or psychological upsets that impede the ability to larn, particularly on that interferes with ability to larn math or develop linguistic communications accomplishments ( listening, reading, authorship, and talking ) ( IDEA 2004 ) . Some features of larning disablements are kids holding a shortages in the country of reading and written linguistic communication that can non do connexion with similar constructs in larning math ( can non link 3 + 5 = 8 when asked 5 + 8 peers ) , trouble in believing in consecutive or logical order, holding behaviours in the country of non being organized and losingss things. No 1 is precisely certain what causes larning disablements. Experts are non certain to the causes. The differences in how a personaa‚Â ¬a„?s encephalon plants and how it process information can be from encephalon harm, heredity, job during gestation and the environment the individual lives in. Presently there is a prevalence figure of 45.3 % of school- elderly kids in the United States classified as holding a specific acquisition disablement and have some sort of particular instruction support ( United States Office of Special Education, 2007a ) . Communication Disorders Communication Disorders is the address and linguistic communication upsets that relate country such as unwritten and motor map. It can be verbal, gestural or a combination of both. It revolves three constituents ; transmitter, message and receiving system. Language ( the system of symbols used to show and have significance ) is a factor in each component of the procedure ; address ( the systematic production of sound ) is a factor in verbal communicating. . Communication upsets include speech upsets of articulation, eloquence, and voice, and linguistic communication upsets. It may run from simple sound repeats, such as stuttering, to occasional misarticulation of word and complete inability to utilize address and linguistic communication communicating. A kid who is linguistic communication impaired should demo accomplishments in the primary linguistic communication that are below those expected for his/her chronological age. The prevalence of linguistic communication shortages in the school-age population in the United States is about 2.5 % . and 50 % of kids who receive particular instruction services from other disablements ( Hall et al. , 2001 ) . An apprehension of normal forms of linguistic communication acquisition is an of import portion of placing kids with linguistic communication upsets and developing redress plans for them. It besides involves testing, measuring, naming and doing appropriate arrangement determinations. Giftedness Gifted kids may demo outstanding abilities in a assortment of country including rational, academic aptitude, originative thought, leading and the ocular and executing humanistic disciplines. They besides show the ability to happen and work out jobs rapidly. The full development of the talented pupil depends on his or her environmental context, strong encouragement, and support from the household and societal groups ( Sydney Marland 1972 ) . Longitudinal surveies of talented kids indicated that most of them are healthy and good adjusted and achieve good into maturity, with some exclusions that are underperformers. Teaching cognitive schemes, job determination, job resolution, and creativeness are some features that particular plans focus on for talented pupils. Effective job determination and job work outing accomplishments depend on the individualsaa‚Â ¬a„? flexible usage of his or her cognition, construction and creativeness. In add-on, it depends on the capacity for divergent thought, a willingness to be different and strong motive. Underachievers have feeling of lower status, outlook of failure and low ego assurance. The prevalence of giftedness is about 10 % to 55 % of the school-age population of kids who are identified ( Gagne, 2003 ; Renzulli & A ; Reis, 2003 ) . To bring out the abilities of kids who come from cultural subgroups, particular designation methods and processs that depend less on anterior cognition and experience and more on logical thinking and originative thought are necessary. Children with physical and centripetal disabilities can be intellectually gifted, but frequently their abilities are undiscovered because pedagogues do non seek for their particular endowments. Double Diagnosis Fredericks Baldwin ( 1987 ) suggested that the term double diagnosing be used with great attention, mental wellness upsets is one disablement with secondary features turning out of the deficiency of environmental input that is from the centripetal disablement. Unfortunately, some kids with certain damages struggle in category and have behavior jobs. Often these conditions may be a consequence from holding to fight in category or emotional wellness that possibly cause by attending shortage upset ( ADD ) or Attention deficit/hyperactive upset ( ADHD ) . However, IDEA has a job in the figure of kids that qualify as a handicapped. Furthermore, Pinborough-Zimmerman, Satterfield, Miller, Bilder, Hossain and MaMohn ( 2007 ) findings confirm that 6.3 % of school aged kids were having address therapy services and co-concurring conditions like rational disablements, autism spectrum upset and emotional behaviour upsets. In the public school system the Numberss have a sedate deduction to supply indispensable service for these kids. Course of study There should be a distinction course of study to function all scholars, irrespective of ability, disablement, age, gender or cultural and lingual background. Curriculum should be modified suitably. First there should be alteration of larning disablements in the country of math, reading and linguistic communication. In communicating upsets the instructor should do certain she speak with pupils with damage the same manner he/she speak to the regular instruction pupils. The course of studies for talented pupils are lesson, assignments, and agenda alteration are lesson generated toward higher order of thought, content alteration, and promote group interaction. Some theoreticians besides suggest that course of study demand to be in footings of the acquisition environment. The cardinal characteristics of educating a kid with any disablement or upset is to concentrate on orienting the course of study in the countries of strengths, failings, demands, involvement, ability and feature of the kid. It is of import to understand the differences in order to indentify, buttocks, evaluate and rectify the pupil. Decision Finally, the of import of regular instructors and particular pedagogues are arm with the cognition, preparation and information in respects to disablements. Students with communicating upsets, giftedness, and besides any other learning disablements can larn and be successful in faculty members. Professional can fix course of study and appreciate the critical characteristics of services for particular need pupils. By modifying lessons for pupil and giving adjustments to these pupils with other schoolroom activities.

Family Planning - 2917 Words

Introduction Family planning is the planning of when to have children, and the use of birth control and other techniques to implement such plans. Other techniques commonly used include sexuality education, prevention and management of sexually transmitted infections, pre-conception counseling and management, and infertility management. Family planning is sometimes used in the wrong way also as a synonym for the use of birth control, though it often includes more. It is most usually applied to a female-male couple who wish to limit the number of children they have and/or to control the timing of pregnancy (also known as spacing children). Family planning may encompass sterilization, as well as abortion. The Centers for Disease Control†¦show more content†¦The Catholic Church teaches the necessity of responsible parenthood and correct family planning (one child at a time depending on ones circumstances), while at the same time teaching that large families are a sign of Gods blessings. It teaches that modern natural family planning, a method of fertility awareness, is in accord with Gods design, as couples give themselves to each other as they are. The RH bill intends to help couples to have government funded access to artificial contraception methods as well. Definition of Terms Presentation of Data A. Features of Family Planning Family planning includes all methods of birth control, from the pill to condoms, Intrauterine Devices (IUD), injectable hormonal contraceptives, and diaphragms, caps and spermicides. Depending on the area, family planning may also refer to methods used to terminate a pregnancy or possible pregnancy, such as abortion and emergency contraception. 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