Mr. Chair, I would say I get feedback from my managers on a regular basis about human resource management and issues, about how quickly or not quickly we're moving in certain areas. There are also some frustrations, I would say, with our information systems, of being able to get the information you need in a timely fashion in order to be able to make those decisions. So I would say, yes, we do hear on a very regular basis about how things could be improved.
The other aspect that we have not raised or discussed is the whole area of the human resource professionals or practitioners themselves. The change for them was and remains significant. You're quite right that I did not indicate that we have eliminated all rules. We have eliminated some, which was the point of this. But the human resource practitioners were, and still are to a large extent, living through the change of what it is to manage without necessarily having a rule book, and having to interact and wanting to interact with managers who want to staff and do the development of their employees and manage their employees in a way that they know there are still rules to respect but at the same time there are huge flexibilities.
When you've been rule-bound for many years, it is a very big shift. It's not just the deputy heads, the managers, the employees; it's also been a change for the human resource practitioners. They are now, I would say, at the point of making that shift completely. It's taken a while for that to happen.