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The purpose of this paper is to give reviews on the platform modeling and design of a controller for autonomous vertical take-off and landing (VTOL) tilt rotor hybrid unmanned aerial vehicles (UAVs). Nowadays, UAVs have experienced remarkable progress and can be classified into two main types, i.e. fixed-wing UAVs and VTOL UAVs. The mathematical model of tilt rotor UAV is time variant, multivariable and non-linear in nature. Solving and understanding these plant models is very complex. Developing a control algorithm to improve the performance and stability of a UAV is a challenging task.

This paper gives a thorough description on modeling of VTOL tilt rotor UAV from first principle theory. The review of the design of both linear and non-linear control algorithms are explained in detail. The robust flight controller for the six degrees of freedom UAV has been designed using H-infinity optimization with loop shaping under external wind and aerodynamic disturbances.

This review will act as a basis for the future work on modeling and control of VTOL tilt rotor UAV by the researchers. The development of self-guided and fully autonomous UAVs would result in reducing the risk to human life. Civil applications include inspection of rescue teams, terrain, coasts, border patrol buildings, police and pipelines. The simulation results show that the controller achieves robust stability, good adaptability and robust performance.

The review articles on quadrotors/quadcopters, hybrid UAVs can be found in many literature, but there are comparatively a lesser amount of review articles on the detailed description of VTOL Tilt rotor UAV. In this paper modeling, platform design and control algorithms for the tilt rotor are presented. A robust H-infinity loop shaping controller in the presence of disturbances is designed for VTOL UAV.

This paper aims to examine the effect of perceived work–life balance on the perceived level of employer branding attraction valueand organizational talent management. Accordingly, the structural model is developed that delineates the interactions among these and explores the mediating effect of employer branding attraction value between the relationship of work–life balance and organizational talent management.

This study is based on survey results and review of literature in terms of their implications for the proposed framework. Data have been collected by convenience incidental sampling from middle-level executives working in different information and technology (IT) companies. The model and posited hypotheses were tested through structural equation modeling analysis.

Perceived work–life balance was found to be positive and significantly predicted the employer branding attraction value and organizational talent management. The study also showed that there exists a significant and positive correlation between employer branding attraction value and perceived organizational talent management. Further, employer branding attraction value found to be a mediating construct between the relationship of work–life balance and organizational talent management.

The present study will add insight into the human resource practitioners to design cost-effective and prolonged popular practices in order to meet the employees work and personal expectations under the organizational association. The research investigated issue within focused IT sector employees to understand and solve the issues generated with changing factors in an organizational environment such as increasing women participation, duel earning couple, and maintaining the difference between various categories of employees at the practice level.

The study has value at both the scholarly and practice level. At a scholarly level, the research investigated an important contemporary issue at both level individual as well as organizational level. In practice if organization implements people friendly work-life balance policies, then this will be surely be helpful in organizational productivity in form of talent management and employer branding and further this will improve the personal and professional performance of most elementary component of developing society.

Work–life balance much more depends upon employees' perception, but so far the study has neglected the impact of this perception on other organizational attributes maintained under human resource management. Changes in demographic characteristics and interchangeable role of the youth population in organizations and society as well thrive for the newer approach to deal with the personal and professional aspects of the employees.

This paper aims to present a high-order scheme to approximate generalized derivative of Caputo type for μ ∈ (0,1). The scheme is used to find the numerical solution of generalized fractional advection-diffusion equation define in terms of the generalized derivative.

The Taylor expansion and the finite difference method are used for achieving the high order of convergence which is numerically demonstrated. The stability of the scheme is proved with the help of Von Neumann analysis.

Generalization of fractional derivatives using scale function and weight function is useful in modeling of many complex phenomena occurring in particle transportation. The numerical scheme provided in this paper enlarges the possibility of solving such problems.

The Taylor expansion has not been used before for the approximation of generalized derivative. The order of convergence obtained in solving generalized fractional advection-diffusion equation using the proposed scheme is higher than that of the schemes introduced earlier.

The K-means (KM) clustering algorithm is extremely responsive to the selection of initial centroids since the initial centroid of clusters determines computational effectiveness, efficiency and local optima issues. Numerous initialization strategies are to overcome these problems through the random and deterministic selection of initial centroids. The random initialization strategy suffers from local optimization issues with the worst clustering performance, while the deterministic initialization strategy achieves high computational cost. Big data clustering aims to reduce computation costs and improve cluster efficiency. The objective of this study is to achieve a better initial centroid for big data clustering on business management data without using random and deterministic initialization that avoids local optima and improves clustering efficiency with effectiveness in terms of cluster quality, computation cost, data comparisons and iterations on a single machine.

This study presents the Normal Distribution Probability Density (NDPD) algorithm for big data clustering on a single machine to solve business management-related clustering issues. The NDPDKM algorithm resolves the KM clustering problem by probability density of each data point. The NDPDKM algorithm first identifies the most probable density data points by using the mean and standard deviation of the datasets through normal probability density. Thereafter, the NDPDKM determines K initial centroid by using sorting and linear systematic sampling heuristics.

The performance of the proposed algorithm is compared with KM, KM++, Var-Part, Murat-KM, Mean-KM and Sort-KM algorithms through Davies Bouldin score, Silhouette coefficient, SD Validity, S_Dbw Validity, Number of Iterations and CPU time validation indices on eight real business datasets. The experimental evaluation demonstrates that the NDPDKM algorithm reduces iterations, local optima, computing costs, and improves cluster performance, effectiveness, efficiency with stable convergence as compared to other algorithms. The NDPDKM algorithm minimizes the average computing time up to 34.83%, 90.28%, 71.83%, 92.67%, 69.53% and 76.03%, and reduces the average iterations up to 40.32%, 44.06%, 32.02%, 62.78%, 19.07% and 36.74% with reference to KM, KM++, Var-Part, Murat-KM, Mean-KM and Sort-KM algorithms.

The KM algorithm is the most widely used partitional clustering approach in data mining techniques that extract hidden knowledge, patterns and trends for decision-making strategies in business data. Business analytics is one of the applications of big data clustering where KM clustering is useful for the various subcategories of business analytics such as customer segmentation analysis, employee salary and performance analysis, document searching, delivery optimization, discount and offer analysis, chaplain management, manufacturing analysis, productivity analysis, specialized employee and investor searching and other decision-making strategies in business.

The purpose of this paper is to examine the potential impact of organisational talent management practices on perceived employer branding. Talented employees are the lifeline of any organisation who contribute effectively to the organisation’s success. Talented workforce and their organisational attraction to remain productive act as a primary competitive enabler for the organizational performance. Employer branding now becomes a key factor to achieve success in business which engenders cognitive and emotional association along with positive involvement at workplace among organizational members. In the context of economic competitiveness and globalisation, employers are experiencing challenge in attracting and retaining talented workers.

This paper uses quantitative design; questionnaire survey method was used for assessing the organisational talent management and employer branding. Data have been collected through a sample of 232 executives’ class employees from various coal and iron mining industries located in Indian subcontinents. Finally, 197 responses were found to be acceptable for analysis. Hypotheses were tested using a comparison of means, correlations and multiple regression analysis.

Findings of the paper show that organisational talent management is strongly and positively with the perceived employer branding. Regression analysis showed that among the eight dimensions of organisational talent management, the predictors that are most effective in predicting the employer branding are, namely, rewards and remunerates fairly, manages work–life balance and attracts and recruits talent.

This paper was limited by a small sample size and the use of a cross-sectional design is not done. On the ground of analysis, more specific approach is required to apply the findings to the general population.

Much of the work on employer branding is conceptual based on marketing principle and limited to deal with potential employees. This paper provides empirical evidence from the internal/current employees’ perspective, by investigating the relationship between organisational talent management practices and organisational attraction internally, that is, perceived employer branding. Present paper contributes significantly to the implication and understanding of social exchange theory, internal branding theory and social identity theory in organisational setting (Eisenberger et al., 1986; Liden et al., 1997; Masterson et al., 2000; Settoon et al., 1996; Wayne et al., 1997).

Concerns about unsatisfactory work-life balance is negatively affecting turnover in many firms. Family-friendly HRM practices that address employee needs can help businesses reverse this trend and achieve desired outcomes from their talent management and employer branding initiatives.

This briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context.

Concerns about unsatisfactory work-life balance is negatively affecting turnover in many firms. Family-friendly HRM practices that address employee needs can help businesses reverse this trend and achieve desired outcomes from their talent management and employer branding initiatives.

The briefing saves busy executives and researchers hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy-to-digest format.

This article analyzes research on digital transformation in the tourism sector, providing insights into leading work, authors, journals, trends and future research opportunities. However, limited in-depth research exists on this topic, and the existing studies lack an understanding of its development, scope and relevant areas.

The study utilized the Scopus database to identify 61 articles on digital transformation in the tourism sector. The research employed VOSviewer software to analyze publication and citation structure, incorporating bibliometric variables like co-authorship, co-citation network, keywords co-occurrence network and bibliographic coupling.

The study yielded valuable insights from top-cited articles, revealing their contributions to digital transformation in tourism research. It also highlighted publication trends and the impact of authors, journals and studies and conducted co-occurrence, co-authorship and bibliographic analyses to identify key trends and issues in the tourism sector. The study calls for further examination of the digital revolution in tourism research and outlines future opportunities for researchers in this area.

To enhance the comprehensiveness of data collection, it is recommended that researchers consider including publications from databases such as WOS (Web of Science), Dimensions and PubMed in addition to the Scopus database. This broader inclusion of sources can provide different network structures and valuable insights from the field of digital transformation in the tourism sector.

The research provides substantial value to the study of digital transformation in tourism by focusing on bibliometric data from the Scopus database for the period from 2017 to 2022. By analyzing this data, it identifies significant trends in digital transformation within tourism research. Additionally, the study uncovers new areas of digitization in the tourism sector, further enhancing its value and relevance.

This paper aims to present a hybrid approach to measure the efficiency of virtual contact centers (VCCs) started during the pandemic and benchmark them for service performance. The results are used to plot the VCC's efficiency score (performance) and customer perception (Importance) to propose appropriate strategies.

Using the survey method, 854 responses were collected from customers who used VCC services during the pandemic. This data was then employed to assess the performance of VCCs using SERVPERF and DEA methods, followed by the development of the model for performance analysis.

Results reveal the ranking of different VCCs started during the pandemic for the telecom company using SERVPERF and DEA methods. Further, the performance analysis model highlighted the strategies appropriate for each VCCs.

The findings add to the body of knowledge on how multiple service units of a large organization can assess service efficiency utilizing a combination of SERVPERF-DEA. The present work also contributes to the performance analysis field by proposing a model to assess the service centers and provide improvement guidelines.

The work is one of the first to assess the service efficiency of the VCCs started during the pandemic by using a unique hybrid approach of SERVPERF and DEA. This approach provides a direction to whom to benchmark and to what degree service quality should be improved. Further, the study proposes a unique performance analysis model based on performance scores and customer perception.

Human resource management, Employee relations, Strategic human resource management.

The given case study is to be used by graduate and post-graduate students of Management in the courses of Human Resource Management & Employee Relations. The case may also be used for the discussions on the concepts such as discipline, disciplinary enquiry, grievance settlement procedure, workplace counseling and strategic human resource management.

The given case study is hypothetical in nature and meant for academic purpose and classroom teaching. In the given case study, the authors present a grievance settlement mechanism of a banking sector organization. The case study is about a grievance and its settlement of a sales executive in the branch office through the involvement of other senior officials at the workplace. The case study is useful to understand the significance of disciplinary issues, grievance settlement and domestic enquiry and counseling at the workplace.

The learning objective of the case is to make students understand the significance and various aspects of employee relations at the workplace. It aims at making students familiar with the requirement of discipline, focus on grievance settlement procedure and conducting disciplinary inquiry. The case study further has purpose to make students learn about the importance of counseling and be familiar with steps in counseling for handling real-life situations in their career.

Teaching notes are available for educators only. Please contact your library to gain login details or email support@emeraldinsight.com to request teaching notes.

CSS 6: Human Resource Management.

The banking sector requires a major comeback with the series of bank frauds that has shook the nation. The rising non-performing assets (NPAs) and corporate frauds find their roots in the top-level management or executive levels. The purpose of this study to analyse the behavioural component with corporate governance lapses for creating a trail and to what extent it can contribute to forensic analysis to help reduce and prevent fraud in the future.

This study is investigative in nature. This study uses case study approach by taking into account the major Advance–NPA–Fraud cases over period of 2010–2022. RBI data for bank advances, NPAs and advances-relate frauds from 2005 to 2019 were studies and interpreted for creating a trend and pattern for the reduction and prevention of frauds.

The authors found that behavioural factors and personalities affect the systems and culture of the company, thereby giving a jolt to the corporate governance mechanisms along with various entities like depositors, consumers and shareholders.

Assessing the behavioural aspects for risk mitigation remains unexplored in the banking sector. The personality dimension can help in contributing to comprehending the mental aspects and the reasons behind the combination of dark triads with economic offences.

This study is beneficial to all the beneficiaries of the banking sector and the economy at large in understanding the implications of risks because of patterns formed by emotions and vulnerability towards economic and fugitive economic crimes.