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Robot assembly projects using multiple sensors at the University of Hull are being helped along by a master/slave control structure using a modular interface known as ROBUS. Jack Hollingum went to see some of the current projects there and talked with Klaus Selke of the Robotics Research Unit.

Multi‐dimensional sensor information space enables a system to detect and handle previously unknown errors.

Why is Compliance Needed in Flexible Assembly? Flexible assembly in a modern production environment poses very specific problems. The need for flexibility is well established and is mainly due to the desire to bring the economic advantages of mass production into a changing marketplace, where the trend goes towards smaller batches, larger product variety and faster response to the customer's expectations. This article describes only compliance, one of the many different and difficult problems which are inherent in such an environment, and the solution which the InFACT project (EUREKA/FAMOS EU321) has adopted.

Launched in May, the 10‐member IN FACT project intends to install two flexible assembly machine prototypes by the end of 1990. Jack Hollingum went to investigate.

With the pandemic and digital developments, digital transformation has begun in Human Resources Management (HRM). Applications such as robotic applications, information technology, IIoT, Industry 4.0 have led to a decrease in the need for human resources (HR) and an increase in the need for skilled workers. Along with this need, new-collar, digital-collar, cyber-collar, and metal-collar employee types have been added to the distinction between blue-collar and white-collar. To adapt to Industry 4.0 and to survive the pandemic process, businesses have also met the digitalization process very quickly and almost unpreparedly. In this context, the HRM of the businesses has started to experience digital transformation. With the digitalization of HR processes, digital conflicts have also emerged. Conflict management problems arising from digital transformation and the pandemic process, health problems, and cyber-attacks due to remote working have become one of the most important problems of the digital age. In this chapter, the issue of digital conflicts in HRM is discussed. In this context, first of all, the concept of digital conflict is included. Then, Industry 4.0, information technology and HR, the impact of information systems on digitalization and HR, digital transformation in HRM, opportunities, and threats arising from digitalization, and HR conflict management problems in the COVID-19 pandemic, collar change of employees during the pandemic, possible problems that may arise after the pandemic, future predictions, and strategic principles are mentioned.