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This paper aims to demonstrate how participatory design methodologies can be used for the design of interactive learning tools for children.

This paper presents the methodology employed for the design of a multimedia tool for teaching Greek to young children aged 6 to 12. The preliminary data collection included interviews, questionnaires and observations, whereas the actual design of the tool was carried out using a Participatory Design methodology which advocates a design approach that focuses on the intended user of the service or product, emphasising the active involvement of users throughout the design process.

The paper provides detailed information from each of the data collection techniques used. It also highlights the successes and difficulties in implementing participatory design in an e‐learning context.

Although participatory design has been used in the design of other systems, it is rarely used as the design framework of learning applications. So the paper expands one's knowledge of implementing participatory design methodologies in learning.

This paper aims to critically discuss the mounting role of social media (SM) or social networking sites (SNSs) on various human resource management (HRM) practices.

The paper is based on 87 published papers collected from the Web of Science Database particularly from 2010 to 2020 (up to June) using VOSviewer software. After reviewing those paper contents, the author briefly highlighted the findings.

According to most of the previous studies, the utilization of SM information for various HRM practices is rising although such utilization is mostly limited to talent search and recruitment & selection at present. Further, it was found that Facebook and LinkedIn are the two most accepted sites among the hiring professionals where the first one mostly provides behavioral information and the second one provides job-related information. Finally, it was revealed that organizations can develop a strong corporate branding through the presence in SM.

This review paper is expected to motivate further research initiatives regarding the role of social media into different HRM practices.

The author expects that based on the findings, the organizational policymakers can get some practical guidelines regarding the efficient utilization of such a platform.

Social media is a powerful platform for flourishing business entities, promoting products, branding, talent search and so many more purposes. An organization can well promote its existence through this popular platform. In particular, the media can be a well-established platform for searching competent employees and creating employer branding. Therefore, more and more research studies should be carried out focusing on this recent issue. This review paper can be a base for the upcoming researchers as it has accumulated the previous literature and their findings.