E-HRM is relatively a new term in Bangladesh which is called the internettechnology-supported human resource management used today in various private industries through the power of web-based technology. It has brought a great change in the way of traditional HRM functions. The aim of this paper was to identify the key practices of e-HRM instead of traditional HRM practices in the private industry of Bangladesh for making our current HRM practices more need-based, effective and practical oriented. Data were collected from the total number of 108 respondents including all HR officers, senior officers and professionals etc through a close-ended structured questionnaire survey from January to April 2022. In this case, a five point Likert scale has been used to design the whole questionnaire. A simple random sampling technique has been used to reach the sample respondents. The collected data has been analyzed though Garrett ranking method in this study to find out the research result. The study found some of the key practices of e-HRM in the private industry such as e-communication (62.26%); e-personal profile (64.44%), e-training (64.53%), e-application tracking (66.36%), e-recruitment (66.57%). Based on the study, it was recommended that, our private industry should continue to practice e-communication, e-personal profile, e-training, e-application tracking, e-recruitment in place of the conventional HRM practices.

The study was conducted to identify the relationship between workplace bullying, sexual harassment, discrimination and the female employees' career failure in the field of private banking sector of Bangladesh. In this study, workplace bullying (repeated and unreasonable behavior to women that creates a risk to health and safety), sexual harassment (unwelcome sexual conduct by males that creates an intimidating, hostile, degrading, humiliating or offensive environment for women), discrimination (unequal or unfair treatment in women's professional opportunities) were independent variables and female employees' career failure (failure to continue a long term career in their workplace and result of quitting the career) was dependent variable. A total number of 240 female employees working in various private commercial banks inside Dhaka city were surveyed by a structured questionnaire for the purpose of primary data collection. Both the correlation analysis and stepwise regression were applied to analyze the proposed hypothesis. The correlation analysis strongly supported the entire hypothesis but the stepwise regression provided partial support to the hypothesis. After scrutinizing the collected data, the study found that the measured independent variable such as workplace bullying was correlated statistically and significantly with the female employees' career failure. Therefore, the study concluded that the minimum level of workplace bullying is still prevailing in our banking industry which has been considered as a strong cause of career failure among female employees.