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Employability concerns the individual$$s chances in the internal and$/$or external labor market $($Forrier$,$ Verbruggen, & De Cuyper, Citation$2015$; Rothwell & Arnold, Citation$2007).$ It is emerging as an important policy issue in HRM against the background of ongoing developments such as technological changes, ageing populations, and an increasingly competitive organizational environment. This has led to a sharp growth in employability studies in recent years and from an increasingly international scholarship. Although employability is regarded as a management and political concern $($Froehlich$,$ Beausaert, & Segers, Citation$2015$; Thijssen, Van der Heijden, & Rocco, Citation$2008),$ surprisingly few studies have addressed the role and impact of employer policies and practices and the national context. In addition, employability outcomes should be probed in greater detail: this probing could address different levels of analysis, for example individual well$-$being, organizational effectiveness or even societal well$-$being $($cf$.$ Beer, Boselie, & Brewster, Citation$2015).$ Such research would elucidate whether employability, and HRM investments in employability, is beneficial to all parties involved or whether there are unintended outcomes. This has been subject of academic and practitioner debates, as reflected in the so$-$called employability management paradox that questions whether managerial benefits of investing in employability outweigh the costs $($De Cuyper & De Witte, Citation$2011$; Nelissen, Forrier, & Verbruggen, Citation$2017).$

This Special Issue is therefore intended to be a catalyst for attracting and advancing research on the impact of HRM on workers$$ employability and subsequent outcomes. Examining HRM and employability together is particularly relevant, given that employability is widely viewed as an essential aspect of contemporary employment security in today$$s ever turbulent employment landscape $($Clarke$,$ Citation$2008$; Fugate & Kinicki, Citation$2008).$ Employees may view employability as something to be nurtured in order to achieve job security, optimal well$-$being and career success $($Kirves$,$ Kinnunen, De Cuyper, & M$$kikangas$,$ Citation$2014).$ For employers, employability, especially within the organization, may be viewed as a basis for competitive advantage which means that employers take advantage of boosting their workers$$ employability through relevant HRM policies and practices $($Clarke$,$ Citation$2008$; Van der Heijde & Van Der Heijden, Citation$2006$; Van Harten, Knies, & Leisink, Citation$2016).$ In contrast, some organizations may fear that use of HR practices to enhance employability will increase external mobility of talented workers, and hence organizations may be reluctant to make employability$-$related investments. Ultimately, investigating the role of HRM in workers$$ employability and subsequent outcomes helps to integrate and inform the employer$$s perspective with that of employees.

It is likely that researchers focusing on HRM could apply their theories and knowledge to inform employability research, and vice versa. This Special Issue provides a valuable opportunity to cross$-$pollinate and expand two heretofore separate research streams. We especially invite multidisciplinary contributions to help bridge this gap. In addition, the role and impact of HRM policies that might affect employability are likely to be influenced by national economic circumstances such as levels of unemployment, as well as varying national policies to address employment and employment security. Flexicurity policies in Denmark provide one illustration of this. We therefore particularly welcome papers that give appropriate weight to national and comparative contextual factors.

Taken together, the objective of the proposed Special Issue is to provide an analysis and to progress our understanding of how HRM affects workers$$ employability. In particular, we invite both theoretical and empirical contributions that illuminate the central question as to how and under what circumstances HRM impacts workers$$ employability and subsequent outcomes. We focus our Special Issue call in two primary yet broad areas. The first research avenue focuses on the content of HRM as well as its implementation, to understand how HRM impacts employability and subsequent outcomes. The second avenue considers the micro, meso and macro level circumstances under which HRM affects employability and subsequent outcomes.