Welcome to Pearson Education Indian Subcontinent

Welcome
to
Pearson Education Indian Subcontinent
An Introduction To Pearson
Agenda
Pearson PLC
Pearson Education
Know your Policies - KYP
Payroll Portal
Intranet – People@Pearson
In-charge Portal
PEARSON PLC CEO
John Fallon on Pearson
“Pearson has a clear position of
leadership in global learning and
publishing, with strong foundations
for growth in technology, services
and developing economies. Our
challenge is to seize those
opportunities in an era of
tremendous industry change.”
John Fallon,
CEO, Pearson Plc
London, England
Beginnings
Founded by Samuel Pearson in
1844
The Company was founded by Samuel Pearson in 1844 as a building and engineering concern operating under the name of S. Pearson & Son. In 1880,
control passed to his grandson Weetman, an engineer, who in 1890 moved the business to London and turned it into one of the world's largest
construction companies. The company built the Blackwall Tunnel between 1892 and 1897
Pearson Group
Pearson is a global media, education and publishing company represented by market-leading
businesses such as the Financial Times, Pearson Education and Penguin.
The Financial Times Group, one of the world's leading business
information companies, provides a broad range of business
information and multimedia services to the international business
community
Pearson Education is the world's leading education company. From
pre-school to high school, early learning to professional certification,
our curriculum materials, multimedia learning tools and testing
programmes help to educate more than 100 million people worldwide
- more than any other private enterprise
The world-famous Penguin brand is the label of quality from novels
and classics to cookbooks - and much more - around the world. We
publish an unrivalled range of fiction and non-fiction, bestsellers and
classics, children's books and illustrated reference treasure chests in
over 100 countries
Who What Where
PEARSON
The vital statistics – Proportion of Pearson Revenue
Pearson Board Of Directors
Glen Moreno
Chairman
Will Ethridge
Chief Executive
North American Education
John Fallon
Chief Executive Pearson Plc.
John Makinson
Chairman & Chief Executive
Penguin Group
Robin Freestone
Finance Director Pearson Plc.
Rona Fairhead
Chief Executive
Financial Times Group
The World’s Leading Education Companies
Education Revenues, US$ Billions
5.8
PEARSON
3.3
2.6
2.3
2.0
1.7
1.4
1.2
0.9
0.9
0.9
0.5
0.4
0.4
0.3
Pearson Values
Live, breathe and work through Pearson’s values
Brave
Decent
Imaginative
PEARSON FAMILY TREE
Pearson Group Organisation structure
PEARSON
Financial Times
Pearson Vue
Pearson Education
Pearson International
Penguin
Pearson North America
Asia Pacific
Middle East, Africa
and Caribbean
Southern Africa
Latin America
Global Strategy &
Business Development
ELT
UK
Europe
Corporate Functions
Pearson Shared
Operations
Pearson Technology
Other shared areas
Pearson India
Pearson India’s operations currently consist of the following businesses and brands
(indicative only)
Education
Media & Information
Consumer Publishing
Pearson in India
Khozem Merchant
President
Pearson India
Ranu Kawatra
President & CEO
Pearson Education
Max Gabriel
CTO
Pearson India
Andrew Philip
President & CEO
Penguin
Shweta Tangri
Director - People
Pearson India
Aparna Sharma
Managing Director
Dorling Kindersley
Fiona Collins
Managing Director
Pearson VUE
Ramana Akula
CFO
Pearson India
Sushil Eapen
Managing Director
PCTA
HOW WE COLLABORATE
NEO ….an online space where you can connect with people across Pearson, share ideas and
information.
www.neo.pearson.com
CSR @ Pearson
Support My School Campaign
•Joint initiative between Coca-Cola India and NDTV. The latter being a leading news broadcaster
in the country
• NDTV has been in operations for last two decades under the leadership of Pranoy Roy, eminent
journalist and the current Chairman and Director of the NDTV group
Support my School campaign intends to do the following
• Highlight the conditions of schools in rural and semi rural areas
• Provide basic facilities in these schools for the benefit of students
• Set up 100 model schools across the country and get a momentum going
Focus areas for SMS campaign
• Sanitation
• Sports facilities
• Environment conservation
• Health
• Rainwater Harvesting
Pearson’s suggestion of ‘improving learning outcomes’ in these schools has been
welcomed by campaign owners and eventually led to the partnership being
finalized
Salient features
Project partners include UN Habitat, Sulabh International and Charities Aid Foundation (which is
also the implementing body)
Endorsement by prominent personalities from various walks of life. These include sportsmen,
politicians, film actors
Sachin Tendulkar, renowned Indian Cricketer is the campaign ambassador
High decibel campaign with continuous coverage on NDTV run channels – both English and Hindi
Addresses issues that strike chord with masses and larger stakeholders; the project emphasizes on
community participation which is the key to sustainability
Limited concerns on sustainability front : Coca-Cola and NDTV being strong campaign owners and
credible names
http://www.pearsoned.co.in/web/aboutus-videos.aspx
PEARSON EDUCATION
An overview
Pearson Education Indian Subcontinent
Leadership Team
Sr.VP - Higher
Education
Anish Srikrishna
Sr.VP - School
Naveen Rajlani
CEO
Ranu Kawatra
AVP - Finance
Ashutosh Verma
VP - People
Manju Kohli
Pearson Education Indian Subcontinent
Leadership Team
VP – English
Ritu Chaudhri
DGM – Business
Engagement
Easwari Prasath
VP – Supply Chain
Ajith Vasudevan
VP Manufacturing
Subhasis Ganguli
AVP - Legal
Anagh Ahuja
SVP – A&IQ
Sanjay Shivnani
GM - PD
Geetika Malik
VP – Marketing
Asheesh Sabharwal
VP – Strategic
Alliance
Sriram Narayanan
Know your Policies - KYP
An overview
People Policies
Code of Conduct
Conflict of Interest
Leave & Attendance Policy
Employee Referral Scheme
Insurance Policies
No Smoking Policy
Dignity at Work
Sexual Harassment Policy
Information Systems Policy
Code of Conduct
Pearson Code of Conduct
People:
Regard for gender, age, race, national origin, religion, disability or sexual preference.
Equal employment
Freedom of speech and of association
Information to all
The Company:
Aims to avoid conflicts between the Company’s interests and our own individual
interests.
In our personal capacities, we don’t compete with any activity or business of the Company,
directly or indirectly, or use the knowledge gained here to help anyone else compete with the
Company.
We don’t do business on behalf of Pearson with a Company from which we or a family
member may benefit.
Suppliers, associates & other partners:
View our suppliers as partners, and we expect them to make a fair return when they do business
with us.
We don’t accept gifts or gratuities from current or would-be suppliers or other parties
interested in doing business with us or having our favours for personal or commercial reasons
and vice-versa.
Code of Conduct
Customers:
• For our customers we offer products and services that are consistently superior.
• We never blame problems on the customer or someone else.
• When we advertise or solicit business, we are truthful in every detail.
Governments and laws:
• Comply with the laws and regulations of any country while doing business, without
seeking or giving influence in exchange for promises, gifts or any other inducements.
• We always try to compete fairly and honestly, observing all applicable anti trust and
competition laws.
Our responsibility to society:
• We try to give both time and money to the communities of interest in which we do
business through our charities, sponsorship donations and through encouraging and
enabling colleagues to volunteer their time to causes they support.
• We try to operate in a way that is sensitive to the environment and minimize the impact
of our products on the environment.
In case you observe any breach to Pearson Code of Conduct, please feel free to reach the
Pearson Group Legal Counsel and the Head of Group Internal Audit at www.PearsonEthics.com
Managing Conflict of Interest
Do you feel your & Company’s interests are conflicting?
Conflict of Interest Policy
All employees are to place the interests of Pearson India ahead of their personal interests.
Conflicts of interest arise when an employee’s objectivity in reaching decisions for Pearson
India is, or may be affected by factors other than Pearson India’s best interest.
Only by adhering to this policy can the integrity of Pearson India’s business relationships
be preserved and other interests be protected.
Any employee who violates Pearson India’s Conflict of Interest Policy shall be subject to
appropriate disciplinary action, including termination of employment.
Incase of question whether the continuation of any interest constitutes a conflict of
interest, they should immediately report their concern, in writing, to Pearson India’s
Director, People Department or the Business Head of the respective Company.
Illustrations of Potential Conflicts of Interest
•Interest in Competing Concern
• Interest in Any Other Concern
• Interest in Transaction
• Use of Confidential Information
• Compensation, Profit, Gifts and Gratuities
• Rendition of Services
• Full Time Service
• Use of Position to Influence Others
• Competition with Pearson India
• Appropriation of Business Opportunities
No interest in another concern or participation in any transaction shall be deemed to
involve a conflict of interest if the interest or participation has been disclosed fully in
writing to, and has been approved in writing by People Director, Pearson India and CEO
of the concerned Company.
Planning For Leave?
Dreaming of a refreshing holiday?
Planning to go the family way?
Are you unwell &
need rest?
Leaves & Attendance

Casual leaves / Sick leaves : 15 days per annum (1.25 days / Month)

Privilege leaves / Annual leaves : 21 days per annum (1.75 days / Month)
–
–
–
–
The encashment of Privilege Leave: Minimum of 7 days and up to a maximum of 14 days.
Accumulation of Privilege leave: Maximum up to 42 days.
PL & CL cannot be clubbed together
Probationers are not eligible for PL

Maternity leaves : 90 days per annum (As per Govt. Laws)

Paternity leaves : 7 continuous days


Calendar Holidays : 10 holidays and 2 optional RH in a year
Office Timings :
a) Mandatory working hours is 8.5 / Day
b) Core working hours is from 10 AM – 5 PM
Employee Referral Policy
It pays to recommend…
Building our Pearson family together
Employee Referral Policy
•Refer your friend/acquaintance for a suitable position in any of the Pearson group companies.
•Payment will be allowed for Inter-company referral under the scheme.
•Senior Management/Managers/People Department staff associated with the recruitment process
will not be eligible for this scheme.
•There is no limit on the number of referrals an employee may make.
•Selection of candidate would be based purely on merit and job-profile fit.
•The payment will be made to the eligible employees after the new hire passes their four (4)
months & will be paid along with the monthly salary subject to tax as appropriate .
Employment Type
Position Type
Benefit (Rs.)
Regular Full-time
E position
12,000
Regular Full-time
M position
24,000
Regular Full-time
SM and above position
40000
Short-term project/ temporary/contractual
for min 6 months tenure
5000
Insurance Policies
Health Benefits:
•Group Term Medical insurance :
All employees & their dependants (spouse & children
only). Parents are not covered in this.
Risk Benefits:
•Group Term Life Insurance: Cover all employees only
•Group Term Personal Accident Insurance: Covers all
employees only
•Permanent Disability
employees only
Pension
Policy:
Covers
all
MEDICLAIM POLICY
INSURER - ICICI LOMBARD INSURANCE COMPANY
•
Pearson recognizes the needs of its employees for financial protection in the event of
illness, disease or injuries that result in medical expense.
•
Employee, spouse and two children are eligible for participation in the Group Mediclaim
insurance
•
The Maternity benefit is allowable upto INR 50,000 for normal delivery and 50,000 for
cesarean within the Sum Insured, maximum up to 2 children.
•
The Sum Insured per person ranges from INR 2,75,000 to INR 7,00,000 depending upon the
band structure as given below:
Bank
SI (Floater)
SS
2,75,000
E
3,25,000
M
4,50,000
SM
5,00,000
TM
7,00,000
Important links
•
You can view the list of network hospitals by clicking on the following link:
•
http://www.icicilombard.com/Content/ilom-en/Hospital_list/search.asp
•
Below is the link from where E-Cards can be downloaded/ printed:
•
http://24x7.icicilombard.com/ghi/iHealthCare/iCare_Wfrm_SearchPrintICard.aspx?Login=N
Claim Procedure
•
Cashless benefit : can be availed by getting the treatment done at any of the network
hospital of ICICI Lombard and by producing Medical Insurance Health card.
•
Non-Cashless benefit : can be availed by submitting the bills/documents along with the
duly filled claim form to the People department.
Contact Details
•Name: Shivam Bhatia
•Phone: 8373901876
•Email: [email protected]
GROUP PERSONAL ACCIDENT POLICY
INSURER : TATA AIG GENERAL INSURANCE COMPANY
•This policy is applicable only if insured person suffers disablement due to an accident
•Only employees are covered
•Sum Insured amount is two years annual fixed CTC
•The cover is worldwide but payment of claim can only be made in India and in Rupees.
Benefits Details
•
Accidental Death : Death Benefit is not covered under this policy
•
Dismemberment : Yes (% of Sum Insured depending upon type of disability)
•
Permanent Total Disability : Yes (% of Sum Insured depending upon type of disability)
•
Permanent Partial Disability : Yes (% of Sum Insured depending upon type of disability)
•
Weekly Compensation : Rs. 10000/- or Actual weekly salary, whichever is less will be
paid in case disability which wholly and continuously prevents Insured person from
performing each and every duty pertaining to his occupation
•
Fixed Medical Expenses : Fixed- Rs. 5000/- per accident.
•
Terrorism is covered.
Claim Procedure :
•
Employee/Beneficiary notifies People department, who in turn would intimate Insurer and
submit required claims documents within 14 days of the event
•
On obtaining all relevant documents, Insurer begins processing the claims
•
Claim Investigation and review within 3 days of submission of all the required documents
•
On approval, the cheque is sent to the people department within 3 working days, from
where it is given to the Employee/ Beneficiary
•
On rejection of the claim, Insurer would provide a valid reason for the rejection to the
People Department / Employee / Beneficiary
Contact Details:
Name: Harish Chandra
Ph: 9899766675 // off: 91-01166563617
Email id: A&[email protected]
GROUP TERM LIFE POLICY
INSURER : KOTAK LIFE INSURANCE COMPANY
• This policy is applicable only in the case of death of the insured person
• Only employees are covered
• Sum Insured amount is two years annual fixed CTC
Policy Parameter
Insurer
Kotak Life Insurance Company Ltd.
Policy Duration
Calendar year which is renewed every year on the 1st of
January
Sum Insured
2 times of annual fixed CTC
Terrorism
Covered
Claim Procedure
• Beneficiary notifies the People Department, who in turn would intimate Insurer and submit
required claims documents within 30 days of the event
• On obtaining all relevant documents, Insurer begins processing the claims
• Claim Investigation and Review within 3 days of submission of all the required documents
• On approval, the cheque is sent to the People Department within 3 working days, from
where it is given to the beneficiary
• On rejection of the claim, Insurer would provide a valid reason for the rejection to the
People Department or beneficiary
Permanent Disability Pension Policy
•In case an employee during the tenure of employment suffers from disability which
renders him/her incapable to work, the permanent disability pension policy comes into
force
•The person eligible for this pension will cease to be on the rolls of the Company.
Procedure for claim:
•The eligible employee or his designated first nominee can claim pension by filling up the
prescribed form which is available with the People Dept.
•The employee has to furnish disability certificate from a registered medical practitioner
•Once entitles for the pension, the employee will cease to be on the rolls of the Company
•Pension amount will be equivalent to the last drawn basic pay and will be revised
periodically as per the prevailing cost of living indices.
•The pension will be paid maximum to 60 years of age (the retirement age)
•In case of demise of the beneficiary during the pension period, two years’ pension
amount will be paid as lump sum payment to the dependent or legal heir of the deceased
•Disability pension is taxable as per the prevalent Income Tax Laws.
Employee Health Check Up
A healthy workplace is a more productive workplace!
Annual Health Checkup:
Annual health check up programmes are specifically designed to diagnose,
monitor and prevent potential health problems and help you lead healthier
lives.
Procedure for Health checkup appointments:
•Send your request for health checkup along with your date preference to the People Department
at least 3 days in advance.
•People department will send you the details of the plan, pre-requisites and hospital location
preference on the same day of receiving your request.
•After receiving your location preference, People Dept. will forward your appointment request to
the respective hospital for confirmation.
•Once the confirmation is received from the hospital branch, the same will be sent to you by
People Dept. You are required to carry the print of this confirmation email with you along with
your Company ID card on the day of the test.
•Reports of the test will be sent to you by People Dept. after one week.
No Smoking Please…
Okk…so we admit smoking
‘might’ be addictive
Smoking is injurious to
health!
Please don’t throw your
cigarette ends on the
floor. The cockroaches
are getting cancer!
Take small smoke breaks while
strictly abiding to the No
Smoking Policy…
No Smoking Policy
•Smoking is prohibited in all areas within the buildings.
•Managers are responsible for ensuring that the no-smoking policy is observed.
•In case any employee feels that the policy is being violated, he/she should bring it to the
notice of the Assistant Manager – Admin.
•The Company understands that some of its employees may feel unwilling or unable to give up
smoking, staff should agree with their immediate manager on the frequency and length of any
smoking break.
•Employees who meet visitors from outside the Company are required to explain the nosmoking rule politely but firmly.
•Any employee who fails to comply with our no-smoking policy will be treated in accordance
with the Company’s disciplinary procedure.
Dignity at Work
Are you or your colleagues getting bullied at work?
What should you do?
It is important for you to get it addressed!
Dignity at Work Policy
We believe you are entitled to enjoy a work environment, free from any form of harassment.
This includes:
•bullying,
•unwanted conduct of a sexual nature, either verbal or physical, or
•unwelcome behavior based on race, religion, ethnic origin, age, disability or
impairment
If you are the subject of harassment your complaint can be made informally or formally.
•
Informally: Ask the person causing the offence to stop.
•
Formally: Talk to your line manager. If your manager is the source of the alleged
harassment, contact a member of People Department for help and advice or to lodge a formal
complaint.
Sexual Harassment At Workplace
Incase you are
wondering who has to
tolerate Sexual
Harassment??
Sexual Harassment Policy
What is sexual harassment ?
(a) physical contact and advances
(b) a demand or request for sexual favors
(c) sexually colored remarks
(d) showing pornography
(e) any other unwelcome physical, verbal or non-verbal
conduct of sexual nature.
Lodge a complaint; whom do you approach?
–
Complaints can be made verbally, through email, or in a letter to any
member of the Complaints Committee-People Director, HOD &
Business head.
–
Complaints can be made directly by the person facing harassment or
even by her/his colleague.
Information Systems Policy
Objective:
This policy statement sets out the rules, to be followed by all staff members,
covering the provision and use of computer facilities.
Information Systems Policy:
a) Legal Framework
b) User Training
c) Network Access Information
d) Software copying
e) Internet access & e-mails
f) BYOD
PERFORMANCE MANAGEMENT
Start of the
Performance Year,
KPIs need to be
set at the start of
the year or at the
DOJ whichever is
earlier
JAN
PMS Cycle
Mid year review
DEC
Final
review
COMPENSATION
&
BENEFITS
Compensation and Benefits
Compensation structure:
Basic
HRA
Conveyance
Provident Fund
Special allowances
:
:
:
:
:
40 % of CTC ( fully taxable component)
50 % of basic (40% non – metro & 50% metro)
800 fixed (tax exempted component)
12 % of basic (tax exempted component)
Balancing amount
Flexi Components :
LTA
Books & Periodicals
Medical Reimbursement
: One month’s basic salary.
: Rs 1000 per month (max)
: Rs 1250 per month (max)
You will get tax exemption if you furnish the bills against flexi components claim. Otherwise
we’ll make it taxable.
Leave Travel Allowance
Basis to claim LTA:
• You should have taken continuous 3 PL’s.
• Applicable only for travel fare & not for boarding and lodging.
• You can either travel alone or with your family.
• If your family travels without you, no LTA can be claimed.
How often can you claim LTA?
• You can claim LTA twice in the block of 4 years it will be tax free on production of bills.
• Present block is 2010-2013 calendar year from 1st Jan’11 to 31st Dec’13.
Proof of travel to avail of LTA:
• You can produce an air, rail or any public transport ticket along with ‘Leave Application Form’
• You can even submit the bills issued by the car rental company if you rent a vehicle.
• However, the travel is applicable anywhere in India and not abroad.
Gratuity
As per the Payment of Gratuity Act, 1972:
Gratuity formula:
(Last drawn monthly basic salary + dearness allowance)/
26 x 15 days x number of years of service (more than six months to be counted as full year)
Entitlement:
Gratuity is payable to an employee (nominee – in case of death of employee) who has
rendered continuous 5 years or more on his/her termination of employment. Completion of 5
years is not necessary where the termination of employment is due to death of disablement.
Eligibility:
•At the time of retirement/resignation/demise.
• 4 years and 8 months (240 days = 1 year) where the company follows 5 days a week.
Tax Liability on Gratuity:
Employee Limit is defined under the income tax act, which is at present
Rs.10 Lacs
People DEVELOPMENT
Talent Development
•
Leadership & Talent Development

Key talent/People for the future identification and development

Identification of critical positions, Succession Planning & Career Development


Emerging Leaders India Program
360 degree feedback survey
•
Skill building

Learning Calendar (non-sales)

Sales Academy

Project Management Excellence

People Manager’s program
•
Employee Engagement

People Survey: Survey execution and action planning
People Team
Shweta Tangri
Dir. People (Group)
Manju Kohli
VP – People (PEd)
Jaishree Sharma
Talent Acquisition(Group)
Dr. Amit Singh
Talent Development(Group)
Prashant Pradhan
People Ops (PEd)
Ayan Majumdar
C&B (Group)
Kumar Prashant
People Ops (PEd)
People Team
Juhi Baijal
C&B (PEd)
Vandana Purswani
People Development (PEd)
Roopam Singh
People Ops (PEd)
Gunjan Chibbar
Talent Acquisition (PEd)
Akansha Makhija
People Ops (PEd)
Tanvi Jain
Talent Acquisition (Group)
Point of Contacts
•
•
•
Administration/Facilities
–
Vibhuti Sharma ([email protected])
–
Ramandeep Kaur ([email protected])
–
Contact : 0120-4190100 ext 131 / 133
IT related
–
Arun Sharma ([email protected])
–
Contact : 0120-4190100 ext 266
Finance / Cash Float
–
Amit Srivastava ([email protected])
–
Gaurav Mehta ([email protected])
–
Contact : 0120-4190100 ext 146 / 138
BUDDY PROGRAM
Scope
•Designed to ease a new employee’s transition in the new work environment
•Providing a ‘high touch’ resource for the new employee
•Intended to be a component of the overall orientation program
•Developing a positive work attitude and motivation through enhancing the connection
•Helps to facilitate new employees successfully build connections with colleagues and their
jobs
•Enabling new employees to fully integrate with the organization and build effective
professional networks
Responsibilities of a Buddy:
•Support new hire in training and to establish strong bonds in the organization.
•Introduce new employee to co-workers and help in establishing networks.
•Hand hold new employee on strategic locations/functions to get necessary support,
equipment and supplies.
• Be responsible to ensure the comfort of the new hire by taking care of hygiene aspects like
lunch, etc.
•Stay connected with the new hire to ensure they are progressing well and to address any
concerns they may have.
•If appropriate, provide ‘just-in-time’ answers relating to the job
Responsibilities of a New Hire:
•Ensure that all lines of communication are open with Buddy and Manager.
•Schedule regular meetings with Buddy to ask questions and seek information as required.
•Follow up on the effectiveness of the Buddy program by periodically checking in with Manager to
assess adjustment to the environment.
PAYROLL PORTAL
An overview
Homepage:
Click log on
Login details screen:
Enter login details
HRWorkWays : Payroll
Five Sub-categories
Most Viewed Links:
The three most viewed links.
Most Viewed Links: Latest Payslip
Most Viewed Links: IT Computation Statement
Most Viewed Links: Claim Reimbursement
Claim Reimbursements :
This is a sample page and hence all
reimbursement not captured. The same
is available in your reimbursement page.
Check the pay
component you
wish to claim
reimbursement
Once details are entered, click ‘Save’, if you wish to modify your
claim later before submission. Else you could submit your
claims for processing (subject to bills submission in hard copy)
by clicking ‘Print’. Once opted to ‘Print’ not changes can be
made
This page will be enabled for
updations for a week after the
salary is transferred to your
account
Click on details to enter bill wise
claim details (A screen to update
details as in next slide will open &
upon saving, total amount of claim
will auto populate under “Enter
Claim” in this screen)
Reimbursements claim submission
Reimbursement Claim Process
On clicking print after
updation, voucher id will
get generated. This
Voucher Id will help us
track claims in future.
Please refer the claim id
for any reimbursement
queries
On choosing to print, the claim Forms (Medical / LTA/ Books &
Periodicals ) along with the above voucher will be printed. The claim
forms are to be attached to the respective bills, the above voucher,
which is the summary and a reference document for Hewitt should
be attached as the covering letter to your claims ( if one is making
both medical & LTA claim both should be dropped together in a
single envelope) based on which the claim approvals are done.
The printout of Voucher & details page along with the reimbursement bills has to put in
the drop box on or before the last date of every cycle
Update PAN:
Schedule:
Planner:
Investment Declaration:
INTRANET
An overview
INCHARGE
An overview
Q&A