The HRM field needs to focus on non-routine, evidence-based, science-inspired, creative, and value-added actions. What should be the role of HRM in the 4.0 environment? How can HRM activities change to support sustainable 4.0 organizations? How to design a human-centered organization in a jobless scenario? What individual and organizational competencies will be required to meet the expectations of the latest 4.0 business developments? Which organizational solutions will enable a fruitful and creative collaboration between human beings and ‘smart things’? What will be the impact of the 4.0 revolution on employment relationships and management practices? How could HRM practices drive social value in the 4.0 scenario? How to cope with the ‘dark side’ of 4.0 industry and what should be the HRM role in trying to prevent social drawbacks? Moreover, how can research into HRM 4.0 issues inform whether, how and why changes occur?
Rigorous conceptual and empirical research that is relevant to organizational settings is called for. Papers submitted may include, but are not restricted to, the following themes: