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Amorphous and defect rich Fe–Ni–B alloy nanosheets are developed which can efficiently catalyzes both the hydrogen and oxygen evolution reaction (HER, OER) at low overpotentials, making it an excellent bifunctional catalyst for overall water splitting (OWS) in 1.0 M and 30 wt% KOH electrolytes. The Fe 1.0 Ni 1.0 B||Fe 1.0 Ni 1.0 B electrode couple based electrolyzer can generates an exceptionally high current density of 1100 mA cm−2 and it offers 1.53 V cell voltage against 1.60 V for the crystalline counterpart for OWS at 10 mA cm−2, which are much lower than those of commercial Pt/C||IrO 2. It also demonstrates long cycling stability of 6000 cycles and durability of 70 h, a high exchange current density, mass activity and Faradaic efficiency. The experimental and density functional theory (DFT) studies illustrate the coordination environment of the catalyst and showed corroboratively that modulation of electronic structure due to the amorphous and rich defect nature. [Display omitted] • Amorphous and defect rich Fe–Ni–B alloy nanosheets are successfully developed. • Insights on electrocatalytic overall water splitting reaction with low cell voltage. • Fe 1.0 Ni 1.0 B.||Fe 1.0 Ni 1.0 B electrode couple based electrolyzer offers 1.53 V cell voltage • High current density of 1100 mA cm−2, 60 h stability and high Faradaic efficiency. • Computational and experimental studies corroborate proposed mechanisms. [ABSTRACT FROM AUTHOR]

This article explores the challenges and trends in human resource management across the retail sector in India. The focus is on how retailers are coming to terms with wider recruitment patterns and skills sets, and how they are adapting their HR policies to suit these changes. The article also considers what this means for hiring managers in the future. Some of the challenges that Indian retailers face include finding people with experience in all of their stores; dealing with labour shortages when employees retire or become ill; attracting skilled staff, who have been displaced by automation, to work in retail; retaining staff by providing better opportunities for them to progress through training or promotion within a company; and retaining older workers so they do not leave at an age which is too early. It is argued that the retail sector has to recognize that a key function of HR is being prepared for future changes, in order to survive and flourish. [ABSTRACT FROM AUTHOR]