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Recently, this steel section has found increasing popularity in residential, industrial and commercial buildings with their high load-carrying capacity due to the nature of high strength to weight ratio properties. However, the rise on the price of steel section should be more emphasized; therefore, the optimization in steel section design is needed to overcome the issue of material cost. As such, tapered steel sections save on material use, while the introduction of web openings allows the placement of mechanical and electrical services, plumbing and also aesthetic design considerations.

The purpose of this study is to investigate the lateral torsional buckling behavior of a tapered steel section with an ellipse-shaped opening by analyzing its structural parameters. To achieve this, the finite element analysis (FEA) of the section is modeled using LUSAS software, which allows for a detailed analysis of the section's behavior under varying loads and conditions. It involves the variation in web opening size, opening layout, opening rotation angle and the tapering ratio. Eigenvalue buckling analysis is adopted to know the parametric effects of each 108 model. The size of opening varies from 0.2 to 0.5 d of the total depth where the opening located. There are three type of layouts applied in this study, which are the layouts A, B and C. There are three types of rotation angles for the ellipse-shaped opening, including the non-rotated vertical opening and two additional types formed by rotating the opening 45 degrees clockwise and counterclockwise around the center-point of the ellipse. A fixed-free boundary condition was applied, resulting in a simulation of a cantilever beam. The models are fixed at one end with a larger depth, and free at the other end with a smaller depth. Loading condition is an application of 10 kN/m uniform distributed load in the direction of gravity along the mid-span of the top flange.

It is observed that the model 82 with Layout A, tapering ratio 0.3, opening size 0.5 d and opening rotated in 45 degree anti-clockwise direction results in the highest structural efficiency among the 108 models. Therefore, the buckling moment of model 82 is 1,013.08 kNm with structural efficiency of 481.26, which shows an increase of 3.17% compared to the controlled model.

The FEA results shows a significant increase in ductility and stiffness of the tapered steel section with elipse shape opening and consequently changes in the behaviour of yield point.

The purpose of this paper is to present a conceptual model of guanxi‐oriented human resource management (HRM) appropriate for organisations located in China that wish to maximise knowledge sharing and exchange. The recognised need by Western‐based organisations to develop trusting relationships through appropriate HRM approaches presents the setting to introduce the importance of guanxi in Chinese culture. The added complexity for Chinese organisations that employ a diversity of what are termed, in this paper, Conventional and Foreign Educated Chinese and Acculturated and Newly Arrived Expatriates is also presented.

Building on a review of literature about what challenges the knowledge revolution is having on the way that Western organisations manage their human resources, the paper presents an overview of the notion and function of guanxi in the Chinese context. The paradoxical and ambiguous nature of guanxi and its implications for interpersonal interactions are explained as being important for HR practitioners to understand.

The paper presents a conceptual guanxi‐oriented HRM model that incorporates the Chinese mindset that is, at one and the same time, paradoxical, holistic, dynamic, interdependent, flexible and reciprocal in nature.

While conceptual, the paper is based on a model developed from research by one of the authors that identified a guanxi‐oriented model of conflict resolution. The paper acknowledges that this model requires further research to test its applicability.

The paper is original in its attempt to link guanxi to HRM practices on Western concepts of human resources.