Notes

Q. Define HRD.

Ans. HRD Human Resources program create a team of well-trained, efficient and capable

managers and subordinates.

According to Peter F. Druker, "the prosperity, if not the survival of any business depends on the

performance of its managers of tomorrow".

Q. What is HRD?

Ans. Human Resource Development (HRD) means to develop available manpower through

suitable methods such as training, promotions, transfers and opportunities for career

development

Human Resource Development is a systematic approach to deal with issues related to

individual employees, teams and the organization.

Q.What do you mean by the Human Resource Development ?

Ans. HRD means building:

1. Competency in people

2. Commitment in people

3. Culture in the organization

Q. What are the functions of Human Resource Development ?

Ans.

1. Organization Development

2. Training & Development

3. Career Development

Q. Write a short note on :

Ans. 1 Organizational Development:

The process of improving an organization’s effectiveness and member’s well-being through the

application of behavioral science concepts

HRD plays the role of a change agent

2. Training & Development

Training – improving the knowledge, skills and attitudes of employees for the short-term,

particular to a specific job or task

e.g.,a) Employee orientation

b) Skills & technical training

c) Coaching

d) Counseling

Development – preparing for future responsibilities, while increasing the capacity to perform at

a current job

a) Management training

b) Supervisor development

3. Career Development

On going process by which individuals progress through series of changes until they achieve

their personal level of maximum achievement.

a) Career planning

b) Career management

Que. Discuss various value-anchored HRD Processes? How do they affect development of

an organization? Explain with suitable examples.

Ans. HRD concept is based on the value-anchored processes and systems.

Value-anchored HRD Processes

1. Individual: Individual is the basic constituent of an organization. All the behavioural

pattern and dynamisms emerge from individuals

Self-Management

Effectiveness

Competence Building

Leadership

2. Role: Role is a dynamic entity which involves the expectations of significant others and

self from the position of the role holder.

Competencies for job performance

Commitment

Motivation

Frustration,

Stress & Burnout

3. Teams: Work in organizations are performed through teams or groups.

Communication

Feedback

Conflict Resolution

Collaboration

Resource Utilization

4. Organization: A large number of HRD processes are organization related.

Organizational Climate

Self-Renewal

Impact

Organizational Change

Organizational Development

Q. Discuss the various HRD System & their Sub-System?

Ans. HRD SYSTEMS : HRD functions are carried out through its systems and sub systems.

HRD has five major systems and each of the systems has sub systems as elaborated below:

1. Career system: Career system ensures attraction and retention of human resources through

the following sub-systems.

Manpower planning

Recruitment

Career planning

Succession planning

Retention

2. Work system: Work-planning system ensures that the attracted and retained human resources

are utilized in the best possible way to obtain organizational objectives. Following are the sub

systems of the work planning system.

Role analysis

Performance plan

Performance feedback and guidance

Performance appraisal

Promotion

Job rotation

Reward

3. Development system: The human resources within the organization have to raise upto the

occasion and change accordingly if the organization wants to be in business.

Induction

Training

Job enrichment

Self-learning mechanisms

Potential appraisal

Succession Development

Counseling

Mentor system

4. Self-renewal system: It is not enough to develop individuals and teams in the organizations

but occasionally there is a need to renew the organization itself. Following are some of the sub

systems that can be utilized to renew the organization.

Survey

Action research

Organizational Development interventions

Organizational Retreats

5. Culture system: It is the culture that will give a sense of direction, purpose, togetherness, and

teamwork. Some of the culture building subsystems are given below:

Vision, Mission and Goal

Values

Communication

Get-togethers and celebrations

Task forces

Small Groups

6. Reinforcement System: Important motivating factor for people joining and continuing in an

organization in the work they get. Some of the building subsystems are given below:

Reward

High performance

Q. What are the aspects that essentials in cultural System?

Ans. Development of culture takes long time and its a complex process. The following aspects

deserve attentions:

Strong Corporate Identity

Developing important values

Building Healthy traditions and Practices

Communication:

Q. Write briefly about the Communication in culture System.

Ans. Communication is essential in Culture System

1. Upward Communication

Diffusion of routine information

Diffusion of Procedural information

Socialization

Job Related Information

Feedback on individual performance

Employee Development

2. Downward Communication

Management control

Feedback

Problem solving and involvement

3. Horizontal Communication

Experience Sharing

Problem Solving

Coordination

4. External Communication

Image Building

Credibility Building

Influencing

Q. Write an overview of changing HRD boundaries.

Ans. Some new initiatives have been included in HRD function

Reorganizing and restructuring

Managing mergers and acquisitions

Initiating and managing quality initiatives

Conducting a variety of surveys

Restructuring salary and reward systems

Enhanced emphasis on recruitment or placement

Introducing new technologies of training, including e-learning

Starting of corporate Universities and in-house training institutions

Introduction of 360 degree Feedback

Use of assessment centre and development centers for identifying, developing and

promoting talented individuals

Increased emphasis on mentoring and coaching

Increased emphasis on training of all employees

Emphasis on leadership and leadership development at all levels

Participating in strategy thinking

Improving Quality of work life

Write a short note on major human resource development strategies.

Human resource development (HRD) refers to an approach for managing the human resources of

an organization that emphasizes the importance of developing the basic capabilities to the people

employed by the organization, working as individuals as well as in groups. It can be contrasted

with the alternate approach that is limited to selecting the people with required capabilities and

motivating them so that they work and use their capabilities in the best interest of the company.

We can say that the acceptance and use of this approach to manpower management itself is a

major management strategy. Other aspect of HRD strategy specify the overall approach adopted

by the organization towards management of human resource. To qualify as an HRD strategy it

must put substantial stress on training and internal development of its employees, rather than just

evaluating their performance and capabilities and using such evaluations to take decisions on

recruitment, placement, promotions, and remuneration.

HRD strategy also requires use of long term manpower planning function. This is essential to

identify the future requirements of manpower quality and quantity, and to take manpower

development action to meet such requirements. This also implies much greater reliance on

internal promotion of people to fill vacancies at higher levels in the organization, rather than

through external recruitment.

Write a short note on HRD strategy model in human resources management

The human resources function in an enterprise is concerned with ensuring that an organization is

able to acquire, retain and use the human resources required by it effectively and efficiently. It is

now recognized that the most effective way of doing this is to follow the human resources

development (HRD) strategy. This strategy recognizes that human resources is an asset that is

capable of appreciating over time as people gain more experience and gain better knowledge and

skill by various means. Further HRD strategy just does not focuses on acquiring the right kind of

people from outside the organization but also lays a great emphasis in developing the skills and

capabilities of the persons employed by various means. This kind of development is aimed at

individual effectiveness as well as group effectiveness.

The HRD approach to human resources management improves the kind of human talents and

capabilities available in the organization, improves the motivation of people, and provides an

environment in which the people and groups are able to work more effectively. The better

individual development and more harmonious group working also improves the job satisfaction

of employees. In this way way HRM strategy also contributes to better retention of human

resources in the organization.

Training & Development

Training is a process of learning a sequence of programmed behaviour. It improves the

employee's performance on the current job and prepares them for an intended job.

Development not only improves job performance but also brings about the growth of the

personality. Individuals not only mature regarding their potential capacities but also become

better individuals.

Difference between Training & Development:

Training:

1. It's a short term process.

2. Refers to instruction in technical and mechanical problems

3. Targeted in most cases for non-managerial personnel

4. Specific job related purpose

Development:

1. It is a long term educational process.

2. Refers to philosophical and theoretical educational concepts

3. Managerial personnel

4. General knowledge purpose

Purpose of Training:

1. To improve Productivity: Training leads to increased operational productivity and

increased company profit.

2. To improve Quality: Better trained workers are less likely to make operational mistakes.

3. To improve Organizational Climate: Training leads to improved production and

product quality which enhances financial incentives. This in turn increases the overall

morale of the organization.

4. To increase Health and Safety: Proper training prevents industrial accidents.

5. Personal Growth: Training gives employees a wider awareness, an enlarged skill base

and that leads to enhanced personal growth.

Steps in Training Process:

1. Discovering or Identifying Training needs: A training program is designed to assist in

providing solutions for specific operational problems or to improve performance of a

trainee.

o Organizational determination and Analysis: Allocation of resources that relate

to organizational goal.

o Operational Analysis: Determination of a specific employee behaviour required

for a particular task.

o Man Analysis: Knowledge, attitude and skill one must possess for attainment of

organizational objectives

2. Getting ready for the job: The trainer has to be prepared for the job. And also who

needs to be trained - the newcomer or the existing employee or the supervisory staff.

3. Preparation of the learner:

o Putting the learner at ease

o Stating the importance and ingredients of the job

o Creating interest

o Placing the learner as close to his normal working position

o Familiarizing him with the equipment, materials and trade terms

4. Presentation of Operation and Knowledge: The trainer should clearly tell, show,

illustrate and question in order to convey the new knowledge and operations. The trainee

should be encouraged to ask questions in order to indicate that he really knows and

understands the job.

5. Performance Try out: The trainee is asked to go through the job several times. This

gradually builds up his skill, speed and confidence.

6. Follow-up: This evaluates the effectiveness of the entire training effort

Discovering or Identifying Training Needs -> Getting Ready for the job -> Preparation

of Learner (Creating desire) -> Presentation of Operation & Knowledge ->

Performance Try out -> Follow up and Evaluation

Training Techniques:

An effective training fulfills the following criteria:

1. Adaptation of the technique/method to the learner and the job

2. Provides motivation to the trainee to improve job performance

3. Creates trainee's active participation in the learning process

4. Provide knowledge of results about attempts to improve

Development

Management development attempts to improve managerial performance by imparting

1. Knowledge

2. Changing attitudes

3. Increasing skills

The major objective of development is managerial effectiveness through a planned and a

deliberate process of learning. This provides for a planned growth of managers to meet the future

organizational needs.

Development Process:

1. Setting Development Objectives: It develops a framework from which executive need

can be determined.

2. Ascertaining Development Needs: It aims at organizational planning & forecast the

present and future growth.

3. Determining Development Needs: This consists of

o Appraisal of present management talent

o Management Manpower Inventory

The above two processes will determine the skill deficiencies that are relative to the future needs

of the organization.

1. Conducting Development Programs: It is carried out on the basis of needs of different

individuals, differences in their attitudes and behaviour, also their physical, intellectual

and emotional qualities. Thus a comprehensive and well conceived program is prepared

depending on the organizational needs and the time & cost involved.

2. Program Evaluation: It is an attempt to assess the value of training in order to achieve

organizational objectives.

The Development process can be pictorially represented in a Flowchart as below:

Setting Development Objectives -> Ascertaining Development Needs -> Determining

Development Needs -> Conducting Development Program -> Program Evaluation

Q.1) Define Human resource development? Roles responsibility and functions in an organization

and its importance?

DEFINITION:

Human Resource Development (HRD) is a frame work for helping employees, develop their

personal and organizational skills, knowledge and abilities. Human Resource Development

includes such opportunities as employee training, employee career development, coaching,

succession planning, key employee identification, tuition assistance and organizational

development.

Role of Human Resource Development :

•Human Resource Development reinforce the executive Skills by marketing people aware about

the skills required for job performance and by outlining performance standards.

•It uploads career planning and ensure all around growth of employees.

•It makes utilization of manpower by employing right man to right job at right time.

•It is two ways process and establishes congenital growth of employees.

•It is action oriented. Employee’s contributions are rewarded handsomely.

•It facilitates human resource planning and control by maintaining update data about the

manpower for present and future use.

•It fights resistance to changes and employees become accommodating and willing to accept the

change.

It brings about an atmosphere of mutual trust and confidence leading to overall better

performance.

•It maintains transparency in administration.

•It encourages people to show innovation while solving problems and also take calculated risks.

Responsibilities of Human Resource Development:

•Fairness in the workplace:

One important managerial responsibility is making sure that all managers and staff apply

personnel policies on a day-to-day basis and distribute tasks and responsibilities fairly and

equitably among employees. When developing an integrated human resource management

system, you should review your organization's job classifications and related salary scales to

ensure that salaries are appropriate to the level of responsibility and are competitive when

compared with local economic conditions.

• Setting Work Priorities

The job description provides the supervisor with a starting place in developing a work plan with

the employee.

Encouraging Good Performance:

A work planning and performance review system can improve individual staff performance and

increase staff motivation.

•Providing Meaningful Work:

Communicating to employees that their work matters is an important element in an HRD

strategy. Engaging in systematic planning and taking steps to make sure that people's day-to-day

work directly supports the priorities of the organization is critical to meeting your organization's

objectives.

•Staff Development Responsibility: 

A well-managed program of training and staff development can broaden the skills and

competencies of staff and reap many pay-offs.

Functions of Human Resource Development:

• Develop a HR philosophy for the entire organization and get the top management committed to

it openly and consistently.

• Keep inspiring the line managers to have a consistent desire to learn and develop.

• Constantly plan and design new methods and systems of developing and strengthening the

HRD climate.

• Be aware of the business/social/other goals of the organizations and direct all their HRD effort

to achieve these goals.

• Monitor effectively the implementation of various HRD subsystems.

• Work with unions and associations and inspire them.

• Conduct human process research, organizational health surveys and renewal exercise regularly.

• Influence human resource policies by providing necessary inputs to the human resource

development/top management

Importance of HRD

Human Resource is the most Important and vital Factor of Economic Development or it can be

said that humans are the agents of development.

1) Country Develops if The Human Resource is Developed:

To enhance economic development the state constructs roads, buildings bridges, dams, power

houses, hospitals, etc. to run these units doctors, engineers, scientist, teachers, are required.

2) Increase in Productivity :

The batter education, improved skills, and provision of healthy atmosphere will result in proper

and most efficient use of resources (non-natural & natural) which will result in increase in

economic production.

3) Eradication of Social and Economic Backwardness:

Human Resource development has an ample effect on the backwardness economy and society.

 4) Entrepreneurship Increase:

Education, clean environment, good health, investment on the human resource, will all have its

positive effects. Job opportunities would be created in the country.

5) Social Revolution:

Because of Human Resource development the socio economic life of the peoples of a country

changes drastically.

Q.2) What are the various techniques of job design? What are the various methods of job

evaluation (in brief)?

Definition :It is the process of deciding on the content of a job in terms of its duties, on the

methods to be used in carrying out the job, in terms of techniques, systems and procedures and

on the relation between the employees.

Techniques of job design are as follows:

(1)Job simplification: 

In the job simplification technique the job is simplified. A g iven j ob i s d iv ided i n to

sma l l sub -pa r t s and each pa r t i s a s s i gned t o different individuals.

(2) Job Enlargement:

Job enlargement is a horizontal expansion of job tasks; that is, the worker is assigned more tasks

at the same general skill level.

(3)Job Enrichment :

It involves vertical expansion of a job’s responsibilities and skills. It may mean that a production

worker is involved in the design of the product or production process, is responsible for her own

quality testing, handles customer complaints, or deals directly with suppliers. Vertical expansion

of the job necessitates greater training and empowerment of line workers.

(4) Job Rotation:

Job rotation can be used to make work more interesting while exploiting the efficiencies of

narrowly defined, repetitive jobs is to have employees work in teams and exchange jobs on a

periodic basis.

(5) Autonomous or Self-Directed Team:

A self – directed work team is a group of committed employees who are responsible for a

‘whole’ work process or segment that delivers a product or service to an internal or external

customer.

(6) High-Performance Work Design:

It is a means of improving performance in an environment where positive and demanding goals

are set. It starts from the principle of autonomous group working and develops an approach

which enables groups to work effectively together in situations where the rate of innovation is

high.

Job Evaluation

Definition

Job Evaluation may be defined as “an attempt to determine and compare demands

which the normal performance of a particular job makes on normal w o r k e r s w i t h o u t

t a k i n g i n t o a c c o u n t i n t o t h e i n d i v i d u a l a b i l i t i e s o r    performance

of the workers concerned.

Objectives of Job Evaluation

The major objectives of job evaluation are to help management achieve:

1.Equitability of wage structure within the firm, and

2 . C o n s i s t e n c y o f t h e f i r m ’ s o v e r a l l w a g e s t r u c t u r e w i t h t h a t o f t h e

industry in which the firm operates.

Job evaluation methods are of two categories – non analytical and analytical

 Non-Analytical Methods:

- These methods make no use of detailed job factors. Each job is treated as a whole in

determining its relative ranking.

Ranking Method

Job – Grading Method

 Analytical Methods: -

Point Ranking Method

Factor Comparison Method

 Ranking Method:

Job – Grading method:

This method does not call for a detailed or quantitative analysis of job factors. It is based on the

job as a whole. Under this method the number of grades if first decided upon and the factors

corresponding to these grades are then determined. Facts about jobs are collected and are

matched with the grades, which have been established. The essential requirements of this method

are to frame grade descriptions to cover discernible differences in degree of skill, responsibility

and other job characteristics. Job grades are arranged in the order of their importance in the form

of a schedule. The lowest grade may cover jobs requiring greater physical work under close

supervision, but carrying little responsibility. Each succeeding grade reflects a higher level of

skill and responsibility, with less and less supervision. More job classification schedules need to

be prepared because the same schedule cannot be used for all types of jobs.

Point Ranking Method:

This system starts with the selection of job factors, construction of degrees for each factor, and

assignment of points to each degree. Different factors are selected for different jobs, with

accompanying differences in degrees and points. The range of grades and scores is also

predetermined- for example, from 210 to 230 points, the 5th grade; 231 to 251 points the 6th

grade and so forth. A given fob is placed on a particular grade, depending on the number of

points it scores.

Factor Comparison Method: Under this method one begins with the selection of factors

usually five of t h e m - m e n t a l r e q u i r e m e n t s , s k i l l r e q u i r e m e n t s ,

p h y s i c a l e x e r t i o n , responsibility and job conditions. These f a c to r s a r e

a s sumed t o be cons t an t f o r a l l t he j obs . Each f ac to r i s ranked individually with

other jobs.

F o r e x a m p l e – a l l j o b s m a y b e c o m p a r e d f i r s t b y t h e f a c t o r ‘ m e n t a l

requirements’. Then the skills factor, physical requirements, responsibility and

working conditions are ranked. Thus a job may rank near the top in skills but low in physical

requirements. The total point values are then assigned to each factor. The worth of a job is then

obtained by adding together all the point values

a) Job rotation:

Job rotation involves movement of trainee from one job to another. The trainee receives job

knowledge and gains experience from the supervisors or trainers in each of different job

assignment. This method gives on opportunity to the trainee to understand the problems of

employees on other  jobs and respect them.

 b) Coaching:

In coaching superior plays an active role in training the subordinate by assigning him challenging

tasks. The superior acts as a coach in training the subordinate by assisting and advising him to

complete the assigned task.

c) Job instruction:

This method is known as training through step by step. Under “ “trainer explains trainee the way

of doing job, job knowledge and skills and allows him to do the job. The trainer appraises the

performance of the trainee, provides feedback information and corrects the trainee. The process

or the steps under job instruction method are as followsStep1: Prepare the employee for

instruction. Put him at ease. Explain the job and its importance. Get him interested in learning

the job. Step 2: Present the job. Follow your breakdowns. Explain and demonstrate one step at a

time – tell why and how? Stress key points. Instruct clearly and patiently. Give everything you

will want back, but no more. Step 3: have him do the job. Have him tell why and how and stress

key points. Correct errors and omissions as he makes them. Encourage him. Get back everything

you gave him in the step 2. Continue until you know he knows. Step 4: Follow through. Put him

on his own. Encourage questions. Check frequently. Let him know how he is doing. If the learner

has not learnt, correct him and teach him repeatedly. 

d) Committee assignment:

Under committee assignment group of trainers are given and asked to solve an actual organizational problems. The trainee solves the problem jointly. It develops teamwork

B) OFF THE JOB TRAINING:

Under this method of training, trainee is separated from the job situation and his attention is focused upon learning the material related to his future job performance. Since the trainee is not distracted by the job requirements, he can place his entire concentration on learning the job rather than spending his time in performing it. Off – field job training methods are as follows:

1) C la s s room me thod :Classroom method for training personnel includes lectures, discussions, role-playing and case study.a)  Lectures:It is common method to impart facts, concepts, principles etc to a large group at one time. The main advantage of lectures is that it can be used for a very large group at one time and there is low cost per trainee. b)  Discussion:Combining lectures with discussion eliminate the limitation of one-way communication. In this method the trainees interact with the lecturer and any doubts or misunderstanding of the concept and principles are cleared.c) Case study:In this technique, an actual or hypothetical problem is presented to a training group for discussion and solution. It is important to note that the problem is presented in cases is usually do not have a single solution, but narrow mindedness of trainees is reduced as problem-solving ability is increased.

2) Vestibule training:

In this method, actual work conditions are simulated in the classroom. Material, files and equipments those are used in actual job performance are also used in training. This type of training is commonly used for training personnel for clerical and semi-skilled jobs. The duration of this training ranges from days to a few weeks.

3) Committee conference:Committees can be a method of training. The junior members of the committee can learn from the discussion and interaction with the senior member of the committee. The senior member can also learn from the opinions and views expressed by the junior members. Committees can serve the purpose of developing good social relations. In the case of conference, group discussions and the meetings are held to discuss various issues and to provide solutions to various problems. The chairperson leads the discussion and then the participants attempt to provide solutions. The conferences act as a group interaction and exchange of views and idea. It reshapes thinking and attitudes of the participants.4) Reading, television and video instructions:Planned reading of relevant and current management literature is one of the best methods of management development. It is essentially a self-development programme. A manager may be aided by training department, which often provide a list of valuable books. Also there are television programme that are features towards management development. Videotapes are also available whereby important managerial discussions, debates and talks can be viewed and listened.5) Role playing:It is defined as a method of human interaction that involves realistic behavior in imaginary situations. This method of training involves actions, doing and practice. The participants play the role of certain characters, such as production manager, mechanical engineer, superintendents, maintenance engineers, quality control inspectors, foreman, workers and the like. This method is mostly used for developing interpersonal interactions and relations.

T R A I N I N G P R O C E D U R E / P R O C E S S O F TRAINING:-

 Every company has a specific training procedure, depending upon its requirements. PROCESS/PROCEDURE OF TRAINING Determining training need of employeeSelect a target group for trainingPreparing trainersDeveloping training packagesPresentationPerformanceFollow up

1.Determining training needs of employee :-

In the very 1st step of training procedure, the HR department, identifies the number of people requiring training, specific area in which they need training, the age group of employee, the level in organization etc. in some cases the employee may be totally new to the organization. Here the general introduction training is required. Some employees may have problems in specific areas; here the training must be specific. This entire information is collected by HR department.2. Selecting target group :-Based on information collected in step 1 the HR department divides employee into groups based on the following.

Age group of the employee to be trained The area in which training is required Level of the employee in the organization The intensity of training etc.

3. Preparing trainers :-Once the employees have been divided into groups, the HR department arranges for trainers. Trainers can be in house trainers or specialized trainers from outside. The trainers are given details by HR department, like number of people in the group, their age, their level in organization, the result desired at the end of training, the area of training, the number of days of training, the training budget, facilities available etc.4.Preparing training packages :-Based on the information provided by trainers, he prepares entire training schedule i.e. number of days, number of sessions for each day, topics to be handled each day, depth of which the subject should be covered, the methodology for each session, the tests to be given foe each session, handout/printed material to be given in each session etc.5.Presentation :-On the first day of training program the trainer introduces himself and specifies the need and objective of the program. This is done so that employees get the right idea about the objectives. He then actually starts the program. The performance of each employee is tracked by the trained and necessary feedback is provided.6.Performance :-At the end of training program the participants reports back to their office or branches. They prepare report on the entire training program and what they have learned. They the start using whatever they have learnt during their training. Their progress and performance is constantly tracked and suitable incentives are given if the participant is able to use whatever he has learnt in training.7.Follow up :-Based on the employee performance, after training, the HR department is able to identify what is exactly wrong with training program and suitable correction is made in the training programme in the future.

Q.7)Difference between training and development? Explain any five methods of Management

development program?

Difference between training and development:

Training Development

Nature Tangible in nature. Training is

more specific, job related

information

Intangible in nature. Development

is more general in nature esp at the

top level management.

Improvement Training is important as

technology is improving and

constantly changing

Dev. Is important to adapt to new

technology and adapt to changing

patterns in the organization.

Skills Deals with non-human skills Deals with human skills

Directed towards Directed at operative employees

and relates to technical aspects

Directed at managerial personnel to

acquire conceptual and human skills

Methodology Greater emphasis on ON-JOB

methods

Greater emphasis on OFF-JOB

methods

Frequency Training is less frequent, done at

the inception of job and

subsequent stage of the job.

Training is more frequent and

continuous in nature

Who imparts Mostly supervisors Supervisors, external experts and

self

Relevance Training is of more relevance at

junior level

Development is of higher relevance

to middle and senior levels.

Cost involved Less expansive More expansive

Duration Usually training courses are

designed for short term

Broader long term education for a

long term.