HRM Report: Objectives, Functions, and Practices at Tesco

This report delves into the Human Resource Management (HRM) practices of Tesco, a multinational grocery retailer. It begins by defining HRM and its core objectives, including the effective utilization of manpower, employee motivation, and the recruitment of skilled personnel. The report then outlines the functions of HRM, such as planning, job analysis, staffing (recruitment and selection), orientation, performance appraisal, training and development, remuneration, and employee relations. The analysis extends to Tesco's recruitment and selection approaches, differentiating between internal and external sources, highlighting their strengths and weaknesses. The report further examines the benefits of HRM practices for both employers and employees, covering aspects like learning, training, and development, along with the impact of employment legislation and employee relations on HRM decision-making. Finally, it explores the application of HRM in a work-related context, providing a comprehensive overview of the subject.

Human Resources
Management

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1 Discuss objectives and functions of HRM practices.........................................................1
M1...........................................................................................................................................3
M2 Strengths and weaknesses of recruitment and selection approach ..................................3
D1...........................................................................................................................................4
P2 Strengths and weaknesses of recruitment and selection approach ...................................4
TASK 2............................................................................................................................................6
P3 Benefits of HRM practices for employer and employees................................................6
M3 Strength and weakness of different recruitment and selection practices ........................8
D2 Human resources management practise and applications................................................8
P4 Effectiveness of various HRM practices to raise organizational profit and productivity. 9
TASK 3............................................................................................................................................9
P5 Importance of employee relation and its influence on HR decision making....................9
M4.........................................................................................................................................11
D3.........................................................................................................................................11
P6 Key elements of employment legislation and their impact on HRM decision making..11
M4.........................................................................................................................................13
D3.........................................................................................................................................13
TASK 4..........................................................................................................................................14
P7 Applications of HRM in a work-related context.............................................................14
CONCLUSION..............................................................................................................................16
REFERENCES .............................................................................................................................17

INTRODUCTION
Human resource management is define as an employing people, developing resource
utilisation, compensating and maintaining their services effectively. It is also identify as a
management function, concerned with maintaining, motivating and hiring person in an
enterprise. In the organisation, main role and responsibility of human resource is to recruit and
select knowledgeable candidates who can easily achieve business goals and objectives in given
time period (Batt and Colvin, 2011). In order to increase basic skills and knowledge of
employees on particular subject, an organisation can provide effective training and development
secession to them. Due to this, they are happy and give their full efforts in achievement of desire
objectives and targets of firm.
This report is based on TESCO is a general merchandise retailer and British multinational
grocery in worldwide. This project shown purpose and function of human resource management
and in this business entity role. Company adopt internal and external approach of recruitment
and selection which also describe in this study. Practices of HRM is beneficial and important for
company because it attract large number of the candidates in less duration. Employment
legislation also effects on business performance and decision making activity of manger.
Employee relation is very important and vital part of company development and growth.
TASK 1
P1 Discuss objectives and functions of HRM practices
Human resource management is an important activity in Tesco. This concept is related
with making appropriate utilization of manpower in order to attain goals and objectives of
company in effective manner. It is an concept that focusses on overall development of workers
whether it is personal or professional. This functional unit is indulged in planning, designing
policies and strategies to make employees more efficient in their job roles. There are several
principles to maintain healthy relations with workforce so that they could be motivated to
perform better and give better outcomes in favour of company's success (Berman and et. al.,
2012). Some of the objectives of human resource department of this organisation are as follows-
 Develop adequate strategies to use employees in effective manner.
 To motivate employees in order to get higher performance from them.
 Hire skilled and qualified personnels that can contribute more to growth of business.
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 Identify training needs in timely manner in order to enhance skills and productivity of
workers.
Functions of HRM-
Human resource department plays numerous roles in developing workers of this
company. Main focus of this functional unit is to enhance skills and capabilities of workers so
that organisational goals could be achieved in more significant manner. Management of this
divisions is involved in several activities. These are as follows-
Planning- It is an activity of formulating strategies and policies for the development of
employees. This is related with various activities that might take place in future. Plans are made
assumptions and forecasting by keeping past factors in mind. It also includes development of
proper policies for providing training to workforce (Boxall and Purcell, 2011).
Job analysis- It is another important activity performed by this functional unit. This
includes process of identifying vacant job positions in company in order to fill it with skilled
people. Manager deeply analyses the job role so that required skills and qualification can be
identified. On this basis of gathered data, job description is designed top attract talented
candidates.
Staffing- It is further activity performed by this division. This is concerned with
recruitment and selection of employees. Recruitment is the process of inviting capable people for
interviews whereas selection is activity of choosing best amongst these job seekers. Selection is
done on the basis of several parameters such as aptitude tests, interviews, group discussions etc.
Orientation- This is another important function of human resource management. To
make new employees familiar with company, this functional unit is responsible for conducting
proper orientation program. Newly joined workers are explained their roles and responsibilities
so that they can perform their tasks easily. They were also told about rules and regulations of
company such as working hours, dress code, pay scales, ethics etc.
Performance appraisal- This function of HRM unit is related with evaluating
performance of new and existing employees. It is very helpful in identifying their level in terms
of skills and capabilities required to perform particular job role successfully. This is done on
regular basis so that defects and errors in their workings could be found. These gaps between
actual performance and standards are considered as training needs (Bratton and Gold, 2012).
2

Training and development- On the basis of identified training needs, human resource
department is entitled to organize adequate training and development sessions to fulfil these
needs. Various modes are used by this department in order to enhance capabilities and skills of
employees.
Remuneration- This function of HRM is related with salary and other benefits of
employees. This department performs all the activities such as designing pay scale and keeping
proper record of leaves taken by workers. They are also entitled to provide extra amount if any
worker done overtime.
Employee relations- This function is concerned with developing effective policies for
welfare and security of workers at work place. It is helpful in maintaining good relations with
them to provide them job satisfaction (Brewster and Hegewisch, 2017).
M1
HRM practices are focussed towards enhancement of skills and knowledge of workers to
make them more capable in their assigned roles. Main motive of every company is to make
adequate use of manpower son that goals and objectives could be attained in adequate manner.
Through these practices employees can be made highly motivated which allows them to give
better performance. Their outcomes assists in improving productivity of overall firm. It results in
achieving all the objectives of company in effective and timely manner.
M2 Strengths and weaknesses of recruitment and selection approach
All business organisation uses various methods of recruitment and selection of
employees. In this process internal and external recruitment process providing them skilled
employees to expend their business structure. There are various strength and weakness of these
process such as -
Strength -
 Internal recruitment is a cost effective method.
 External recruitment helps to provide new ideas in market.
Weaknesses -
 Internal recruitment do not provide new talent and fresh ideas in organisation.
 External recruitment is cost effective technique.
3

D1
According to.......... there are several techniques of recruitment and selection so it is
required to identify their strengths and weaknesses for the purpose of effective decision making.
Internal sources of hiring are less effective as compare to external source. If company hires from
outside then there are more chances to get fresh talent in organisation.
On contrary to this in the words of........... to select most capable candidate there is need
to use best method of selection. Group discussion is most important way to choose workers, it is
very helpful in judging their communication, general knowledge and confidence level of
applicants.
P2 Strengths and weaknesses of recruitment and selection approach
Recruitment and selection process includes hiring of candidates who have appropriate
skills and match the criteria set by the firm. In order to perform all the business operations in an
effective way, the managers of Tesco recruit and select individuals by the way of external and
internal source of recruitment. It is the responsibility of the administrator to hire those
individuals who have potential to fulfil the requirements of firm. The process of recruitment
includes selection of best candidate in order to fill the vacant post. It is related with identification
of suitable candidate among large talent pool. In order to accomplish targets and objectives of the
company, the process used to recruit and select candidate are defined below:
Internal source of recruitment
In internal source of recruitment, candidates are select from within the organisation. If
there is any vacant post in the firm, then manager circulate notice and interested candidates may
able to apply for the post. Sometimes, it is done also on the basis of skills and abilities of the
employees. Manager identify the performance of the individual and promote them on higher
position. It assists in acquiring knowledge of different departments. Tesco adopt this policy so
that the employees are stay motivated and work in a better way in order to attain objectives of the
firm (Budhwar and Debrah, 2013)
Strengths
 Internal process of recruitment increase the motivation level of employees and encourage
them to perform in well manner. It assists in promoting loyalty of employees towards an organisation and creates a sense
of satisfaction among employees.
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Weaknesses
 A huge disadvantage of internal source of recruitment is that new talent is not enter in the
organisation which sometimes may decline the growth of the firm.
 External candidates are not able to take advantage of the post as recruitment is within the
organisation.
External source of recruitment
In this process of recruitment, candidates are hire from outside the organisation.
Managers make advertisement for the vacant post and applications are invited. Suitable
candidate is selected on the basis of skills, knowledge, experience, qualifications etc. which best
suits to the set criteria of that post. It provides an opportunity to the new talents and those
individuals who need job. Tesco conduct external recruitment in order to select highly skilled
and knowledgable candidate who contributes in the growth and sustainability of the firm
(Chelladurai and Kerwin, 2017).
Strengths
 New talent is introduced which provides competitive edge to the firm by their innovative
skills and assists in growth and profitability of the company.
 External source of recruitment provides large pool of skilled candidates so that the firm is
able to find out best suitable for the vacant post. Individuals have broad range of experience.
Weaknesses
 It is an expensive process as it consumes high cost and takes longer time to recruit
suitable candidate.
 This process of selection may not be enough in order to reveal best candidate.
 Resources are more consumed in comparison of internal process of recruitment (Glover,
2011).
TASK 2
P3 Benefits of HRM practices for employer and employees
Employee and employer both are the key element of a organisation and they both are
responsible for managing overall performance in the organisation. They are the asset for success
5

of an organisation because all the business activities are executed and implemented by them
only. For them human resources management of the firm organise various activities to improve
their skills and provide them effective training and learning according to company's need. For
Tesco, HRM practices are available which is beneficial for both employees and employers in
different forms is described as under:-
HRM practices Employer Employees
Learning, training and
development
In a organisation, various
motivational programmes are
helps to improve interpersonal
skills of employees as well as
to motivate them toward their
work. This will helps them to
achieve organisation's
objective and maximise profit
in effective manner. Through
this type of program they can
easily improve their overall
personality and improve
confidence level easily (Guest,
2011).
Through training and learning
process employee of he
organisation are easily
improve their interpersonal
skills and working capacity.
Through this employees re
easily understand what
company wants from them
and how to perform their job
role in more efficient manner.
In improvement session they
can easily improve the
confidence level to face
various challenges easily.
Flexible working hours It is very important for a
organisation to manage their
time in effective manner. This
will help them to get various
opportunities from the
competitive market. Through
this flexibility employees get
various advantages from the
strict schedule and they
provide effectiveness in their
This process is very helpful for
the employees of the company
because through this they feel
encouraged toward their
working approaches and
getting refresh from the burden
of extra work load. In this
process organisation use
various process such as team
management, deadlines for a
6

work. Flexibility of working
hours help to manage other
activities of the organisation
easily.
particular work as well
(Hobfoll, 2011).
Performance management This is the main objective of
seniors and management of the
organisation to analyse their
employees skills and their
performance timely. Through
this process they can easily
improve their weaknesses by
learning and training session.
In this process they provide
them rewards according to
better performance of a
particular candidate. Through
this other employees feel
motivated toward their works.
Through this process
employees get various
opportunities to show their
talent easily in front of others
and they can easily provides
various ideas and thoughts on
particular topic. In this process
management of the
organisation can easily
understand strength and
weaknesses of their employees
(López-Nicolás and Meroño-
Cerdán, 2011).
Payment and reward system This is the next step after
performance management
because after analysing
performance of the employees
HRM of the organisation
provide them various reward
to motivate them toward the
work. In this process they
organise various methods
which ca be paid or in non-
paid form. This is the
motivational tool a well as
Through this process
employees of the organisation
feel motivated toward their
work. In this process HRM of
the organisation provide them
various rewards to improve
their skill and motivate them
effectively. In this they use
various motivational tools such
as Incentive, bonus, promotion
and commission which is
provided according to the
7

performance management
technique.
performance of the employees.
M3 Strength and weakness of different recruitment and selection practices
Human resource department majorly adopt two kind of recruitment approaches firstly
internal recruitment aims to select employee for the vacant post within organisation. Its help out
to motivate employees for growth and its save time, effort, money and resources of company.
The major drawback to this approach is that fresh talent cannot be introduced to the organisation.
External recruitment process is an expensive approach which aims to fulfil human resources
from outside the organisation as it has the capability of finding someone best suitable for job.
Selection process aims to select best one out of available options. It spread negative outcomes to
the applicants who were not selected for the job.
D2 Human resources management practise and applications
There are variety of human resources practices carried out in an organisation such as
recruitment and selection, payroll process, work life balance, training and development,
compensation, performance management system etc. Human resources functions are dependent
upon size of company workforce and budget allocated to carry out the same. Human resource
department have improve knowledge and skills of the employees along with their ideal
management and retention.
The application of right practices can lead to increase in organisational effectiveness
and provide methodological approaches. Human resources management helps to create
innovative working environment for employees so that employees thinking innovatively,
resulting organisation take advantage of new idea generation and innovation in product &
services within company.
P4 Effectiveness of various HRM practices to raise organizational profit and productivity
Human resources management of a organisation plays a most important role for the
success of firm. They also helps to improve productivity and maximise profit in effective
manner. HRM is the only department of the company which is operate each and every activity of
various division. They are help to recruit new candidate according to organisation's need as well
as conduct various programmes to improve their skills to get future objectives in the effective
8

manner. They manage all the the functional and operational activities and fulfil all the
requirement need of customers and market. Thus, effectiveness of several other HRM practices
are described as follows:-
Learning, training and development – This is the most important activity which is
organise to improve employees skills and their working capacity according to organisation's
need. For this process HMR of the firm is monitoring and analyse their employees ability and
after this provide them specific training according to their need. This improvement process
helpful for overall organisation to attain their future objectives effectively (Messersmith, 2011).
Flexible working hours – Through this process organisation get higher productivity and
maximum profit in very short period. For a organisation and individual time management and
flexibility in time is very important element to get various opportunities from the competitive
market. Through this HRM practice employee of the company feel refreshed to face various
challenge easily and motivated toward their working approaches.
Performance management – In this process HR of the company analyse their
employees performance and monitor hem on the timely bases. For it they use various techniques
to evaluate their performance. Regular or weekly monitoring of employer is beneficial for their
future success as they get aware about their small mistakes which may affects their performance.
TASK 3
P5 Importance of employee relation and its influence on HR decision making
Workforce is the core and ultimate thing in any organisation that cannot be ignored cause
these are the basis for the business on which they relay and this helps giving long life to the
company. It also helps in getting their pre determined goal in a specific time with effective
working manner (Unger and et. al., 2011). The relations of employee and managements are more
important in order to make growth in sales or life of the company cause they are interdependent
on each another as employers draws a plan and forecast resources and employees are taking steps
accordingly to grab objective in effective manner (Rubery and Urwin, 2011).
The relation of employee are playing a sound and effective role in decision making
process of the human resources. Like if HR departments shares good and healthy relation with
their employees then they have more appropriate points and ideas which they can use in their
decision making process and the result of decision will be more prefect then ever along with this
it is accepted by all employees of if the decision are not releasable then it will not be accepted by
9

workers. All decisions are should be in favour of the employees which helps in improving the
productivity and maintain the image of the organisation. Some major importance of good relation
are like:
 Employee relation are capable to make some major decision which can not be made up
by single person.
 Good relation facilitates the working capacity cause work load will be easy if shared
among all persons (Guest 2011).
 If the relations are goods with employers then organisation are growing as a family.
 Support and health relations reduces are risk of conflicts and also decreases the number
of the absenteeism in organisation.
 HR should playing such performance by which employee will feels more motivated.
 The core person is a HR whom have authority to share all the requirements and resources
in to management this also helps them, in order to framing the rules and policies
according to employee needs and this will motivate them too.
There are so many methods which are identify and used by the TESCO for creation effective
employee relation. The techniques are known as the collective bargaining and consultation. With
the use of collective bargaining, department of HR provides more proper and adequate decision
making process where in all worker's ideas, views and opinion are considered. Along with it this
also motivates employees by conducting feedbacks from them on each and every decision.
Hence better productivity and effective outcomes will be seen by active participation of HR
management. Organisation are have representative by conducting election for all the employees
whom are shares their views and ideas to management other side individuals can work as the
consultant whom have capacity to leads to right decision on each wrong and rights in a healthy
and friendly discussion with workers. This also promotes sufficient and effective relations of
employee for their growth and betterment.
M4
Employees relation are important for each and every company they are playing vital role in an
organisation. If employees take participation in decision making process with higher authorities
then company will know what their workers wants from them and what is their comfort level
which aid their productivity level. Then if company fulfil their demand and frame their policies
and decision according to employee it will helps in improving the productivity of employee and
10

profitability of company. Other side employee law are also play sound role in decision making
company needs to follows all the ethic regarding employment which can increase their benefits
along with their company tend to be more trustworthy for their employees.
D3
Employee relation and human resource management practises playing sound role in decision
making process of the company it has capacity to influence the power of decision making. HRM
practises are about recruitment, selection and so on that make effect of decision of the company.
P6 Key elements of employment legislation and their impact on HRM decision making
There are some laws and regulation which are already created for the protection of the
employee hence HR department are having sound knowledge for it . This leads to improve the
chances of the proper working which relays in favour of employees. The departments of HR
needs to consider all these legislation and regulations in order to take sufficient decision for the
company. It enable the organisation to frame a healthy relation with work force and to maintain
sound relation the process should be in proper manner ( Hobfoll 2011). Trade union and EU has
framed some most important laws and regulation the purpose behind it is they wants to protect
the employees and provides them welfare which saves them from exploitation. The company
TESCO has use these laws and legislations for giving diversity and equality at the work place. At
time of creating the policies, term and conditions firm will consist those rights of employee in
order to saving the organisation from any roadblocks and problems for further. Now the few of
them are explained which are considered by company (Schuler, Jackson and Tarique, 2011).
 Equal pay act: The act was coined by parliament of the United Kingdom in around 1970
in the matter of wage forecasting in commercial industry. This rule gives power to those
women whom are working in an organisation as all wage and monetary helps and
position are speared in equal basis whether they are men or women. No company will
have power to make discrimination between both genders as men and women, age, colour
or religions in the enterprise. If the case is found then claimed are accounted in the court.
 Working hour act: This law has been named and established in nearly 1997 which
explains specific working time for an individual in the organisation. As company will not
allowed to take use of their human resource more then 48 hour in a weak or 8 hours in a
11

day if the do so then employee will have power to sue them in the court. Other side if
company has work load and they needs to use its workforce after working hour then they
needs to pay some extra wage to them otherwise it will consider as exploitation of worker
(Sparrow, Brewster and Chung, 2016).
 Minimum wage: The government of United Kingdom has framed minimum wage act in
nearly 1998 to facilitates fair amount of wage to the workers whom are preforming in the
company. The main purpose of this act is to decrease the numbers of exploitation of
labour in the industry and factories. According to this law some amount are fixed which
are payable to the worker in accordance to their age as above 25 person had to be
received approx. 7.25 Euros, above 18 should have at least 5.86 Euros, the age between
21-25 have allotted 7.05 Euros per day as the minimum labour wage (Messersmith and et.
al., 2011).
 Rights of employee: The act is coined up in 1998 in order to provide rights and power to
person whom are working. In regards of this act all kind of workers have some allotted
core rights while they are working in the organisation and no firm has power to crush it
off. Cause this act is protecting labour.
 Disability and discriminate act: This act facilitates the disabled employee, according to
this law all employee whom are disabled needs to be treated with more respect and
equality rather then insult or sympathy (Wilson and et. al., 2012). This was enacted in
1998 for protecting the dignity of disabled persons and saving them from humiliation and
harassment.
 Equality of Employee act: This act was the improvements over race relation in 1997 and
has amended in 2010 by parliament of UK as the equality act. This is the core of all the
rights of employee as all workers should be treated equally in the enterprise. There
should not be any discrimination on the basis of the age, gender, culture, colour, religion.
If any company found with ignorance of this act then government will take some major
actions.
 Health and safety: all legal duties and obligations are come up with this act in context of
health and safety of the employee in those working condition in which they are working.
This regulation has coined nearly 1999 which emphasis the duties on employer to
disclose all the risk that are associated with the work in front of employee. Organisation
12

have duty to manage the risk and protect employees form harm which can be raised from
organisational activities.
 Data protection act:
M4
Employees relation are important for each and every company they are playing vital role in an
organisation. If employees take participation in decision making process with higher authorities
then company will know what their workers wants from them and what is their comfort level
which aid their productivity level. Then if company fulfil their demand and frame their policies
and decision according to employee it will helps in improving the productivity of employee and
profitability of company. Other side employee law are also play sound role in decision making
company needs to follows all the ethic regarding employment which can increase their benefits
along with their company tend to be more trustworthy for their employees.
D3
Employee relation and human resource management practises playing sound role in decision
making process of the company it has capacity to influence the power of decision making. HRM
practises are about recruitment, selection and so on that make effect of decision of the company.
 This was established in parliament of UK in 1998 which has aim to protect personal data
which are record in computers or paper filling system. According to this act person have
rights to control the information about them self in the organisation.
TASK 4
P7 Applications of HRM in a work-related context
The applications of Human resource management practices is termed as important for a
business as it contributes in attaining higher level of productivity and profitability for the
company (Storey, 2014). It is essential to gather thorough knowledge about the environment so
that ideal human resource practices are employed so that ideal results are achieved (Smith,
2014). The two major approaches which are employed by an organisation are as follows:
Job Specification: it is the document which possess basic data related to job. Information
which is included in job specification includes title, location, summary, essential and desired
skills in a applicant. The level of qualification is also mentioned in the job specification.
13

JOB SPECIFICATION
Organisation: NHS
Job Title – Nurse
Qualification – Bachelor or Advanced degree in nursing
Essential Criteria:
 Registered Nurse with the NMC registration.
 Advanced clinical nurse.
 Evidence of completed qualification.
 Ideal patient handling.
Desirable criteria:
 Primary care experience
 Experience as a autonomous care practitioner
 Ability to work with multi skilled team
Job description: Job description is advertised so that more and more people can be
influenced to apply for the vacant place in organisation. It is aimed to attract most suitable and
relevant pool of talents to be a part of the organisation. It defines the tasks and duties which are
to be carried out by employees who are looking to be a part of organisation (Unger, 2011). The
name of the individual to be reported is also mentioned in the job description.
Organisation: NHS
Division: Healthcare
Job Title: Nurse
Job Location: London
Job Summary
Organisation is looking for a candidate who carry a specialisation in assisting doctor and keep
their best while dealing with patients be it children and adults. The requirement of nurse is to be
fulfilled in best possible capacity and carry ideal decision making and problem solving skills.
The practitioner must be registered and carry a high degree of professionalism.
Role
 Diagnose and treat adults and children.
14

 Take clinical decisions
 Undertake tests which are prescribed.
 Critical judgement and problem solving in diagnosis.
It is essential for a company to adopt the channel which carries highest degree of reach
among prospects. This is done to make sure that maximum number of people are aware about the
vacancy and apply for the same. The wider choice leaves organisation with a better probability of
selecting a right candidate (Watson, 2011). The students of an applicant is mentioned below:
Curriculum Vitae
Name: John Smith
Address :21st street London
Phone No. - 5555545444
Profile summary:
A registered nurse with over 8 years of experience in providing quality care services in
healthcare segment. I am now aiming to leverage my experience and knowledge in nursing to
fulfil vacancy in your organisation and to serve as a crucial member of this company.
Specialisation:
 Proficient in communication
 Extensive patient assessment
 Proficiency in CRRT Experienced in end life care
Educational qualification: -
 Bachelors of Science in Nursing(2004-06)
 Masters in Science degree in Nursing (2006)
Declaration:
I hereby declare that all the information provided is true and is best of my knowledge.
Date:
Place:
15

CONCLUSION
As per the above mentioned report, it can be concluded that human resource management
is very essential part of the company development. Purpose and functions of HRM which is also
valuable for capturing maximum share and attracting different customers. In order to motivate
and encourage employee, business enterprise use different kind of tools and tactics which is
important for the business success and development. Employee relation is very essential part of
the organisation in achievement of long term goals and objectives. It is also very essential and
vital part of the firm development and success which is increase business sales. Internal and
external methods of recruitment and selection also important because its attract million number
of candidates who has capability to easily increase business sales and revenues. Both factor have
strengths and weakness which identify the strong position of the company in marketplace.
Human resource management practices also help an organisation to raise their profitability and
productivity in certain time period. HR practice is beneficial for the enterprise because it reduce
work related conflict and issue in an effective manner. Different types of key elements of
employment legislation that effects on manger decision and business performance effectively.
16

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