202 1 summary of human resources work in the first half of the year

The human resources department plays an important role as the company's talent recruitment department, and the summary of the work in the first half of the year is also to improve and prepare for the talent recruitment in the second half of the year. The following is my Summary of Human Resources Work in the First Half of 20021for your reference only. Welcome to reading.

202 1 summary of human resources work in the first half of the year -202 1 with the continuous improvement and development of various rules and regulations of a company, the working methods and methods of the human resources department have been improved to some extent. The main work of the Human Resources Department in the first half of the year is as follows:

1. Recruitment. In order to develop in the fierce market competition, enterprises must have backbone management and outstanding talents. In order to better cooperate with the smooth progress of production and avoid the adverse effects caused by the flow of personnel, the human resources department should reserve talents in various positions in time to form a reserve talent pool. According to the spirit of relevant instructions conveyed by the general manager and the actual work needs of various factories, the human resources department began to recruit through online recruitment, job fairs, publicity and other means from xx. The recruitment information has been posted online for about 3 months, including more than 20 positions such as accountant, regional sales manager, safety officer, environmental protection Commissioner, feed ingredient engineer, quality controller, chemist and veterinarian. After receiving about xx resumes, xx people participated in the interview, xx people were interviewed successfully, xx people were interviewed by telephone, and xx people were hired successfully. The recruitment finance department successfully hired xx accountants and the quality control department. Participated in xx job fairs, and successfully recruited about xx employees for incubators, slaughterhouses, cooked food factories and feed factories, which met the company's production needs to some extent.

2. Create positions and quotas. In order to realize the reasonable matching of "people, posts and materials" and the goal of "giving full play to talents", according to the actual work needs of each department and the relevant provisions of the Labor Law, posts and personnel are fixed for each department, and the over-age personnel are retired. After nearly a month's work communication and implementation, the posts and staffing of relevant positions in various departments have been completed, and the entry and exit of various departments have been strictly controlled according to the posts and staffing plan, so as to ensure that the human resources department can keep abreast of the personnel changes in various factories and lay the foundation for the salary review at the end of the month. In the first half of the year, about xx people joined the company and about xx people left. At present, the total number of employees in a company and Jijia has been gradually adjusted from xx at the beginning of the year to xx at the end of June, and a small change has been made on this basis.

3. Salary review. According to the actual production needs of various departments, the labor intensity of employees and the per capita income of meihekou city, the formulation and implementation of the new wage plan were completed in xx, and the wage plans of various factories were collected, sorted out and compared. According to the wage plan formulated by each factory, it is strictly audited, and at the same time, it is timely communicated and adjusted according to the actual production situation of each factory. The total monthly salary is between XX and XX million.

4. Social security and medical insurance. 202 1 and 1 complete the declaration of medical insurance base. By June, the number of people participating in medical insurance increased from xx of 1, and the medical insurance transfer and daily increase and decrease of xx employees in xx marketing center were handled. In April of 20021year, the social security inspection was successfully completed, and the social security fee was paid xx times in advance. At the beginning of July, the increase and decrease of social security base and the number of participants in the first half of the year will be completed, and the number of social security participants will increase from xx in June, 1 to xx.

5. training. In the first half of the year, the Human Resources Department has participated in and organized xx trainings, including human resources rules and regulations, salary review process, office etiquette management system, contract management method, financial reimbursement process and so on. The company leaders decided to conduct regular training for employees every Wednesday afternoon. The human resources department assists all departments in organizing training, which can increase employees' in-depth understanding of enterprise work processes, improve their own work skills, and further promote the better implementation and operation of various departments' work.

6. Improve personnel files. According to the relevant instructions and requirements of "special audit of personnel files" and "self-correction and self-inspection" issued by Jimei Coal Industry Group, the personnel files of a company are comprehensively audited, with emphasis on the important information such as "three years, two calendars and one identity" of employees. Check the employee's education, work experience, working hours, time of joining the Party, administrator status, household registration nature and insurance participation. At the end of May, we completed the work of signing the labor contract for on-the-job employees, perfecting the employee file information, establishing and perfecting the employee roster, and checking the employee's academic qualifications.

7. Organization and implementation of the Communist Youth League Committee and Party Committee. In the first half of the year, the Human Resources Department assisted the Party Committee and Youth League Committee of a company to complete the organization and implementation of cultural and sports activities on Women's Day on March 8th, six reflection discussions, the May 4th Youth Day speech contest, the Safe Month in June, the healthy growth of Communist Youth League cadres, and the construction of Qing Ji's homeland.

Through the work carried out in the first half of the year, there are some difficulties and deficiencies in the implementation and implementation of the work of the Human Resources Department, mainly in the following aspects:

1. Due to the job changes between departments, employees are highly mobile, and the management is not standardized. There is a certain delay in the entry and exit of employees, and it is impossible to keep abreast of their work dynamics.

There is a difference between job creation and actual work. Due to the particularity of individual posts, the on-the-job personnel are too old to meet the standards, but they can't be supplemented in time, which brings certain difficulties to the personnel cleaning work.

3. The salary plan is not formulated and implemented in time. Due to the increase in the actual workload of various factories, the wage plan was not formulated and implemented in time, and the 20 15 wage plan has not been finalized and implemented, which brought inconvenience to the wage audit.

4. Personnel files were not submitted in time. In the process of conveying the requirements of establishing and perfecting the relevant work instructions of personnel files, employees' enthusiasm is low, and the relevant personnel files are not handed in in time and are not operated according to relevant regulations, which leads to a long time to improve and implement the personnel files.

5. The recruitment consciousness of each department is vague. Each department has not formed a perfect recruitment plan, and has not put forward a recruitment plan for personnel in reserve-related positions in advance, and the demand for temporary employment is frequent, which has brought certain pressure and inconvenience to the recruitment of human resources departments.

202 1 summary of human resources work in the first half of the year ii. The work of our department is based on the work plan of human resource management and is carried out step by step according to the company's work priorities. The work we have accomplished this year is summarized as follows:

First, establish and improve the company's human resource management system.

1. The improvement of the company's organizational structure and the determination of staffing. At the beginning of the year, the human resources department divided and defined the organizational structure of each department, analyzed and formulated the post setting and staffing of each department, thus preliminarily determined the staffing of the company, and constantly adjusted the staffing of each department according to the actual situation and work priorities, in order to realize the optimal allocation of personnel and post setting of the company and give full play to the roles of various functional departments and employees.

2. Establishment of company management system We know that strict and standardized management is of great significance to the survival and development of a company, so the human resources department has been committed to establishing a sound company internal management system. Specifically, the planning organization has compiled three sets of normative documents for internal basic management-the company's job responsibilities, the company's management system and the company's workflow. Among them, the "Management System" was extensively solicited twice before and after its compilation, and was revised and improved four times. The Human Resources Department compiled it completely, and it can be released and implemented only by organizing discussion and approval; The company's "workflow preparation" is also coming to an end; The adjustment and improvement of the company's job responsibilities have also begun.

3. Establishment of personnel management system The Human Resources Department is committed to establishing and improving the company's basic management system, but also does not forget to establish its own standardized management system.

(1) With the strong support of company leaders, a new salary system was established and successfully implemented in xx.

② In order to cooperate with the company's new salary system, a draft performance appraisal system has been formulated, which is being further adjusted and improved and will be formally implemented soon.

③ The employee handbook was revised again.

Second, the company personnel recruitment work

It is a year of rapid development of the company, frequent turnover of personnel and heavy recruitment tasks. This year, there were many vacancies in the company, there were many personnel demands, and the time for employees to arrive at their posts was pressing, so the human resources department spent more time and energy in the recruitment work throughout the year. In the Human Resources Department, I participated in xx job fairs, including two large-scale job fairs for the whole country in spring and winter. * * * Interviewed xx people of all kinds of talents, and the social response was huge, and the recruitment results were remarkable. It not only reserves a group of high-quality and potential professionals for the company's long-term development, but also plays a very important role in promoting the company's external image. The company has xx employees in * * *, distributed in xx positions in the company. At the same time, xx employees left the company throughout the year. At present, the company's personnel scale has reached xx.

Third, staff training.

The training and cultivation of employees plays an important role in the future development of the company, which is also one of the key tasks of the human resources department. However, due to the focus of this year's work, the establishment of management system and the recruitment of personnel occupied most of the time of the human resources department, so the training of all employees of the company was only organized twice: one was the training of the company's existing basic management system on xx; One is the training of Professor Yu Siwei on the basic management concepts of professional managers.

Four. Daily personnel management

While completing the above work, our department has given full play to its basic functions and played its due role in standardizing management, wage accounting, handling employee insurance and organizing various activities.

In short, in the year when the company was preparing for the market, the Human Resources Department adhered to all the principles of putting the company's interests first under the condition of insufficient manpower for half a year, and established the image of "three strictness and two highs" with strict management, serious style, diligence and thrift, high standards and high efficiency, which played a positive management-oriented role among employees. Of course, in the course of one year's work, our department also has some shortcomings. Mainly reflected in:

In the establishment of the management system, there are only good ideas, and there is no increase in promotion, which leads to some work not being completed on time;

In the coordination of various departments, it needs to be strengthened;

In the recruitment work, the individual quality of personnel needs to be improved;

Failing to put more energy into employee training, resulting in the training work can not be organized systematically. To sum up, the work of the Human Resources Department was a fruitful year, and as an important member of the company's preparation, it played its due role. We are determined to constantly develop our advantages and experience, improve our shortcomings and play a greater role and effectiveness for the further development of the company.

Let me talk about the following working ideas of our department next year:

First of all, quickly establish and improve the management system and constantly promote the standardized management of the company;

Secondly, make effective use of performance appraisal, an important means of human resource management, to promote and guide the growth of employees;

Third, implement the key work of our department this year-employee training. Our chairman attaches great importance to the training of employees, and has said more than once that our company should greatly improve its employees. Now we will move into the new office building soon, which provides us with a good training environment. We will vividly carry out our training work from the following aspects:

First, the internal training of company employees

Organize employees of all departments to learn the company's internal management system, workflow and other rules and regulations;

Organize basic job skills training for employees: all business departments provide basic business knowledge and pre-job training for new employees before taking up their posts; During the probation period, go to various departments of the company for internship; According to the company's business development and the needs of department employees, organize professional business knowledge training in a unified way.

Second, please invite professional management training institutions to the company to conduct unified training for employees.

Comprehensive quality training of employees: The Human Resources Department arranges all employees of the company to receive basic quality training such as team awareness, corporate culture and work concept.

Management skills training: the human resources department will organize employees to carry out all-round training on basic management concepts and management skills; And hire professional training institutions to conduct professional management training for middle-level and above managers of the company.

Business skill training: Business skill training is applied by relevant departments. Through regular internal training and hiring professional teachers, logistics knowledge training is the main content.

Three. Send company employees out for inspection and training.

If the company conditions permit, the human resources department plans to send employees with development potential to visit and study in large logistics parks such as xx and xx. Under the normal operation of the company, the human resources department will advise the company to consider sending outstanding employees to major universities for further study.

In a word, this year is a year for me to strengthen my study, and it is also a year for me to lead all the staff to keep learning and innovate. I hope that by the time we hold the summary meeting, all our employees have made great progress, the company's management has entered a more standardized track, and the company's storage and transportation business and logistics business are also in full swing, and the financial resources are rolling!

202 1 summary of human resources work in the first half of 20021year, the human resources department of the branch actively carried out its own work under the guidance of leaders at all levels and with the cooperation and support of the human resources department and other departments of the company. While further improving the basic work of human resources, we have strengthened the establishment of post personnel, human resources training, human resources management informationization and human resources management system construction. In order to better carry out the work, the main work of our department in the first half of 20021is summarized as follows:

First, strengthen the management system.

According to the overall requirements of the company's management system and the needs of the work, our department has successively formulated the measures for the payment of midnight snack subsidies and the regulations on the management of the handover of employees' vacation work.

Second, human resource management.

Farr project branch is the last construction site of our company, and its human resources are seriously insufficient. In order to make the project go on in an orderly way, in the case that employees can't meet the project construction, on 202 1, we solved the shortage of personnel in construction management, information, news propaganda, warehouse keeper, microcomputer management, logistics service and tanker driving by rehiring retired employees of the company and recruiting from the society. Due to the diversification of employment system, in order to manage orderly, our department has determined different employment contracts for different users and employment forms, which has met the employment needs of the branch.

Third, strengthen human resources training.

In order to continuously improve the quality and ability of employees and collaborators, and meet the needs of the company and employees' personal development, our department carefully organized and earnestly carried out various trainings of 202 1. 202 1 xx month, xx month cooperated with the Safety Production Supervision Bureau of the Provincial Economic and Trade Commission, the Provincial Quality Supervision Bureau, and the human resources department of the company to obtain evidence and renew the certificate for the special operators at the hair ear site. Training and evidence collection involves welders, electricians, gantry crane operators, mobile crane drivers, tower crane drivers, cable workers of lifting companies, forklifts, factory drivers, scaffolders, crane operators and construction elevator operators *. In addition, according to the company's arrangement, we will transfer jobs to train xx door crane operators for three months. Through the above training, the demand for special operators in the branch company was alleviated, which played a positive role in completing the work of branch company 202 1.

Fourth, do a good job in the foundation and daily work of human resource management, and complete various tasks assigned by superiors and branch leaders.

1. Assist the human resources department of the company to complete the employee education and training plan, professional title review and declaration, and complete various statistical reports.

2, according to the requirements of economic accounting, establish and improve various statements and accounts. There are xx employees in the human resources department of Faer branch, in order to complete the monthly contract accounting and annual settlement. To this end, we have established the following accounts: employee transfer-in and transfer-out basic data account, installation cooperation labor files, and expense account; Personal and professional income accounts; Agency employment, income account, etc.

3, conscientiously implement the wage policy, timely cash wages, bonuses and various subsidies.

4. Be responsible for the transfer of branch personnel, the daily deployment of cooperative employees, and the registration of employee leave and termination of leave.

5. Procurement and collection of work clothes for employees of each cooperation group of the project branch.

In a word, our department has done a lot of work in the past six months, but there is still a lot of work to be done, which is still far from the requirements of the company and its branches. In the new year, our department will, as always, act in strict accordance with the policy, so that all our work will go to a higher level.

202 1 summary of human resources work in the first half of the year 4 202 1 with the concerted efforts of all the employees in the company, the annual general goal of the company was completed one month ahead of schedule, and the morale was greatly increased and it blossomed perfectly. This year, the work of the human resources department mainly focuses on recruitment, training and corporate culture construction. Let me summarize from the following aspects:

First, the company's basic human status analysis

Summarize the basic situation of the company's human resources at the end of the year, including the comparison of the number of people in various departments, the analysis of educational background structure, the composition of gender ratio, the analysis of the age structure of the division and the analysis of the age structure.

Comparison of the number of people in each department:

Compared with last year, the total number of employees has increased by xx, which is about xx%. The general manager's office has been reduced due to the financial merger into the group financial center; Due to the suspension of some projects, the number of people in the R&D department has decreased. In 202 1 year, the company focused on operation, and the number of employees in the product operation department increased, reaching xx% of the total number of employees.

1. Analysis of educational background structure;

As shown in the figure, more than xx% of employees in the company have bachelor degree or above, and employees in the general manager's office, product operation department and personnel administration department have bachelor degree or above. 202 1 new employees recruited require bachelor degree or above, except for some design positions. College education is mainly concentrated in the operation and maintenance department, and there are only a few secondary schools and below, one of which is an administrative cleaner.

2. Age structure analysis:

The average age of our company is xx years old, which reflects that the company is in the growth stage. Employees with less than xx years account for xx%, and they are mainly concentrated in the product operation department. Because of the adjustment of the company's work focus, the product operation department has increased the number of employees this year, which is relatively mobile. Judging from the age data of other time periods, the distribution is relatively stable and there is no obvious flow, indicating that the basic level of the company's development is relatively stable.

3, age structure analysis:

The average age of the company is less than xx years old, all of them are under xx years old, relatively young and full of vitality. In the age structure of the company, employees under the age of xx account for a relatively large proportion, accounting for xx%, mainly concentrated in the product operation department, and all of them are undergraduate graduates. The company will increase its training efforts as a reserve force for the company's development and growth. Xx-year-old employees account for xx%, most of them are core employees and backbones of various departments, and most of them are middle and senior managers. Combined with previous academic qualifications, the middle and senior managers of the company have higher academic qualifications. They are in the golden age of their lives, and their outlook on life and values tend to mature. They can strengthen the edification of corporate culture, establish the talent training mechanism of mentoring system, and promote the development and growth of the company.

4. Composition of gender ratio:

There is a big gap between men and women in the company, with male employees accounting for xx% and female employees accounting for xx%. Moreover, female employees are mainly concentrated in the personnel administration department and product operation department, and the technical departments such as senior management, R&D and operation and maintenance in the general manager's office are all male employees.

Second, the recruitment work summary, related data analysis

1, recruitment completion rate analysis.

As shown in the figure, except for the recruitment completion rate of the operation and maintenance department, the recruitment of other departments has not been completed. In the next 1 month, we should continue to pay close attention to recruitment and strive to achieve the annual target.

2. Correlation analysis of the number of recruits.

As shown in the figure, xx people were interviewed by telephone this year, and xx people were actually interviewed, accounting for xx% of the telephone interviews. This has something to do with making phone calls and writing interview invitations. It is necessary to optimize the contents of telephone calls and invitation emails to attract candidates for interviews. In addition, in 20021,more positions were recruited as operation specialists in the product operation department. Most of these employees were selected and hired from the graduates of 2020 -202 1, and many of them "stood out" in interviews; The number of qualified interviewers is xx, accounting for xx% of the actual interviewers. It is necessary to strengthen the screening of resume accuracy and improve the discrimination and professionalism of the interview; The number of recruits is xx, accounting for xx% of the number of people who passed the interview. The reasons for not applying or not hiring are mainly due to the personal consideration of the candidate, including salary and industry choice, and mainly concentrated on the operation specialist. The number of qualified interviewees is xx, and the number of recruits is xx, mainly because the students who just graduated for one or two years are confused, with many choices and instability. The number of qualified probationers is xx, accounting for xx% of the employed. The main reason for the unqualified trial is that it can't adapt to the corporate culture of entrepreneurial companies and can't keep up with the fast pace of the company. The failure rate of less than xx% shows that the interview accuracy is high, the control is strict, and the assessment and follow-up during the probation period are in place.

3. Analysis of recruitment channels.

The company's recruitment channel is mainly online recruitment. Xx% of recruitment sources is on xx, xx and xx websites, and only a few positions are recommended internally. The middle and senior levels of the company are relatively stable, the number of recruits is very small, and headhunters are not needed; Recruitment positions and numbers are also adjusted at any time according to the company's business development. Entrepreneurial teams need employees who can get started quickly and adapt to their jobs as soon as possible. Considering the size of the company, it is useless to start campus recruitment. On-site recruitment, media advertising and other recruitment channels are not suitable for the company's recruitment needs at this stage.

Taking the position of operations specialist as an example, the actual number of interviewers and qualified interviewers of the three online recruitment websites are compared as follows.

For the position of operation specialist, the total number of resumes provided by the three major websites is xx, among which xx and xx have more resumes, accounting for xx% and xx% respectively, and Zhaopin has the least number of recruiters, accounting for xx%, which is quite different. Judging from the interview qualification rate, there is little difference among the three major recruitment websites.

Internal recommendation channels can not be ignored. This year, the group headquarters recruited a sales director and a strategic promotion director, which were recommended by internal staff. Follow-up meetings will attach importance to internal recommendation and continue to implement the "Internal Talent Recommendation Award".

In addition, the construction of the company's talent pool was improved in the second half of the year. In addition to the resumes of employees on the job, resumes that have passed the interview, etc. There are also "blacklists", such as individual "best interviewers" and those who failed to report for duty without justifiable reasons and failed to communicate.

4. Analysis of turnover rate.

(1) Turnover rate of new employees. This year, the company hired xx new employees, and at present, xx people have left, and the annual turnover rate of new employees is xx%.

(2) The turnover rate of key positions. The key positions of the company are mainly R&D project manager, product manager, operation supervisor and designer. The turnover rate of these positions is 0, which shows that the retention rate of key positions and core employees of the company is high and the team cohesion is good.

(3) Analysis of the turnover rate of each department.

As shown in the figure, except for the general manager's office and the operation department, the turnover rate of other departments is very high, especially the turnover rate of the product operation department, which is as high as xx%.

Reasons for leaving the company and improvement measures;

As shown in the figure, employees voluntarily resign, accounting for xx%, among which voluntary resignation for personal reasons accounts for xx%, mainly including employees' inadaptability to the pace of entrepreneurial team, dissatisfaction with salary and benefits, lack of development space, and personal career change. Voluntary resignation due to company reasons mainly includes the shelving of company projects, low sense of belonging of entrepreneurial team employees, and imperfect system. Passive resignation accounts for xx%, mainly because it can't keep up with the pace of the company's development and is dismissed after failing to pass the trial.

The turnover rate of the product operation department is as high as xx%, of which xx% is passive turnover, some new employees fail to pass the probation, some are eliminated after the company's operation adjustment, and xx% is active turnover, including the inability to discuss regular salary, personal career change and entrepreneurship. In addition, xx% of the resigned employees are new employees who joined 202 1.

Improvement measures:

(1) Optimize the recruitment process. Do a good job in manpower planning in advance, improve job descriptions, establish a post competency model, and hire talents who meet the post requirements. When determining the offer, make clear the salary and job responsibilities before and after the probation period with the applicant as much as possible, so as to avoid the psychological gap caused by the failure to negotiate the salary and salary of full employment, and the difference between the actual job responsibilities and the interview. Fully respect the candidate's career choice, not reluctantly.

(2) Perfecting the company system and humanizing it as much as possible; Organize more employee activities to increase team cohesion. Department managers and HR should always pay attention to the psychological dynamics of employees and guide and communicate in time.

Three. Summary of training work

In 20021year, the company's training was mainly internal training, and there was basically no external training. The focus of internal training is the induction training for new employees, and the specific contents are summarized as follows:

1. Implement and optimize the "partner system".

The "partner system" is actually similar to the tutorial system. The main responsibilities of the "partner" include:

On the day of employment, get to know the heads of all departments and all colleagues in the department.

Within one week of joining the company, the "partner" will guide you or have lunch with you in the first week, and guide you to familiarize yourself with the living facilities such as transportation, catering, shopping and medical care around the company;

Within one month of joining the company, the "Partner" will guide you to understand the company's culture, system and process. You can ask the "Partner" for help as soon as possible if you have any needs in your life and workflow.

Before employees join the company, they will determine the "partners" with the department heads in advance. This year, in the arrangement of "partners", most of them will choose the head of the team to bring new people directly. Previously, it was mainly related to work arrangements. In addition, in the second half of the year, the company added a "communication meeting between partners and new employees", which was held every two weeks. Participants are probationary employees and their "partners", and employees will not attend this meeting after they become full members. The main forms are: speeches by new employees, mainly including "key work", "personal feelings and experiences" and "main problems and suggestions"; Partner comments: comment on the work and performance of new employees this week and give guidance. HR will record every new employee's speech, set up a ledger and follow up the problems mentioned in it.

2. Regular induction training for new employees.

The induction training for new employees mainly consists of three parts: guidance on the day of induction, department-level training organized by department heads and company-level intensive training.

202 1 * * organized induction training for new employees for xx times, and the number of participants was ***xx. In principle, the induction training for new employees is once a month, but there are not many new employees in some months. Generally, there are about xx new employees, and a company-level intensive training will be held as appropriate. Considering that it may take more than one month for some employees to participate in company-level training, the training content has been adjusted, and the guidance on the day of entry will be more detailed than last year, mainly to let employees know the basic system of the company.

What needs to be improved: The orientation training of new employees is the key point, but at the same time, it is necessary to strengthen the operation process training of business departments and the training of business-related theoretical knowledge.

Fourth, organize corporate cultural activities.

1. Establish interest association. Such as: Basketball Association, Badminton Association, Football Association, Table Tennis Association, Outdoor Mountaineering Association. Among them, the badminton association organizes activities with the highest frequency, basically once a week. Except for holidays, others will book one every Friday night. 202 1, * * * activities xx times, per capita consumption xx yuan/time. The activity frequency of other associations is very low.

2. Afternoon tea plan. The company holds afternoon tea every Friday afternoon. The music starts at 4 pm, stops at 4: 30 pm, and afternoon tea ends. The company will provide drinks, refreshments, fruits and sweets in the leisure area.

3. Cooperate with the construction of WeChat public platform of the group company. Wechat platform will regularly push the dynamics of the group's branches to all employees, and also set up a group of group correspondents.

In the construction of corporate culture, the company relies more on the implementation and publicity of the group. On this basis, it reflects the uniqueness and difference of the company, and pays attention to humanized employee care and team cohesion. In the future, more activities will be organized to mobilize the enthusiasm of employees and let other societies with low activity frequency take action.