ࡱ> n0V|l%b`GPNG  IHDRWjsRGB pHYsodIDATx^חdyW9= @0 !RT$ˁw;e_ҝr%;wuUuuez{OϜCԩٽkoo_RTT|:fn7lłbP`~.[.L'?L.>8W7x ܲi+܇4 ɳ]LgixZlhػ8;>?=< 뫫t2RR.O͋zQh J,7@MI* M9$9C}883{2)KUC$IjfN2777üp#;܄IlXlV?{71#VLkḉ f!DJNfCtβ5.Aqν߼m~[~kb~ﰩT~^z wb j{a@ @Kh CX.fuyѻ8^B1g'Ub-z2d8K2]f^jɖE +&77J0T7^A:I@](rbO7FX|x*eo !(>-  ,՚@Zd]֝ź;#6ؔmX )%O@?uߑl<[sSAJW`;T_ S2H s9&$Pޠb9$V%1J->(n#rEbȌͭfn|BL1 f0p۬&l>olPh)QpbQ.3Pի'0B U! M5 (~r@ڂԜY&6>v n$}Z?mL!{+9|L ! đܺ(sVr(oGVPG-Cy'g.'YƏ,g٨ʕbzwuquq< KyTAo477qZDdF蘔ˑqFb :w 5+Fc Rk;Iwk ~Ѭ`ž <v(&s"9x677y(T욳㇃q,c s oܹP[51.#du*Yd|ΛA :Hf|}y~qyzB ëA.sȻ1$ ]IIy' 40jͬdgi3$ p '6 2J>z3ðg!g0۴j^/bT헍^?ϻc@_ ;xR`O2ƱҒ+7[,hK/!tfQ|CH/ r32L>.aP]8䔳>Xb3)9W(+"\ᛓ= !N5M\NjA\F=,H?J [J[OXB .bMƃ (wvZ.NOCl5#AYT`"?쓓ӓӳS`,&7 ج?Fk2 t 9,@DXjr EvD)ŌBfžfl1C~ ~A@5#sewB+ج7zBNfq%m~=BCtZ.y?+V< mx3bz%, lrؤ OFvo,z`dR _@ o!$\ܹT!BM%a̶  oe PSϯYiكA *bsxsT)ZC8=靟gPSS+f! v&rjڭ6VkB5C%$k"͚Ayc#/xRoFܰlb\ d4XX:i ]@( hsj&xl0Ӭq${;ɂ?aYt-MdIތrsODXϯzjѪ:ok ʼn cl ŠfI1x.-,9U(e;oV\(܋IsE<]SmL&a-9_r?Yzq3dΔ:_j:?OYZ1nKxX\T#hO_|?P, H#2kJvƛ@}1bbt}tv愍tfx/[w(TL W\h\2>`lc4|FfZ,Պ*Lb*!/)fDCri2V !{4U O\i c,whk ע SQtv#Y(D\6AӪ53OpFsvMJƣ_zH$5䐤Qnch[&|3%O~GФ(DFv%12%T98" jmf) $pހ,$Rw !gWZBVWBȪ$Pj͓m$Yɧ>Z8zI۽hə_|iYnB} d~5t\_-qW4/.{FXڨ:(JF}LJ;;{|vݝNgh4fة7:[0EٮoVXFZ[+cOY8YTmyTj/˕F\ )$10V1{b ,5睫VApNiU?;p!zxq|<KD1_U"N {fs@(u';xe>Z+m;+9"@2g$4HB?1}p@t)%ˠR4씖)(NJBc.6{v7|f uѤ 3 [3\uK|0Si RP"|(W0E"QRF*x}9<R"fNV"of÷[ |$D8}XA{A(qFY+$>8;a;zQ~6-瘜rqU.ӗ71b)2Uh !d vHJ<~}ZP 5*=62M2p) p7x߱hy=h|ękCf _f,91ivY[V"CA]#cs%k=th|22Be t3] )8[IMrvp0QOZo}NLV_RG=> z6#BKf(tpwq|P/c"z@%+kfK P!Qr*A1 9U@oeNO!&砗uS__0I%MILxqjvj_FA䇥z*Vw{w4_Ikp&n<Ȟ1 Ja9\P>%8Ćx5B[Q %y[s%ĄƐ),ȴ\nŵH> ]ۥr(Kٍ#%#H)VwFBt]KSJP,?8)7*LeZQmwa?>+AS+a 'iPfS0 ҬDsmti; ȧ<a/q57}?lB w0֜[kU(OOiխ7ڋBy^(9==hh{mV*]L~>޷xw[Y\IV[(H*TJr1( $S7Ĩ B/V2nw ЛvjpIž'r71-bC۬٬^ rWht]KC%?DBuɦÃqLQ/;Ɉo.4~UutyZH;$?V2␕X]Q4%/[G*n]Ph燶Cb광n{oP6;[Ff 2Do-2g(姭-)ө~hmen. @I-ǢAb#u|+,T0c[GaveAțB4ZhwzIt~=9ܚ1x}ץ ,䲲?2u4H;ޤ$CSݙ"$@qohrNlJ^nj'7_\ڕܓ4瘐#2+rB ٧ytb&_l:ɍY"/sItRnMHV2<}xH Y y4 z2;+r=j+T^dt:r嗬BT4:SAm--PePr6;8@9٩947!#P+Q4+1`3edi=YU,6 n DI"qVqZ<<WFJQʍ*~ B7W+c1(>9"]l/<=̤پA(x}Zl-|j f5 cftf$n6Zu+(;6}`Y+Po(yX.q[?X,_^.p&K;/_$3!%9, ^A)-$- oíN qH'E 4jLG-jQq\_p"u@v?eeh j(E^JG$*VL{ͩ`ncˤL@O9gt]9j^&[_]B7IH# !o*?Zn>P֨r)=//gQZ>tj/uY`Fgޭ(ßwN%/&SDNv|6Nh!{F|pޅ=k8!f%4^/gMqiB'cl"6t烋٫ǯ:<] ՛ w54M#> ZrYr6(E/9#fL1$;dSJ7#u ʨ!EX^6݀Of|/$z͇H$)aews^{#cr'/ac{M~WbogooskskKGRh@~ DEN`eJvxSE?e jщ ʾڨÙry*1@V*R#PT)(Q:C1y SѻMW]HS{I0DxswDk̺X_;p'ߗWUHޝęI/^!W4'IѪߣ̈́Aj٩w6$UG(;NՠmodJ0Hs.78a`",6׀ o+z Idlllnn6R/UtKT5i< &F7CC6.4B]^LYÎzfy S0(7Qdoio(`] qT<1D#ykر^" D aНm2[w-ułW5[H#A>_(Pͽ5l8bwot;X" 'eԨ|PcL8-#2@M>#d4N΁ .N~ ww6"Uc,$g_C^q\e!6CCN#oT;`:@ֳ&J9_̣JG&nwzUJK#6C$HWNjy3EkV[n˄_L}ΩqtիGG:>2ɀJc2!Gr.TU}}ʴЙLVˆ1sA=4 u䘦/ .z܌Y(9@eU*CVtYجҷޛ'~KR ~\vcmS+!*S @:F("i̔$D_j+-H҄d2!AuQBO)܀QΗh|?LezONA2@gs7 HP;)=E" E0 =jȑKr?ϟ>ƫIx>P̬4P%.N쎻Vm7pT{5H).baxL Ȭ]6LS0TC%PK3@h<+&$ïX{fDd&([Y 1QO.zϏ/O{ Ԅ^;/>a8ϟ= l)a6S2R͘/^x˗/ɹ̋ԗI$sgd pm>xpG Bdo>zgooZCW:A@%P܂'2 BD eAR5NN_}jxFE~zD(jBU%7+-f8J[]2o6׃vz..ϋWW\NGzoscdyy}}uۿ@X}luNB@|:dRq0=\g>=~p߭U۽|0І*; R^Bk@3.&bۥF|cljl;[g4B5.xUrJquA-\nyY|xR]uV̺+a 9X8rAO70q1G/r,1E Z*;^omtݻK,ӈy][@0ZD.JnWC ]T1t>\ʽՃ&i4Gɱy%12ݿocCz=sjPֱy5+IFj eQDYpbB Pgg]~ښIG͎KhifAnaiXT.?5k{1}6y罽Ǐx(Q86[7yҷ{H]i LЩGGG@1uMc-|Y.PPhN5>RX̨TE24ppxTN9Z% ipyqVOx"p-U3,EսT2GOT-ozx7BNvIv#c5N)Ւ) yխF63*Cp=olZ [2y &9/Ƽh#l0#0kmdܠU,(Rxzgݝ-rρC"샃T7Hs{6xBYj?e}Fɮ— sKP <eҪWpȡ[ ,[C EG`5I߮& H /qlw;S C^ATAT |#Zh?C$XҨUT "I'tZe`5ئ݆ p.Hy/"ltTO}F'7'')S\ xߍJ.OPF|DRf` .ώ7vM T#LEY/7jdȟ]+i{̍ų<;eÇ7͗dRPH4qKh2-rT4O)ۧ%@&tR@Ԩ/ ȴBsXgԤ$ !wHQM _)vGqK nƬti%˼H[>%xtVjS2,5m`ҜoӆC^GkKHu|c3# Vֿё*zCU.(.fzʽIk|Or ^u77he*a]bpLpf^QRITԪJm?FKm/ƷY [^²x$ )2SzI 3ofEپaB<, `3Zk4]DN/s; fY`'4E9R웛O+0pJRlSJGƩ}Cl^%4pe)ҎOcꥻQ$KعȔed !HA2V =X?6#8SЂcJI\+3ǟBby vro$ t4ɼ.z5 IN\.ɌN? !$/lmr1&8sj& {k.>ӓLﵴŸI;6ϗMv4A)Fd*cP$trtV<dBE#Õ-){OE=N,rbs8?}5OHSFs6z=!RYbqm=uR8@dd$դ}zRg RN2l_Jߵ5 yŦ˽֌ob?Xp YTfE"&JqUj8H!PFNIHp1$*c;`$c(sTP%`p>i\'^kMDnpJlVV{$Z(ѐ8p[p1pS_R`xUUP(VYnI3I)+ce>R'~H@|uoO kڊ5BL=)A| h=n׮G`9(@)c>>ʷے yvE8 :d@x9GaĚnuoCTCaR IJUk-ڟ: gu`q`T<(sD,b8 9StSInҿ%-)eA+ o&刄tH- 1*qcY 40)#Rh_"$H 3n(~EvUބR;-qJzaU" R_P[iK(>N&_IY(QɮDo^3lhI|+ j AHbMï+8 _<5#c(i!肶8z']H48t`5SZ`YF-;"9z{|M/i6֘jB6*)p{wZ..*)B;kFG?U أjjC)8_ pgTv2}+r j5.Q';LF O22NwǤ1Tϔk>hE[hfPI  _,߮H-PEIk7Acq|+BOi2{7RABxK:i zX5Rl}\ŷaGKMd!l Fw+hOrIHc Ju1h]t3q }(i !zzp@,Y ;!&t &FC._0tjŏ9~"n SJ~X R`&ZV(z l):` ֻB'_\LIXdi]UvPNj[)*kUCf45-epWEF t:kZOU@ks{Bx>y P@( 9!C~ ?;3CLQLEnM { _;1_\@E ʁ<ӲY𚎔HA&8"3!(@E ir-0Ovc9v?fIY&HZ{h>&Uq|FQW[CΡEq΄IGD 6SNuf<`}SDifM$Cƹ`:%1/竝FsC;V! $jhuIZFg,bocIY!٢uSj q3̗}r Z'YJUxqԜ\vտƀ(ŨOPѮ_WrU`gCѯY| \gF^W GRLtcfctinΝ NQ u̒O*f!I+U g{JNdh)  ݊=&f#Lqoܥ¨6ZZV+UP(b@T0U RJKN3Uj?)ª+4Z1." WƬ dP"E'?ip,xl( "uO}*s}aܒ&EcY uu5Pr7y4ť=Z^4HRa&]%y&CpP_=4e@>٬ET@d@V'ѱX 8!(Pw1e1 rE_s!ʋd y°,F0oi#rjzCUj &)+$zQ?,N1B{x̕Jd?@c萁Q-\ '7a% [ rn9JEXPu8uIYhS@~8wnAk@6!0ES HEo>%*HK8̘n %ʇY^x ijUO([HCiE1o0g Ϳ&~%b  .M}RҔGd<s<ƚaQ*qI _*ECi}S,nAғb X,idGk%vU@=۝MXϷ]AtRpk4|E)8ne WA-dW xG\` Dzm7T) 9ž73ҼH{|DK*!єH6eRh_O#8U ??ZI?^q`VB7yBšs Ks,T+ϧoG(ZSj?x*6-J5'D;7u~aY6$wL+͵M}iͲxt͗GGS}" YyƲ+hPhy w 8e*3iKV󓝞'M20)=^Y8yQZlT-$s*?XleO~͂7 <;Z %(KOWG0vPU{ң;ec%aͳ}T맊bfj)t&BH h5ZѥTJfAï~e`޽.bRHr0L8 $+cI%yn'JŝTwn~/ B!@aXƳUoYHf8*BH];+~U3ur]־ lB=Պ?:ʎrH{G>7>Owַ;><ܿKWLtMf %x ]CFsF |q+ ő۬mUtg PLxX587MנTt.H5PR!Rޡ ޢwbZ"샵SPIQKg~ LقP&7WSlVv9^чYQ=.m)m 9?۝E|v IL!/___m?!1J-hNj^n-kwCӹ- 'T,h,Sƶ҂ [oHQ^]7ZScZmS#I)lfEgk2X_(ړCʌ4ZKRttxC j@UpZÖC1hBpd..NN8ɐ}:>)-ϯFGW^>{H򓬦*#|t-+Bf$L[wjNJ)j(zNciZn7М0mi=yG12HBJ嵜/) {@" EaFY'YyeYq@-HOˎʨ[VPMz)hH/N?}v3\_t]kyz^}Ywe53N.J q]ХCŝ)+xf$Ɠi^O+8FjHC$]Bƿ,W Sr>;p,:g}e6!a! q*K;%P0hLpK䶒S^  p2ۧ mlтa3-^D폖Yѳ_}ٿ? ;ώ98htltvIŧVmC O-HMgzªWjMNqSa(byu4HJ[mt|+n!*X`/"۴q(Lĥ @" 2&p"zR">+G];C|5qtg֥C./z+.(p'W/O>vAfZ](N&*a,y\\R x9%^JϬ5Le*ZN ZG!mCd8[@G;+U/%XsehsSL+|(7)8*ch\|TuQJ?]!ڍOzNN/>s X1mACܟnVt^\# XV\mYjk쵷2) < 7:xA/ˀ`4"!F*+'TrkfpS܁c{K}G`_4r'ᴊ6Ch޷4e'vLwwbeYN{&!iP4,|FÓ憲ٳ7i9υc e 1׫F (ɍҎz3:Uv:IP}R4)4vIs㈁D_Sv5AVMqAFSЕf@ENCqWk c m 66Z`s; p=K'QaUSZdԔ($L=]H59/3Qn(|:yg=;~y̟Tj PjӉlۖtYjQ¢Ļ2 SqzNDg^Ȥ㔈JԧljٷB(+}à">"CaגQ&?jc~yǽW$!&4:t=r$aPڎMKMiT$C; Vkh|>][1JƛF1teCȯ%iB;P\oUo*-̨D4Yk)JXaU<8yĝF)țR'kgہ:H]*+y9Ǹ:UDU@h1+LmrM}x W"O*L:oݜP4l;λ-E? `hY5 ݚ}J)Rݝ#EaR[nx2 KP RHkX=U^B]bSrR[_>ImjNeXvWL?S%TS^V>>ڃS.[ȳgt8Hh`1{С`! <s !3fw =X䊀DҪCi1: lLsZ!d], ;斁"PQsjH j|dRHY$9mִF%g^Uo8%}`!Bf}>U%$NZ)圎ڲd^irxLg,MRaDKik/=`BPI>ȭQT=eo@_(~2u^XɫjM-z*.Ú+p 52%J+r^Kc/xO)ՑFrhrgNba,^bEzlnAT%gSW'gd`ӜnAn! S&)6ja ,rsvTtr?kw/;[8xZh8n.MY\[X?DM [}[ yRW%u/NPH<=YiA(7V|ȓ4Ht>!PP=|Dy3I,fJL~>_OYJ̐ PRvņ%(,lB}Y^9"Z|HcsLӄ9I';_~"j*KBة!y(!->&oC Y8{?(:G]JSTjeP&!4^$p "gY}V6'Cd>sIYxe fNWx~6B2 d5& 0̭y8F9S]Af9BL5~@`2OHiQDJ@3u6IsjwD؏ Af>]VI (!2j=ˌ e'iB1?8ʒA6sH|ğK|Dfj]gܠca(C#5F-1ܡ`CS6ߢ>=zyܤx=zl } gI[,\aD)Y#_nu[]&sb_ڇ#X.Q|d"yVZmzޤv@s#;SҚ47Iw@v{tWG΍R2ħN4OLS:^ud>fY0 ֹIgl~KΕ!Uhn1$xL&PL N;hsO+`Р) 1Y-@jl>涾jg@*>M4x]^* ANƞb8aq2|2gjG0Ӳx(-nczwg˹0temȍqQSf B `,Q_69譗.)6SgP{#'Ö4>P7)ނ8;\$a+CK9BUM0s3(WH@ sjQi/fHGJ>uvW$'^\5PV=@%AHCVVR\{6_TӔ2:**'5<-ؚ)ʊ>^P)d !Z0C}r'g*Gz/)i-]B#hDT?7a [lRB aGɖfHdh(g[C)dTR Iw궩+ݨ-P%>b KPAkbMB<%09jkL& BXdĒV q@_ENN\deV|WZg3 rMמ7sf WeV0ate#\6!"0TbFSТ Y$VF1r%Ӹe?*Mے"E5(Sg@qB|kYVQrV`FRG l![N&z&6  ECdQ֥~| ɳ_}%8܊+}?[dn|@g {Rfi-&5$Nwrg@h!l:mVB4mzڲD#쵔LGWarڝWXyxq@5[?tS,+j|KKSbɕTȫѪVHf܂Sqjd%oo\*:k?*aX"J7yh4tn+T!~tԧeF=O{<'47ʍ gO2?a|Q?QH+.2a>kYYU+ztU 11=e&GfBG :oB fCYuZw,x͌R`,&#ZvdҪ#j~f&T@scjB1+sp%lcN}տt 1`r`r׾Vp҃2}5$-=(JJЂ@a~{2m9I`SK"g0RaJ(Ս%)֓Ce 2e qvzHVT.Yu\9 D- *4 Qh˥Aa0 65/;)$O]uw](N=HbP([B& %\pIzЊU$9Ze2v}|Cφ́(R W?%^1hɇS0uCZ+(u7e%,duVҒM'oU\(fݓg PsuZ}L2AN "5l@ɺ`WڀpWSO)*?2~l"*Ԅ lT^KL8(!RYmwoEV9YEZ LuҞT6jZ5yşgH@H0 Hf&# ^Ʉ^J aa[ЀG4)LZ]<IofG~(T uLmYnE&劚$VV\N?ۆd¥%j[7uOUa>';~Ţ٥H-4#PAlwHQm2AVE:uۤ6U7w+u2d5v5@S f͹"xQS, a˄i3FnH}fcZlEMߢtFy*Xvȓ1#9jgg7m޺TL?8R~QG:6* Cͪ6,k- R7&OI\U NɆ;ZCsn_]m 5N>yD6L}aHXKH(m!X}m9a5VG$B7jthA$K=ձ{tqp93YC>SWGԆf5 ]Rَr)Ot`bPqP*o_y?k2^hO&i+ai;G98ىN3Ӊ'Z 5:h,ƫQ||? እkeCzј55Vw{G>KIMh^(s|y r1T\媘~,(괱!_Mfyqv.X|zZ?O+@(xoouQ*C͏I ӊesFG5&j<юa*C=IHG`D#*:>j Iu?MM9Sؔ䀊4M,S̳J1U mzlqD 2X Aɠ-WX#eA- ٮ!˒љAv7^W_;?4(w+c$5)`g]z u T{ ߬P|hae1b.bP#[JUhR`3ӗ"}:T u̐=T>nJ))JOHb],Mdrd̠;' LY^I$:UGƘXqhbDsS65yXw#WGTR<,>=>=;&B@[f *rētLkPݳg~J=_#6K uNJϟ=v~r2aJ>n٫` sH|A+,O|o%;_gwqO3wcS <4X(_ʑ75+-Z|ѳOŇ=?|@^T+hnz+K?N^xqFcO_< \^VDlߣ]#үmʖܣͨZ @ke4l= dlI}`YC>^Alj"s51M:iauBj5bwY2 rNd%@owI$sZ, o"N0LQxPq;^S%? c x⯞=cٙŒPtXZLIb_)0ZZe 9fiZSO*AXs{ES< \ ;LM U0zt1pDjݫ?1_O*-n%ywHiɡ 5Չ(!,$y}nʑTH >9WPR /XvBx}n0ZF$7kE 'X yrUWY@CFEs䳳KT:0ELX -V%oN7ɪ늓k5㵲`P/(#k9$:-4zQ+:Y@9$B:s^`bniԀwW@5m#*xl@Hu( 6:e(w(U-,>yBWr&Z.ܻG&@^AH+(CI#EkeyM!\t[ ųY;8r1T}YZʽĪu"[{=88i\Ջ?~. }YǷ?˸Jx]W77<·4i.zӟ'DhhNEe"bCj Xg_z J LKf64]@]Eս&.E ٸbٚY"'IONY,_=?y@|TQUzaW?ށpH|[VI,bh ڇX .׿^Xq;P#z4;:v.NR$yb4 {~n񑼼9#ؠhk#;@7ղI Z^K3V!H30-мR%8d6nkB5djj9% >Jhw 6T0,; R*K91>u qg,C55 &>C;}NR_׿/у `3>C.Q?ÿG_jobw`ި`~~R~pv?ˑAvyr~o~_տ?ST(^ܔsUgYU>TYېI:c%;$Ow XWoc-Eoo d]f㩷VAE~m 1N@ϱ[ȒL۝1Lja/䔂 ('x9;?vg?ѣw<_@a^"Zհ/`m/`:8락zo?ſW??;)ҰBQʻ4%gtlm33C9N67w𼵽 YZ[JPMV_o9|o/¼p&1}DN/xW)T#N_A>  qE󫙤Qt‰h!X{UopT &qW> [/,{C"VR <|JmƺA^.ZqwW<$ҎU(ig^XyI:ʽpP'kj~nL`H.2!JBo5%槪v% ߨ˙+Cx>!g 8nyV:BbDz܉_:_˿˿}[߂ΈqC">88pw uPwWEÈT^C*||ڠwvJ;z*8q-6L~/Ϟ:)U퓓c2vv5p}sM$T|_zI;V{_rwa{{f7ۤ}1t-QjTMgXt2QrKz7A".?BL*>tItF*b-F륡Y!#״$r4䬎=%hz?hA+J%2Y~4!5.WFw/^ҭuQi, T(8z+8޻sS4OͷWXfle@L^>x[VyY$˪ۛ,9Lc 6+NzJ$Cq_@bqcX1aq4%u6EQVWud@j`֤ 3m{BNfnu)rT'5ZkZCZt&JJ2\ɋC')wVT|[qЊ ۭ˄Y ͇4pNs}Xom/'u_e{%Oz㥒Lo'=I$9EKq" GQ2%1 |?>oua/G `n8dn5[5(urY=׋Y9oG )ߛ[;~TckoɏQ-48ķUP\ngAjCzk=_̶" ބ R,o!n-AIEso gGW?iZ ٘T"$Ц(h6/Wӱڔdf (0* Bt>|( @&dE'bo` +(:@Q4U@|XQ=H I:v769*%kW"Ai[!ISB1WԎ jXUy^,D 7*7=OC!C2ȭH!/>}o~sO~gU򚣼!+obEF2dsvՄY׀5I+~e?GJRj)E:+ I)dgLfVŏXWr 0h㋳s{>$ 8Qꁞoĵp7ӆy(#Đgԧ@8~OW/~O>[^)'( l5 suȏw,d ;)=;;o77u"V*Yu(M/LJxԎ S$_ }eY`D8$Zɷ")Ωo4_B)W PVsW Q8Uz^H*HI3&N˗?}zB|N.wݓߏzwɼ$ fC1 \ݘă:Ғ1dRъDkz<}~kyi{¹[r]¢%v\7ߜR:HlH; #3蝜>??y~}|9:,D^"fȵS۽ďIeO&H:(Jr0WMpF},\$QAt{>٧q[t )~p=(љܴ*ZǁejFZusd:̅:L}!M!F4"żR|+0oT]HΔaDsPѤlM*ţpZ6a,d%7)y˥U,('B>n?.ABM@ʡjWsz~(NIJQ倗C~zl ;xaksc! ͧLY0iZ [r8޴+kt.Ԣ TlMuf& +Qʎ(–` L::5) V$h0@;OזH+"(Lmf KJTiR TbY-˘qRǥ&:Yv(lL.ەQUm<|Re-dG(UmKj֔("&|K_ݒS3P7 0!ja”= zZT`5 n{YiϠ,6/8aUy&㔽F&zm%4@iJU$BGJ3Wjprp:"7^H<*bntW} [S"[hll=1y=)l,q>)P; ɿs쬍bu~ BY򤨇 PUzȪ"gI dEKITg|p:9veDBw^CMXrRilܻ+%h/#j*Š *"_ H3Ҽq32Ved!o* ron$ y8;T"lo W\75D$ +=mJsp.r .xwIƩ6T*' ʤuH\g4YF?ZЕVZ ӈ+@W|U'OpF\h r(ن.~ }TbixJ ;MoR}a։J4{,uyKi)oLd{zFkI֨w+@¼Pu{dgosg  ޷;!%G3PϛA`6Vu B hH,2t Tp -&l*U^*\bIx&MKLpSfFf&~*y |ocɌLՓ`^J*)ܒS% +jCj (zJnllYPأ[,b(_$@S57³ȴ~䍓6I[J k8yS#>!k-0I߽w<`水̄ ݣ&抆x5A )]AP]}ZeAj*i];빛dCP-j~t="6LsBwy|!{=|cD(u<9OW;eBR[9K*qXH STt/}]w H>,|~/p]I1CG6:tEXn~hIZכ{1buv3 _fh@O zd^4}nzԬ-8hH* t~Mj=hlrG4ܐ? #Oնx([;2g=9Cd6NѾX# )̤^^ϵOTIQYWbNi-8233z[B7M(PϽ{){UAk/ :vP8 ˚<ʗ)"@T,1FR7Ս(l ]!\Babm;{Ov}uv:{ZjGդx9zf6{l6[@ZFO\9A _H[ȲM%ߥQ'\ MPslJmvG b7hb帔sOMX)bM"ƹu!1H[C.D}ِr_v!b\?:Tvz@*HYN`E3*| $>ýkЫǻ>춰omeV) uwj];|OP4^ )L2-$JWҐ 44"JTfT#?'Ǎg7&Z$i̯VQ).UYd4HJ%((D e2!jhlX[H*\~Ǥ:W,]K]Ƽ,% V >fpE)? I7EwjxU,,"C)(T/-N '4Oc4d3C^N:1hHoBA,U6cuR*P#NFtWT}q=Skw[[{{p>z +ImPa1ҽ s6wP-3tռ-DFFT'-aQn,Y%mamwȋ&6ǩ0V {,Z/bĬHl;)KL\C?y&'$x{6Y&vk)c,09\|xAUn̢NC3pI@FӼ:PyZR|dsuWFL:nJJmYmO<ӝ@g^G LE;TP)7 Jc MRwz-q4o3`kn0knU_-cpBP~ c >oCVFvQ!}ĖH-JM9oQJ ;S6 h-G~k-a6jMBM|EDLtO@=塖qMZU!4@=7kcWB\[R#q*B払kxBkG;߽H}o^پo"V㨇S FN25 WHX^={D*[)h =}fΤj&" Uy,Z9U)o]":jah<â!%#I9rgEO2d|6NJbf8[RKL7GWVY5A=+B&D D|@vw=?z:ANۼ;F-DFZ+~ [?X>c= OmFBO:Q57w?d`hDr ;*뛥\BLz7RsCe#P!/ Nè3(ܼC9uQHq?Y6KSP|TݔFt7WEt6A辢Z$Zt'^VyY)h̊rZۃ3}sG4KIUt$zX>YD)F%&y, ~.Ԯ>5fć7wDX-RuG?#>ZΈwqs Ž?miHSU^Mds#ʒ0U@*b̶QBX?U- .sĪAp]O\k9xBGfٝ}QU زZ8+9}̰8fiLL%*󐀔˅9N)O ob":Xr"_h3~XfXcbCAqEuB)޲SG-&Exak/uG&ga&xO\%5eJfr8q G\v> U[t2"bd_w[!gդx*S"L=f)X<0G %SH;5_2PL B2zٲ4^o9 (u;|[LS0`$h.j s`0>oAdor>4oY޺_7[K!~7  {! \ &BJ6w5SVK% B4˕Ӱ: )SDqyV[/ ^ͯS' wcX5~KF$ FqfQPUdϳ I_8>lMŲ33)_LVJ mg&hs8\&&tEB*|@h1A-UL̈́) XKMPvHAf'P ޣxh@cumlfg68RPOdHws[77`Lfl5޺ei( XC w&ύg4fǣx<y4⅁G\ '? k6Nb$FWPӕ12<+{7_}|)MUc† ygG ?Iᑁ˷b8lA%.Hx{|ibQxSy0QiaCHdR oO'!-s,4[lA+K7,fț@42 2 62x xFG` 䓹Conr/ Oɏnӗ]uzx|&P _t[j !H~%߇9i9>Ek}zl9 xT`[PvMa=N!ٵ娱|CApH[L7" &-NH(o<,8.-4s&I'LT":ʉIj0{c31@; O~SCAOluZL뻱ɝVb̫:^juZ|XN46Myi _ 7qiA:x^;!!,]ñ|fx`/$ҌxE⦪UaK9ny7 %7Tz!eLfʸ\;3{W&{3, ϕ8yP"Fyqp0f,l ץfaS~}-wXvNLY]"$ gOV8Q3/ڂwcFB"%&eǜA|}m&IݓU&;~sٌ_P^;;o? 7Đ qD-F!d2ra̲ob ΓeA .=9o ~Sg9,ü6&`M34w/ї nfdd*=mZykŀ%!~q@,b侭!}_ȋYb}ceh".4<#;;oeǷnY d~Fm6OeP[NMYg qͳjdēцe!wh/K ONVse9F`Ul&UPHCwH>dm]2o)C'@YkM3͂eY$zKkAE,[h* Yp7Y0.˅DFN-{sӳ%T0lNPLbÛU4fbşYb w gȾuYj+PG3!i!Gٻl<tG q@\\ˑdFY/ϗ 2#ƟYxEo!x߸6]2qH6VZ$"UHKd )[=E2[]6vE8(%!|ϲILAӾ6ݍ>HMc(*ZTxe[,\7!)E\[xj$cdK| MUN;LOYLŹK'd .!_Ni+>k}7\!WMsBp,jgU8LcED$wj|I0!*C}_;Neyg-|[OQ05biZp.'UA^95O q"q=o{H1q›q,īP\h I-vg`}9 K37quo, wY^EVvk{!`Yژ|ف>#x6Yʞf7hcil҄Q>z+ e~B1,6d!dNlDJH\d/Ь"<ayLw H7GP#Y?"ٱeq.Kw0"GzM`<|:LACO(|Gtӗ}.Y]̒Η&b*1[1ѣ2"g78dԛ4dUP,]܇X aK Woʡ}\",nB~,'1!2_c<6&2;;Ax_DCfJ~c׀GkV9SqB@Tg.᳃cĈֲ(E ,bR8ۆ>,bV,bjV:.$JI*A( Y?e'3xQ0؜_IENDB`n;s>b6DPNG  IHDRWjsRGB pHYsod~IDATx^YmqwyȓnXTDRRqv.z6 4lÍ~7F? vm5QHqD\w73ǿX}"W̼U, ƹsk"beſl6d2lbgX,JBa:r[.˯7ߜVU6SdG7џłvlrAZGc݊|sh|aDbc<:ȵ 5\@_Vr<'~ W ~&h^jMwP'_9Nm~_HM/` UjGW>n;L>ǙJ%4`$ +~ |zS*T*n><n(oD e8dwO)42q0j tn溛.gE:G'uqmRH_!c9RXG=1|1bt~ pgXӝl?U,Y]?c izaǺ^L}:Gbfl.Kq:1q "sNL&H6z <p&6ř"8IIӂ^)&sY x7|9zbc.]$ԃ pѲ0$-\E:ͥM,t!Jov6tJI9џˡ(邈wJ\Kp!ur-73cMA0Fap&pf%7}MJ?Ÿ lBm=%H\~:x Cm)L)c^ 3^.\CJ9.׫:$'u0fwo1U'˱؜2\L zbtȻTnΎebWB;:}Dϐr˜E[ώ'N1(1z)\`z|xǹQ͟|TEI.tܟXfrb&O6"LGwJby57VR hÔS-F\.fPղϕrP8Rpb>#dПh9djYfJl>W>'h $z-&ndo,O1}?@'Bb_R(~bIwOw 8_:Ȑ)A-2Y( pt`|0|_hEb9՝kf،՘F6đ TħV)zBAF0p 4ՠu @w==e\Rj ÐC,C0%~N O!3 J?~tx#l>rCeL>sp>)S<ԍH}n띜,%ӻH#ˡke~0la$ & s=ɯO_WR.CN ڥf Fc ~sĎb-eΦӇO=8:8d"#z1C䦐Ç B̪`mnlntvN_7?%~4RnQ[ Ēc<%\9$!$$cr7u؉uI| 85tVory #Qn'<}zzrՃ{As?}j1m W7Co`۳~+4 'h4Z1*[DLbpq[Nt,ZZ6AMNazg-D_A8mCJ.9VaiVz\Fs'v*șMyvg%t|t{{AM3YΧf<`|S!X#Q0ΜIb uzvnFD^2 (w{=| nh6;fG'\Q¾T+e>&lsT8U9ApyE,gt8vC.ȐYkTJP̵D?j |(>^s([vd@ٮc$`5Wi H`~+ Bp*e^z6φSBk5.Ev|xkV\of aq23HӱO X t^[CD.U$mSQ.IpGz݉*wL0ހǏKlmڝO  FQ,1w$cN$i <|wwo4o3༕S,y?e1fg1pygG)sjus1ٶݮ 9Lր'K 쏬`RY fv8S[A̵_ .38~:_>13QOLy 3<_BPq+@.\ೣ]µ_U6{-r]>l#/bHEf+aG<:DVtv6;VP" Dg\h(a^\l3} z8s05< gDJKvOk6ML|)\+EՀ [!sat Xn=E-it0k߼C귾$·oxf}!'L,j؁i6;۝fV SaLUzJ485c!@ߦBӰe0XO!&jd7a !a"ΜfoeeJ)͐3cEjTfWWabעD븵g!%v[H0+0d1fC1FdX?gNq7O#64 Fjo4kưd bT E|0{FT>T蝟L@l!D ^jad\"'QfҟAZ¬Xu9/jXiP)@3f(QcyUob%Hwg3k C_u_ͳc(!$qϣ{OMlf^bV,b3=/c([ d02P$tƬ⠢`E,#NC$,k0d̅TKhI|/p`yl/7GWZ&dS2Oe6lKb%:"ӀZ | ŧz4Fn 9W =lUE?{FtORl#>Նr phʤ4X AI@|:ai:MИjyh-6b>IA;Q򙐔b3ɼb6Ƃ[͋ʹϙJ3ltT\28e  E6;iwQ / }}C.uǑXc-%܈ "ョr1!ݱ=Z x+S"@p@u26P2 X3"މ SM+'j.(1Io-ltw8L$惋PbxS*Am1$a0vZ-cHW5 ]9\I Xƈqa(Z>flXw^bݲJ^+ VP1b.SI3d@ioF&s4x#Zڼ1d)sAc2>3 MXR`:l]Rb0Iv>+dXeQqEa5b)\jp7"J b&L^Ti\;1fU-ؒ'YG$f,K}=x!}Gz>hqBslb|]&j[i٩X3=z ?9b66Y.ނSChj'Og1VmqDs}8Cw7۸2X\Cv߿l`I!^ݨVjղG!pc&zsT#.ލSg w^#' 320)Wܪ^,!ƀ'6HHWd+V~!n%ƒZI C1yJ898W39\( 4-A-f` D0t)!GAę}aY94`)VrNa)I+ D-H7 ea#QUB¬4'T}NgѺ҃4#].@ԵguZJtR<= =ae&|*KWsCE +sL.}GR̵= o a@<Ap ;c,BOٯ+ Jx8fizBY91m)\toZQwfԕPs &yB&xś3h@r_qst9#EtYC[_e +dք,TLP$6OS?qjc- <_! .IfmB%nD)t2WJٍzefjZqwRیMexuM-q63/SAO`s,,jy$Y rYvbqB4Fk$1faA"ysjŦ%H}v{N(I;R+h̺p׍\_*$^ "V\, ʶ6^|sU$SvQw⟱<XgNDp@\*A+8` c&v y$7hb@7H/縀8YhL3x5uu\g⟸Ep-'FL}ȟR̈́)DIpB^oR3^!ACJ;:by'~ɘgCbX'#FRwfDQv,ƒ~Oj$x1 Ɯ d*e8*l) /I6x6g{Y$=XXHRp| q&%4. d(Hѵf n!֘x%Q.J>V 4rlnb?d[btW,n6#M&)yC.lLS#~j}WAP>155I5:" q|VjT 7rb~g9[ ɨϒʑ+YNavy lDkoX,d>(e ]ttIfؤO/fBSA'[GPq 4fhlEٷ' zQ([XآY0Bb~;T BRp`l"-#F.dͥT&+\&A/:']s]حџRB3+n Ak)C* -EƷ+gcJӎ_uB4W`JaHddo.y|s%RBɟXt1]]XvYKK9I*A%EX@hAwdv3'#QCT#&&K_[NY\(Y(Σ,.C"dSG̶9|@,$u'%.C (-Wojc&^qI,0XԒ\5,q_OrAq ?T%sas~ȾCW&i~3e`$e<\*Yen%"B(R%e Řד|6IOp q6r_䡘b|sU߾?c| IKjɎ+={CcH?1;);/!d1Y4xL,h:U(_BRnK5&CC.QRDcůHqCQ$cxQ3[ln$7gI/pby4:[!SBM?czIhzSϋZJTHP+3A*"Se2왭,%~C"OʱDar7@ނ`[!R 6ذ%<ݍ;4k@> rY_ ߓ,h#DLrDRZB-;Q4}0fwb ]6b2}e}J PMT K#!xi"$i-[I.px>dE'i+ ٺ !*e)&Ƞl"TBhYd &&VzAѐL)]4ꡢHBNlRo5ƅ4ѧK8Fկ_*ӽ\]=}b:Uh&p[V݄,Y ! L[?Q ;#V=x:$z< ǧ^urh)g.ݮUKn5!'eUsߌ_IFziOzv $arZkA_7z09pdbZ%VgsHLb댶e'DSJn#կ&}sC,..E"`aPUklnfbX_(ġBRV_h3u86|Р̪&? ؉NHw1 %eSh^ޗs<#R~R6_v uŎH@i&bF &"LD~5j(,ꥲI$BO > 4iã Vn(Tt5.S`kŕŽ6<Tqg-z>(0VHo0ոuc\o<"HV LCMWI9.l&[p~;yk͂*'_*]~JPZZ)ɷ z܍cNNrHӬ>^>p,ȟ'Pj M嬴.|Ƙ`<>drLܣ5]`@q`\iD_2FF tJ*#*\DE9CN<+ѕ J>*]mV}raE>Lt*hՊͳ(,SsrztxS`67fA]xSoK~ Jot0es5'G: IPopNOMTsF<( fդ [I-jө١v25ԡlB]PQwY5*ƭ7w6ZFiCL1!+f ^ Xvf BѰ?~ X;ڝMDxͥW4Hm8|H<)_/@OR#Z%P^i )2 Qv2+ziEԍ ~ C bP^G 5k Uj0.%Vy8n|)zzBmʕ sZҵ!Nε԰ء76w7wrYơ1ۏtGof`[߸y !xd~綞TkN/ZC7eLuW\zsyR^^l)IiK#%CyK(h5Z0c2r2v`HI/!tlh MMH Mv;ЭT ek ,fI\# f ()Ks (D`)t4CYkR ڭ ߢO0KpЎd:9އA,e5ZtiAB<v)ЮCp,ѤOW(Z`/8ml{; SDE0 &m1.JhmjQ8<>ŃoNNnf#Z(#S[7r 5io2 acvڳr[xUíG1@2CuP$Ko+Mr15E77li4D{BKs]c!Ut'7ܹ~6=4Pn5vnހ6=ݸU-U mʊӀ)E7}$ͳ+f=č=<9޺~W$^-*&pow\Eʅ[-G㘀sKiJtEe<$P0d Dc#i j$tc~hYFãOzY,.Fe}vqpRʍ˙[FRmY,3c;= ܘHR{%Ҹq}Yx0=9?m/ܹO} 8앋+ k4JN(1KSD=dHqDb>/֭?sjG~ԧ>'A$~G- &N>%4EW2JK/{x%Y!d# c6KԣcR.k@hL3D Z+PD.oEzֳBCGP"(m%2DӱCPCDSz6o ͭZm'X* GBZeӵԚX`[?ްZx7l!/Y]ooyM"QKЯ|Y 0IA1k^,Ct Ky969tYYC9DsZ׮mo]ަ;Qa7 *^*szdcc~}{{ݝj<"u4I8PY$bklIM]4 C\ ˎ8_F;ApK̰>H^@?gCFfg矹P@Q퐮6aY5 .5Ff̱UP7AgGéj:|6C^I:t8PZb͐Ű  )&yܺa\R#&Iy SxB?u*YΩYV7$. Gp)+ Рs]#CJZ]`Yj&PvģZQ ) (SD&c2 Ѯ +x6 {(&&76Hd&5f;ɈY'gds 9Sb(z~ .'agMths+gV$C|H"x;r7b )MLGXrZ Cܹ$rª.!P%j}Uw$X%-a5L%QjyYkLP4ʇofh2Uj4G>W7|8fCB"X{G.t+aZĚ;_?XC0I3# D dc}:m^Iд, tLcSHњJD|mL`Nj],K'g.ZJk0@̓@3J{sO&x|,CfO,lDيoD@? 4̽F_,-ξ߄\0kN6%{!<ykJX.7q ka﵎9H3B5Fz#% :oC$O[+_yM+q Mݪ7/H0v'?G{J jLfFLv3>%;Dcb f技bb u|?a1 +ђs:N>h;$,Gt6!^rmLER'9%N'6sS= qY+MdmW7NMښDZS5)eKDW<!M$dzںW:L(4!YN&Ȥ$ y">8,&=(E;Jr S& yPrb9+T Hmꔧjڥ7 dV] HieCޅ8# #dD %‡:mfnqGLQK9ܡVҤ>l)GX!D =d.S6Kω P>LN-3z }(5|!nXU,N93 [$AcI@KP*Ϭ<-46Ħ0nЖ8\;qkg IP8ÃR; +vb Z&*YgHeieCmaE& ~4h7s_PiL1I(:!C3|BȂ` $"=H"E$MՓ3iMmB7d/Y"Mz[v=NlvZ6-Ìy\m֩11I.id%bI$Ⱎ)?!͍f{C&2Ig_Ro2;X\f43#O Cr,%10DD}4 ~DVYkmK-TB/I1Yvq' כ#X-zרjik;e\VR K$U|u1Gs+7dz[ohdaf7mKǍnn 7'kAP/F!$嘨 @Q2tWߐj $qւi7_c`*r>X%|2|&)ColR w[?D_2Ny߶¨icSZ0GjѣGYf:*l6$tC֪I~Zv⦝+kA$bJa-K&֭I"RtK4Px*KbNX:6@+68z@XcqЌ)^nŪ ,ش/ "$@ 8a~\k_ԑV?[b2;bA[ElϢLBuЃH)a/Ry=a-3n;@x[۔X2;)^p^kcIR60([w56zW$' ש($ Vp )5s2a普Iq nrbV |Ѩj>R4el`P! .K#iL뛬*`݊g ͔`*O,Hx8B-G'fS/7x>7 K&31mJ:,,&cC`8ҬY ١zi_$ZAJ=g^iF%2jBGSl7w썩@B 5) g5at8QYbV7W1S0tL{~U=v'g,לJrz8_r|yJHX9:;(Se$dŹĶ7ڣ$TLBF,Oży"/`'M*NmlXa`gAl)h=E@C.R1Aхpi brpN}>"IŎQHv*_F8CV7ȲCj̵Z ?eJ&0[&qssB>'5 5?V=իqvBRX!e!SSt )'}Hdc}ÏjL}Xx|a=VYr?Upf~Ŗ4}V)6VqUӳ!τS Lcwj:9 O.eQ^;LicjXm \Jma=+ǃZK}-SCfq7it<&4&!`|x" TI`P`0BFA 5K m5m/TF:g,DD+"m(O$h,idE4ZŽ2W fQy-fZ=ɋ,~]y+}_'<3:"`XѰ] ?S[1oܯuIbHsYR6ěUze1Cs;bJE圭V&2^JM\53SωI,{ |aa [k A_ݍ#Gepp '!xuzYkTUq`ޫ 6r͗(Fƪ{j8b!(!2Qo~,\l'ڽwrbQ˱SZԑP=0fwx7cxT=`-VEִf{Th_XA Iib/Ty]RVYg s0^f9NbVwH3 lM\|}К)ѽӓP=-w| oϒ im'ᕰ#R \ ±-bK>>*%,uNetP@őGda_5ʒ `ZmRNM4Zώ{ b?L/"Qb f(rcrmQrpYуx.3=ˠQn!ZBEn]^蛎NaJ rmE~B"xZ22k杍MpߜKBw^b\A:T-ZtK0奎㟯x'(0#rK<ʪRT"*`cRI#ƒ`+ Y꟟m=k߸x $ǐe/":,77L5Q㓣ħ(4 RX"3,4>-*ŜI#VA=U5вAqh+e1$agT?F:VioF|xxpoI⡴AQP'TJ006\ݔ^474⨜`_fǖ4_K:J l_[4z`ZaBvKzIڼ/'l>C&BBW&$X.qr`rʾ-KZÚc -;lF.Nz>yHcº6[`y6aa5|se1$ yo8(Y"[R[r!f'vn޼o>Wj+:eHfq bR-blu"fn`+XZ19p5Ϻ3GV ËNLa*_Bn>dL}Ҫ\93ȷ1 C%eeC|P~ˆ) X&)k^7ona`fgXYKLB^d3Y)$EXK枡WqtݜW|&al%P(c1GMOdl7*eL]Yssjr i)!vpb: $VgVSB7uPeb02i8x󭷞LPBT~]58cڌ8%"L%$$ʉme=M ɥLH 1EP?aAPCJJu̙zO,79:c)y t^*hC&YDP'gF]!Nyqz9d>nze $ {'4 @R҅fl %9vi CkfG!D.f͗dlQC\kblv2tt<K/+_a{嗟b=ի ٶrH#lOJ3Ot KD&]=tYF"J1]:ZMbckِg+>z[`vfa:VLRPZeU5(gոA9?flr pJA1ydXϫLl*?HMg=$FOG7chG#fT TPD2 w>Ȱ,%! TPky.$f*=86l!3O9> 4dɰȖu4ILwb^:c*BDIŪM-~n!~Gџ-O1p'lJ֌chɒy @!LBMVC0s9M6q@6Gx Z4*LÐ2>靛zPhw/rG}|E7ZEXp&7Hط];,[)Tt`*(,zh98ц}K槒 GTTg;SГd4.hGמ6MBlݷ>KJ‘˷tGȳf1+Ҏaޜu Ҍ&ԟTKSh76Dg4S`\Ro׋N Y]V-6|#?KzP[6Z{9 AUUTGszj'uޱ-viLl'avD%B+$lbBD8]fP;½6bT% JG \l,=Qd=og`2. ^H O(1gBZ#oښAΌs[ۏNLH+3~PILH (E*2c݉VDk-'dG *&&J:ڇ6JԔ1E9'قDKd2zO)R~RjC`eTuo+/R cesQ-cC!#iPoHqrR7T ]$mIІv> +I:N$?MVKKX{Ѹf f&CĨĚ0xߕ:9Ehs C1LSFDU =VIw/{$TRZt :i2Ttejst!U0r$`"ڳL%P{Hz`O E+ Fe{ǺɲPыPĵ(Lr[rŻ7y2> n=l;' KH%{JĬĺOwFDag(!FY3r ,P* c Ru#/v ]!#F[oş>O"*H2FV8Uζۚc,7P- ~}8czꠇFlm^~N,FF# lm CDG˃Q!E5UC37 0lbVwȔ-c^ !:gŦueCV#g/RJ%6D!ktZq8Tn&6\C=;CA8])K~p_~_mu2݇UrO4!#&f-L->dёn:4 gYr>F,j^ .Yu~w.ǔ+!, A[V@*DeSʸ1 9!Mjw!eqh8By2x /9>޿ykDb >2 Ek ?HJbCvcЉy!Qq%T9'([7Ff?FF =(e!F|ѐ]ܰ3[ 2H{iSX '%3"L |dgW`(U $$!\Ii@R.c\:/E⴨Ǹ8яi= o&yYhH V-<{d4iVŅ9Lo, Ėܸ@|539#RcTRz;+x*K]CƕR.\㶜ͫNCaŒMHJIU7c P7XekT3k7 ;.r )>Wl* -kMO9N9b)w,IaxtCZuQ4_"vX E 6c_=ʸ3%u.B")A/^SZ&WC7_/뎼cJ 9b%}WaxO~x$%V7FT63TLoK6GeD(@A"XѤ-u^X*@eg#͐z#B[!tqc+xJ@zŪaZ"aDy;＃G<ۍl>7**tiCn8VG,=ś0na`ԉaQVnlӗzFa}\F\x-%GĦ0l.+mش`ok0kqbE!p'd!;H5c=IiȔ cZaIql&oݕ>GW̙_H(3?A,(]BDPЂdƶx;c) AǓ(g`W z ˥NRS2nt9.H& bOYV^.0 Ⱥ B,(REzGe'h"f2[] B& 3MŅ~dR%oD{U~ks* h=QJvxE0hsTlcI3iT2g0~tT$dÔ5%Z~-d4 h%”bi'GEFz޾E/f4![aTn}ퟌgwįny%ߺ>XL[o03kV{)ŻDV >1aA\:-76' Qk 9„6EOT=McqSԀ2ghVQ#i-fʋrOcn<D-gDhhE8E(KfG+r+E* as1'NXOj9FkkHDr֌$2ɗ?RpĕLL#9qZ0Ʈɮu4Q^]*HʹM,Rhwnt[[ҟΊo}VҠ3PCoƻｃW4ƅHAtY+ѮlKS QroW`ɓ'8X|C20#44_efaD8LQ|@%MJcE9i N=-? CRFVA-bㄡ,ڻ~Ol߸EOlII!R݅`,a Q"g,f8G1e_ ުLC ϳ z0[(C=/e26!Up _B CLZ T`>>iڱ7w@#@:+IpC'Dw0 mV3O6-+yŽ/\u\o;&~2;믿NSʆzBY{ $aԎ] c'3g?OU)=9!~!dؓ7']](9|ky| ?-wj۪*c ]U<\W0$񔡒w(tg `&mie؇zZg6U2Gy>'SY z_<~(4 0BPfoD<˶bCڇP6-L[yHlb!$߸v2/XOY a"ɓ}==48`P``,b=?HokO?ڰţތ9/ʜd;sоm?' pn7DSGͦPٴ}+V;wapAA2a\kZ ,)'1e,X7s@*<'bjr-fdh&;%=퍝ݛkZ!hfb!p3.f(ICLɖ|:X?q+HpEkFI9ho޼ ǀMDzdm%($I~) dc&KQ"Z:m`5,( ZDY-2e8YgY\RY`1:MfdYCۻמkV8C2 0m!L Yb|9c op?9! zh Z͌"vvwhvm?B5$ZaPBJc:v*b"HcNNkUY%(Ʌ9ozٻf>ImYt0Ʌ|~~{{w+Nj BZ< 7KfK[yP,lN(ѝ.~)A)o5[nߺy4 5ߞ*ˤ^c%ڮ4XøE͔ؔ)`3Ҏ́D RQje^'oKv{ͽFǬ>f08CU1IC!04A.r:f$,:,ŝ:q״eaBHs_VWL Qׯ_{;`$u2{ƺՌ:Um$k45B5Սgc"%*|8=Mzrd>nnswV,OHj,;fZ% mhb'!iB͜"lV2Bp~*  UCa廥[:"UV7@tW[ +f]ۣ Kb1_`Z @V4&Ed/,4Hqc(fqQ O"ƲEi:{;7om߼ZB4h}?+ !s ,âV3H˴/Ð]L b'Ɩ.k Zhhѥ"Åtjy\giAnoWl)K I2H0E5)$ؐbkhki^~soln!"xqG9WZf&=iL?aPh_xk֕3˼E+ڑ`g0 TCR0 vPĘL㡰%EY K^|hA^F|~YdvB(iq|5;6:s,@D,qTGy="51B!-ن$!-"^xh 2@_ܒ b!//(%"KJ=Kr ʤ~uP7̄gExC K.ELAVo#j=ZUeLyMWo2I˟|Wvo)6a~# J7|Da$-#Bf{^yM|@adrP]h;Hz%/FlJ_^uAzΧ>nr(|0.}a]#6 18 7[LHsܠO~/m6?7Ŋf{kgwlԻ3>3+\!'^egȝ3!`(Wpt^-Rq}x"A~K_d Ηw9Y+:2zX=gB~l|ExJ@Vi阢}eHkԤ>䔒ݼR.R/E&GL%b]?Xm12J#?2h NCGb)|:7绱s]~-͍b*Ym6XӬu/ C֖U= U|3.wͥT-\rj* C%DHrD׈B"{:m}` ^ǜ#=L/p΍_ħ~S~ /'߼M Σ.R 00*Us('E$|}Ku|2n REftr/׫:Ƭ 1IGZH[~6^'5ޯ ajk3Vz SF>(I-hHb#UAP_Vi2\.?!zA8Ǜ3 Eݛ0q+\ qY~d4'%IH a|? sFR[~Ovvh.~&%$z4 !Vt9IWC?&\+kF2ŒD;Fe)V>}t_e_ڝ-b.xSC⅌*:cȩR|#cI'6ݨ soW_}{}%Y3N=3H6:5'Gֶ!対swt!D0$A:>4:?r Ş4t9$!wfc˛}U-9C(l_1(}zhk[& P>7_iܚWB#09IWt Q%oʙs>-_w&ą90.l\V@~Bc7p=Ma_Q|_-PCjV\=t\pHE&-񈇤&eͥ."%>N$} A*p]'`/ݮM^{psr]Cg>AA@:5;MۓglOWq2EU>%4lh#{ țH7\tw̾|l$O"tƎ-<)B.ڊPg2=AŸo%T,ozgz!k[N/2z{$= Y(!Ka{Շ'QoP(,0#CI(ǔjC6wF9i@-&.4` 2>!xĊls/,Eoo)3C4;p?q˩}!3.ڊ-9lzhteUecBbH*[PEvm5,Yok^7A-pAgpsWAO}NAcKK=ͫ (D+</$W5# l@(Oӷ~*1ab$dI$V^T?0gJTVd$x\ʹ(s DУ.aztyWB6oٙL,f u<3h;nKZEP%N C%Wr3AxܜIP=CU& X:Dd({BKIeH U dzOZSՔyVDl)ϳ_P x%aE z0)(G&Jx ܜrfB Bb=tֹe%( 숉 M 'K9Ŗ^{ʾM'=-K@߰4)P 9eS3]ʹfV-IĐEkݴ}_%ebI!eX/]0/Z 7-م'j9iT]lGxn1[ʟog~eW߹QNǭ]ΏO߾qF`,٪esbZ'|4jQ!Gn"EO,<d }fj꘬YR҇x_N V ~pJ3&+H(tȍbud:JPQN+-e I]$ncX`4Di0Jf'cЬG05$?-@P|$@x?zr C25g\$߲ IIp`BTtzY&Fq>n 9V"wV0)*j!=RB=`Kd40"OOzS찰%2=CfPZYIW=i`'Hě 5;0*j Y5֠5)FrL[YT5߬٨ ngLiJ u'hcX:ZLm:bV` 6 |a5!dNS$$?ܔ)\;%jc7CH<h2' LgPM9I[ 8:a 8KfMMRQُB܍ݝ@I °~e &lq͵h >~gzH~jxW4#Y+ Ji'sCؙGrМC/αȝ0iæRg*rxZg)M`w LJ!RXGzIb 0"+Vb|/TL{DxK@'F@6.g-#G ?--\/ҦӶ;ۄE\=[!Q6ĭ=6Dr1F+)8F/Ey9z]SZLk[j&}/)^)#OP^|>V-{ʜe~:vDөjM@zwnΚV;>2Qdkj?ZD ̕eA5tQ +_jHayHX&Xp(iB VC*> = (>98pSPxǁKG/16IƷW0s)\%'']r4iOݧ6c7^;ЃdC#JKSRHP3 )c [k"ZCb iǘ bЊC/R`C==8>WptE1Q=<$I^X؛??LT)l& ǁHL RrH9,k k1ŌŲ:AV@ VF$]7XtٰdKsz.#MR7`FjFƕk&+u&_!6٬FS৵gVU[֘u7 U7¸G+ b47n =A ܹӍTX#RKJ802lgB%]&?QJڊK$+olsQE`B9x<X{0I.儤Uo/(Zl)̤Ҁ6h_ʥcpr{ FVeq8EArq$9tIENDB`neuq~ }B&o@PNG  IHDRWjsRGB pHYsodIDATx^ݽI$ّƞ[텮j,3=|RxD Gx sa̐M32c_}ߝ?}s &ftW}?\.7͆|>r< S_-|>ϙdg_Rĕl6L8kd19VG;Dãrw]=Qb=7.`.S eBOglHoqpF@z~ƃW>y/m^$jܺ <^`$hNS!M'umqFkfWJ+~C._g k`շ{ @go/, H8ƄGv2" Cz7ahm9p.;>b =`GOhgzN0X -YMkӟ1k>; ~; 4 ȅ:WV"vg&=hMwӦƛ+=&1Q;b^to'V!P=Q8ctQ2 'e8d22ѦE$^9~w ;Qo+2I nB?5ʽ~|[tkF$Iŵa;  kIeY"T6S!5,&AS9+x4r+gy\ Tzࡳ0/(R|a6ϧb>W*S B|0wfiL|9-J_WT= i(@tkp4 p2c]㨵n| Z~,;1R?(Iq !1{9gxcuVI PW\ސ9\4 bCX)+b!]&uNN///p8`6o'a粼-;?Ôwj!l.}m723$<}1AAwXOzkDi y6)-martY~O~ $!ّ) #S$1rF . tP7t`7xMoi 7aD· yW*elG)XYLGѠwuqq~zvztyzt.N1i.dipɞx:g ]#q[,Saׁ2>@\:W"u%3596ahT윔.*oZN?tx;>pғSz+3āu$"( #۰3Yo]#v9LU y7ΈKeԜ윟Vp; Ab6eϤyoCK/0VN>K~noݢXf$ޡF R Ǯ+T!$mp9ƵcR_*v$9-o9 r[bCrL,v蓜N6Hqh+\ x5Q\?D.M4ra._,WZR*B g+YCv{ϹA5buFDw܃#a(',}1#*va4g^DŽ9)4Czμt&^|oo2D>]A ekԋzML L`Z7jO-tX|< MgV`Lgy`^pEU(bЉ9#d""Dٮ伾]rʬ*^ݿt -at%.\\s§R7U^}0MA XO'd^b1 edODpe+QnjXi^`\yi9/pg1>n೺&NaHex2sc˃ð*Drhb;o /eKLs,z[P? %0@OpGt\3Xȕf{7ٳnf4YPBO&K_L@ kECeū526Oc\q\Sb}ɆK}8FfB<iP}W@6%Hސ1~STwK=O_Q0K$j.c6z E|A̓??X"hr`f*4T&ʣX6 #Zs6!ajFbff %̘HΛ \ʯ`<&]V& s2r3dNY "B:n'F8o\j@Bė|O?9;>*aBVm4VR-seE0֔2V & Xb Gkne W ;^k3aUUD(jn\,K"HQH8m л >8i" LQ rN$^"bǷsT~7SEpsP-P]^xz٪!l` o4Ϙ6(n 3|o*+Z_: OHռO,s9p 'Ss^A0 3)!x,XYǦ5 mQ@Zf 0JMH8=W #%~{Ww /Νugub qʬ& e*EP倸B¯qx9j5'GlvhSLRF$!."D |%h&(21<N2 IBhX.3#qsCw[0syy2@ܒ<$ I ?_hKt2e@asFv3=.4kM,^Tm_g][vg& yv1,&i2qv2/-s BZ0Ƌ 3卋 Oh*Dk0b.]٠ Y")8CybLG-8Gâ 4D)0D6/5"CE $ Mx4hf#(t"by2\zsz tDHp11mD"`Q{Q`8j\nۮgBF@0.0LQ/\!/&'Ϟ}Min˨WDR Df!t_b?QY,[O勹}6&Jk4c|CF^L-1ܢZn5\ZR.TE,> db[QJTL8(qN Z,'' 4R&2M-/fF7|tf"op  43tqj$ L+F2?F=Rtɠ Lq `deČ!LF¼ ȨFnZ͍ PjTqaJaQWT^h] O=hd&j\\aY,| maZ\CF󜌃0axӓbV+1:A*WʁD\]) -)Lk{E} .яL J]$,(D_Ŧ?dRO^!A\n]/CD;ͻ,K 1U5kvAV..Q)`X ,1g/Dn&` g9c;ӥSJ^aFæLnr# Ԩ`P $KyA.䦓P#;g _ V7\'18I$"Jb;SWB_25"C+d|:ASe|2VfAd>2 6"HJuZKD,  _qpߑvLb|%'>faͅ^@\k"*Vlj^a6"Ą ̙#cm";6YŅ,e!ql Hamodh}xeNH>d DPoOxO#w{ggLJx<33T˩UGuiKDfV y ^ނ =,R+{QRsl~}8D ς1bDUdlss"@)ejЧ",(@3>=p&HppƂ+0m)w^e>-I+'aH/^<_+8d s fFZKMHj4jM|Xi'"^;xIO|G[x''H6!YN)= 4ɴ,i6ɗlN~dh`u1$s)%8!m,Ħq)D$ra"g)V_#FRo4udZIxGdDy>*Yܹe4~OE;>:䓏-8 2b=./ΏΈ xFEt% ɠ8>fCcJ - 0vc"`~'H37NL":]913l!hO@UuN4 >#k9$n$d OAt^X6NYq|1{yɴsq~~z9C1ʼnmۏ?Wggg 7D [ ")P @FGi˜MC;3q9׻Џ:kLlF &P9 AL)FIQ1mwD] e|+-.)8W2nm[uXϵ6ɓG,!ш8   100 ep6&AQD60m $iocc 6iMCF \;з73'buCJHZvD-ZH׷P0)T+bJ^F!oBӠO~+•X. K`(=lnP~z˰B.ܝgu VЅW&[K"Ĭmhy#4-db!0H 8v)!YvZ^;zf g>*!A2&mL &=5d4bz\y]L\ s X:g(\j0\loZhM؂r&.A\E~84@ &-9D3K>sM+ǥu}⊄|RlHfRglSM&NNϕhv )Jn Hk1LpŤHPJ֛MOڜ}ɤݬTFU#f!i4ڻ[z O1ѪV,LP fŸm&?SnDd%Tؗ(^=1])i BVvla׷v`hEjmf *rG!_ &gf҅4$ṙ}GʱA>c菖ۻWƞieJ9]$,*ub^g:["B+|ܿM'֙J>0r1{d{5X=DmdJ0Npbi)Գ;'T$܊yDTo' K u{\9Cʌau$ٸ\@ȲYo[D0 acŰ}e#i`Ow"[ݖ.Q6`EfWm9QFt'+]gRֱm]Ioox<1'I7,›!6eh(Rmkrs u@(?%YTV3%dĻ:OAk9[;I\[&_-8]X 758)$xąS.Rc᎙I vqY1}9]VT`: G18! a_V24AQf% D*Yzt{q:Z34?\>Vivd1* h18Wfr%lJAb 15٭=1[}!rZc5² +"dCh32&$:_`w.?H'7`ˋPg2VV1\*ܦ$P|*'V*~,By5nGpRr *A(c+yK Fv1se_,!0lNSNn؟Pʵ;'%b=S)!bO.!xgǝBzeŚ(pAX0kD"kQ@)C`$ɵ"Xq9k|%Ehkx UGi)PrLJ&#\ϋY RbaHF%g+~{PJCNȔ.@& :/?2 dxdF5-AJ!;&peOQSΑg E"a3b/F9̽'h ;}t u/@z ]v1ki`HtO5#sy@B NoY$i6/ptj &J,88)Iь%np 3F-:Y,:ڢqo9mU|-6 &`]YIq}#*[+I>i&a(jUf2MrB*G?!3Ɠrsه's[CR{t,'\N!pA2R3gl\ǵhfXnr}(|r s-ZNIcW0bY!X!\}t˜!QM|win3{"st}6G|#">n%^ĨSPA]qyVn(j;d-źFӺ eϏUݙ`M@X)wf&SZ` aWy̱!}"_yO^QL`΂'G0$Rx)KѪ ))~C7lN<)V+AS@Rwj4+QrĎS>O%z̅IN%Mz䢋8ǃb =r VW W(POzf 2n` 0פ\FH3C*ŃE 1<ؘc74ie6;'^^K؜ 4.1wW#kN7=v@mQb'~&x@!HlDeDu$6x_E94S. O9{Pb瀖#4/-m-6@SXݔq˖ʑj<;jSHޮ|_%Ā|Y,>I{{~Ki"JCx Oʑn/jX& Ͳ,2j!EśڨFcIÜXb^og"USj&@UXmX;r}h|r~urvLGXe~m Xy5ԒJAK>Y}qk8g?5 ob_\\][ H ,7LJKUaf{5ô/oNY>tfGX҅LQ\ kTKasvi7G6⫚]Gw':PRA_VMmcN{Afɫ|x뭷佐ab:^eg4o܃W^} aD$ AA*Cnufӟu"IyKט$rV5jQCc* K1jTF< ת~("Y/mٺf=ZxDaxp^0ܑHϺWhlmȣ_89aJkУx"L~@Q5Z8rlydmlZ}Lm3Grշ% -)cFp+Nk3fII /[TI"p&b|*Rz/3''+Uғ-NSL9EB&j8`jKk:g>}> %843R9JE F 㲢Bۣjny 8uv:Jً?{r, Mw|zˑ@RJBrf8# Ҋ`?c 3#J;43*4BHX [XNnep[`<zȝX눁b%^ cdZMqj 9`Z1GN1#-;4)Wg(>yJRآ [^{UUX#˸gؿ8>9&GV =pSS Lϐ\y8=# ]\cm-gfSTz re` z$]  UFX\H[ﾋb :*)mM\P)l ōڢH9E}$"2R*I+0?cL ٥tJsyhf4Fߢ^&yUȊuM̃NoHÐuQڤ7ȥLq {_o@ f7XD3]gs#Y%s2=hRoU,bϻQ5dU̦Y J\aVx wa,[?y7IPix`aިĂo*xz"]?X 7 SjUr"զ3 4riԬ]2 K ɚV :K#$&ywznb>*+o[__At&?TqC=z*bBz,bHí흝C-nؿ=y?{Z(:a〛z@@5#e Q>؏n&H+m:0y mq*PȀPmlX[OOzy)L<$fA &Y̊Kuwwk{k]Rc5?"N/./;7}{?7n6r4){5z:WLJ7O9i!reV@j1^{Fxw{w{C(P0 /Tx7HM]#8~ {JSSn&5|x獷xcx4LӓTitn1c*iaKI;I6 =Q89-]Բ?;7)!GbBO }ݣD4Y%H0>̲N #^&!VjJmoolmu4V WD:y-ãFզ0 Qޒ40ܪm7E!%/w>~@%[Xg,A ֐9 W˰qQJ7776DN陳`F&(3ftΥnVIs/l`Ȥ\7 .E(Vu Q ;,`2tK\ЂqHރ6ÍF0~FJ}BCrcw{{ok0bX$Ά鈾/6t-iԢS !% &F_?x\ɖ}K1uZgIB%ad+$&|M<Bh!`c_ςHA/.*okKB|5bdQ6Bʧ;Mb3&V /1^y-탘{ԥ[@ ϰ #It%~!isN=yS koDpj/[<څɔhIuf' ~+U2.FTuf C!c+A*ĤR9Km4a%yHyR U{(X&*f))^bolxD@{ޯ1_n4C٥f[0b ڐ6cfYHs/JPv`@?keiI( lQ5,zhԹ"H/4lj[.!!%]m1TZe4ϒ_&͈ԢP&L1Ĩx7tùl.WUeۤ5>oJ{ ě QR?!Z`Vo XYs&2Fqe/> VA3<7Ԟ0~joko>}_w޾8;"8sr+a|T.Kx;O_|rDԦR(/`q |>ha=n߸)Xɢ?e݉ n ZBqIfC|jvyo.sssv鳫ᠶլ41լ ` 0H0Yt>h`9:XܦҺ\jW-iS.O>xr6LcOt:YdG/(Lf *Mj?m=fW*hVB>14IAV%L]8FY_cƠ;N.{[&+22fN;sW+ń8MX,BfA-BeڀeRE[ _X-+jZz}޶'XȚ{Gd;> z}zZm륝#1kk 3|ZsD0a묧5f ˆDq sHq? @0DviqWf^?&8" ":օcp1\5*ZP4vdj7b܄B=cI96C9:XVmٍ K;cFgɄ^ѰJeӰL1_kN/~7U4bdZ?yCfA@N1Q=E3>]~84" m0$ br3qR#x $.vmn'Uͳ*H=. vj+XX0=YqjmnlT@[m iiLj9ПЍ*3e*WRf0D @1-LH U 1swȟ~[Bc阘DIkl`\1, uq2hJc RPbXĊZ. +9LiDIeffXG$0tL6 ظ8%~:@, ߲ s3ͭGaoqW]|4)"Ȉɜ95?E7RvK$&ǜhD3EZM{(3_" 'jM;/,RxwXpHrJhG5ȶ*t̴Cur$FWYN2/C;;qtKYzsH?0dBJ0$U T#:1lg#W(⪄$4vrhQvlvՑbf(I]]MH<_G=T;+]P9XD,C "7qRTJK&HA867nN -+38#,N$M}kŌ-AQԛqpRx1b϶lńH/eHbk)Kg'Et-s%dɺג'tx`٬+$zŌ*CHAVXPNvh "8\$!BtV&I\j1zqɹv 9aU%OOi`%ҋ˗8H40~%#oR>H;Oz+̑t ~)կ ʏX CMZ%rCG#A^q_CkJqrPy- ׫O.mK*:ճDZ,e+Qr+*(x$+QF5W!v"HgbȳqīOaa {yߖMzĂ =NTSb&qݐrEBӻ?uAKZ :`W_}^#+:S1pq;^CpjFdW[g.&  9OV+lk+!).ƴnS&.埞w/cI HL]uG\s"n18>lH۵9V]|34u:0TAVBz+95; w#&3u@НH*k,% g} st]LPj=;ݷ.,bKZt&,IG $-3!n!yXjY8o*ɨS,+''C5Zw (w& Պ6{݀^V6 +dkt΢ t*="vnnf9E֒8`M㿯-v (n'^Z/ drl%XUkӈ΁ ʼnvyb7ꍺLp0plKIu(qGC-V~k? TQhWJ:E= [|%di3cl-QHdM`j55[)o+Y*.Q?sBX;DVÌ.? Jn\hַv,t)T7߇`jvl9TruJ0ԲPZljF)NszQL熗&h@D>#J!MfiZnT7jks+O#-yjThJeP>4fۍ-ƺH5΢Hz1.,K,YLjOAtB;Fm{xdr<̑H) @:J>Z͇[Ix+VnrU n% I~(zוb.Igx./O??%bD,叼\5)A,WC?DClT]vxwP*mbVZ\:gW[L7_klo˅Qv^tfc GāU ̣leJ"4r],ҡ;uރZۻpFIUB:Oz)s>Z@Jǥq1OG?!gI17REv:\&N>xK7 Vvuh-BOSadQwVսB>yhoE)]K[S6=6|fKZҵr/54?Y)o?ث4XV%˓+8 2#,b6jMU Uk I{w<6^J3ȰQcB_/ݚuE [UzBqF=B+v*E 57ͷ z 8%.ªԔW5ґj|; J², ?+ 7<3;mTF3.eO^~Iu䤚l1 v#W+l8zAI:i&>^AaH0И~+O^}Z*"d&c5! X٬@k,]9hX͍fZ{QO#@n7BXI[,-=(V{2Xń|][Y3ΈHf֓2dny-`jYQQ^$K!5D3:CTȧ-ٔ!m?8`ͭO\?"'CF9zUyR{\)D@=),lt]%[N3RMhkJ4{l!bf]1%H3ш@֋58KIV]/U(𥬻c~prJ$lrMp[XIb 1 P=x9evy@2C&-DN xśCSMC` ^]\u*V" a75jv'hX0.Ę(# I-ɐ.~C$ױ%va|#i(& V`LI77fALv3U))ik J8,1$$!.͊c\P8ZJYa-b+S+2vsk.("g.bқ&& !TF9Q.W6WDc>?\䯈 2iR2?}6J7(RM t)ּxȁJuɰz# tOsjΡMq +EE8>\FB&֚b[u[znHNnrK*yH'f:;YX[`TJyjHc~H,:m 73yX F 4MksmJ&刨$AKX9\& D>h1$rLvqgb!Gq&JCq6GGلcl4%E.5/岠jQivm*YOv䉬@N ج[bf4eC3\O!c:W=$c8 1ž桘(XgX&I#ƏI>o|^8!.bO&jaIXYm<&~5I  Y);ۨT\hTR!Ko|g 9Pa\Cf5$Dԡ+۳Z!c(6k"M=x,kOnLXF b!蘋 4Y}!}E4С(fy zRڑbTb3KKYbp" .s[n(` &,jZq@*D+0mV\HrN,lfd H&[:/,"Z$A`$ e 2еfUI&wh;ΟYmMlBRF!:[\ecPiLx y~]3P[TIt mگ1=2N\+Ja&영b[ÖF~[tvEf~X3_g9I$X쇭yo0:QP^n%N%-hm[rHJqLB:8VyЬ>['h}}Op݋Z٘$uG}t/6u2yK-7y6 F(n"4dϲ`+ݺЍ=VEL ͳ7o]/FE!hLNn 8fʮ,ǷgoH 1ixz5pq& 23oT`+^*ɇVG&IO|3զTHizi0QLE p*LYu%_ IT!+ 1KSmE;k'dxYx<{٪ZЁxJZ{#g [?$cp\ %k9]JS`|T@aJѕ`%Ekg|_Ekj-v(Nlss]+6" G,*INfxc #45Q,k^ǒ\MHc1aiTš'NH6 āyHF\&iwϾ{\bWy*e1\awVΰ|[%$xm b7N ^+ymD#Q"XJAKurCk>G nhªNiWn9s0;sÛBHpli/K'ܣh[vu-tWYsl@qB;Ls0I& 7L=3$mhE1#vHStt?w \q4O?$=5sxH`wvTd%,[jBXƄPP]jOʃdeY5J0E]\Z[Ð˩Im2ݲJ쫵U˜ bR\I<~ΗCdi#%;yl+*`acĝCA,qFcu2*$㡹5D)uX Ȉ;.D@1wRL%5[BlzWlw 1“x?I$=O )1VaB(єI cfZ3u ń(+ s\~S_7@c@"NC/m ,Y?=b>* ̻&RcyO.E8 6((Jl5oABj^3oAf-ya[<^AAq!&u췾uH%7OE$Fu_l}DK@l֞]zчqWVε%&x tm!Fft1&Yg2MBi&"P3dI'm82$nBϬФJnSj۬儮ޡGa_R@k&xHoZ8T+a ckf$m5}E |WEf '@@6?qPpl(=&FrVgO i<غbFrKMU,+_!U5 BavU~BD'l  Ϙ֍6j:`e_oާIC! fD+9,]Qmċ,5xRS]#sipK81_w.6 ܢD/km B򁡌w04mQe&a9ڒt`{1WF' &m+*8윕XeG;-ʰR(0gBEA4[5 *V➠n9$*K}책Ã%c ڟA#@!N8Tkvtb [a1gŲ6ThHg 2+1zЁ (_J?O0VD+v['ؘ+CUr|v~Ox'4I-&U.\RdHd\&xlys!xcjmNf"_ 6 )&aŔ&_ -9d YXXA $iPF1D*M y$YQv͚ 9- Kܮu1¨ ^V)9kD*'P 1h 9Xa'{Z;'v6,\⻈zU 9a``䀤rKlla0KB6SID5[C<9}wT4b6r!$ {b*s'!AťzQ8pT[l?83ۚjEVmPfhKJ׽ӫwxOmS#$՛WB] e&w7ɺM3 C:[߹4L?x%̂Dq@vU+ăq=H'!PeVn7HluLlKK-(QOryIGtZxmz&Ia0mMB-Y/C}BtĆNr+="xZY%DP*N p·' <vk;ڜ?_h.&p.BञJdf2/6omj$r;4QwP(y.3RfgŬK9^)0dӣ#{*W9.+XK1pպXQj)r8{'[fJ+d` lOza d`P7WԢwup)%)d]& 4TiR[\ڢpmX#6+'X.P^am|X'l [W9}E-(C[8Mts;Q!ז$]Kݩɢ]tx4呦1`V3"Xߧ/` IEd NɷD.ʭAd{wsƉvDR-l֜I3H}ƓuK |Oǔ~3Y: b?h&V/|DAPmaDFBlD)7Ӆ {ZI~ĪW}1 \:;Qi& 7~ $9!* 2Jn *I|Ϯɷa. *J@y &4s{7 1Ft|cB-fs췴)yL$wZS>Lzsc%3z;ٍ'.3;bYp1yoDBc)G EnV7̡% W͢l:,RPm̂z&Ϲ׿528ij^|疳|f3!@D;YןNg/P@! ߊiILC$X"OXV<:IL3yީNshޥ| 6ɫL)^ O(H9ά%㑅"чU`~Jz$^yZ=m/:+i13psD4S&G7G%|-L wZ"ko-HN|LW*PxNw@bgrPW(",ʱ~b\*n@($sg%I ٝ-BPFukQRmLm-)<5rpJxxz-)8 >>/&YZl47qt@RbLYA+4j1$q-_Ln*sE}/j,mhRȰf/AoZFZܿ:?:uvm) "Mό#wuyt={Z+P%[&=F_Q.7ߪ|%_.DUR_dKRNu@t[AA&ڨW BR ;ȞHge^8.:(-/p5VV VjMmL}92ϛ;묣BONs|F1WCn*R1g@ԝ^c/XI9e{~k@ kʀK/Cp*wC< C&֍gm5g>zkt,2,E=a4ƣEk,~x0e*[ (a>jQ$PA 1 6.aNu.?{"6d!{x!Fr/ _^~[9lg LThlwcW!E$6pX,;2$]-ײ D aPso{HKv`ZPh lz˼Jd!7dr1PpbozMb!aѠO2JR3 )u:==a}Jj6.R?_=Pw$b/b7jq,YW1>КE -wLE99 2dpi 4;%ݫzPk<5`žUZ!DBd( J b(1q=[QʜUc''J&^E;/{/WGe Zem-+@ ^Tbc^\6%'mlD@<Ґ_xy{,#Ierf|>IMZ\ olJt[ S$ jg bz~q=K$$. E&O`lvQJUu|[^E{ɼ0[i7ۏRnO1 #fØ zG2fK3 jJE\ +}XY7n_h!Y q111 FE ii WC ; /W/&zOfHHhn[dbq',~gM, bc5-6d!N0$=5 Yvha$[rT@ZK8,י>\Q}JҌE38jmHV9ZUWj6(4"ӖOP3 rf TU3u2ogTER@(m(9 $?mOLa,oSj(dx"{b\G9Lӓ]]:HБ2hT J'F 9wyTܿ5%u"BΐO4˯G@ZE<)&W4:bREm\FIJ kflxb*T(X:!~}7K =.d"Nl̷O+s. j\[& jQiAz `F9nز'ԫzhAŘ4y# CR`- y9R͂IN(bV+h-KXq0ꊵәPOa2lQujlj{!pg2M4` IR P,1֔zʸ4i}@2JGJc,tބuoL˩|TBVdCkY,ueՇ7"tnh0\nrپtZ5GKOWο:2A6d!V/کBdџ,X푀JdJroWTdb.F0Bzx ڝo?R6b Ugk7DŽ,U^il5Xs?"JXI# +gL!fY0q]HmnZoeJ-a-ǥ UrLOwMZSP6m7`nWv5ٳ~5xnoDN6kƗN n)H .i %3V<ލȾ{N[蓳Ϗ.,Xu1e(bXk Ns`j_:x7MV l!!CUD.4t]`Xc\}I)c]s`{x4uBgUU? )#@(iu$9Cqur2h25zmGd1BMte"%\?9.caYJq_r9j$qA 1+!Кí{v8[ք[_OS IL\"e(} Z=!q{.pgq_~9/e,K|MM9Yv-vMlM: R.KIzPA}OdjˆV1ʡVnͳܱC}:,OOLYRJv\rL[˗3;WYdRl&%;{2 *xapy3HG _ՠ 3)~2S&|/ Q8*KV">y," tiJ1'N7!abG tOG.KDaml6o?yk_2IH0_ ꑢa /[:[#Vǟ%[Lh ؐ2t#'B1A`HJ9$dn"^HOVhxw rV1G>-y 2keti+31t&rHEf0.-|!z^l2c; ]dl;qR]@Cws1}t+ƣX<*XCukkN̵K8pɷ'ɫMǏ?'>;;L)(L,{9\9 ˕ 98$bG` C?=CzUsһ­;RՔݓ'OhC27n4w8F\Aqc: 3bE1Xg:ow=!E5#_T-lcM`תկZ0 ϑ,)US, E9,kJ= Kpt(k[;>z+|;ߚ Ikfƥ ՛,7(OrX˿ I Z3Bz!ZAZ˟Zi}|*qoC^Se*>>xުOBZJt*QHTjO"׻ /?JKC=3I% SV&|*@bYt*!IUV[o^k֨r(묻\IOy;<3)%3?wa(]WݟJFBtGUxwxJQon 6wo9 7s9(BvaHOhw8$UR| =zB%ԳP1lIt 'TFւ I EݙR/^ C2Ֆv+/"WH<;O!5|n5svq2 ]|UZZn&en~4(Wa?<[ FX8KLr!H1 4=8mѵBnDŭKH<$$)V7A}QC2෢A&4& |e{{FN4"hV6a2()ج?ε+!*蠡/_?+66IENDB`( 3  w \HWhy a Job in International Business?,tCompetencies4z Global Companies4 Global Companies4 Area of Interest0Type of Career \www.podnetwork.org/development/definitions.htmjhttp://www.podnetwork.org/development/definitions.htm http://www.google.com/url?sa=X&start=1&oi=define&q=http://en.wikipedia.org/wiki/Organizational_developmenthttp://www.google.com/url?sa=X&start=1&oi=define&q=http://en.wikipedia.org/wiki/Organizational_development http://www.google.com/url?sa=X&start=0&oi=define&q=http://en.wikipedia.org/wiki/Consultinghttp://www.google.com/url?sa=X&start=0&oi=define&q=http://en.wikipedia.org/wiki/Consulting ^www.cwru.edu/med/epidbio/mphp439/Dictionary.htmlhttp://www.cwru.edu/med/epidbio/mphp439/Dictionary.htm http://www.google.com/url?sa=X&start=1&oi=define&q=http://en.wikipedia.org/wiki/Organizational_behaviorhttp://www.google.com/url?sa=X&start=1&oi=define&q=http://en.wikipedia.org/wiki/Organizational_behavior Twww.barcap.com/campusrecruitment/glossary/bhttp://www.barcap.com/campusrecruitment/glossary/ http://www.google.com/url?sa=X&start=8&oi=define&q=http://en.wikipedia.org/wiki/Human_resourceshttp://www.google.com/url?sa=X&start=8&oi=define&q=http://en.wikipedia.org/wiki/Human_resourcesX www.bls.gov&http://www.bls.gov/& HR Career2 Academic Career6 "Consulting Career, OD/OE Career" Careers" Careers 4www.members.aol.com/ODInstBhttp://www.members.aol.com/ODInstp "www.odnetwork.org2http://www.odnetwork.org/` www.ihrim.org*http://www.ihrim.org/\ www.ebri.org(http://www.ebri.org/ 0www.amanet.org/index.htm>http://www.amanet.org/index.htm 2www.aomonline.org/aom.asp@http://www.aomonline.org/aom.asp\ www.astd.org(http://www.astd.org/\ www.shrm.org(http://www.shrm.org/ 4www.marriottschool.byu.eduDhttp://www.marriottschool.byu.edu/ Xhttp://stats.bls.gov/oco/content/ocos021.stmXhttp://stats.bls.gov/oco/content/ocos021.stm   Topics   TopicsV Hmarriottschool.byu.edu/dyerinstitutephttp://marriottschool.byu.edu/dyerinstitute/sorenson.cfm/ 00DArialgsRomanTT69ܖ 0ܖDTimes New RomanTT69ܖ 0ܖ DWingdingsRomanTT69ܖ 0ܖ0DSymbolgsRomanTT69ܖ 0ܖ B.HH  @n?" dd@  @@``   dZ$ %#      ! "#$% ( )*, ./012345689:;_$$b$0V|l%b`Gb$;s>b6Db$uq~ }B&o@m/      A@  A5% 8c8c     ?1 d0u0@Ty2 NP'p<'pA)BCD|E||s " 0e@        @ABC DEEFGHIJK5%LMNOPQRSTUWYZ[ \]^_ `abN E5%  N E5%  N F   5%    !"?N@ABC DEFFGHIJK5%LMNOPQRSTUWYZ[ \]^_ `ab @8 g4BdBd\ 0RpW p} zʚ;)EA8ʚ;<4dddd l 0 <4!d!d l 0 0___PPT10 D___PPT9&      V {&? O  =x(Organizational Behavior Human Resources)) Orientation for New Students#'Major Areas of Emphasis in OBHR Careers Topics Human Resources Academics Consulting Organizational Development/Effectiveness Internships and Recent Graduate Jobs Resources P Careers#Human Resources HR Career8The Human Resources (HR) function provides critical support and advice to line management. The attraction, retention and development of high calibre people is a source of competitive advantage for our business, and is the responsibility of HR. www.barcap.com/campusrecruitment/glossary/ The term human resources is variously defined in political economy and economics, where it was traditionally called labor, one of three factors of production. Its use within corporations continues to define common conceptions of the term. en.wikipedia.org/wiki/Human_resources x PPPP<`*%  0  065'Common MisperceptionsvHR is primarily an administrative function HR has little strategic importance and does not represent a potential source of an organization s competitive advantage HR is a cost center  its activities add to an organization s expenses/costs but not to revenue generation *taken from www.business.mcmaster.ca +ZZxZZkZ+ZZ+xk!6&Primary objective of HRM is to contribute to organizational effectiveness HRM is not an end in itself Its role is to help the organization achieve its primary objectives E.g., through selection, training, managing H&S Influenced by many factors Industry characteristics, organization s product or service, organization s competitive strategy, etc. *taken from www.business.mcmaster.ca JZZZtZZZgZ*ZZJt  g p4% Strategic HRMIntegration of HRM systems to the overall mission, strategy, and success of the firm, while meeting the needs of employees and other stakeholders The intentional use of HR systems to help an organization gain competitive advantage FPPP$$'Interview with HR Alumnus - Brad Taylor Careers# Academics Academic Career"Organizational Behavior - Application of concepts and theories from the behavioral sciences to human behavior in organizations. Also known as Organizational Theory. www.cwru.edu/med/epidbio/mphp439/Dictionary.htm Organizational Studies (also known as Industrial Organizations, Organizational Behavior and I/O) is a distinct field of academic study which takes as its subject organizations, examining them using the methods of economics, sociology, political science, anthropology, and psychology. en.wikipedia.org/wiki/Organizational_behavior bZZLZ5*/ -  0  0!%)Interview with Academic Kristen DeTienne  Could you please describe the career path that has led you to where you are now? Could you please describe your current position including title and responsibilities? What advice would you give someone that is interested in a career in HR?^0" dZ2ZH Careers# Consulting!Consulting CareerManagement consulting (sometimes also called strategy consulting) refers to both the practice of helping companies to improve performance through analysis of existing business problems and development of future plans, as well as to the firms that specialize in this sort of consulting. Management consulting may involve the identification and cross-fertilization of best practices, analytical techniques, change management and coaching skills, technology implementations, strategy development or even the simple advantage of an outsider's perspective. Management consultants generally bring formal frameworks or methodologies to identify problems or suggest more effective or efficient ways of performing business tasks. en.wikipedia.org/wiki/ConsultingP !Jh 3   0hu 0 0  0,?Interview with Consulting Alumnus Juan Riboldi, Org. Consultant@@(',Major Learning about Leading and Implementing Organizational Change Organizational improvement is more difficult to bring about than people expect; it requires long-term commitment and discipline. Yet change is going to happen. As a change agent, we are instruments facilitating the process, providing a positive influence for improvement. No one can change others or control the ultimate outcome. The world around us is always changing. Background Why I started in this field: I saw many opportunities for improving an organization's results through effective people skills and leadership. Experience After completing a one-year internship with IBM, I had a vision for the power of using employee feedback to advise leaders and make improvements. That was the initial concept for DecisionWise. I realized that I needed to learn much more to successfully start a consulting firm. I was able to join The Praxis group (now VitalSmarts), became Director for Survey Services, and created a product called CorporatePulse. At Praxis I learned a lot about becoming a consultant and running a consulting firm. After five years, at the time Praxis was aquired, I was ready to start DecisionWise. My goal was to provide the most effective process for bringing about personal and organizational change through feedback. Current Work Senior consultant and founding partner at DecisionWise. I work with a select group of clients providing 360 Feedback coaching, Employee Engagement surveys and metrics of human performance. Why I'm still working in organizational change I love what I do. I enjoy the variety of tasks and challenges of consulting. I enjoy working with leaders and groups of employees. I enjoy coaching, consulting and training. I also enjoy the entrepreneurial aspects of growing a business like this. I have the perfect job! -PCt s  .t  E   Careers#hOrganizational Development Organizational Effectiveness (these two terms are often used interchangeably)iZi" OD/OE CareerOrganizational Development takes a third perspective on maximizing institutional effectiveness. The focus of these programs is the organizational structure of the institution and its sub components. The philosophy is that if one can build an organizational structure which will be efficient and effective in supporting the faculty and students, the teaching/learning process will naturally thrive. www.podnetwork.org/development/definitions.htm The field of organizational development (OD) is concerned with the performance, development, and effectiveness of human organizations. An organization is defined as two or more people brought together by one or more shared goals. en.wikipedia.org/wiki/Organizational_development TPP,.0  0  0 )Interview with OD/OE Alumnus David Kinard&Getting Experience#'Internship Experiences Recent GraduatesInternship ExperiencesHR INTERN Remote-managed an international project team (spread across three continents) to develop manufacturing engineer career progression and compensation planning tools for $1.6B business. Currently being rolled out as best practice throughout Honeywell s aerospace business. Led culture assessment for the Propulsion Systems Enterprise (4,200+ employees) to assess the impact the current culture will have on the business five-year strategic plan. Action items are being reviewed by senior leaders. Completed six sigma green belt training and utilized such tools while standardizing key HR processes including the reporting and approval process for FMLA absences Analyzed, as a member of corporate virtual team, Honeywell s university recruiting process and made recommendations to create consistent Honeywell image on each targeted university campus. Recommendations were approved by corporate and are currently used throughout staffing. HR INTERN Provided support across the spectrum of human resource functions; helped refocus the organization s training function and developed training modules for risk and safety management. Analyzed existing computer-based training modules for cultural fit and appropriateness. Developed and produced New Employee Orientation Video. HUMAN RESOURCES INTERN, FINANCE DIVISION Interviewed 30+ finance senior directors to identify key career success factors; research will be implemented in Dell Finance leadership development programs Analyzed  Tell Dell results (managerial and company performance data) for 50+ managers in the Finance Division; generated data highlighting areas of strength and development, and recommending areas for improvement Evaluated additional  Tell Dell results for 10 finance senior vice president s; produced a detailed, individualized report for each SVP specifically created for their immediate organization Restructured HR Partner program to improve new hire on-boarding/orientation experience PP    H )  Internship Experiences LEARNING & DEVELOPMENT TEAM INTERN Created programs and supported organizational initiatives for Dell s PG Leadership & Development Team Created Managerial Skill Development Program to address relevant business needs in Dell Product Group via conducting focus group and interviews, compiling data, and creating scenario-based developmental guide Conducted population/labor force research and statistical analyses for potential operations launch in Singapore Planned and supported executive leadership development events and served as primary Dell contact for vendors EXECUTIVE DEVELOPMENT INTERN Created Executive Leadership Series case study for Dell s top 10% of global VPs based on Dell s strategic printer initiatives versus Hewlett-Packard. Led Key Developmental Experience project of interviewing Dell s 108 highest-potential, world-wide managers to create position-specific job profiles for all SVP positions. HR INTERN Negotiated cooperation and support among plant management and union leadership for strategic process improvements Developed and championed balanced scorecard for labor relations process Created grievance database for streamlined communication and strategic analysis of information Provided HR generalist support to 100+ person department, including union relations and development planning for salaried employees Facilitated peer mediator group Nn#   C   . Internship Experiences.HR INTERN Created global tool to track $3M in foundation giving, resulting in reduced waste and improved decisions Led cross-functional committee to create  best ever recognition event for 1600 employees Negotiated 40% price reduction in rental equipment Created and implemented division-wide satisfaction survey, saving $20K and improving feedback Trained in Six Sigma and Lean Prevented million-dollar contract losses by gathering and analyzing data to prove government compliance HR LEADERSHIP PROGRAM INTERN Developed, implemented and led Plant Policy Committee to ensure employee input and feedback; negotiated with hourly employees to strengthen management/hourly staff relationships and gain buy-in on strategic policy changes Integrated opinions across management and hourly teams to create supported working document around practices, policies and procedures Increased hourly employee productivity through redefining job scope, resulting in estimated savings of $40k annually Analyzed local wages, retirements and turnover data to make recommendations for new wage structure in hourly positions; projected labor savings of $500k+ over 1st year of implementation Directed hiring process for hourly hires; created and facilitated interview panels with management and hourly staff; determined criteria, interview questions, and multi-faceted scoring matrix to maintain equity, determine best fit and ensure hire of most qualified candidates HUMAN RESOURCES INTERN Completed high impact, autonomous assignments as part of a broad generalist skill development program focused on wage and benefits, staffing, organizational capability, and labor relations Prepared for contract negotiations and made recommendations to ensure equitable wage and benefits Implemented new routing/mapping system to improve training and onboarding for new customer reps Received full-time offer for employment upon graduation in April 2005 PP       - a/!Internship Experiences GLOBAL HR INTERN Improved Korean understanding of American business culture and increased productivity and work ethic while working within Personnel & Labor Relations Group and Human Resources Development Group. Spearheaded Global HRD Infrastructure Study encompassing five factories around the globe to improve productivity and develop standardization within the company Investigated Chinese Customs laws and regulations corresponding to the factory s business processes and identified business conflicts and violations of the law Evaluated thirteen English language classes/instructors in eighteen key areas to measure and increase effectiveness of language instruction HUMAN RESOURCES INTERN Designed a Sales & Operations Internship Program that included pay grades, selection process, assignment structure, performance evaluations and an informational presentation on the program Researched staffing models used to identify high potential candidates Performed a wage & benefit analysis of company s competitors to determine appropriate wage structure for the company s frontline employees MBA INTERN Developed, tested, and deployed 100 s of training documents for new $40 million shipping system Aligned documents to create 7 different curriculum sets for work area Designed training evaluation system to evaluate participants knowledge and training effectiveness 16 knowledge tests using pretest/post test model; tracked performance improvement Received Dell Americas HR Care to Dare Award for exceptional performance Received high marks at final performance review for Drive for Results, Dealing with Ambiguity, & Customer Focus .vPt 0"Internship Experiences MBA INTERN Doing detailed statistical analysis of their prior set of 360 degree survey questions to determine which are predictive. Then, using those questions and others that I will create, I m entirely re-writing their 3 core 360 degree surveys, to bring them better into alignment with 22 core competencies they ve developed over the last few years that help predict both good selection as well as good performance on the job. INTERN I m doing various projects, some HR-oriented and others not. Those more in the HR area: I re-wrote their employee handbook to bring it more in line with recent legislation and to make it more brief, understandable, and accessible. I m preparing to overhaul their incentive system for all their corporate sponsor sales representatives (who meet with dozens of Fortune 500 companies to recruit them as sponsors for the efforts of this non-profit). The current system is far too generic to be effective with the great diversity of company portfolios had by various sales people. I will be making the incentive system far more customized for each sales person. HUMAN RESOURCES INTERN General Duties: Organizational Development Project work with some Generalist Projects My career goals: The projects that I have been given are well crafted in that they give me a good view of the organization from different angles. These angles are salaried selection process, hourly workforce scheduling policies, hourly workforce recruiting/selection, salaried leadership development. Some of my generalist roles have involved training, investigations, discipline/termination decisions and employee development process. No       (:Recent Graduate  Ben JohnsonPosition: Assistant HR Manager for General Mills Major Responsibilities : Started with two-month rotation as Team Leader (foreman) in production before starting "official" HR role. Provide generalist support for the production department (probably about 75% of our 400-person plant). Facilitate individual development planning for all salaried employees, ensure specialized planning for high-potentials. Spearhead recruiting at MSU for engineers for the company-wide pool. Assist in BYU HR recruiting for company-wide pool. Participate on cross-functional Continuous Improvement focus team. Spearhead Team Leader leadership development. Investigate and respond to union grievances that reach third step (out of four) in grievance process. Lots of other stuff coming later in the year. :) Career Goals: Variety of experiences offer a wide range of exposure, both HR-related and non. A few offer face-time with executives and/or executive-level visibility, which helps when trying to influence my next assignments. Gaining in-depth (for an HR person) understanding of manufacturing operations and continuous improvement processes, which makes me more effective now and makes me more marketable in the future. PP ) 1#:Recent Graduate  Lyall Swimm`Position: Associate HR Manager for NA Distribution Career Goal: Well it is an HR position so that was a good start. Maybe I am a little too generic and idealistic in this statement, but I want to work for a great company and make a difference in the way people work. HR seems to be the best way, at least initially, to do that. If I love what I do, the positions will follow. Topics worth thinking about and researching before interviewing: A) HR as a business partner not just administrator B) Interview skills C) How to really network (friendship, first; learning, second; job, eight or ninth).PaZ, A?2$:Recent Graduate  Betsy HalesPosition: Diversity Program Analyst (part of the Human Resource Management Associate program). Major Responsibilities: I work in Corporate Center to support the different diversity initiatives (training, reporting, helping groups interview and select talent, providing support in putting together diversity strategies, etc). Career Goal: This is a great opportunity to solidify skills that are necessary for a generalist. In fact, the 2 HRMA program rotations allow an individual to be in positions where they can develop skill sets that interest them. By developing these skill sets, I will be a more effective generalist. I will also have a greater opportunity to achieve my overall goal to develop a successful workforce. PZZ * RESOURCES #0Definitions Professional Organizations Web Links SHRM Definitions for HR JobsE THE GENERALIST HR Generalists have a broad spectrum of responsibilities including staffing the organization, training and developing employees at all levels, managing a diverse work force, maintaining a fair and equitable compensation program, developing personnel policies and procedures, planning ways to meet the human resource needs of the future, and ensuring that internal policies and programs conform to all laws that affect the workplace. Entry-level generalist positions are often titled human resource/personnel assistant or specialist and support the work of the whole department. EMPLOYMENT AND RECRUITING The typical entry-level positions are called interviewer or college recruiter. The work includes recruiting personnel, interviewing applicants, administering pre- employment tests, and processing transfers, promotions, and termination. TRAINING AND DEVELOPMENT The typical entry-level position may be a training or orientation specialist. The work consists of conducting training sessions, administering on-the-job training programs, and maintaining necessary records of employee participation in all training and development programs. Such training responsibilities may involve specific fields such as sales techniques or safety programs. Career planning and counseling are becoming increasingly important activities in this field, as are responsibilities for human resource planning and organization development. COMPENSATION AND BENEFITS Entry level positions are typically salary administrators, compensation analysts, and benefits administrators. Responsibilities in compensation include analyzing job duties, writing job descriptions, performing job evaluations, and conducting and analyzing compensation surveys. Benefits professionals may develop detailed data analyses of benefits programs, administer benefits plans and monitor benefits costs. They may be responsible for oversight of vendors or partners to whom these functions have been outsourced. EMPLOYEE AND LABOR RELATIONS Entry-level positions include labor relations specialist, plant personnel assistant, or employee relations specialist. In union environments, these positions involve interpreting union contracts, helping to negotiate collective bargaining agreements, resolving grievances and advising supervisors on union contract interpretation. In non-union environments, employee relations specialists perform a variety of generalist duties and may also deal with employee grievances. HEALTH, SAFETY AND SECURITY Safety specialists' responsibilities include developing and administering health and safety programs, conducting safety inspections, maintaining accident records, and preparing government reports. Security specialists are responsible for maintaining a secure work facility to protect the organization's confidential information, property, and the well-being of all employees. Employee assistance program counselors and medical program administrators also work within this function. Other specialists' responsibilities don't fall neatly into one functional area. Human resource information systems specialists manage the computerized flow of information and reports about employees, their benefits and programs. Some specialists manage programs for an international workforce while others concentrate on meeting the organization's needs for workers in the future.F ZH/ #Z BLS Definitions for HR jobs 13-1111 Management Analysts Conduct organizational studies and evaluations, design systems and procedures, conduct work simplifications and measurement studies, and prepare operations and procedures manuals to assist management in operating more efficiently and effectively. Include program analysts and management consultants. Exclude "Computer Systems Analysts" (15-1051) and "Operations Research Analysts" (15-2031). 11-3041 Compensation and Benefits Managers Plan, direct, or coordinate compensation and benefits activities and staff of an organization. Include job analysis and position description managers. 11-3042 Training and Development Managers Plan, direct, or coordinate the training and development activities and staff of an organization. 13-1071 Employment, Recruitment, and Placement Specialists Recruit and place workers. 13-1072 Compensation, Benefits, and Job Analysis Specialists Conduct programs of compensation and benefits and job analysis for employer. May specialize in specific areas, such as position classification and pension programs. 13-1073 Training and Development Specialists Conduct training and development programs for employees.  PHR Certification, Certification demonstrates competence and commitment to the field of human resources. The Human Resource Certification Institute, or HRCI as the Certification Institute is more commonly known, is the human resource credentialing body founded by the Society for Human Resource Management (SHRM). HRCI exists to promote the establishment of standards for the profession and to recognize human resource professionals who have met, through demonstrated professional experience and the passing of a comprehensive written examination, the Institute's requirements for mastering the codified HR body of knowledge. Beyond experience and education, certification signifies that an individual has mastered the HR body of knowledge. Certification not only provides national recognition of one s commitment to the field of human resources, but it also exhibits their initiative to potential employers. For students or recent graduates, passing the exam is the first step toward becoming fully certified. Within five years of graduation, students must acquire two years of exempt-level HR experience. Individuals will then be designated a certified Professional in Human Resources or PHR. Once an individual has obtained the necessary requirements, the designation of PHR (Professional in Human Resources) or SPHR (Senior Professional in Human Resources) is awarded by HRCI. To learn more about certification, visit http://www.hrci.org.P ++Professional Organizations and AssociationsSociety of Human Resource Management www.shrm.org American Society for Training & Development www.astd.org Academy of Management www.aomonline.org/aom.asp American Management Association www.amanet.org/index.htm Employee Benefit Research Institution www.ebri.org International Association for Human Resource Information Management www.ihrim.org OD Network www.odnetwork.org OD Institute www.members.aol.com/ODInst P% ,   & D     0%1  0_k  0  0  0   0P]  0j{  0-Other Helpful Links Bureau of Labor Statistics www.bls.gov  Information on specific jobs and careers. Very helpful in understanding job descriptions. http://stats.bls.gov/oco/content/ocos021.stm - Specific article on HR careers Marriott School and BYU marriottschool.byu.edu - Alumni network for the Marriott School marriottschool.byu.edu/dyerinstitutep\P i,kJ _,>0$  0(  0  0V  07[}  0` 33f` 333̙ffff` 2S___Xf___` =J3f̙` ]333̙Ԍ` 333fmff3m` 7"!ff` )))̙̙3>?" dd,?nFd9#Am:nFnKnF n?" dd@   @@``PP : n  ` p>> M E   (    TȢ9",$ 0 L??  # l 9d" L??  Tȭ9 #" `D 9 T Click to edit Master title style! !B  N9 "e 9 RClick to edit Master text styles Second level Third level Fourth level Fifth level!     S  N\9 "C 9 `*  ??  N9 "( C  9 b*  ??  N9 "QC 9 b*  ??  # @ABCDEF)@3"Jo  S @ABCDEF)@3"  H9,e,e"p W 9  2  Hl9,e,e"gj' <2005 2R  0#" `@  0 0H  0s ? )))̙̙380___PPT10. ,> Axis  0  z  (  '  N " ><$ 0  W#Click to edit Master subtitle style$ $  N "C  `*  ??  N,8 "qC   b*  ??  N "C  b*  ??*Z @`p # "}V 2   `L1"@p L ??  Zd "   L??   3 r(-8d " ` L??    @ABCDEF)@3"Q   C @ABCDEF)@3"PZ  T #" `JJ  T Click to edit Master title style! !  H8,e,e"p W 9  2  H8,e,e"gj' <2005 2R  0#" `@  0 0H  0s ? )))̙̙380___PPT10. ,> 0 zrT (  T T 0q P   q P*   T 0|q    q R*  d T c $ ?  q T 0hq  0 q RClick to edit Master text styles Second level Third level Fourth level Fifth level!     S T 6$q _P  q P*   T 6 _  q R*  H T 0޽h ? 3380___PPT10.U 0 @0(  x  c $@ JJ  x  c $ >  H  0s ? ̙33___PPT10i.`'+D=' = @B +S  0 jbP(  ~  s *t"D   <  NH "`  \Human Resources Academics Consulting Organizational Development Organizational Effectiveness]P]0iRFH  0s ? ̙33___PPT10i.0q+D=' = @B +  0 P$p(  x  c $JD   x  c $K~p3   F ]U $ 8]U0@ e5 #]-  <c"`e5@ 0 0  NDN,e,e   0 ? Section 1   -@ ]- "]-   Bc"`]-@ 0 0   NS,e,ev@  0 0 ? Section 2   -@ e_5O  !e5    Bc"`e_5O @ 0 0    NhX,e,e& @  0 0 ? Section 3   -@ e 5   e 5   Bc"`e 5 @ 0 0   N`],e,e"  @  0 0 ? Section 4   AT    # }_ MO  Bc"`  @z 0 0   N,e,e ] @  0 0 ? Section 5   AT   # U  Bc"` @t 0 0   NLƒ,e,e ef@  0 0 ? Section 6   5  TX` ?"6@ NNN?NZ s+Click on Button Below to Skip to That Topic,(2,  HHH  0s ? ̙33___PPT10i.p-+D=' = @B + 0 `<(  ~  s *` JJ  ~  s * >  H  0s ? ̙33___PPT10i.`'+D=' = @B +?  0 VN(  ~  s *`D   (    3"0e`e  *hREH  0s ? ̙33___PPT10i.P%n+D=' = @B +$  0 d$(  dr d S x5zD  z r d S e z H d 0s ? )))̙̙380___PPT10.@.$  0 `$(  `r ` S ,D   r ` S e  H ` 0s ? )))̙̙380___PPT10.+$  0 \$(  \r \ S _D  q r \ S (9e q H \ 0s ? )))̙̙380___PPT10.Jw   0    (  ~  s *$1D   `   ZC ?"6@ NNN?Nh ^Could you please describe the career path that has led you to where you are now? My version of thetypical progression isfairly simple: Asst. HR Manager, HR Manager,Director of HR, VPHR.Part of what makes the career path interesting is the variety of locations, cross moves, generalist and specialist positions along the way that bring breadth, variety, development and diversity to the experience. My career path has gone as follows: Asst HR Mgr, Consumer Sale Division Asst HR Mgr, Buffalo NY Plant HR Mgr, Covington GA.Plant Start-Up HR Mgr, Lodi CA Plant Director HR, Supply Chain Director HR, Marketing Director HR, Research and Development Could you please describe your current position including title and responsibilities? Overseethe human resource function for the R&D, Quality, andEngineering functions of General Mills, managing a Staff of 10to make this happen.Key areas of responsibility include: organizational design, organizational development, college and experienced recruitment, internal staffing and succession planning, compensation and benefits, individual development, diversity, safety, community relations, employee relations and training What advice would you give someone that is interested in a career in HR? Talk to as many HR professionals as you can to get a realistic sense of whether it's right for you. Be involved early and often in HR related projects and internships for additional preview info gathering. I like the idea of aspiring HR people completing an MBA to round out their training and broaden their business acumen. The best HR people are also good business people.  2B`2U 2`2&`2 2QhF  #F  F  $F  F  F  F  %F  U   F    F   " F   H   F   y F  HHH  0s ? 33___PPT10i.0:I0+D=' = @B + 0 <(  ~  s *A JJ  ~  s *h\ >  H  0s ? ̙33___PPT10i.`'+D=' = @B +?  0 VN (  ~  s *cD   (   j 3"0e`e  *iRFH  0s ? ̙33___PPT10i.P%n+D=' = @B +  0 0(  ~  s *@D   r  S e  H  0s ? 33___PPT10i.0:I0+D=' = @B + 0 <(  ~  s *| JJ  ~  s * >  H  0s ? ̙33___PPT10i.`'+D=' = @B +  0 06(  ~  s *D   x  c $\e  H  0s ? ̙33___PPT10i.P%n+D=' = @B +  0 40(  4~ 4 s *̴D   r 4 S   H 4 0s ? 33___PPT10i.0:I0+D=' = @B + 0 <(  ~  s *D JJ  ~  s * >  H  0s ? ̙33___PPT10i.`'+D=' = @B +?  0 VN@(  ~  s *D   (    3"0e`e  *iRFH  0s ? ̙33___PPT10i.P%n+D=' = @B +5  0 LDP (  x  c $D   $  Z _ ?"6@ NNN?NZ7 \Could you please describe the career path that has led you to where you are now? '93 MOB grad. Internship in Portland, ME with Unum Life involved lots of data from Walker: Customer Satisfaction Measurements in Indianapolis. The only job offer I had coming out of school was with Walker:CSM as an account leader. After a year with them doing customer satisfaction research (related to OD/OE work, but not very directly) the opportunity came up to be the plant leader of training and organizational development at a AlliedSignal plant in Clearfield Utah that makes FRAM oil and air filters. After two years they asked me if I wanted to "live with my own advice" and I moved into production management. A year later, I joined Lilly's Organizational Effectiveness group and worked for three years supporting US marketing and then R&D. I then took a year and a half assignment as a HR generalist supporting R&D project management. Four years ago, I was offered the job as director of workforce research and organizational effectiveness. Could you please describe your current position including title and responsibilities? The workforce research group has PhD.s in industrial/organizational psychologists who manage quantitative research related to the workforce, including all employee survey research that covers the total lifecycle of an employee (i.e. recruiting surveys, on boarding surveys, employee satisfaction surveys, exits surveys) and other specialty research such as assessment processes for pre-employment and leadership. The organizational effectiveness group provides consulting to business leaders in the areas of organizational diagnosis, design and change management in order to improve the probabilities that those leaders can pick the right strategies and can implement those strategies. Both groups are small and so we have criteria to decide when to put one of these deep experts directly on a project versus coaching a leader and/or his/her HR generalist to do this work on their own with advice from our deep experts. This type of coaching and the delivery of some formal training programs allows us to leverage our expertise most efficiently across the company without having to employ an "army" of consultants. What advice would you give someone that is interested in a career in OE? 1. Don't be in too big of a hurry to get into consulting positions. As one can see from my career path, the path to my current position wasn't very direct, and certainly not the one I would have laid out for me to get this kind of job. Get some work experience where you have to sit in the "hot seat" and "live with your own advice" before trying to consult others. That kind of experience can come from HR positions as well as line management positions. 2. Recognize that OE career paths have some tough tradeoffs. Internal jobs usually don't have extensive upward potential, so if you want the opportunity to lead large groups of people or get a number of promotions, OE jobs are likely not the fastest path. Career development in internal OE jobs typically comes from working with many different parts of the business rather than upward promotions. On the other hand, those who like the work and want even higher financial rewards often choose to become external consultants. Those positions typically come with a set of work-life balance challenges (like getting on plane on Monday and returning Thursday night). Some choose to keep the benefits of working internally and get more upward promotion opportunities by working in HR generalists roles. As long as you don't fall into the trap of seeing HR and OE too differently, this can be a very nice combination. Finally, the perceived value of OE work tends to ebb and flow with the economy. When times are good, people are willing to pay for the service, because they really need the help. When times are bad, OE services can be perceived as a luxury that can no longer be justified. x 2Q UF_ It , e  HHH  0s ? 33___PPT10i.0:I0+D=' = @B + 0 <(  ~  s *D_ JJ _ ~  s *_ > _ H  0s ? ̙33___PPT10i.`'+D=' = @B +  0 p0(  x  c $Td8D  8 x  c $,e8e 8 H  0s ? ̙33___PPT10i.Po+D=' = @B +  0 <(  ~  s *5_D  _ ~  s *6_e _ H  0s ? ̙33___PPT10i.Po+D=' = @B +  0  <<(  <~ < s *\K_D  _ ~ < s *Q_e _ H < 0s ? ̙33___PPT10i.Po+D=' = @B +  0 0@<(  @~ @ s *_D  _ ~ @ s *x_e _ H @ 0s ? ̙33___PPT10i.Po+D=' = @B +  0 @D<(  D~ D s *_D  _ ~ D s *X_e _ H D 0s ? ̙33___PPT10i.Po+D=' = @B +;   0 R J  $(  $~ $ s *_D  _  $  `_ e' _ h  $  4A     @  5% 8c8c     ?A)BCD|E||# "0e@       @ABC DEFGHIJK5%LMNOPQRSTUWYZ[ \]^_ `abN 5%  N 5%  N    5%    !"?N@ABC DEFGHIJK5%LMNOPQRSTUWYZ[ \]^_ `ab~ _H $ 0s ? ̙33___PPT10i.0q+D=' = @B +  0 PH4(  H~ H s * _D  _  H  `_ e' _  H TA ?"6@ NNN?N SH H 0s ? ̙33___PPT10i.0q+D=' = @B +;   0 R J `L(  L~ L s * qD  q  L  ` q e' q h L  4A     @  5% 8c8c     ?A)BCD|E||# "0e@       @ABC DEFGHIJK5%LMNOPQRSTUWYZ[ \]^_ `abN 5%  N 5%  N    5%    !"?N@ABC DEFGHIJK5%LMNOPQRSTUWYZ[ \]^_ `abj qH L 0s ? ̙33___PPT10i.0q+D=' = @B + 0 0<(  0~ 0 s *q JJ q ~ 0 s *Pq > q H 0 0s ? ̙33___PPT10i.`'+D=' = @B +  0 (  x  c $ _D  q   c $T(qe _  GV  T$^ ?"6@ NNN?Ng PSource: http://www.shrm.org/students/getstart_published/CMS_003145.asp#P24_1581Q 2Q HHH  0s ? ̙33___PPT10i.%r+D=' = @B +  0 l(  x  c $<@qD  q x  c $Aqe  q 4  TBq ?"6@ NNN?Ng r.Source: http://stats.bls.gov/soc/soc_b0a0.htm/ 2/ HHH  0s ? ̙33___PPT10i.+D=' = @B +   0 $(  x  c $^qD  q    <_q "` q V  T09 ?"6@ NNN?Ng PSource: http://www.shrm.org/students/getstart_published/CMS_003145.asp#P24_1581Q 2Q HHH  0s ? ̙33___PPT10i.0(oM+D=' = @B +  0 ,b(  ,~ , s *H}qD  q  ,  B ~q "` q H , 0s ? ̙33___PPT10i.0(oM+D=' = @B +  0 8h(  8~ 8 s *qD  q  8  Hq "`  q H 8 0s ? ̙33___PPT10i.0(oM+D=' = @B +r K 0rvz'5p " C/~'M !*1?$dH(X*-p~,p;PRuUUbe^ 2961Oh+'0  < Xd    <Preparing Yourself for a Career in International BusinessJeremy Scott BinghamWorldwide design templateKristen DeTienne62Microsoft PowerPoint@n@@p @9LG^  hF  y--$xx--'̙--F%!  !&*.2 5 8:;<;":&8)5,2../*0&/!.,)&"--'̙--$1R1R--'-̙--$DD0E0ED--̚--$EE0H0HE--͛--$HH0I0IH--͜--$II0L0LI--Ν--$LL0M0ML--Ξ--$MM0O0OM--Ϡ--$OO0P0PO--ϡ--$PP0Q0QP--Т--$QQ0R0RQ--У--$RR0S0SR--Ф--$SS0T0TS--ѥ--$TT0U0UT--ҧ--$UU0V0VU--Ө--$VV0W0WV--ө--$WW0X0XW--Ӫ--$XX0Y0YX--Ԭ--$YY0Z0ZY--ծ--$ZZ0[0[Z--֯--$[[0\0\[--ֱ--$\\0]0]\--׳--$]]0^0^]--ص--$^^0_0_^--ٶ--$__0`0`_--ٸ--$``0a0a`--ں--$aa0b0ba--ܼ--$bb0c0cb--ݾ--$cc0d0dc----$dd0e0ed----$ee0f0fe----$ff0g0gf----$gg0h0hg----$hh0i0ih----$ii0j0ji----$jj0k0kj----$kk0l0lk----$ll0m0ml----$mm0n0nm----$nn0o0on----$oo0p0po----$pp0q0qp----$qq0r0rq----$rr0s0sr----$ss0t0ts----$tt0u0ut----$uu0v0vu----$vv0w0wv----$ww0x0xw----$xx0y0yx----$yy0z0zy----$zz0{0{z----${{0|0|{----$||0}0}|----$}}0~0~}----$~~00~----$00----$00----$00----$00----$00----$00----$00----$00----$00----$00----$00----$00----$00----$00----$00----$00----$00---'-- %4 4 --'̙-- %----'@Arial-. ))) 2 s2005."Systemx7---$  --֭-- $ ---- $  --{-- $--zz\-- $ ----*$   --'@Arial-. +2 &Organizational Behavior .-@Arial-. 2 .Human Resources.-@Arial-. )))12 F*Orientation for New Students.-Root EntrydO)+@PicturesCurrent User/SummaryInformation( _RMBARAMBARA+258,3,Why a Job in International Business?263,8,Competencies262,6,Global Companies262,6,Global Companies260,5,Area of Interest259,4,Type of Career6http://www.podnetwork.org/development/definitions.htmkhttp://www.google.com/url?sa=X&start=1&oi=define&q=http://en.wikipedia.org/wiki/Organizational_development[http://www.google.com/url?sa=X&start=0&oi=define&q=http://en.wikipedia.org/wiki/Consulting7http://www.cwru.edu/med/epidbio/mphp439/Dictionary.htmhhttp://www.google.com/url?sa=X&start=1&oi=define&q=http://en.wikipedia.org/wiki/Organizational_behavior2http://www.barcap.com/campusrecruitment/glossary/`http://www.google.com/url?sa=X&start=8&oi=define&q=http://en.wikipedia.org/wiki/Human_resourceshttp://www.bls.gov/273,5,HR Career274,8,Academic Career275,11,Consulting Career276,14,OD/OE Career280,16,Careers285,26,Careers"http://www.members.aol.com/ODInsthttp://www.odnetwork.org/http://www.ihrim.org/http://www.ebri.org/ http://www.amanet.org/index.htm!http://www.aomonline.org/aom.asphttp://www.astd.org/http://www.shrm.org/#http://www.marriottschool.byu.edu/-http://stats.bls.gov/oco/content/ocos021.stm 257,3,Topics 257,3,Topics9http://marriottschool.byu.edu/dyerinstitute/sorenson.cfmTC010875711033(_0Kristen DeTienneKristen DeTienne  !"#$%&'()*+,-./0123456789:;<=>?@ABCDEFGHIJKLMNOPQRSTUVWXYZ[\]^_`abcdefghijklmnopqrstuvwxyz{|}~      !"#$%&'()*+,-./0123456789:;<=>?@ABCDEFGHIJKLMNOPQRSTUVWXYZ[\]^_`abcdefghijklmnopqrstuvwxyz{|}~Root EntrydO)PicturesCurrent UserSummaryInformation( PowerPoint Document(DocumentSummaryInformation8Root EntrydO)(PicturesCurrent UserSummaryInformation( ՜.+,D՜.+,    (08@ H "Custom MBA Brigham Young University>! &ArialTimes New Roman WingdingsSymbolAxis)Organizational Behavior Human Resources(Major Areas of Emphasis in OBHR CareersTopicsCareers HR CareerCommon MisperceptionsSlide 7Strategic HRM(Interview with HR Alumnus - Brad TaylorCareersAcademic Career*Interview with Academic Kristen DeTienne CareersConsulting Career@Interview with Consulting Alumnus Juan Riboldi, Org. ConsultantCareers OD/OE Career*Interview with OD/OE Alumnus David KinardGetting ExperienceInternship ExperiencesInternship ExperiencesInternship ExperiencesInternship ExperiencesInternship ExperiencesRecent Graduate Ben JohnsonRecent Graduate Lyall SwimmRecent Graduate Betsy Hales RESOURCESSHRM Definitions for HR JobsBLS Definitions for HR jobsPHR Certification,Professional Organizations and AssociationsOther Helpful Links  Fonts UsedDesign Template Slide Titles!(T\ _PID_HLINKS _TemplateIDA`+258,3,Why a Job in International Business?263,8,Competencies262,6,Global Companies262,6,Global Companies260,5,Area of Interest259,4,Type of Career6http://www.podnetwork.org/development/definitions.htmkhttp://www.google.com/url?sa=X&start=1&oi=define&q=http://en.wikipedia.org/wiki/Organizational_development[http://www.google.com/url?sa=X&start=0&oi=define&q=http://en.wikipedia.org/wiki/Consulting7http://www.cwru.edu/med/epidbio/mphp439/Dictionary.htmhhttp://www.google.com/url?sa=X&start=1&oi=define&q=http://en.wikipedia.org/wiki/Organizational_behavior2http://www.barcap.com/campusrecruitment/glossary/`http://www.google.com/url?sa=X&start=8&oi=define&q=http://en.wikipedia.org/wiki/Human_resourceshttp://www.bls.gov/273,5,HR Career274,8,Academic Career275,11,Consulting Career276,14,OD/OE Career280,16,Careers285,26,Careers"http://www.members.aol.com/ODInsthttp://www.odnetwork.org/http://www.ihrim.org/http://www.ebri.org/ http://www.amanet.org/index.htm!http://www.aomonline.org/aom.asphttp://www.astd.org/http://www.shrm.org/#http://www.marriottschool.byu.edu/-http://stats.bls.gov/oco/content/ocos021.stm 257,3,Topics 257,3,Topics9http://marriottschool.byu.edu/dyerinstitute/sorenson.cfmTC010875711033PowerPoint Document(DocumentSummaryInformation8