The results of managing e-recruitment in various organizations assessed the delicate fashion of online process-looking activities, which increased significantly. Five motivators of job seekers have been recollecting on this take a look, "Time-saving" is the top motivator, followed by the way of "surfing extensive places of employment", "global employment pool", "easiness" and "value-effective", respectively. These motivators encourage job seekers to go online to look for employment. The study recommends that HR practitioners be more aware and focus on online recruitment in Pakistan to attract many able-bodied personnel in less time. Invest more in developing online recruitment devices to get big go back on funding in a long way for cost-effective strategies. Technology has become an essential factor for a business community; e-recruitment also plays a vital role in the development of a talent pool for an organization. E-Recruitment thus helps to create the value of human resources, which can align and achieve business value. This paper aims to examine factors that are affecting the implementation of e-Recruitment in Pakistan. This research is based on four elements: age, education, cheating insecurity, and lack of information. It reveals that age, cheating issues, and low intake affect the implementation of E-Recruitment in Pakistan, whereas education level does not have any impact. This research will provide a framework for an organization to work accordingly and start implementing e-Recruitment in Pakistan, which is essential in a modern era of technology.

Leadership plays a substantial role in effective succession planning in public and private organizations. In comparison to private organizations, most public organizations have a bureaucratic structure. A study has been conducted to observe the impact of leadership on effective succession planning in public and private organizations. Study based on qualitative methodology. We can successfully observe the nature of both organizations by conducting an interview study. The study chose two private organizations, such as Standard Chartered Bank and Bank Alfalah. Two other public organizations are also taken into observation, namely the National Bank of Pakistan and the First Women's Bank of Pakistan. N=250 people from the aforementioned organizations were observed for the study. According to one study, hiccups integrate the nature of tenancy and political administration in people working in the public sector, as well as work force framework principles, the absence of assets, and the absence of core interests. A study found that proper implementation of strategies needs to be taken into consideration because most organizations fail to implant the proper program. Decision-making is also important because it’s necessary to take the right decision at the right time for effective succession planning.

Training and development have a significant impact on employee job satisfaction. This paper's main objective was to investigate whether training and development impact employees' job satisfaction in the banking sector of Pakistan. The paper is quantitative. Data for the paper has been collected through primary sources, such as questionnaires and surveys. The data have been checked through statistical software to find the impact of training and development on employees' job satisfaction. Training and Development (independent) and Employees' Job satisfaction (dependent) were two variables. To investigate whether training and development impact employees' job satisfaction in the banking sector of Pakistan, five branches of the National Bank of Pakistan (NBP) from the Karachi region were selected for the study. Eighty questionnaires were distributed for the collection of data. Descriptive statistics tools in SPSS were applied to the questionnaire to see its reliability and consistency. The goal was to see whether training and development impact employees' job satisfaction. The data were analysed and discussed. The result showed a significant relationship between the variables; Pearson correlation was used in the study, and Cronbach's alpha for each questionnaire was obtained. The frequency distribution was used to see the individual results of the study. Relevant literature was also studied about topics related to this research. Recommendations and conclusions form the last part of this paper.

HRM practices play a vital role in organizational performance of banking sectors. The objective of this study is to determine how Human Resource Management processes have impacted the organizational performance of public and private banking industry in Pakistan, for that purpose, a public bank i.e.  National bank of Pakistan (NBP), and a private bank, United Bank Limited (UBL) was selected. In the current company environment, HRM strategies are essential for two key reasons: talent cultivation and employee motivation. A questionnaire was used to collect quantitative data from both the banks, and the aim of the study was explanatory. The survey was completed by an estimated 270 employees from NBP and UBL from various divisions. The analysis was conducted using SPSS version 22, specifically the Regression and Correlation functions. According to the research, NBP and UBL, Karachi's hiring practices had no bearing on organizational performance. Other HRM strategies, like as training and development, performance evaluation, remuneration, and incentives and recognition, favorably influence organizational performance. According to researchers, the study's results are useful for public and private banking sectors of Pakistan. The results of this study may be beneficial not just to the participating banks, but also to other financial organizations.