This paper presents review of fingerprint recognition methods based on different extended features, compared to different latent and partial fingerprint database. Also, techniques used to extract features of a fingerprint as well as matching them with the database are specified in this paper. Some of the surveyed research papers have used traditional approach like minutiae based identification techniques and verification techniques. Whereas the other articles have used novel methods which combines minutiae and other extended features. To design and develop a fingerprint feature extraction method and to match them using pixel details and extended features, first of all fingerprints enhancement and thinning is done. Finally features are extracted and estimated. These estimated features are used to match with the template database using matching algorithm. The features are unique, which allows a single feature to be suitably matched with high possibility against a large database of features.

The main aim of this essay is to understand the concept of E-recruitment and identify the online job recruitment sources(websites) are using by organization in Sri Lanka. The main objectives of the study were to examine the levels of e-recruitment practices currently adopted and to be adopted in the near future, perceived constraints and motives of e-recruitment and the degree of managerial perception one practices, particularly in private sector organizations in Sri Lanka, are among objectives. The Essay analysed Based on previous articles and online sources used in Sri Lanka. Reduced time taken for hire and reduced administrative burden/paper work were identified as key motives while lack of knowledge and negative attitudes were identified as major constraints in practicing e-recruitment as a major source of recruitment in private sector organizations in Sri Lanka.

Humans are the most important asset of business organizations, so all the business organizations are trying every effort and use every way to recruit the appropriate candidates to improve the quality of the working team. Over past ten years the online recruitment has been extensively used among business organizations to identify and attract potential employees. The internet has dramatically changed the ways of both job seekers and organizations in employment practices in Srilanka.

E-recruitment Issues and Challenges in HRM has become a sound word and is being used in various contexts the world over especially in HRM E-recruitment has changed the way in which recruitment is conducted.

In this Essay -human resource management (HRM) functions: job analysis and job design, Human Resource Planning, recruitment and selection Training and Development. The kind of changes witnessed in India due to globalization has been dramatic and resulted in proliferation of HRM and services of E-recruitment across the country. Online/E- recruiting is changing the way employers think about finding moral personnel(Employees) and the way employees think about their jobs and their employers. Certainly, the Internet may totally change the way companies manage human resources.

All these functions are affected by changes in the Micro and Macro Economics factors, Business Environment, Technology, and potential Labour force of E-commerce or E-Business. These changes create challenges for Human Resource professionals who must recognize the inherent differences between E-recruitment and traditional Recruitment process. HR professionals must adapt to these changes rapidly in order to maximize the performance of employees. These challenges have a direct link to globalization by virtue of various activities covered in E-recruitment. This Essay looks at the impact of issues and challenges in E-recruitment in HRM to expose the effects and develop solutions in SriLnka