Abstract
In this paper, I discuss possible avenues for future research aimed at bridging the research-practice gap on the topic of disruptions in human resources (HR). I focus on three global mega-trends—the flexible workforce, the digitalization of business models, and artificial intelligence and machine learning—and examine their influence on the field of human resource management (HRM) in general and in the context of the COVID-19 pandemic. I discuss why HRM research has overlooked potential paradigm-shifting possibilities that could ultimately equip HR practitioners with the knowledge needed to respond to disruptions caused by these mega-trends.
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