HR 2.0: linking Web 2.0 and HRM functions

Purpose The purpose of this paper is to identify the possible gaps in use of Web 2.0 tools and human resource (HR) functional performance, and to identify the potential areas of future research for the upcoming researcher and industry practitioners. Design/methodology/approach By having a thorough literature review on the said Web 2.0 and HR functions’ concepts, the study develops a conceptual model with seven propositions that assist in answering two major research questions, i.e., whether Web 2.0 tools can benefit the four major functions of human resource management (HRM), and to what extent Web 2.0 tools help HR Managers to reap maximum (efficiently and effectively) out of four major functions of HRM. By identifying the possible gaps in use of Web 2.0 tools and HR functional performance, the study identifies potential areas of future research for the upcoming researcher and industry practitioners. Findings HR 2.0 regime (right alignment of Web 2.0 tools and HR functions) will allow both the ends (employee and employer) to drive the organization toward sustainable, long-term business success. Excellence in HR functions following the HR 2.0 concept, can lead the organizations get best desired HR and business outcomes across sectors and industries. Though using Web 2.0 tools in HR functions can encounter various challenges as management of bulky information, time wastage, personal conflicts, threats of losing information confidentiality, etc., but these potential threats can be made less risky by transforming organization culture. Research limitations/implications As the scope of the study was limited to the use of Web 2.0 tools in HR practices, the study provided a generic view of the use of Web 2.0 tools in HR domain. Thus the findings should be used only in HR domain in a variety of contexts. Practical implications The current study adds value to in the exploration of the link between Web 2.0 and HRM in a systematic way because of the fact that Web 2.0 tools as drivers or facilitating tools can play a vital role in execution of HR practices and processes in a secure, effective and efficient manner. The current study also paves the way for the HR practitioners and researcher to extract manifold benefits from the use of Web 2.0 tools in all of its functions with the right understanding. Critical role of HR can be favorably facilitated by Web 2.0 in favor of both, i.e., employees and the employers which could ultimately enable them to create a competitive