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We discuss workforce management, related to those aged 50+ , in the United Kingdom and the Republic of Korea. With international competitiveness becoming increasingly crucial, retaining the ‘right’ mix of employees to achieve strategic organisational goals is likely to determine organisational success. However, we argue that workforce management is not only influenced by organisational-level strategy but also by national institutional and sectoral policies. Decisions on whether and how to retain older workers are therefore (co-)determined by institutional incentives and barriers to doing so.

We find that British and Korean governments have legislated in favour of extended working lives and, hence, the retention of ageing workforces. In the United Kingdom, pension eligibility ages are being increased and in Korea mandatory retirement age has been raised to age 60. While changes to the UK pension systems leave individuals with the (financial) risks associated with extended working lives, the Korean government tries to protect individuals from financial hardship by enabling them to remain longer in their primary career. However, whether and how government regulation plays out depends on how organisations react to it. The Korean discussion, in fact, shows that there might be leeway: organisations might continue to externalise their employees early framed as honourable, or voluntary, early retirement, which might not be in the interest of the individual but very much in the interest of the organisation. It therefore appears as if the retention of ageing staff is not (yet) considered to be of strategic importance by many organisations in these countries.

Purpose: This study aims to review the existing literature on human resource management (HRM) as a major theme and sub-theme of human resource (HR) analytics. This chapter has the objective of analysing the trends in HR analytics.

Design/Methodology/Approach: It covered the publications between 2010 and 2021. There was a total of 500 articles sourced through ProQuest. The systematic literature review is applied as a research methodology. The metadata analysis was carried out to understand the trends, challenges, best practices, and scope of HR analytics. The authors have taken the help of keywords, journals, authors, domains, and topics for sourcing, screening, shortlisting, and finalising the article for review purposes.

Findings: It was found that research published in the early period concentrated on HRM’s theoretical and conceptual frameworks. In the middle phase, HR analytics gained momentum while the recent publications have reiterated on adopting various tools and technologies for optimum utilisation of resources and sustainable organisational development.

Practical Implications: This research will add to the literature in the HR analytics domain. It also provides a deeper insight to the researcher to explore and analyse more trends in the area that needs further exploration.

Originality: This study is relevant and comprehensive within the context of digitalisation, people analytics and competition management. It provides valuable insights to analyse the present scenario of the volatility, uncertainty, complexity, and ambiguity environment exploring new horizons for organisational efficiency and human capital.

An increased understanding of the capabilities needed for HR Analytics and how to build synergies from these capabilities is of practical and academic importance. Using the lens of Systems Theory, an explorative case study is performed in a multinational food distribution company that is building its HR Analytics Capabilities. In this study, the synergistic enablers and mechanisms have been examined in practice for the domain of HR Analytics and the BA Capabilities involved (clustered into Technology, Governance, Analytic Practices and Processes, People and Culture). Examples of (in)compatibilities, integration efforts, mechanisms and synergistic outcomes are given from the case organization. This study provides insights on how in practice the interaction between BA Capabilities can lead to synergistic relationships and synergistic outcomes and through what mechanisms and enablers this is being facilitated. The study contributes to HR Analytics and IS literature in terms of the use of synergistic enablers and mechanisms in practice.

This paper discusses algorithms for large displacement analysis of interconnected flexible and rigid multibody systems. Hydrostatic and hydrodynamic loads for systems being submerged in water are also considered. The systems may consist of cables and beams and may combine very flexible parts with rigid parts. Various ways of introducing structural joints are discussed. A special implementation of the Hilber‐Hughes‐Taylor time integration scheme for constrained non‐linear systems is outlined. The formulation is general and allows for displacements and rotational motion of unlimited size. Aspects concerning efficient solution of constrained dynamic problems are discussed. These capabilities have been implemented in a general purpose non‐linear finite element program. Applications involving static and dynamic analysis of a bi‐articulated tower and a floating tripod platform kept in place by three anchor lines are discussed.

The purpose of this paper is to analyse the inconsistent use of terminology in international collaboration, and develop a clearer typology that reflects the commercial and practical realities of modern business.

A critique of existing typologies provided the basis for the development of a more practical framework. The new typology was populated with the most prominent collaborative forms to emerge from the analysis of academic research and commercial practice.

“Structure” and “purpose” emerged as the most logical determinants in differentiating and classifying collaborative forms. Actual commercial ventures mapped on to the new typology demonstrate a good fit between these two considerations and the collaboration strategies adopted.

This work contributes much needed clarity in differentiating and classifying forms of collaboration. The key determinants of structure and purpose reflect more accurately the commercial and practical realities of modern business, and offer practitioners and researchers a logical means of mapping and analyzing collaboration strategy.