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Human Capital Management – Retention red flags: How to Identify the Warning Signs?
Human Capital Management – Retention red flags: How to Identify the Warning Signs? 1200 800 HRSG

Retention is about maintaining talent and ensuring that the best individuals stay with the firm for as long as possible, it’s a vital part of human capital management. It is not only about making employees happy so they stay with the company by half-measures like gratitude.

For businesses of all sizes, problems with employee retention are a top priority. High employee turnover can have a negative impact on productivity, morale, the burden of other staff members, and the overall cost to the business in terms of time and money over time.  If or when the employee leaves it becomes difficult to replace the valuable member of the team. These employees must be retained and it should be made sure they are motivated.

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HR Professionals in Pakistan – Culture and Influence in the workplace: Collectivism vs Individualism
HR Professionals in Pakistan – Culture and Influence in the workplace: Collectivism vs Individualism 1200 800 HRSG

HR Professionals in Pakistan refers to the shared values, practices and codes of behavior of a set of individuals in totality. Within an organization,  it is the complex force that determines how people behave or act in different situations. Human resources from diverse cultures and backgrounds have an unavoidable impact on the corporate existence of any organization and its mission. Collectivism and Individualism are two invaluable modes of operating within an organization in order to attain optimum goals. In a rather fast growing and competitive economies, it is essential to strike an accurate balance by seamlessly shifting from one to another as per the need. Both the aforementioned cultures have their unique strengths and weaknesses, as discussed below.

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HR Professionals: Mistakes Managers Make that Drive their Employees Away
HR Professionals: Mistakes Managers Make that Drive their Employees Away 1200 800 HRSG

Managing employees is a special task that HR professionals must know to achieve their daily assigned tasks and targets. Also, it’s one of the biggest responsibilities in the workplace so managers should not apply the codes in office environments that drive their employees away.

Human Resource Professionals and Management Ethics

Most of the time HR professionals lack basic work ethics that drive their employees away and create a fussy environment among employees, which results in demotivation, disturbance, and mismanagement in the workplace.

Some of the basic work ethics that HR professionals in Pakistan should apply in their daily lives are provided below:

  • Lack of Appreciation:

Appreciation is the key to success, when HR professionals appreciate their employees, it motivates them to achieve higher goals whereas if they lack appreciation and ignore the hard work of their workers it discourages their inner self.

  • Avoiding Conflicts:

This is one of the biggest mistakes that Managers make and it should not be avoided in any case. When you avoid a conflict between your employees it creates hassle in teamwork that directly affects the goal to achieve the targets which results in an overall mishap that also damages the reputation of the workplace in front of partners in business.

  • Demotivation:

Demotivation comes from different sources of aspects managers do not directly Demotivate their employees but sometimes their actions do. For instance: Not reporting the employee’s good behaviour on higher levels or not acknowledging their efforts.

  • Everyone deserves a chance!

As a Human resource professional one must give enough chances to everyone to prove their capabilities on higher levels.

For instance: if there’s a big international award show that requires your employees to prove themselves on a bigger level as HR professionals you must give the chance to the deserving one not the favourite one.

  • Not Teaching New Skills:

As a team manager it’s your responsibility to teach younger new employees new skills that may give you fruitful results in coming times and will also bring more business to the company.

  • No Appropriate Increment:

Every employee must be given their deserving Increments according to company’s policy, and their work should be considered and appreciated. Otherwise, lack of appropriate Increment drives the employee away and creates trust issues between company and employee.

  • Not Giving Credits:

When an employee works well the manager should appreciate them and give them full credit for the hard work they put in. Also, the higher management and partners in business must know about the hardworking employees so the employees feel appreciated overall.

  • Overloading the Work:

Deadlines and work tasks should be set in a way that does not over burdernize a hardworking employee. If you overload the work on a specific person who is good at his work this may result in a tired and sad employee which is not good for a healthy work environment.

  • Exhausting Environment:

Workplace politics create an Exhausting Environment among employees and employees feel demotivated to do their daily tasks. Politics in the workplace can only be controlled by HR professionals if they are committed to their work sincerely.

  • Creating Misunderstandings through Micromanagement:

Often managers perform such acts that do not benefit any instead it creates a chaotic environment among employees.

For instance: giving brief to an employee and when he is done with his work you start pointing things unnecessarily.

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Top 5 Steps to be an Effective HR Professional – People Managing People
Top 5 Steps to be an Effective HR Professional – People Managing People 1200 800 HRSG

Human resource management is undoubtedly one of the most challenging tasks in the present time as organizational goals have become more complex and competitive. A diligent HR professional holds an integral place in managing the human resource entrusted in his/her domain and facilitating them to perform at an optimum level. This individual has to have a multi-tasked approach so as to be able to face unprecedented events such as harassment, conflicts amongst employees, sudden short-staffing, stress, pressure and creating a growth climate within the organization.

Below mentioned are the top 5 steps that can prove to be beneficial in effective human resource management:

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Understanding Labor Laws and Compliance Requirements in Pakistan: A Guide for HR Professionals
Understanding Labor Laws and Compliance Requirements in Pakistan: A Guide for HR Professionals 602 422 HRSG

The labor laws of Pakistan hold significant importance in regulating the relationship between employers and employees, ensuring equitable treatment and protecting workers’ rights. For HR professionals, comprehending these labor laws and compliance requirements is pivotal to managing human resources efficaciously and establishing a legally compliant workplace. Through this blog, we aim to delve into the fundamental facets of employment regulations in Pakistan, offering invaluable insights for HR professionals striving to align their workplace policies with the national labor laws.

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Recruitment and Selection Strategies

Recruitment And Selection Strategies For The Modern Workforce You Should Know
Recruitment And Selection Strategies For The Modern Workforce You Should Know 1000 686 HRSG

What is Recruitment?

Recruitment is finding, selecting, employing, and onboarding qualified job candidates. It is the most essential aspect of human resource management (HRM). The entire process must be managed by skilled HR managers. A company’s recruitment and selection strategies increase its attractiveness to prospective employees.

Workforce trends are constantly shifting. Workers’ requirements, that is, their behaviors, wants, and needs, have also evolved. Traditional business practices cannot be applied to today’s workforce.

Companies must understand these changes and effectively adjust their recruitment strategies. Finding the right fit for a job is the most complex and critical part of any selection process.

The following are some hiring strategies that businesses should consider:

Culture Fit

When a company has a job opening, it usually considers the skills a potential employee must have for that position. Identifying the organization’s values, communicating them in job postings, and evaluating them when hiring, on the other hand, are all equally important.

These can be assessed through online personality tests prior to an interview or during the interview process, in which a prospective candidate is asked about his or her work ethic, personality, and characteristics. They can then be matched to the values of the company.

Attractive Job Posting

Regarding the required skill set, many job openings in the labor market are similar to those you need. Because of the accessibility, candidates have a large number of postings to choose from.

The company must therefore make their job posting appealing by mentioning the benefits of working for them and the skills they require. The candidate must understand why working for your company is preferable to working for another.

Businesses today use applicant-tracking systems to organize, collect, and filter job applications. This software is designed to help and improve the recruitment process. Several applications are sorted and filtered following the company’s criteria, saving valuable time and labor with a single click. Those applicants who do not meet the job requirements are sent an automated generic response, and the employer can then focus on those applicants who do.

Interview Procedure

The interview should be thorough and assess the candidate’s capabilities so that the interviewer knows whether the candidate is a good fit for the organization by the end. The questions should be well thought out and capable of assessing the employees’ goals, skills, and behaviors.

The interview can be conducted via video conferencing with a candidate in a different city than the organization. This is a good way to reach a larger pool of prospective employees who may be a better fit but need help to travel for an interview.

The entire process should be a two-way communication in which the employer provides information about the company while questioning the employee. The candidate should know the opportunities available while working for the aforementioned organization.

In addition, they must leave the interview with a clear understanding of the company to know if they will work here.

Digital Platforms

Job postings on digital or social media platforms enable a company to reach a larger audience. Candidates who had not previously applied may be enticed by the perks, higher pay, and other opportunities that the company provides that their previous employer did not.

Online marketing will draw attention to the job opening and bridge the gap between the employer and the employee.

Company Reviews

Prospective employees can look for information and reviews from previous employees of the organization to which they want to apply. The shared experiences will allow the applicant to learn about the company’s culture, working hours, workload, increments, and overtime pay.

Positive feedback from a company will encourage more people to apply, and the company may be able to find the best suitable match during this process

Is Recruitment Easier Now?

There is no simple answer to this question. Although recruiters receive more talented applicants from all over the world, the process has become more competitive.

While selecting the best-suited candidate, companies must also demonstrate their value to the prospective employee, i.e., why the employee would be better off working with the future organization rather than their current one.

As a result, when the right person is hired, he or she becomes an asset to the company, benefiting both the selector and the selected.

Equal Employment Opportunity

What You Should Know About An Equal Employment Opportunity
What You Should Know About An Equal Employment Opportunity 800 449 HRSG

What Is Equal Employment Opportunity?

The concept of equal employment opportunity relates to the idea that everyone is treated equally. When hiring, firing, or promoting someone, they should be treated fairly regardless of age, gender, religion, race, ethnicity, or other characteristics.

Any job applicant who advocates his interests throughout all employment-related choices has a right to equal opportunities. Regardless of differences, everyone is subject to the benefits of employment, such as performance-based incentives and awards, as well as the penalties for poor behavior. This comprises:

  • Hiring
  • Recruitment
  • Termination
  • Leaves/ Absences
  • Sense of style/ dress
  • Employment conditions
  • Any perks, promotions or bonuses being offered
  • Demotions and disciplinary measures

Importance and Benefits

  1. Equal Employment Opportunity (EEO)  supports a diverse culture and eliminates any possible hurdles to advancement. Organizations with EEO standards succeed in attracting a diverse pool of employees. These individuals offer the company various cultures, cognitive processes, and skills, promoting a pleasant collaborative work environment. On the other hand, organizations that are inflexible and not particularly inclusive have a difficult time finding the right talent. Due to their restrictive recruiting procedures, businesses frequently lose money and time owing to lousy hiring judgments.
  2. A diverse workforce means the company can access a broader range of ideas, experiences, skills, and talents. This allows for the growth of innovation, especially if you run an IT company that relies on continuous innovation. This also allows teams to make decisions that are more informed and become more focused, solution-oriented, and ultimately more productive.
  3. Purposefully and comprehensively applied EEO policies help enhance employees’ morale. This is essential as it contributes to developing a positive reputation for the company. Creating an inclusive team of individuals paves the way for a tolerant, open, and accepting company culture. Furthermore, a company’s commitment and EEO practice standards earn them a good reputation in their industry, gaining them a competitive advantage.
  4. Commitment from the top of the company’s hierarchy is required for effective EEO implementation. Why is it so crucial? It is critical because upper management has ultimate control and resources to achieve such a significant organizational change. Commitment from them entails the development and adoption of inclusive EEO policies, which will eventually set the foundation for the rest company. If upper management does not back or support this cause, only surface-level actions will be taken, often resulting in failure.
  5. Training programs are critical to ensuring that EEO practices are effectively executed and implemented. Employee education through training and mentorship contributes to the strengthening of EEO policies. This helps them understand that all employees are equally valuable to the company. This assists in confronting unconscious biases and cultivates the seed of a supportive, accepting, and inclusive workplace with a diverse and positive culture. As a result, incorporating EEO standards that cannot be moved is the key to successfully disseminating such a culture.
  6. The clientele and customer base expertise equally each employee contributes to the company’s growth and earnings. It is a positive indicator since it offers the business a competitive edge and eventually helps it become the clients’ top pick. EEO is favorable and advantageous to them since it aids in achieving their ultimate goal, which is for them to be the clients’ first option, making that their primary motive for most businesses.

Final Words

To sum up, it is critical to recognize that everyone has a right to equal opportunity in the workplace. Yes, it is not easy to implement. It is much simpler said than done. However, since the goal is a crucial requirement of the hour, leaders must be able to move in that direction. This is due to the importance of fair employment practices in maintaining our sense of community. Especially since the financial hardship and employment, losses brought on by the pandemic still exist in the post-pandemic era. Humans must learn to be kind and think about one another rather than acting in a thoughtless and insensitive manner.

Many people experience gender, racial, sexual orientation, and nationality stereotypes to some extent. It is frequently essential to actively overlook the past to assess individuals objectively. The emphasis must be on creating a lively and upbeat work environment, seeing past differences, and putting out teamwork and communal efforts to pursue shared accomplishments.

Online Payroll Management

Online Payroll Management For Small Businesses
Online Payroll Management For Small Businesses 1024 682 HRSG

Payroll management is the process by which an employer pays wages to its employees. Show commitment to their workers, fulfill their obligations and correctly keep financial records. No matter where your employees or teams are located, payroll is completed accurately and on time. Online payroll management system automates the entire payroll calculation process.

Payroll Management – Traditional Approach  

Many small businesses used to manage their payroll system through traditional ways. Manual processing involves juggling paperwork and scrolling down spreadsheets to keep the records in the correct form. However, this approach requires security concerns, protecting the payroll information. Data misplacement, thefts, and record leaks are involved in this approach.

Daily paperwork leads to data misplacement, making it more challenging to manage the payroll. It leads to the ineffective data management of payroll.

The company goes through piles of papers consuming time and energy; hence, higher expenses are acquired. This happens because many resources are being utilized to process payroll manually. This leads to higher costs along the way, affecting the business’s bottom line gradually.

Payroll Management – Digitalized Approach

Small businesses have started to shift towards the digitalized payroll method. This is an effective payroll management system. Payroll software is much better than the traditional approach as it saves time and money. It has a quick payroll payout since it is 100% accurate, and all necessary calculations are done through a few clicks.

Online payroll management is a user-friendly system as it has 24×7 accessibility; hence it is flexible and customizable at all times. A digitalized payroll approach organizes a large sum of data, maintain accurate calculations, and minimizes errors.

This saves time and manpower, so the payroll system becomes more effective. This system enhances the speed and accuracy of payroll processing. It brings in on-demand reporting, improved data quality, and the ability to track the workforce.

A digitalized payroll involves automated processing and dealing with a large data volume. It has multiple benefits as well. This avoids errors, reduces payroll management time, and increases the team’s efficiency and productivity.

It has an integrated platform that deals with outsourcing which eases large-scale data processes. An online payroll system also protects the company data and keeps the payroll safe and secure.

Continuous changes, such as in labor and taxes, directly impact production. Having a digitalized payroll system automatically makes changes to the data.

Why Should Small Businesses Opt For An Online Payroll Management System?

An owner of a business can pay his/her workforce consistently. But time by time, keeping track of the paperwork and reports gets challenging. This makes it very time-consuming and makes them struggle to stabilize their business.

Small businesses opt for an online payroll management system to grow. This is a tangible and reliable human resource solution that helps them grow and help monitor their workforce.

It helps focus more on the overall impact on the firm’s growth. With effective payroll management, small businesses work towards their goals and aims. This increases HR’s efficiency and capacity. Effective payroll management allows businesses to keep track of their employee’s tax information.

It helps employees with their benefits and retirement information and handles employee information. This software tracks the paid time off and the workforce’s attendance.

Benefits of Payroll Software

Payroll software is a compatible and flexible system that saves time and cost with improved resource efficiency. Many businesses have started to use payslip management software rather than manually working on it. This software provides accurate data and analysis in a secure and easily accessible way. It calculates salaries and simplifies the deduction process, generating payslips and calculating holidays and bonuses.

Effective payroll management helps businesses save money since there is a reduction in data entry errors. This saves a lot of time. It allows the owners to focus on the business’s core competencies rather than investing most of their time doing payroll paperwork.

Having online payslip management, everything is done automatically, reducing the need to train employees to handle payroll records. It allows the HR team to focus on other business-related duties and keep tax information up-to-date.

Linking the attendance management system with payroll software makes it easier for small businesses. It automatically links the payroll HR system with the biometric time and attendance machine.

This helps maintain proper attendance records and makes payroll calculations simple as well. This includes sign-in to sign out as well as early leave, too late coming in and overtime.

All the records are easily maintained. Attendance reporting generates on-time reports using payroll data linked through the time and attendance machine. It calculates working hours data accurately. The report gives the firms an overview of the staff working and analyses their effectiveness and efficiency.

Outsourcing Payroll Management 

It is one of the most effective strategies for achieving successful payslip management and avoiding payroll mistakes. Many business owners outsource payroll activities to use their knowledge, expertise, and technologies.

One of the main advantages of hiring a dependable partner for payroll administration is that it frees the business from handling daily tasks. This helps focus on other corporate concerns while retaining efficient control over the procedure. Payroll outsourcing ensures professionalism, effective time management, and timely technological advancements while improving reporting and compliance.

what is tokenism

What Is Tokenism And How To Avoid Tokenism In Workplace
What Is Tokenism And How To Avoid Tokenism In Workplace 1062 480 HRSG

What is Tokenism in the Workplace?

Tokenism is when someone’s identity at work is used for the sole purpose of making an inclusive impression. Businesses need a diversified talent pool that includes employees of every color and gender, but they only recruit one of these individuals to iron out any flaws. Yet, a systematic problem can only be temporarily solved by hiring one person from a specific demographic.

Even though several studies have consistently demonstrated the advantages of inclusivity, tokenism occurs when an organization’s diversity goals are not deliberate and sincere. When a company acts radically differently to avoid criticism, it might not be.

If done correctly, diversity can create a much better work environment where all the employees’ differences are used wisely to enhance creativity and increase employee engagement and retention.

The Real Harm of Tokenism

Tokenism is risky for the entire organization as well as the individual. The imposter syndrome is the largest danger it poses to the employee. Once a person has continuous internalized dread of being caught as a fraud, they start to doubt their abilities, talents, and skills.

This psychological phenomenon frequently happens when a person feels enclosed or is alone in a crowded place. Larger issues like despair and anxiety could result because they will always be under pressure from others’ continual inspection.

In the bigger picture, it prevents organizational growth, when the tokenized employees are not a part of business strategies, they would feel unmotivated, and as a result, the company will not benefit from their strengths and skills.

How to Avoid Tokenism? 6 Proven Steps

  1. Diversity, just for the “Quota”

    Priority one for any organization should be its diversity objectives. Instead of focusing on the need for diversity when hiring, HR should take a holistic approach and consider the strengths of a possible employee.

    Instead of treating diversity like a checklist where you need to have a certain proportion of employees who identify as minorities, managers must discover ways to foster an inclusive culture across the board.


  2. Minorities to Become Spokespeople

    Please refrain from pressuring minorities to serve as spokespersons for their groups. The opportunity to speak on behalf of their ethnicity, culture, or religion is frequently given to token employees.
    Refrain from referring to the specific individual in any unfavorable terms. To avoid awkward situations, managers must ensure they are comfortable speaking as group spokespersons.


  3. Having Guest Speakers

    To educate the workforce on equality, inclusion, and diversity, the organization should host speakers who are experts in these fields. The company’s managers may search for individuals with experience dealing with marginalized groups.

    Those with experience working with multiple perspectives have a deeper understanding of the subject and can better involve all the different groups. They can also offer suggestions for the future, resulting in better plans.


  4. Consider Hiring Internationally

    The managers must hire from other nations to have a fully global mix of individuals. Instead of what happens when hiring locally, this would force them to choose the person with an open mind.


  5. Give Authority

    Minorities are manifestly underrepresented in positions of leadership in organizations. So, they are sometimes only present in meetings where important decisions are being made. Give the ‘token’ workers a seat at the table. Tokenism can be avoided if they are included in the decision-making process.


  6. Don’t Fake Diversity

    In most cases, it is seen that leaders present an impression of varied teams while they do not. Instead of making up facts about it, the corporation would do better to concentrate on diversity and maintain transparency.

How HRSG Can Help You to Avoid Tokenism?

HRSG has a reputation for trust, and as a reputable human resource service provider in Pakistan, our professionals make every effort to assist our clients in reaching their maximum potential. As a result, there is no need for tokenism or phony inclusivity; we as an organization believe in authenticity, and our services reflect that.

HRSG knows what is tokenism and can assist you in avoiding tokenism because we do not believe in its notion. Our practices are motivated by the conviction that great companies fly because of the combined potential of human talent and well-designed procedures and that is what our core focus is. Thus, you may completely rely on us in this regard and be at ease.

recruitment and selection strategies

16 Most Effective Recruitment And Selection Strategies
16 Most Effective Recruitment And Selection Strategies 883 511 HRSG

Any type of company recognizes the value of the recruitment and selection processes since they help select the best candidates for open positions. To achieve the strategic goals and objectives of the employees and the company, recruitment and selection are crucial processes in human resource management.  It is a process of identifying, vetting, shortlisting, and sourcing the best candidate for a certain post. The managers implement the tactics that are most useful for achieving the aims and objectives of the company. Understanding the procedures for hiring and selecting candidates, the variables influencing the methods, and how to make them work best are the key goals of the article.

What Is Recruitment

The process of choosing and recruiting a potential employee with the intention of filling a job inside a company is known as recruitment. The process of selecting the appropriate candidate at the appropriate time for the appropriate post.

What Is Selection

The best candidate for the job is chosen after a process of careful consideration. It is a thorough process in which the management conducts interviews with prospective workers and assesses their qualifications and skills considering the job position’s requirements.

What Are Recruitment And Selection Strategies

A company’s human resources are essential to its success. When carried out according to a certain strategy where the overall wellbeing of the corporation is taken into consideration, the occupations, functions, and all duties are completed in a proficient manner. Hence, it is essential to have a recruitment and selection strategy within the firm that ensures all kinds of responsibilities and tasks are given to people who are the greatest in their respective fields, skills, and abilities. The management also plans for the staff’s training.

16 Effective Recruitment And Selection Strategies

  1. Facebook, Twitter, Instagram, and LinkedIn are the social media platforms with the most reach for job postings in the modern era. Businesses can engage with possible applicants and routinely source personnel.
  2. If social media ads have a wider audience, they can reach more candidates. As you have the option to sponsor your job posts on all job sites, you can enhance the number of qualified candidates who view your job vacancies.
  3. The company can use passive hiring, in which they look for people who are already employed and aren’t looking for work right now. By doing this, you’ll demonstrate that you’re aware of their skills and are interested in working with them in the future.
  4. There is no bias present during the employment process because of the manner the interviews are handled. It is a two-way street; in addition to the interviewee, the employer is also scrutinized. So, keep in mind that you are seeking both professional qualifications and values alignment.
  5. The business must spend money on a system for tracking applications. This would enable significant time and cost savings. The posting of adverts and applicant tracking are both automated processes.
  6. The job description should be precise and clear. Also keep the requirements according to the company’s needs.
  7. The company can hold hiring events where they can recruit recent university grads. The best venues to look for new talents are educational institutions. For those looking for work in that profession, the organization can also host formal and informal activities.
  8. Using specialized job sites not only expands the candidate pool, but also makes a company more appealing to potential hires by fostering a secure and pleasant workplace.
  9. Involve the existing employees to help find new talent. Since they are already inside the system, they can tell better what skillset of specific traits are required for a job.
  10. Questions from candidates must be responded to first. To answer all their inquiries, you must first build a space online. On the business’s website, there may be both a list of frequently asked questions and live chat alternatives.
  11. The company must practice diversity to eliminate biases throughout the selection process. Ensuring DE&I gives out a clear message that your organization prioritizes the people most.
  12. There are always former workers who are willing to recommend you as a good workplace and who departed on good terms. Because of their increased experience and skill since leaving, they may also be rehired.
  13. A referral program that rewards and incentivizes employees for recommending qualified candidates will encourage employee referrals. As a result, your local application pool will grow, and team chemistry will generally improve.
  14. To complete the task, the organization may recruit HR professionals. This will provide them with the opportunity to discover the ideal fit from a professional standpoint.
  15. The best places to find potential applicants are at job fairs with plenty of attendees. Casual discussions regarding the subject can help one understand their own talent.
  16. Invest in a thorough data analytics system to determine the number of applicants, the number of interviewees, the origin of the top candidates, etc. The recruitment process will be improved over time by reviewing the procedure after each hire.

After successfully recruiting and selecting qualified people using the aforementioned strategies, it is critical to preserve and keep your company’s human resources. Hence, after selecting them, paying attention to their requirements is essential for keeping them. The company and its employees are a team, and they must collaborate to achieve greater success.

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