This empirical paper aims to identify the role of LinkedIn, a profession based social networking site (SNS) on overall hiring preference (HP) in Bangladesh. As the independent components, the author considered LinkedIn profile richness (LPR), LinkedIn skill endorsement (LSE) and self-presentation on LinkedIn (SL). The author collected primary data based on 391 survey responses. For descriptive statistics, the author utilized SPSS (version 24) and for examining the hypotheses, he utilized structural equation modeling technique through AMOS 24. After a careful and thorough analysis, it was found that all the independent components have significant positive roles over HP. This empirical paper is expected to be a founding guideline for the jobseekers having active LinkedIn profiles. Further, it can also guide the hiring managers to formulate and implement an efficient social media policy (SMP) for hiring.

Brain drain is one of the important aspects of development economics/Demographic transitions. A populous country has the potential to export human capital. There are so many determinants of Human Capital Outflow (HCO). Some like economic, social, and political drivers are already discussed in the previous studies. This study compares the impact of various classes of variables on the HCO. Furthermore, it gives recommendations for controlling HCO based on such results. Data is collected in the form of questionnaires from three rural and three urban areas of Peshawar. Random sampling is used. Probit models are used for comparing the significance of variables. The study shows that not only the classic variables, i.e. economic, social and political are important but also the newly introduced religious and environmental factors have a great impact on HCO. The forthcoming researchers can do further study by considering even more factors affecting the HCO. They can conduct studies for different areas and on different scales.

Information technology (IT) has become an integrated element of modern business world. In current years, the usage of IT in functioning human resource management (HRM) activities has amplified significantly. Electronic human resource management (EHRM) has the capability to expand managerial proficiency and elevate the role of employees as the strategic stakeholders. Swift technological advancements have turned EHRM into a considerable theoretical and professional agenda. This theoretical paper has made an investigation into the contemporary level of developments of the theoretical facts linked to EHRM. In this paper, the author has tried to review the various features of EHRM specially the scholastic perceptions around EHRM, the role of EHRM, the categories of EHRM; and the relationship of EHRM with contemporary business practices. The paper will hopefully contribute into HRM literature and regulate the value of EHRM practices, both theoretically and practically. It is also expected that this research will support the academicians and practitioners alike to have a complete representation of the contemporary issues related to EHRM.

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