DECLARATION

I Arushi Agrawal, student of PGDM – HR , studying at International School of Business & Media, Pune, hereby declare that the summer training report on “Full and Final Settlement: Exit Process” submitted to , International School of Business & Media, Pune in partial fulfillment of Degree of PGDM -H of is the original work conducted by me.

The information and data given in the report is authentic to the best of my knowledge.

This summer training report is not being submitted to any other University for award of any other Degree, Diploma and Fellowship.

Arushi Agrawal

The Ismailia Co-operative Bank Limited and the Masalawala Co-operative Bank Limited came into being in the 1930s. Eventually, Diamond Jubilee Co-operative Bank Limited merged with Ismailia Co-operative Bank Limited. Subsequently in 1981, Ismailia Co-operative Bank Limited was amalgamated with Masalawalla Co-operative Bank Limited to form the Development Co-operative Bank Limited. Citi Cooperative Bank Limited later merged with Development Co-operative Bank Limited, which thereafter was converted into a joint stock banking company, the Development Credit Bank Limited on May 31, 1995.

In the 1990s there were about 1400 co-operative banks in India and a few of these co-operative banks were given permission by RBI to convert into scheduled commercial banks. Development Co-operative Bank was one of 11 such banks that converted themselves into scheduled commercial banks. Vide their resolution dated January 28, 1995, the shareholders of Development Co-operative Bank resolved to register as a limited company within the meaning of Sections 566 of the Companies Act. Development Credit Bank Limited was granted the certificate of incorporation under the Companies Act and the license to carry on banking business under Section 22 of the Banking Regulation Act, 1949 on May 31, 1995. At the time of its conversion to a limited company under the Companies Act, the Bank had a capital of Rs.73.34 million and net worth of over Rs.1000 million.

Since its conversion into a scheduled commercial bank, the Bank has over the years expanded its operations beyond the states of Maharashtra, Gujarat and Andhra Pradesh into the states of, Goa, Haryana, Karnataka, Tamil Nadu, Union Territories of Daman and Diu & Dadra & Nagar Haveli and the National Capital Territory of Delhi. Today, it has a network of 67 branches, 5 extension counters and 101 ATMs across the country.

Company Overview

About DCB Bank

DCB Bank is a modern emerging new generation private sector bank with 154 branches across 17 states and 2 union territories. It is a scheduled commercial bank regulated by the Reserve Bank of India. It is professionally managed and governed. DCB Bank has contemporary technology and infrastructure including state of the art internet banking for personal as well as business banking customers.

DCB Bank’s business segments are Retail, micro-SME, SME, mid-Corporate, Agriculture, Commodities, Government, Public Sector, Indian Banks, Co-operative Banks and Non Banking Finance Companies (NBFC). DCB Bank has approximately 450,000 customers.

DCB Bank’s network of 154 plus state-of-the-art, customer friendly branches are across the states of Andhra Pradesh, Chhattisgarh, Delhi/ NCR, Goa, Gujarat, Haryana, Karnataka, Kerala, Madhya Pradesh, Maharashtra, Odisha, Punjab, Rajasthan, Tamil Nadu, Telangana, Uttar Pradesh, West Bengal and Union Territories of Daman & Diu and Dadra & Nagar Haveli.

DCB Bank has deep roots in India since its inception in 1930s. Its promoter and promoter group the Aga Khan Fund for Economic Development (AKFED) & Platinum Jubilee Investments Ltd. holds over 16.41% stake. AKFED is an international development enterprise. It is dedicated to promoting entrepreneurship and building economically sound companies.

VISION

Our vision is to be the most innovative and responsive neighborhood community bank in India serving entrepreneurs, individuals and businesses.

VALUES

Treat Everyone with Dignity Respect

Do What is Right Ethical

Be Open & Transparent Fair

Sense of Urgency, Passion & Energy Dynamic

Go the Extra Mile, Find Solutions Stretch

Improve Continuously Excellence

Play as a Team, To Win Teamwork

Support the Society Contribute

Organization Structure

Code of Conduct for Members of the Board of Directors

This Code of Conduct (the “Code”) has been adopted by the Bank's Board of Directors and summarizes the standards that must guide their actions. While covering a wide range of business practices and procedures, these standards cannot and do not cover every issue that may arise, or every situation where ethical decisions must be made, but rather set forth key guiding principles that represent the DCB Bank's policies, regulators intent and Clause 49 (Listing Agreement) requirements in that regard. Reference to the Code set forth below and reliance on common sense and good judgment will help resolve issues not specifically dealt with in the Code. However, for interpretation / understanding the wider meaning or scope of the terms “Clause 49”, “Confidential Information”, Insider Trading” and “Conflict of Interest”, a reference may be made to the Chairman who may consult his advisors / Head Legal and Compliance or seek any general advice. In particular, following should be observed as a code:

Board members should observe the highest standards of ethical conduct and abide by all applicable laws and regulations (including on insider trading) to which they are subject.

When exercising the powers and carrying out the tasks and duties conferred upon them, Board members are expected to act in the interests of DCB Bank to the best of their ability and judgment, consistent with their responsibilities to the regulators.

As a part of good corporate governance practices, the Board members are expected to attend the Board meetings regularly and participate in the deliberations and discussion effectively.

As Directors on the Board, they shall be providing broad directions to the management team and would undertake such steps as necessary for good corporate governance and compliance of all regulatory requirements. They will monitor the performance of the bank on a periodic basis and provide guidance to the Management on key aspects relating to key policy matters.

Board members are expected to maintain the confidentiality of non-public information about the DCB Bank or its activities or operation to which they have access by virtue of their functions as Board Members (Confidential Information). If Board members are required to disclose “Confidential Information” by reason of legal requirements, they should inform the Chairman of any such requirement, if practicable in advance, who may, if appropriate, raise the matter with the Board.

When making public statements on DCB Bank related matters, Board members will refrain from making any statements on behalf of the Bank and in case there is a need, they will consult the Chairman

If a conflict of interest or appearance of a conflict of interest, with the DCB Bank arises, Board members are expected to take action, as appropriate, to address the conflict. Board member should inform the Chairman, who may, if appropriate raise the matter with the Board.

Board members may seek information in the interest of the Bank generally from the CEO directly and from the members of the management committee of the Bank if necessary.

Corporate Governance

It is expected from Board members that they would not involve themselves in general or personal administration or day to day functioning of the Bank, in conformance with Clause 49 of

the

Listing Agreement entered into with the stock exchanges.

1) Recruitment: The main objective of this policy is to recruit the right people for the right jobs in the Bank. All hiring is done as per approved Manpower Requisition Forms (MRF). In-house recruitment objectives would mainly include the internal jobwatch, where the internal candidates, would be given opportunities for the identified positions. In the out-house recruitment objectives, the team needs to consider the sources of candidates (i.e. the channels through which good profiles are expected)

2) Training & Development: The broad objective of this policy are:

a. To develop a learning culture in the bank.b. To develop our internal resources at par or better than the talent available outside.c. To support employees with knowledge & skills in meeting business requirement.

3) Organizational Development & Talent Management: This department conducts the promotions process of the employees, their appraisal process of the employees at DCB Bank, publishing the newsletters, known as DCB ESQuire, conducting employee satisfaction surveys, etc. The promotion and appraisal period is generally conducted in the month of May.

4) Operations Management: The operations team has three sub functions as follows:

i) Joining and On boarding: They are responsible from the time when the employee joins the organization till the time he receives all the necessary equipments needed to work, i.e. ID Cards, Workstations, Desktop, their software ids and passwords, etc.

ii) Payroll: This sub department is responsible for monthly payroll processing, Investment Declaration, year end investment proof verification, Quarterly and Year - end Tax processing (Form - 16, Form 24, Form 12 BA)

iii) Full and Final Settlement: The Full and Final settlements form a part of the Employee Exit Process. All the documents to be filled shall be available with the HR Regional Manager (HR-RM) and employee can collect those from the HR Regional Manager (HR-RM) / Fill the same online on HumaNET (wherever applicable).

5) Compensation: The Bank’s objective is to maintain a Compensation Policy that:

i) Is able to attract, retain talent and motivate them to perform at high standardsii) Facilitates a performance culture in the Bank by balancing a mix of fixed pay with

variable payiii) Supports the Bank’s risk management practices and takes into account long term

performance of the Bank

HR Departments in DCB Bank

iv) Is compliant with regulatory requirements and is approved by the Board’s Nomination & Remuneration Committee.

6) HR Help Desk: Resolves any queries of ex employees and present employees through mail or calls.

HR has been playing a key role in the journey of the Bank. This year, a lot of progress was made in enhancing people skills, providing career opportunities and caring of employees. In a first of its kind, a promotion policy and process was introduced whereby all employees could self-nominate for promotion if they are eligible as per the published promotion policy. The whole idea was to increase transparency in the promotion process. In order to improve the quality of decisions and enhance skill levels, promotion tests and interviews were introduced at various levels. The Bank’s foundation of customer service rests on three pillars namely Empathy, Speed and Quality (ESQ). The Bank continued to train employees on ESQ and so far 2,174 employees have gone through the ESQ program. This year HR launched an advanced program called “Living out ESQ”.

The Bank has a caring attitude for its employees and accordingly launched the initiative called Employee Assistance Program (EAP). In EAP the employees and their dependants can access professional counselors free of cost. They can obtain the counselors assistance to deal with their personal problems in a confidential manner. In addition to EAP, HR organized Annual Health Check-ups for employees and their families at a discounted pricing. Further, Health Week was celebrated to build awareness about various aspects of health, for example, bone density test, cancer awareness, stem cell awareness, nutrition workshop, health tips and stress management. The Bank’s “Coffee with MD & CEO” series was organized which gave an opportunity to many frontline staff to directly interact with the MD & CEO and share their views and concerns. The Bank conducted a Career Fair for employees which gave an opportunity to have one-on-one discussions with HR and senior team members. Employee Benefits were enhanced in many ways. Medical claim and Personal Accident insurance limits were increased substantially. Employee Personal Loan program was launched providing loans at rates lower than market interest rates. Eligible employees were given leave encashment option up to 7 days.

In the true spirit of ESQ, HR has created a dedicated help desk to provide timely service to employee queries. The Bank has created a Competency Model which is used in Hiring, Training and Promotions. The Competency Model is extremely helpful in standardizing competency alignment across all people related decisions. In resourcing, the Bank has continued to develop innovative methods for accessing and attracting talent. The Bank increased its headcount by 21.7% in FY 2014. The Top Recruit program was a unique initiative to create an employer brand in business schools and to allow students to apply for jobs in different functions of the Bank. Social media was effectively used for this initiative and the response was overwhelming. The Campus Connect was another initiative for a more interactive dialogue with students. The Bank’s top team delivered lectures on important topics as requested by various top business schools. The above initiatives were instrumental in creating brand awareness among prospective candidates from campuses. Further, to infuse young talent in the Bank from business schools, the Bank

HR Practices Followed by the Bank

recruited three batches of “freshers”. In order to help them settle down properly in their respective jobs a 15 day induction program called “Velocity” was launched.

The Bank has created a learning culture and uses Individual Learning & Development Scorecard approach. In FY 2014, huge efforts have been made in providing training to employees. The new employee induction program was revamped and made more fun and interactive targeting younger employees. The basics of banking and AML/ KYC training was modified in line with the changing needs. A branch based loans credit module was created to improve branch staff understanding of credit. A new sales coaching program called “Beat the Best” for enhancing the performance of front line sales executives was successfully conducted. In line with the new Risk Based Supervision Framework of RBI a risk training module was used to cover more than 800 employees across different units. A part from this, HR continued its well established and popular leadership and development programs namely LEAP, RISE (for developing leaders of tomorrow), ASPIRE (for providing skills to employees to deal with additional responsibilities) and PACE (for improving frontline sales capability).

The Bank adopted a unique approach to integrate different units across all the locations. Similar to schools, the Bank created the concept of Houses and all the employees were distributed across five houses which were given attractive names. The concept of house is designed to break the silos and create camaraderie across the Bank. In order to mix fun and work several employee engagement programs were conducted during the year for example cricket tournament, arm wrestling, etc. All the festivals of India were celebrated with enthusiasm and zeal. CSR activities such as Joy of Giving Week celebration, blood donation drives, donation of old computers, clothes and books, charity auction, etc. were conducted.

PAYROLL PROCESS

The Payroll Process is outsourced and being presently handled by Osource (India) Pvt. Ltd. (Osource).

Function 1. : Monthly Payroll Processing

The salaries and emoluments for the month are credited on the 26th of every month.

Employees would be able to view their pay slip for the month 2 days after the salary has been credited.

Individual employee's Tax slip, Reimbursement slip, PF slip, Loan, Attendance & Leave details are available on the payroll service provider site.

Function 2. : Investment Declaration

All investment declarations are to be made on the payroll service provider site in the month of April/May every year. Any failure to declare the same would result in appropriate tax deductions from salary.

For new joinees, benefit of Rs.1 lakh u/s 80C shall be given in the first month of joining. From the next month onwards, employee shall have to make Investment Declaration on the payroll service provider site.

Function 3: Year End Investment Proof Verification

For purposes of claiming tax exemptions as per the investment declarations (and for Medical expenses) uploaded on the payroll service provider site, all employees are required, without fail, to submit proofs for the same by 26th of December every year (or date as informed via postmaster).

The proofs are to be annexed along with the Employee Proof Submission Form (EPSF) and are to be sent in a sealed cover marked "Proof of Investments" (Please enclose all Medical Bills also) to HR - Operations, for onward transmission to the payroll service provider.

Please ensure that all documentation reaches the HR-Operations by 26th December every year (or date as informed via postmaster) without fail. This would ensure that employees are not Inconvenienced by any excess deduction of tax.

Function 5: Quarterly and Year - end Tax processing (Form - 16, Form 24, Form 12 BA)

Upon receipt and verification of relevant documentation regarding tax exemption, the Form - 16 is issued by the payroll service provider and received by the HR Operations Team.

The same is uploaded on the payroll service provider site for individual employees.

Full & Final Settlement Processing

The Full and Final settlement processing is handled by the HR Team. The Full and Final settlements form a part of the Employee Exit Process

All the documents to be filled shall be available with the HR Regional Manager (HR-RM) and Employee can collect those from the HR Regional Manager (HR-RM) / Fill the same online on HumaNET (wherever applicable). A list of the documents required is mentioned below:

1. Approval of Resignation on HumaNET.2. Exit Clearance Form (Available on HumaNET).3. Exit Interview Form4. PF Claim Form, in case of PF withdrawal5. Gratuity Claim Form, if applicable. (Form L)

In case of Officers (SE), documents required are mentioned below:

1. Approval of Resignation on HumaNET.2. Exit Clearance Form (Available on HumaNET)3. PF Claim Form, in case of PF withdrawal4. Gratuity Claim Form, if applicable.

It is the responsibility of the Supervisor/HOD to inform the HR Regional Manager (HR-RM) oncean employee submits his/her resignation & the resignation is accepted This should be donethrough an e-mail/HumaNET clearly communicating the last working day.

It is the employee's responsibility along with the HR Regional Manager (HR-RM) to complete theExit Checklist and obtain clearances (e.g. Conversion of Salary A/C or Staff TD to Customer A/C or Customer TD respectively, closure of email id, settlement of loans and advances, etc.). The completed set of documents clearly marked as ‘Full & Final Settlement Documents’ is to be sent to the HR Regional Manager (HR-RM) & they shall, after verification of completion of documents, send the same to HR Operations Team, Mumbai.

• All documentation must reach the above mentioned address at least 3 weeks prior to the employee's last date of employment with the Bank. The TAT for Full & Final Settlements is minimum 60 days from the Date of Exit Clearance.

• In cases where the PF is to be transferred to another organization/government, care must be taken to complete all necessary documentation with the new organization to avoid delay in processing the same.

Employment Separation Process

• No leave can be taken during notice period. In case, leave has to be taken due to any emergency, approval of immediate supervisor is required before the employee can avail of any leave.

• All leave will lapse and no leave will be en cashed at the time of Full & Final settlement.

• No leave will be adjusted against Notice Period days.

It is the employee’s responsibility to ensure there is smooth handover and transition during his Notice Period.

• Any waiver of notice pay will have to be justified by the immediate supervisor and approved and signed off by the Business Unit Head (not below the grade of Senior Vice President) or Head HR.

• The HR Regional Manager (HR-RM) & the HR Operations Team would be responsible for verification of all exit documentation and their onward transmission to payroll service provider for settlements. It is critical that all documentation is completed in all respects.

• Employees to note that the last month’s salary will be credited along with the Full & Final Settlement

Notice PeriodMentioned below is the grid of the Notice Period to be served by the Employee for levels across the organization effective 1st January 2013.

Grade Notice PeriodPost probation / Pre probation

Executive Vice President, Group Senior Vice President & Senior Vice President,

90 days

Group Vice President, Vice President, Group Associate Vice President Associate Vice President, Senior Manager, Manager, Deputy Manager, Asst. Manager, Management Trainee & Executive

90 days / 30 days

Officer Trainee, Sr. Asst. Officer, Asst. Officer, Assistant & Subordinate Staff

30 days

Officer 30 days

Employees on Fixed Term or Contract 30 days

Gratuity

As per provisions of the Payment of Gratuity Act 1972, gratuity shall be payable to an employee on the termination of his employment after he has rendered continuous service for not less than 5 years,

a) On normal retirement, orb) On early retirement or resignation,c) On death or disablement due to accident or disease

If the termination of the employment of any employee is due to death or disablement then, the completion of continuous service of five years shall not be necessary.Gratuity is calculated at the rate of 15 days’ last drawn wages for every completed year of service or part thereof in excess of six months, subject to:

1. Maximum of Rs. 10 lakhs for the employees who have joined after 1st April 2006.2. For employees joined before 1st April 2006, there is no upper limit and is subject to

Bank’s Gratuity Trust rules.

Nomination of Family Members:

The employee has to nominate family members to receive payment of gratuity in event of death of the employee. The nomination is documented in the Gratuity Nomination Form

Tax Benefits:

Benefits: Gratuity payment currently is tax-free up to half months salary for every completed year of service or Rs. 10 lakhs whichever is less.

Provident Fund

All employees (as mentioned in the appointment letter) shall be covered under the Banks’ Provident Fund Trust. On contract employees are not covered. Currently the employee contributes 12% of the basic salary & the Bank also makes a matching contribution.

1. DCB Bank has its own PF Trust which maintains the PF accounts.2. The rate of interest on PF is decided by the Trustees every year, based on the income on

investments and the Bank provides statements online.

Allotment of PF number:

The PF form is provided to the employee along with the joining kit.On joining DCB, all new employees are allotted individual PF account numbers on the basis of their date of joining.The HR Operations Team shall automatically generate a new PF number each time an employee joins.

Nomination of family members:

1. Employee has to nominate family members to receive payment of Provident Fund in the event of death of the employee.

2. The nomination is documented in Form 2.

Transfer of PF from previous organization:

1. Employees may wish to transfer the PF accumulation that they had with their previous organization(s) to the PF account with DCB.

2. It is a voluntary option.3. In this case employee has to fill Form 13 in duplicate giving all particulars of their

previous employer's name, address, the PF account number that they had with the previous organization etc. and submit the same to HR.

4. The Bank shall not follow up with the previous organization of the employee. To get an early transfer it is the individual employee's responsibility to follow up with the HR dept. of their previous organization.

Voluntarily increasing the PF contribution

1. Employee has the option of voluntarily increasing his/her PF contribution to the PF account and can opt for an additional contribution of either 6% or 12% of the basic salary towards PF.

2. The Bank, however, shall continue to contribute 12% only.3. Once an employee opts for voluntarily increasing his/her PF contribution, he/she cannot

change this till the end of the financial year. Employee can opt for closure at the end of March.

4. To opt for a voluntary increase in the PF contribution, please send an email to HR Operations Team.

No

Yes

Initiate Resignation request on Humanet by

filling the resignation form

In case of waiver, Approval of BUH

required

Initiate Request Again

To be forwarded to the HR Dept (corporate

office)

HR Regional Manager maintains a record of

all the documents

Form to be approved by the reporting

supervisor

HRRM also maintains a tracker sheet and sorts

the clearances

Documents complete

Documents not complete

Excel Tracker Maintained &

Info sent to Osource

Employee is Informed and asked

to submit the documents

Documents are verified and compiled for

individual employee

HRRM receives FnF Sheet from O source and

verifies

Compile all data and send to O source for

JVReceives JV, compiles

documents and prepares exit kitRelieving Letter is prepared

and sent to the employee and his account is closed

Exit Process Note

Step 1: The employee initiates a request on Humanet by filling the form and submitting it. The Immediate supervisor gets a notification of the resignation and takes action on the same. He either approves it or rejects it. If the resignation is rejected, the employee has to initiate the request again.

Step 2: The form after being approved by the immediate supervisor goes to the HR team in the corporate office. If there Is any waiver of notice pay recovery, then the form is sent to the BUH for approval. If the waiver of notice pay recovery is approved, then no recovery is made from the employee. If the waiver is not approved, then the amount is recovered from the employee’s salary account or any other way.

Step 3: After the corporate office receives the resignation application, the HRRM requests the employee to fill the PF form, exit interview and gratuity form (if applicable). A copy of these documents is included in the FnF kit that is prepared for every individual employee. All the departments are required to give the clearances for the particular employee.

Step 4: The HRRM maintains an excel tracker sheet for the employee which is filled and sent to the vendor O source which then prepares the FnF sheet and sends it back to the bank. The HRRM then verifies the calculations manually.

Step 5: The net amount that is to be paid to the employee has to be calculated and sent to the vendor again and he prepares the JV and sends it back to the bank. The HRRM then compiles all the documents (list of documents mentioned below) and prepares the FnF kit.

Step 6: The relieving letter is prepared based on the recovery made or amount to be paid to the employee. Different formats are used for different cases. i.e with recovery, without recovery, excess salary, balance salary, etc. It takes around 45 days after the last working day of the employee for the relieving letter to reach the employee.

On the last working day, the employees are required to hand over the ID Cards and other accessories that were allotted to them for official purpose.

The HRRM is required to direct the IT Dept to ensure that any access to local IT systems and accounts are cancelled. This is in addition to any access and accounts managed through IT Services and may include home office phone or cable connections.

The list of required documents to complete the process is as follows:

Printout of the resignation letter from Humanet

Pay slip Attendance Sheet Tax Sheet FnF sheet Journal Voucher (JV)

Exit Clearance Form Exit interview form PF claim form Declaration form Gratuity: Form L – If applicable Telephone Allowance Relieving Letter

Professional Tax Auditing

Professional Tax is the tax charged by the state governments in India. Any one earning an income from salary or any one practicing a profession such as chartered accountant, lawyer, doctor etc. are required to pay this professional tax. Different states have different rate and method of collection. In India, the professional tax is imposed at the state level.

This auditing is done by the Operations and Payroll department of the bank. Every branch of DCB Bank is supposed to pay professional tax. Every branch is given a unique sol ID which is used while auditing the professional tax. This tax is paid on a monthly basis.

An excel sheet is maintained of all the branches in the country which is to be submitted to the corporate office in Mumbai (Lower Parel). This excel sheet is then verified by the HR Official in the corporate office by the record of the tax they receive from the branch of every state. In case of any discrepancy, the branch is notified and the correction is made.

Exit Kit

When an employee initiates a request on Humanet for separation, he has to prepare some documents to submit to the corporate office HR which the corporate office then verifies and prepares a kit of these documents. Some of these documents include PF transfer form, exit interview form, salary slip of the employee, tax sheet. There are different types of relieving letter formats.

Every employee has to serve a notice period based on his/her grade. If the employee is unable to fulfill this notice period for some reason, he seeks permission from the Business Unit Head. If the Business Unit Head permits to waiver the notice period then the employee doesn’t have to pay the notice period recovery. But if his waiver is not approved, then he has to pay the notice pay recovery amount which will depend on the number of days for which he has taken a leave.

This amount is then deducted from his salary while preparing his full and final settlement. If there is sufficient balance in his account, then the amount is deducted from his account or a lien is marked on the account for the remaining account. If there are any other deductions to be made, they are made at the time of preparing the full and final settlement of the employee. In case there is some amount to be paid to the employee, then the same is mentioned in the FnF Sheet for that particular employee.

In case the employee has served more than five years in the organization, then he/she is eligible for gratuity. This amount Is paid to the employee when he/she leaves the organization and in case of any recovery, the amount can be recovered from the amount of the gratuity to be paid. To avail the gratuity, the employee has to fill the form L for gratuity and the amount is calculated by the corporate office HR. The relieving letter is prepared for the employee keeping in mind the above mentioned points. The whole process takes about 45 days to complete and only after that the employee receives the relieving letter.

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The HR Department in the corporate office is divided into 5 major departments namely Operations, Recruitment, Organizational Development, Training & Development and Help Desk. Further Operations is divided into Joining & Onboarding, Payroll & Full & Final Settlement of the employee.

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Observation & Recommendation