Strategic Human Resource Development

Question: Discuss about the Strategic Human Resource Development. Answer: Introduction Training and development of employees are considered to be an important segment of human resource practices. With the intense competition within the market, it is imperative for companies to heavily invest in this field to reap substantial benefits in future. In the current report, discussion shall be made on managing different attitudes of employees to ensure that the company can obtain a more productive and efficient workforce. According to Delahaye (2015), Strategic Human Resource Development is the used to develop strategies ensuring that the training and development program is effective in performing the job and enhancing the overall productivity for the firm. For the purpose of conducting this report with efficacy Woolworths a leading name in the retail sector of Australia is chosen. Woolworths Limited Woolworths Limited was established in the year 1924. Woolworths Supermarket is retail store chain owned wholly by Australia. Woolworths specialises in retailing groceries but moreover sells DVDs, stationery and magazines also. It currently is operating across 980 stores in Australia and has 16 convenience stores (Wang, 2015). It currently employees 205000 employees including employees forms its subsidiaries. Furthermore, it serves 21,000,000 customers each week, i.e., 3 million an average per day. Woolworths limited is also the largest hotel and gaming poker operator in Australia. In the list of biggest retailers worldwide, Woolworths limited was ranked 19th in 2008. Since its establishment, it has acquired many stores including 126 Safeway stores in 1985 in eastern Australia and many companies as well. This has helped Woolworths limited to cement its place as one of the biggest and one of the most flexible companies around the globe. The company wasnt just expanding its operations in Australia, but in New Zealand as well. Starting in 1929, Woolworths limited was slowly expanding and finally, in 1956 they opened their first fast food store in Auckland, and by 1971, supermarkets were opened across New Zealand (Keith, 2012). The expansion worldwide wasnt possible without the help of proper management, administration and training. Woolworths limited made sure they knew when and where to allocate its resources and how to make use of those resources to grow as much as possible in order to grow quickly. Every now and then, as previously mentioned, Woolworths limited kept acquiring other companies in order to reduce competition, and this helped them gain as much market share as possible, after all, its not an easy task to be 2nd largest retailer across Australia and New Zealand. Although there were some hurdles, one of such was during the period of World War II, when the growth of Woolworths was very badly affected as the military of Australia and the United States used the warehouses for storage (Herington, and et.al. 2012). But since then, the growth has been rapid, and in 1955, Woolworths limited opened its 200th store. As diversity is very important for a company as big as Woolworths limited so that it doesnt depend too much on just one department, they entered the petrol market in 1996. This wasnt just it, in 2004, they wanted to attract more customers, and so they started offering discounts on petrol prices but only if the customers are willing to shop at their supermarkets. Importance of developing SHRD through Training and Development To meet the competition, it was important to adopt various smart strategies from time to time in order to make sure customers are attracted towards Woolworths limited instead of choosing another supermarket. Another important aspect of Woolworth's limited growth was its location and range of products it offered, and this was important because when a customer entered the supermarket, he/she must be able to find everything that they needed (Mello, 2014). This wasnt just profitable for the company, but also for the customers as well as it helped them to cut down the burden of travelling from one place to another and save their time. One of these strategies is to provide efficient training and development to its core employees. The training and development will help in circulating the requisite information aesthetically, and the technical changes can be updated within them to progress towards achievements (Werner and DeSimone, 2011). The organisation can install top quality programs that will help in the detailed understanding of the customer-supplier relationship. This will help in meeting the level of quality and shortage of supply. Furthermore, it has been observed that training and development through strategic human resource development will help in resisting changes that occur under regulatory context like taxation issues, deregulation, privatisation, etc. Need for training program The retail sector has been playing a crucial role in the world economy. Over the past three decades, the significance of retail has grown drastically in varied economies of the world. With the change, there has been an increase in both size and resources managed by retail (Cekada, 2010). This has made it imperious to recognise the impact of dynamic features of retail on its respective performances and strategies. Woolworths has been showcasing its best efforts to be recognised as a leading retail store in Australia. It just not aspires to gain best in class position in retail industry but also to exceed the demands of its customers. Training can be referred to as an endeavour one aims to enhance or develop additional skills or competencies within an employee to increase its performance and productivity. The aim of this task is to assess the key Training and Development need due to the following issues that were predominantly seen in Woolworths are: Imbibing the competitive challenges spread across the retail sector, Lacking employees in delivering efficient customer services, Shortage of supply of stock (Herington, and et.al., 2012), Price hike, and Popular brands werent able to see the likely demand of customers. The training and development shall help in gaining the possible solution and best resort to solve these issues. Training and development are proposed to recognise the reliability of employees and to motivate them to perform with an efficiency which enhances their business overall productivity (Niazi, 2011). The training industry in Australia is strong and currently, stands at an estimated $1.7 billion of which 1/3rd indicated behavioural and soft skills training. The growth in the industry signifies the importance of training within the workplace to endure more proficient workforce within the workplace. The training strategy focuses on narrowing the gap between organisational needs and employee needs. The target is towards sustaining the quality of labour that possesses varied education, analytical and technical skills Training, vocational and education programs can help in meeting out the productivity, enhanced performances, motivation, job satisfaction and uniformity at work. It has been evident that the presence of these variables within the training program can help in enhancing the overall productivity rate of the organisation. The presence of such factor ensures the increasing employee commitment through such training program can lead towards company enduring growth and success. The training strategies shall be developed in the light of motivating and retaining employees for a substantial period of time (Goetsch and Davis, 2014). Such strategies will help in developing an emotional and psychological relationship between the employee and its organisation. The training is done to tie up employees for a longer duration of time within the organisation, which will reduce company costs in hiring new talents. This form of commitment strategy introduced within the training program shall help Human resource managers in gaining requisite loyalties and sheer commitment from its employees. Thus, it can be seen that training and development are advantageous not for the organisation only but also equally holds relevance for individual workers as well. From one perspective the training prompts towards profitability as well as gaining optimistic attitude towards profit augmentations, enhance the base of its current workforce and help employee relate to organisational objectives (Kadir and et.al., 2011). Similarly, on the other hand, individuals can reap better choices, gain critical thinking, help them in empowering self-advancement, gaining esteem level of satisfaction and ultimately enhancing its interactive skills. Training Need Analysis The analysis to evaluate the need for training is to identify the training gap between the current performance and desired performance. The training and development plan shall help Woolworths in recognising what skills, behaviour and knowledge is needed to persuade employees to work effectively and embrace the changes in an enhanced manner to fulfil the aim of the company. Successful evaluation of training needs can help in identifying who is required to be training and what means of training it should seek. The Sources that are necessary for determining the type of need analysis is: Organizational Analysis: Woolworths needs to assure that the strategic wants of the company are taken into consideration. The training and development program must be arranged in a manner that it ensures company to reap benefits from employees effective performances (Needs Analysis: How to determine training needs, 2015). Personal Analysis: this component specifically targets towards worker distinctively. It is vital to research about what necessary KSAs (skills and abilities) have been already gained by the potential trainees this helps in sustaining the valuable time by not repetitively imparting something that has already been obtained. Operational Component: in evaluating the need for training it is important to have an outlook over the company objective whether its short or long term (Niazi, 2011). Woolworths needs to be sure that company potency is able to make enhancement in functional productivity. Training Needs at different level It is requisite to provide a different level of training for different functional employees. Every employee showcases its performance differently based on the skill and efficiency acquired by him. Thus, below training needs are shown differently at supervisory and operational level: Training Method Level of Management Goals Workshop, Role playing, Performance Appraisal Supervisory Level Enhance the overall decision-making aptitude. Recognise the areas of improvement, performing team leadership and development of effective career path (Pineda, 2010). Supervision, Workshop Operational Level Gaining practical knowledge, development of skill, improvement in production and adaptability towards change Proposed training program In order to gain faster adaptability towards change, the employees require more determined and adequate training to be initiated. For this Problem Solving technique of training program can be initiated, as this will help employees in facing the current issues within Woolworths. Herein the employees will be placed within a real-time problematic situation and will be asked to undertake adequate analysis and serve its possible solutions (Corsica, 2011). Then final assessment will be undertaken by the expert team, which shall come up with best solutions relevant to the situation. This is a continuous process where employees are motivated to develop their analytical skills whenever a new problem occurs in context to customer service enhancement, efficient production, changing dynamics of the competitive market, etc. This training program will boost employees to participate in decision-making to provide more convincing solutions to a specified problematic situation. The experts before conveying their solution will undergo a prolonged session with the management team. This will bring forth with the managers the gaps that are persisting in the performance of employees. The QA session for staffs will also give employees a chance to understand the scenario (Frensch and Funke, 2014). The requisite discussion and findings will be disseminated by the managers and will let manager acknowledge about the areas it needs to enhance. Thus with the expert's team of management and discussion made through QA session will be evaluated and most appropriate solution shall be selected. Evaluation of Training program Evaluation is the last step of the entire training process it helps the trainer in evaluating the key efficiency of the overall training program (Saks and Burke, 2012). The Evaluation helps in evaluating the outcomes, actions of employees and the relevant gap between the perceived and desired outcome. This evaluation process thus instigates upon reforming the process of action, which has unlikely results on the performance of employees. Kirkpatrick Four Level Training Model In order to measure the effectiveness Kirkpatricks Four Level training evaluation model is employed. The evaluation segment holds significance, as it is important to measure the benefits gained after all the time and money invested in training (Praslova, 2010). The Kirkpatrick's Four-level training evaluation model will help in analysing the efficiency of training system adopted and its relevant impact so that one could make improvements accordingly as per the future needs. The four levels are as follows: Level 1: Reaction- this level seeks to how the trainees,e., people who are given training, have reacted to the overall process of training. The reaction shall be framed on the basis of what members perceived of the training system like its feature, technique, material, content and rest (Steensma and Groeneveld, 2010). Since the aim of the trainer is to ensure trainee feel good and gain a valuable experience, it is important to measure their reaction to understand how well training purpose was achieved by its trainees. It also helps in enhancing the training segments for which effective reactions were not given to improve the training for future respondents, embracing key areas or topics that are not present in the current training program. Level 2: Learning: this level measure upon what trainees have acknowledged from the training program. Training begins with setting up of some learning objectives, which are the start point for measuring the level of abilities; techniques, information and concepts are gained (Lin, Chen and Chuang, 2011). It is essential to know about what trainees are learning and the difficulties they face in others, this will help in enhancing the future training program. Level 3: Behaviour- at this level the change in the behaviour of the trainee is assessed, and it is done on the basis of training received by them. This aim is of identifying how trainees can apply the specified information. It is essential to identify that behaviour can be changed only if conditions are favourable (Kirkpatrick's Four-Level Training Evaluation Model, 2016). The behavioural change helps in determining the level till which the requisite knowledge and skill have been acquired which can be converted into improvised behaviour as per the job needs. Level 4: Results- this is the last level at which the last results of training is analysed. This incorporates the relevant outcomes that the trainer has determined to be fruitful for the organisation and its employees. For effective and more accurate evaluation following documents can be used to assess the training program: Trainee feedback on every training event shall be taken. The feedback and individual opinion are necessary to evaluate the reactions of employees towards the training program. To take feedback requisite questions can be asked to know the exact participant response to the overall training program (Hogan, 2010). Customer comments is also an important aspect in ascertaining how the effective employee has been applying its learning in the different context of the business Customer comment shall help in stating the positive or negative change that has occurred due to the training program. Conclusion Woolworths is a leading retail supermarket that has been possibly driven by the competitive market dynamics. The management is responsible for bringing requisite facilities to promote faster performance change of employees. The training and development are sought as an alternative to help employees fight in the stiff competitive market and gain a substantial level of customer satisfaction and loyalty. The problem-solving training method is chosen to develop decision-making and analytical skills of employees to fight the competitive market effectively. The lastly evaluation method of Kirkpatricks is chosen to ascertain the efficiency of training system adopted and its relevant impact on the organization. Reference Cekada, T.L., 2010. Training needs assessment: Understanding what employees need to know.Professional Safety. 55(03). pp.28-33. Corsica, J.A., 2011. Problem-Solving Training. InEncyclopedia of Clinical Neuropsychology(pp. 2032-2033). Springer New York. Delahaye, B., 2015.Human resource development. Tilde Publishing. Frensch, P.A. and Funke, J., 2014.Complex problem solving: The European perspective. Psychology Press. Goetsch, D.L. and Davis, S.B., 2014.Quality management for organisational excellence. Pearson. Herington, C. and et.al., 2012. Brand, value and relationship equities and loyalty-intentions in the Australian supermarket industry.Journal of Retailing and Consumer Services.19(5). pp.526-536. Hogan, R.L., 2010. The Historical Development of Program Evaluation: Exploring Past and Present.Online Journal for Workforce Education and Development.2(4). p.5. Kadir, S.A. and et.al., 2011. Entrepreneur training needs analysis: implications on the entrepreneurial skills needed for successful entrepreneurs.The International Business Economics Research Journal. 10(1). p.143. Keith, S., 2012. Coles, Woolworths and the local.Locale: The Australasian-Pacific Journal of Regional Food Studies.2. pp.47-81. Lin, Y.T., Chen, S.C. and Chuang, H.T., 2011. The effect of organizational commitment on employee reactions to educational training: An evaluation using the Kirkpatrick four-level model.International Journal of Management.28(3). p.926. Mello, J.A., 2014.Strategic human resource management. Nelson Education. Niazi, B.R.A.S., 2011. Training and development strategy and its role in organizational performance.Journal of public Administration and Governance.1(2). pp.42-57. Pineda, P., 2010. Evaluation of training in organisations: a proposal for an integrated model.Journal of European Industrial Training.34(7). pp.673-693. Praslova, L., 2010. Adaptation of Kirkpatricks four level model of training criteria to assessment of learning outcomes and program evaluation in higher education.Educational Assessment, Evaluation and Accountability,22(3), pp.215-225. Saks, A.M. and Burke, L.A., 2012. An investigation into the relationship between training evaluation and the transfer of training.International Journal of Training and Development.16(2). pp.118-127. Steensma, H. and Groeneveld, K., 2010. Evaluating a training using the four levels model.Journal of Workplace Learning.22(5). pp.319-331. Wang, Z., 2015. Supermarkets and gasoline: An empirical study of bundled discounts.Resources for the Future Discussion Paper, pp.15-44. Werner, J.M. and DeSimone, R.L., 2011.Human resource development. Cengage Learning. Online Kirkpatrick's Four-Level Training Evaluation Model, 2016. [Online]. Available from https://www.mindtools.com/pages/article/kirkpatrick.htm. [Accessed on 3 December 2016]. Needs Analysis: How to determine training needs, 2015. [Online]. Available from https://www.hr-guide.com/data/G510.htm . [Accessed on 3 December 2016]. Strategic Human Resource Development Question: Discuss about the Strategic Human Resource of Goodman Fielder NZ. Answer: Introduction: Strategic human resource management supports the long term business goals of an organization. As commented by Knies et al. (2015), the management of an organization is responsible for coming up with certain strategic formulae that would support the organizational business activities. These strategies are HR strategies and might include determining better opportunities for reward and performance. The aim of this report is to evaluate a situation in an organization that could be easily resolved by the means of employee training programs. For the analysis, Goodman Fielder New Zealand has been selected. Therefore, the report shall evaluate the present situation of the employees in the Organization. Based on the analysis, a training program will be recommended that shall improve the condition of the organization. Overview of the Organization: Goodman Fielder is one of the leading regional food companies operating in Australia, New Zealand and Asia Pacific. The Company is responsible for manufacturing, packaging as well as distribution and marketing of a wide range of food products (Goodmanfielder.com 2017). The Company focuses on efficient distribution network and has been working for over tens of thousands of outlets in major places including supermarkets, dairies, service stations, cafes and restaurants. With the increase in the number of outlets, the organization has been facing a number of challenges in meeting the demands of the consumers as well as the business activities (Goodmanfielder.com 2017). Identification of the issue: Goodman Fielder being a manufacturing company as well as the largest retailer and food supplier in New Zealand has always focused on delivering services to the consumers as soon as the products are manufactured from the manufacturers end. This activity obvious reason requires fast and effective contribution of the employees working in the organization. It has been found that some of the employees at Goodman Fielder have just school education and thus they are not completely aware of the entire work process that is carried on in the organization (Nz.indeed.com 2015). The Organization always focuses on increasing the productivity of the organization which requires efficient and prompt contribution of the employees. The ultimate motive of the organization is to support the consumers and arrange the best possible help to them. Therefore, it is important to train the employees thoroughly that they can be able to address the needs of the consumers well. Importance of the training program: As commented by Fee (2014), training is important for both new and experienced employees. It is important for the employees to acknowledge a number of things in order to remain active in their work. Effective training of employees helps them to understand their individual responsibilities and duties towards the organization. It is when they understand the actual work that they have to do there remains the possibility of saving time. In addition to this, the employees also feel motivated and good about the particular company for whom they are working. Therefore, even if the employees are trained at the first go, the possibility of better performance increases when they are again trained (Marler and Fisher 2013). Therefore, it can be easily said that there remains a need for the training program to the employees of the organization in order to meet the needs of the regular business activities. In addition to this, it has to be understood in the recent market situation, customer servicing is one of the key elements that drives the success of an organization (Storey 2014). Organizations like George Weston Foods, Steric, Arnott are the major competitors of the brand. Although Goodman Fielder is well known and acceptable among the consumers for the quality of food products that they provide, but there always remain the impact of treating the consumers right (Goodmanfielder.com 2017). Theories of Strategic Human Resource Development As stated by Purce (2014), to an organization, training intervention is an important part of the human resource management. The effectiveness of the training and development program depends on the degree of participation of the employees in the training program. Training provides certain new skills to the employees that are important to perform their job well. Therefore, it can be easily said that training can directly contribute to the development of the human resource of the organization. In this respect, Ford (2014) highlighted that it is by the implementation of certain training programs, it becomes easier for the employees to cope up with any kind of changes occurred in the organization. Jehanzeb and Bashir (2013) highlighted a number of steps which are involved in the training and the development process of the employees. The strategic learning strategy is the main aim behind designing the training and the learning program. The primary step of the training program is by evaluating the need of the training program (Fee 2014). The training program should be focused on a particular issue that the organization has been facing in the recent time. After the evaluation of the issue, the viability of the particular training program to be undertaken is checked (Goyal and Chhabra 2016). It has to be understood that whatever the training program has to be designed should focus on the strategic management of the particular organization. The commitment level of the management should be based on long term development opportunities that would in turn increase the productivity of the organization. Training also increases the collaboration among the employees and provides the scope to share and transfer information (Knies et al. 2015). Developing the training program The training session has to be conducted as a means of teaching the staffs. As commented by Goyal and Chhabra (2016), training and learning programs are always effective because it is by this process, a particular organization can easily mold the employees or the human resource according to their needs. Moreover, as pointed out by Ong et al. (2016), in the era of globalization and utter competition, product or service differentiation is a major criterion that an organization should undertake in order to make a positive mark in the market. Moreover, it is also important to service the customers well and help them whenever they look for any assistance. This help can be easily attributed from the employees and the staffs working at Goodman Fielder (Fee 2014). As it has been identified that there are a number of issues and problems that the employees at Goodman Fielders face, a training program can be implemented that shall improve the organizational culture and strategies. It has been observed that the employees are less productive and they have a lot of time to spend in the organization (Falola et al. 2014). Therefore, the employees can be trained easily that can match the need of the organization and at the same time shall improve the productivity of the organization as well. It is expected, that the training program should be applicable right at the basic recruitment step that can be easily adaptable by the recruited employees that would ultimately benefit the organization to improve the productivity of the organization (Knies et al. 2015). The training program can be narrated as below: Key contents to be covered: 1. At the time of recruitment: There remains a sea of applications who apply for the job but it emains on the responsibility of the management to think of the best possible way to hire the most eligible applicant of all. Sometimes, finding the right person might not become an easy part of the recruitment and thus, there should be certain parameters that can be used to determine the right candidate. As stated by Goyal and Chhabra (2016), the cost of hiring and recruitment are borne by the organization and thus, any kind of failure in the recruitment process results in loss of the particular organization. Therefore, the recruitment process should be validated enough to increase the impact of better recruitment. It is expected that Goodman Fielder should adopt social recruitment policy. The social networking sites like Facebook, Twitter and even LinkedIn can be utilized as the source for getting potential employees. 2. On boarding: As commented by Falola et al. (2014), once an employee gets recruited in the organization, the on board process starts. The way the new hires are treated and are launched in the organization holds great importance for the particular organization. Therefore, it becomes very important to train the employees. For a company like Goodman Fielders it holds much importance to train the employees and the staffs to take care of the needs of the consumers visiting their outlets (Knies et al. 2015). A pleasant and good behavior from the staffs is expected by the visitors and if the same is received from the staffs, there remains a greater chance of creation of a loyalty of the brand. In order to train them, the managers and the other authorities are responsible. It is expected that a training program shall be designed where the employees will be trained based on the requirements of the clients needed for a super market like Goodman Fielders. Moreover, as commented by Marler and Fisher (2013), for an organization like Goodman Fielder, caring about the needs of the customers is important and thus, the importance of teaching the employees and the staffs is far most important. 3. Talent management: Another important perspective of the training program has been highlighted by Purce (2014), it is talent management. There are a number of employees in every organization who performs or have the capability to perform better than other employees. These employees can be easily utilized by the management of the organization to increase the productivity of the organization. Moreover, these particular employees can be easily targeted and they can be trained as well to retain the talent in them (Goyal and Chhabra 2016). This particular perspective can be easily applied by Goodman Fielder in order to improve the situation of the organization and increase the productivity as well. 4. Performance management: It is the means by which the employees can be directly involved in the practice of learning and teaching. This method is used by many organizations and a buddy is referred to the employees who could not perform well in the business activities (Fee 2014). This same procedure can be applicable in case of the Goodman Fielder. There is no doubt that there are certain employees who are remained at the organization for a long time and that they can easily guide or help other employees in the organization (Falola et al. 2014). This same process can also be called as on-job training. The process can be easily applied by the organization to boost the enthusiasm of other employees. All the above mentioned process can be utilized by Goodman Fielder to train the employees and at the same time increase the productivity of the organization as well. Employee training and learning process remain one of the sole responsibilities of the management of an organization to undertake. If the management undertakes the entire process correctly, there remains greater chance of getting the desired outcome. Delivery methods: Primarily, the management is responsible for coming up with a proper plan that should be implemented among the employees in order to make them aware about the needs of the organization. Secondly, it is expected that the management will hire a team of experts who shall be responsible for undertaking the entire employee training program (Fee 2014). For the said training method, it is expected that both fresher and the experienced are given the training and they are narrated about the jobs and responsibilities that each of the employee has to perform both as an individual person and as a part of a group (Marler and Fisher 2013). It is recommended that a time frame of 15 days session should be applicable for training a single batch of employees. Apart from theoretical understanding, it is also expected that the employees would be given certain practical examples as well that would clear out their conception on how to deal with the customers at the stores (Purce 2014). With the completion of the complete training session, the employees shall also be asked to pass an exam that would test their development on the particular matter. It is only when they pass the exam thoroughly the success of the training program can be declared. Potential learning outcomes: The potential learning outcome could be either positive or negative. However, it is expected that the teaching and the training program would be effective enough and that it is by the means of the training program, the organization would be much benefitted. If the negative or the risky factors are taken into consideration, it can be said that the organization would have to face certain amount of financial losses (Knies et al. 2015). Impact of the training program: The outcome of the training program can lead to the better success of the organization. When proper training is given to the employees, it is expected that they would become more productive. They could easily understand the needs of the visitors and the consumers also find it welcome and pleasant to visit the outlets of Goodman Fielder. However, there remains a risk of the fact that the company has to incur a lot of expenditure on the training program (Fee 2014). This might cause a financial burden or extra expense for the particular organization. In addition to this, there are chances that the training program does not become an effective one. The learners might not learn the things taught to them properly or the trainers might be not effective enough to train the employees (Storey 2014). Therefore, the management has to be excessive conscious about the type of training program and the intensity with which the employees will be trained. If proper checks and measures are kept into co nsideration, there remain the chances that the training program would be a successful one and the organization would be much benefitted. Conclusion: A detailed analysis of the work culture at Goodman Fielder has been carried on. It has been observed that the organization is facing certain issues regarding the productivity of the employees towards the organization. Keeping this particular perspective into consideration, it has been stated that there is a need for a training program to be implemented on the organization. A number of strategic human resource development theories have been undertaken during the discussion. It has been found that training is an important part of the work culture of an organization. In fact, training can be provided to each level of the staffs and managements in an organization. In case of Goodman Fielder, it has been proposed that the employees or the staffs who are responsible for taking care of the needs of the customers visiting the outlets of Goodman Fielder need to be trained. A training program has been recommended with a proper justification to it. It is expected that if the training program is carried on with greater focus, there remains a positive chance of the improvement in the complete organizational business activities. References Falola, H.O., Osibanjo, A.O. and Ojo, S.I., 2014. 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