Heema Solanki

How to handle New Joinee employee ? 01- When new joinee employee comes in company for Joining we should be meet at the main gate with welcome pleasure also support to new candidate for entry procedure. 02- The Recruitment team members should be meet with the new candidate in meeting room also provided water and Tea or others refreshment. 03- During the refreshment we should talk with him as a family members and feel free ask any problem while you have came. 04- We should be plan a General meeting with the management only for 10 Minutes in this meeting from recruitment team a member should be present with the candidate. 05- As per company policy we should be provide Joining or welcome kit for new joinee candidate and his joining detail should be shared with the management also paste in the notice board. 06- We Should be arrange breakfast and lunch and refreshment during Induction training also training procedure should be interesting. 07- We should not be leave him alone during Induction training also provided him tea two times during Induction training in the training hall. 08- We should be sent him in his department in his department head office after completing induction training. 09- We should be support to new candidate for room arrangement also transporting arrangment , food arrangment etc. 10- We should be meet with him in daily basis till the 07 days after 07 days we should be meet him in a week till the one month. 11- After the complete one month we should be arrange a new joinee meet with the management also award to new joining who have done good performance with in a month. 12- Ask for new candidate what should be do for best work culture and best for Quality work also best product and best team management. New Joinee will be become manager in the future time.

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Urgent Need for "HR Generalist" Required Qualification- LLB Required Experience- 5-10 years CTC- As per Industry Standards Location- Gajraula share resume on [email protected] Job description The HR Generalist resolve day-to-day transactional issues related to HR process as - Compliances (employees and contract labour), career development, Grievance Redressal (internal external), employee life cycle, counseling to concern employees and run the disciplinary actions. In this capacity, the candidate will manage and resolve complex employee-relations issues Provide process stewardship for HR processes such as performance management, compensation planning, Talent and succession planning, build people capability, Performance Improvement Plan (PIP), employee engagement etc Governance of Welfare Committee, Canteen Committee, Proceeding of ICC, Women Council and other provisions of various laws. Execution of people plan for the business and its various departments taking into account the wider HR agenda and any specific people issues that may be existent within the business. Support stakeholders/managers. MIS Employee Life Cycle Management: To capture different trends and metrics in partnership with other HR teams in order to develop and enhance site specific solutions, processes, and programs that address current problems and also to avoid future ones . Assists in the measuring, validating, testing and reporting of different metrics that are useful for the business leaders to assess and drive various management initiatives. How you will spend your day Working on the plan for the business in order to guarantee that resources are managed optimally. Employee Life Cycle Management. Addressing Grievances: Devise different platforms and tools for proactively capturing the employee grievance and resolving it effectively. Ensuring conducive work environment and cordial Employee Relations. To monitor the compliance status under various acts, SOPs Collaboration: Actively participates in departmental meetings and contributes to the formulation of solutions for business-wide challenges. Also to work collaboratively with departmental heads of different functions and assisting them in understanding of compensation and rewards programs, training and development programs, and aiding in the indoctrination of proper management and communication practices. Knowledge and Opportunity: The HR Generalist has an obligation to maintain an in-depth knowledge of the legal requirements, internal and external, related to the day-to-day management of employees within the business, reducing legal risks, guaranteeing regulatory compliance, and most importantly enabling employee satisfaction and retention.

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Urgent Need for "HR Generalist" Required Qualification- LLB Required Experience- 5-10 years CTC- As per Industry Standards Location- Gajraula share resume on [email protected] Job description The HR Generalist resolve day-to-day transactional issues related to HR process as - Compliances (employees and contract labour), career development, Grievance Redressal (internal external), employee life cycle, counseling to concern employees and run the disciplinary actions. In this capacity, the candidate will manage and resolve complex employee-relations issues Provide process stewardship for HR processes such as performance management, compensation planning, Talent and succession planning, build people capability, Performance Improvement Plan (PIP), employee engagement etc Governance of Welfare Committee, Canteen Committee, Proceeding of ICC, Women Council and other provisions of various laws. Execution of people plan for the business and its various departments taking into account the wider HR agenda and any specific people issues that may be existent within the business. Support stakeholders/managers. MIS Employee Life Cycle Management: To capture different trends and metrics in partnership with other HR teams in order to develop and enhance site specific solutions, processes, and programs that address current problems and also to avoid future ones . Assists in the measuring, validating, testing and reporting of different metrics that are useful for the business leaders to assess and drive various management initiatives. How you will spend your day Working on the plan for the business in order to guarantee that resources are managed optimally. Employee Life Cycle Management. Addressing Grievances: Devise different platforms and tools for proactively capturing the employee grievance and resolving it effectively. Ensuring conducive work environment and cordial Employee Relations. To monitor the compliance status under various acts, SOPs Collaboration: Actively participates in departmental meetings and contributes to the formulation of solutions for business-wide challenges. Also to work collaboratively with departmental heads of different functions and assisting them in understanding of compensation and rewards programs, training and development programs, and aiding in the indoctrination of proper management and communication practices. Knowledge and Opportunity: The HR Generalist has an obligation to maintain an in-depth knowledge of the legal requirements, internal and external, related to the day-to-day management of employees within the business, reducing legal risks, guaranteeing regulatory compliance, and most importantly enabling employee satisfaction and retention.

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Key Takeaways from the certification: 1 Employee Branding 2 Market Trends 3 How culture fit creates impact on hiring 4 Understand the candidate requirement #humanresource #HR #certification #Hirist

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Teva is hiring for HR Generalist / Welfare Officer for Gajraula Location. Qualification : MSW/LLB/MBA/PGDM in HR Specialization Experience : 5+years in HR(IR/ER) Email your CV on:[email protected] Direct Link to apply: https://lnkd.in/dARcx7cB Job Description: The HR Generalist resolve day-to-day transactional issues related to HR process as - Compliances (employees and contract labour), career development, Grievance Redressal (internal & external), employee life cycle, counseling to concern employees and run the disciplinary actions. In this capacity, the candidate will manage and resolve complex employee-relations issues Provide process stewardship for HR processes such as performance management, compensation planning, Talent and succession planning, build people capability, Performance Improvement Plan (PIP), employee engagement etc Governance of Welfare Committee, Canteen Committee, Proceeding of ICC, Women Council and other provisions of various laws. Execution of people plan for the business and its various departments taking into account the wider HR agenda and any specific people issues that may be existent within the business. Support stakeholders/managers. MIS & Employee Life Cycle Management: To capture different trends and metrics in partnership with other HR teams in order to develop and enhance site specific solutions, processes, and programs that address current problems and also to avoid future ones . Assists in the measuring, validating, testing and reporting of different metrics that are useful for the business leaders to assess and drive various management initiatives. Working on the plan for the business in order to guarantee that resources are managed optimally. Employee Life Cycle Management. Addressing Grievances: Devise different platforms and tools for proactively capturing the employee grievance and resolving it effectively. Ensuring conducive work environment and cordial Employee Relations. To monitor the compliance status under various acts, SOPs Collaboration: Actively participates in departmental meetings and contributes to the formulation of solutions for business-wide challenges. Also to work collaboratively with departmental heads of different functions and assisting them in understanding of compensation and rewards programs, training and development programs, and aiding in the indoctrination of proper management and communication practices. Knowledge and Opportunity: The HR Generalist has an obligation to maintain an in-depth knowledge of the legal requirements, internal and external, related to the day-to-day management of employees within the business, reducing legal risks, guaranteeing regulatory compliance, and most importantly enabling employee satisfaction and retention. Other Duties: Performs similar duties as he may deem necessary for the proper execution of his duties, or duties delegated to him / her.

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🚀 HR in 2024: Transforming the Workplace for a New Era 🚀 HR in 2024 is about driving growth, innovation, and a thriving culture. Here’s a look at the key trends shaping the workplace: 1. Data-Driven HR 📊 HR is leveraging data to make smarter decisions on recruitment, retention, and employee development, ensuring an agile and competitive workforce. 2. Personalized Employee Experiences 🎯 Employees want tailored training, benefits, and career paths. HR is using tech to provide customized experiences that boost engagement. 3. Leadership Development 🚀 HR is investing in future leaders with mentorship and adaptive programs to help them thrive in a changing world. 4. Flexibility at Work 🌱 Flexibility is key, but hybrid work isn’t always ideal. While flexible hours are great, working from the office often enhances collaboration and company culture. 5. Sustainability and Social Responsibility 🌍 HR is leading the charge in promoting eco-friendly practices and purpose-driven initiatives that align with employee values. 6. Continuous Feedback & Recognition 💬 Annual reviews are out. Real-time feedback and recognition are in, keeping employees motivated and aligned with goals. HR is evolving to create more innovative, flexible, and people-centric workplaces. Let’s continue to empower individuals and drive success. #HRTrends #EmployeeExperience #Leadership #FlexibleWork #DataDrivenHR #Sustainability #ContinuousFeedback #PurposeDrivenWorkplaces

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100 Days 100 HR Thoughts Day 9 of 100 Days Data-Driven Decisions Create More Effective HR Strategies HR analytics allows us to move from reactive to proactive in our strategies. By leveraging data, we can make informed decisions on hiring, retention, performance, and employee satisfaction. Data tells the story of our workforce—let’s use it to drive meaningful change and build a stronger, more efficient organization. #HR #HRAnalytics #Leadership #DataDriven #WorkplaceCulture

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HR Transformation made SIMPLE - Skills with Innovation mindset where Machine led People centric solutions Lead Excellence Execution

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#Designation : #ManagementTrainee ( Medical Affairs ) #RequiredExperience - #Fresher #EducationQualifications - #Doctor of Pharmacy or B. Pharm #Location: #Ahmedabad Relevant and #interested candidates share their resume with below details on [email protected] #productexecutive #productmanager #productspecialist #pharmaproduct #drugpromotion #pharmaceuticalsales #DPharm #pharmacy #pharmacist #pharmaceuticalknowledge #pharmaceuticalexpertise #drugdiscovery #drugdevelopment

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Hi Connections Good Afternoon Greetings from RAMSOL #Hiring #Sr.Manager/AVP-Finance&Accounts Years of Experience: 15+ Years Location: Gurgaon Mode of Work: Work from Office Notice Period: Immediate or 30 days Key Responsibilities: Financial Leadership: • Led the finance and accounts team, providing guidance, training, and support. •Develop and implement financial strategies, policies, and procedures. •Oversee the preparation and analysis of financial statements, ensuring accuracy and compliance. •Develop and maintain robust internal controls to safeguard assets and ensure financial integrity. Accounting and Auditing: •Supervise all accounting operations including Billing, A/R, A/P, GL, Cost Accounting, Inventory Accounting, and Revenue Recognition. •Manage internal and external audits, ensuring thorough preparation and coordination. •Ensure compliance with accounting standards and regulatory requirements. •Knowledge of Accounting Standards and applications of US GAAP, IFRS, IndAS, and Indian GAAP. •Provided Technical Accounting guidance to the Team members or Clients based on the above GAAP standards. Budgeting and Forecasting: •Lead the budgeting process, including the preparation of annual budgets and periodic forecasts. •Monitor budgetary performance and provide detailed variance analysis. •Present financial forecasts and strategies to senior management and stakeholders. Financial Reporting: •Prepare comprehensive financial reports and presentations for executive management and board meetings. •Ensure timely and accurate reporting of financial performance. •Prepared Financial Models and analytics. Strategic Planning: •Collaborate with senior leadership to drive financial planning and strategic decision-making. •Identify financial risks and opportunities, providing actionable recommendations. •Evaluate and improve financial processes to enhance efficiency and effectiveness. Communication and Collaboration: •Act as the primary financial liaison across departments, ensuring clear and effective communication. •Engage with external stakeholders, including auditors, regulatory bodies, and financial institutions. •Mentor and develop finance staff, fostering a collaborative and high-performance culture. Qualifications and Skills: •B.Com, CA-Inter, CMA – Inter/Final, M.Com, MBA-Finance or equivalent. •Completed Articleship under a recognized firm preferred. Professional Experience: •Minimum of 15 years of progressive experience in accounting, auditing, and financial management. •Proven leadership experience in a similar managerial role, preferably in a mid-sized to large organization. Technical Skills: •Proficiency/knowledge in accounting software (e.g., SAP, Oracle, QuickBooks, NetSuite). •Strong command of MS Office Suite, especially Excel, Word, and PowerPoint. #Accounting #Financialstatments #Budgeting #Auditing Interested candidates can share their Resume to [email protected]

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An amazing HR team needs a mix of interpersonal, strategic, and technical skills to effectively manage the diverse responsibilities of human resources. Here are 2 key skills required: 1. Communication Skills • Why it’s Important: HR professionals must clearly communicate policies, procedures, and feedback to employees and management, while also listening actively to employee concerns. • Key Aspects: Strong verbal and written communication, active listening, empathy, and clarity. 2. Adaptability and Flexibility • Why it’s Important: The HR landscape is constantly evolving, from new employment laws to shifts in workplace culture. Being adaptable helps HR teams manage change effectively. • Key Aspects: Openness to change, ability to learn new skills, and agility in handling unforeseen What are your thoughts on this ?

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#urgenthiring for #QAQCExecutive #QAQC Send cv on [email protected] or whatsapp on 9167556101   Qualification: A degree or diploma in Pharmacy Experience: Minimum 2 years   Operations : · Receiving the testing status from QC and giving Ar.No. to raw material. · Suggesting improvements to company infrastructure and processes to prevent future mistakes during production · Reporting discovered defects to all relevant departments for correction · Coordinating with the manufacturing department in controlling their process and products to meet the specification through testing auditing and reports. · Assessing whether employees need training to prevent mistakes during production. · Samples to be collected by IPQA for testing to ensure the quality of the product during the manufacturing process.  · Inspecting production machinery and employees to make sure the production process runs smoothly · To ensure that the final product is defect free and it meets the customer’s requirement standard and specification. Then batch is release after signing on each box. · Pre-dispatch quality assurance · Preparing the document for third party sterilization · Receiving the sterile samples from store and sending them for sterility testing. · To ensure that employees working in QA department are aware of quality requirement & standards. Also Responsible for providing training regarding testing procedure etc. · Providing training to workers as per quality standards. · Taking care of QA/QC documents of the entire process including certificates, BMR & BPR, calibration, test reports, inspection reports, non-compliance reports and observations, and other QA/QC documents. Responsible for the closure of Non-conformance. Making CAPA (corrective action / preventive action) for rejections. · Keep all equipment's calibrated & in proper condition. Also maintaining and controlling calibration records for all test and inspection equipment. · Recording any events occurs during manufacturing, testing or documentation of products · Maintaining the issue, control, review and retrieval of documents. · Responsible for monitoring of stability studies. · All data generated during the manufacturing of the product is recorded in a file and kept as a hard copy and soft copy. · Reviews the BMR and BPR to ensure that the data entered is legible and if not the take appropriate action as per SOP  Environmental conditions: · To maintain all the essential environmental conditions related to manufacturing as per SOP   Documents required to maintain:   1.BMR & BPR 2.Certificate of Analysis 3.Gamjee Roll Evaluation 4.Work Environment Control Record 5.Rejection Record 6.Employee Training Record 7.Accident/First Aid/Sanitization Record 8.Inspection Reports 9.Calibration Reports 10. Applicable standards 11. CAPA 12. Register for raw material & in process 13. Sterilization records 14. PDQA

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🔍 The Backbone of Effective Hiring: Strong HR Recruitment Policies 🔍 Investing in robust HR recruitment policies is more than a necessity in today's competitive job market; it's a strategic advantage. These policies ensure transparency, fairness, and alignment with organizational goals. Effective recruitment policies play a pivotal role in our success by: 🔹 Attracting Top Talent: Defining clear job descriptions and requirements ensures that the right candidates are drawn to our opportunities. 🔹 Ensuring Fairness and Compliance: A standardized process guarantees that every candidate is evaluated on their merits, fostering a diverse and inclusive workplace. 🔹 Reducing Turnover: Hiring the right fit from the start leads to higher job satisfaction and lower turnover rates. 🔹 Streamlining the Process: A well-documented recruitment process reduces time-to-hire and enhances the candidate experience. By prioritizing strong recruitment policies, we are investing in the future success of our organization. Let's continue to build a workforce that is not only skilled but also aligned with our values and vision. #HR #Recruitment #Hiring #TalentAcquisition #WorkplaceCulture #Leadership #Resonacle

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From an HR perspective, how critical do you consider Background Verification (BGV) for ensuring trust, safety, and compliance within your team? Is your organization committed to rigorous BGV processes to secure quality hires and reduce risks? Share your thoughts!💭 #HumanResources #BGV #EmployeeVerification #WorkplaceSafety

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Building a Positive HR-Employee Relationship: A rock-solid HR-employee relationship is all about mutual respect, crystal-clear communication, and a fierce commitment to fairness and support. Both sides need to get each other's roles, needs, and expectations to create a killer work environment where everyone thrives. Maintaining a healthy relationship between HR (Human Resources) and employees is crucial for a positive work environment and overall organizational success. For HR Professionals: ·Open Communication: Be approachable and encourage transparency. ·Active Listening: Show empathy and understand employee concerns. ·Clear Policies: Communicate policies effectively. ·Support Development: Offer training and growth opportunities. ·Respect Confidentiality: Maintain respect and confidentiality. For Employees: Clear Communication: Share needs and concerns respectfully. Understand Policies: Know company policies and your responsibilities. Be Professional: Interact calmly and constructively. Seek Development: Pursue growth opportunities. Respect Confidentiality: Trust HR’s confidentiality. Collaborate: Work with HR on solutions. Acknowledge: Appreciate HR’s support. Follow Up: Check on progress of discussed issues. #HR #HumanResources #EmployeeEngagement #WorkplaceCulture #EmployeeRelations #HRProfessionals #EmployeeSupport #CareerDevelopment #ProfessionalGrowth #WorkLifeBalance #OpenCommunication #ActiveListening #FairnessAtWork #EmployeeRecognition #ConflictResolution #WorkplaceRespect #HRBestPractices #EmployeeWellbeing #CollaborativeWorkplace #PositiveWorkEnvironment

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The subtle exit of key talent signals underlying issues in workplace culture and management practices. As HR, addressing these concerns is essential to foster a healthier, more supportive environment and to boost employee retention. Proactive changes can make a positive impact before talent loss becomes widespread. #EmployeeEngagement #PositiveWorkCulture #TalentRetention #HRLeadership #WorkplaceImprovement Lets connect HR Soniya Kaur #hrsoniyakaur

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HR professionals play a pivotal role in fostering a motivated workforce. Here are some effective strategies to motivate employees: 1. Recognize and Reward: * Personalized recognition: Acknowledge achievements in a way that resonates with each individual. * Tangible rewards: Offer incentives like bonuses, promotions, or gift cards. * Intangible rewards: Recognize employees with public praise, increased responsibilities, or special privileges. 2. Create a Positive Work Environment: * Foster a culture of trust: Build relationships based on honesty and transparency. * Promote work-life balance: Encourage employees to maintain a healthy personal and professional life. * Provide opportunities for growth: Offer training, development programs, and mentorship. 3. Empower Employees: * Delegate responsibilities: Trust employees to make decisions and take ownership of their work. * Encourage innovation: Create a space where employees can share ideas and contribute to company goals. * Provide autonomy: Allow employees to work independently and set their own schedules (if applicable). 4. Effective Communication: * Open and transparent communication: Share information openly and honestly with employees. * Active listening: Pay attention to employees' concerns and feedback. * Provide clear expectations: Ensure that employees understand their roles and responsibilities. 5. Competitive Compensation and Benefits: * Fair compensation: Ensure that employees are paid fairly for their work. * Comprehensive benefits: Offer a competitive benefits package that meets employees' needs. * Employee assistance programs: Provide resources to support employees' well-being. 6. Align Goals with Company Vision: * Connect employees to the bigger picture: Help employees understand how their work contributes to the company's mission and goals. * Celebrate achievements: Recognize team and individual accomplishments that align with company objectives. By implementing these strategies, HR professionals can create a motivated and engaged workforce that drives company success.

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👨🏽‍💼𝐈𝐧𝐭𝐞𝐫𝐯𝐢𝐞𝐰𝐞𝐫: “Why did you select a career in HR?” 🙍🏽‍♂️𝐂𝐚𝐧𝐝𝐢𝐝𝐚𝐭𝐞: “I like working with people…” 𝘽𝙪𝙩 𝙞𝙨 𝙩𝙝𝙖𝙩 𝙩𝙝𝙚 𝙧𝙚𝙖𝙡 𝙨𝙩𝙤𝙧𝙮? Many choose HR, thinking it’s an easier path to management. In reality, HR is technical, and number-driven, and dealing with people is complex and tough. HR is about courage, understanding company values, and balancing company and employee needs. It involves tough decisions and often goes unrecognized. Despite the challenges, the personal satisfaction of making a difference keeps HR professionals going. If you resonate with these qualities, #HR might be the right path for you. #HumanResources #HRLife #CareerInHR #HRProfessionals #WorkWithPeople #HRChallenges #HRManagement #EmployeeRelations #HRInsights #CareerAdvice #HRCommunity #HRLeadership #HRM #HRMotivation #HRSuccess

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Day 3: How exactly we will evaluate performance? Imagine you are evaluating an employee's performance in a section called "Competencies," which consists of three specific competencies. Each competency is scored individually, and each score contributes to the total decimal score. The goal is to calculate an overall section rating that maps to a final numeric rating. Step 1: Gather Individual Competency Scores Let's say you have the following competencies and their respective scores: Competency A: Score = 1.5 out of 2 Competency B: Score = 2 out of 2 Competency C: Score = 0.9 out of 2 Step 2: Calculate Total Decimal Score Add up the individual scores to get the total decimal score for the competencies section: Total Decimal Score=1.5+2+0.9=4.4 Step 3: Determine Total Maximum Decimal Score Determine the total maximum score possible for all competencies combined. In this case, each competency has a maximum score of 2, and there are three competencies: Total Maximum Decimal Score=2+2+2=6 Step 4: Use the Formula to Calculate the Section Rating Apply the formula to calculate the section rating: Section Rating=(Total Decimal ScoreTotal Maximum Decimal Score)×Maximum Numeric Rating from Section Rating Model Given that the maximum numeric rating in the section rating model is 5, the calculation is: Section Rating=(4.46)×5=3.67 Step 5: Map to Numeric Rating Finally, map the calculated section rating (3.67) to the closest numeric rating in your rating model. If your rating model is something like: 1 = Poor 2 = Fair 3 = Good 4 = Very Good 5 = Excellent Then a calculated rating of 3.67 might map to a numeric rating of 4 (Very Good), based on how you define these ranges. Explanation In this example, the employee’s overall performance in the competencies section results in a score of 3.67 out of 5. This score is then interpreted within your rating scale, resulting in a final numeric rating of 4. This method allows for a fair assessment by translating decimal scores into a more interpretable numeric rating system, helping in performance evaluations and decision-making processes. This process ensures that individual competency scores are considered proportionately, allowing you to translate them into a single numeric rating that can be easily compared across employees or teams. #PerformanceManagement #ContinuousFeedback #EmployeeEngagement and #TalentDevelopment #Leadership #EmployeeRecognition #HRExcellence

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