To advance the integration of interdisciplinary academic research with practitioner-based perspectives, we encourage conceptual and methodological, qualitative and quantitative, empirical contributions, case studies, futures studies as well as proposals for practitioner panels on:

•Conceptualization of e/d-HRM and its translation to Strategic HRM

•Changing requirements for smart HRM

•Digital HRM (d-HRM) and globalization

•Context of d-HRM implementations, business policy changes with d-HRM

d-HRM and smart restructuring of the HRM function

•Business performance and d-HRM

d-HRM in different sectors

•Effects of cloud-based HRM

•Effects of HRM analytics

•New business solutions with d-HRM

•Smart performance management with digital HRM

•Smart HRM in international business

•Smartness of HR professionals – changes in the HRM function

d-HRM and networks

•Changing use of social media in HRM

•Macro- and micro-level smart HRM

•Research methodologies and methods for understanding d-HRM Future developments in d-HRM

We would emphasize that this list of topics, although long, is not exhaustive, we invite all papers that can help advance the discussion on such questions as: How does d-HRM look in a smart industry? How do d-HRM, smart HRM and sustainable HRM relate to each other? Is new theory needed for smart HRM? How can smart HRM improve business performance? How does strategic smart HRM look?